Podcasts about Onboarding

See what the team at The Successful Bookkeeper has on right now → Sammy Mattingly and Fred Ott are back for the finale of their two-part conversation with host Michael Palmer. Where Part 1 covered the leap into bookkeeping entrepreneurship, Part 2 gets into the gritty, practical work of making a young firm sustainable — documenting processes, surviving the first real growth wave, hiring employee number one, and deciding what kind of business they actually want to build. Chapters [00:00] Introduction and Episode Recap [01:18] What Makes This Partnership Work [04:30] Growth Wave Exposes System Gaps [07:00] Hiring the First Employee [09:00] Fixing Onboarding the Right Way [12:00] Joining Pure Bookkeeping and Freedom Gateway [15:30] Walls Hit and Lessons Learned [18:30] Long-Term Vision and the Journey [21:30] The 'How to Make a Few Thousand Dollars' Podcast The Partnership Advantage One of the quieter themes running through this episode is just how much the partnership itself has been a growth tool. Sammy puts it plainly: "Fred is the only one of my friends that I could do this with — and it's mostly down to that accountability piece and the amount of work that each of us is going to put into this." For bookkeepers considering a partner arrangement, this episode is a useful reality check on what makes it work — shared drive, mutual trust, and complementary skill sets — and what makes it hard. When Clients Arrive Faster Than Your Systems The real test of any process is live clients. Sammy and Fred thought their systems were solid after months of heavy networking. Then the referrals started rolling in, and the cracks showed fast. "We quickly realized our systems and our processes are not what we need to be able to support the growth that we have now and that we want in the future," Fred says. Their response was to pull back from networking temporarily, sit down together, and map out standard operating procedures from scratch — building workflows, identifying automation opportunities, and stress-testing everything against real client volume. Onboarding: Break It, Fix It, Repeat Onboarding was the first thing to crack under pressure. Rather than patching it on the fly, Sammy and Fred blocked a Saturday, mapped every pain point, and rebuilt it. When the next wave of clients came through a month later, the process was smooth — but it surfaced a new set of smaller issues. "There's always something rolling onto the pocket of like, okay, here's an issue with our process," Sammy says. "Now we need to set aside time to work together to map out how to fix that and how to implement it." That cycle of deliberate improvement is now a permanent feature of how they run the business. Pure Bookkeeping and the Freedom Gateway Sammy credits early podcast listening for pointing him toward Pure Bookkeeping, and describes the decision to join as straightforward once the need for a real system became obvious. What stood out most was the access to experienced guidance: "Having an hour with Lisa Campbell a week, someone who's done it, who's built a very successful firm — she was great in just helping us learn and develop and how to work on the business." They also appreciated that the system is customizable — their Pure and Pixie setup reflects their firm, not a template. Building Toward Something (Without Telling Everyone What It Is) When Michael asks about the long-term vision, neither Sammy nor Fred throws out a revenue number — and Michael approves. Fred frames it well: "Like we want to grow and do all these things, but ultimately the day-to-day — we want the day-to-day to be enjoyable. We like challenging ourselves, we're curious people, and we like learning." They're also currently working through Traction by Gino Wickman and have launched their own podcast, How to Make a Few Thousand Dollars, which earned an early shoutout from the entrepreneur who inspired the name. Links Mentioned Mattingly & Ott Financial Accounting How to Make a Few Thousand Dollars — Sammy and Fred's podcast (search on your podcast app) Pure Bookkeeping — the system referenced throughout the episode Traction by Gino Wickman — EOS framework book Sammy and Fred are currently implementing How to Make a Few Billion Dollars by Brad Jacobs — inspiration for their podcast name The Successful Bookkeeper Episode featuring Theresa Slack — referenced by Michael as a model partnership story About the Guests Fred Ott and Sammy Mattingly are co-founders of Mattingly & Ott Financial Accounting, LLC, a growing bookkeeping firm built on referral-driven networking, deliberate systems work, and a commitment to serving small business owners in their community. Friends since high school, they made the jump from W-2 employment to entrepreneurship together and are now navigating their first year of real scale — with their first employee, a growing client roster, and a podcast of their own. About the hostMichael PalmerMichael Palmer is the host of The Successful Bookkeeper podcast and co-founder of Pure Bookkeeping and The Successful Bookkeeper. He started this work because of his father — a brilliant electrical contractor who worked twice as hard as he should have had to, because nobody on the financial side was in his corner. That gap is what The Successful Bookkeeper exists to close. His view: bookkeepers are the most undervalued force in small business — and every bookkeeper who builds a real business changes two families: theirs, and their clients'.

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

When onboarding feels chaotic behind the scenes, clients feel it too. In this episode, Libby breaks down one of the simplest yet most powerful systems she ever implemented to reduce client anxiety, improve communication, and create a more professional onboarding experience: the weekly client update email, also known as the “Domino's Pizza Tracker” for your practice. Drawing from real-world lessons and a major onboarding mishap, she shares how proactive communication can completely transform how clients experience those critical first 30 days.You'll hear practical ways to keep clients informed without overwhelming them, how to create more accountability inside your team, and why consistency matters so much when building trust during large money movements and account transitions. If your onboarding process sometimes feels messy, reactive, or stressful, this episode will help you create a system that feels smoother for everyone involved.In this episode you'll learn:Why proactive weekly communication dramatically reduces client anxiety during onboardingHow to structure a simple “Domino's Pizza Tracker” email your clients will loveThe internal systems and workflows that keep onboarding organized and prevent things from falling through the cracksBest practices for timing, consistency, delegation, and setting expectations during the first 30 days of the client experienceThis episode is packed with simple but highly effective ideas that can immediately elevate your onboarding experience without adding a ton of extra work. If you want clients to feel informed, confident, and cared for from day one, this is an episode you won't want to miss.Check out The First 100 Days Course: The Advisor's Blueprint for a Remarkable Client Experience HERE!Learn more about T2MWorks HERE! Learn more about Asset-Map financial planning software HERE! Learn more about our sponsor Beemo Automation HERE!   Check out the Efficient Advisor YouTube Channel HERE!Connect with Libby on LinkedIn HERE!Successful businesses don't get built alone. You need community! You need collaboration! Join us in The Efficient Advisor Community on Facebook.

This week, we welcome Adam Youngblood, AI strategist, to discuss how AI and agentic AI are becoming pervasive, why early “super Google” use is giving way to assistants that perform work, and how non-technical users can start by asking AI questions when they don't know where to begin. The conversation covers Claude (including Cowork) for research, costing, and spreadsheet creation; the lack of effective onboarding and growing privacy concerns; and frustration with AI bots conducting first-round job interviews. Adam describes agentic tools like OpenClaw and emerging offerings from Google, Amazon, and others, plus practical business opportunities (reducing waste, after-hours call handling, predictive maintenance, and camera-based visual inspection), while also addressing job displacement, data center power/water demands, and calls for ethics and guardrails.

In this episode, Josh interviews Nathan Hirsch, CEO of Ecom Balance and Outsource School, about hiring overseas talent, especially for senior management roles. Nathan shares strategies for promoting from within, the pros and cons of direct hiring, agencies, and marketplaces, and key legal and tax considerations. He outlines Outsource School's step-by-step hiring and training process, emphasizing the importance of leadership potential and strong financial management. The episode concludes with actionable tips for team building and scaling, plus resources for listeners interested in effective online hiring.Chapters:Introduction to Nathan Hirsch (00:00:00)Host introduces Nathan Hirsch, his entrepreneurial background, and current ventures.Challenges of Hiring Senior Management Overseas (00:00:49)Nathan discusses the difficulties and risks of hiring senior/managerial staff from overseas.Promoting from Within & Key First Hires (00:01:11)Nathan explains the importance of promoting internally and hiring initial team members with leadership potential.Examples of Internal Promotions (00:02:09)Nathan shares real examples of promoting team members to management roles in his companies.Coaching and Poaching Management Staff (00:04:09)Nathan addresses whether he has experience poaching or coaching management-level staff from other companies.Transitioning Part-Time to Full-Time Hires (00:04:53)Nathan describes negotiating with part-time hires to become full-time and exclusive.Legal & Tax Considerations for Overseas Hiring (00:05:02)Discussion on legal and tax implications of hiring overseas contractors and the importance of consulting a CPA.Hiring Methods: Direct, Marketplace, Agency (00:06:26)Nathan outlines the pros and cons of hiring direct, via marketplace, or through an agency.Risk Management When Hiring Direct (00:07:41)Tips for reducing risk when hiring direct, such as collecting identification and emergency contacts.High-Level Hiring Process Overview (00:08:47)Nathan provides a step-by-step overview of the hiring process taught at Outsource School.Training, Onboarding, and Problem Solving (00:10:25)Details on training, onboarding, and handling issues with new hires.Outsource School Resources & Offer (00:11:31)Nathan plugs Outsource School and its resources for business owners.Three Actionable Takeaways Recap (00:12:16)Host summarizes three key actionable takeaways from the episode for listeners.Where to Find Nathan Hirsch (00:15:08)Nathan shares where listeners can connect with him and learn more.Links and Mentions:Tools and Websites"Free Up": "00:01:11""Podcast Outreach Formula": "00:09:35""Outsource School": "00:11:31""VA Calculator": "00:11:31"Additional Resources"Hiring Packet": "00:11:31""Case Study": "00:11:31"Social Media"Nathan Hirsch" on LinkedIn: "00:15:15"Transcript:Josh 00:00:00  Today, I'm super excited to introduce you to Nathan Hirsh. Nathan is a lifelong entrepreneur and currently the CEO of Ecom Balance and Outsource School. Nathan is best known for co-founding Free Up Net in 2015 with an initial $5,000 investment, then scaling it to $12 million in yearly revenue and then having it acquired in 2019. Today, he leads Ecom Balance, an online bookkeeping service for e-commerce and digital businesses, and Outsource School, a membership teaching business owners how to hire effectively online. Nathan has appeared on over 400 podcasts and is a social media personality. Him and his wife live in Denver, Colorado with their two dogs where they are foster parents. So welcome to the show, Nathan.Nathan 00:00:47  Josh, thanks so much for having me. Excited to be here.Josh 00:00:49  What's your experience with hiring, like senior management level staff? do you have any advice or recommendations as to how do you go find like a C level or director level position overseas.Nathan 00:01:05  It's tough. It is by far one of the hardest things to do. So this is kind of how I look at it.Nathan 00:01:11  You can hire managers and senior people to come in. There's a lot of things working against you. Not only do you have to find someone with the right skill and the right managerial experience, but it's also a very tough thing to test for. But you also have to find someone that instantly fits in with your team and that your team will respect. So if I already have five VA's and I'm bringing in Bob to manage these five Vas, I need to know that those five Vas are going to like Bob, trust Bob, and that Bob's going to be able to handle it, and it takes a little bit of time to actually figure that out. So you could go a month or two before actually knowing if someone's a good manager. My strong preference, and this is what we've really been able to do at all our companies, is to always promote from within for managerial roles. And it also makes it so that your first hires at any company are unbelievably key. If you're making your first four hires of your company, you want to hire people that have management experience, that have leadership experience that wants it, that a lot of people don't want to be leaders, don't want to be managers.Nathan 00:02:09  So these are conversations you want to have with your initial hires. You don't want to just hire the data entry VA. You want to hire someone who's maybe overqualified for that initial role and let them know if they prove themselves. You're going to be looking for a leadership role in the future, and we did a great job with that. At Free Up, we had chicken, who was on our Amazon team, who we promoted from within there, and she became head of recruitment. We hired a bookkeeper and then made him the head of bookkeeping. Marius, like I said. And then we had two people, Jane and Layton, who started off just doing like customer emails and then eventually became the two heads of customer service. We needed two of them because we had 24 over seven customer service, but that's kind of how we've always done it. And with econ balance, the initial bookkeepers we hired, we made sure they had leadership and management experience. And they're now the senior bookkeepers and the team leaders of econ now.Nathan 00:02:59  And so it's always easier to promote from within. It's less risky. It's usually cheaper leads to less issues. There are situations where you're not able to do that, but my personal preference is to always promote from within.Josh 00:03:12  That makes a lot of sense. And I would echo 100% what you said there in terms of those key, those initial hires are key hires. Same thing. Even when we've hired a customer service role for our business, or an Amazon assistant or an Amazon specialist or supply chain specialist, it's not just to do the the data entry or the current tasks that we have assigned to them. Each one of them, I have wanted to see that they have management level talent with inside them, that they've had that experience managing other people. They've been promoted consistently in the past in the hopes that you're going to fill this role and then be able to fill even more roles in the future. So I think that's super important. Nathan, is there any experience that you have then with coaching at all, like management level staff.Nathan 00:04:09  no, I don't think I've ever poached like that. I'm trying to think there have been situations whe...

217 | When Students Leave Your Music Studio {fullvoicemusic.com} ⭐ Find links mentioned in this episode here: https://www.fullvoicemusic.com/podcast/217/ ⭐ In this episode of the FULL VOICE Podcast, Nikki Loney explores the good, the not-so-good, and the ugly side of students leaving your studio. From graduating seniors and heartfelt goodbyes to ghosting families and awkward exits, this honest conversation reminds teachers that student departures are a normal part of studio life. Perfect for voice teachers, music educators, and private studio owners, this episode reminds us to hold fast to our studio policies, navigate difficult communication professionally, never burn bridges with students or families, and recognize that some students unexpectedly find their way back years later.

On the podcast: why authentic founder-led content outperforms, tapping into HSA payments to unlock a whole new audience, and the growth lever no dashboard can measure.Top Takeaways:

In this episode of Millions Were Made, Jessica Marx is joined by Brooke Dumas, the Fractional COO brand of Tailored Premier, to examine one of the most overlooked drivers of team performance: ONBOARDING.While many founders dedicate significant time and resources to hiring, far fewer implement a structured onboarding process that ensures new team members are set up for success. The result is often misalignment, underperformance, and early turnover—despite hiring highly qualified individuals.Jessica and Brooke introduce their proprietary 90-day onboarding framework, a system implemented across client organizations to reduce owner dependency, improve clarity, and accelerate employee performance. They emphasize that the first 90 days are not only a critical evaluation period for the employee, but also a reflection of the company's leadership, systems, and operational standards.Through real-world observations, they outline the common mistakes founders make—such as assuming experienced hires require minimal guidance—and explain why clearly documented processes, defined expectations, and consistent feedback are essential to building a high-performing team.This episode covers:Why onboarding is a key determinant of employee success and retentionThe risks of relying on assumptions rather than structured trainingHow lack of clarity leads to inefficiency and increased turnoverThe importance of defining and communicating company standardsWhy SOPs, checklists, and documentation are foundational to scalingHow to structure feedback and milestones within the first 90 daysThe long-term impact of a well-executed onboarding experienceThis episode serves as Part 1 of a two-part series designed to help founders implement a scalable and effective onboarding process that supports both team performance and business growth.Listen now and stay tuned for Part 2, where we will provide a detailed breakdown of the onboarding framework and how to implement it within your organization.Mini-timeline00:14–01:03 — Introduction to the 90-day onboarding framework01:04–02:15 — Why onboarding is critical to employee retention02:16–03:18 — The role of onboarding in shaping company culture03:19–04:53 — The risks of assuming new hires will “figure it out”04:54–06:30 — Common onboarding mistakes made by founders06:31–08:15 — Defining and communicating standards of excellence08:16–10:39 — The importance of SOPs, checklists, and structured plans10:40–11:31 — Hiring under pressure: build first or hire first?11:32–13:57 — The consequences of onboarding without infrastructure13:58–15:20 — The cost of early employee turnover15:21–17:52 — Case example: effective onboarding in practice17:53–19:30 — Building employee engagement and long-term commitment19:31–20:27 — Making informed decisions within the first 90 days20:28–22:42 — Preview of Part 2 and framework overviewResources90-Day Onboarding Framework (Download): https://astounding-founder-8808.kit.com/products/onboarding-blueprintFollow @millionsweremade on Instagram for frameworks + strategy tipsConnect with Jessica:Instagram: @millionsweremade | @thejessicamarxWork with Jessica: Tailored PremierWebsite: Millions Were Made

In this episode of Cents Chat, Kitty and Chris sit down with Sean Ogden, Co-Founder of GiveTech, to talk about one of the least glamorous but most important parts of payments: merchant onboarding. GiveTech's mission is to make giving so simple it can happen at a stoplight, but that kind of frictionless donation experience only works if the platform also has strong controls behind the scenes. The team digs into how GiveTech replaced clunky PDFs, DocuSigns, and awkward PII collection with a branded, mobile-first onboarding workflow that feels simple for customers while supporting underwriting, KYC, and fraud prevention.The conversation also looks at why onboarding has become a bigger responsibility for ISVs and platforms. With card-network monitoring expectations increasing, fintech regulation shifting, and donation platforms becoming attractive targets for fraudsters, getting merchants live is no longer just an administrative step. It is the front door to trust, risk, compliance, and money movement. GiveTech's story shows how better onboarding can reduce sales friction, protect sensitive information, validate identities, and help legitimate organizations start accepting donations faster without making the platform easier for bad actors to exploit.

(Disclaimer: Click 'more' to see ad disclosure) Geobreeze Travel is part of an affiliate sales network and receives compensation for sending traffic to partner sites, such as MileValue.com. This compensation may impact how and where links appear on this site. This site does not include all financial companies or all available financial offers. Terms apply to American Express benefits and offers. Enrollment may be required for select American Express benefits and offers. Visit americanexpress.com to learn more.  ➤ Free points 101 course (includes hotel upgrade email template)https://geobreezetravel.com/freecourse  ➤ Free credit card consultations https://airtable.com/apparEqFGYkas0LHl/shrYFpUr2zutt5515 ➤ Seats.Aero: https://geobreezetravel.com/seatsaero ➤ Request a free personalized award search tutorial: https://go.geobreezetravel.com/ast-form If you are interested in supporting this show when you apply for your next card, check out https://geobreezetravel.com/cards and if you're not sure what card is right for you, I offer free credit card consultations athttps://geobreezetravel.com/consultations!Timestamps:00:00 Meet Tikue and Kudos01:53 From First Card to Points Pro03:33 Kudos Platform Overview04:41 Onboarding and Data Linking07:37 Valuing Rewards and Benefits10:31 Credits Overspending Trap12:50 Card Discovery by Spend16:56 Lounge Access Valuation22:57 Annual Fee Worth Calculator24:55 Portfolio View and Nuance31:06 Lounge Crowds and Certainty35:33 Extension and Bill Negotiation38:10 Pricing and Free vs Premium39:20 Wrap UpYou can find Julia at: ➤ Free course: https://julia-s-school-9209.thinkific.com/courses/your-first-points-redemption➤ Website: https://geobreezetravel.com/➤ Instagram: https://www.instagram.com/geobreezetravel/➤ Credit card links: https://www.geobreezetravel.com/cards➤ Patreon: https://www.patreon.com/geobreezetravelYou can find Tikue at:➤ Website: https://www.joinkudos.com/ Opinions expressed here are the author's alone, not those of any bank, credit card issuer, hotel, airline, or other entity. This content has not been reviewed, approved or otherwise endorsed by any of the entities included within the post. The content of this video is accurate as of the posting date. Some of the offers mentioned may no longer be available.

One rushed hire can undo years of hard-earned trust on your pool route. We break down how we train and onboard a new pool service employee so customers still get the same clean water, the same reliable routine, and the same professional experience they expect from us.We start with a realistic training timeline (and why three to four weeks of ride-alongs is often the sweet spot), plus the mindset shift that saves your sanity: a new pool technician will have questions, forget steps, and need reminders, even if they seem sharp on day one. From there, we define “culture” in a pool service business, because the service standard you tolerate becomes the service your tech delivers, whether you run a volume route or a premium, detail-driven route.Then we get practical about hiring in today's market, where gig work competes for the same workers. We talk W-2 realities, pay structure options like hourly plus per-pool style bonuses, workers' comp considerations, and the math you need to confirm you're still profitable after payroll taxes. Finally, we outline a field-ready checklist: professional appearance, a consistent stop routine, key water chemistry tests, equipment checks, chemical safety, and the vacuuming standard that prevents the most common customer complaint. We close with a hard truth that matters: character screening can save you from a no-notice quit that leaves you holding the bag.If you found this helpful, subscribe, share it with a pool pro who's hiring, and leave a review so more service techs and owners can find the show.We lay out a practical approach to employee training and onboarding that protects your pool route, your service quality, and the value of your business. We talk honestly about why new techs forget steps, how customer complaints start, and what systems keep things running smoothly.• setting a realistic training timeline with ride-alongs and ongoing check-ins  • defining company culture and the service standard we expect  • hiring challenges from gig work competition and shrinking applicant pools  • planning pay structure, W-2 compliance, breaks, payroll records, workers' comp  • presenting professionally with uniforms, truck signage, and basic conduct rules  • building trust while sharing the right amount of customer information  • teaching a repeatable pool stop routine from visual check to chemicals  • covering water chemistry priorities and what to test weekly versus quarterly  • inspecting equipment early to catch leaks, noise, and flow issues  • training chemical safety and preventing common trichlor mistakes  • setting a clear vacuuming rule to reduce customer complaints  • requiring fast reporting of problems before customers notice  • screening for character to reduce no-notice quitting risk  Learn more at swimmingpoollearning.com.  If you're looking for other podcasts, you can find those by going to my website, sweetpoollearning.com on the banner.  And if you're interested in the coaching program I offer, you can learn more at poolguycoaching.com.  Send us Fan MailSupport the Pool Guy Podcast Show Sponsors! HASA https://bit.ly/HASAThe Bottom Feeder. Save $100 with Code: DVB100https://store.thebottomfeeder.com/Try Skimmer FREE for 30 days:https://getskimmer.com/poolguy Get UPA Liability Insurance $64 a month! https://forms.gle/F9YoTWNQ8WnvT4QBAPool Guy Coaching: https://bit.ly/40wFE6y

In episode 253, Coffey talks with Anthony Sork about how emotional attachment during onboarding shapes employee engagement, retention, and organizational performance.  They discuss the difference between employee attachment and employee engagement; how onboarding experiences create long-term emotional bonds with organizations; the role frontline managers play in employee retention and discretionary effort; why poor manager engagement creates downstream hiring and retention risks; how employer branding influences attachment before candidates even apply; the impact of lengthy recruiting processes on candidate perception and trust; why organizations should treat onboarding as a strategic investment; the four core attachment perceptions of security, trust, acceptance, and belonging; how emotional bonds form during the first 120 days of employment; practical ways leaders can strengthen employee connection and purpose alignment; the risks of unmanaged onboarding and declining new-hire sentiment; why traditional engagement surveys are lagging indicators of workplace culture; and how individualized onboarding experiences improve retention and team performance.  Mentioned in this episode: Qualtrics' 2026 Global Employee Experience Trends https://www.qualtrics.com/ebooks-guides/employee-experience-trends/   ** Special Offer From Our Guest **  We are pleased to offer a complimentary trial of the Employee Attachment Inventory for an employee who has commenced and who reaches their 90th day of employment in the months of May, June, or July 2026.  Visit www.shcBOND.com and use this code: GoodMorningHREAI2026   Or email Anthony Sork (anthony@sorkhc.com.au)or Selina Sork (selina@sorkhc.com.au) with questions.  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:  As a world recognized thought leader in employee perception measurement, Anthony Sork has changed the way organizations understand “Engagement” across the employee lifecycle. Anthony has worked with leaders across all industries to help them understand, measure and manage the emotional bond of their talent to enhance performance and retention and build “Culture's of Excellence'.  Anthony's award winning patented instrument, the Employee Attachment Inventory (EAI) together with the Employee Connection Inventory (ECI) and Employee Detachment Inventory (EDI) have supported thousands of Managers globally to create highly engaged, high performance teams.  Anthony has spoken at leading industry conferences around the world. His audiences describe him as “expert”, “upbeat”, “articulate”, “engaging”, “entertaining” and “passionate”.  Anthony has been featured in the Australian Financial Review, Sydney Morning Herald, Management Today, Human Capital Magazine, Recruitment Extra & ABC Radio.  You can learn more about Employee Attachment, Connection and Detachment across Anthony's social media channels which attract a worldwide audience.  Anthony Sork can be reached at: www.SorkHC.com.au   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Understand the difference between employee attachment and employee engagement. Identify the leadership behaviors that strengthen emotional bonds with new hires. Evaluate onboarding practices that improve retention, trust, and belonging. Recognize the long-term organizational risks of poor manager engagement. 

Most of the organizations I work with are obsessed with the top of the funnel. Ads, SEO, social media, the next campaign, the next traffic spike. The marketing team has dashboards full of acquisition metrics, and the design team usually gets drafted in to support that effort. New landing pages, better hero sections, smoother sign-up flows. That's all fine as far as it goes. I've written an entire email course on campaign landing pages because I genuinely believe most of them are leaking conversions like a colander. But it does mean something important keeps getting ignored. Most organizations have no cohesive strategy at all for retention and upselling. They pour effort into getting the customer through the door, then more or less forget about them once they're inside. The numbers nobody is acting on This is strange when you stop and think about it. The economics of retention have been well known for years. Acquiring a new customer typically costs around five times more than keeping an existing one. Cross-selling or upselling to an existing customer costs roughly 24% of what it takes to win the same revenue from a new one. You don't need to convince someone who's already bought from you. You just have to not screw it up. Retention falls between the cracks So why does retention keep slipping through? In my experience, it's because nobody really owns it. Every other part of the customer journey has a clear home. Acquisition belongs to marketing. Onboarding sometimes sits with product. Support lives in customer success. Renewals end up with sales. Retention falls into the gaps between all of them, which is a polite way of saying it falls on the floor. A real opportunity for UX This is where I think UX has a genuine opportunity. Not just to help with retention, but to own it. To plant our flag and say this is our patch. I know that sounds like more work for a profession that's already stretched thin. But hear me out. UX has a chronic problem with how it's perceived inside organizations. We're seen as the people who make screens look nice. Helpful, but not strategic. The reason for that perception is partly our own fault. We've spent years talking about users when senior leaders are thinking about revenue. We've reported back on usability scores when the board is looking at MRR and churn. Nobody at the top of an organization wakes up worrying about whether the user's mental model matches the interface. They worry about lifetime customer value. They worry about monthly recurring revenue. They worry, sometimes very loudly, about churn going in the wrong direction. And yet plenty of businesses worry about those numbers without ever actively tracking them. Nobody is responsible for measuring them, so they sit in the background as a vague anxiety rather than a managed metric. If the UX team picked up that responsibility, and started tying our work to those numbers, our standing inside the business would change dramatically. We'd stop being the screen-prettifying team and start being the team that protects revenue. That's a very different conversation to have with a CFO. Why retention is a UX problem in disguise The other reason retention is such a good fit for UX is that the levers are largely ours already. Customers usually leave because something in the experience disappointed them. They couldn't find what they needed. The product didn't deliver what they expected. Support was a maze. The onboarding fizzled out before the value clicked. Every one of those is a UX problem dressed up as a business problem. The same goes for upselling. Customers buy more from companies that have nurtured them properly, where the experience has built trust over time. You can't bolt that on with a clever email campaign three months in. It has to be designed.

Employee engagement remains one of the most talked-about challenges in the world of work. Year after year, the data tells the same story: levels barely shift, no matter what organizations try. The usual response is to focus on what happens once people are already in the door, but the results rarely change. At the same time, AI is reshaping roles and expectations, making employees question their value in ways that weren't there before. So what if the real engagement problem starts in the hiring process itself? My guest this week is Dr. Roz Cohen, Chief People Officer and author of “The Engagement Dilemma”. In our conversation, she explains why there are three distinct types of engagement, how outdated job descriptions undermine them, and what hiring teams should do differently to build belonging from the start. In the interview, we discuss: Why engagement levels haven't shifted Three types of employee engagement The role of TA in employee engagement Reassessing roles before recruiting Hiring for attributes and behaviours Onboarding for connection and belonging Identity beyond surface characteristics What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. A full transcript will appear here shortly.

What does it take to build a thriving, high-performance culture inside one of the fastest-growing tech companies in the world, without ever requiring a college degree to get in the door? Mandy Mekhail, Chief of Staff of People at ClickUp, went from teaching in a classroom to leading the people function at a 1,200-person global company, and her journey is anything but conventional. In this episode, Mandy pulls back the curtain on ClickUp's non-traditional hiring philosophy, their obsession with onboarding excellence, and how they're turning AI agents into literal coworkers on the org chart. Whether you're an HR professional, a people leader, or simply curious about where work is headed, this conversation will challenge the way you think about hiring, culture, and the role of AI in your organization. Don't miss it. Key Timestamps [00:00:00] — Introduction: Mandy's Unconventional Path to People Leadership From educator to customer support to Chief of Staff of People at ClickUp, Mandy shares the leap of faith that started it all and the mindset that carried her through. [00:03:00] — Joining ClickUp at Employee #110 Mandy reflects on what it was like to join ClickUp when it had fewer than 100 functional employees and what it's meant to watch it scale to 1,200 people globally. [00:04:00] — The Role That Shaped Everything: Building the Quality Team Six months into ClickUp, Mandy was tasked with building the customer support quality function — and it became the role that fused her education background with her passion for people impact. [00:05:00] — Recruiting Power Users: ClickUp's Unconventional Hiring Strategy Forget job boards. ClickUp finds top talent by recruiting passionate product users from online forums and communities — and it's still a core part of their strategy today. [00:07:00] — Why ClickUp Dropped the Degree Requirement From Day One CEO Zeb Evans made a deliberate call early on: if a bachelor's degree isn't the real signal of capability, don't require it. Mandy explains how skills, integrity, and passion took its place. [00:09:00] — The Interview Question That Reveals Everything One question ClickUp asks every candidate regardless of role: "Give me an example of when you showed fortitude." Mandy explains why resilience is the great equalizer in hiring. [00:10:00] — Onboarding 500 Employees with a 99% KPI Success Rate Within 90 Days Mandy breaks down the layered, outcome-first onboarding framework that got new hires fully productive in weeks — by embedding them in the product from day one. [00:13:00] — Maintaining Culture Across Time Zones, Countries, and Hub Offices With teams spanning San Diego, Dublin, Sydney, Manila, and beyond, Mandy shares how a shared mission and core values become the unifying force across global subcultures. [00:15:00] — Preventing Burnout in a High-Growth, Fast-Shipping Environment High expectations don't have to mean burnout. Mandy explains why clear communication and respectful manager relationships are the real guardrails — not just PTO policies. [00:17:00] — Practical Boundaries in a Always-On World Mandy shares her personal rule: the ClickUp mobile app gets turned off at 5 PM. A small habit with a big message about modeling the boundaries you want your team to keep. [00:18:00] — Inclusion at Scale: How ClickUp Runs Global All-Hands Meetings Rotating time zones, recorded sessions, and a commitment to giving every employee the opportunity to attend live — Mandy breaks down what operational inclusion actually looks like. [00:19:00] — Why Every Single Communication at ClickUp Lives Inside ClickUp No side channels. No email threads. Every conversation, every message, every decision — all in ClickUp. Here's why that radical commitment powers both inclusion and AI at scale. [00:22:00] — The AI Agent Hour: One Hour a Week That's Changing Everything ClickUp gives employees one dedicated hour per week to play with AI Super Agents — no agenda, no expectations. Mandy explains how this structured playtime is dismantling fear and unlocking innovation. [00:27:00] — Advice for HR Leaders Who Are Afraid of AI Mandy's message to people leaders sitting on the fence: don't let your own fear set the tone for the rest of your organization. Start by understanding it yourself — and lean into your compliance and legal superpowers along the way. [00:29:00] — Where AI Has Made the Biggest Impact in the People Function Tier-one operational tasks are the obvious win, but Mandy points to something most HR teams are still missing: using AI for sentiment analysis of HR processes — and why that's the next frontier. [00:31:00] — AI as a Multiplier, Not a Replacement On the noise around AI layoffs, Mandy is clear: ClickUp treats AI agents as coworkers, not substitutes. They even appear on the org chart with the same data architecture as human employees. [00:33:00] — 5,000 AI Agents for 1,200 Employees Inside ClickUp's internal "agent wins" channel and Help Wanted Board — a grassroots knowledge-sharing system that has resulted in more AI agents than people at the company. [00:36:00] — Closing Thoughts: Don't Be Afraid to Try Something for the First Time Mandy's parting challenge to every listener — whether you're in tech or not: dive in, explore, and trust that understanding AI will transform how you see your role, your team, and your future. A QUICK GLIMPSE INTO OUR PODCAST Podcast: Transform Your Workplace, sponsored by Xenium HR Host: Brandon Laws In Brandon's own words: "The Transform Your Workplace podcast is your go-to source for the latest workplace trends, big ideas, and time-tested methods straight from the mouths of industry experts and respected thought-leaders." About Xenium HR Xenium HR is on a mission to transform workplaces by providing expert outsourced HR and payroll services for small and medium-sized businesses. With a people-first approach, Xenium helps organizations create thriving work environments where employees feel valued and supported. From navigating compliance to enhancing workplace culture, Xenium offers tailored solutions that empower growth and simplify HR. Whether managing employee relations, payroll processing, or implementing impactful training programs, Xenium is the trusted partner businesses rely on to elevate their workplace experience. Discover how Xenium can transform your workplace: Learn more Connect with Brandon Laws: LinkedIn | Instagram | About Connect with Xenium HR: Website | LinkedIn | Facebook | Twitter | Instagram | YouTube

What does it actually look like to build a company culture so strong that your team shows up energized, aligned, and genuinely proud to be there every day?In this episode of The Willpower Podcast, host Will Humphreys sits down live at Growth Code Miami with Haley Addis, founder and CEO of More to Say, a pediatric speech-language pathology clinic with 55+ team members. Haley shares the intentional systems, onboarding strategies, and leadership principles behind what Will calls a top 1% company culture.This conversation is packed with practical ideas for healthcare owners, therapy clinics, and service-based entrepreneurs who want to reduce burnout, improve retention, and build a team people genuinely want to be part of.In This Episode You'll Discover:Why onboarding starts before the offer letterHow to embed core values into hiring and daily operationsThe “Happy Chat” recognition system, core value coins, accountability jars & Accelerator BonusThe First Year Journey: a 12-month onboarding framework based on the S-Curve of LearningWhy burnout usually comes from unclear expectations, not workloadThe feedback systems that ensure every employee voice gets heardWhy culture drives profitability more than most leaders realizeHow to build a team culture so strong people want to join just from being around your energyIf this episode gave you one valuable idea, share it with another business owner who needs to hear it.And as always: lead with love, and never give up.Connect with Haley Addis:Website: moretosayct.comEmail: haleyaddis@moretosayct.comSend us Fan MailVirtual Rockstars specialize in helping support or replace all non-clinical roles.Learn how a Virtual Rockstar can help scale your physical therapy practice.Subscribe here to our completely free Stress-Free PT Newsletter for your weekly dose of joy. 

What can PMO leaders, healthcare IT teams, and organizational leaders learn from UFC Hall of Famer Matt Serra's approach to onboarding new Brazilian Jiu Jitsu students?Quite a bit.In this episode, What Matt Serra Taught Me About Onboarding Teams, Kevin Pannell reflects on lessons from BJJ, emergency management, healthcare IT, and PMO leadership to explore why new employees are basically white belts and why good onboarding matters more than most organizations realize.The conversation covers:• onboarding and organizational culture• confidence through repetition• balancing accountability with support• psychological safety and leadership• progressive exposure versus overwhelming people• lessons from Brazilian Jiu-Jitsu and Incident Management TeamsA central theme throughout the episode: “New people do not need to be tested immediately. They need to be developed.”Own your mind. Move your body. Anchor your spirit.Godspeed, y'all.

Welcome to the grand finale of our tenant screening series! In Episode 6, Dr. Jen Salisbury brings all the pieces together into a cohesive, repeatable system. We cover the final steps of the screening process: how to build an objective scoring rubric, how to legally and respectfully deny an applicant, and how to document your decisions to protect your business. Finally, we discuss how to seamlessly transition your approved applicant into a happy, long-term tenant through a structured onboarding process. Learn how to say "no" safely and say "yes" effectively, wrapping up our series with actionable steps for both US and Canadian landlords.

Why onboarding should be treated as an experience, not just a checklist The critical difference between onboarding and true employee belonging Why first impressions extend beyond day one and shape long-term outcomes Common mistakes organizations make by focusing too heavily on tasks and compliance How understanding individual motivations, personalities, and learning styles improves engagement The role of curiosity and early feedback in building trust with new hires Practical ways to personalize the first-day experience and create meaningful connections Why onboarding should be a shared responsibility across leaders, managers, HR, and peers How involving cross-functional teams improves integration and team cohesion The importance of clear expectations and consistent communication from the start Simple, thoughtful gestures that can make employees feel welcomed and valued How better onboarding experiences drive retention, performance, and culture Focusing exclusively on risk management and insurance professional development, the Risk & Insurance Education Alliance provides a practical advantage at every career stage, positioning our participants and their clients for confidence and success.

In this solo episode, Steve P. Young breaks down the latest trends in app monetization and distribution, sharing insights from recent industry discussions, including key takeaways from the Business of Apps event.Steve will also answer audience questions related to apps, business growth, monetization, and scaling strategies, and share practical insights you can apply immediately to increase downloads, improve retention, and grow revenue.Whether you're a founder, indie developer, or growth marketer, this episode will help you refine your onboarding flow, paywall strategy, and pricing model for better conversion and long-term success.You'll learn how to build a high-performing strategy around:✅ Onboarding optimization✅ Pricing strategy for apps✅ Distribution channels (ASO, paid ads, partnerships)✅ User acquisition trends✅ Industry shifts shaping 2026Learn More:Join the App Founder's Community:https://appfounders.co/Work with us to grow your apps faster & cheaper:https://www.appmasters.com/You can also watch this video here: https://youtube.com/live/sqopVyCWzYo*********************************************SPONSORSWant to know what ads your competitors are running right now?SocialPeta gives you access to real ad creatives and market insights across apps, games, and emerging content formats, so you can stay ahead without endless trial and error.Check it out at https://www.socialpeta.com/*********************************************Ready to take action? Start exploring AppsFlyer's deep linking suite -  coming soon as a standalone solution, independent of their measurement packages → ⁠https://bit.ly/46O7Wgd*********************************************Follow us:YouTube: ⁠AppMasters.com/YouTube⁠Instagram: ⁠@App MastersTwitter: ⁠@App MastersTikTok: ⁠@stevepyoung⁠Facebook: ⁠App Masters⁠*********************************************

For episode 729 of the BlockHash Podcast, host Brandon Zemp is joined by Przemek Kowalczyk, Co-founder & CEO of Ramp Network, where he has spent the past eight years tackling the challenges of crypto onboarding. With a background in physics and computer science, Przemek has led high-performing product and tech teams, shaping user-centric solutions in the Web3 space.  Ramp Network is a financial technology company building solutions that connect the crypto economy with today's global financial infrastructure. Through its core on- and off-ramp products, Ramp Network provides businesses and individuals across 150+ countries with a streamlined and smooth experience in converting between cryptocurrencies and fiat currencies. Ramp Network is fully integrated with the world's major payment methods, including debit and credit cards, bank transfers, Apple Pay, Google Pay, Pix, and more. 

Today's episode is a powerful reminder that even the best financial planning recommendations can be overshadowed by a broken onboarding experience. Libby shares the story of how a process mistake during a client onboarding led to losing a nearly $2 million account — and the lessons advisors can take away to create smoother, more intentional client experiences during the first 100 days.In this episode, you'll learn:Why the first 100 days of a client relationship are emotionally criticalHow undocumented processes create friction, mistakes, and lost revenueWhat advisors can do to reduce client anxiety during onboardingHow intentional touchpoints can increase referrals, retention, and client satisfactionLibby walks through the real-life experience of losing a major client due to small operational breakdowns and explains how that moment became the catalyst for building a more structured onboarding process. She also shares how advisors can shift from “winging it” to creating a repeatable, high-touch experience that clients remember.If your onboarding process feels reactive instead of intentional, this episode will give you practical insight into creating a smoother experience for both your clients and your team.Check out The First 100 Days Course: The Advisor's Blueprint for a Remarkable Client Experience HERE!Learn more about T2MWorks HERE! Learn more about Asset-Map financial planning software HERE! Learn more about our sponsor Beemo Automation HERE!   Check out the Efficient Advisor YouTube Channel HERE!Connect with Libby on LinkedIn HERE!Successful businesses don't get built alone. You need community! You need collaboration! Join us in The Efficient Advisor Community on Facebook.

In this episode of the Ecomm Breakthrough Podcast, host Josh Hadley tackles a common entrepreneurial frustration: hiring seemingly qualified candidates who underperform within their first few months. Josh introduces his proven 30-60-90 day onboarding framework, broken into three phases: observation, independence, and ownership. Each phase features structured communication, daily reports, and objective performance evaluations using a custom GPT tool. Josh emphasizes the importance of clear role profiles, documented SOPs, and milestone-based progression to set new hires up for success and help business owners make informed retention decisions.Bullet Points:Challenges entrepreneurs face in hiring qualified team members who underperform.Introduction of a structured 30-60-90 day onboarding framework.Breakdown of the onboarding process into three phases: Observance, Independence, and Ownership.Importance of clear role profiles and key performance indicators (KPIs) for new hires.Emphasis on frequent communication and structured meetings during the onboarding process.Use of tools and technology to enhance onboarding and performance evaluation.Strategies for assessing new hires' progress and readiness to advance through onboarding phases.Flexibility in the timeline for onboarding based on individual performance.Importance of documenting standard operating procedures (SOPs) for clarity and consistency.The impact of a structured onboarding framework on business scaling and team success.Timestamps:00:00:00 The Problem with HiringEntrepreneurs hire seemingly qualified candidates who underperform, leading to frustration and the belief that they must do everything themselves.00:00:40 Introduction to the 30-60-90 Day FrameworkA structured onboarding framework to set clear expectations and objectively evaluate whether a new team member is succeeding or failing.00:01:11 Podcast and Host IntroductionJosh Hadley introduces himself, his e-commerce background, and the Econ Breakthrough Podcast before reintroducing the 30-60-90 day framework.00:02:19 Why Onboarding FailsMost entrepreneurs fail by having unclear expectations and assuming new hires can immediately perform miracles without proper guidance or systems.00:04:29 The Entrepreneur's Hiring MindsetEntrepreneurs must hire people smarter than themselves for both their weaknesses and strengths to compound business growth effectively.00:05:34 The Importance of a Clear Onboarding SequenceA dedicated onboarding process is crucial for clarity, speed, and objectivity, increasing a new hire's success rate significantly.00:06:41 The Role Profile TemplateBefore onboarding, a clear role profile defining KPIs, success metrics, and tasks is essential to avoid ambiguity for everyone.00:09:49 Using AI to Create Role ProfilesLeverage a custom GPT to quickly generate a comprehensive role profile template, completing 80% of the work for you.00:11:24 Overview of the Three Onboarding PhasesA high-level look at the three phases: Observance (Days 1-30), Independence (Days 31-60), and Ownership (Days 61-90).00:12:21 Phase 1: The Observance Period (Days 1-30)New hires watch, follow, and re-document existing processes to demonstrate understanding before making any changes or executing tasks.00:16:02 Meeting Cadence for Phase 1The communication schedule includes daily 15-minute huddles, a weekly 45-minute one-on-one, and a daily end-of-day report.00:18:50 The 30-Day Checkpoint GPTUsing a custom GPT to objectively evaluate a new hire's performance by answering questions about their impact and ownership behaviors.00:23:11 Phase 2: The Independence Period (Days 31-60)The new hire begins executing tasks in "draft mode," requiring manager approval before anything goes live, with reduced meeting frequency.00:29:25 Phase 3: The Ownership Period (Days 61-90)The team member takes full ownership, executing their role independently while the manager verifies work behind the scenes.00:35:10 Onboarding Framework SummaryA recap of the meeting cadences and work expectations for each of the three 30-day phases in the framework.00:36:33 Milestone-Based ProgressionThe 30, 60, and 90-day timelines are arbitrary; progression is based on milestones and demonstrating readiness to advance.00:39:03 The Role of HR and Pre-Onboarding PrepBefore day one, ensure the role profile is complete and existing SOPs are documented to set the new hire up for success.00:40:07 Why This Framework Matters for ScaleThis system increases your hiring "batting average," ensuring new team members succeed more often, which is critical for scaling.00:41:35 Call to Action and Access to ResourcesJosh asks listeners to review and share the podcast in exchange for access to the presentation slides and resources.Links and Mentions:Role Profile Creation"Role Profile Template": "00:07:38""Custom GPT for Role Profile Creation": "00:09:49"Hiring and Team Evaluation"YouTube Video on Hiring A+ Talent": "00:10:49""Custom GPT Checkpoint": "00:19:29"Process Documentation"Loom": "00:39:30"Transcript:Josh Hadley 00:00:00  Have you ever gone through an in-depth interviewing process to find A-level talent? And then you get the right person who has an incredible resume. They've passed all of your interviews and maybe even a case study or test project that you've given them. And then ultimately 30 days within the job, 60 days within the job. They're not performing. And you're frustrated, they're frustrated. And then you chalk it up to say, hey, I think I just need to go do this myself. Nobody can do this better than me. Screw it. With all of this hiring, if you've ever said that yourself, then this is for you. I'm going to walk you through the 30 60 90 day framework that we use to onboard every single new team member onto the team. That allows us to gain clarity not only from their perspective in terms of understanding their role, but from our perspective of understanding what the expectations are at 30 days, 60 days, and 90 days to where we know whether that new team member is winning or losing in their new role, and whether we should keep them, or if it's best to cut ties and free them back up to the marketplace to allow them to go do something that they are going to succeed at.Josh Hadley 00:01:11  Welcome to the Ecomm Breakthrough Podcast, I'm Josh Hadley. I've scaled my own ecommerce brand from 0 to 8 figures, and I'm actively building towards nine figures in sales. This podcast is where I document that journey and share the systems, the strategies, and the lessons learned in real time so that you can learn what actually matters and scale your own business. My name is Josh Hadley. First and foremost, I'm a man of faith. I'm a husband to a beautiful wife, and I am also the father of four children. I have been selling into e-commerce space for over a decade now, doing over $20 million in annual revenue and doing multi-million in revenue on different sales channels such as Amazon, TikTok, Shop and Shopify. I'm also the host of the number one business strategy podcast for ecommerce entrepreneurs, and that's ecomm breakthrough. Today we are going to be diving into the 30 60 90 day onboarding framework. This is the framework that we live and die by. Any new team member that joins the team, whether they are a entry level team member or whether they're a senior level, a leadership level hiring decision for us.Josh Hadley 00:02...

In episode 252, Coffey talks with Beverly Parker about how recruiting and talent acquisition are evolving and why relationship-based recruiting still matters.  They discuss the shift from newspaper job ads, to Monster, to today's AI-powered recruiting platforms; why “post and pray” or “post and spray” recruiting fails to attract high-quality passive candidates; how recruiters use professional networks to identify specialized talent faster; the growing impact of AI-generated resumes and fraudulent job applicants; why recruiters should avoid over-relying on AI resume filtering tools; strategies for sourcing passive candidates in competitive hiring markets; the value of agency recruiters for hard-to-fill and specialized positions; how employers can improve hiring processes during a frozen labor market; candidate expectations around compensation, flexibility, and work-life balance; why transparency about career growth opportunities improves retention and hiring outcomes; the increasing importance of training and development in workforce planning; how younger workers want meaningful work and stronger onboarding support; the importance of hiring for adaptability and learning agility instead of static skills; lessons from building recruiting functions inside growing organizations; and how long-term recruiter relationships create stronger organizational outcomes than transactional placements.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP252  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:  Beverly Parker is an accomplished HR leader and recruiter with over 15 years of experience connecting top talent with tier-one employers. She has built a reputation for aligning high-performing candidates with organizations that value growth, culture, and long-term success.  Her work is grounded in a results-driven approach to talent acquisition and workforce development, with a strong focus on building strategic partnerships across the Dallas–Fort Worth metroplex. Beverly actively collaborates with leading professional organizations, including Fort Worth HR, MidCities HR, Dallas HR, APA, and FEI, to stay at the forefront of industry trends and talent needs.  A dedicated advocate of servant leadership, Beverly is committed to fostering environments where individuals and teams can perform at their highest level. She holds both PHR and SHRM-CP certifications.  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Understand how modern talent acquisition differs from traditional recruiting models. Evaluate when organizations should use internal recruiters versus external recruiting agencies. Identify strategies for attracting passive candidates in competitive labor markets. Recognize the risks and limitations of AI-driven recruiting and screening systems. Improve hiring processes by aligning candidate motivations with organizational realities. Develop recruiting approaches that prioritize long-term fit over transactional hiring. Explore how training, onboarding, and development affect employee engagement and retention. Assess how labor market uncertainty influences candidate and employer behavior. Learn how recruiters can identify transferable skills and high-potential candidates. Understand why adaptability and learning agility are becoming critical hiring criteria.  

Jay and Seth tackle a "doozy" of a management problem: what to do when a remote worker goes completely silent after a medical leave. They explore whether a lack of a LinkedIn update is a "hedge" against commitment and a major red flag for "multi-hustlers". The hosts also dive into firm-wide communication ethics, from approving mass emails to the delicate balance of politics and passion projects in a growing firm. Is your firm's culture protected from digital rants and ghosting? #LawFirmBlueprint #RemoteWork #LegalManagement #FirmOnboarding #LinkedInTips #LegalTech #AIforLawyers #FirmCulture #EmployeeGhosting

Speciální neformální epizoda s Tomem Paulusem a Martinem Imrichem o tom, jak se mění práce, týmy a firemní kultura v době AI. Bavíme se o tom, jaké vznikají rozdíly mezi lidmi, kteří s AI jedou naplno, a těmi ostatními, jak vypadá Superpowered Professional, proč je druhý mozek důležitější než promptování a proč budou firmy muset řešit top nástroje, onboarding pro agenty i nové budgety na AI.Úvod a AI-first hiring mindset  Jak přemýšlí AI-first tým o budoucnosti práce  Fokus v době AI a co dnes vlastně stavět  Jaký typ lidí patří do AI-first týmu  Bifurkace týmů, netrpělivost a rozdílné tempo práce  Proč není jedno, jaký AI nástroj používáte  Agency, experimentování a systémové myšlení  Vrací AI mikromanagement, nebo jen víc zpětné vazby?  Proč manažeři bez hands-on zkušenosti zkreslují adopci AI  Co je superpowered professional  Skill se dá koupit, stáhnout nebo zremixovat  Druhý mozek: kontext, dokumentace a data pro lidi i agenty  Limity, tokeny a nový AI budget ve firmách  Onboarding, AI buddy a time to competence  Idea file, AI-mediated komunikace a práce bez zbytečných callů  AI, vztahy, rodina a riziko, že člověka práce pohltí  Zlatý věk lidí, kteří umí AI dostat do firem  Co nás v době AI nejvíc frustruje a co nám dělá radost  Woman Power, AI a proč nezáleží na pohlaví ani věku

A unified federal market intelligence platform built specifically for small business government contractors just changed how GovCon Giants operates — and it could change how you find and win federal contracts too. Eric Coffie pulls back the curtain on Market Intelligence, the platform six months in the making that consolidates SAM.gov, recompete tracking, forecast data, teaming intelligence, and BD pipeline tools into a single dashboard built for solopreneurs and small teams. In this episode you will learn: How Market Intelligence delivers daily and weekly briefings customized to your NAICS code, set-aside type, region, and target agencies so you stop missing opportunities hidden across dozens of federal websites Why the platform's AI-driven insights go beyond raw solicitation data to tell you things like how many bidders competed last time, whether an agency is small business friendly, and when incumbent contracts are expiring How Eric is using free daily alerts to build a coalition of thousands of small businesses capable of strategically responding to Sources Sought notices and flipping full and open requirements to small business set-asides using the Rule of Two What the difference is between free daily alerts and the pro Market Intelligence briefings, including recompete trackers, pursuit briefs, 7,000-plus agency forecasts, and ghosting and teaming plays How existing GovCon Giants customers including Federal Help Center members, bundle purchasers, and lifetime members can access Market Intelligence at no additional cost EPISODE CHAPTERS: 0:00 - Introduction to the Market Intelligence announcement  1:11 - Welcome to the GovCon Giants podcast 1:35 - Why Eric taught 11 tools and what changed 2:32 - Introducing the Market Intelligence platform 3:24 - Daily briefings, recompete tracking, and pipeline features 3:54 - GovCon Giants shifts from training company to SaaS 4:52 - Who Market Intelligence is designed for 7:12 - How to access Market Intelligence and free daily alerts 8:10 - Pro version features and profile-based intelligence 10:32 - Beta access and existing customer pricing 12:28 - How Market Intelligence compares to enterprise tools 13:26 - Live demo walkthrough of the dashboard 17:47 - Onboarding walkthrough setting up your free profile 20:09 - What the daily alert emails actually look like 21:06 - Briefings versus alerts explained with live examples 22:34 - Weekly deep dive recompete opportunities and teaming plays 25:48 - The Rule of Two strategy and Eric's big vision for collective action 33:34 - How past contract data and FOIA fit into the platform 37:25 - Pricing breakdown and honoring existing customers 40:44 - Subcontracting database, NAICS customization, and Q&A 54:42 - Micro purchase and simplified acquisition tools walkthrough 55:42 - Contracting officers confirm small businesses are not responding to Sources Sought 58:37 - Community restructure and Federal Help Center transition   Market Intelligence gives you the federal opportunities, agency signals, recompete intel, and pursuit briefs that tell you not just what contracts exist, but which ones to chase and how to win them. Join the free community and set up your profile today at https://govcongiants.org/mi to start getting daily federal opportunities delivered directly to your inbox. Website: https://govcongiants.org/ Connect with Encore Funding: http://govcongiants.org/funding

In this episode, Libby sits down with advisor Aaron Schmerling to unpack what happens when you take a process most advisors overlook and turn it into a strategic advantage. Aaron shares how his business was already successful and growing, but like many advisors, he hadn't given much intentional thought to the onboarding experience. After being introduced to the First 100 Days framework, he began implementing a few key changes and quickly realized the impact on both his client experience and internal efficiency. From reducing delays in paperwork to creating a more engaging and confidence-building experience for clients, this conversation highlights how small, thoughtful process improvements can drive meaningful results in a relatively short period of time.In this episode you will learn:How improving your onboarding process can directly impact referrals, client trust, and overall business growthWhy most advisors overlook onboarding and how to identify hidden opportunities within your current processSpecific strategies like the onboarding meeting, pizza tracker, and simplifying data gathering to reduce friction and save timeThe real ROI of investing time into systems and processes, including faster implementation, fewer client delays, and increased team efficiencyThis episode is a powerful reminder that your onboarding process is not just a formality, but a critical moment to build trust, create momentum, and set the tone for the entire client relationship. By making a few intentional changes, you can elevate the experience for your clients while also creating more efficiency and scalability inside your business.Learn More About The First 100 Days Course HERE! Check out The First 100 Days Course: The Advisor's Blueprint for a Remarkable Client Experience HERE!Learn more about T2MWorks HERE! Learn more about Asset-Map financial planning software HERE! Learn more about our sponsor Beemo Automation HERE!   Check out the Efficient Advisor YouTube Channel HERE!Connect with Libby on LinkedIn HERE!Successful businesses don't get built alone. You need community! You need collaboration! Join us in The Efficient Advisor Community on Facebook.

It's one of those things everyone says is important… but very few businesses are actually strategic about. In this episode, I sat down with the incredible Jennifer Heuett of Small Wins Company to unpack what it really takes to create a client experience that people remember, the kind that builds trust, retention, and referrals without you needing to constantly chase new leads. We get into the behind-the-scenes of what happens after someone says yes to working with you, because spoiler alert: the moment after someone buys is where a lot of businesses drop the ball. Inside this convo, we dive into: Why client experience is about way more than welcome emails and gifts The surprising way your intake form can double as a marketing goldmine How asking better questions can help your clients feel instantly seen and supported The tiny onboarding shift that eliminates confusion and builds trust fast How to use AI to improve systems (without losing the human touch) If you've ever wondered why some businesses have clients who stay for years, rave about them online, and refer everyone they know… this episode is going to give you a whole new perspective. Enjoyed this episode? Do share with me and Jen over at @anitasiek and @thesmallwinsco what was the biggest takeaway! This episode is proudly sponsored by Jen Heutt of Small Wins Co. Jen has kindly gifted all my listeners her Onboarding Success Kit, which you can grab right here: thesmallwinscompany.com/freebie Follow Jen here: @thesmallwinsco 

Patrick Forquer is the Chief Revenue Officer at Legora, the fastest growing enterprise business to ever hit $100M in ARR and now on track to hit over $250M in ARR by the end of the year. They recently raised a $550 million Series D at a $5.55 billion valuation, led by Accel, note 20VC did participate and is an investor in the company.  AGENDA: 0:00 – How Jude Law Generated $50 Million in Qualified Pipeline 4:00 – Why Implementation is Your Secret Weapon to Win in AI 5:50 – Why AI Enterprise Sales Require "Legal Engineers" 7:45 – The 6-Figure Rule: When Should Humans Control Sales 12:55 – Is Legora Vastly Overvalued at $5.5BN?  15:45 – How to do global expansion in a world of AI 18:00 – How to Win Supremely Competitive Markets 24:45 – Why Giving Your Product Away for Free is a Death Sentence 33:55 – Legora's Onboarding and Training Playbook for Sales Teams 38:25 – Spotting Red Flags: How to Know if a Sales Rep Will Fail in 45 Days 46:30 – How to Structure Sales Commissions in a World of AI 49:40 – How to do Revenue Forecasting in a World of AI 1:00:30 – Will companies vibe code solutions and no longer buy a SaaS products?    

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Arielle Kilroy is the CEO and co-founder of Dado, an employee experience management platform built to automate complex people processes across the tools companies are already using. Before HR tech, she was a former Chief Product Officer who came up in the music industry, helping pioneer the direct-to-fan model when most of the industry insisted it could not work.In this episode, AJ Vaughan and Arielle go deep on the part of the business most revenue leaders avoid: sales onboarding. Why it is broken, why it stay broken, and what it actually cost the organization when every new AE gets a different version of the same program depending on which manager is whispering in their ear.Arielle makes the case that workforce operations is the real frontier. Every org measures behavioral data for their customers across marketing, sales, and product. Almost none of them measure it for their employees. That gap is why the people function never gets resourced, why managers cannot tell you what a great rep looks like at week two, and why the wrong hire stays a year too long.The conversation moves through the origin of Dado, the journey from one HRIS to a stack of point solutions, what changes when pre-boarding data is actually tracked in healthcare and revenue roles, and why psychological safety is not a buzzword when you are trying to close the first deal five days faster.What is actually happening inside sales onboarding right now. What matters most for the people function in 2026? What to do tomorrow as a revenue leader. And what every org keeps missing about its own workforce.Listen now.

In episode 251, Coffey talks with Jennifer Yugo about why traditional interviews fail to identify top candidates and how competency-based, structured hiring improves outcomes.  They discuss the ineffectiveness of unstructured interviews and reliance on intuition in hiring decisions; confirmation bias and overconfidence in manager-led candidate selection processes; building competency-based hiring frameworks grounded in real job performance data; differences between skills and competencies in evaluating candidate success; designing structured interviews with behavioral and situational questions; aligning hiring processes with organizational culture and values; leveraging applications and assessments to enhance candidate evaluation consistency; improving hiring manager adoption through usability and stakeholder involvement; measuring hiring success through turnover, efficiency, and process compliance metrics; balancing candidate experience with standardized hiring systems for fairness.  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/EP251  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:  Jennifer Yugo is a seasoned professional in building exceptional workplaces and business environments. With a 20-year career and her experience as Managing Director and Owner at Corvirtus, she applies science-driven frameworks to develop tools that enhance employee performance and engagement. Her leadership is instrumental in advancing the company's offerings in solutions including employee retention, hiring, and culture-building.  Jennifer's expertise is grounded in her comprehensive knowledge of Industrial-Organizational Psychology, Organizational Behavior, Human Resources, and Psychometrics.   She actively contributes to these fields through speaking engagements, writing, and presenting at conferences like DisruptHR.  Jennifer earned her PhD at Bowling Green State University's nationally-ranked Industrial-Organizational Psychology program and her Bachelor's degree in Psychology with Highest Honors from Purdue University.  Jennifer Yugo can be reached at   https://corvirtus.com  https://www.linkedin.com/in/jenniferyugo  https://www.youtube.com/@corvirtus1779    About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.   Learning Objectives:  Understand the limitations of traditional, intuition-driven interview methods Apply competency-based frameworks to design structured hiring processes Evaluate candidates more effectively using behavioral and situational interview techniques 

How do you deliver consistent training across a global manufacturing workforce without losing the human element? McCormick & Company, a global leader in flavor and spice, is tackling that challenge head-on. Regional Training and Development Leader Courtney Johnson Wasylenko explains how structured onboarding, on-the-job learning, and career pathways come together to support growth at scale. Show Notes:Courtney Johnson Wasylenko shares a practical, human-centered approach to building skills, confidence, and long-term careers. Her key points include:Standardization + flexibility is key: McCormick establishes consistent training frameworks across sites while allowing for local customization to reflect unique equipment, teams, and challenges.Onboarding builds both skills and community: A structured five-day onboarding program introduces culture, safety, and quality—while helping new hires form connections that support long-term success.Learning happens best on the job: Hands-on training, repetition, and immediate application are prioritized over classroom instruction to improve retention and real-world performance.Career pathways drive engagement and retention: Clear, flexible growth paths—including both vertical and lateral movement—help employees see a future within the organization and stay motivated.AI is a tool—not a replacement: AI is improving efficiency and access to information, but human oversight, strong content systems, and thoughtful implementation are critical to making it meaningful.Powered by Learning earned Awards of Distinction in the Podcast/Audio and Business Podcast categories from The Communicator Awards and a Gold and Silver Davey Award. The podcast is also named to Feedspot's Top 40 L&D podcasts and Training Industry's Ultimate L&D Podcast Guide. Learn more about d'Vinci at www.dvinci.com. Follow us on LinkedInLike us on Facebook

Howie and Harlan are joined by Lee Schwamm, the Yale School of Medicine's associate dean for digital strategy & transformation and chief digital health officer of the Yale New Haven Health System, to discuss how the system is working to rapidly evaluate and deploy AI tools without compromising patient safety and oversight. Harlan highlights vaccine studies reportedly held back from publication and argues for greater scientific transparency; Howie reports on a deadly outbreak of Andes hantavirus aboard a cruise ship. Show notes: Suppressing Science "F.D.A. Blocked Publication of Research Finding Covid and Shingles Vaccines Were Safe" "Safety Monitoring of Multiple Health Outcomes Following 2023–2024 COVID-19 Vaccination among Medicare Beneficiaries Aged 65 Years and Older in the United States" One of the studies initially blocked by the FDA, published in medRxiv. Akiko Iwasaki: "Freedom of scientific inquiry: reclaiming space for controversy" Lee Schwamm "What is digital transformation?" "Use of Ambient AI Scribes to Reduce Administrative Burden and Professional Burnout" Imaging and radiology "What Is Remote Patient Monitoring (RPM)? An Expert Guide"  "Platform Solutions vs. Point Solutions: What's the Difference?" "A prospective clinical feasibility study of a conversational diagnostic AI in an ambulatory primary care clinic" "A scoping review of silent trials for medical artificial intelligence" "Heart failure risk stratification using artificial intelligence applied to electrocardiogram images: a multinational study" Center for Health Care Innovation "Beyond Sterling Hall: Artificial Intelligence is a 'Natural'" Institutional Review Board "What is hyperscale?" AgileMD: eCART "Geoff Hinton: On Radiology" "What is a private cloud?" "What Is a GPU?" Lee Schwamm on what makes an excellent digital patient experience: An excellent digital patient experience is one that moves complexity away from the patient and makes it easy for patients to access, navigate, and coordinate care across the continuum without needing to fragment their care across multiple healthcare delivery systems.  It provides seamless longitudinal continuity of identity, so patients are never asked twice for the same information and their preferences endure between sessions and across experiences. This intelligent hyper-personalization enables care journeys that meaningful, effective and seamlessly intermingle traditional and digital care. At a macro level, these experiences are delivered equitably and adjust to the patient's level of digital engagement, engendering trust and conveying empathy. An equitable digital front door is one that opens easily for everyone, allows access to the needed services, and improves clinical care and operational efficiency rather than simply digitizing existing ineffective or byzantine processes. Lastly, excellent digital patient experiences are not just built but are maintained and curated, through continuous measurement, iteration, and alignment to the needs of patients rather than the organizational structure of the health system. Hantavirus Oceanwide Expeditions Press Releases Hantavirus "What Is Hantavirus, the Rare Disease That Killed Betsy Arakawa?" "Hantavirus cluster linked to cruise ship travel, Multi-country" Updates from the World Health Organization on X "'Super-Spreaders' and Person-to-Person Transmission of Andes Virus in Argentina" In the Yale School of Management's MBA for Executives program, you'll get a full MBA education in 22 months while applying new skills to your organization in real time. Yale's Executive Master of Public Health offers a rigorous public health education for working professionals, with the flexibility of evening online classes alongside three on-campus trainings. Email Howie and Harlan comments or questions.

Many of us know firsthand that the responsibility and effort needed to manage our money can be overwhelming. Oftentimes, the struggle arises with aging or after the loss of a spouse. Busy professionals and families also can have trouble keeping track of financial obligations. And, in today's economy, many young people need help creating budgets and tracking scarce financial resources. As a result, a valuable service industry has emerged to provide the knowledge, trust, and time needed to pay bills, organize documents, and engage other financial and legal professionals. So, Jeff Bellomo introduces us to Lindsay Mills, founder of Cardinal Haven, LLC, who discusses the services she provides as a Daily Money Manager.   Lindsay shares how her 20+ years in professional finance and a personal loss prompted her to start a reliable and trustworthy financial services business. From the beginning, her goal has been to alleviate the stress of personal financial management amid aging, loss, transition, or time constraints. Lindsay handles the details so that her clients can stay focused on living their lives.   Cardinal Haven is insured and bonded and a member of the American Association of Daily Money Managers and the Pennsylvania Association of Notaries. To learn more, call Lindsay at (717) 584-1978, email lindsay@cardinalhavenllc.com, or visit www.cardinalhavenllc.com     WHAT YOU NEED TO KNOW (00:00) Introduction: Lindsay Mills of Cardinal Haven, LLC  (02:27) Lindsay's background and company  (05:30) Daily money manager vs. financial advisor  (08:15) The meaning behind Cardinal Haven  (10:05) Referrals and word-of-mouth  (11:15) Onboarding and free consultations  (13:15) Flexibility in services and service area depending on needs  (15:05) All age ranges can benefit from a daily money manager  (16:37) Reducing stress, listening to clients, and building relationships       ABOUT BELLOMO & ASSOCIATES Jeffrey R. Bellomo, the founder of Bellomo & Associates, is a licensed and certified elder law attorney with a master's degree in taxation and a certificate in estate planning. He explains complex legal and financial topics in easy-to-understand language. Bellomo & Associates is committed to providing education so that what happened to the Bellomo family doesn't happen to your family. We conduct free workshops on estate planning, crisis planning, Medicaid planning, special needs planning, probate administration, and trust administration. Visit our website (https://bellomoassociates.com/) to learn more.

Ethos says it is onboarding 35,000 experts per week Also, Altara's AI aims to diagnose failures and help speed up R&D by unifying data siloed across spreadsheets and legacy systems. Learn more about your ad choices. Visit podcastchoices.com/adchoices

In Part 2 of this two-part series on Great Practice, Great Life, Steve Riley brings Chris Murphy and Aaron Rothbart back for a fast-paced, competitive conversation on one of the toughest challenges in law firm growth: keeping your best people. Framed as a friendly "tips showdown," this episode gets real about what actually drives retention. Chris makes the case for long-term onboarding, real relationships, and helping team members see a future inside your firm. Aaron counters with hiring right from the start, creating a strong day-one experience, and building a culture of clarity, accountability, and ownership. Different approaches. Same goal. The takeaway is clear: retention is not about paying more. It is about building a firm where people feel challenged, supported, and committed to growing with you. ___________ In this episode, you will hear: Why onboarding should last longer than a week or two How first impressions shape whether a new hire sees a future with your firm Why real relationships matter more than most leaders think How to make new team members feel like they belong from day one Why team members need to see a growth path, not just a job description How clarity, accountability, and feedback help people take ownership of their success Why money matters, but is usually not the main reason great people stay ___________ Subscribe & Review Never miss an episode. Subscribe on Apple Podcasts, Spotify, or YouTube. ⭐Like what you hear? A quick review helps more people find the show.⭐ If there's a topic you would like us to cover on an upcoming episode, please email us at steve.riley@atticusadvantage.com. ___________ Supporting Resources: Chris Murphy, Attorney and Practice Advisor https://atticusadvantage.com/team/chris-murphy/ Aaron Rothert, Attorney and Practice Advisor https://atticusadvantage.com/team/aaron-rothert/ Ep. 181: Building a Great Law Firm Team Part 1: How to Find Great People with Chris Murphy & Aaron Rothert https://atticusadvantage.com/podcast/building-a-great-law-firm-team-part-1  Ep. 171: Law Firm Growth through Group Coaching with Aaron Rothert and Chris Murphy https://atticusadvantage.com/podcast/law-firm-group-coaching-for-growth/ Ep. 117: Onboarding as a Competitive Advantage: 7 Essential Tips for Law Firms with Lori Pulvermacher https://atticusadvantage.com/podcast/strategic-onboarding-for-law-firms/ Ep. 118: The Shortcut Lawyers Need: A Guide to Seamless Onboarding with Lori Pulvermacher https://atticusadvantage.com/podcast/the-shortcut-lawyers-need-a-guide-to-seamless-onboarding/ Build My Great Team https://buildmygreatteam.com/ In-Person Workshop: The Practice Blueprint https://atticusadvantage.com/workshops/the-practice-blueprint/ (discount code PODCAST100 for an additional $100 off) Law Firm Coaching https://atticusadvantage.com/coaching/ Atticus Newsletter https://atticusadvantage.com/newsletter-signup Email Steve at steve.riley@atticusadvantage.com to let him know who won the showdown. ___________ Curious about growing your own practice without burning out? Contact Atticus to see whether our law firm coaching can help you strengthen attorney success, refine your law firm business strategy, and build a practice that actually supports your life. This podcast for lawyers is part of our broader legal podcast library, offering practical insights on how to grow a law firm through stronger law firm leadership, law firm pricing and management, smarter marketing, intentional hiring, efficient operations, healthy law firm culture, and sustainable profitability, all while addressing law firm burnout and the realities of modern practice. You can also sign up for our newsletter to get practical insights on how to grow a law firm: from law firm leadership and management to marketing, hiring, operations, culture, and profitability, so you can build a Great Practice and a Great Life.

You're being held hostage by mediocre employees. Not because they're irreplaceable, but because you're so buried that replacing them feels harder than keeping them. The calculation: - Keep them = stay stuck, but ship doesn't sink today - Replace them = 3-6 months of chaos while already at 110% capacity - So you tolerate it. And resent it.   WHAT THE TOLERANCE TAX COSTS: 1. Lost Revenue: $50K-$100K/year per mediocre employee Mediocre work = no referrals, lost sales, operational inefficiency, missed growth 2. Your Time: $150K+/year 15 hours/week managing mediocrity = 780 hours/year at $200/hour = $156K 3. Your A-Players: $50K-$100K to replace Real A-players have all 4 ITs: DO IT, GET IT, WANT IT, NEED IT. Most have 2-3, not all 4. They leave when you tolerate mediocrity or can't support their growth. 4. Your Standards: Eroded daily Mediocrity becomes your culture. Great people won't join. Good people leave. 5. Your Growth: Stalled Can't scale with mediocre people who need you in the weeds. The Math: 2 mediocre employees = $525K/year tolerance tax   WHY ARE THEY MEDIOCRE? 1. You hired mediocre from the start You couldn't attract A-players without the 5 Cs (Clarity, Context, Communication, Certainty, Consistency). 2. You knew they weren't working out early, but kept them No infrastructure to replace them quickly (no onboarding, no processes, no role clarity). 3. They started strong but became mediocre You never challenged, coached, or gave them room to grow. The pattern: The root cause isn't the person. It's the lack of infrastructure.   THE REAL PROBLEM: You don't have the infrastructure to replace them without chaos. - No documented processes - No role clarity (can't define the 4 ITs for each role) - No onboarding system - No decision boundaries - No way to support and grow A-players You're stuck in the middle of everything. Losing anyone feels catastrophic. That's a systems problem, not a people problem.   MONEY QUOTE: "You're losing over half a million dollars a year because you're afraid of the disruption of replacing two people." THE SOLUTION: Bulletproof COO builds the infrastructure for you. 3-5 short conversations. You talk. The system builds: - Role clarity - Decision boundaries - Documented standards - Onboarding process - Weekly rhythm Your team operates without you. You get your time back. A-players get clarity and growth. Mediocrity loses its hiding place. Stop paying the tolerance tax. Go to bulletproofbusinessgrowth.com/coo   ACTION STEP: Calculate your tolerance tax. Add up: lost revenue + your time + A-player turnover + missed growth. Then ask: is keeping them really the safe choice?   NEXT WEEK: "The Five Lies You Tell Yourself to Justify Keeping Mediocre Employees"

Ari Galper reveals why traditional sales tactics are breaking trust- and how to collapse your entire sales cycle into one conversation.If you're tired of chasing leads, doing free consulting, and hearing "let me think about it," this episode will change everything. Ari Galper, @ari_galper, founder of AriAI and the world's leading authority on trust-based selling, breaks down why follow-ups, proposals, and "Do you have any questions?" are killing your conversion rates- and what to say instead.About Ari Galper:Ari Galper is the founder and CEO of AriAI, the world's only trust-based proprietary AI sales growth advisor. With over two decades of experience, he's the world's leading authority on trust-based selling, helping business leaders eliminate sales pressure and collapse long sales cycles. Ari is the author of seven best-selling books, including Trust in a Split Second! and Unlock The Sales Game. His strategies have been featured in Forbes, CEO Magazine, and INC Magazine. Through his breakthrough "One Call Sale" system, Ari empowers leaders to thrive in today's "Trust Recession," making trust the cornerstone of business success.Resources:• Get Ari's book Trust in a Split Second for FREE (physical copy shipped to you): thetrustbook.com • Join the Selling with Trust community for free: arigalper.com/free• Learn more about AriAI: arigalper.comReady to stop chasing and start closing? Hit play and discover how trust-based selling can transform your sales process- and your business.Chapters with Timestamps and Descriptions00:00 - Introduction: Meet Ari Galper• Cam and Otis introduce Ari Galper, founder of AriAI and trust-based selling expert • Setting the stage: Why traditional sales tactics are failing in today's market • The "Trust Recession" and what it means for business owners07:13 - AI Meets Human Connection: How to Balance Both• Ari explains how he uses AI to scale while keeping interactions feeling personal • The philosophy behind cloning himself with AI without losing the human touch • Why every customer should feel like a real human reached out to them • Separating automation from authentic connection in your sales ecosystem13:16 - The Free Consulting Trap: Stop Racing to the Bottom• Why most businesses struggle with conversion rates and chase leads endlessly • The cycle of free consulting, proposals, and voicemails that break trust • How "selling behaviors" destroy trust before you even get to the close • What to do instead: Shifting from information-giving to trust-building16:33 - The One Call Sale Framework: Make Them Feel Understood• The psychology of why prospects don't care about your credentials or logos • How to make the emotional connection: "This guy just gets me" • The moment they're sold: When they feel deeply understood • Onboarding vs. selling: The rest is just logistics once trust is established17:04 - The Human Component: It's Not About the Business• Camden's question: Do you even need to know the business that well? • Why the human-to-human connection matters more than business details • Focusing on the person in front of you, not just the company behind them41:40 - Stop Saying "Follow-Up"—Say This Instead• Why "follow-up" is a sales word that signals you're chasing the sale • The trust-building alternative: "I'm calling to see if you have any feedback" • How languaging shifts change perception and increase your expert status • Why chasing decreases your credibility and pushes prospects away42:09 - Never Ask "Do You Have Any Questions?" Pre-Sale• The worst thing you can say before closing—and why it kills trust • What happens when you invite prospects to pick your brain for free • How this phrase positions you as a vendor, not&

XRP Las Vegas 2026 runs April 30 to May 1 and draws Ripple executives, regulators, and institutional investors, coinciding with the listing of Ripple's RLUSD stablecoin on OKX and a formal Ripple-OKX partnership announced April 29.~This Episode is Sponsored by OKX~New OKX users can earn up to $300. Deposit and trade $300 → unlock $100 ➜https://bit.ly/OKXRPGuest: Hugo Philion, CEO Flare NetworkFlare Network website➜https://bit.ly/FlareXRP00:00 Sponsor: OKX00:36 Flare Network04:19 Scaling XRP Utility06:10 Onboarding new users with Firelight07:59 Flare 2.009:53 Institutional Privacy 11:20 outro~Flare Networks

In This Episode of Business Lunch: We explore how business owners can effectively exit the org chart while maintaining control and generating revenue. Topics include compensation strategies, onboarding processes, and structuring deals with profits-only interests and phantom equity.Chapters:00:00 Introduction to Exiting the Org Chart02:57 Understanding Compensation for New Roles05:45 The Importance of Role Clarity08:59 Navigating the Hiring Process11:59 Strategies for Exit Readiness14:55 Compensation Structures and Considerations18:07 Exploring Synthetic Equity Options27:53 Establishing Value and Compensation Structures30:02 Understanding Profits Interest and Phantom Equity32:49 Navigating Executive Compensation Negotiations37:54 Onboarding and Transitioning New Leadership47:59 Redefining Roles and Business IdentityConnect with me on social:TikTok: Check out my TikTok HereInstagram: Check out my Instagram HereFacebook: Check out my Facebook HereLinkedIn: Check out my LinkedIn HereSubscribe to my YouTube

In episode 250, Coffey talks with Justin Dorsey about recent HR-related new items including navigating politics, mental health, employees' sometimes inflated compensation expectations, and the most in-demand HR skills.  They discuss managing political conversations and ideological conflict in the workplace; balancing employee expression with productivity and respectful communication; how HR leaders can create psychologically safe but performance-focused cultures; generational differences in resilience, stress, and mental health expectations; the growing importance of employee assistance programs and mental health leave awareness; how poor sleep hygiene and digital overload impact employee productivity and wellbeing; handling difficult compensation conversations and unrealistic salary increase demands; avoiding emotional decision-making during employee relations conflicts; why culture fit should evolve into culture add during hiring decisions; the increasing demand for HR technology, people analytics, and change management expertise; how artificial intelligence is reshaping HR roles and workforce management; and the future convergence of HR leadership with operational leadership responsibilities.  Media mentioned in this podcast:  The End of “No Politics at Work” and What Comes Next Mental health leaves are rising. How can organizations reduce and better manage leaves? | Idaho Statesman The 2026 Workplace Mental Health Annual Report | Spring Health Employee demands a near 50% raise : r/managers HR Career Outlook 2026: Is Your HR Career Future-Proof? - AIHR  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/EP250  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:  Justin brings a background of psychology and sociology into the world of HR. He is currently a fractional HR consultant for the Texas HR Team where he provides strategic HR support for small businesses and nonprofit organizations.  With extensive experience in a variety of industries, including retail, healthcare, distribution, and engineering, His expertise includes employee relations, talent acquisition, training, compensation, benefits, and employee engagement. He holds both a Senior Professional and Global Professional certification in Human Resources.  Outside of work, Justin is a dedicated volunteer at his church and other community organizations including Junior Achievement and F3. He's a past president of Fort Worth HR and was recognized by the Fort Worth Business Press in their Top 40 Under 40 program. More importantly, he's a husband of 1 and father of 2. Don't get him started talking about chickens or Texas Tech sports.  Justin Dorsey can be reached at justin@texasHRteam.com https://www.linkedin.com/in/justin-dorsey-sphr  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.   Learning Objectives: Evaluate strategies for managing political and social discourse in the workplace while maintaining productivity and respect. Identify practical ways HR leaders can support employee mental health without overstepping into clinical or therapeutic roles. Apply effective approaches for handling compensation disputes, employee dissatisfaction, and retention conversations. Understand how AI, HR analytics, and technology fluency are reshaping future HR career paths.  

Most companies think they've nailed sales onboarding. They haven't.Research shows SaaS onboarding takes 5.7 months on average — not 3. For complex sales like professional services or financial services, add another 40% on top of that. Most businesses are ramping their salespeople wrong, and the invisible costs are massive.In this episode, Dave, Regan, and Luigi break down what world-class sales onboarding actually looks like — and why most companies get it dangerously wrong.What you'll learn:→ Why onboarding is broken before day one (it starts at recruitment)→ The two interview questions that predict a new hire's performance 3 months later→ Red flags in the first two weeks that tell you someone won't make it→ Why you should onboard salespeople customer-first, not product-first→ The real cost of a bad onboarding (it's not just salary — it's opportunity cost, trainer time, and churn)→ How to build a 30/60/90 day onboarding map that actually produces results→ Why role-play in a safe environment is the most underrated onboarding tool→ The difference between compliance training and development — and why confusing them kills ramp time→ How a company handbook eliminates the "thousand questions to the buddy" problemWhether you're a founder making your first sales hire, a sales leader rebuilding your onboarding process, or a revenue operator trying to reduce ramp time — this episode gives you the exact framework to get your salespeople producing faster.

A material cost in a practice is the cost of replacing staff. One of the bigger people mistakes practices make is not properly onboarding and training a new hire. You wouldn't think so given the costs, but it happens all the time. My guest today helps her clients with a variety of HR needs, including onboarding and training, and she'll help us understand how to get onboarding right. Lorianne Isaacson is the founder of Personnel Matters, a company dedicated to helping business owners create stability, structure, and scalability through strong people systems. With decades of experience in operations, healthcare, and organizational development, Lorianne is known for turning chaos into clarity by building documented processes, clear roles, and accountability frameworks that allow businesses to thrive without owner burnout. Through Personnel Matters, she partners with small to mid-sized companies to design company blueprints and owner legacy frameworks that reduce turnover, improve performance, and create confident teams—so owners can step out of daily firefighting and into sustainable growth and lasting impact. In this episode Carl White and Lorraine Isaacson discuss: What it takes to get onboarding right Why so many practice owners make mistakes when onboarding The onboarding mistakes Lorraine typically sees with her clients Want to be a guest on PracticeCare®? Have an experience with a business issue you think others will benefit from? Come on PracticeCare® and tell the world! Here's the link where you can get the process started. Connect with Lorraine Isaacson https://www.linkedin.com/company/achieve-stability, https://www.facebook.com/AchieveStability Connect with Carl White Website: http://www.marketvisorygroup.com Email:  whitec@marketvisorygroup.com Facebook:  https://www.facebook.com/marketvisorygroup YouTube: https://www.youtube.com/channel/UCD9BLCu_i2ezBj1ktUHVmig LinkedIn: http://www.linkedin.com/in/healthcaremktg

Hiring is one of the hardest things for first-time founders to get right, especially if you're building a distributed team that spans the globe. For this episode, I spoke to Isaac Saul Kassab, co-founder of Pearl Talent, a recruiting firm that helps startups hire offshore teams. We break down the underlying hiring frameworks founders can actually use, whether you're hiring locally or globally. We get into how to write tighter job descriptions, evaluating candidates beyond their resumes, and why so many founders waste time interviewing the wrong people. Isaac also walks through how he thinks about onboarding as a filtering mechanism and why early hiring mistakes are often unavoidable (but manageable if you move quickly). If you're building your first team — or trying to fix a hiring process that just isn't working — this episode gives you a practical starting point. How to define a role around outcomes instead of responsibilities Why you should cut 30–40% from your job description before you post it The interview questions that surface real signal (and filter out noise) How to assess curiosity, coachability, and long-term fit Why onboarding should be designed to expose failure early The most common mistakes founders make when hiring offshore What kind of hiring failure rate to expect as a first-time founder RUNTIME 31:31 EPISODE BREAKDOWN (3:32) The Hiring Problem That Created Pearl Talent (9:56) How to Fix a Broken Hiring Process (Sourcing, Vetting, Onboarding) (14:08) How to Evaluate Candidates Beyond the Resume (17:25) Why Most Founders Hire the Wrong People (22:05) “If You Don't Invest in the Person, You Get Failure” (25:29) Your First Offshore Hire: Start by Working Backwards (28:18) A Simple Hiring Playbook You Can Use Tomorrow LINKS Pearl Talent Isaac Saul Kassab Monty Ngan SUBSCRIBE

UTXO The Webmaster joins to discuss his new android nostr client Wisp, spark wallet integration, encrypted nsec seed backups, and his controversial "Send Money" normie mode that denominates zaps in dollars. We get into follower count philosophy, what actually counts as a user on an open protocol, and why half of bitcoin twitter still hates nostr. Then we go deep on AI: his local rig running Qwen 3.6, on device spam filtering with nspam, whether Claude is subsidizing us into oblivion, and what happens to big tech jobs when a unicorn only needs three employees.UTXO on Nostr: https://primal.net/utxoWisp: https://wisp.mobile/EPISODE: 200BLOCK: 946079PRICE: 1320 sats per dollar(00:02:05) Wisp origin story(00:02:39) Why Wisp? Stability, UX focus, and the outbox model(00:05:30) Availability: Android, beta rollout, and Zap Store install(00:06:14) Onboarding with Spark, Zaps, and wallet backups via nsec(00:09:02) Custody, risk, and privacy tradeoffs for Nostr Zaps(00:11:27) Wisp's "send money" UX and fiat denomination debate(00:16:39) Do small zaps feel insulting? Behavioral effects of denominating in fiat(00:17:06) Follower counts: definitions, reputation, and network-relative views(00:23:07) Bots, fake metrics, and survivorship bias on open networks(00:31:23) Keys, compromises, and practical key rotation culture(00:38:05) AI tools in Wisp development and local vs cloud models(00:45:49) nspam: on-device reply filtering without killing good bots(00:47:53) Bots with their own feeds, rate limits, and unstoppable relays(00:53:08) Growth via creators: streaming, ZapStream, and multi-platform outreach(00:58:58) Mirroring vs authentic posting: does it feel stale or disrespectful?(01:02:11) Businesses living on multiple platforms and Bitcoin payments(01:03:04) Daily AI workflow: Claude, APIs, local models, and cost control(01:06:44) Privacy, local hardware as luxury, and pay-per-query services(01:11:11) Five-year AI outlook: limits, jobs, bubbles, and lean megacorps(01:21:26) Closing thoughts and next steps: try Wisp, share feedbackmore info on the show: https://citadeldispatch.comlearn more about me: https://odell.xyzmonitor the situation: https://citadelwire.com

Want to know how a sleep sounds app is generating up to $800K/month?In this video, Steve P. Young breaks down the BetterSleep app and reveals the exact onboarding, paywall, and monetization strategies driving massive revenue.If you're building an app, this teardown will show you how to increase conversions, improve retention, and maximize monetization using proven techniques.You'll learn:✅ The onboarding flow that boosts conversions with sound & personalization✅ Why social proof before the paywall can increase revenue✅ How to use data-driven onboarding questions for better marketing✅ The power of cross-promotion (BetterSleep x BetterHelp strategy)✅ Why forcing email capture after paywalls can increase LTV✅ Real examples of paywall flows, discounts, and trial strategiesMost apps leave money on the table because of poor onboarding and weak paywalls. This app shows how small UX decisions can lead to massive revenue gains.If you're an app founder, marketer, or growth team looking to improve onboarding, increase conversions, and learn proven monetization strategies from top-performing apps, this is a must-watch.

Read my new book, "The Price of Becoming." www.LearningLeader.com/Becoming The Learning Leader Show with Ryan Hawk My Guest: Marcus Buckingham is a Cambridge graduate. He spent nearly 20 years at the Gallup Organization, where he co-created the StrengthsFinder assessment. He is a New York Times bestselling author of influential books, including First, Break All the Rules and Now, Discover Your Strengths. Currently, he leads the People + Performance research at the ADP Research Institute. Key Learnings When you start a business, it's all about love. Seven out of 10 businesses fail, so when you start a business as an entrepreneur, you love what you do, you love your clients, and you surround yourself with people who can love it as much as you do. You all have this passionate delusion that what you're doing is really important and it's gonna work.  Marcus sold his company in 2017 and calls it the biggest mistake of his career. His company was broken down into silos, and the conversation became about maximization, compliance, and efficiency.  "Love is born savoring, it lives in intelligence, but it dies from neglect. Love dies from forgetting."  (Pablo Neruda) When you stop talking about love, you destroy it. Before you sell or scale, ask: Will this lead to more customers falling in love with your company and more employees saying they love working there? If the answer isn't obvious yes, then don't do it. Great companies protect the founder's flame. Walt Disney, Truett Cathy and Chick-fil-A, Apple's passion for design, Southwest Airlines, and Herb Kelleher. When companies lose their connection to the founding passion, they become the machine. The machine doesn't have a soul, and people can all feel it. Love is the most powerful force in business. If you want to drive productive human behavior, repeat visits, advocacy, loyalty, collaboration, high performance, the precursor to that is love.  But we don't say the word. Marcus was with 30 C-suite executives, and they spent two hours talking about data. They couldn't even say the word, love. They came to say it about customers, but never about their own employees. The job of a leader is to change human behavior. You're not paid to hit a goal. You're paid to change behavior so that you hit various goals. You've got two choices: directive (which works temporarily) or designing experiences. If you want sustainable behavior change, experiences drive behaviors, which drive outcomes.  The best leaders are skilled experience makers. That email you just sent? It's an experience. That meeting? It's an experience. Onboarding? It's an experience. Every touchpoint is picking up what you're putting down. Culture is just a series of experiences.  Either you are getting people to say "I love that," or you've failed to change their behavior. "If you are faking your beliefs, I can smell it, and I don't want to follow it." Authenticity is manifested in your beliefs, and they better be coherent with who you authentically are. Your customs are the living manifestation.  The things you customarily do have got to flow from your authenticity and your beliefs. The best leaders have their ABCs line up beautifully - they are authentically who they are, you know exactly what they believe, and their customs bring those authentic beliefs to life. The biggest driver of engagement is your local team leader, not the culture of the company. The culture is like the river, but there's a lot of different eddies. You join a company, but the sun, the moon, and the stars of your work is that local leader. The most important decision you make is who you make the leader of that team. A, B, C: Authenticity, Beliefs, Customs. We reach for authenticity in our leaders. We don't want perfection; we want authenticity because that leads to prediction. If you are authentically you, then I can predict you. I'm not expecting you to be perfect. I want you to be predictable. The definition of love to Marcus: Love is an experience that helps me feel more fully myself over time. Which is flourishing. Most of us go through life balled up like an armadillo, surrounded by armor plating. But inside of us, we want to take what's inside and express it. Love is a forward-facing emotion. We're anticipating goodness, and we have to take the armor off one plate at a time.  A question for all leaders:  What are the things I could practically do to get people on my team to feel like they are safe enough to express their best self on this team? The five sequential feelings of love: Control: "What's this world you've invited me into, and how does it work? " Harmony: "You have to tell people that you know what they're feeling." Significance: "Do you know my story?" Warmth of Others: "Who's with me? How can they help?" Growth: "How will this experience make me more capable?" If a leader understands the five feelings, they have a blueprint to get your team where you want them to go.  Marcus's Audi story: he loved his Audi, then at the end of the lease, he got a robocall. "You are at the end of your lease. You have not turned in the car. You have one week remaining, or you will be charged $500." He wasn't planning to turn it in. He was planning to get another one. Next week, same robocall. He leaned out. It was jarring because he was excited, and Audi was pissed off. They lost him for five years. Audi didn't take harmony seriously. They don't design for experiences; they design for processes. The person at the dealership is in a different silo than the person writing the script for the robocall. No one creates a holistic experience map. We don't design for experiences; we design for processes. Go to a hospital. It's one handoff after another. The person who's supposed to hold the narrative together is you, the patient. The whole thing has been designed for efficiency, not for a holistic experience. Undesigned experiences lead to unpredictable outcomes. Disney builds a berm around the whole park so you can't see out. You can't see the Red Roof Inn next door. Universal Studios doesn't do that. Six Flags doesn't do that. Why? Because Disney is trying to create a holistic experience. These companies think holistically about a human having an experience. The best leaders, when you ask "How do you motivate people?" always say "It depends." It depends on the person. At some point, the experience has got to be individualized. Don't start there. That's why this is sequential. Start with control, then harmony, then significance. Tell them you understand their story and what will change because of that story. The hospitalist movement in hospitals produced the best patient outcomes. They give each patient a guide all the way through the handoff process. Their entire job is to explain you to all the other healthcare professionals and to explain all the other healthcare professionals to you. As a result, you feel held. If you love anyone, you don't imagine they're ever finished. Love is a forward-facing emotion. Growth is the fifth feeling, not the first. We get this wrong when we think about designing love. We build it backwards. We start with growth and warmth. No. What's happening is feeling by feeling, we're taking off one plate of armor. If you haven't taken off the first four, you can't hit them with growth. The simplest thing leaders could do: check in with each of your people for 15 minutes, one by one, every week. Ask them:  How'd you feel about last week?  What are you working on this week?  How can I help?  Do that 52 times a year with each person individually, and you'll hit control, harmony, and over time significance. Marcus is creating an app with an AI design partner. He doesn't want his kids to grow into a world accepting loveless schools, loveless hospitals, loveless workplaces. The app will have a slider: loving/unloving. Let's call it what it is. It's love or not love. It's not okay to live in a loveless world, and we should call out unloving when we see it. Reflection Questions What would happen if you asked yourself before every major decision: "How does this help our customers love us more? How does this help our employees love working here more?" Are you designing experiences or just optimizing processes? What's one touchpoint in your customer or employee journey that feels mechanical and could be redesigned to feel more human? Which of the five feelings (control, harmony, significance, warmth of others, growth) are you strongest at creating for your team? Which one are you weakest at, and what's one thing you could do this week to improve it? Time stamps 00:00 Marcus Buckingham Intro 02:21 The Biggest Mistake: Selling My Company  05:55 Can You Scale Without Losing Love?  07:59 Protecting the Founder's Flame  12:03 Why CEOs Can't Say the Word "Love"  15:42 Your Job: Change Human Behavior  17:55 Experiences Drive Behaviors Drive Outcomes  21:42 Love Is Five Sequential Feelings  25:40 Jesse Cole and Josh D'Amaro: Real Love in Action  29:50 How Do You Prove ROI?  31:32 The Local Leader Drives Everything  32:09 The Scatterplot: Same Company, Different Experiences  33:43 ABCs: Authenticity, Beliefs, Customs  35:41 What Love Actually Means: Flourishing  38:28 The Five Feelings Blueprint  39:00 Feeling #1: Control (What World Am I In?)  40:28 Feeling #2: Harmony (Do You Know What I'm Feeling?)  43:43 We Design for Processes, Not Experiences  47:34 Feelings #3, #4, #5: Significance, Warmth, Growth  53:04 The Simplest Practice for All Leaders: Weekly 15-Minute Check-Ins  57:37 EOPCMore Learning #467: Marcus Buckingham - How Love and Work Must Be Forever Linked #305: Marcus Buckingham & Ashley Goodall - A Leader's Guide to the Real World #676: Jesse Cole - Built for the Fans (Obsession & Excellence)