Podcasts about Onboarding

In this episode of the SaaS Sales Performance Podcast, host Matt Milligan is joined by Raouf Mhenni, Chief Commercial Officer at Sopra Banking Software (SBS). Ralph brings 25+ years of commercial leadership experience and shares powerful, actionable insights from his global career in sales, marketing, and product strategy.Introduction & Guest Background (0:00 - 1:20)Raouf shares his journey from pre-sales to sales leadership, highlighting his passion for customer interaction and continuous learning, especially in banking.Overview of SBS and Market Context (1:20 - 2:40)SBS provides core banking and digital banking solutions across Europe and North America, focusing on retail banking and specialized finance.Building Resilient & Productive Teams (2:40 - 4:50)Raouf emphasizes the fundamentals of hiring, onboarding, and engagement—adapting these processes for today's talent market and technological environment.Evolving Recruitment & Onboarding (4:50 - 8:20)Shift from traditional hiring and onboarding to digital tools, e-learning, and leveraging internal referrals to attract motivated talent; importance of meeting with product teams and creating a sense of safety.Motivating Salespeople Beyond Money (8:20 - 10:50)Focus on learning, joy, and career growth, including aspirational paths to leadership, to retain top talent and foster engagement.Fostering Team Solidarity & Collaboration (10:50 - 14:00)Encourages creating spaces for sales teams to share experiences, work together on win-loss analyses without managers, and build peer leadership.Leadership During Tough Moments (14:00 - 16:20)Leaders should actively support and reassure their teams during challenging times through one-on-one conversations and human connection.Impact of AI & Digital Transformation (16:20 - 23:00)Raouf discusses AI's transformative potential across marketing, sales, and customer insights—speeding up processes, reducing time-to-market, and enabling smarter decision-making. Emphasizes the importance of change management and human-AI balance.Human Element & Balance (23:00 - 24:30)Despite technological advances, Ralph underscores the need to prioritize human connection, interaction, and wellbeing in the workplace.Closing & Contact (24:30 - End)Raouf invites listeners to connect via LinkedIn, emphasizing ongoing learning and adaptation in sales.

Penny discusses the future of the Onboarding process for businesses along with tips and strategies to personalize this process using AI, while also creating more human connection among teams and new employees.Love the show? Subscribe, rate, review, and share! https://pennyzenker360.com/positive-productivity-podcast/

Do you still treat onboarding as an afterthought, even though it sets the tone for long-term success in your agency? It's time to rethink your onboarding. In this episode of The Agency Blueprint, we discuss why rushed and inconsistent onboarding not only undermines team confidence but also becomes a bottleneck to scale. We also discuss the five non-negotiables framework, a repeatable, role-based onboarding strategy that ensures transparency, accountability, and competence. Don't miss this episode to learn how intentional onboarding builds confidence, speeds ramp-up time, and creates a resilient team foundation! Key Questions: [01:26] Have you observed new hires forgetting critical information or making repetitive mistakes? [03:55] Have you ever thought about how much your turnover is costing you? [08:37] Do you have clear metrics for new hire progress, or are milestones vague and frustrating? [15:14] Are you documenting your trainings and FAQs in a way that allows new hires to self-reference instead of interrupting your workflow? What You'll Discover: [01:52] How rapid-fire training during high-anxiety periods leads to forgetting 70 % of key information, a recipe for mistakes. [04:21] Why onboarding must include introductions, role clarity, and integration with your team's culture. [07:45] The “five non-negotiables” framework per role as the foundation for repeatable onboarding. [08:37] A weekly rollout plan: training, dry runs, shadowing, then full live execution—designed for safe skill building. [11:23] How a roadmap with clear timing expectations empowers new hires to own their progress and ask for help at the right time. [13:43] Understand that even top-performing hires benefit from being slowed down during onboarding. [15:14] The importance of investing in recording training, creating SOPs, and building sandboxes for new hires. [16:57] Onboarding is a serious investment, and doing the hard work upfront gives your hires the tools they need to perform. [19:06] Understand that strong onboarding systems reduce team dependency and build cross-team confidence and clarity.

In dieser Folge nehmen euch Christian und Stefan mit auf eine spannende Reise durch die aktuellen Entwicklungen und Herausforderungen in der Wachstumsphase einer Zahnarztpraxis. Sie sprechen über die beeindruckenden Zahlen und Erfolge aus dem ersten Jahr nach Eröffnung der Denta1 Clinic, darunter das enorme Neupatient*innen-Wachstum und der stetige Ausbau des Teams. Stefan teilt seine wichtigsten Learnings rund um Leadership, Prozessoptimierung und effizientes Mitarbeitermanagement inmitten rapiden Wachstums. Ein besonderer Schwerpunkt liegt auf der Bedeutung von Teamstimmung und Performance: - Wie hängen sie zusammen? - Welche Rolle spielen Demotivatoren am Arbeitsplatz? - Und wie gelingt es, auch mit steigender Teamgröße Motivation und Produktivität hochzuhalten? Neben praktischen Tipps zum Onboarding neuer Mitarbeitender und der Vermeidung von Fehlbesetzungen, sprechen sie auch darüber, was es bedeutet, konsequent an der Ausrichtung und Entwicklung zu arbeiten – und wie man als Unternehmer*in dabei auch persönlich wächst. Freut euch auf eine Episode voller praxisnaher Insights, ehrlicher Erfahrungsberichte und wertvoller Impulse. Shownotes:

The future of Insurance Sales is HERE We are launching the first and only 24/7 AI-powered sales coaching platform built exclusively for insurance professionals. With real-time call grading, on-demand role-plays, and personalized coaching after every conversation, it helps producers get better and agents get their time back. Text AI to (816) 727-7610 to join the Waitlistwww.agencycoachai.comWatch the full episode on YouTube: HEREText (816) 727-7610 — I want to hear your biggest takeaway!What's in this episode:If you're looking for the silver bullet in insurance, stop searching—Larry Lucas shows you how to build it yourself. With 25 years of experience and a #49 national ranking, Larry reveals the simple systems, cultural shifts, and appointment strategies that drive consistent growth. From handwritten postcards to the 10% financial services rule, this episode is a masterclass in building a business that lasts.[00:00] Why agents fail searching for silver bullets[01:00] Larry's 25-year journey to top 50 in the country[02:00] The secret behind systems that scale[04:00] #1 advice for new agents: pay your taxes[05:00] The power of cross-selling single-line households[07:00] Handwritten postcards that still drive results[09:00] Why in-person appointments beat phone calls[11:00] Onboarding systems that boost retention[14:00] Why Larry still meets clients after 25 years[16:00] The hardest thing to delegate as an agent[20:00] Training your team to “sound like you”[23:00] Evolving team structure for sales + service[28:00] Opening a second office the right way[30:00] Building culture and compensation that keeps people[34:00] Setting production expectations for producers[36:00] The 10% rule: apps → financial services[39:00] Breaking ceilings with simplicity and consistency[40:00] The #1 thing agents should stop doing: ignoring ROI[44:00] Make decisions with sample size, not emotionsConnect with Larry: HERETEXT MICHAEL DIRECTLYHave a question or want to talk to Michael directly? It's really him, not a robot. Text “BUZZ” to (816) 727-7610 FREE 7-Day Demo – Weaver Sales AcademyTry it: CLICK HERE Tools + Free Resources https://www.weaversa.com Connect with Michael OnlineLinkedIn: linkedin.com/in/michaelweaverwsaYouTube: @michaelweavertrainingFacebook: facebook.com/themichaelweaverInstagram: @michaelweaver

What's this episode about?In this episode of A Meaningful Mess, I dive into the often-overlooked process of gifted onboarding. I explain why helping learners understand the realities of their giftedness is essential and introduces the three Rs, reality, retention, and resilience, that can shape a meaningful and supportive educational experience.

In episode 215, Coffey talks with Gabriela Norton about employee engagement challenges, performance management approaches, and hiring process improvements based on current workplace trends and research.They discuss Gallup's mid-year survey showing low engagement and high turnover intent; psychological safety and mental health support strategies; individualized management approaches vs one-size-fits-all policies; problems with forced ranking performance systems; ongoing feedback versus annual reviews; the costs of poor management training; rebuilding disengaged teams through bias awareness and peer input; and streamlining hiring processes that currently involve excessive interview rounds.Links to stuff they talked about are on our website at https://goodmorninghr.com/EP215 and include the following topics:Gallup: Anemic Employee Engagement Points to Leadership Challenges.Web Pro News: Big Tech Mandates Low Performer Quotas, Eroding Morale and InnovationHarvard Business Review: 6 Steps to Reset a Demotivated TeamReddit: What is up with 3+ Rounds of Interviews for jobs paying less than $100K? : r/interviewsHR Reporter: Are employees building emotional connections with ChatGPT?Reddit: ChatGPT is my best friend : r/ChatGPTReddit: My Boyfriend Is AIReddit: AI Soulmates HR Reporter: With IBM laying off 100s of HR people, is automation replacing HR? | Canadian HR ReporterThe Wall Street Journal: IBM CEO Says AI Has Replaced Hundreds of Workers but Created New Programming, Sales JobsHarvard Business Review: Research: Executives Who Used Gen AI Made Worse PredictionsTopgrading, 3rd Edition: The Proven Hiring and Promoting Method That Turbocharges Company Performance by Bradford D. Smart, PhD https://a.co/d/9N2pJXlGood Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Gabriela established People Performance Resources (PPR), a full-service Human Capital consulting firm, in 2010. Since then, Gabriela and her team have continued to expand their reach in providing strategic and best practice expertise with a proven track record of enhancing operational excellence.Gabriela is a highly regarded and sought-after trusted advisor to many local, national, and international organizations and their decisionmakers. Here are a few of Gabriela's areas of focus: bilingual/bicultural expertise, organizational analysis and development, C-level business continuity planning, executive coaching, executive compensation, change management, strategic planning, employment compliance, board governance guidance, and more.Gabriela serves as board of directors for Out Teach, Catch Up & Read, and The Dallas Summit. In addition, she supports several local and national causes that empower education, social justice, women's causes, children at risk, and conservation efforts. When not enjoying her professional adventures, Gabriela is a foodie who loves traveling, running, hiking, snorkeling, and spending time with her friends, family, and rescue dog, Harley.Gabriela Norton can be reached at: https://www.pprhr.com https://www.linkedin.com/in/gabrielanorton https://www.facebook.com/pprhr https://www.instagram.com/ppr_hrAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Create psychological safety environments where employees can openly discuss workload concerns and receive supportive responses rather than punitive reactions to mental health needs.2. Implement ongoing performance feedback systems with specific behavioral expectations and regular check-ins instead of relying on annual reviews with subjective rating scales.3. Design efficient hiring processes with clear competency rubrics and bias acknowledgment techniques while limiting interviews to three meaningful rounds focused on skills and cultural fit.

SUMMARY: In this episode, Aaron and Terryn dive deep into the recruiting process—sharing the exact steps The Collab Team uses to help businesses find and hire the right people. From writing job descriptions and setting clear role expectations, to fishing in the right talent pools, to using tests and live-fire scenarios, they reveal the “secret sauce” of effective recruiting. The conversation also covers how to avoid common hiring mistakes, the importance of cultural fit, and how onboarding can make or break a new hire. Whether you're looking to make your first key hire or scale your operations with the right talent, this episode gives you a practical roadmap for successful recruiting.   Minute by Minute: 00:00 — Introduction 02:00 — Why Recruiting Matters for Scaling Businesses 03:41 — Defining the Role and Building a Strong Job Description 07:00 — Posting the Role: Where and How to Find Candidates 08:01 — Budget, Titles, and Attracting the Right Applicants 11:00 — Vetting Candidates: Interviews, Testing, and Live Scenarios 16:00 — The Challenges of Recruiting (and How CoLab Helps) 18:02 — Culture Fit, Kolbe Scores, and Avoiding Hiring Mistakes 20:00 — Keys to Effective Onboarding and Shadowing 23:18 — Buying Back Your Time: The ROI of the Right Hire

Summary   In this episode of the Customer Service Revolution podcast, Denise Thompson interviews Dave Murray, VP of consulting for the DiJulius Group. They discuss the critical connection between employee experience and customer experience, the challenges of accidental management, and the importance of a strong recruiting and onboarding process. Dave shares insights from his book, 'The Employee Experience Revolution,' emphasizing the need for organizations to focus on internal culture to drive external success. The conversation also touches on the evolving expectations of employees, particularly regarding work-life balance, and previews upcoming workshops aimed at improving recruitment and onboarding practices.   Takeaways Employee experience directly impacts customer experience. 82% of managers are accidental managers, lacking training. Transforming internal culture can lead to better customer service. Companies must focus on consistent management practices. Recruiting processes should reflect company culture and values. Onboarding is a critical opportunity for engagement. Work-life balance is increasingly important for employees. Organizations need to proactively manage their culture. Effective training for managers is essential for retention. Creating a memorable experience starts from the first contact. Sound Bites "82% of managers are accidental managers." "Two minutes to 12 seconds is a big difference." "We want to be selective in our hiring." Chapters 00:00Introduction to Customer Experience and Employee Engagement 01:58The Need for Employee Experience Revolution 05:01Transforming Customer Experience through Employee Engagement 09:36Attracting and Retaining Top Talent 13:58The Importance of a Positive Recruiting Experience 17:39Creating Growth Opportunities for Employees 22:26The Importance of Structured Training 24:17Creating a Memorable Recruiting Experience 27:06Attracting Candidates: Company Culture and Reputation 31:04Work-Life Balance and Generational Expectations 34:18Enhancing the Onboarding Process 37:35Applying Recruitment Strategies to Educational Institutions   Links Customer Experience Executive Academy: https://thedijuliusgroup.com/project/cx-executive-academy/ Interview Questions: https://thedijuliusgroup.com/resources/ The DiJulius Group Methdology: https://thedijuliusgroup.com/x-commandment-methodology/ Experience Revolution Membership:  https://thedijuliusgroup.com/membership/ Schedule a Complimentary Call with one of our advisors:  tdg.click/claudia Books:  https://thedijuliusgroup.com/shop/ Zappos call:  https://thedijuliusgroup.com/is-zappos-really-that-good-at-customer-service-manager-fired-for-responses-to-online-reviewers/ Blogs on Above and Beyond Culture: https://thedijuliusgroup.com/category/above-beyond-culture/ Contacts:  Lindsey@thedijuliusgroup.com , Claudia@thedijuliusgroup.com Subscribe We talk about topics like this each week; be sure to subscribe wherever you listen to podcasts so you don't miss an episode.

Conheça como levar ambientes de desenvolvimento para a nuvem sem drama de setup, conflitos de versão ou aquela maratona de instalar NVM, Java, Python e afins. Neste papo com Miguel e Oscar, fundadores da CPS1, destrinchamos o que é um Cloud Development Environment (CDE), por que ele acelera o onboarding e como tiramos proveito de workspaces efêmeros para codar com tudo pronto, do banco ao message broker, em um clique. Falamos também de governança e observabilidade do ponto de vista de plataforma.Entramos a fundo na arquitetura: CPS1 como Operator no Kubernetes, templates que definem linguagem, dependências e recursos (bancos, filas, caches) e workspaces isolados, acessíveis via VS Code/JetBrains/SSH. Discutimos o clássico VDI vs CDE, eficiência de recursos com contêineres, menores custos/atritos para times de Ops e o impacto direto no famoso “time to first PR”.E não faltou OPS também: de Git branch a ambientes efêmeros, de Terraform/Ansible testados em contêiner até Quickstart e Helm charts para rodar self‑hosted. De quebra, ainda falamos de Rust por baixo do capô e da (futura) automação com agentes que criam workspaces e abrem PRs sozinhos. Sim, a hype está servida — mas com engenharia por trás.Links Importantes:- João Brito - https://www.linkedin.com/in/juniorjbn- Assista ao FilmeTEArapia - https://youtu.be/M4QFmW_HZh0?si=HIXBDWZJ8yPbpflM- Conheça a CPS1 -  https://cps1.tech- Documentação pra começar na CPS1: https://docs.cps1.tech/latest/quickstart/- Miguel: https://www.linkedin.com/in/mciurcio/- Oscar: https://www.linkedin.com/in/oesgalha/Hashtags#CloudDevelopmentEnvironment #CDE #Kubernetes #DevOps #DevSecOps #Kubicast #Containers #Getup #PlatformEngineering #RemoteDevelopment #VSCode #JetBrains #KubernetesOperator #GitOps #Rust #Onboarding #Workspaces #Templates #Governança #CRDO Kubicast é uma produção da Getup, empresa especialista em Kubernetes e projetos open source para Kubernetes. Os episódios do podcast estão nas principais plataformas de áudio digital e no YouTube.com/@getupcloud.

#886 What if I told you that someone sharing vocabulary tips gets millions of email opens per month and makes seven figures? How about if I said someone's keto recipes for bodybuilders newsletter just earned them a new house in Malibu? Listen in on this session because a quiet email revolution is happening under the radar. Let's pull back the curtain on what's working in 2025! First, forget the tactics from five years ago. I aim to share the playbook you can use to turn a basic newsletter into a thriving business in today's online landscape. I'll discuss finding the best hyper-niche topic to focus on, repurposing your newsletter for big growth, pairing the right ad and monetization strategies, the top tools for the job, and more. Onboarding, engagement, and retention are also covered to help you build a long-term income stream around your passion. Enjoy! Show notes and more at SmartPassiveIncome.com/session886.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

For episode 590 of the BlockHash Podcast, host Brandon Zemp is joined by Jeff Handler, CCO of OpenTrade, an institutional-grade platform delivering real-world asset-backed yield on USDC, USDT, and EURC. ⏳ Timestamps: (0:00) Introduction(1:08) Who is Jeff Handler?(4:12) Importance of Yield-based Stablecoins(7:10) Typical clients(11:03) Stablecoin Yield use-cases in Colombia(15:22) Impact of the Genius Act(17:47) Future of RWAs in Finance(21:54) Onboarding for Clients(24:18) APIs & GraphQL(24:37) OpenTrade Roadmap(26:28) Events & Conferences(27:12) OpenTrade website & socials

Verkaufen an Ärzte – Insider-Tipps und Trends aus der Praxis!   Zunächst boomt der Gesundheitsmarkt, denn immer mehr Leistungen wandern in die ambulante Versorgung. Trotzdem wird Verkaufen an Ärzte schwieriger: Klassische Kaltakquise über Außendienst oder Telefon greift immer seltener. Deshalb spreche ich mit HNO-Arzt, Unternehmer und KI-Enthusiast Alvar Mollik darüber, wie du heute wirklich in Praxen reinkommst – und zwar mit relevanten Mehrwerten statt Floskeln.   Alvar ist nicht nur praktizierender Arzt, sondern auch Gründer von felia.ai. Die Plattform wiederum bringt einen smarten Sprachassistenten in den Praxisalltag, wodurch Dokumentation einfacher wird und Prozesse messbar schneller laufen. Außerdem analysieren wir, wie sich der Zugang zu Praxen verändert hat und weshalb Vertreter scheitern, wenn sie keinen konkreten Nutzen mitbringen.   Die größte Hürde im Praxisbetrieb bleibt Zeit. Zwischen Dokumentation, Abrechnung und Wartezimmer bleibt kaum Raum für Verkaufsgespräche. Genau deshalb punktet KI: Felia verwandelt Sprachaufzeichnungen direkt in strukturierte Arztbriefe, dabei bleibt alles DSGVO-konform. Dadurch erhöhst du den Return on Time der Praxis – und damit deine Abschlusschancen.   Außerdem sprechen wir über Gatekeeper: MFA entscheiden häufig, ob du überhaupt durchkommst. Stattdessen mit Druck zu arbeiten, brauchst du Höflichkeit, eine klare Nutzenbotschaft sowie kurze, strukturierte Abläufe. Walk-ins funktionieren weiterhin – wenn du Praxiszeiten respektierst, Material mit echtem Mehrwert dalässt und anschließend einen präzisen Follow-up sicherst.   So überwindest du Skepsis: Erstens zeigst du Referenzen aus vergleichbaren Praxen; zweitens bietest du einen Test unter realen Bedingungen an; drittens rechnest du den Zeitgewinn konkret vor. Somit wird ein 10-Minuten-Demo-Call, der täglich 30 Minuten Dokumentation spart, zum No-Brainer. Kurzum: Vertrauen schlägt Features – deshalb lieber Ergebnisse zeigen als Buzzwords.   Danach schauen wir nach vorn: Vernetzte Praxissysteme, digitale Patientenakten und Wearables werden Standard. Gleichzeitig bleibt Datenschutz kritisch; daher zählen transparente Prozesse, saubere Auftragsverarbeitung und schneller Support. Wer reibungslos integriert und Störungen minimiert, gewinnt langfristig. Schließlich entscheidet nicht die schönste Demo, sondern die stabile Anwendung im Praxisalltag.   Mein Fazit: Willst du im Gesundheitsmarkt wachsen, dann fokussiere dich auf messbaren Nutzen, glasklare Kommunikation und ein kompaktes Onboarding. Damit wird Verkaufen an Ärzte vom Zufallsspiel zum planbaren Prozess. Wenn du Berater, Vertriebler oder Gründer bist, bekommst du in dieser Episode konkrete Schritte, Formulierungen sowie Tools, mit denen du unmittelbar starten kannst.  

In dieser Episode sprechen Katharina und Sonja über das Thema Mitarbeitergewinnung in der Tiermedizin - mal aus Sicht einer Arbeitgebenden. Katharina berichtet dabei, wie bei ihr das letzte Bewerbungsverfahren für eine Stelle bei der Futtertierärztin abgelaufen ist: von der Stellenausschreibung bis zu den Bewerbungsgesprächen und dem anstehenden Onboarding im Team. Dabei geht es um Faktoren wie Homeoffice, flexible Arbeitszeiten und eine gezielte Ansprache. Gemeinsam betrachten sie, welche Aspekte im Bewerbungsprozess eine Rolle gespielt haben.

Führung ist kein Naturgesetz. Es ist eine Entscheidung. Und gerade jetzt, in Zeiten von Krise, Krieg und Transformation, sehen wir überall den gleichen Reflex: Zurück zu Command-and-Control. Präsenzpflicht. KPIs. Kontrolle statt Vertrauen. Wir sprechen darüber, warum dieses Muster wieder hochkommt und was es laut den aktuellen Gallup Zahlen anrichtet: // Nur 21 % der Mitarbeitenden sind engagiert, 62 % machen Dienst nach Vorschrift. // 46 % vertrauen ihrer direkten Führungskraft, nur 32 % dem Top-Management. // 71 % wollen Wahlfreiheit, 78 % der Chefs wollen 3–4 Tage Büro, 52 % sogar Vollzeit zurück. Das Ergebnis ist schon jetzt klar erkennbar. Kulturverlust, schwächeres Wir-Gefühl, schlechtes Onboarding (40 % der New Hires suchen direkt wieder einen neuen Job). Wir stellen die sechs Führungsstile von Daniel Goleman vor und diskutieren, wann sie wirken und wann sie gefährlich sind: 1. Visionary: inspiriert mit klarer Richtung und Sinn. Wirksam in Umbruchzeiten, gefährlich ohne Glaubwürdigkeit. 2. Coaching: entwickelt Menschen und Talente langfristig. Wirksam für Wachstum, gefährlich, wenn Führungskraft selbst keine Zeit investiert. 3. Affiliative: baut Bindung und Harmonie auf. Wirksam bei Konflikten, gefährlich, wenn Leistung unter den Tisch fällt. 4. Democratic: bezieht alle ein, fördert Mitsprache. Wirksam für Innovation, gefährlich, wenn Entscheidungen vertagt werden. 5. Pacesetting: führt über Leistung und Geschwindigkeit. Wirksam in Sprints, gefährlich bei Dauerbelastung. 6. Commanding: klare Ansagen. Wirksam in Notfällen, gefährlich im Dauerbetrieb. Die Gegenpole sind klar erkennbar. Es gibt emphatische Ansätze: Nadella: „Leadership is about bringing out the best in people …“ Sandberg: „Leadership is about making others better as a result of your presence …“ Edmondson: „Psychological safety is the belief that it is safe to take interpersonal risks …“ Und die Hardliner: Dimon (JPMorgan): „Zero chance“ für Remote Work. Solomon (Goldman Sachs): volle Präsenz, „no ifs, no buts“. Zuckerberg: droht mit Konsequenzen bei Abwesenheit. Unsere Learnings aus Folge 55: 1. Alte Muster fühlen sich sicher an, sind aber oft gefährlich. 2. Vertrauen schlägt Kontrolle. Gerade in Hybrid-Settings. 3. Führung heute heißt: Sinn vermitteln und Wahlfreiheit ermöglichen. Schreibt uns gerne, gebt Feedback, und wenn es euch gefällt gebt uns auch gerne fünf Sterne auf der Plattform euer Wahl

Is your workplace culture helping your team thrive—or getting in the way? Join Dave Molenda and Dr. Rob Lion as they explore the power of workplace culture and how to intentionally shape it. Discover why culture matters and how leadership plays a critical role in steering it.

In dieser Episode gehe ich auf die häufigsten Fragen ein, die mir in Erstgesprächen und Workshops rund um Videokommunikation in Unternehmen gestellt werden. Du erfährst, worüber Entscheider wirklich nachdenken, wenn es um Investitionen in Videoformate geht – und warum es oft nicht nur um Technik, sondern um Zeit, Effizienz und Wirkung geht. Wir werfen einen Blick darauf, wie sich interne Schulungen, Onboarding und Recruiting durch Videos nicht nur verbessern, sondern auch skalieren lassen. Du erfährst außerdem, warum viele Unternehmen noch viel zu viel Zeit für Setups verschwenden – und wie ein durchdachtes Studio-Setup diese Hürde ganz einfach nimmt. Ein weiteres Highlight dieser Folge: Die Frage, wie man Mitarbeiter motiviert, selbst Videos zu produzieren – und wie du damit eine ganz neue Dynamik in Deine Unternehmenskommunikation bringst. Außerdem zeige ich, welche Fehler viele Unternehmen bei der Planung und Umsetzung machen – und wie Du sie vermeiden kannst. Wenn Du Dich also schon mal gefragt hast: „Lohnt sich ein eigenes Studio?“, „Wie viel Aufwand steckt wirklich dahinter?“ oder „Was mache ich, wenn sich unsere Anforderungen ändern?“ – dann findest Du in dieser Folge viele praktische Antworten. ✅ Warum sich Investitionen in eigene Videokommunikation langfristig rechnen ✅ Wie Unternehmen mit wenig Aufwand professionelle Ergebnisse erzielen ✅ Warum einfache Technik oft der Schlüssel zu mehr Nutzung ist ✅ Wie Du Mitarbeitende motivierst, selbst Videos zu produzieren ✅ Welche Fehler Du bei der Studio-Planung vermeiden solltest Mehr zu meinem Thema Videokommunikation 4.0 erfährst Du hier: Meine Website: https://www.coporate-studio.de Mein LinkedIn Profil: https://www.linkedin.com/in/florian-gypser/ Du hast ein Thema rund um Corporate Videokommunikation, zu dem Du gerne einmal einen Podcast mit mir hören möchtest? Oder Du hast spannende Inhalte zum Thema und möchtest gerne mal Gast in meinem Podcast sein? Dann schreib mir an podcast@corporate-studio.de

Successful contracting businesses need strong partnerships with subcontractors and vendors, which starts with a proper onboarding process designed to create long-term, profitable relationships for everyone involved.• Two main categories: day-to-day crews (smaller operations handling labor) and larger vendors (established companies with their own processes)• Large vendors require basic information collection, W-9s, and Certificates of Insurance with your company listed as a holder• Smaller crews need in-person meetings in proper settings to establish true partnerships• Skills assessment helps determine what subcontractors can do profitably and enjoyably• Job timeline discussion explains pricing and profit structure transparently• Subcontractor agreements cover payment terms, on-site behavior, client communication protocols, and warranty expectations• Work orders should specify exactly what work is to be done, when to complete it, and payment amounts• Consider allowing a one-month trial period before requiring insurance• Proper documentation protects both parties and prevents misunderstandings• The goal is setting foundations for relationships that will last 10-20 yearsIf you're interested in getting help with your contracting business, reach out at ProStruct360.com or ContractorCuts.com to learn about coaching options and the upcoming planning retreat in January.Struggling to grow your contracting business? The Foundations Program is designed to help contractors break free from the chaos and build a business that runs smoothly. You'll get a customized training program, 1-on-1 coaching, and access to a full paperwork database—including contracts and the Client Engagement Agreement. Join the Foundations Program today!

In this episode of Dental Drill Bits, Dana Salisbury and Sandy Pardue discuss the challenges of hiring and retaining new employees in dental practices. They explore the reasons behind high turnover rates, the importance of effective onboarding, and creating a welcoming workplace culture. The conversation emphasizes the need for structured training plans and the impact of workplace bullying on employee retention. The hosts also highlight the financial costs associated with poor hiring practices and the significance of enhancing the candidate experience. Key Takeaways Stop blaming the applicant and look at your own processes Onboarding is crucial for employee retention A welcoming culture can significantly impact new hires The cost of hiring mistakes can be substantial Workplace bullying can drive new employees away Structured training plans are essential for new hires Communication during the hiring process is key Involve existing staff in the hiring process Always welcome potential candidates regardless of openings Evaluate your practices to improve employee satisfaction   Event Spotlight: Front Desk Pro – Las Vegas, NV – November 7 Join Sandy in Las Vegas for Front Desk Pro, a high energy, high impact training event designed to level up your front desk systems and skills. Special Listener Discount: Save $100 with code Secret Sauce (two words, both capitalized). Beautiful CAD CAM facility, just off the Strip with nearby affordable hotels. Episode Sponsors A big thank you to our show sponsors for helping bring Dental Drill Bits to you each week: Plan Forward – The membership plan experts helping practices boost revenue and patient loyalty. https://www.planforward.io/ Mango Voice – The smart, all in one business phone system designed for dental practices. https://mangovoice.com/ Identity Dental Marketing – Stand out, get noticed, and attract your ideal patients with custom marketing strategies. https://identitydental.com/

Absage in 10 Sekunden! Diese 7 Fehler zerstören den ersten Eindruck im Bewerbungsgespräch   Der erste Eindruck entscheidet – oft in wenigen Sekunden. Deshalb ist die Startphase im Interview kein Smalltalk, sondern die halbe Miete. Ich erlebe es immer wieder: Noch bevor die erste Fachfrage kommt, hat sich beim Gegenüber bereits ein Bild gefestigt. Die gute Nachricht: Mit Vorbereitung, klarer Struktur und kluger Kommunikation steuerst du diesen Moment aktiv.   Warum ist das so wichtig? Weil Haltung, Auftreten und Relevanz sofort sichtbar sind – lange bevor dein Lebenslauf zählt. Außerdem schaffen starker Einstieg und souveräne Selbstvorstellung Vertrauen. Wenn du typische Stolperfallen vermeidest, sammelst du direkt Pluspunkte und legst die Basis für ein konstruktives Gespräch.   Die 7 Fehler, die deinen ersten Eindruck ruinieren – und wie du sie vermeidest   1) Zu spät (oder zu früh) kommen. Plane vorausschauend und sei idealerweise 10–15 Minuten vorher da; dadurch hast du Puffer, senkst den Puls und wirkst professionell. 2) Falscher Dresscode. Orientiere dich an Position und Kultur; im Zweifel minimal overdressed. So bleibst du flexibel und kannst Jackett oder Krawatte notfalls ablegen. 3) Ungepflegtes Erscheinungsbild. Saubere, gebügelte Kleidung, ordentliche Frisur und gepflegte Hände – dadurch signalisierst du Respekt und Einsatzbereitschaft. 4) Schwache Körpersprache. Aufrechte Haltung, ruhige Stimme, klarer Blickkontakt und ein authentisches Lächeln zur Begrüßung. Dadurch vermittelst du Souveränität – ohne Arroganz. 5) Negatives Warm-up. Kein Jammern über Bahn, Stau oder Wetter. Antworte stattdessen kurz, positiv und fokussiert: „Danke, alles gut gefunden – ich freue mich auf das Gespräch.“ 6) Selbstvorstellung ohne Relevanz. Vermeide Lebensgeschichten. Führe lieber in 60–120 Sekunden durch 2–3 Stationen, die exakt zu den Kernaufgaben passen – inklusive messbarer Erfolge. 7) Kein „Warum wir und warum diese Rolle?“ Liefere 2–3 handfeste Gründe (Markt, Verantwortung, Technologie, Internationalität). Dadurch wird Motivation greifbar.   Pro-Tipp für deine Self-Intro: Lies die Stellenanzeige aufmerksam und mappe die Top-Anforderungen 1:1 auf deine Ergebnisse. Beispielsweise: „Projekt X unter Zeitdruck termingerecht geliefert, Budget eingehalten, Stakeholder wöchentlich synchronisiert.“ Dadurch erzeugst du Relevanz und belegst Leistung.   Zusätzlich hilft eine klare Dramaturgie: Zunächst begrüßen, dann kurz Positionierung („Was kann ich besonders gut?“), anschließend 2–3 Belege, schließlich dein „Warum diese Rolle“. Danach bist du in einem starken Frame: professionell, positiv und vorbereitet. Entsprechend verlaufen auch die Fachfragen strukturierter – und deine Zusage-Wahrscheinlichkeit steigt.   Unterm Strich gilt: Wer Auftakt, Auftreten und Argumentation bewusst gestaltet, gewinnt das erste mentale Duell im Raum. Also: Trainiere den Einstieg, teste Formulierungen laut und hole dir Feedback – dadurch eliminierst du Unsicherheiten und punktest ab Sekunde eins.  

In this episode of Remodelers On The Rise, Kyle Hunt is joined by Bryan Williams of Squirrel Solutions to talk all things onboarding. From prepping before day one to setting clear expectations and leveraging self-learning tools, Bryan walks through a simple, practical nine-step onboarding framework remodelers can apply right away. You'll also hear why great onboarding isn't just about forms and checklists—it's about culture, connection, and setting your new hires (and your business) up to thrive. If you're about to hire or want to improve how you bring new team members into your remodeling business, this conversation is packed with actionable ideas and tools. Looking to strengthen your onboarding process? Squirrel Solutions is offering a free Onboarding Starter Guide designed to help remodelers create a smooth, professional, and engaging first-week experience for new team members. Inside, you'll find practical tips and checklists to set clear expectations, build confidence, and set employees up for long-term success. Download your free guide here! ----- Today's episode is sponsored by Builder Funnel! Click here to learn more about how Builder Funnel helps remodelers and home builders grow through strategic digital marketing. ----- Explore the vast array of tools, training courses, a podcast, and a supportive community of over 2,000 remodelers. Visit Remodelersontherise.com today and take your remodeling business to new heights! ----- Takeaways Onboarding is an underappreciated skill in remodeling businesses. Proper onboarding can significantly improve employee retention. Pre-onboarding communication helps ease new hires' anxiety. Budgeting for onboarding is crucial for effective training. Defining core expectations involves the entire team, not just one person. Leveraging self-learning tools can save time and resources. Regularly reviewing job descriptions ensures they remain relevant. Setting clear goals for new hires fosters a productive culture. Collecting feedback on the onboarding process is essential for improvement. A strong conclusion to onboarding can leave a lasting positive impression. ----- Chapters 00:00 Introduction and Guest Introduction 03:30 The Importance of Onboarding 09:44 Pre-Onboarding Strategies 14:43 Budgeting for Onboarding 17:47 Defining Core Expectations 20:11 Leveraging Self-Learning Tools 26:05 Reviewing Job Descriptions 32:36 Setting Goals and Collecting Feedback 37:02 Conclusion and Final Thoughts

Step into the evolving world of virtual environments, where Decentraland is at the forefront of innovation. In this episode, we explore how interoperability is transforming the metaverse, enabling seamless integration across platforms and unlocking creative possibilities for users and developers alike. From NFTs and digital wearables to virtual real estate, we discuss how these advancements are reshaping the metaverse and fostering meaningful connections in a polarized digital age.Join us as Kim Currier, Head of Partnerships and Marketing at Decentraland, shares insights on the resurgence of NFTs, the role of brands in creating immersive experiences, and the tools empowering creators to thrive. Whether you're a collector, a brand strategist, or simply curious about the metaverse, this episode offers a deep dive into the future of digital interaction and the cultural capital being built in virtual worlds.Chapters:00:00 The Rise and Fall of NFTs: From hype to utility00:23 Driving Innovation in the Metaverse00:33 Meet Kim Currier, Decentraland's Head of Partnerships and Marketing01:09 The Metaverse as a Social Hub: Immersive experiences for brands and users01:30 Opportunities for Collectors and Brands02:53 Cultural Shifts in NFTs: What's fueling the 2025 resurgence?04:45 Decentraland's Unique Offerings in music, art, and social connection08:03 Utility-Driven NFTs: Wearables, emotes, and smart wearables in Decentraland13:17 No-code tools and community-driven innovation for creators20:15 Virtual Spaces for Remote Teams: Offsites and community gatherings27:33 Innovative builds in Decentraland35:11 Brand Partnerships in the Metaverse43:02 Onboarding the Masses: Decentraland as a gateway to Web347:10 Long-Term Vision: Building cultural capital and meaningful connections

In episode 214, Coffey talks with Joe Frodsham about CMP's fourth annual national pulse check on C-Suite mental health, wellbeing, and leadership challenges.   They discuss executive mental health normalization since COVID; executive well being; clinical support and performance psychology for executives; individual vs one-size-fits-all wellness approaches; ROI metrics including career health indicators and management reviews; improved communication and engagement trends; remote work impacts on introverts vs extroverts; executive job security varying by ownership structure with private equity creating highest stress; and the importance of clear cultural decisions during mergers and acquisitions. CMP's C-Suite State of Mind Pulse Check 2025 is available at https://www.careermp.com/csuite-pulse-check-2025.  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. Business Credit for SPHRs. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest: Joe Frodsham is President of CMP, the largest minority- and woman-owned talent solutions firm in the nation. CMP supports thousands of professionals in career transition annually while deploying contemporary assessment, coaching, and training solutions for targeted succession and development. Joe has extensive experience across Fortune 500 companies in leading human resource functions and building cutting-edge talent management systems. Joe is a regular contributor to Forbes, co-hosts the American Narratives podcast, and has co-authored two seminal books on careers—Make it Work and Don't Dread Monday. Joe will be presenting at the Fort Worth HR Strategic Mindset Conference on September 12th. And you can learn more about that conference at fwhr.org. Joe Frodsham can be reached at https://www.careermp.com https://www.linkedin.com/in/jfrodsham 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: Recognize that executive mental health directly impacts business outcomes and implement clinical support resources and individualized wellness strategies rather than generic programs. Develop better metrics for measuring engagement including career health indicators, management reviews with upward feedback, and individual assessment tools that drive real-time conversations. Understand that job security and stress levels vary significantly by ownership structure (private equity vs public vs privately held) and tailor retention strategies accordingly. 

Validating vendor information and checking that they are not on any applicable sanction lists is a part of your vendor on-boarding process, but what about after the on-boarding process? Today's episode is a webinar that not only has a five-step process for recurring vendor validations, but lots of five downloads to help you get started.  Keep listening. Check out my website www.debrarrichardson.com if you need help implementing authentication techniques, internal controls, and best practices to prevent fraudulent payments, regulatory fines or bad vendor data. Check out the Vendor Process Training Center for 116+ hours of weekly live and on-demand training for the Vendor team. Links mentioned in the podcast + other helpful resources:    On-Demand Webinar:  Recurring Vendor Validations: Ensure Post-Onboarding Compliance https://training.debrarrichardson.com/course/september2024Free Download:  Vendor Validation Reference List with Resource Links https://debrarrichardson.com/vendor-validation-downloadCustomized Vendor Validations Session: https://debrarrichardson.com/vendor-validation-sessionVendor Process Training Center - https://training.debrarrichardson.comCustomized Fraud Training:  https://training.debrarrichardson.com/customized-fraud-training Free Live and On-Demand Webinars: https://training.debrarrichardson.com/webinarsVendor Master File Clean-Up:  https://www.debrarrichardson.com/cleanupYouTube Channel:  https://www.youtube.com/channel/UCqeoffeQu3pSXMV8fUIGNiw More Podcasts/Blogs/Webinars www.debrarrichardson.comMore ideas?  Email me at debra@debrarrichardson.com Music Credit:  www.purple-planet.com

The UX problem is the only thing standing between Arbitrum and mainstream adoption.In today's episode, Stephen Goldfeder from Offchain Labs and Derek Chiang from ZeroDev discuss their acquisition and what it means for the Arbitrum ecosystem.While Arbitrum solved scaling, UX fragmentation remains. Their collaboration will deliver gasless transactions, seamless cross-chain experiences, and passkey authentication across Arbitrum's "your chain, your rules" philosophy.The RollupWebsite: https://therollup.co/Spotify: https://open.spotify.com/show/1P6ZeYd...Podcast: https://therollup.co/category/podcastFollow us on X: https://www.x.com/therollupcoFollow Rob on X: https://www.x.com/robbie_rollupFollow Andy on X: https://www.x.com/ayyyeandyJoin our TG group: https://t.me/+8ARkR_YZixE5YjBhThe Rollup Disclosures: https://therollup.co/the-rollup-discl

Heute sprechen wir über ein Thema, das in Zahnarztpraxen oft unterschätzt wird, aber über Erfolg oder Misserfolg entscheidet: Führung und Onboarding neuer Mitarbeiter. Viele Zahnärztinnen und Zahnärzte machen immer wieder die gleichen Fehler bei der Neueinstellung – und wundern sich, warum Mitarbeiter nicht bleiben oder nicht so arbeiten, wie sie es erwarten. Wenn Sie dieses Thema vertiefen möchten, lade ich Sie herzlich ein zur Masterclass of Dental Business am 19. und 20.09. in Düsseldorf mit Prof. Dr. Günter Dhom und Sven Walla. Dort sprechen wir zwei Tage lang über Mitarbeitergewinnung, Führung und praxisnahe Lösungen für Zahnärzte. Jetzt Ticket sichern: www.svenwalla.de Wenn Sie selbst mehr zu dem Thema erfahren wollen, dann freuen wir uns auf ein gemeinsames, kostenloses Erstgespräch! www.svenwalla.de

Dr. Stephanie Rose-Belcher, COO of JMT Consulting, and Kristen Stine, HR Director at JMT Consulting, explore the real financial and human costs of nonprofit staffing. This discussion blends finance, HR, and leadership into a compelling narrative about how organizations can protect their missions by rethinking how they hire, onboard, and retain talent.Stephanie begins by framing the evolution of nonprofit finance within a technological context. Reflecting on the industry's shift from ledgers to AI-enabled platforms, she notes: “Technology lets finance leaders be much more of a strategist than ever before, not just someone crunching numbers and submitting reports.”, capturing a fundamental truth: today's nonprofit financial leaders are central to strategy, not just compliance.Kristen brings the HR dimension into focus by quantifying the staggering financial cost of turnover. “According to the Deloitte survey, we're looking at anywhere between 50 and 200% of the annual salary of a person to recruit them, onboard them, and get them up to speed,” she warns. Beyond dollars, she points to the strain turnover places on morale, workload, and culture. Investing in retention, she argues, is not a “nice to have” but a fiscal necessity.The discussion highlights how onboarding inefficiencies further magnify these costs. While skilled professionals may shorten the curve, Stephanie cautions that “to get to mastery and really know the organization and its nuances, it takes a hard four months for an experienced person and six months or more for others.” Without deliberate investment in training, mentorship, and culture-sharing, nonprofits risk losing ground during this critical period.Both guests emphasize that solutions need not be costly. Flexible scheduling, sabbaticals, leadership development, and even creative benefits platforms can create workplaces that people want to stay in. They stress the importance of tailoring approaches across generations: younger staff may prioritize professional growth, while older or part-time staff may value flexible time. Equity, transparency, and HR creativity, they argue, can reconcile these different expectations.The episode closes with a look ahead to JMT's Innovate 2026 conference in Washington, DC—an event designed to unite finance leaders around not just technology, but broader trends shaping nonprofit leadership and sustainability.This conversation challenges nonprofit leaders to view HR and finance as inseparable. Recruitment and retention decisions are not only about culture—they are also about stewardship of resources, organizational stability, and the ability to serve missions with consistency and strength.#TheNonprofitShow #NonprofitLeadership #HRandFinanceFind us Live daily on YouTube!Find us Live daily on LinkedIn!Find us Live daily on X: @Nonprofit_ShowOur national co-hosts and amazing guests discuss management, money and missions of nonprofits! 12:30pm ET 11:30am CT 10:30am MT 9:30am PTSend us your ideas for Show Guests or Topics: HelpDesk@AmericanNonprofitAcademy.comVisit us on the web:The Nonprofit Show

Struggling to find—and keep—the right people in your construction business? You're not alone. In today's episode of Construction Genius, Eric sits down with Mike, creator of the XP3 Talent System, to unpack a proven, end-to-end process for hiring, onboarding, and retaining top talent in one of the most competitive industries on the planet. You'll discover: Why most “business problems” are really people problems—and how to solve them at the root. The fatal flaw in relying on gut instinct to hire construction talent. How to define success in a role so you can hire with precision instead of vague job descriptions. A structured hiring process that filters out bad fits—even if they try to fake it with AI. Onboarding strategies that transform B-players into rock stars and boost 90-day retention to 95%. The three non-negotiable objectives every onboarding program must hit. How to build a culture that inspires discretionary effort—the extra 40–60% of capability most employees never give. A real-world case study: cutting turnover from 80% to 23% in six months while breaking $100M in revenue. Whether you're a construction company owner, project executive, or HR leader, this episode will show you how to create a talent pipeline that keeps your crews staffed with the right people for the long haul—without constant hiring headaches.   HIGHLIGHTS [02:09] Challenges in hiring and retaining talent.  [03:35] Loyalty and avoidance of having difficult conversations. [05:49] The importance of objective job descriptions. [10:06] Requirements of a successful onboarding process.  [12:55] A clear mission, inspiring vision, and shared core values.  [15:10] Measuring and understanding the true cost of turnover.  [21:22] The mistake of hiring one-sided.    RESOURCES Connect with Mike Matalone LinkedIn - linkedin.com/in/mike-matalone-6029b87/  Website - xp3talent.com/  Hire • Train • Retain 2nd Edition: The art―and science―of building high-performing teams that drive organizational success by Michael Matalone amazon.com/Hire-Train-Retain-science_of-high-performing/dp/B0F8Z4KQ84/    90-Day High-Performance Dashboard You can't afford to let your people drift. To drive real performance, you must coach with clarity and purpose.   Use the 90-Day High-Performance Dashboard to: Get clear on what matters most. Drive focused action and accountability. Strengthen trust and deepen relationships.   Success doesn't happen by accident. It happens when leaders coach with precision and consistency. Download the 90-Day High-Performance Dashboard here: https://www.constructiongenius.com/high-performance-in-a-new-role Coach your team toward real results — one conversation at a time.     Resources to Help You Win in Construction

For anyone starting a new job, creating a sense of connection, culture, and belonging from day one can transform what was once a routine orientation into a powerful, lasting experience. Two leaders at Vanderbilt University — Joanna Echols, senior director of operational optimization, and Chance Ryon, operations services and solutions manager — share their bold reinvention of the institution's onboarding program. They discuss how to balance technology with a personal touch, pinpoint the moments that matter most for new hires, and build an inclusive experience that makes every employee feel welcome, prepared, and ready to contribute from the start. This podcast is approved for .5 PDCs toward SHRM-CP and SHRM-SCP recertification. Listen to the complete episode to get your activity ID at the end. ID expires Sept. 1, 2026. Subscribe to Honest HR to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/voegyz ---Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r

In Episode 35 of *Chain Reactions*, we sit down with Latashá, multidisciplinary artist and founder of Topia, to explore how physical experiences are becoming the most powerful gateway into the onchain economyLatashá shares her journey from performing artist to crypto trailblazer, how she became the first woman rapper to mint a music video onchain, and what she learned onboarding over 4,000 creators at Zora, how that led to her creative vision behind Topia, and why real community starts offline.We also dig into:- What most web3 builders get wrong about culture and onboarding- The future of creator coins and tokenized relationships- The power of creative agency in a trust-based ecosystem- Why delegation is a superpower for scaling creative impactIf you're building for creators, rethinking community, or navigating the future of art onchain, this episode is packed with gold.Listen, subscribe, and mint the episode at [pods.media/myosinxyz](https://pods.media/myosinxyz)

How do you fairly (and profitably) pay your team retail commissions without chaos? In this episode, Daniela draws from two decades in aesthetics to walk you through the who, how much, when, and why of spa retail commission - not just to boost revenue, but to build trust and client outcomes. Whether you're a spa CEO creating or refining your commission policies, you'll get: Clear roles for front desk vs. provider retail A commission tier framework tied to retail-to-service ratios Onboarding commission policies and credit-time windows Common retail commission missteps to avoid - like blind payouts or policy gaps Plus: No one gets left behind - this structure drives better results for clients, providers, and your growth.    What you'll learn during this episode: Who on your team should earn retail commission—and for what items How to tier commission using retail-to-service percentage benchmarks The power of a 90-day probation period for new staff Best practices for crediting repurchases and event sales How to standardize product recommendations for consistency and trust Keep the conversation going inside the Spa Marketing Made Easy Community by clicking here. IG / @addoaesthetics WEB / addoaesthetics.com YOUTUBE / @addoaesthetics LINKEDIN / @addoaesthetics   ABOUT THE SPA MARKETING MADE EASY HOST      Daniela Woerner is the founder and CEO of Addo Aesthetics, a leading community for aesthetic professionals, and the creator of the Growth Factor® Framework—a proven system that has helped 582 six- and seven-figure spa owners scale their businesses with strategy and systems. With nearly two decades in the aesthetics industry, Daniela has trained alongside top physician-dispensed brands, consulted with leading dermatologists, and helped thousands of spa professionals streamline their operations and maximize profitability. Her mission? To transform overworked aesthetic professionals into Spa CEOs - building a business and life they love with the strategic systems needed for long-term financial growth. As the host of the Spa Marketing Made Easy podcast, Daniela brings expert insights, real-world strategies, and in-depth conversations to help spa owners elevate their marketing, optimize their operations, and create sustainable success. With over 400 published episodes, 1 million+ downloads, and a ranking in the top 1% of all podcasts worldwide, Spa Marketing Made Easy is the go-to resource for spa and aesthetic professionals looking to level up. Tune in each week for actionable strategies, expert interviews, and inspiration to help you build a thriving, systemized, and scalable spa business!

Episode Summary Bringing a new team member into your law firm should make life easier — not harder. Yet for many law firm owners, onboarding turns into an exhausting cycle of explaining, fixing, and micromanaging. The real problem? You're running your business from your head, not from systems. In this episode, I'm breaking down why skipping documented processes in onboarding is one of the biggest mistakes law firm owners make, how it creates bottlenecks, frustrates your team, and keeps you stuck working harder than you should. I'll also walk you through the exact steps to fix it so you can create a clear, confident, and repeatable onboarding experience — one that empowers your team and frees up your time. Key Segments The onboarding trap most law firm owners fall into Why “just follow me and watch” is not a strategy The hidden cost of keeping processes in your head My 3-step system to onboard without the chaos How systemised onboarding improves culture and profitability Links & Resources from This Episode Free Resource: Law Firm Freedom & Profit Audit — identify where your bottlenecks and inefficiencies are hiding. Read: How to Build SOPs That Actually Work — step-by-step guide to documenting processes in your law firm. Connect with Me on LinkedIn: Caralee Fontenele — join the conversation about scaling law firms with less stress. Scalable Law Website: Coaching, resources, and systems for law firm owners. My Takeaway The truth is, your law firm doesn't grow by adding more hours to your week — it grows when you build systems that work without you. Document your core processes. Set crystal-clear expectations. Train, then trust. That's how you stop being the bottleneck and start leading a team that can thrive on their own. If this episode hit home for you Don't keep it to yourself. Share it with another law firm owner who's ready to think bigger, lead better, and grow smarter. And if you've got 30 seconds, a quick review on Apple Podcasts, Spotify, or YouTube helps us reach more lawyers looking to scale with strategy (and sanity). Apple Podcasts: Listen on Apple Spotify: Listen on Spotify YouTube: Watch on YouTube

In dieser Solo-Folge spricht Daniel Müller über einen entscheidenden Erfolgsfaktor in der Personaldienstleistung: Interne Prozesse als Profit-Hebel.

Tattoo artist and BCH enthusiast 00TATT$ talks about onboarding people with free tattoos, spreading crypto through culture, Las Vegas Crypto Club, and more!Links:00TATT$ on X: https://twitter.com/00TATTSEpisode slides: https://docs.google.com/presentation/d/1bBoMmkWmLXV2F8G3iJJ6nuD5ZyoUetbv/Donations:bitcoincash:qpwx4q8evxym04nckcjlt4m62s4p4nlzfvu3mcxa2hSponsors:Thank you very much to our FundMe.Cash contributors. New campaign is LIVE: https://fundme.cash/campaign/57BCH BULL: https://bchbull.com Be the bull & leverage or hedge with Bitcoin Cash - Non-custodial, permissionless, fully collateralized DeFiSocials:Website: https://www.bitcoincashpodcast.comTimestamps:00:00 Podcast starts00:38 Intro and market update02:29 00TATT$25:06 BCH tattoos42:29 Onboarding experience1:15:23 Las Vegas crypto club1:23:33 Cultural change1:39:27 Censorship and control1:51:46 Other news: Cash 3.0, CashTokens, El Salvador1:57:19 Meme of the week1:59:38 Community comment of the week2:00:51 Message to the community2:02:21 Podcast supporter appreciation2:03:28 Shoutouts and BCH mob outro#bitcoin #bitcoincash #bch #btc #crypto #cryptocurrency #cbdc ▪️

What are the best practices to give new faculty a successful start to their career at your school? Listen as Jason is joined by Patrick and Kolby to talk about perspectives and strategies to onboard new faculty.Links from this episode:Educational Renaissance training packagesThe Educational Renaissance Podcast is a production of ⁠⁠⁠⁠⁠⁠⁠⁠Educational Renaissance⁠⁠⁠⁠⁠⁠⁠⁠ where we promote a rebirth of ancient wisdom for the modern era. We seek to inspire educators by fusing the best of modern research with the insights of the great philosophers of education. Join us in the great conversation and share with a friend or colleague to keep the renaissance spreading.Take a deeper dive into training resources produced by Educational Renaissance such as Dr. Patrick Egan's new book entitled Training the Prophetic Voice available now through ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Amazon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

Wispr Flow has transformed voice dictation from a frustrating novelty into a seamless productivity tool that users trust implicitly. With a recent $30 million Series A led by Menlo Ventures, the company has achieved remarkable product-market fit through 90% word-of-mouth growth and users who share the product organically without prompting. In this episode, I sat down with Tanay Kothari, CEO and Co-Founder of Wispr Flow, to learn about the company's pivot from hardware to software, their approach to manufacturing viral moments, and their strategy for competing against tech giants with distribution advantages. Topics Discussed: Wispr Flow's pivot from building voice assistant hardware to focusing on voice-to-text software The company's unique approach to achieving sub-half-second latency and exceptional accuracy Building viral growth through manufactured "aha moments" and exceptional user onboarding Competing against OpenAI and Apple through speed of execution and user experience focus The challenge of building for mainstream users beyond Silicon Valley's tech-savvy population Strategic decisions around cutting non-essential growth channels to maintain focus GTM Lessons For B2B Founders: Manufacture viral moments through obsessive user research: Tanay personally onboarded the first 500 users via Google Meet, watching their facial expressions, mouse movements, and emotional reactions in real-time. This intensive observation allowed him to identify and systematically reproduce moments of user delight. He explained, "Find the things that repeatedly create delight, make sure that never dies, and then find the other places where there's confusion and kind of take them out." B2B founders should invest heavily in understanding the micro-moments of user experience, as these compound into organic growth at scale. Leverage authentic product usage by your target buyers during fundraising: When Wispr Flow raised their Series A, every VC in Silicon Valley was already using the product daily. Tanay noted, "I didn't need to convince them about why the product was good. All I had to tell them about if you believe why Whisper is good today, here is where we can take the company." This eliminated the typical product demonstration phase and shifted conversations to vision and execution capability. B2B founders should prioritize getting their product into the hands of potential investors as users before ever pitching them as investors. Build anti-fragile technology that improves as the industry evolves: Rather than competing directly with AI model capabilities, Wispr Flow built infrastructure that gets better as underlying AI models improve. Tanay instructs his team: "If at some point that you feel afraid of a new model launching, you're doing something wrong." This philosophy led them to focus on latency, user experience, and integration rather than competing on raw AI performance. B2B founders in AI-adjacent spaces should identify where they can create value that compounds with industry improvements rather than being displaced by them. Cut aggressively to maintain focus during rapid growth: Despite conventional wisdom, Wispr Flow eliminated SEO efforts entirely because "no one is searching for voice dictation" and most people don't know the technology has reached usability thresholds. Tanay applies an extreme 80/20 rule: "You can cut the 80% of the things that are not giving you the results... You find a new 20% that's going to give you 80% more results and you can just keep doing that again and again." B2B founders should regularly audit their activities and ruthlessly eliminate even "best practices" that don't align with their specific growth dynamics. Design for mainstream adoption beyond early adopters: While most AI tools target Silicon Valley technologists, Tanay identified that 95% of the population represents the real market opportunity. He noted these users "end up being your most loyal users" because they have less churn and higher lifetime value than tech-savvy early adopters. B2B founders should resist the temptation to only build for sophisticated users and instead consider how their product works for less technically proficient buyers who may represent larger market segments.   //   Sponsors: Front Lines — We help B2B tech companies launch, manage, and grow podcasts that drive demand, awareness, and thought leadership. www.FrontLines.io The Global Talent Co. — We help tech startups find, vet, hire, pay, and retain amazing marketing talent that costs 50-70% less than the US & Europe.  www.GlobalTalent.co   //   Don't Miss: New Podcast Series — How I Hire Senior GTM leaders share the tactical hiring frameworks they use to build winning revenue teams. Hosted by Andy Mowat, who scaled 4 unicorns from $10M to $100M+ ARR and launched Whispered to help executives find their next role. Subscribe here: https://open.spotify.com/show/53yCHlPfLSMFimtv0riPyM 

In episode 213, Coffey talks with Vianei Braun about how HR leaders can effectively work with boards of directors.  They discuss the strategic vs operational divide between board oversight and executive execution; skills needed for senior HR roles including broad industry perspective and data-driven insights; the importance of moving beyond compliance mindset to strategic partnership; executive compensation benchmarking and peer analysis; culture preservation during mergers and acquisitions; AI implementation ethics and workforce planning; the critical role of data in board communications; and characteristics of successful senior HR leaders including truth-telling, collaboration, and ambiguity management. 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—business credit for SPHRs! To obtain the recertification information for this episode, visit https://goodmorninghr.com.  About our Guest: Vianei Braun leads the employment law practice at Decker Jones, P.C., a full-service law firm in Fort Worth. She has been recognized as a Texas Monthly “Super Lawyer” and is listed in Best Lawyers in America for Labor & Employment Law.  Vianei is also a member of the Board of Directors of First Financial Bankshares, Inc. (NASDAQ: FFIN), a banking institution with assets of $14 billion and 79 banking locations throughout Texas. Vianei serves on the board's Compensation, Nom/Gov and Risk Committees and chairs the Advisory Board of First Financial Bank's Chisholm Trail Region. In addition, Vianei serves on the Board of Trustees and the Audit & Compliance Committee of Texas Health Resources.  Vianei is an honors graduate of Princeton University and the University of Texas School of Law. Vianei has been honored as a “Great Woman of Texas” by the Fort Worth Business Press, and as a member of the “Fort Worth 500” by Fort Worth Inc. Vianei Braun can be reached at www.deckerjones.com www.linkedin.com/in/vianeibraunattorney 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: Develop strategic thinking capabilities that focus on industry trends and long-term organizational health rather than just operational HR tasks when communicating with senior leadership. Present data-driven recommendations to boards using benchmarking, competitive analysis, and concrete evidence to support HR initiatives and policy changes. Shift from a compliance-focused "department of no" mindset to a collaborative problem-solving approach that offers solutions while managing organizational risks.  

In this episode of the Contacts Coaching Podcast, we sit down with Sara Shaughnessy, the athletic director at Castilleja, as she shares her journey from growing up immersed in sports to stepping into her new role in 2025. Sarah discusses her formative experiences in sports, coaching youth volleyball, and her 13-year tenure at the International School of San Francisco. She touches on leadership lessons, the importance of multi-sport participation, creating a positive team culture, and the benefits of involving parents as coaches. Sarah also shares her strategies for effective feedback, onboarding new coaches, and staying open to new opportunities. Join us for this insightful conversation about building successful athletic programs and empowering the next generation of athletes.00:00 Introduction and Guest Welcome00:17 Sarah's Journey to Castilleja02:23 Early Coaching Experiences04:47 Lessons Learned as a Young Coach06:46 Challenges and Mentorship in Athletic Directing09:10 Onboarding and Building a New Program17:37 Promoting Multi-Sport Participation22:05 Data on Multi-Sport vs. Single-Sport Athletes24:25 Promoting Play in Practice27:10 Transitioning to a New Job27:45 The Decision-Making Process28:25 Building a Positive School Culture31:29 Exploring New Opportunities34:51 Supporting Young Coaches37:57 Effective Feedback Pathways42:24 Captain's Council: A Leadership Initiative47:26 Adapting to New Environments50:24 Conclusion and Final Thoughtshttp://www.castilleja.org/https://www.instagram.com/castilleja_school/https://www.facebook.com/CastillejaSchool/https://www.linkedin.com/school/castilleja-school/

Jim Edwards and Stew Smith demonstrate using the Genies to create useful content that helps understand how the use of the funnel helps you with onboarding new customers. Check out the Facebook Group – Sales Copy and Content Marketing Hacks at  https://www.facebook.com/groups/copywritingandcontenthacks   and for more information on the wizards used to make outstanding sales copy check out  https://www.CopyandContent.ai

I love systems - I'll say it! In this episode I share the 4 must-have systems for a Christian Business Coach: marketing, sales, operations, and client delivery. Hear how these rhythms helped me scale a Holy Spirit-led, 7-figure online business while homeschooling. If you're a Christian Life Coach asking how to build a coaching business without burnout, start here.What you'll learn—The daily/weekly/monthly checklist that ends chaos.—How 1 hour becomes a full marketing content system.—The repeatable sales funnel that enrolls dream clients.—Onboarding that upgrades client delivery and retention.—Why documenting systems = freedom for Kingdom business.GET STARTED TODAYReady to launch? Join The Selah Collective 12-Month Group Coaching Program.Ready to scale? Join Eden: The Mastermind (for women who have made $20k-100k+ in online business).Women of Valor 3-Part Mini-Course: Learn how to create a 6-7 figure offer and how to implement the Esther Upleveled sales system.For the Holy Spirit-led coaches who want to hit $100K in the next 12 months, get the 40+ page guide: 12-Months to $100k.Ready to get an all-in-one funnel builder? Sign up for Kartra today!Get FREE, ORGANIC email leads on Instagram using this DM flow template.READ THE BLOGEpisode 235: 4 Systems You Need ASAP In Your Online Business for Marketing, Sales, Operations & Client DeliveryOTHER EPISODES YOU MIGHT ENJOY ⁠Episode 3: Jesus Taught Us This Ultimate Marketing HackEpisode 230: Hacks to Consistent Online Business Growth – What Your Kingdom Marketing Strategy Needs to Thrive This Year

In this episode, we sit down with Brett Stuckey from Akada to talk about systems, efficiency, and how to eliminate the admin overwhelm that dance studio owners face daily. Brett shares how Akada's family-run roots led to building a platform that genuinely understands studio life, plus what's new, what's coming, and how to make the most of your management software. Whether you're tired of chasing unpaid tuition, struggling with email communication, or just craving a more organized system, this episode offers relief and real-world advice. Episode Time Stamps: [00:29] Meet Brett Stuckey & Akada's origin story [03:13] From desktop CDs to the cloud: Akada's evolution [05:02] Listening to studio owners: How Akada builds based on feedback [07:10] Studio owner pain points: Disorganization and poor communication [09:06] What Akada does to reduce admin time [14:08] Sneak peek: New studio attendance app and features coming soon [16:01] Big update: One flat monthly rate with no hidden fees [17:26] Onboarding and support: How Akada helps you get started [18:35] Biggest admin headache? Integrating too many tools [19:37] Two-word mission: “Time Savings” [20:26] Most underrated feature: Costume ordering system [20:49] What studios overlook: Personalized support [21:49] Biggest myth: That no one will help you learn the software [22:05] Most exciting feature in development: Studio app [22:55] Why try Akada? “It looks easy, and it is” Key Takeaways: Simple is powerful. Akada is designed to help you spend more time teaching and less time chasing paperwork. Communication is key. Features like in-platform texting, emailing, and new app-based messaging help keep parents informed. Support matters. One-on-one training is available and encouraged for all users. Flat pricing. No confusing tiers or surprise charges. $60/month includes everything. Built for dance. With tools like recital scheduling, costume tracking, and attendance alerts, Akada helps you stay on top of every detail. Links Mentioned in This Episode Akada Akada Software Website Try Akada and pay $0 until December! Enter Code Energize2025 here to get started. Contact Brett directly via email brett@akadasoftware.com  Join us at the Energize Conference https://dancestudioowner.com/energize Submit a question for the podcast https://dancestudio411.com/ Dance Studio Owner: https://www.dancestudioowner.com/public/joinnow.cfm Rate, Review & Subscribe! If you loved this episode, be sure to subscribe and leave us a review. Your feedback helps us continue to bring valuable content to the dance community! Running a dance studio is hard work, and growing your studio is even more of a challenge. No matter if you're just starting out—or perhaps you're a well-established owner; we understand that it's a uniquely demanding and personal business to own and operate. Be more effective and productive.  As studio owners ourselves, we've been there. But, it's also very possible to be a happy owner of a thriving dance business that you love. Learn More About Membership: https://www.dancestudioowner.com/  Join us at the Energize Conference this August! Connect with other studio owners, gain access to resources and tools, and walk away feeling refreshed for the upcoming season. Learn more at energizeconference.com.

Mentor Sessions Ep. 024: Roland Bewick on Bitcoin Lightning Scalability, Nostr Protocol, & AI Bitcoin AgentsUnlock Bitcoin Lightning scalability secrets that could power hyperbitcoinization—imagine infinite transactions, self-custody wallets blending with Nostr Protocol for unbreakable privacy, and AI agents Bitcoin revolutionizing payments. In this BTC Sessions exclusive, Alby Hub's Roland Bewick dives deep into Lightning Network's infinite potential, Bolt 12 privacy upgrades, Nostr Wallet Connect for seamless self-sovereignty, and how AI agents automate your life on a Bitcoin standard. From Lightning's trade-offs to Nostr's decentralized magic, Roland reveals why Alby Hub is the ultimate self-custody wallet for scaling Bitcoin globally. Discover how these tools combat censorship, boost productivity, and pave the way for hyperbitcoinization—where everyone holds their own keys to money and speech. Hesitant on Lightning? Roland shares real-world success in El Salvador, privacy hacks, and future integrations like Ark for massive scalability. This Bitcoin-only deep dive exposes how Nostr Protocol + Lightning crushes fiat limitations, empowers AI agents Bitcoin, and accelerates self-sovereignty. Don't miss why Bolt 12 privacy and Nostr Wallet Connect are game-changers for your stack!Key Topics:Bitcoin Lightning scalability and trade-offsNostr Protocol for decentralized identity and appsAlby Hub as the ultimate self-custody walletAI agents Bitcoin integration for automationBolt 12 privacy enhancementsNostr Wallet Connect for seamless connectionsHyperbitcoinization vision and productivity gainsChapters:• 00:00:00 - Intro: Bitcoin as Internet Currency & Lightning Infinite Potential• 00:01:09 - Lightning Network Basics for Newcomers• 00:02:23 - Lightning Trade-Offs: Risks, Liquidity & Node Management• 00:08:08 - Pathfinding & Real-World Lightning Success in El Salvador• 00:13:34 - Lightning Privacy: Bolt 12 & Public vs Private Nodes• 00:15:53 - Nostr Protocol Overview: Beyond Social Media• 00:19:40 - Nostr Wallet Connect: Private, Seamless Node Connections• 00:22:28 - Alby Hub Mission: Openness, Sovereignty & Innovation• 00:28:30 - Hyperbitcoinization Vision: AI Agents Bitcoin & Productivity• 00:34:28 - AI Integration: Alby MCP Server & Agent Tools• 00:36:18 - Human Rights Tools: Bolt 12 Privacy in Authoritarian Regimes• 00:39:08 - Lightning Scalability Limits & Future Layers like Ark• 00:46:34 - Setting Up Alby Hub: Hardware, Onboarding & Self-Custody• 00:51:56 - Alby App Store Recommendations & Use Cases• 00:53:09 - Latest Updates: Bolt 12, Swaps, Rebalancing & Future PlansAbout Roland Bewick:Lightning App Developer at Alby HubX: @rolznzNOSTR: npub1zk6u7mxlflguqteghn8q7xtu47hyerruv6379c36l8lxzzr4x90q0gl6efWebsite: getalby.com ⚡ POWERED by @Sazmining — the easiest way to mine Bitcoin and take control of your financial future. ⛏️You own the rig

Today we're joined by Connor Dault, CMO of Grüns, to talk about his move into the company, how he got up to speed, and the steps he took to work effectively with a team that was already performing at a high level.We cover his onboarding approach, how he finds quick wins without disrupting existing success, and how Grüns spots opportunities by pairing customer feedback with cultural trends. Connor breaks down their persona-based marketing strategy, balancing cohesive messaging with high testing velocity, and deciding when to quietly test versus go all-in on a new idea.He also shares the approaches that drove early growth, from Meta advertising to retention-focused customer experience, and the channels now driving scale, including CTV, YouTube, influencer partnerships, and closer cross-team alignment.Want to submit your own DTC or ecommerce marketing question? ⁠⁠⁠⁠⁠Click here⁠⁠⁠⁠⁠.If you enjoyed this episode, check out Episode 49 when Connor Dault was first on the show - How Digital Product Fuels DTC Growth with Connor DaultChapters00:00 Introduction07:22 Onboarding and Team Dynamics in Marketing15:15 Building Cohesion Across Marketing Strategies23:12 Navigating Brand Messaging and Consumer Engagement35:09 Tactical Approaches to Marketing Campaigns38:15 Strategic Hook Development41:47 Testing and Personalization Strategies44:41 Seasonal Marketing and Campaign Planning48:31 Growth Strategies and Revenue Bands51:51 Unlocking New Marketing Channels01:04:52 Innovative Projects and Measurement01:10:23 Leadership and Feedback CulturePowered by:Motion.⁠⁠⁠https://motionapp.com/pricing?utm_source=marketing-operators-podcast&utm_medium=paidsponsor&utm_campaign=march-2024-ad-reads⁠⁠⁠https://motionapp.com/creative-trendsPrescient AI.⁠⁠⁠https://www.prescientai.com/operatorsRichpanel.⁠⁠⁠https://www.richpanel.com/?utm_source=MO&utm_medium=podcast&utm_campaign=ytdescAftersell.https://www.aftersell.com/operatorsRivo.https://www.rivo.io/operatorsSubscribe to the 9 Operators Podcast here:https://www.youtube.com/@Operators9Subscribe to the Finance Operators Podcast here: https://www.youtube.com/@FinanceOperatorsFOPSSign up to the 9 Operators newsletter here: https://9operators.com/

In this episode of The Future of Teamwork, Dane Groeneveld talks with Scott Morris, Founder and CEO of PropulsionAI, to explore the future of HR and the groundbreaking role of AI as a teammate. Scott shares how his unconventional career path – from LAPD officer to C-level HR executive to tech founder – inspired him to create Athena, an AI-powered coach designed to help managers hire smarter, lead better, and scale more effectively. Tune in to hear how AI is changing the future of interviewing, hiring, and teamwork.

Bayowolf and Wolfspearl have been married for 42 years and partners in kink for the last 13. Shibari has become a central part of their journey over the past six years, deepening both their connection and their creativity. About a year and a half ago, with open communication and a deep commitment to their marriage, they chose to begin tying with other people—an experience that has expanded their skills and enriched the bond they share. Both live with autoimmune diseases and actively pursue health and strength through clean eating and an intense fitness regimen, showing that resilience, love, and rope can go hand in hand. In the episode Mya and Fox explore with this delightful couple: • Why they decided to tie with other tops and bottoms • How they explored and agreed what rope with others would look like • Their limits and boundaries to ensure they protect their relationship • What the most challenging topics of discussion were in that conversation • The ways in which they built trust in each other and relaxed some of their boundaries over time • The benefits gained and learnings through tying outside their marriage • Differences between tying with each other versus other people • Being each others' cheerleaders • Integrating into the rope community as a rope top and rope bottom in their sixties • ‘Onboarding' new rope bottoms safely • Their perspective on why there are so few rope bottoms over 35 in the community • Tips for older rope bottoms and tops integrating into a new rope community • And plenty more

Dr. Liam Hammer, Head of School in Zambia, joins us live from an orientation dinner. Liam shares his fascinating journey from a teenage dream of teaching in remote Papua New Guinea to leadership roles across five countries. The conversation explores the essential role of onboarding in teacher retention, the reality of navigating cultural norms, and the often-overlooked salary disparities in international schools—what Liam terms “passportism.” He also dives into his academic work, including publishing research on leadership, special needs, and equity in international education. With wit and humility, Liam discusses balancing multiple hats as a school leader, the evolving nature of international schools, and the powerful draw of teaching abroad. His candid insights, stories of immigration mishaps, and deep passion for educational equity make this episode both eye-opening and inspiring for aspiring and seasoned international educators alike.The International Teacher Podcast is a bi-weekly discussion with experts in international education. New Teachers, burned out local teachers, local School Leaders, International school Leadership, current Overseas Teachers, and everyone interested in international schools can benefit from hearing stories and advice about living and teaching overseas.Additional Gems Related to Our Show:Greg's Favorite Video From Living Overseas - https://www.youtube.com/watch?v=UQWKBwzF-hwSignup to be our guest  https://calendly.com/itpexpat/itp-interview?month=2025-01Our Website⁠ -  https://www.itpexpat.com/Our FaceBook Group - https://www.facebook.com/groups/itpexpat⁠JPMint Consulting Website  - https://www.jpmintconsulting.com/Greg's Personal YouTube Channel: https://www.youtube.com/playlist?list=PLs1B3Wc0wm6DR_99OS5SyzvuzENc-bBdOBooks By Gregory Lemoine:⁠"International Teaching: The Best-kept Secret in Education"⁠ | by Gregory Lemoine M.Ed.⁠"Finding the Right Fit: Your Professional Guide for International Educator Recruiting Fairs and Amazing Stories of a Teacher Living Overseas⁠" |by Gregory Lemoine M.Ed.Partner Podcasts:Just to Know You:  https://podcasts.apple.com/au/podcast/just-to-know-you/id1655096513Educators Going Global: https://podcasts.apple.com/us/podcast/educators-going-global/id1657501409Relative Hashes:#internationalteachersday #internationaleducation #overseaseducation #internationalschools #education #teacherburnout #teachersalarynews #teachersalary #teacherrecruitments #overseaseducatorfairs

Jennifer Ingraffea is a seasoned executive leader with over 25 years of experience in the retail, apparel, product merchandising, and management sectors. In July 2025, Jennifer became the CEO of Pendleton Woolen Mills; a family-owned business since its founding in the 1860s. Before joining Pendleton, she served as Chief Product & Merchandising Officer at The North Face, prior to which, she worked at Nike in a number of high-level executive leadership roles. Jennifer and Roy discuss her new role and dig into essential leadership skills like curiosity, stewardship, and much more.Highlights from our conversation include:Core beliefs, values, and principles in Jenn's leadership playbook (2:53)Leading through cycles of massive consumer and retail evolution (5:39)Identifying areas of a business that are in need of clarification and simplification (7:36)Aligning a team towards a long term vision (11:01)Lessons learned around hiring and team building at major brands (14:58)How Jenn developed her hiring process and philosophy (17:07)What a great leader looks like to Jenn (18:36)Valuable traits that Jenn identifies when hiring direct reports (22:58)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

(00:00-00:00) Billikens Head Coach Josh Schertz with us for another segment. The transfer portal's effect on college athletics. The NCAA basketball postseason compared to other sports. The superconference model. NCAA Tournament expansion. SLU and Mizzou now in an arms race to get Jackson on the team? The Gem of '26.(00:00-00:00) Terry Crouppen and Goldie are in-studio. Dogs don't live long enough. Terry got to meet Coach Schertz in the break. Terry's son playing pranks on Rich Grawer. Is the statute of limitations up? The downfall of newspapers. STL not the city it used to be. Terry used to have a mean wiffleball pitch. Ed Hermann's Glamour Shots.(00:00-00:00) Onboarding a little delayed today. Trippin' over saxophones in the hallway. So What'd Your Grandma Think featuring Deebo Samuel with an awkward exchange with a reporter talking about his jammed finger. Edit that part out. Heck of a prize for the EMOTD today. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Today on the Talent Development Hot Seat Podcast, I'm joined by Lizzy Kizer, Director of Learning and Development at Johnson Controls, seasoned educator, and champion of building learning cultures for technical organizations. With a background spanning corporate, government, higher education, and K-12, Lizzy brings a unique blend of expertise in adult learning, instructional design, and science education to her work leading learning initiatives for JCI's 30,000-strong technical labor force.Subscribe to our weekly updates and monthly talent development newsletter here. Order Own Your Career Own Your Life on AmazonApply to Join us in the Talent Development Think Tank Community!This episode is sponsored by LearnIt, which is offering a FREE trial of their TeamPass membership for you and up to 20 team members of your team. Check it out here.Connect with Andy here: Website | LinkedInConnect with Lizzy Kizer here: LinkedInIn this candid and practical conversation, Lizzy and I dive deep into the real-world challenges and solutions for onboarding, upskilling, and fostering continuous growth in large, complex organizations. Drawing on her career journey from zoology major and science teacher to L&D leader, Lizzy shares insights into what it takes to create relevant, impactful learning programs that drive both employee retention and business results.In this episode, Lizzy discusses:Her unconventional path from science education to learning and development and why so many effective L&D professionals have roots in K-12 teaching.The critical importance of making learning immediately applicable and relevant, with adult learners motivated by real job needs and future career goals.How Johnson Controls transformed technical onboarding from a fragmented, manager-driven process to a scalable, centralized program with over 80% coverage and measurable ROI.The structure of their onboarding approach, including phased learning, strong “human touch” welcome, role-specific cohorts, and a blend of virtual and in-person components tailored to regional needs.Eye-popping results: 300% ROI, 5–7x improved retention, 36% increase in role performance, and huge manager time savings.Key strategies for upskilling and reskilling a frontline technical workforce—moving beyond product training to leveled, scaffolded learning pathways for foundational, intermediate, and advanced skills.How to pinpoint future skills needs (and stay agile as technology evolves), create responsive L&D solutions, and benchmark learning impact with real business KPIs.Practical approaches to evaluating learning ROI including measuring performance impact, retention, and even manager and employee Net Promoter Scores.Johnson Controls' evolving journey in career development, job architecture, and leadership pipelines, making it easier for employees to find new roles, grow their skills, and advance.Why passion for learning (and for your learners) drives innovation and impact in talent development...