Podcasts about Onboarding

This framework is designed for two people—one or both carrying anxious-preoccupied and dismissive-avoidant tendencies—to get to know each other at a pace that honors safety, curiosity, and gradual nervous system trust-building rather than triggering attachment defenses or falling into the “anxious–avoidant dance.

This framework is designed for two people—one or both carrying anxious-preoccupied and dismissive-avoidant tendencies—to get to know each other at a pace that honors safety, curiosity, and gradual nervous system trust-building rather than triggering attachment defenses or falling into the “anxious–avoidant dance.

This week, I welcome Shanna Hocking to the podcast to talk about her new research in higher education and what's holding women back in university advancement. You might be surprised that the answer is disturbingly simple. Here are my favorite takeaways: The Crisis in Higher Education Leadership: A shift is needed from a scarcity mindset focused only on fundraising to a focus on leadership and culture as the key to success. The profession is at a crossroads, needing to re-evaluate what has historically worked versus what is needed for the future, especially post-pandemic. Structural Barriers for Women Leaders: Despite being the majority of the advancement profession, women hold fewer than 35% of Chief Advancement Executive roles at top universities. The biggest barrier to success for women in these roles isn't personal inadequacy but organizational structures and systems that weren't built for their success. The Critical Gap in Onboarding and Inclusion: Over 70% of women Chief Advancement Executives report no formal onboarding support (coaching, training, professional development). This lack of intentionality contributes to lasting stress and negatively affects their view of the organization. Furthermore, unconscious biases manifest in subtle ways, such as being excluded from informal, powerful "in-group" conversations. The solution isn't to "blow up" the system but to focus on small, intentional, and consistent acts of inclusion and systems change. Connect with Shanna at hockingleadership.com.

Onboarding ist mehr als Blumen auf dem Schreibtisch. Doch wem erzählen wir das? Die meisten Unternehmen sind sich der Bedeutung einer guten Einarbeitung bewusst. Warum gehen dann trotzdem so viele neue Mitarbeitende nach ein paar Monaten wieder? Darüber sprechen Jennifer und Ralf in dieser Folge von Doppelter Espresso. Du erfährst, warum Onboarding oft schon vor dem ersten Arbeitstag beginnt, wieso zu viel Information am Anfang überfordert und weshalb ein echtes Willkommen im Team über Motivation und Bindung entscheidet. Ralf zeigt, welche Fehler Unternehmen regelmäßig machen und was das kostet (Spoiler: bis zu 45.000 Euro pro Fehlbesetzung!). Jennifer bringt Praxisbeispiele aus Workshops mit, erzählt, was Menschen wirklich brauchen, um anzukommen und warum ein geschulter Buddy oft der entscheidende Unterschied ist. Wenn du willst, dass neue Kolleg:innen bleiben, sich gesehen fühlen und schnell durchstarten (und ihr dabei Geld und Zeit spart), ist diese Folge dein Weckruf. Übrigens: Unsere Folge aus 2019 zum Thema Onboarding findest du, wenn du in der App deiner Wahl nach „Das Onboarding entscheidet fast alles“ suchst. ► Für einen positiven Jahres-Endspurt bieten wir im Dezember besondere Power-Sessions an. Trage dich hier unverbindlich für mehr Infos ein: https://begeisterungsland.de/power-sessions/ ► Hier erhältst du Zugang zu unseren gratis Führungs-Tools: https://begeisterungsland.de/begeisterungsletter/ ► Weitere praktische Audio-Lösungen für deinen Führungsalltag findest du hier: https://begeisterungsland.de/audios/ ► Unsere Story liest du hier: https://begeisterungsland.de/unsere-story/ Und wenn dir der Podcast gefällt, freuen wir uns sehr über eine Weiterempfehlung und positive Bewertung!

Recently, Super Testnet built Papa swaps: a novel & optimistic way of doing atomic swaps on Bitcoin. In this episode, he talks about his new projects, why he is in favor of filtering the mempool + BIP 444 activation, and prediction markets. Time stamps: 00:01:28 - Intro: Super Testnet's Return to the Bitcoin Takeover Podcast 00:03:03 - Lightning Privacy Wars: Recapping Super's Monero Challenge & Layer 2 Debates 00:03:43 - Papa Swaps Unleashed: Super's Lightning-Fast Innovation Explained 00:04:57 - Submarine Swaps 101: From Layer 1 to Layer 2 in a Flash 00:06:04 - Phoenix Wallet Magic: Splicing vs. Submarine Swaps – Why Capacity Matters 00:07:55 - Birth of Papa Swaps: From Mexico Chats to Single-Transaction Breakthrough 00:09:19 - Why "Papa"? The Hilarious Submarine Speed Pun Behind the Name 00:10:23 - Hedgehog Protocol Update: When Will It Launch? (Spoiler: Probably Never) 00:12:00 - Hedgehog's Fate & Super's Conference Show-and-Tells 00:12:47 - Papa Swaps Deep Dive: Relative Time Locks & Happy vs. Sad Paths 00:14:47 - How Papa Swaps Work: Secrets, HTLCs, & Atomic Swaps Simplified 00:18:33 - Risks & Tradeoffs: Double Spends, RBF, & Trust in Small Transactions 00:21:02 - Block Space Savings: Papa Swaps vs. Boltz, Moon Wallet, & Lightning Loop 00:22:29 - Papa Swaps' Edge in a Crowded Layer 2 World 00:23:29 - Sidechain Shoutouts: Citrea, Alpen, & Scaling Debates Revisited 00:24:32 - Papa Swaps Today: Proof-of-Concept, Mainnet Risks, & Wallet Adoption 00:27:02 - Will Phoenix & Breeze Integrate Papa or Hedgehog? 00:28:47 - Boltz Exchange Scoop: CEO Kilian Rausch & Co-Founder Michael 00:29:35 - Lightning History: Joule, Bottle Pay, & Nostr Wallet Connect Ideas 00:33:06 - Ad Break: Layer 2 Labs' Drivechains 00:34:57 - Sideshift.ai: Swap Stables for BTC 00:37:10 - BIP 444 Drama 00:38:18 - Spam Filters Work for Bandwidth Savings 00:39:32 - Miners' Risks: Orphan Blocks & 50% Filter Adoption Scenarios 00:42:44 - Mempool Art: Portland Hodl's Block Painting Software & Mara Pool Deals 00:44:28 - Spam Defined: Extra Data vs. Permissionless Purity Debate 00:48:21 - BitVM Dreams: Catching Pikachu on Bitcoin Without Spam 00:50:29 - Citrea & Alpen: BitVM 2/3, ZK Proofs, & Data Availability Concerns 00:52:55 - Citrea Marketing Myths: Inscriptions Over OP_RETURN in Launch 00:53:29 - OP_RETURN vs. Inscriptions: Base Space Scarcity & Pruning Debates 00:56:35 - BIP 444 Breakdown: Temporary Spam Ban & Consensus Changes 01:00:06 - Legal Slippery Slope? OFAC Lists, Sanctions, & Permissionless Fears 01:02:05 - BIP 444 Odds & Details 01:07:15 - Inscriptions as Anchors: Layer 2 Onboarding or Hidden Spam? 01:10:26 - OP_RETURN Drama: V30 Update vs Filters 01:13:31 - Community Toxicity: "Knotzis," "Coretards," & Ad Hominem Fallacies 01:16:40 - Pleb Slop & Purity Quests: Dogma vs. Base Layer Privacy Push 01:20:01 - Spam Doesn't Pay Node Runners – Miners Only 01:21:42 - Pro-Choice Nodes: Custom Policies, Wizards, & Hackathon Ideas 01:25:18 - Windows Wizards & Idea Generation: Super's Creative Process 01:26:24 - Ad Break: Bitcoin.com News – Balanced Global Crypto Coverage 01:27:28 - NoOnes: Ray Youssef's P2P Marketplace for the Global South 01:29:57 - Chat Q&A: Money Transmitters, Legal Fears, & Miner Roles 01:34:00 - Spark Wallet Exposed: Privacy Leaks & Statechain Explorer Risks 01:35:31 - Mercury Wallet Nod: Statechains' Real-World Usage Milestone 01:35:31 - Statechains' Demand: Spark's Success vs. Mercury's Shutdown 01:36:05 - Blinded Servers: Hiding Balances & History in Statechains 01:37:20 - Privacy Mitigations: IP Hiding, VPNs, & Avoiding Key Reuse 01:38:43 - Spark Improvements: CoinJoins & Future Privacy Features 01:40:27 - GDPR Compliance: Bull Bitcoin's CoinJoins & Legal Privacy Push 01:41:57 - Nostr Frustrations: Searching Old Posts Sucks 01:42:58 - ARCash DExplained 01:48:31 - Spam Subjectivity & Consensus Rules Debate 01:51:08 - Objective vs. Subjective: Mempool Policies as Good Rules 01:53:10 - No Hard Fork: BIP 444's Low Adoption & Hash Rate Doubts 01:54:41 - Cultural Conflicts: Ossified Bitcoin & Soft Fork Stalls 01:55:26 - Influencer Consensus 02:37:56 - Bitcoin Prediction Markets: Non-Interactive DLCs & Proxies 02:38:41 - Poly Market UX: Early Exits & Position Transfers 02:40:03 - PSBT Auctions: Non-Interactive Sales Explained 02:41:48 - Agias Protocol: Native Bitcoin Prediction Markets 02:43:03 - Paul Sztorc Story 02:44:19 - Oracle Problem 02:45:48 - Hivemind Insights 02:46:57 - Build Agias 02:48:39 - Predix Collaboration 02:49:16 - Favorite Thinkers: Robin Linus, Liam Eagen 02:50:24 - BitVM's BSV Origins 02:52:52 - Turing Completeness & Craig Wright 02:54:58 - BitVM Evolution 02:55:24 - 2010 Spam Debates with Satoshi & OGs 02:56:52 - Block Size Wars vs. Current Fights 02:57:28 - Nostr Threads with Aaron van Wirdum 02:58:01 - Follow Super: Supertestnet.org 02:59:03 - Infighting Fuels Ethereum & Zcash Growth 02:59:29 - Outro: Thanks to Sponsors & Farewell

This week on Slappin' Glass, we sit down with Justin Bokmeyer, Director of Basketball Operations for the Brooklyn Nets, to explore how great teams build sustainable, high-performance environments.With a background spanning West Point, MLS Next, and the NBA Academy, Justin shares powerful lessons on leadership, systems thinking, and developing people-first organizations that thrive under pressure.

Shannon Hobbs, Chief People Officer at BNY, joined us to unpack how the bank is scaling its early-career pipeline, flattening org design, and running a culture-first transformation.We discussed BNY's in-house AI hub “Eliza” (99% employee certification, 15k+ agents, 100 digital employees), plus practical advice for CHROs on building AI capability safely and at scale.---- How BNY is betting big on early talent (PDF): https://modernpeopleleader.kit.com/episode267Sponsor Links:

The conversation explores the significant changes in the workplace, particularly the rise of virtual assistance and remote work since 2022. It highlights the challenges businesses face in hiring and onboarding remote workers, emphasizing the need for effective integration into teams to foster a sense of belonging and commitment. Takeaways Virtual assistance has transformed the way businesses operate.Remote work has become more widely accepted since 2022.Many firms struggle with effective hiring practices.Onboarding remote workers requires intentional effort.Integration into the team is crucial for remote employees.Businesses often overlook the importance of proper training.A sense of belonging is vital for remote workers.The approach to remote work varies significantly across firms.Effective communication is key in remote settings.Companies need to adapt their culture to include remote workers.

Show Notes / SummaryWhy launch hospice now: continuity, fewer hospitalizations, value-based alignmentClarifying myths: CNA hours on hospice, attending provider still leads careRAF & staffing logic: ~$6k/mo hospice per diem ↔ RAF ~5; translating RAF → weekly CNA/CHW hoursNurse incentives: $150 per admission; double telehealth-assist credit on hospice patientsSoftware + workflow: Athena ↔ WellSky (care plans, documentation, pull-through)Facility model: converting buildings; estimating FTEs from hospice census + RAFChaplain/social work: leverage in-region LSWs; connect to patient's faith communityRespite options: Medicare respite/GIP + GUIDE program for dementia (up to $2,500yr)Therapy as palliative strength: weekly PTA/COTA; telehealth supportAfter-hours model: optional call, $300 RN death/critical visit; $150 for non-nurse critical checksGuardrails: clinical judgment first; financials inform—not dictate—care www.YourHealth.Org

Les jeunes veulent-ils tout tout de suite ? Que vous soyez RH, recruteur, manager ou entrepreneur, je décrypte le sujet pour vous.Dans cette capsule RH de 5 minutes, je vous partage mes 3 apprentissages suite à mon échange passionnant avec Juliette Laborie, Directrice Générale de JobTeaser.

Links & Mentions: Consult booking link: www.dryazdancoaching.com/consult Email me: DrDYazdan@gmail.com Make more money video: www.dryazdancoaching.com/MDM Follow me for more tips: (@DrYazdan) www.instagram.com/dryazdan and (@DrYazdanCoaching) www.Instagram.com/dryazdancoaching In this episode, we're tackling one of the biggest (and most frustrating) challenges dental practice owners face: staff turnover. If you've ever hired someone great, trained them for months, only to lose them six months later—you're not alone. But what if the problem isn't your people… it's your systems? I'm sharing exactly how strategic systems for hiring, onboarding, and retention can help you build a loyal, consistent, and high-performing team. You'll learn what's really behind team members quitting (hint: it's not just money), and what to put in place today to start improving your practice culture and stability. Whether you're hiring right now or just tired of constant turnover, this episode will help you lead with clarity, keep your best team members, and reduce the stress of staffing issues.

On today's episode of the podcast I'm Download the Contractor Onboarding Toolkit at notavglaw.com/toolkit. Inside you'll find the State by State Contractor Classification Cheat Sheet, the California Contractor Compliance Framework. and the Essential Contract Considerations for Your Contractor Agreement. When going through contractor onboarding, we need to go through a few steps: 1. Determine if someone is a contractor or employee This is the first layer of protection on my Legal Layers of Protection. Layer 1 is protection, and it's basically just "don't break the law." This is why you need to make sure your new hires are classified correctly, because misclassification is illegal and there are interests and penalties when you get audited. These laws are dictated by state. This is where the State by State Contractor Classification Guide in our Toolkit comes in handy. Each state has different classification laws, with about 30 states using the ABC test. California is known for enforcing it the most after they passed the AB5 Law. You can implement this test with our , and you can learn more about that in the California Contractor Compliance Framework Part A - Control - You can't have too much control over your contractors and their work. Part B - A business owner may not provide services that are within the usual course of the hiring entity's business. For example, a lawyer hiring a lawyer to provide legal services, a photographer hiring a second photographer, these would need to be employees. It's not just this simple, it's anything that's integral to your business that you're doing all the time. This is the part of the test that a lot of people fail. Part C - Someone can only be a contractor if you're hiring them to provide a service that they already have a business doing. For example, if you're hiring a photographer who has a photography business to come do your brand photos. 2. What type of contractor are they? If you've determined them to legally be a contractor, ask yourself if they are working in your business or are they a project-based contractor? If you are a project-based contractor, you may consider yourself a service provider offering B2B services. If you are the service provider, you are likely the one to provide the contract versus the person hiring you giving you a contractor agreement. Also consider who's leading the conversation? Be careful to avoid the use of the term "controlling" the situation, as that brings you back to test A on control. 3. Contractor onboarding If the contractor is the one leading the conversation/process to provide you the service, they should be providing you the contact, sending you the invoices, etc. When hiring a contractor, make sure you get a contractor agreement, ideally a copy of their business license (in some states they need to have their own business in order to be a contractor), and have them provide you a W9 (get this up front so you don't have to chase them down for a 1099 later on). What should go in the contract? You want their address, you want to specify the exact services they'll be providing, you want to outline the payment terms and you want provisions in there that this is a work-for-hire agreement. You can find all of these in the Contractor Agreement in the Contract Club (notavglaw.com/club). I also recommend a sophisticated onboarding tool (I use Gusto) to connect the W9, their ID and all the necessary tax information and then Gusto will automate the 1099 come tax time. It's important to note that before hiring a contractor or employee, you want to have an LLC and just generally have your shit together. If your business is already messy, it can look even messier once you start to bring outside people in. I dive into this more in my book, Unf*ck Your Biz (available at notavglaw.com/book). Download the Contractor Onboarding Toolkit at notavglaw.com/toolkit. Inside you'll find the State by State Contractor Classification Cheat Sheet, the California Contractor Compliance Framework. and the Essential Contract Considerations for Your Contractor Agreement.

Something New!For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP225 In episode 225, Coffey talks with Monica Lloyd about navigating organizational change with transparency, stability, and human-centered strategies.  They discuss how AI, workforce demographics, and economic uncertainty are reshaping leadership expectations; how transparency and vulnerability build trust during change; how leaders can create stability and clear communication systems in uncertain times; how organizational values and culture can anchor teams through disruption; the impact of AI on jobs and workforce planning; rethinking career paths and talent retention in the age of automation; training middle managers to communicate consistent messages; building engagement through recognition and behavioral insight; and how HR must evolve into the science of human behavior and change 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 one hour of recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Monica Lloyd is the founder of People Forward®, a consulting firm on a mission to create workplaces people love. A recognized thought leader and top-rated speaker, she's known for blending sharp business strategy with contagious energy that inspires leaders and teams to raise their game.   As an expert contributor to the Forbes HR Council, Monica brings both credibility and a fresh perspective to the national stage, challenging audiences to rethink how work should feel and how organizations can truly thrive. Her style is equal parts strategist, motivator, and innovator who never shies away from tough conversations, but always keeps people at the center.  Whether she's guiding executives through organizational transformation, sparking inspiration from the stage, or hosting her People Mavens podcast, Monica's work is rooted in one simple belief: the best business strategy is people strategy.  Monica Lloyd can be reached at https://www.peopleforward.us https://www.linkedin.com/in/themonicalloyd/   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: Explain how transparency and vulnerability strengthen leadership credibility during times of change. Identify methods to create organizational stability and clear communication in uncertain conditions. Describe strategies for adapting workforce planning and career development in response to AI-driven transformation.  

Summary  In this episode of the Building Better Cultures podcast, Scott McInnes discusses the challenge of accountability for values with guests Karen Jones and Karen Hackett. They explore the importance of articulating and embedding organizational values, the role of managers in fostering a culture of accountability, and the potential pitfalls of weaponizing values in the workplace. The conversation also touches on the significance of onboarding processes and the need for open communication and feedback within organizations.    Takeaways  Accountability for values is a significant challenge for many organizations.  Values must be articulated and understood to be effectively lived.  Creating a culture of feedback is essential for accountability.  Managers play a pivotal role in releasing the energy of their teams.  Onboarding processes should embed values from the start.  Psychological safety is crucial for open conversations about values.  Values can be weaponized, leading to defensiveness in feedback.  Organizations need to be bold about their current culture and desired future state.  Storytelling can help connect employees to organizational values.  Time is a critical factor in enabling managers to engage with their teams.    Chapters  00:00 Introduction to Accountability for Values  01:24 Understanding Organizational Culture  04:18 Insights from the Mind the Gap Report  06:19 Bringing Values to Life  11:03 Accountability in Practice  17:17 Weaponization of Values in the Workplace  22:16 Building a High-Performance Culture  24:53 The Role of Managers in Organizational Success  30:01 Empowering Middle Managers  37:22 The Importance of Storytelling in Leadership  37:49 Effective Onboarding Practices   

As freelancers, we want to help our clients succeed — but where's the line between great service and doing too much? In this week's episode of The Freelancer's Tea Break, I'm chatting about: ☕ Setting healthy boundaries (and sticking to them!)

If you hired someone tomorrow, do you know what their first 10 days would actually look like? If not, you have work to do. Do you have a clear onboarding plan, or is your plan to just throw them into the deep end and see if they can swim? One is better than the other. Hire slower. Onboard sharper. Be prepared and prepare your people. You have work to do when onboarding new hires.

Watch the video recording of this Keynote here on YouTube.Check out JR Keller's Onboarding and Employee Success Cornell CourseOnboarding has a significant impact on the employee experience, with research showing it can boost new hire productivity by over 60% and decrease turnover likelihood by nearly 50%.In this Cornell Keynote, JR Keller, Associate Professor of Human Resource Studies at Cornell ILR School, and Beth Flynn-Ferry, Executive Director of the Center for Advanced Human Resource Studies, share insights into how effective onboarding enhances job satisfaction, confidence, organizational commitment, and employee well-being.Drawing on decades of academic research and real-world expertise, they will present four actionable tips to improve onboarding programs, equipping leaders to drive engagement, retention, and overall team success.What You'll LearnThe importance of preboarding and how to do it wellThe pivotal role the hiring manager — not HR — plays in onboardingThe importance of assigning an onboarding buddyHow to measure successEffective Interviewing Cornell Course https://tinyurl.com/2brlxtfxThe Center for Advanced HR Studies (CAHRS) https://www.ilr.cornell.edu/cahrs  Follow eCornell on YouTube, Facebook, Instagram, LinkedIn, TikTok, and X.

We kick off a special in-depth discussion with the development team from SmallCubed about of MailMaven, and new, “information rich” email client, and Joe Kissell, the author of both the MailMaven documentation as well as Take Control of MailMaven. “Chief spelunker and instigator” Scott Morrison, “Programmer and back-end wizard” Scott Little, and “Websie and cat hearding” Beth Wall start off by discussing how MailMaven grew out of the end of Apple Mail plug-ins and how they address metadata, advanced rules, keyboard-driven workflows, thoughtful UI decisions, approachable onboarding, and more. (Part 1) MacVoices is supported by SurfShark. Go to https://surfshark.com/macvoices or use code “macvoices" at checkout to get 4 extra months of Surfshark VPN! Show Notes: Chapters: [0:00] Part 1 setup and topic overview[0:11] What MailMaven is and who it's for[0:25] Guest introductions and project background[4:34] Origins: from MailTags/MailSuite to a full client[6:42] Apple ends plugins → building a foundation[8:26] Why a mail client is hard; “viable” feature set[11:54] Why switch: customization and control[14:17] Unique tools: metadata, outbound rules, quick filing[15:47] Feel, fluidity, and philosophy[24:46] Onboarding for non-power users[26:24] “Stuck-in-the-mud” UI choices and shortcuts[31:45] Spam strategy: SpamSieve + server filters[37:20] Training spam on iOS; closing notes Links: SpamSieve Take Control of MailMaven by Joe Kissell (free!) Guests: Beth Wall is perhaps the main ingredient in the glue that has formed SmallCubed. Beth brings experience in systems' adminstration, databases and networking. Beth streamlines our SmallCubed workflows, builds websites, maintains our support systems and stores and cracks the whip. She has also played a key role in the organization of the Çingleton conferences in Montreal Scott Little is based in Gdansk, Poland and the founder of Little Known Software. He has worked in software development for over 20 years and has specialized in the development of plugins for Apple's Mail.app for over 10 years. Scott has collaborated with other prominant Mail Plugin companies, such as Creative In Austria, and Feingeist Software and brought Little Known's products SignatureProfiler and Tealeaves to SmallCubed. He is our back-end wizard an server go-to guy. Scott Morrison of Vancouver Island, Canada, developed Mail Act-On in 2004 and MailTags in 2005 and hasn't looked back. The product suite of MailTags, Mail Act-On and MailPerspectives is use by thousands of Mac users daily to bring sanity and fluidity to their email workflows. Scott Morrison has also been actively involved in the Mac Indie Developer Community as a speaker at several conferences and a co-founder of the Çingleton Conference in Montreal. Support: Become a MacVoices Patron on Patreon http://patreon.com/macvoices Enjoy this episode? Make a one-time donation with PayPal Connect: Web: http://macvoices.com Twitter: http://www.twitter.com/chuckjoiner http://www.twitter.com/macvoices Mastodon: https://mastodon.cloud/@chuckjoiner Facebook: http://www.facebook.com/chuck.joiner MacVoices Page on Facebook: http://www.facebook.com/macvoices/ MacVoices Group on Facebook: http://www.facebook.com/groups/macvoice LinkedIn: https://www.linkedin.com/in/chuckjoiner/ Instagram: https://www.instagram.com/chuckjoiner/ Subscribe:      Audio in iTunes Video in iTunes Subscribe manually via iTunes or any podcatcher: Audio: http://www.macvoices.com/rss/macvoicesrss Video: http://www.macvoices.com/rss/macvoicesvideorss

If you hired someone tomorrow, do you know what their first 10 days would actually look like? If not, you have work to do. Do you have a clear onboarding plan, or is your plan to just throw them into the deep end and see if they can swim? One is better than the other. Hire slower. Onboard sharper. Be prepared and prepare your people. You have work to do when onboarding new hires.

Dan McGee, TLIS, Chief Technology Officer at Laurel School, joins the podcast to discuss why being a tech director is the best job in a school. He shares insights into his expansive role, which includes enterprise-level risk management, major construction projects, and the "archeological dig" of offboarding a long-tenured Head of School.Laurel School, all-girls private school in Shaker Heights, OHSwank, movie and TV show licensingTechnology Leaders in Independent Schools (TLIS), ATLIS's certification programATLIS Board of DirectorsHuddle camera, wireless and wired cameras with pan, tilt, and optical zoom capabilitiesTRS-80, one of the earliest mass-produced and mass-marketed retail home computers, launched in 1977 by Tandy Corporation

We kick off a special in-depth discussion with the development team from SmallCubed about of MailMaven, and new, "information rich" email client, and Joe Kissell, the author of both the MailMaven documentation as well as Take Control of MailMaven. "Chief spelunker and instigator" Scott Morrison, "Programmer and back-end wizard" Scott Little, and "Websie and cat hearding" Beth Wall start off by discussing how MailMaven grew out of the end of Apple Mail plug-ins and how they address metadata, advanced rules, keyboard-driven workflows, thoughtful UI decisions, approachable onboarding, and more. (Part 1) MacVoices is supported by SurfShark. Go to https://surfshark.com/macvoices or use code "macvoices" at checkout to get 4 extra months of Surfshark VPN! Show Notes: Chapters: [0:00] Part 1 setup and topic overview [0:11] What MailMaven is and who it's for [0:25] Guest introductions and project background [4:34] Origins: from MailTags/MailSuite to a full client [6:42] Apple ends plugins → building a foundation [8:26] Why a mail client is hard; "viable" feature set [11:54] Why switch: customization and control [14:17] Unique tools: metadata, outbound rules, quick filing [15:47] Feel, fluidity, and philosophy [24:46] Onboarding for non-power users [26:24] "Stuck-in-the-mud" UI choices and shortcuts [31:45] Spam strategy: SpamSieve + server filters [37:20] Training spam on iOS; closing notes Links: SpamSieve Take Control of MailMaven by Joe Kissell (free!) Guests: Beth Wall is perhaps the main ingredient in the glue that has formed SmallCubed. Beth brings experience in systems' adminstration, databases and networking. Beth streamlines our SmallCubed workflows, builds websites, maintains our support systems and stores and cracks the whip. She has also played a key role in the organization of the Çingleton conferences in Montreal Scott Little is based in Gdansk, Poland and the founder of Little Known Software. He has worked in software development for over 20 years and has specialized in the development of plugins for Apple's Mail.app for over 10 years. Scott has collaborated with other prominant Mail Plugin companies, such as Creative In Austria, and Feingeist Software and brought Little Known's products SignatureProfiler and Tealeaves to SmallCubed. He is our back-end wizard an server go-to guy. Scott Morrison of Vancouver Island, Canada, developed Mail Act-On in 2004 and MailTags in 2005 and hasn't looked back. The product suite of MailTags, Mail Act-On and MailPerspectives is use by thousands of Mac users daily to bring sanity and fluidity to their email workflows. Scott Morrison has also been actively involved in the Mac Indie Developer Community as a speaker at several conferences and a co-founder of the Çingleton Conference in Montreal. Support: Become a MacVoices Patron on Patreon http://patreon.com/macvoices Enjoy this episode? Make a one-time donation with PayPal Connect: Web: http://macvoices.com Twitter: http://www.twitter.com/chuckjoiner http://www.twitter.com/macvoices Mastodon: https://mastodon.cloud/@chuckjoiner Facebook: http://www.facebook.com/chuck.joiner MacVoices Page on Facebook: http://www.facebook.com/macvoices/ MacVoices Group on Facebook: http://www.facebook.com/groups/macvoice LinkedIn: https://www.linkedin.com/in/chuckjoiner/ Instagram: https://www.instagram.com/chuckjoiner/ Subscribe:      Audio in iTunes Video in iTunes Subscribe manually via iTunes or any podcatcher: Audio: http://www.macvoices.com/rss/macvoicesrss Video: http://www.macvoices.com/rss/macvoicesvideorss

Matt Devonald, Patient Services Manager at Forte Health, discusses the private hospital's journey from paper to digital patient onboarding with Personify Care.He talks about how this transition has streamlined patient onboarding, improved the patient experience, and contributed to the organisation's sustainability goals.Matt reflects on the challenges faced when going digital, Forte's co-design approach and what this successful project enables for the future.

The people you hire aren't you. That's why you're the one doing the hiring, and they're the ones being hired. That is to say, business owner's shouldn't expect their employees to think like them, and show the sort of initiative required to be, well, an owner. If they did, they'd be an owner. But the person you're hiring is not an owner. It's unfair to them, and unrealistic for you, to have that sort of expectation of them. All it does is breeds frustration for everybody involved. Your onboarding strategy needs to be more than, "Shadow me for a day, and good luck." And then get exasperated with them 3 months in for still not performing up to your expectations. If you don't show them how to win, don't be surprised when they lose.

The people you hire aren't you. That's why you're the one doing the hiring, and they're the ones being hired. That is to say, business owner's shouldn't expect their employees to think like them, and show the sort of initiative required to be, well, an owner. If they did, they'd be an owner. But the person you're hiring is not an owner. It's unfair to them, and unrealistic for you, to have that sort of expectation of them. All it does is breeds frustration for everybody involved. Your onboarding strategy needs to be more than, "Shadow me for a day, and good luck." And then get exasperated with them 3 months in for still not performing up to your expectations. If you don't show them how to win, don't be surprised when they lose.

Do your practitioners really understand their performance targets — and why they matter?In episode 324 of the Grow Your Clinic Podcast, Ben, Hannah and Jack unpack how to set clear, relevant performance targets that drive both practitioner growth and clinic sustainability. You'll learn how to start the KPI conversation early — even at the hiring stage — and how to link targets to your team's personal goals so they feel motivated, not micromanaged. The team dives into how to tailor expectations by profession and experience, use tools for real-time feedback, and foster open, transparent discussions that build trust and accountability. If you've ever struggled to balance clinic profitability with practitioner satisfaction, this episode shows you how to create targets that inspire action and long-term success for your whole team.Need to systemise your clinic? Start your free trial of Allie!https://www.allieclinics.com/In This Episode You'll Learn:

www.WGAN.info/fotello In this episode of WGAN-TV, Dan Smigrod welcomes back Fotello Co-Founder Harman Walia to showcase Fotello's newest enhancements that simplify how real estate media professionals edit, deliver, and get paid for their work. Harman explains how Fotello's mission remains focused on helping photographers deliver their best work while saving money — a guiding principle for every product decision the company makes. Key Highlights 1. Twilight Photo Editing Harman introduces the upgraded Twilight AI feature, which allows creators to convert daytime images into natural, realistic twilight scenes in just one click. The AI maintains architectural accuracy — nothing inside or outside the property is altered — ensuring ethical photo representation for real estate listings. 2. Unified Delivery Platform Fotello now enables users to deliver all digital assets—photos, videos, 3D tours, and floor plans—through one link. Real estate agents can preview, download, and even request revisions directly from the portal, reducing back-and-forth communication. 3. White-Label Sub-Domain For professionals seeking a fully branded experience, Fotello offers a white-label sub-domain option that removes all Fotello branding from delivery pages and emails. This feature allows photographers to present the portal as their own—ideal for brand consistency and client trust. 4. Integrated Payments The newly launched Fotello Payments integrates seamlessly with Stripe, allowing photographers to collect payments directly without additional Fotello transaction fees. Funds are deposited daily, and all payout data can be viewed and exported from a single dashboard. 5. Instant and Same-Day Delivery Harman shares how some users have installed Starlink internet in their vehicles to enable instant delivery of photos right after shoots. This capability allows creators to offer same-day or even immediate turnaround—either as a premium service or as a competitive differentiator. 6. Onboarding and Support Fotello has streamlined its onboarding to remove previous friction points. New users can sign up directly via WGAN's affiliate link for 25 free listings, with optional one-on-one support for setup, domain configuration, and client migration. Learn more: www.WGAN.info/fotello Special Offer for WGAN Community Real estate photographers and media pros who sign up through the WGAN affiliate link receive up to 25 listings free as part of their Fotello Essential membership—equivalent to editing up to 1,500 photos at no cost. This exclusive offer is only available via the WGAN link: www.WGAN.info/fotello It's a simple way to test Fotello's full workflow—AI photo editing, delivery, and payments—before committing to a paid plan.

Worried you're not "tech-savvy" enough to sell online and use software to manage your orders and inventory? Farmer Alex felt the same way! Learn how Barn2Door's Onboarding Team gave him the tools and confidence to grow his Farm business.For more Farm resources, visit: barn2door.com/resources

In this episode, host Peter Bauman (Le Random's editor in chief) talks with Parker Ito about the multidisciplinary artist's path from late net art/post-Internet and “zombie formalism” to Solana's artist-led avant scene. They dig into painterly, memetic, trait-rich collections, subtle “post-AI” tooling, ETH vs. Solana cultures, blind mints and scale. Plus why this moment rekindles faith in a new avant-garde.Monday's editorial: https://www.lerandom.art/editorial/claudia-hart-on-land-of-the-deadFriday's bonus editorial: www.lerandom.art/editorial/parker-ito-and-evil-biscuit-on-possessed-spiritsChapters

The first 100 feet of your patient's journey can determine whether they feel safe enough to heal or guarded enough to hold back.   In this episode, I'm wrapping up my four-part miniseries on how to create a trauma-informed and neurodivergent-inclusive onboarding experience. I've learned that the way we welcome patients says as much about our care as the medicine we practice. Every detail - the tone of our emails, the questions we ask, the space we create - either builds trust or adds stress. What if every first interaction helped someone exhale and feel seen? What would change in your work if your process reflected safety, autonomy, and genuine connection? I'll share insights from my Catalyst Studio community and ways to make those first 100 feet of your patient's journey feel like the start of true healing.   Episode Breakdown: 00:00 True Healing Begins When Patients Say Yes 04:25 Why Trauma and Neurodivergence Matter in Onboarding 07:10 Building Trust in the First 100 Feet of the Patient Journey 09:12 Creating a Trauma-Informed Intake and Welcome Experience 16:13 Using Personal Connection to Ease Anxiety and Build Safety 23:23 Giving Patients Choice and Control in Their Care 28:15 How to Prevent Ghosting and Maintain Long-Term Engagement   Links Learn more about the Catalyst Studio Mentorship   PODCAST coupon code for a free Brainstorming session   Connect with Dr. Lara Salyer:  Visit Dr. Lara's Website Explore The Catalyst Way Subscribe to Dr. Lara's YouTube Channel Connect with Dr. Lara on LinkedIn Follow Dr. Lara on Instagram  Follow Dr. Lara on Facebook Follow Dr. Lara on TikTok     Podcast production and show notes provided by HiveCast.fm

The Bulletproof Dental Podcast Episode 412 HOSTS: Dr. Peter Boulden GUEST: Cassie Kellner DESCRIPTION In this conversation, Peter Boulden and Cassie Kellner discuss the importance of Standard Operating Procedures (SOPs) in dental practices. They explore how SOPs can enhance efficiency, improve onboarding, and create a better work environment. Cassie shares insights on using Trainual to develop and manage SOPs effectively, emphasizing the need for team involvement and the integration of technology. The discussion also includes success stories and practical tips for implementing SOPs in dental practices. TAKEAWAYS SOPs are essential for creating structure in dental practices. Digital SOPs are more effective than paper manuals. Micro learning is key to engaging team members. Start with the most frequently asked questions to create SOPs. Team involvement in SOP development increases buy-in. Technology can streamline SOP management and training. Creating a playbook is crucial for onboarding new staff. Regular updates to SOPs are necessary for ongoing relevance. AI can assist in creating and managing SOPs. A well-structured playbook enhances patient experience and team clarity. CHAPTERS 00:00 Introduction to SOPs in Dentistry 04:29 The Importance of Digital SOPs 07:29 Understanding SOPs and Micro Learning 10:44 Onboarding and Employee Retention 13:30 Overcoming the Daunting Task of SOP Creation 16:26 Building a Foundation for Your Practice 19:27 Creating Team Buy-In for SOPs 22:33 Templates and Tools for Startups 23:53 Embracing Growth in Dentistry 29:18 The Importance of a Playbook 29:38 Success Stories: Transforming Practices 34:55 Leveraging AI for Efficiency 41:21 Finding Clarity and Support 43:03 Outro REFERENCES Bulletproof Summit Bulletproof Mastermind BPTRAINUAL.com

In episode 224, Coffey talks with Dr. Leslie Thomas about how artificial intelligence and the speed of change are reshaping hiring and workforce development.They discuss the evolving role of AI in HR and how it is redefining job design and required skill sets; the transition from traditional degree-based hiring to skills-based approaches that emphasize measurable competencies; how psychometrics supports objective and equitable testing and certification; the rise of microcredentials and modular certification programs that align with changing organizational needs; the implications of reduced reliance on four-year degrees and the expansion of alternative pathways to employment; the balance between automation and human adaptability as job roles evolve; methods for assessing durable “power skills” such as communication, collaboration, and leadership; and the importance of ensuring transparency, privacy, and bias mitigation in AI-assisted assessment and hiring systems.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 three quarters of recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:For more than 20 years, Dr. Leslie Thomas has been helping clients create assessment programs to effectively measure and evaluate professional competence.In her role at Kryterion, Dr. Thomas and her team work closely with clients to help translate their business goals into credentialing programs that provide real value to their stakeholders such as enhanced productivity, risk mitigation, or lower hiring costs.As a member of the Association of Test Publisher's Technology-based Assessment's AI subcommittee, she has contributed to multiple publications on the use of AI in the assessment including the responsible use of AI and human oversight.Before Kryterion, Leslie served as the Chief Psychometric Officer at Brainbench, ran a boutique consulting firm, and worked as a research scientist at ACT.Leslie Thomas can be reached at www.kryterion.com/ www.linkedin.com/in/leslieathomasAbout 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. Understand how AI is transforming employee selection, assessment, and job design.2. Identify strategies for implementing skills-based and credential-based hiring.3. Evaluate ways to maintain fairness, transparency, and adaptability in AI-driven HR processes.

Let's be real. Sales onboarding standards are so low they're non-existent. There are none.  In too many companies, new reps are thrown into the deep end and told to “figure it out.” They're expected to sell a product they barely understand, position it without a strategy, and hit quota within 90 days. It's not a learning curve. It's a setup for failure. In this episode of Sales is Not a Dirty Word, I break down why poor onboarding is one of the biggest performance killers in sales teams today,  and how redesigning it can instantly reduce turnover, strengthen confidence, and empower new hires close faster. You'll learn what effective sales onboarding should include, why it's the foundation of employee retention, and how it turns seemingly mediocre sales hires into consistent performers. Here's what we'll cover: ✔ Why “sink or swim” onboarding is destroying your sales potential ✔ What new reps actually need to start producing results in 30 days ✔ The difference between a salesperson and a sales strategist — and why it matters ✔ How to equip your team with tools, talk tracks, and clarity from day one ✔ The exact onboarding framework that cuts ramp-up time and increases revenue If your new hires are struggling to gain traction or your sales team feels like a revolving door, this episode will show you what's missing and how to fix it fast.

Leads generieren – ohne frische Anfragen keine Termine und damit auch kein Wachstum. In dieser Folge zeige ich mit Børge Grothmann, wie wir qualifizierte Leads planbar aufbauen und dadurch eure Sales-Pipeline füllen. Die Basis für Leadgenerierung ist ein klares ICP. Wenn du genau weißt, wen du erreichen willst, triffst du Entscheider schneller, und du sprichst über echte Probleme. So kannst du einfacher Leads generieren im B2B und zugleich Kosten sparen. Wie kommen jetzt die Anfragen rein? Nicht über Massenmails, sondern über einen schlanken Ablauf: Signale prüfen, gut vorbereitet anrufen und kurz per Mail bestätigen. Das ist saubere Kundenakquise und sorgt dafür, dass du Interessenten gewinnen kannst, die wirklich passen. Damit aus Leads Umsatz wird, arbeiten SDRs und AEs eng zusammen. Wir definieren, was ein guter Ersttermin ist, und prüfen wöchentlich die Qualität. Diese Lead-Qualifizierung hilft dir, Termine zu sichern und daraus echte Chancen zu machen – also Leads generieren mit Substanz. Rechne deinen Funnel rückwärts: vom Zielumsatz über Angebote und Termine bis zu erreichten Entscheidern. Wenn die Quote hakt, findest du so die Engstelle, und du kannst gezielt nachschärfen. Dadurch füllst du die Sales-Pipeline Schritt für Schritt und bleibst in der Demand Generation auf Kurs. Bei den Kanälen gilt: LinkedIn-DMs und Massenmails nutzen sich ab. Der vorbereitete Call wirkt, weil er direkt ist und weil er Nutzen liefert. So betreibst du Outbound Sales mit System, und du kannst schneller B2B-Leads generieren, statt nur zu warten. Make or buy? Wenn du Setting intern nicht sauber abbildest, hilft ein externes Team für eine Zeit. Mit gemeinsamen KPIs, gutem Leadmanagement und einfachem Lead Nurturing bleibst du schlank und kannst dennoch zügig Leads generieren. Mein Fazit: Leads generieren ist kein Zufall. Mit klarem ICP, direkter Akquise, starker Quali und einem ruhigen Prozess füllst du die Pipeline zuverlässig – Monat für Monat. Ausgewählte Links zur Episode

Today, I sit down with my good friend Wiley Curran to break down the story behind CPC, a family-built perpetual holding company that buys and holds businesses indefinitely. We also discuss how CPC approaches acquisitions, management incentives, and organizational design to create enduring value across industries. We discuss: The evolution of CPC from a family chemicals business to a multi-company holding group Why long-term ownership outperforms short-term investing strategies How to build companies around customer intimacy and employee satisfaction The “five key battles” CPC uses to evaluate and improve every business Lessons learned from buying, integrating, and supporting 14 companies over time Topics: (00:00:00) - Intro (00:03:12) - Running a CEO search (00:08:26) - The story behind CPC (00:23:39) - The importance of customer intimacy (00:37:02) - CPC's long-term vision and employee engagement (00:40:33) - Executive ownership and equity (00:41:29) - Structuring equity buyouts (00:42:58) - Valuation and liquidity rights (00:44:49) - Investment strategy and business acquisition (00:47:11) - Sourcing and evaluating business opportunities (00:50:14) - Onboarding and integration of new businesses (01:03:09) - Customer lifetime value and profitability (01:09:13) - Board meetings and CEO summits (01:14:36) - AI experiments and business impact (01:18:30) - Future vision and personal goals Support our Sponsors Ramp: ⁠https://ramp.com/fort⁠ Collateral Partners: ⁠https://collateral.com/fort⁠ Chris on Social Media: Chris on X: ⁠https://x.com/fortworthchris⁠ Instagram: ⁠https://www.instagram.com/thefortpodcast⁠ LinkedIn: ⁠https://bit.ly/45gIkFd⁠ Watch POWERS on YouTube: ⁠https://bit.ly/3oynxNX⁠ Visit our website: ⁠https://www.powerspod.com/⁠ Leave a review on Apple: ⁠https://bit.ly/45crFD0⁠ Leave a review on Spotify: ⁠https://bit.ly/3Krl9jO⁠  POWERS is produced by ⁠https://www.johnnypodcasts.com/⁠

Laravel expert Joel Clermont joined me on Ditching Hourly to share how he and his co-founder run their successful dev subscription business. Chapters(00:00) - Introduction and Guest Introduction (00:16) - Joel's Background and Business Model Transition (01:54) - Launching the Dev Subscription Model (04:47) - Marketing and Initial Success (07:44) - Client Profiles and Demand (11:19) - Managing Client Expectations and Scope (18:58) - Onboarding and Project Management (21:21) - Handling Messy Projects and Infrastructure (25:06) - Client Capacity and Longevity (26:47) - Exploring Client Sizes and Ideal Fits (28:39) - Balancing Workload and Client Expectations (32:06) - Ensuring Client Satisfaction (34:47) - Managing Work and Time Effectively (43:11) - Challenges and Downsides of Subscription Model (47:54) - Marketing Strategies for Developers (52:52) - Conclusion and Resources Joel's LinksJoel's website » https://nocompromises.io/Joel's books » https://masteringlaravel.io/booksJoel's courses » https://masteringlaravel.io/coursesJoel's community » https://masteringlaravel.io/community ----Do you have questions about how to improve your business? Things like:Value pricing your work instead of billing for your time?Positioning yourself as the go-to person in your space?Productizing your services so you never have to have another awkward sales call or spend hours writing another custom proposal?Book a one-on-one coaching call with me and get answers to these questions and others in the time it takes to get ready for work in the morning.Best of all, you're covered by my 100% satisfaction guarantee. If at the end of the call, you don't feel like it was worth it, just say the word, and I'll refund your purchase in full.To book your one-on-one coaching call, go to: https://jonathanstark.com/callI hope to see you there!

In this dynamic episode of the Will Power Podcast, host Will dives into a live coaching session that uncovers a radical recruitment strategy capable of solving the biggest constraint in your physical therapy practice: manpower.Drawing on concepts from top business minds like Alex Hormozi and Elon Musk, Will shares a breakthrough idea to leverage your top talent for exponential growth. Forget expensive, low-yield job boards! Learn how to turn your current rockstars into passionate, highly-incentivized recruiters for a fraction of the cost of missed opportunity.This session also explores the power of a growth mindset in overcoming the scarcity and "PTSD" that plagues many practice owners in the challenging healthcare industry.Key Discussion Points:The Single Constraint: Understanding the one focus that matters most for explosive business growth.Onboarding & Team Alignment: Using the Working Genius Assessment to align new hires (like a new Executive Assistant/VA) with existing team strengths for a seamless transition.Recruitment as Marketing & Sales: Why finding top talent for your PT practice is fundamentally a marketing and sales challenge.The $20,000 Referral Bonus Tactic: A deep-dive into a non-traditional, high-value referral system that leverages Gross Profit to justify a massive bonus for existing and even past employees.Calculating the Cost of Missed Opportunity: Why practice owners must calculate lost revenue from unfilled positions to understand the true value of speed in hiring.Retention and Culture Win-Win: How this incentive system simultaneously boosts employee retention, fuels a positive company culture, and creates a path for leadership growth.Growth Mindset in Action: A candid discussion on breaking free from scarcity and limiting beliefs that hold back successful practice owners.Join the conversation and discover how a mindset shift and a strategic investment can turn your toughest business problem into your greatest growth engine!Send us a textVirtual Rockstars specialize in helping support or replace all non-clinical roles.Learn how a Virtual Rockstar can help scale your physical therapy practice.Subscribe here to our completely free Stress-Free PT Newsletter for your weekly dose of joy.

Are you unintentionally creating buyer's remorse during onboarding? In this power-packed faith-based business training, Dr. Chonta Haynes reveals The 5 VIP Onboarding Secrets that transform client intake from a cold transaction into a Divine Welcome that builds loyalty, retention, and recurring revenue. Discover how to turn your welcome packet into a celebration of purpose, transform kickoff calls into anointing moments, set sacred agreements that eliminate confusion, create community instead of isolation, and seal every relationship with a blessing. This episode teaches faith-driven coaches, authors, consultants, and speakers how to honor the clients God sends while building a business of stewardship, impact, and multiplied income. If you're ready to scale with strategies, systems, and Spirit, this training will show you how to elevate the first 30 days into a life-changing journey your clients will never stop talking about! Whether you're onboarding your first client or streamlining your coaching program, these Kingdom business principles ensure clients don't just stay — they become lifelong partners and evangelists for your brand. Subscribe for more episodes from the Building a FAITH-Based Business One Room at a Time series. What you'll learn in this episode:– Why transactional onboarding kills momentum– How to turn a simple welcome into a spiritual experience– The first 30-day retention framework that creates lifelong clients– How to build a faith-centered culture of community and care Timeline 00:00 – When onboarding steals joy + the #1 mistake coaches make 01:21 – Secret 1: Acceptance → Turn info into illumination 04:04 – Secret 2: Anointing → Celebrate before extracting details 05:53 – Secret 3: Agreement → Expectations that protect relationships 07:02 – Secret 4: Affirmation → Transform clients into a tribe 08:10 – Secret 5: Acknowledgement → A check-in that solidifies trust 10:15 – How to implement this framework in your faith-based business 10:45 – Schedule Your Destiny Accelerator Strategy Call (https://chontahaynes.com/destiny)

Let's be honest—most onboarding experiences are forgettable at best and overwhelming at worst. Yet for many organizations, the way they welcome new employees hasn't kept up. Traditional onboarding often feels like a box to check—an administrative marathon of paperwork, policies, and PowerPoints. But in a world where people are craving connection, clarity, and belonging, that approach simply doesn't work anymore.As discussed in a recent DEI After 5 episode, embracing change—especially when it comes to how we onboard—can be a powerful catalyst for growth, both for individuals and organizations.Why Onboarding Needs to ChangeWe know that employees decide whether they'll stay with an organization within their first few months—and for Generation Z, that decision happens even faster. According to recent data, 20% of Gen Z employees quit because of poor onboarding, and 8% leave within the first 90 days if the experience doesn't meet expectations. That's not just a retention problem—it's a culture problem.Gen Z and younger millennials are entering the workforce with a clear set of values. They want to understand what a company stands for from day one. In fact, 62% of women and 42% of men in Gen Z expect to learn about their organization's diversity, equity, and inclusion (DEI) policies during onboarding. This isn't just a “nice-to-have” feature—it's foundational to how they decide whether they belong.When onboarding fails to answer those deeper questions—Do I fit here? Is this a place where I can grow? Will my voice matter?—employees start to disengage before they've even begun.From Administrative to TransformationalEffective onboarding is no longer about checklists—it's about connection. It's an invitation to embrace change, to build trust, and to set the tone for psychological safety from day one.Organizations that get this right are moving from “orientation sessions” to onboarding experiences—interactive, personalized, and grounded in the company's values and culture. Instead of overwhelming new hires with information, they're creating space for exploration and engagement.In the podcast, we explored how today's employees are wired for interactivity. They grew up in digital spaces that reward curiosity and participation. Sitting through hours of dense slides? That's a fast track to disengagement. In fact, 75% of Gen Z admits to skipping or fast-forwarding through boring onboarding content.Modern onboarding should mirror how people learn and connect today:* Short, engaging videos that bring your culture and values to life.* Interactive learning tools that reinforce understanding instead of memorization.* Opportunities for dialogue, where new hires can safely ask questions without fear of judgment.* Stories and experiences that show—not just tell—how your organization lives its values.Psychological Safety Starts on Day OneA powerful theme from the podcast was the link between effective onboarding and psychological safety. When employees feel comfortable asking questions, sharing feedback, or admitting what they don't know, they're more likely to succeed—and stay.But when onboarding is rigid or transactional, it sends an early signal: “We care more about compliance than connection.” And that's where disengagement begins.By reframing onboarding as the first act of culture-building, organizations can demonstrate trust and transparency immediately. That first impression becomes the foundation for engagement, innovation, and long-term commitment.Embracing Change for GrowthEmbracing change—whether in how we work, lead, or onboard—requires adaptability and courage. It's about stepping outside of what's comfortable to build something that actually resonates.The most successful organizations are those that view onboarding not as a one-time event, but as an evolving process of integration and growth. They understand that people don't just need information—they need belonging.When leaders create space for new hires to feel seen, supported, and empowered, they set the stage for resilience, innovation, and shared success. Change, after all, is only disruptive when we resist it. When we lean into it, it becomes the very thing that helps us grow.If you want to learn more about how to create a culture of care, foster psychological safety, and design workplaces where people thrive from day one, subscribe to our YouTube channelSacha Thompson, founder of The Equity Equation, boasts 20+ years of experience spanning education, non-profit, and tech sectors. With a fervent commitment to inclusive leadership and workplace equity, Sacha specializes in fostering psychological safety for all team members. Her transformative coaching and consultancy services have earned her recognition in Forbes, Newsweek, and Business Insider. A seasoned speaker on psychological safety and leadership, Sacha is dedicated to building inclusive cultures and driving organizational success. She was most recently featured in Success, NBC News, Newsweek, and Business Insider. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

In this episode, Dr. Grajdek reveals why the best hire might be the talent you already have, and how psychology shapes whether internal moves feel fair or political. She unpacks self-efficacy, expectancy theory, and procedural justice, then translates them into a practical internal-mobility system. Dr. Grajdek also explains which metrics to track when considering and executing internal mobility practices. Tune in to learn more.  Check out Stress-Free With Dr G on YouTubehttps://youtube.com/channel/UCxHq0osRest0BqQQRXfdjiQ The Stress Solution: Your Blueprint For Stress Management Masteryhttps://a.co/d/07xAdo7l

Any donation is greatly appreciated! 47e6GvjL4in5Zy5vVHMb9PQtGXQAcFvWSCQn2fuwDYZoZRk3oFjefr51WBNDGG9EjF1YDavg7pwGDFSAVWC5K42CBcLLv5U OR DONATE HERE: https://www.monerotalk.live/donate TODAY'S SHOW: In this episode of Monero Talk, Douglas Tuman talks with JP from THORChain to discuss the project's renewed effort to integrate Monero (XMR) into its decentralized cross-chain liquidity protocol. JP explains why an earlier 2022–2023 integration attempt stalled due to limitations in Monero's old multisig system and security concerns, and reveals THORChain is now developing a new threshold signature scheme to make Monero swaps trust-minimized and scalable. He outlines an expected rollout through the Vultisig wallet, stagenet, and finally mainnet by Q1 2025. The conversation explores the role of privacy in crypto, competition and collaboration with projects like Serai and Haven, and THORChain's return to its core mission as a decentralized custodian network. JP emphasizes Monero's importance for financial sovereignty and future AI-driven economies, and invites the Monero community to contribute to the integration effort. TIMESTAMPS: (01:15:00) - Guest introduction and discussion about Monero and Thorchain. (02:18:00) - Thorchain's development and multi-sig technology. (05:00:00) - Discussion on Thorchain's decentralized liquidity pool network. (08:50:00) - The Haven team and potential Monero integration with Thorchain. (10:49:00) - Updates on the threshold signature scheme for Monero. (12:07:00) - Timeline for implementing Monero on Thorchain. (13:24:00) - Monero as digital cash and its privacy benefits over Bitcoin and Zcash. (16:51:00) - Zcash's privacy model compared to Monero's. (18:25:00) - Monero's place in decentralized exchange systems. (19:28:00) - How decentralized exchanges like Thorchain compare with centralized ones. (21:02:00) - Monero's liquidity challenges and efforts to improve. (23:21:00) - Competition between Thorchain and Serai (Luke Parker's project). (26:36:00) - Encouragement for more people to contribute to Monero's ecosystem. (29:39:00) - Shift from private key-based wallets to threshold signature wallets. (32:15:00) - Open-source commitment and possible collaboration with Sarai on threshold signature schemes. (35:00:00) - Building for Monero: Threshold signature libraries and their future. (38:28:00) - Making Thorchain more accessible for Monero integration. (39:01:00) - Current progress on Monero integration and Thorchain's roadmap. (42:42:00) - Monero's potential future with decentralized exchanges. (45:58:00) - Thorchain's liquidity model and rebuilding after setbacks. (49:36:00) - Thorchain's expansion and lending features. (51:33:00) - The future of Thorchain and its role in the decentralized finance space. (54:29:00) - Deflationary mechanics of Thorchain's native token, Rune. (57:33:00) - Building a seamless wallet experience for Monero users within Thorchain. (01:00:29) - The resilience of Thorchain and Monero's synergy. (01:02:09) - Onboarding new users and the balance between decentralization and user accessibility. (01:05:55) - Closing remarks: Cypherpunk roots and the future of Monero and Thorchain. GUEST LINKS: https://x.com/jpthor Purchase Cafe & tip the farmers w/ XMR! https://gratuitas.org/ SPONSORS: Cakewallet.com, the first open-source Monero wallet for iOS. You can even exchange between XMR, BTC, LTC & more in the app! Monero.com by Cake Wallet - ONLY Monero wallet (https://monero.com/) StealthEX, an instant exchange. Go to (https://stealthex.io) to instantly exchange between Monero and 450 plus assets, w/o having to create an account or register & with no limits. WEBSITE: https://www.monerotopia.com CONTACT: monerotalk@protonmail.com ODYSEE: https://odysee.com/@MoneroTalk:8 TWITTER: https://twitter.com/monerotalk FACEBOOK: https://www.facebook.com/MoneroTalk HOST: https://twitter.com/douglastuman INSTAGRAM: https://www.instagram.com/monerotalk TELEGRAM: https://t.me/monerotopia MATRIX: https://matrix.to/#/%23monerotopia%3Amonero.social MASTODON: @Monerotalk@mastodon.social MONERO.TOWN: https://monero.town/u/monerotalkAny donation is greatly appreciated!Any donation is greatly appreciated!

What happens right after someone says “yes” to working with me? That moment always feels small, but it's where trust starts to deepen and patients begin to understand what it means to be cared for in my practice.   In this episode, I'm talking about the post-discovery-call window - the time after that initial “yes” when alignment, clarity, and values really matter. I've learned that how we follow up says as much about our care as the medicine we deliver. So I want you to ask yourself: How do you show patients what it feels like to be part of your world? What does your tone, timing, and communication say about who you are as a clinician?   I'll share how a few intentional touches - like a short video message, a useful resource, or a thoughtfully written email - can transform the onboarding experience. I'll also talk about how gathering feedback, even anonymously, helps refine your process and keep it true to your values.   To me, onboarding isn't a transaction. It's a continuation of care - a chance to connect, reassure, and show up fully as the kind of practitioner you want to be.   Episode Breakdown: 00:00 Turning “Yes” Into Connection 03:33 Drive-Thru Analogy: What Your Follow-Up Says About You 05:08 Why the Post-Call Window Matters 06:22 Behavioral Science and Commitment Bias 07:05 Reflecting Your Practice Values 12:22 Creating Ethical Urgency 14:54 Automate or Personalize? Finding the Right Balance 18:20 The Power of Feedback 25:49 Catalyst Reflection Questions   Links Learn more about the Catalyst Studio Mentorship Book a Brainstorm Session Take the Micropractice Assessment   Connect with Dr. Lara Salyer:  Visit Dr. Lara's Website Explore The Catalyst Way Subscribe to Dr. Lara's YouTube Channel Connect with Dr. Lara on LinkedIn Follow Dr. Lara on Instagram  Follow Dr. Lara on Facebook Follow Dr. Lara on TikTok     Podcast production and show notes provided by HiveCast.fm

In episode 223, Coffey talks with Mike Lyons about why hiring for character and behavior often predicts success better than relying on experience or technical skills.They discuss how HR leaders can define and hire for the right character traits by first understanding business strategy (for example, Walmart vs. Nordstrom models); aligning hiring with authentic, observable core values; identifying the specific attitudes and behaviors that make top performers successful in each role; using structured behavioral interviews to identify values; conducting reference checks as investigative conversations rather than formalities; designing realistic job previews to reduce turnover; and maintaining objectivity by keeping character assessments job-related and bias-free.You can access Mike's free library of free downloads to elevate your healthcare clinic from merely OK to excellent here: https://www.seasoned-advice.com/signup-for-free-downloadsGood 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 recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Mike Lyons is the Chief Consultant for Seasoned Advice HR Services, which helps highly motivated healthcare clinics with HR support. He is a frequent presenter at healthcare conferences on the topics of leadership, culture, and employee engagement. He is a graduate of LSU and the University of Illinois and resides in Austin, TX with his wife and kids.Mike Lyons can be reached at https://www.seasoned-advice.com https://www.linkedin.com/in/mikelyonshr https://www.instagram.com/seasonedadviceAbout 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. Recognize how strategic alignment clarifies which behavioral traits drive business results.2. Define authentic organizational and role-specific values based on top-performer analysis.3. Apply structured interviews, probing, and reference checks to assess character without bias.

Dein neuer Mitarbeiter hat unterschrieben, Glückwunsch. Aber jetzt beginnt das Spiel erst richtig. Denn Onboarding ist nicht „nice to have“, sondern deine Versicherung für Recruiting-Erfolg. Wenn du kein strukturiertes Onboarding hast, riskierst du hohe Fluktuation, verlorenes Geld und verbrannte Motivation. Hier erfährst du, warum Onboarding nicht am ersten Arbeitstag beginnt, sondern mit der Unterschrift – und wie du deine Investition absicherst.

In this episode, John Kain, director of financial services market development at AWS, shares how insurers are moving beyond traditional generative AI toward intelligent, autonomous workflows that can … Read More » The post EP. 108: How Agentic AI is Supercharging the Insurance Workforce appeared first on Insurance Journal TV.

Discover Regpack: The Ultimate Onboarding and Payment Solution with Asaf Darash Regpacks.com About the Guest(s): Dr. Asaf Darash is the founder and CEO of Regpack, a leading registration and payments platform designed to enhance how organizations automate their operations. With a PhD from UC Berkeley focused on the intersection of technology and human behavior, Dr. Darash transformed his academic research into Regpack's adaptive architecture that simplifies complex onboarding systems. Under his leadership, Regpack processes billions in payments and optimizes workflows for a variety of sectors, including education, events, and non-profits. Dr. Darash is also a frequent speaker on automation and SaaS innovation. Episode Summary: In this engaging episode of The Chris Voss Show, host Chris Voss sits down with Dr. Asaf Darash, the visionary founder behind Regpack. They dive into the intricacies of Regpack, a robust SaaS platform revolutionizing registration and payment systems for businesses and organizations worldwide. Dr. Darash shares insights into the founding and evolution of Regpack, highlighting how it simplifies complex onboarding processes and enhances automation for its users. The conversation covers the technical prowess and unique services offered by Regpack, including its groundbreaking conditional logic engine and API capabilities. Dr. Darash discusses the importance of creating seamless and intuitive user experiences, emphasizing how Regpack's customization options help businesses effectively engage with clients while saving time and cost. With a keen focus on the service-based market, this episode delves into the challenges faced by businesses in managing onboarding processes and how Regpack's innovative solutions can help overcome them. Key Takeaways: Revolutionizing Onboarding: Regpack's adaptive software transforms the onboarding process for service-based businesses, offering a flexible and efficient solution. Conditional Logic Engine: The platform's distinctive feature allows users to experience a streamlined process tailored to their specific needs, enhancing customer satisfaction. Cost-Effective Payment Processing: Dr. Darash reveals how Regpack reduces payment processing costs using a proprietary method that identifies card types and offers lower rates. Integrations and Customization: With robust API and webhook capabilities, Regpack easily integrates into existing systems, providing extensive customization for clients. Automation and Growth: Businesses leveraging Regpack's automation tools witness an average 30% growth in their revenue as a result of improved efficiency and user experience. Notable Quotes: "Think of a mother that's super tired, end of day, needs to register their kid… While making dinner, it needs to be that simple." — Dr. Asaf Darash "Regpack makes everything just flow." — Dr. Asaf Darash "From my perspective, it's like I'm connecting the two — my business side and my passion for educational services." — Dr. Asaf Darash "The whole thing is made to make sure that you understand how Regpack is gonna help you." — Dr. Asaf Darash "What I was trying to do was figure out a system that had no constraints in it." — Dr. Asaf Darash

How to Build a High-Performing Sales Team in a Founder-Led Business: Insights from Nicholas LoiseFor many small and midsize business owners, sales can be both the engine and the bottleneck of growth. Founder-led sales will only take a company so far before scalability demands process, structure, and leadership. In this episode, host Josh Elledge speaks with Nicholas Loise, Founder of Sales Performance Team, who shares practical strategies for transitioning from founder-driven selling to building a high-performing, self-sustaining sales organization.Building a Scalable Sales SystemNicholas Loise explains that most founders struggle with hiring salespeople because they underestimate how different it is to sell for a small business compared to a large enterprise. Without the backing of a big brand, sales success depends on grit, creativity, and adaptability. He emphasizes that before hiring, founders must document their entire sales process—from prospecting and discovery to objection handling and closing—so new hires have a clear roadmap to follow.Once the playbook is in place, Nicholas recommends hiring two salespeople at once to increase the chances of success, benchmark performance, and encourage healthy collaboration. He also stresses the importance of investing heavily in the first 90 days, creating structured onboarding, shadowing opportunities, and clear milestones to ensure quick ramp-up and retention. Compensation should be simple and transparent, typically a mix of base salary plus commission that motivates results while providing stability during onboarding.Finally, Nicholas discusses how to maintain oversight without micromanaging. Delegating sales effectively requires trust—but also process. Regular reviews, feedback loops, and continuous updates to your playbook keep the system strong. By using objective assessment tools and focusing on cultural fit, founders can build sales teams that scale sustainably and deliver consistent performance long after they've stepped out of the front-line role.About Nicholas LoiseNicholas Loise is the Founder of Sales Performance Team and a seasoned sales strategist who helps founder-led businesses build scalable, high-performing sales teams. With decades of experience in sales leadership, Nicholas specializes in designing sales playbooks, recruiting and onboarding top-performing reps, and aligning compensation structures that drive profitable growth.About Sales Performance TeamSales Performance Team helps $1M–$25M companies transition from founder-led selling to a system-driven sales organization. The firm provides fractional sales leadership, sales team recruitment, onboarding systems, compensation design, and proven frameworks that help founders replace intuition with strategy—and build a sales team that consistently delivers results.Links Mentioned in This EpisodeSales Performance Team WebsiteNicholas Loise LinkedIn ProfileKey Episode HighlightsFounders often struggle to hire sales reps because they underestimate how different small-business selling is from enterprise sales.Documenting your entire sales process—from prospecting to closing—is essential before stepping out of the role.Hiring two salespeople at once improves benchmarking, morale, and retention while reducing hiring risk.Strong onboarding within the first 90 days directly impacts sales performance and long-term success.Keep compensation plans simple, transparent, and performance-driven to attract and retain top...

My Fintech Newsletter for more interviews and the latest insights:↪︎ https://rexsalisbury.substack.com/In this episode, I sit down with Stevie Case from Vanta, a former pro gamer turned chief revenue officer, to discuss how AI is transforming the entire go-to-market function in B2B SaaS. Stevie shares insights on building agile sales organizations, how AI supercharges human roles rather than replacing them, and the evolving expectations for sales, customer success, and RevOps teams. The conversation covers AI tool adoption, hiring for an AI-native workforce, and why go-to-market roles are among the most exciting in tech today.Stevie Case: https://www.linkedin.com/in/steviecase/00:00:00 - AI's Impact on Go-To-Market Functions00:02:06 - Building Scalable Sales Organizations00:04:47 - Specialization and Segmentation in Sales00:06:28 - AI Supercharging Customer Success00:08:23 - Hiring and Onboarding with AI Support00:10:07 - Building AI-Driven Products with Customers00:12:08 - Selling New Products to Existing Customers00:15:02 - Early Product Adoption and Iteration00:17:25 - Operating at All Levels in Organizations00:20:01 - Creating Intense, High-Velocity Teams00:22:15 - Hiring AI-Native, Curious Builders00:25:05 - Measuring Success by Team Pride and Feedback00:26:07 - Developing Agent Platforms00:28:02 - Monetization and Business Model Evolution00:30:49 - AI-Enabled Competitive Advantages in Fintech00:32:31 - Top-Down AI Automation Demand00:34:11 - Reinforcement Learning in Fraud Detection00:38:00 - International Go-To-Market Expansion00:41:33 - Designing Global Sales Footprints00:45:04 - Resourcing RevOps and Systems Teams___Rex Salisbury LinkedIn:↪︎ https://www.linkedin.com/in/rexsalisburyTwitter: https://twitter.com/rexsalisburyTikTok: https://www.tiktok.com/@rex.salisburyInstagram: https://www.instagram.com/rexsalisbury/

AI isn't just generating insights anymore—it's acting on them. In this episode, I talk with Francisco Marin, CEO of Cognitive Talent Solutions, and Dan George, the company's Chief Experience Officer, about how agentic AI is changing the game for HR. These aren't your standard dashboards—they're autonomous systems that detect workforce patterns in real time and proactively intervene, from mentoring and onboarding to retention and burnout prevention.We get into what makes AI “agentic” in the first place, why consent and trust must sit at the core of any autonomous HR system, and how early pilots are already cutting onboarding time by 40%. If you've been wondering what comes after analytics and automation in HR—this is it.Related Links:Join the People Managing People community forumSubscribe to the newsletter to get our latest articles and podcastsConnect with Dan on LinkedInCheck out Cognitive Talent SolutionsNetwork-First ManifestoSupport the show

In episode 222, Coffey talks with consultant and author LeAnne Lagasse about effective leadership development initiatives and what she calls “congruent leadership.”  They discuss why most leadership training programs fail to deliver ROI; the importance of reverse engineering programs from specific organizational outcomes; the significant impact of frontline managers on employee engagement; the gap between knowledge transfer and skill execution; building programs with practice, peer learning, and self-reflection components; “soft skills” deficits across the workforce; “congruent leadership” as alignment of self-perception and team experience; and the 70-20-10 learning model's impact on development.  You can find LeAnne's new book “The Congruent Leader: Build Trust, Lead with Self-Awareness, and Close the Gap Between How You See Yourself and How Others Experience You” here https://a.co/d/ehUoYLx  Hardcover: https://www.barnesandnoble.com/w/the-congruent-leader-leanne-lagasse/1148446437?ean=9798999501912   Book website: https://www.thecongruentleaderbook.com   Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  LeAnne Lagasse is the author of “The Congruent Leader: Build Trust, Lead with Self-Awareness, and Close the Gap Between How You See Yourself and How Others Experience You.”   LeAnne is also an HR consultant and keynote speaker who helps leaders and organizations improve employee engagement and retention, as well as develop their people managers.   LeAnne is a SHRM-SCP, a Gallup-Certified CliftonStrengths© Coach, and also serves as adjunct faculty at Missouri State University, where she teaches professional communication courses to MBA students.   Before launching her consulting business, LeAnne was a faculty member and the Director of Public Speaking in the College of Media and Communication at Texas Tech University, where she served for 14 years. Alongside her husband, Ben, she is a proud mom to three children and two pet prairie dogs.  LeAnne's book, “The Congruent Leader: Build Trust, Lead with Self-Awareness, and Close the Gap Between How You See Yourself and How Others Experience You” is available at https://a.co/d/e2vm4d1.   LeAnne Lagasse can be reached at: https://www.leannelagasse.com/  https://www.linkedin.com/in/leannelagasse/  https://www.facebook.com/leannelagasseconsulting   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:   Design leadership development programs that span extended timeframes with multiple learning modalities including peer collaboration, low-stakes practice opportunities, and structured reinforcement rather than relying on one-day events or single webinars. Incorporate self-awareness and reflection exercises into leadership training to help managers identify their natural strengths, biases, and communication tendencies that create barriers to their own success. Implement the 70-20-10 learning model by prioritizing challenging practice exercises (70%), supportive coaching and mentoring relationships (20%), and formal content delivery (10%) to maximize leadership development ROI.