Podcasts about Onboarding

In this episode, Stephan Livera interviews Pascal Eberle, Chief of Staff at Signum Bank, discussing the bank's unique offerings in the Bitcoin and digital assets space. They explore the growing interest in Bitcoin as a corporate treasury asset, common misconceptions about Bitcoin, and the evolving landscape of lending against Bitcoin. Pascal shares insights on Signum's custody solutions, interest rates, and the future of lending products that integrate Bitcoin. The conversation highlights the importance of understanding both Bitcoin and corporate finance for successful adoption.Takeaways

This week we're sharing one of our favorite interviews from the GovLove archive. This episode originally aired in August 2021 and is all about successful employee onboarding. Benjamin Mead-Harvey, Instructional Designer for the Arizona Department of Economic Security, came back to the podcast to discuss onboarding. He shared tips on how to improve in three areas: welcome elements, training with the team, and onboarding check-in meetings. He also talked about the outcomes of onboarding that employers should be looking for and the details that matter for employees. Host: Kirsten Wyatt

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com Takeaways:- Work architecture is essential for understanding how work gets done.- Workforce design and strategy are closely linked.- Employee experience mapping can enhance workforce design.- Onboarding is a critical stage in the employee journey.- Mutual responsibility exists in managing employee expectations.- Technology can complicate employee experiences if not implemented thoughtfully.- Future-ready organizations prioritize employee development and upskilling.- HR must claim a seat at the revenue table to drive business outcomes.- Remote work requires intentional design to foster collaboration.- Contentment is a dynamic goal worth striving for in one's career.SummaryIn this conversation, Adam Posner and Josh Newman delve into the intricacies of workforce design and employee experience. They discuss the importance of understanding work architecture, the critical stages of employee onboarding, and the mutual responsibilities of employers and employees in managing expectations. Josh shares insights from past workforce design projects, highlighting lessons learned from failures and the significance of creating future-ready organizations that prioritize employee development. The discussion also touches on the evolving role of HR in driving revenue, the challenges of remote work, and the impact of parenthood on leadership styles. They conclude with reflections on career advice and the true definition of success. Chapters 00:00 Understanding Workforce Design and Architecture02:59 Employee Experience Mapping: The Six Stages05:56 Mutual Responsibility in Onboarding08:53 Lessons from Workforce Design Failures11:52 Future-Ready Organizations: Human-Centric Approaches14:37 The Role of HR in Revenue Generation17:48 Navigating Remote Work and Mentorship Challenges20:18 The Transformative Power of Parenthood26:44 Navigating Work-Life Balance and Productivity31:55 The Future of Work and Employee Value Proposition34:56 Defining Success Beyond Traditional Metrics     

In this episode of the Sales Transformation Podcast's 'Mastercast' series, Phil welcomes Nick Rose, Sales Director at Sharp UK, to share insights from his master's dissertation on the impact of sales onboarding on business success.  Nick discusses his personal journey into sales without structured training, the high attrition rate in sales, and the enormous costs associated with onboarding typical sales recruits. Through his master's research he discovered key gaps in onboarding, which led to him overhauling the process with a Sales Academy programme.   Highlights include:  [01:18] – Nick's own onboarding into sales experience [33:40] – Identifying a diversity issue in sales [41:33] – Designing a Sales Academy based on master's research   Connect with Philip Squire on LinkedIn  Connect with Nick Rose on LinkedIn  Join the discussion in our Sales Transformation Forum group.  Make sure you're following us on LinkedIn and Twitter to get updates on the latest episodes! Also, take our Mindset Survey and find out if you are selling to customers the way they want to be sold to today.  

Community-Liebling #48: Ein gut durchdachtes Onboarding ist nicht nur für HR wichtig, um effizient arbeiten zu können, es ist auch der Start einer neuen Zusammenarbeit. In dieser Episode spreche ich mit Falko Pleß, Head of People Operations bei Homeday über die Bedeutung eines standardisierten Onboarding-Prozesses. Falko erzählt uns, wie er und sein Team ein Onboarding entwickelt haben, dass nicht nur die organisatorische und technische Ebene berücksichtigt, sondern auch die soziale. Werbepartner der Folge: beyobie Datenchaos im HR-Team? beyobie bringt Klarheit.Wenn es einen Frust hinter Datenanalysen im HR gibt, dann ist es dieser: zu viel Aufwand, zu wenig Aussagekraft. Mit beyobie verbindet ihr ganz einfach eure HR-Systeme und verwandelt eure HR-Daten im Handumdrehen in starke Argumente fürs Management – ganz ohne Excel-Marathon. 

AARP Virginia, Associate State Director for Communications, Ginger Thompson along with volunteers Evan Jones, and Larry Lipman share information about the AARP Virginia Virtual Volunteer Newsroom.They share their story providing the below: • Organization • How to get involved • Onboarding process • How to stay involved...and much more....

Send us a textDr. Duplantis and Dr. Horowitz are holding down the fort this week by bringing you answers to all the burning questions you have about what goes into hiring an associate at your dental practice. From pre-hire preparation to planning a seamless onboarding process, the DINKs have you covered!

High Culture Hiring – so nennt Medizinal­cannabis-Scale-up enua sein kompromissloses Recruiting-System. Deshalb habe ich mit CEO Albert Schwarzmeier gesprochen, um herauszufinden, wie er in nur zwei Jahren von 15 auf 51 Mitarbeitende gewachsen ist – und zwar profitabel, ganz ohne Burn-rate.   Zunächst einmal: Schnelles Wachstum gelingt nur mit den richtigen Leuten. Darum definiert enua jede Rolle glasklar nach Purpose, Impact, KPIs und Culture Fit, bevor eine Anzeige live geht. Dann öffnet sich der Funnel aus LinkedIn-Posts, StepStone-Ads und einem starken Empfehlungs­programm, das bereits 30 % aller Neueinstellungen liefert.   Außerdem punktet das Team mit Tempo. HR meldet sich innerhalb von 48 Stunden im Video­call. Danach folgt der Hiring-Manager noch in derselben Woche. Schließlich trifft jede Bewerberin oder jeder Bewerber spätestens am siebten Tag eine Geschäfts­führerin oder einen Geschäfts­führer. Fällt ein Daumen im Panel nach unten, endet der Prozess sofort – daher spart enua Zeit, Geld und Nerven.   Das Konzept endet natürlich nicht mit der Unterschrift. Somit führt das Onboarding neue Kolleg:innen in den ersten 30 Tagen gezielt durch Sales, Supply Chain, Data & Quality. Dadurch verstehen sie das hoch regulierte Produkt blitzschnell und liefern schon in Woche vier erste Quick Wins. Das Ergebnis: nahezu keine Kündigungen in der Probezeit.   Zugleich bleibt Recruiting Chefsache. Albert veröffentlicht wöchentlich drei LinkedIn-Beiträge, misst Employer-Branding-KPIs und gibt jede Einstellung persönlich frei. Auf diese Weise schützt er die Kultur, obwohl das Team rasant wächst.   Hinzu kommt ein konsequentes Reporting. Jede Woche prüft das People-Team Time-to-Hire, Funnel-Conversion und Cost-per-Hire. Sobald ein Ziel verfehlt wird, reagiert enua sofort – sei es mit neuen Sourcing-Quellen oder angepassten Interview­fragen.   Mein Fazit: High Culture Hiring ist ein echter Wachstumsbooster. Wer seine Kultur messbar macht und jede Einstellung an klaren Kriterien ausrichtet, gewinnt den War for Talent – sogar in Nischen wie Medizinal­cannabis.   Daher solltest du jetzt reinhören, wenn du dein Recruiting auf High-Speed und High-Quality bringen willst. In der Episode bekommst du Alberts komplette Checkliste zum Nachbauen.  

I'd love to hear from you 'text the show'WelcomeHello and welcome back to the Treat Your Business Podcast! I'm Katie Bell, and today I'm flying solo for a little mini episode that dives into a brilliant question from one of our coaching clients. If you're a leader who needs to be liked and sometimes finds those tough conversations a bit daunting, this episode is especially for you.Episode SummaryThis week, I'm unpacking what happens when your leadership style, especially if you're a classic “yellow” like me - meets a team member with a completely different vibe, like a “green.” I'll walk you through a real-life scenario from a client who's just welcomed a new physio to her team and is already feeling the clash of personalities and communication styles. We'll talk about colour profiling, strengths testing, and why your values-led culture matters more than ever when onboarding new staff.Key Takeaways✨ Everyone brings a unique communication style and energy to the team, and that's not only okay, it's essential for growth.✨ “Yellows” (the visionaries and cheerleaders) thrive on warmth, connection, and harmony, while “greens” value order, routine, and deep one-to-one relationships.✨ If you're feeling a disconnect with a new team member, it's not about fixing them, it's about mutual understanding, setting clear expectations, and allowing time for trust and rapport to build.✨ Boundaries aren't a red flag, they're often a sign of strong values and self-awareness.✨ Onboarding should be structured, values-led, and include regular check-ins, weekly at first, then moving to biweekly and monthly.✨ Your job as a leader is to be a bit of a chameleon, adapting your communication to suit the person in front of you, without losing sight of your own values or expectations.✨ Don't be afraid to have direct, open conversations. Conflict doesn't have to mean confrontation, it's about clarity and honesty.Resources & LinksEnrolment now open for Sept EVOLVE Programme: https://join.thrive-businesscoaching.com/evolve-sept25 Final ThoughtsRemember, culture is everything. As you get clearer about your values and who you are as a leader, you'll spot who fits and who doesn't. Don't be afraid of change, and don't shy away from those honest conversations. The strongest teams are open, transparent, and built on shared values.Thanks for tuning in to this short, bite-sized episode. I'll see you back next week for more strategies, tools, and mindset shifts to help you transform your clinic into a thriving business. If you loved this episode, please share it with a fellow clinic owner and leave us a review!Episode SponsorVBS Medical Ltd – Exclusive Treat Your Business podcast is proudly sponsored by MBST, the groundbreaking technology revolutionising recovery and rehabilitation. Offering a non-invasive, drug-free solution for musculoskeletal conditions and nerve injuries, MBST works at a cellular level to stimulate regeneration. Expand your services and deliver long-term patient improvements without increasing your workload.Learn more at mbstmedical.co.uk.

In this episode of Strengths Applied, we welcome guest coaches Damian Zikakis and Louann McCurdy back to the show to dive into "workplace onboarding." We begin by sharing our personal experiences and how our own talents shaped those moments. We also dive into the lessons learned when onboarding is done with intention and is human-centered...and when it's done in ways that leaves people feeling lost or undervalued. We all agree that using a tool like the CliftonStrengths assessment to identify a person's talents can transform the way new employees are welcomed into their roles. This episode offers practical ideas for using CliftonStrengths to make onboarding better for everyone, whether you're a leader, coach, or a new hire. As Gallup-Certified Strengths Coaches, we're passionate about helping people feel seen, supported, and set up for success from day one. We explore how to support those new employees who are struggling to be seen (like remote and hybrid employees), and how new managers can use their strengths to create meaningful onboarding experience for themselves and their teams, even when the company doesn't have a formal process. KEY MOMENTS00:00 Introduction & Welcome03:02 Importance of Workplace Onboarding05:56 Personal Onboarding Experiences17:52 Leveraging Strengths in Onboarding30:07 Intentionality in Onboarding for visibility34:39 Building Confidence Through Strengths Assessment41:12 Tools for New Managers55:35 Final ThoughtsYOUR GUESTS:Damian Zikakis @ DGZ CoachingLinkedIn | WebsiteDamian's Top 5 CliftonStrengths: Relator | Learner | Input | Connectedness | CommunicationLouann McCurdy @ PeerSpectives ConsultingLinkedIn | WebsiteLouann's Top 5 CliftonStrengths: Strategic | Ideation | Connectedness | Learner | MaximizerYOUR HOSTS: Chad Ahern @ Talent and Teams Consulting LinkedIn | WebsiteChad's Top 5 CliftonStrengths: Learner | Deliberative | Responsibility | Harmony | Analytical Jen Werner @ Jen Werner Coaching Facebook | LinkedIn | WebsiteJen's Top 5 CliftonStrengths: Responsibility | Achiever | Belief | Deliberative | Activator To learn more about CliftonStrengths talent themes.The opinions and insights we share on each CliftonStrengths theme are our own and are based on our understanding of Gallup's Strengths-based development research. They are also informed by our unique work with our clients. Even though we are both Gallup Certified Strengths Coaches, the insights we share here are not formally vetted, approved, or endorsed by Gallup, Inc. Gallup®, CliftonStrengths®, and the 34 theme names of CliftonStrengths® are trademarks of Gallup, Inc. All rights reserved. Hosted on Acast. See acast.com/privacy for more information.

Pakinggan ninyong mabuti yung disclaimer talaga namin kase mga mhie... madami kaming nasabi sa episode na 'to! Hahahaha.-----Make chika and barda with us through our following socials:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://twitter.com/theshippersph⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/theshippersph⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://www.instagram.com/theshippersph⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠htttp://www.tiktok.com/@shippersph⁠⁠⁠⁠⁠⁠⁠For more inquiries, e-mail us at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠shippersph@gmail.com⁠--Chapters00:00 Pambungad at Disclaimer05:47 Pag-usapan ang mga Campers08:41 Mga Reaksyon sa Ibang Campers11:29 Pag-usapan ang mga Relatable Moments14:32 Diversity at Casting sa Sparks Camp17:28 Pagsasara at Pagninilay17:59 Pag-usapan ang mga Campers19:08 Body Image at Realness21:17 Vulnerability ng mga Campers23:02 Pagkakaiba ng mga Campers24:50 Mga Estratehiya sa Dating Show26:41 Pagkakaiba ng mga Kalahok28:32 Pagsusuri sa Format ng Show30:30 Mga Unang Impressions ng Campers32:28 Mga Isyu sa Pagkukuwento34:22 Pag-usapan ang mga Relasyon34:41 Mga Awkward na Sandali sa Show37:19 Pag-usapan ang Compatibility at Sparks38:14 Ang Kahalagahan ng Soundtrack40:16 Mga Visual na Elemento ng Show45:49 Pagsusuri sa Representasyon ng Komunidad48:53 Mga Paboritong Contestants at Pacing ng Show53:40 Pag-unawa sa Tagalog at Subtitles54:33 Pagbabago sa Format ng Dating Show56:14 Mga Hamon at Interaksyon sa Show57:32 Mga Ideya para sa mga Susunod na Episode59:41 Mga Inaasahan at Aspirasyon ng mga Manonood01:01:19 Pagsusuri sa Drama at Kaganapan sa Show01:05:11 Pagtatapos at Pagsasara ng Usapan

Megan chats with Jessie from Life as a Strawberry about strategic hiring, thoughtful systems, and what it really takes to grow a food blog into a thriving, values-driven business. Jessie Johnson is the founder of Life As A Strawberry, a food and recipe site that shares well-tested recipes for weeknight comfort food. Her team is known for breaking complicated recipes and techniques into accessible, easy-to-follow action steps. Jessie grew up working in catering and community kitchens, and spent her academic career studying sustainable food systems and food security. After grad school, Jessie went full-time with Life As A Strawberry and never looked back. Today, Life As A Strawberry is a full-fledged media company with multiple verticals - including Everyday Artisan Bread, an online bread-baking course - and team members across the country. This episode is packed with gold for food bloggers ready to level up—from creating sustainable systems to building a team that supports long-term success. Jessie gets real about burnout, hiring with intention, onboarding like a pro, and why “should” isn't always a good enough reason. Whether you're still flying solo or scaling a business, you'll walk away with fresh motivation and practical tools. Key points discussed include: - Time tracking tells the truth: Find out what you're really spending time on. - Your first hire matters most: How to choose—and afford—the right support. - Teams cost more than you think: Jessie breaks down the hidden expenses. - Content planning can spark joy: Use her “Model T” system to balance strategy and fun. - A “no list” saves your sanity: Protect your time by deciding what you won't do. - Onboarding isn't an afterthought: Create systems once—then hire with ease. - Letting go unlocks growth: Even when it's work you love, it might be holding you back. - Ignore the rules: Jessie built success without Instagram, and you can too. Connect with Jessie Johnson Website | Instagram

Lucinda examines the critical topic of recruiting and onboarding talent as part of the high-performance series, stressing the fact that attracting and retaining the right people is not merely an HR task but a strategic business priority that requires clarity and collaboration KEY TAKEAWAYS Before starting the recruitment process, it's essential to have a clear understanding of the role's requirements, including necessary skills, behaviours, and cultural fit.  Treat candidates with respect throughout the recruitment process. Ensure transparent communication, provide timely feedback, and create a human-centred experience to enhance your employer brand. Implement structured interviews with standardised questions to ensure fairness and reduce bias. Use techniques like the STAR model to help candidates articulate their experiences effectively. Maintain engagement with new hires between the acceptance of their offer and their start date. Personalise the onboarding experience to help them feel welcomed and connected to the team, while also setting clear expectations for their role. BEST MOMENTS "Attracting and retaining the right people is so much more than a tick box HR task, isn't it? It's a strategic business priority." "It's about having purpose, understanding what it is that we really need to achieve. It's not about dusting off an old job description." "Job seekers today are savvy. They're not just looking at our job description; they'll be checking out the Glassdoor reviews, LinkedIn presence, maybe company values." "Make sure that the communication around it is real, is personal. It's very interesting because when it's just a massive numbers game, it's quite hard." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk  Dr Jo Burrell - https://uk.linkedin.com/in/dr-jo-burrell-04901a96 ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up' together. “If you look up, you rise up” CONTACT METHOD HR Uprising Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising Actus Software Website: https://www.actus.co.uk LinkedIn Instagram Facebook YouTube X / Twitter

Du möchtest dein Team vergrößern – aber ohne Chaos und Produktivitätsverlust? Dann ist diese Folge für dich! Ich zeige dir, warum ein durchdachter Onboarding-Prozess einer der wichtigsten Erfolgsfaktoren für gesundes Wachstum ist. Du erfährst, wie du mit meinem 30-60-90-Tage-Plan neue Mitarbeiter so einarbeitest, dass sie sich vom ersten Tag an willkommen fühlen, schnell Verantwortung übernehmen und echte Ergebnisse liefern.

Tanja Heyken ist zu Gast bei Dominique, um gemeinsam auf das Thema „Designprinzipien“ zu schauen und was diese im Alltag von Produktteams tatsächlich bewirken können. Tanja bringt ihre doppelte Perspektive als UX-Professional und Product Owner mit, die sie bei Checkmk täglich lebt. Ihr Ziel ist es Entscheidungsprozesse zu vereinfachen, Konsistenz schaffen und die User Experience verbessern, ohne dafür jedes Mal von vorne zu diskutieren. Designprinzipien versteht sie dabei als konkrete, nutzerzentrierte Leitplanken. Sie helfen Teams, bessere Entscheidungen zu treffen – auch dann, wenn gerade niemand aus UX oder Product dabei ist. Die wichtige Grundlage dafür sind Daten: Wer mit Designprinzipien arbeiten möchte, sollte die Perspektive der Nutzer:innen ernst nehmen. Tanja empfiehlt den UEQ+ als kompaktes Instrument, um herauszufinden, welche Eigenschaften den Nutzenden wichtig sind und wie das Produkt aktuell wahrgenommen wird. Daraus lassen sich Designprinzipien ableiten, die zur Realität der Nutzer:innen passen, nicht nur zu den Annahmen im Team. Doch wie kommt man von ersten Erkenntnissen zu Prinzipien, die im Alltag wirklich nützlich sind? Für Tanja beginnt alles mit einem interdisziplinären Workshop. Entscheidend sind UX, Product, Entwicklung, Support, Sales; also möglichst viele Sichtweisen an einen Tisch holen, um gemeinsames Verständnis zu schaffen. Ziel ist nicht die perfekte Formulierung im ersten Anlauf, sondern die Entwicklung von sogenannten Proto-Prinzipien, die sich dann im Team schrittweise verfeinern und gegen reale Entscheidungen testen lassen. Dieser iterative Prozess sichert nicht nur Qualität, sondern stärkt auch die Akzeptanz im Unternehmen. Designprinzipien müssen einfach und greifbar sein. Drei bis fünf gut formulierte Prinzipien lassen sich besser merken und leben als zwölf ambitionierte. Spotify zeigt, wie es geht: Relevant, Human, Unified. Auch bei Figma sieht man, wie Eigenschaften wie „Thoughtful“ oder „Approachable“ Orientierung bieten können. Entscheidend ist aber nicht nur die Kürze, sondern das gemeinsame Verständnis dahinter: Was bedeutet z. B. „Human“ konkret im Produkt? Welche Sprache, welche Gestaltung, welche Entscheidungen zahlen darauf ein? Damit Designprinzipien im Alltag wirken, braucht es mehr als ein PDF oder einen Eintrag im Wiki. Prinzipien müssen kontinuierlich sichtbar gemacht werden, etwa durch Beispiele in Reviews, durch Argumentation im Daily oder durch Verankerung im Onboarding neuer Teammitglieder. Designprinzipien sind keine Regeln, sondern Orientierung. Sie ersetzen kein User Research, kein Testing, keine Interviews, aber sie geben Teams Sicherheit in Entscheidungen, die jeden Tag getroffen werden müssen. Die große Stärke von Designprinzipien liegt darin, dass sie helfen, auch in wachsenden Teams mit immer mehr Beteiligten eine konsistente UX sicherzustellen. Die Verknüpfung zu anderen Artefakten in der Produktentwicklung, etwa der Produktvision, dem Product Goal oder Sprintziel ist auch sehr spannend. Selbst wenn Designprinzipien keine direkten Bestandteile von Scrum sind, lassen sie sich gut als tägliche Entscheidungshilfe für alle, die das Produkt gestalten, in diese Strukturen einbetten. Wer Designprinzipien im Team etablieren möchte, sollte aber auch nicht zu perfektionistisch starten, sondern lieber loslegen, lernen und iterieren. Denn die besten Prinzipien entstehen nicht auf dem Papier, sondern in der echten Zusammenarbeit. Referenzen: - Unter https://ueqplus.ueq-research.org/ gibt es mehr Infromationen zum UEQ+ - Ein ähnliche sKonzept ist die UX Vision. Unter https://produktwerker.de/ux-vision/ findet ihr eine dazu passende Folge.  Tanja steht euch natürlich für weitere Fragen zur Verfügung. Ihr erreicht si am besten unter https://www.linkedin.com/in/tanja-heyken-7a9406124/.

Allan Rhodes is Chief People Officer at teal-inspired insurance broker Konsileo. He shares what he's learned over the last three years about helping to design a self-managing organisation, including how to onboard people into a totally new way of working. We also talk about his favourite metaphor of organisational gardening. We can be inspired by other gardens and gardeners, but what will grow best in our unique soil and climate? Allan has dual nationality as a Mexican Englishman so he shares observations on the two cultures having experienced communities exploring progressive ways of organising in both Latin America and the UK. Resources: Konsileo's website: https://konsileo.com/ Allan's blogs about Organisational Gardening Latin American networks and organisations promoting self-management: Co-crealia: https://www.linkedin.com/company/cocrealia/  Pancho Mora's podcast, Autogestión: https://panchomora.life/  Organizaciones Brillantes: https://www.organizacionesbrillantes.com/el-movimiento  Brave Job: https://www.brave-job.com/home/ CultureSee: https://www.culturesee.com/  Outiopía: https://ouitopia.team/en/  Luis Salas - Polymath - Reinventando a tu Organización (newsletter): https://www.linkedin.com/in/luis-salas-0b7b7135/  Encuentro Internacional Teal: https://www.congresointernacionalteal.com/  Related Leadermorphosis podcast episodes: Ep. 49 with Peter Koenig about Source Ep. 5 with Tom Nixon Ep. 82 with Mayden, another UK self-managing company Ep. 52 with Jorge Silva from 10Pines, Argentina Ep. 96 with Xavier Costa about the movement in Spain Ep. 33 with Margaret Wheatley

Christoph Magnussen ist Unternehmer, KI-Experte und Verfechter einer modernen Arbeitskultur. In dieser Folge erklärt er, warum Neugier wichtiger ist als Kontrolle – und wie KI den Arbeitsalltag verändern kann, wenn man ihre Grenzen kennt. In dieser Episode erfährst du: - Warum die „996-Kultur“ aus Asien kein Modell für die Zukunft ist – und was stattdessen zählt: Effizienz, Kreativität und Vertrauen. - Wie KI-Tools wie Sprachassistenten und Textgeneratoren sinnvoll im Arbeitsalltag eingesetzt werden – von Workshopvorbereitung bis Onboarding. - Welche Chancen und Grenzen KI wirklich hat – und warum „Prompt Engineering“ zur Schlüsselkompetenz wird. - Wieso eine Vier-Tage-Woche funktionieren kann – und welche Herausforderungen es dabei noch gibt. - Wie Christoph den steigenden Energiebedarf von KI-Technologien einschätzt – und welche Verantwortung damit einhergeht. Christoph Burseg auf LinkedIn: [https://www.linkedin.com/in/christophburseg](https://www.linkedin.com/in/christophburseg) Kontaktiere uns über Instagram: [https://www.instagram.com/vodafonebusinessde/](https://www.instagram.com/vodafonebusinessde/)

In episode 210, Coffey talks with economist Richard Froeschle about the US economy and how generational demographics are affecting the labor force.They discuss the impact of tariff-related economic uncertainty on the labor market; challenges in the quality of federal statistical data; AI's impact on entry-level positions and experienced workers; generational workforce composition; rising reservation wages and skills mismatches among recent graduates; the importance of work-based learning and trades education; remote work patterns in different workforce segments; challenges with mentorship and feedback for younger workers in a remote workforce; and immigration's critical role in addressing labor force needs.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:Rich Froeschle is a labor market economist and a highly regarded speaker on a wide array of topics relating to the Texas economy, regional labor markets, and workforce and education programs. He is the Senior Labor Market Economist for Texas State Technical College and the former Director of the Labor Market and Career Information department of the Texas Workforce Commission. Mr. Froeschle has a Bachelor's degree in Economics from the University of Texas at Austin and a Master's degree in Manpower and Industrial Relations from the University of North Texas, where he also taught microeconomics and regional labor market analysis. He has made presentations at over 600 conference events over the past twenty-five years on a variety of labor market topics. His many writings include the books How Many is Enough? A Practitioners Guide to Occupational Targeting and Supply/Demand Analysis and Where the Jobs Are, plus a dozen monographs including Life After COVID: Economic & Job Market Phenomena to Ponder Post-pandemic. His most recent research has centered on the use of skills to understand regional labor market dynamics, educational alignment, and career progressions.Richard Froeschle can be reached at https://www.linkedin.com/in/richard-froeschle-01a87b13/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:1. Implement strategic workforce planning for talent development pathways considering demographics and the impact of AI.2. Address the skills mismatch between educational credentials and market demand.3. Develop structured mentorship and feedback systems that accommodate generational communication preferences while ensuring knowledge transfer from experienced to emerging workers.

In this episode of the Insurance Producers Podcast, Cyrus Jaffery sits down with Paul Drake to talk all things AI and why agencies can't afford to sit this one out. From automating onboarding to streamlining property data and using AI like the ultimate intern, Paul breaks down how clean data is the real foundation behind every “smart” tool—and why hyper-specialized solutions will shape the future of the industry. Whether you're an early adopter or still skeptical, this episode will give you a practical look at what's working now and what's coming fast.

Get registered for the ASTA Expo 2025 at the Raleigh Convention Center: https://geni.us/ASTA2025 Don't get to the end of this year wishing you had taken action to change your business and your life.Click here to schedule a free discovery call for your business: https://geni.us/IFORABEDon't miss an upcoming event with The Institute: https://geni.us/InstituteEvents2025Shop-Ware gives you the tools to provide your shop with everything needed to become optimally profitable.Click here to schedule a free demo: https://info.shop-ware.com/profitabilityMake sure you mention: CTISUMMER to get FREE data migration!If you're ready to make a real change in your shop's success, join Shop Marketing Pros' Plan With the Pros workshop this October to connect with them and other shop owners. You'll leave with your entire year for 2026 planned out. Click here to register: https://geni.us/PlanWithTheProsShop owners, are you ready to simplify your business operations? Meet 360 Payments, your one-stop solution for effortless payment processing.Imagine this—no more juggling receipts, staplers, or endless paperwork. With 360 Payments, you get everything integrated into one sleek, digital platform.Simplify payments. Streamline operations. Check out 360payments.com today!In this episode, Lucas and David are joined by Adam Liu, and Paul Glowe for a candid discussion on common onboarding mistakes for new managers. The conversation highlights the common pitfall of unclear role expectations when shop owners hire their first manager, especially in family-run businesses. Adam and David share practical advice on the importance of clear task lists, job descriptions, and sticking to established onboarding processes—regardless of personal relationships.00:00 Role Clarification in Management09:16 "Effective Data Strategy in Shopware"13:58 Defining Role Expectations19:52 Family Dynamics in Business Frustration24:04 Balancing Hard Work and Knowledge29:13 Business Breakthrough Realization34:08 "Motivation Through Peer Interaction"39:17 Focused on Customer Experience45:31 HVAC Insights from Automotive Experience47:32 Efficient HVAC Diagnostic Approach53:14 Pricey Diagnostic and Refrigerant Costs01:00:03 "Jeep's Brake Disaster"01:04:26 "Understanding Bitterness and Empathy"

In this (short) episode, we're zooming in on two unsung heroes of a smooth client experience: onboarding and planning workflows. Korrine breaks down exactly what to include (and what to stop trying to remember off the top of your head). Expect practical tips, a few "cover your peach" reminders, and some (unpopular) opinions on phone etiquette.Whether you're DIYing your workflows or using the Core Collection, this one will help you lighten your mental load and keep things moving like a well-oiled booking machine.What You'll Learn:When to use (and not use) a schedulerHow to set boundaries without sounding like a robotThe little details that will come back to bite you if forgottenWhy your brain deserves better than memorizing booking steps

El Mundo de Cabeza - María Fernanda Vergara, onboarding empresarial by FM Mundo 98.1

Today's guests are Wes Gray, founder, CEO and Co-CIO of Alpha Architect, and Srikanth Narayan, founder and CEO of Cache, which he started in 2022 after experiencing concentrated stock positions in his own portfolio. Previously, he served in engineering and product leadership positions at Uber and Alphabet. In today's episode, Meb, Wes & Srikanth share some big news about a new idea involving both exchange funds and 351 ETF conversions. Srikanth explains the mechanics of exchange funds, the risks associated with stock concentration, and the launch of his newest initiative. The discussion also touches on tax efficiency, fees, the competitive landscape of asset management, and more. Learn more about 351 ETF Exchanges or email us to chat! (0:00) Starts (1:10) Discussion on Section 351 (4:33) Explanation of exchange funds and stock concentration risk (16:25) Case study of the new exchange fund model (20:06) Onboarding and cost structure of the new exchange fund (23:13) Qualifying illiquid assets and cost in tax strategies (31:03) Use cases and investor education on ETF tax benefits (34:11) FAQs and the importance of tax alpha (45:23) Reflections on SPACs and speculative markets ----- Follow Meb on X, LinkedIn and YouTube For detailed show notes, click here To learn more about our funds and follow us, subscribe to our mailing list or visit us at cambriainvestments.com ----- Follow The Idea Farm: X | LinkedIn | Instagram | TikTok ----- Interested in sponsoring the show? Email us at Feedback@TheMebFaberShow.com ----- Past guests include Ed Thorp, Richard Thaler, Jeremy Grantham, Joel Greenblatt, Campbell Harvey, Ivy Zelman, Kathryn Kaminski, Jason Calacanis, Whitney Baker, Aswath Damodaran, Howard Marks, Tom Barton, and many more.  ----- Meb's invested in some awesome startups that have passed along discounts to our listeners. Check them out here!  ----- Editing and post-production work for this episode was provided by The Podcast Consultant (⁠https://thepodcastconsultant.com⁠). ----- To determine if this Fund is an appropriate investment for you, carefully consider the Fund's investment objectives, risk factors, charges and expense before investing. This and other information can be found in the Fund's full or summary prospectus which may be obtained by calling 855-383-4636 (ETF INFO) or visiting our website at www.cambriafunds.com. Read the prospectus carefully before investing or sending money. The Cambria ETFs are distributed by ALPS Distributors Inc., 1290 Broadway, Suite 1000, Denver, CO 80203, which is not affiliated with Cambria Investment Management, LP, the Investment Adviser for the Fund. Investing involves risk, including potential loss of capital. Learn more about your ad choices. Visit megaphone.fm/adchoices

The boys are joined by Dark/Smart Matt to check in on the leaderboard for the inaugural Fantasy Video Game tournament. Recorded 7/7/2025.AI Chapter List 00:00 Introduction and Overview of Current Games06:04 Discussion on Doom Dark Ages and Its Mechanics12:11 Fantasy Draft Recap and Game Ratings28:59 Game Predictions and Expectations34:26 Analyzing Game Releases and Delays41:34 Team Selections and Strategies47:14 Multiplayer Dynamics in Night Rain56:20 Community Development and Gameplay Mechanics01:01:46 Community Engagement in Elden Ring01:08:02 Character Classes and Strategies01:14:12 Accessibility and Onboarding in Gaming

In episode 209, Coffey talks with Mallory Herrin about how experiences throughout the employment lifecycle affect employers' brands.They discuss how recruiting has changed with shifting employee expectations across generations and labor market scarcity; the definition of employer brand; common recruiting mistakes that impact brand perception; the importance of organized onboarding; strategies for transparent career pathing and professional development; handling employee exits and layoffs to protect employer brand; measuring employer brand; the critical role of manager training; and the need for transparency about business circumstances and organizational changes to maintain trust.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 a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Mallory Herrin is an experienced human resources consultant and industry recognized thought leader, serving as HerrinHR's CEO and Principal HR Consultant. She is a frequent speaker at HR conferences and the author of Intentional HR: A Revolution in Strategic Thinking. With 20 years of HR experience, she holds certifications from both HRCI and SHRM, and has been named one of the Top 5 Most Influential Women Leaders in HR and DallasHR's HR Executive of the Year - Small Company.Mallory Herrin can be reached athttps://www.herrinhr.comhttps://www.linkedin.com/in/malloryherrinAbout 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. Design streamlined recruiting processes that prioritize candidate communication, realistic timelines, and efficient interview structures to protect employer brand.2. Implement comprehensive onboarding programs with detailed schedules, competency roadmaps, and clear performance expectations to ensure new employees feel valued and prepared for success.3. Develop transparent communication strategies about career paths, business circumstances, and organizational changes while training managers to effectively lead and engage their teams rather than simply manage tasks.

Melissa Cooper (Director of Treasury Management Sales and Onboarding at Associated Bank) joins Steve Grzanich in an Associated Bank Thought Leader conversation to talk about the upcoming webinar that will virtual cards, digital payments and fraud.

In this episode, co-host Mark Edgar connected with Margot Lackenbauer to learn more about her experience on-boarding as Chief People Officer with professional services firm BDO. Margot shares insights on the importance of focusing on building relationships, staying agile and the importance of understanding the language of the organization.In the episode we refer to Michael Watkins' book (from 1956!) The First 90 Days. You learn more here:https://bookshop.org/p/books/the-first-90-days-updated-and-expanded-proven-strategies-for-getting-up-to-speed-faster-and-smarter-revised-michael-d-watkins/10608694You can connect with Margot on LinkedIn here:https://www.linkedin.com/in/margotlackenbauerDon't forget …To sign up for our weekly newsletter foHRsight at http://www.futurefohrward.com/subscribe. Follow us on LinkedIn:Mark - www.linkedin.com/in/markedgarhr/Naomi - www.linkedin.com/in/naomititlemancolla/future foHRward - www.linkedin.com/company/future-fohrward/And on Instagram - www.instagram.com/futurefohrward/ Support the show

This episode features Dave Lamar, Chief Growth Officer at MediQuant, discussing how healthcare organizations can use data-driven onboarding and standardized retention strategies to reduce costs, ensure compliance, and improve the patient experience during system transitions. He also shares insights on avoiding common pitfalls and why choosing the right partners matters.This episode is sponsored by MediQuant.

Chris Hoffmann is the CEO of Hoffmann Brothers & Deutschmann Lane Holdings, leading home service brands across multiple cities. He scaled his family business from $9M to $150M+ in revenue. He is also the founder of The Path Less Traveled, a newsletter on growing service companies without outside capital.Want more content like this?Join Newsletter Operator for more strategies on how to grow and monetize your newsletter here: NewsletterOperator.comEpisode Topics & Timestamps00:00 Introduction to The Path Less Traveled02:52 Understanding the Audience and Content Strategy05:44 The Home Service Business Landscape08:54 Entrepreneurship Through Acquisition Insights11:56 The Media and Newsletter Journey14:55 Sponsorships and Monetization Strategies17:48 Tracking Performance-Based Sponsorships21:02 Leveraging Paid Subscriptions24:03 Onboarding and Welcome Email Strategies26:51 Using Social Media for Growth29:54 Paid Advertising Strategies32:57 Building Community and Engagement36:00 Final Thoughts and Future DirectionsLinks Mentionedhttps://www.linkedin.com/in/stlchrishoffmann/https://thepathlesstraveled.beehiiv.com/

Curious about the secrets behind truly successful product-led growth? In this episode of Predictable B2B Success, host Vinay Koshy speaks with Leo Sadeq, a former biomedical engineer who has transitioned into a product and go-to-market specialist. Leo shares his unconventional journey from engineering to the world of startups, delving into the unexpected catalyst that led to a career pivot. Together, they unpack the real wins and common missteps companies make when trying to craft products users love and adopt at scale. Leo brings vivid, firsthand stories about building features that major competitors noticed, turning minor tweaks into massive revenue gains, and harnessing emotional intelligence to create winning teams. He doesn't shy away from discussing the friction between product and marketing, or why most companies get user onboarding and virality wrong. Whether you're a founder struggling with churn, a product manager chasing activation, or just fascinated by how fast-growing SaaS companies operate, you'll find actionable takeaways, cautionary tales, and fresh frameworks inside. Settle in for a conversation that demystifies PLG, challenges “one-size-fits-all” thinking, and offers plenty to ponder on company culture, onboarding, and the power of “aha” moments. Press play for fresh insights and real-world lessons you can't Google. Some areas we explore in this episode include: Switching Careers: Leo's journey from biomedical engineering to startups and product roles.Product Management Wins: Examples of improving onboarding, reducing churn, and boosting conversions.Product-Led Growth (PLG): What PLG means, its company-wide impact, and how it differs from sales-led approaches.Emotional Intelligence: How EQ and company culture influence product and team success.Cross-functional Team Structures: Breaking down silos between product, marketing, and other teams for better PLG outcomes.User Intimacy & Mapping: Deeply understanding user needs and tailoring onboarding for different personas.Onboarding & Conversion Tactics: Strategies to shorten the path from free to paid users.Content & Feature Communication: Balancing education, feature reveal, and delivering value through messaging.Webinars & Podcasts: Leveraging these formats to build trust, community, and brand authority.PLG Pitfalls: Common mistakes, hidden costs, and how to avoid turning PLG into a cost center.And much, much more...

Nick's journey from a life-altering accident to becoming a Web3 innovator is proof that anyone can break through confusion and fear to find real opportunity. His hands-on experience demystifies blockchain, offering practical steps and hard-won wisdom to help you navigate the risks and rewards of this new frontier.Tune in as JP and Nick break down what Web3 really means, how to get started safely, and why the next big thing online might just be yours for the taking—press play and step into the future. Connect with Your Host, JP: WebsiteFacebookXInstagramLinkedInShow Episode Highlights:02:36 Understanding Web305:18 A Turning Point: Nick's Journey Into Crypto 12:38 Security and Onboarding in Crypto26:51 The Future of Web3 37:31 Advice for Crypto Investors40:53 Lessons Learned Resources: Get Your Copy of JP's BookThe Millionaire's Lawyer: Grow and Sell Your Business for Maximum Profitability  LinksCentivize.io

In our third episode of Between Two Chains, we speak with Reka from RISC Zero about zerok-knowledge (ZK) proofs and their application in blockchain interoperability. Reka explains the benefits of verifiable compute and how it relates to ZK, how ZK can enhance the connectivity between over 350 blockchains, and potential future developments once interoperability is fully solved. Between Two Chains is a four-part miniseries produced by Rehash and co-hosted by LayerZero, where we explore whether blockchain interoperability is solved. ⏳ TIMESTAMPS: 0:00 Intro 05:27 Scaling with zero knowledge (ZK) technology 11:39 Boundless and the ZKVM 16:29 Unlocking computational potential for UX 19:30 Building for consumers and developers 22:00 Onboarding new users to crypto 27:59 Exciting apps to look forward to 

Most SaaS companies treat onboarding like a checklist Rocketlane turns it into a competitive edge.In this episode of SaaS Fuel, Jeff Mains welcomes Srikrishnan Ganesan , co-founder and CEO of Rocketlane. Sri shares how strategic onboarding builds trust, boosts expansion revenue, and drives customer success from Day 1.They explore how AI is transforming service delivery from reactive to proactive, and why onboarding is the second sale that most founders overlook. Whether you're scaling a SaaS product, leading a customer success team, or building from zero, this episode is packed with frameworks, strategies, and insight.

In this episode of In Demand, Asia and Kim take a deep dive into one of the most overlooked revenue levers in SaaS: activation.  They walk through their activation playbook, breaking down how to define activation for your product and sharing tactical strategies for improving onboarding experiences.  Whether you're PLG or sales-assisted, this episode offers clear steps to uncover where users get stuck and how to fix it. Got a question you'd like Asia to unpack on the podcast? Record a voicemail here. Links:  DemandMaven UserInterviews.com  Respondent.io  Product-Led Onboarding by Ramli John Samuel Hulick  UserOnboard  Reforge Chapters (00:00:55) - Why most founders overlook activation, and why that's a huge mistake.(00:02:25) - What activation actually means and how to define it for your SaaS.(00:03:30) - Trial-to-paid is not the only way to think about activation, and may be missing a big part of the story.(00:06:15) - How to discover activation metrics using a new user retention report.(00:12:30) - Why session recordings fall short and what to use instead.(00:14:35) - The power of UX interviews and how to run them properly.(00:23:00) - What to watch for in interviews: pauses, furrowed brows, and “it was easy” lies.(00:25:55) - Looking for friction and where people get stuck.(00:27:30) - How to map your onboarding flow and prioritize product fixes once you've done UX interviews.(00:30:30) - Why valuable activation work can fail in organizations where there isn't a clear decision maker (avoiding the problems of compromise land)(00:33:45) - How does activation change in product led vs. sales led organizations?(00:38:15) - Onboarding for high complexity products.(00:43:45) - Book and other recommendations for mastering activation.(00:51:30) - A final reminder about survivor bias. Remember that just because your customers made it, does not mean that your onboarding activation is perfect.

Let's talk about onboarding coaches! Justin is joined by Dena Scott and Lyndsay Watts to go over their article from the Summer 2025 IAA. Together, they talk about how crucial expectation setting is, ongoing support for coaches, and making sure they feel welcomed to your program.  Follow us on: Bluesky || Twitter || Facebook || Instagram || LinkedIn Music Track: Stadium Rock by Pufino Source: freetouse.com/music Copyright Free Background Music

Episode Summary:The Advisory Board Podcast — Featuring Pete First of BrightStar Care Episode sponsored by ClientTether — big thanks to them for supporting the franchise community.In this episode, Dave Hansen welcomes Pete First, Chief Development Officer at BrightStar Care, to unpack what it really takes to grow a franchise brand with staying power. With over 25 years in the franchise development world, Pete brings both sharp strategy and a grounded, people-first mindset — two things BrightStar is clearly doing right.BrightStar stands out in the home care space thanks to a clinical foundation built around registered nurses making care decisions, and a franchise model that prioritizes compassion just as much as profitability. According to Pete, many of their franchisees are drawn to the brand not just for the business opportunity but because of personal experiences with caregiving. That emotional tie-in matters — and they don't bring in candidates who don't genuinely care. “Don't blow your career on one deal,” Pete says, reinforcing that protecting culture starts with who you let in.Throughout the conversation, Pete and Dave dig into what makes a franchise brand grow the right way — and it's not a quick-fix formula. It starts with building a brand that's meaningful and trustworthy, then reinforcing that trust through validation. BrightStar empowers franchisees to vet incoming candidates, keeping cultural alignment tight across the network. And yes — your brand isn't your logo or your color palette. It's your people.Pete also breaks down BrightStar's approach to marketing and lead nurturing, and it's anything but passive. With a smart mix of targeted pay-per-click, drip campaigns, weekly content, and strategic video — they stay in front of candidates for years. Literally. One owner came back after five years of opening BrightStar emails — and converted. That kind of patience and consistency reflects a team that knows timing is everything.One of the biggest takeaways from Pete? Long-term growth only works if your operations can support it. BrightStar's 27-month onboarding program ensures new franchisees don't just launch — they scale smartly. Weekly coaching, segment-based support teams, and strong communication with franchisees keep things steady even as the system grows.There's also a refreshing honesty in how Pete talks about AI's impact on lead sourcing and content visibility. He acknowledges the landscape is changing fast — search traffic from ChatGPT and other AI platforms is now a meaningful pipeline source — and BrightStar is adjusting accordingly. Video plays a major role too, especially authentic, unscripted content from franchisees themselves.The bottom line? If you want a franchise brand that lasts, you need heart, hustle, and the infrastructure to support both. BrightStar's not perfect — no brand is — but they're doing a lot of things right. And Pete's transparency makes this episode a must-listen for anyone thinking about franchise growth in 2025 and beyond.You can reach Pete at pete.first@brightstarcare.com or find him on LinkedIn. And again, huge thanks to ClientTether for sponsoring this episode.

Send us a textIn this conversation, Critical Aspects hosts Shaun Klucznik and Denise Schonwald to discuss the critical aspects of law enforcement, focusing on mental health, wellness, and the importance of support systems for officers and their families. They share personal experiences, insights on the challenges faced by law enforcement professionals, and the need for open discussions about mental health. The conversation emphasizes the significance of seeking help, maintaining balance in life, and the role of leadership in fostering a supportive environment.TakeawaysMental health is crucial for officers to perform effectively.Seeking help is not a sign of weakness but a strength.Onboarding families into the law enforcement culture is essential.Physical health should be prioritized alongside mental health.Building relationships is key in leadership roles.There is life after law enforcement; it's important to seek help.Support systems are vital for first responders.Shaun KlucznikEmail: ShaunK@aja.orgLinkedIn Support the showCritical Aspects Website IG: @critical_aspectsIG: @pastorvernin: @Dr. Vernon Phillips

Vertex is an open source nostr web of trust provider. Webs of trust are a method of quantifying verifiable reputations for spam mitigation, user discovery, social feeds, better app stores, and more.Pip on Nostr: https://primal.net/p/nprofile1qqs0dqlgwq6l0t20gnstnr8mm9fhu9j9t2fv6wxwl3xtx8dh24l4auswr6u0j Vertex on Nostr: https://primal.net/p/nprofile1qqstq4j6pk2sgaupru6l7ah9nq0dueafq356jllwcy7uzlek9yx7hlsel8nqn Vertex: https://vertexlab.io/ EPISODE: 167BLOCK: 905116PRICE: 847 sats per dollar(00:00:01) CNBC Intro(00:02:00) Happy Bitcoin Friday(00:04:27) Pip and Webs of Trust(00:06:49) Understanding Webs of Trust(00:14:16) App Store Security and Trust(00:18:53) Spam Mitigation(00:28:11) Client Side Solutions and Performance(00:35:33) Trust Models and Censorship Risks(00:45:02) Use Cases for Vertex(01:03:04) Relay Operations and Spam Control(01:11:01) Current State of the Nostr Ecosystem(01:17:10) Community Building and Onboarding(01:24:08) Closing Thoughts and Future PlansVideo: https://primal.net/e/nevent1qqs8vy4xuuny2hejghpjl57f77hh0t65gthaqhmjdwlwy7rr4ng3pzslchs0g support dispatch: https://citadeldispatch.com/donatenostr live chat: https://citadeldispatch.com/streamodell nostr account: https://primal.net/odelldispatch nostr account: https://primal.net/citadelyoutube: https://www.youtube.com/@CitadelDispatchpodcast: https://serve.podhome.fm/CitadelDispatchstream sats to the show: https://www.fountain.fm/rock the badge: https://citadeldispatch.com/shoplearn more about me: https://odell.xyz

In episode 208, Coffey talks with David Miklas about the Department of Labor's evolving definitions and interpretations of independent contractor classification under the Fair Labor Standards Act.  They discuss why DOL interpretations matter for FLSA compliance and overtime requirements; the shift from Biden administration's six-factor economic reality test back to Trump administration's emphasis on control and profit/loss opportunity; the six key factors including nature and degree of control, opportunity for profit and loss, permanence of relationship, worker investments, skill and initiative requirements, and how integral the work is to the principal business; common classification mistakes across industries including misunderstanding IRS versus DOL tests; the risks of supervision and control over workers classified as contractors; how technology can demonstrate control in gig economy situations; the financial consequences of misclassification including unpaid overtime, liquidated damages, and attorney fees; and the importance of proper written agreements and immediate legal consultation when classification issues arise. 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: David Miklas owns a Labor & Employment law firm and for 26 years he has practiced all types of labor and employment law exclusively representing Florida employers. He has written hundreds of employment law articles, is the co-author for the premier legal textbook used by lawyers for Florida employment law, is a frequent employment law presenter and is a nationally recognized speaker and an invited guest lecturer addressing employment law and human resource issues with over thirty universities, including Harvard. Mr. Miklas graduated from the University of Florida College of Law. David Miklas can be reached athttps://www.miklasemploymentlaw.com/https://www.linkedin.com/in/david-miklas-301861121/  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: 1.       Evaluate worker relationships using the Trump Administration's six-factor economic reality test.2.       Differentiate between US Department of Labor independent contractor definitions and those of the and IRS and state regulators.3.       Respond appropriately to classification concerns to avoid liability.

Most orgs spend weeks training reps on the product… but months later, you're still stuck with an empty pipeline. What if the key to ramping AEs faster was skipping product training (at first)? Kyle Asay (VP Global Growth Sales @ LaunchDarkly) shares how his team cut time to first deal by 49% by rethinking onboarding. Instead of starting with feature dumps, they focused on: ✅ Account prioritization ✅ Customer problems & personas ✅ Story-based selling If you lead a team or are ramping yourself, don't miss this one. RESOURCES DISCUSSED: ⁠⁠Join our weekly newsletter⁠⁠ ⁠⁠Things you can steal⁠⁠ ⁠⁠Save $50 on any 30MPC course⁠⁠ with code “PODCAST” ⁠⁠Free Sales Templates, Scripts and Guides

Kiernan Laughlin is the General Manager and co-creator of Deep Indian Kitchen, a growing CPG brand whose mission is to bring a modern, high-quality Indian food experience to consumers worldwide. Kiernan previously held senior brand management roles at large CPG companies like Johnson & Johnson and Unilever, and he spent his early career in marketing, promotions, and partnership leadership at Gorton's Seafood.Highlights from our conversation include:Core business and leadership lessons from Kiernan's career in multi-stage CPG (1:26)Useful skills Kiernan picked up outside of work that have percolated into his leadership style (5:27)Going from a structured corporate environment to leading an emerging brand (8:01)The challenges and opportunities of building a team through rebranding (11:22)Elements that make a successful relationship between CEO and Founder (19:36)Keeping his team aligned and agile as the company evolves (21:48)Hiring for qualities that go beyond the resume (22:49)How Deep connects their mission to action through their foundation (27:08)Advice for the next generation of CPG leaders (30:13)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

In episode 207, Coffey talks with Nicole Morgan about what HR professionals need to know about Medicare to help employees navigate the transition from employer-provided health insurance to Medicare coverage. They discuss the four main parts of Medicare (A, B, C, and D) and how they work together; the differences between Medicare Advantage plans (Part C) and traditional Medicare with supplemental coverage; how creditable coverage determinations affect employees who continue working past age 65; the coordination of benefits between employer group health plans and Medicare based on company size; timing considerations for Medicare enrollment and the importance of planning three months before turning 65; why brokers may have financial incentives to sell Medicare Advantage plans over traditional Medicare; the risks and benefits of different Medicare options including network limitations and out-of-pocket maximums; and the role HR should play in connecting employees with qualified Medicare experts rather than providing specific coverage advice. 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: Nicole A. Morgan is a seasoned healthcare professional with over two decades of experience, seamlessly blending her clinical expertise as a Registered Occupational Therapist with her proficiency as a Licensed Independent Insurance Agent. As the founder of Morgan Medicare Solutions, LLC, based in Sherman, Texas, Nicole is dedicated to guiding individuals through the complexities of Medicare, ensuring they make informed decisions tailored to their unique needs.  Her extensive background encompasses various healthcare settings, including inpatient and outpatient rehabilitation, acute care, skilled nursing, home health, and community-based services. This diverse experience has equipped her with a deep understanding of the challenges seniors face, particularly in navigating the transition to Medicare. Nicole holds multiple certifications, such as Certified Senior Advisor (CSA), Certified Long-Term Care (CLTC®), and Certified Living in Place Professional (CLIPP), underscoring her commitment to senior care and wellness.  Beyond her professional endeavors, Nicole is deeply rooted in her community. A native of Sherman, she has been married to her husband, Brad, for nearly 30 years and is a proud mother of three young adults. Her passion for service extends to active involvement in her church and local initiatives, reflecting her dedication to making a positive impact both personally and professionally.  At Morgan Medicare Solutions, Nicole offers personalized consultations, educational workshops, and ongoing support, ensuring clients feel confident and secure in their Medicare choices. Her holistic approach, grounded in compassion and expertise, has made her a trusted advisor for many navigating the intricacies of healthcare in their retirement years. Nicole Morgan can be reached athttps://www.morganmedicaresolutions.comhttps://www.linkedin.com/in/nicole-a-morganotr/https://www.facebook.com/morganmedicare/  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: 1.       Understand the basic structure of Medicare parts A, B, C, and D to provide foundational guidance when employees ask about Medicare options and transitions.2.       Recognize when employer group health plans have creditable coverage for prescription drugs and ensure proper notification letters are sent to Medicare-eligible employees by October 15th annually.3.       Establish relationships with trusted Medicare brokers and implement processes to proactively reach out to employees approaching age 65 to ensure proper planning and coordination of benefits.

In this soul-nourishing conversation, Lindsey Fuller is joined by strategist, storyteller, and founder of the Leaving Well framework, Naomi Hattaway. Together, they unpack what it means to lead with intention, especially when it comes to rest, sabbaticals, and workplace transitions that truly center people.From micro-sabbaticals to full-scale cultural shifts, Naomi shares wisdom for how organizations can operationalize rest as a core value—not just a perk. You'll hear powerful insights on how to care for your team through change, reimagine wellness in the workplace, and create brave space for transitions that honor the past and make room for what's next.This episode is a reminder that we don't have to choose between humanity and productivity—we can hold both. And it starts with rest.Affirmations: You deserve a workplace that values your humanity as deeply as your contributions.Rest isn't a luxury—it's leadership.Every transition is an invitation to honor what was and imagine what's possible.Episode HighlightsThe Importance of Rest as Policy (02:40)Somatic #1 (02:56)Operationalizing Rest in Organizations (05:52)Deceleration and Onboarding (11:42)Embedding Wellness in Workplace Culture (14:28)Sabbaticals and Employee Retention (17:16)The Ripple Effect of Sabbaticals (20:19)Navigating Sabbaticals in Nonprofits (25:27)Advocating for Rest and Well-being (31:35)Somatic #2: Middle Path Meditation (34:42)The Impact of Transitions on Organizational Culture (37:17)Resources Mentioned: Individual Workplace Transition Nssessment (Naomi Hattaway)Organizational Workplace Transition Assessment (Naomi Hattaway)Episode Shownotes: www.weareforgood.com/episode/leavingwellrestsabbaticalhumancenteredtransitionSupport the showBecome a Member and Get All-Access to Everything We Are For Good!Experience the Impact Uprising Membership by We Are For Good: an ecosystem to learn, connect + grow in the power of a value-aligned community. Members gather monthly with Jon + Becky at exclusive members-only meetups + get video access to all new podcast episodes in an ad-free experience + so much more! Learn more + join us at weareforgood.com.Say hi

Praveen is the creator and maintainer of Cove Wallet. An open source mobile wallet focused on easy and powerful self custody. We discuss the current features of Cove, future roadmap, and his perspective on balancing tradeoffs when using bitcoin.Praveen on Nostr: https://primal.net/p/nprofile1qqsy8us3d6u5ynddk7lq7yz365hqqsptzd2923fvkgj4eepsady08uszccr0l Praveen on X: https://x.com/PraveenPereraCove Wallet: https://covebitcoinwallet.com/EPISODE: 165BLOCK: 903685PRICE: 923 sats per dollar(00:00:01) Jack Mallers Intro(00:03:14) Happy Bitcoin Wednesday(00:05:56) Cove Wallet Features and Goals(00:08:22) Technical Aspects of Cove Wallet(00:13:32) Future Plans for Cove Wallet(00:19:05) Node Connectivity and Privacy Features(00:29:01) Cove Wallet and Hardware Wallet Integration(00:36:00) Onboarding and User Experience(00:45:07) Seed Words and Alternative Backups(01:02:02) Collaborative Custody and Security(01:14:45) Future Features and Feedback for Cove Wallet(01:19:03) Bitcoin Industry and Market Thoughts(01:28:08) Custodial vs Self-Custodial Solutions(01:31:56) Closing Remarks and Future PlansVideo: https://primal.net/citadel support dispatch: https://citadeldispatch.com/donatenostr live chat: https://citadeldispatch.com/streamodell nostr account: https://primal.net/odelldispatch nostr account: https://primal.net/citadelyoutube: https://www.youtube.com/@CitadelDispatchpodcast: https://serve.podhome.fm/CitadelDispatchstream sats to the show: https://www.fountain.fm/rock the badge: https://citadeldispatch.com/shopjoin the chat: https://citadeldispatch.com/chatlearn more about me: https://odell.xyz

Sometimes, you have a bad hire. But oftentimes, it's bad onboarding! In this episode of Practical Solutions Day, Kirk Behrendt brings back Adriana Booth, one of ACT's amazing coaches, to help you understand the importance of onboarding and how to do it right. To learn how to onboard — not waterboard — new team members, listen to Episode 911 of The Best Practices Show!Learn More About Adriana:Join Adriana on Facebook: https://www.facebook.com/adriana.boothFollow Adriana on Instagram: https://www.instagram.com/adrimariebSend Courtney an email to learn more about ACT: courtney@actdental.com More Helpful Links for a Better Practice & a Better Life:Subscribe to The Best Practices Show: https://the-best-practices-show.captivate.fm/listenJoin The Best Practices Association: https://www.actdental.com/bpaDownload ACT's BPA app on the Apple App Store: https://apps.apple.com/us/app/best-practices-association/id6738960360Download ACT's BPA app on the Google Play Store: https://play.google.com/store/apps/details?id=com.actdental.join&hl=en_USJoin ACT's To The Top Study Club: https://www.actdental.com/tttGet The Best Practices Magazine for free: https://www.actdental.com/magazinePlease leave us a review on the podcast: https://podcasts.apple.com/us/podcast/the-best-practices-show-with-kirk-behrendt/id1223838218Episode Resources:Watch the video version of Episode 911: https://www.youtube.com/@actdental/videosRegister for ACT's To The Top Study Club (July 18th, 2025): https://www.eventbrite.com/e/climb-with-us-register-for-july-18-2025-ttt-study-club-tickets-1205460116659Register for ACT's To The Top Study Club (July 25, 2025): https://www.eventbrite.com/e/climb-with-us-register-for-july-25-2025-ttt-study-club-tickets-1205497959849Become ACT's BPA Premium Member for the 3-3-3 Onboarding Tool: https://join.actdental.com/users/sign_in?post_login_redirect=https%3A%2F%2Fjoin.actdental.com%2Fc%2Fpractice-coaching-tools%2F3-3-3-onboarding-model#emailBecome ACT's BPA Premium Member for the Check-In Agenda:

When Libby Greiwe realized that most client onboarding processes felt either clunky or cold, she decided to transform her own. What she has developed—based on her years as both a financial advisor and coach—is a system designed to create a seamless, personalized client experience that not only demonstrates professionalism, but also inspires client referrals within their first 100 days with the firm. Libby is the founder of The Efficient Advisor, a coaching and consulting business based in Loveland, Ohio, that helps financial advisors build systems to run their firms with less stress and more efficiency. Listen in as Libby shares how she breaks down onboarding into three 30-day phases, how her firm tracked client “intel” for meaningful personalization, and what she believes is the key to client loyalty and long-term growth. For show notes and more visit: https://www.kitces.com/444

Itai Turbahn is Co-Founder and CEO of Dynamic (https://www.dynamic.xyz), a Web3 authentication platform that simplifies wallet-based login and onboarding through a flexible SDK, combining authentication, smart wallets, and secure key management. Itai shares his journey from product management leadership roles and consulting at the Boston Consulting Group to co-founding Dynamic, a company backed by a16z crypto, Founders Fund, and others. He discusses how Dynamic's growth, milestones, including sponsoring six major hackathons, supporting 400 teams, and powering millions of monthly user logins, has advanced Web3 adoption. Itai dives into the platform's role in simplifying developer workflows, enhancing user onboarding with features like social logins and Global Identities, and his vision for a more intuitive crypto future where wallet infrastructure empowers seamless cross-chain interactions.

Lauren Petrullo, founder of Mongoose Media, dives deep into her revolutionary "Email Triage" strategy—an AI-enhanced approach to onboarding emails that radically departs from stale templates. Learn how she reengineers the traditional 5–14 email sequences into dynamic, ultra-relevant pathways that scale personalization without sacrificing automation. Whether you're running an eComm brand, SaaS startup, or B2B agency, this episode will challenge how you welcome leads and redefine your first impression. Tune in to discover how relevancy rules, and why your welcome email might just be your most powerful sales tool yet.Chapters:00:00:00 - Kicking Off with Lauren's Takeover of Perpetual Traffic00:00:41 - Why “Email Triage” Will Change Everything You Know About Onboarding00:02:27 - The Secret Sauce: Why Relevancy Beats Automation Every Time00:05:10 - Turning Cold Leads into Superfans with Personalized Sequences00:07:27 - What Happens When They Ghost You? Unsubscribes Done Right00:10:05 - Don't Miss This: How to Wow Returning Customers from Email #100:12:13 - Spotting the Serial Sign-Uppers — And Winning Them Back00:18:06 - Desktops vs. Mobile: How Device Data Powers Smarter Emails00:19:55 - Level-Up Time: Inside the Most Advanced Triage Tactics We Use00:21:34 - Crafting Hyper-Personalized Journeys at Scale00:21:59 - “Proof of Life” Emails: The Oddly Effective Trigger You're Ignoring00:23:44 - Beyond the Inbox: Why SMS + Email = Maximum Engagement00:27:13 - Boosting Open and Click Rates Without a Subject Line Trick00:35:03 - They're Not Clicking — Now What? Ninja Moves for Dead Leads00:40:47 - Wrapping with a Challenge: Rethink Your Email Game & Join the CommunityLINKS AND RESOURCES:Tier 11 JobsPerpetual Traffic on YouTubeTiereleven.comMongoose MediaPerpetual Traffic SurveyPerpetual Traffic WebsiteFollow Perpetual Traffic on TwitterConnect with Lauren on Instagram and Connect with Ralph on LinkedInThanks so much for joining us this week. Want to subscribe to Perpetual Traffic? Have some feedback you'd like to share? Connect with us on iTunes and leave us a review!Mentioned in this episode:Free Snapchat CreditsUnbounce - Code PT10off