Podcasts about Onboarding

What's one of the real ceilings on your firm's growth? Often, law firm promotion is one of them because the moment a firm owner wants to elevate someone and a team member wants to grow, the conversation can quietly break down before either side knows how to move forward. In this episode of Great Practice, Great Life, Steve Riley sits down with Patti Paz, coach and facilitator of the Atticus Team Leader Certification Program, to unpack what they call the promotion trap. Patti brings both law firm experience and coaching experience to the conversation, having worked her way through multiple roles inside a law firm and now helping team leaders grow into stronger leaders inside their firms. Steve and Patti walk through the three most common promotion traps that stall advancement. "I'm overwhelmed" can sound like a red light to an owner. "I'm not ready" is often fear dressed up as logic. And "pay me first, then I'll learn it" can create friction, even when the real concern is whether more responsibility will come with enough support. This episode is valuable because it helps both sides use better language. Owners learn how to stop doing drive-by promotions and start setting the right context with time on the calendar, clear expectations, and a real discussion about what needs to come off a team member's plate for a promotion to succeed. Team members learn what promotable behavior looks like in real life: ownership, initiative, better questions, and a willingness to learn. If you are a firm owner who feels stuck, this is a reminder that growth isn't only a business development problem. It's a people development problem. And if you are a team member who wants to move up, this conversation gives you language that opens doors instead of closing them. When promotion works, the owner gains leverage, the team gains leadership, and the firm has more room to grow. ____________ In this episode, you will hear: The promotion trap and why it limits firm growth Three promotion traps and what team members can say instead Why "I'm overwhelmed," "I'm not ready," and "pay me first" can stall a promotion conversation Why drive-by promotions usually backfire How to have a better promotion conversation from both the lawyer's and team member's perspective How the Atticus Team Leader Certification Program can help develop team leaders and test promotability Why firm growth depends on growing your people ___________ Subscribe & Review Never miss an episode. Subscribe on Apple Podcasts, Spotify, or YouTube. ⭐Like what you hear? A quick review helps more people find the show.⭐ If there's a topic you would like us to cover on an upcoming episode, please email us at steve.riley@atticusadvantage.com. ___________ Supporting Resources: Patti Paz, Practice Advisor https://atticusadvantage.com/team/patti-paz/ Team Leader Certification Program: Get $500 off your Team Leader Certification Program! Use promo code: TLC500 https://atticusadvantage.com/law-firm-team-leader-certification/ Ep 117: Onboarding as a Competitive Advantage: 7 Essential Tips for Law Firms with Lori Pulvermacher https://atticusadvantage.com/podcast/strategic-onboarding-for-law-firms/ Ep 10: Train Your Team Members, Free Up Attorneys' Time https://atticusadvantage.com/podcast/train-your-team-members-for-client-intake/  Ep 19: What is a Team Leader and Do I Need One? with Patti Paz https://atticusadvantage.com/podcast/what-is-a-team-leader-and-do-i-need-one-with-patti-paz/ Ep 88: 4 Levels of Team Empowerment with Patti Paz https://atticusadvantage.com/podcast/4-levels-of-team-empowerment-with-patti-paz/ Workshop: The Path to a Great Practice & Great Life https://atticusadvantage.com/workshops/the-path-to-a-great-practice-great-life/ Build My Great Team Mark Wight https://idahoestateplanning.com/about/ Atticus Newsletter https://atticusadvantage.com/newsletter-signup/   ___________ Curious about growing your own practice without burning out? Contact Atticus to see whether our law firm coaching can help you strengthen attorney success, refine your law firm business strategy, and build a practice that actually supports your life. This podcast for lawyers is part of our broader legal podcast library, offering practical insights on how to grow a law firm through stronger law firm leadership, law firm pricing and management, smarter marketing, intentional hiring, efficient operations, healthy law firm culture, and sustainable profitability, all while addressing law firm burnout and the realities of modern practice. You can also sign up for our newsletter to get practical insights on how to grow a law firm: from law firm leadership and management to marketing, hiring, operations, culture, and profitability, so you can build a Great Practice and a Great Life.

Send a textOn the Tiny Marketing Podcast, host Sarah Noel Block interviews Sara Nay, CEO of Duct Tape Marketing, about making the first few hires as a solo consultant. Nay explains that effective hiring starts before the job post by clarifying mission, vision, and values, then running a culture/fit interview before assessing skills. She recommends choosing a first hire by doing a one-week time audit to identify repetitive, draining tasks to delegate—often starting with an executive assistant or account manager to keep the consultant in a strategic role. Nay advocates hiring earlier than feels comfortable by starting part-time (around 10 hours/week) and scaling up. For onboarding, she emphasizes slow ramp-up, training and shadowing on one client at a time, daily check-ins with small task lists, using Loom videos plus checklists, time tracking from day one (e.g., Harvest), and documenting only critical recurring processes by mapping end-to-end client “flows.”00:00 Welcome to Tiny Marketing00:49 Meet Sarah Nay02:11 Hiring That Actually Works02:59 Values First Job Posts05:24 Choosing Your First Hire07:43 Start Part Time and Scale11:37 Onboarding Without Overwhelm15:09 Looms Checklists and Docs17:33 Time Tracking and Profitability22:19 Pricing and Raising Rates25:15 Documenting Core Processes28:13 Where to Find Sarah28:36 Booked Out Blueprint OutroMy Booked Out Blueprint starts with a private 45-minute interview where I learn your business, your goals, and what's actually holding you back. From that, I create a custom roadmap showing your best route to booked out—no fluff, just clarity. It's $397, and if you move forward into Booked Out in Six, that $397 is fully credited. Book Yours Here. Are you tired of prospects ghosting you? With a Gateway Offer, that won't happen.Over the next Ten Days, we will launch and sell our Gateway Offers with the goal of reaching booked-out status!Join the challenge here. Join my events community for FREE monthly events.I offer free events each month to help you master your business's growth through marketing, sales, systems, and offer strategy. Join the community here!Support the showSchedule a Booked-out Blueprint >>> Schedule.Come tour my digital home :) >>>WebsiteWanna be friends? >>> LinkedInLet's chat every Tuesday! >>> NewsletterCatch the video podcast on YouTube >>>YouTubeJoin my event group for live events >>>Meetup

Summary In this episode of the AI for Sales podcast, host Chad Burmeister speaks with Chirag Kulkarni, co-founder and CEO of Hobbes, about the evolving role of AI in sales and customer experience. They discuss how AI is transforming customer interactions, the balance between automation and human touch, and the misconceptions surrounding AI's capabilities. The conversation also touches on emerging technologies, ethical considerations, and the importance of emotional intelligence in sales. Takeaways AI is shifting from automation to augmenting human capabilities. Customers expect software to simplify their tasks. The human element in sales remains crucial despite AI advancements. AI can resolve issues faster, enhancing customer experience. Finding the right balance between AI and human interaction is essential. Misconceptions about AI's intelligence can lead to unrealistic expectations. Humans possess emotional intelligence that AI cannot replicate. Local AI models are set to revolutionize the industry. Transparency in AI interactions fosters trust with customers. Ethical considerations in AI are becoming increasingly important. Chapters 00:00 Introduction to AI in Sales 02:03 The Evolution of Customer Experience with AI 05:28 AI's Role in Onboarding and Customer Retention 09:10 Misconceptions About AI and Its Capabilities 12:48 Balancing AI Automation with Human Touch 16:38 Emerging Technologies in AI 20:09 Ethical Considerations in AI The AI for Sales Podcast is brought to you by BDR.ai, Nooks.ai, and ZoomInfo—the go-to-market intelligence platform that accelerates revenue growth. Skip the forms and website hunting—Chad will connect you directly with the right person at any of these companies.

Hiring processes are full of design choices that nobody ever questions. Requirements that sound reasonable but aren't defined. Formats that have stayed the same for decades. Onboarding systems built for one type of learner. Talented people are being screened out, not because they can't do the job, but because of how the process itself is designed. These aren't people failures; they're design failures that quietly exclude the people organisations most need. So how do we actually design hiring in a way that works for everyone? My guest this week is Theo Smith, author of the new book Designed for Humans: Rethinking Work in the Age of AI. In our conversation, he shares practical ways to spot and fix the system design flaws hiding in plain sight across the hiring process. In the interview, we discuss: Why people aren't always the problem The hidden barriers in job ads Probation periods as red flags Why structured interviews still fail How people mask gaps at work AI is accelerating flawed system design. Onboarding as a critical failure point Designing workplaces for humans Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Options for Success: A PhD's Guide to Navigating Career Transitions and Thriving in Your Next Professional Chapter (Oxford UP, 2025) is a transformative, step-by-step guide designed for early to mid-career academics exploring career paths beyond faculty roles and into careers in industry. This book speaks directly to PhDs asking "What's next?" as they consider their career options beyond the faculty. Blending narrative, practical workbook exercises and real-life examples, Options for Success empowers readers to reimagine their career expectations, navigate the complexities of career transition, and align their professional paths with their personal values and goals.At the heart of this guide is the Options for Success framework, a seven-step process that takes readers through the phases of career change-from Detox, making mental and emotional space for new opportunities, to Onboarding, integrating into new roles with insight into workplace dynamics. With tools like the Ecosystems and Economies framework and Professional Profile Pillars, readers can inventory their skills, evaluate their core strengths, and identify careers that align with their values. The Translational Power of Action Verbs exercise encourages academics to shift from a "knowing lens" to a "doing lens," while the Power Story Method helps them translate their achievements into impactful stories that resonate with potential employers.The book also addresses the "messy middle" of job searching, equipping readers with strategies to maintain momentum and resilience through self-care practices and targeted skills building. Unlike traditional career guides, Options for Success is rich with templates, scripts, and sample materials, from hybrid CV-résumés to informational interview guides and bios, offering readers the practical support they need to articulate their unique value effectively.Career transition stories from PhDs across disciplines illustrate the real-world application of these principles across a range of fields and roles, showing diverse pathways into impactful, fulfilling careers. Written in a coach's voice-approachable, empathetic, and filled with generative questions-Options for Success feels like having a personalized career coach, guiding readers to explore, evaluate, and act with confidence. Options for Success is an essential companion for any PhD ready to transition beyond the faculty and into new professional possibilities. Fatimah Williams, Ph.D., is an executive coach, speaker, and founder of Professional Pathways. A cultural anthropologist with over 15 years of consulting experience, she has advised organizations like the National Institutes of Health, the Urban League, and more than 30 colleges and universities on leadership development, organizational strategy, and career growth. Her thought leadership appears in both academic and popular outlets, including The Chronicle of Higher Education and Essence. A former career services leader at the University of Pennsylvania, she also has served on the board of the University of Virginia Alumni Association and the advisory council of the Zimmerli Art Museum. She is the author of three books, Be Bold, Professional Pathways Planner, and her newest book, Options for Success, published by Oxford University Press, which guides PhDs through career transitions and the messy middle of reinvention. Reighan Gillam is Associate Professor in the Department of Latin American, Latino, and Caribbean Studies at Dartmouth College. Her research examines the ways in which Afro-Brazilian media producers foment anti-racist visual politics through their image creation. She is the author of Visualizing Black Lives: Ownership and Control in Afro-Brazilian Media (University of Illinois Press). Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

Options for Success: A PhD's Guide to Navigating Career Transitions and Thriving in Your Next Professional Chapter (Oxford UP, 2025) is a transformative, step-by-step guide designed for early to mid-career academics exploring career paths beyond faculty roles and into careers in industry. This book speaks directly to PhDs asking "What's next?" as they consider their career options beyond the faculty. Blending narrative, practical workbook exercises and real-life examples, Options for Success empowers readers to reimagine their career expectations, navigate the complexities of career transition, and align their professional paths with their personal values and goals.At the heart of this guide is the Options for Success framework, a seven-step process that takes readers through the phases of career change-from Detox, making mental and emotional space for new opportunities, to Onboarding, integrating into new roles with insight into workplace dynamics. With tools like the Ecosystems and Economies framework and Professional Profile Pillars, readers can inventory their skills, evaluate their core strengths, and identify careers that align with their values. The Translational Power of Action Verbs exercise encourages academics to shift from a "knowing lens" to a "doing lens," while the Power Story Method helps them translate their achievements into impactful stories that resonate with potential employers.The book also addresses the "messy middle" of job searching, equipping readers with strategies to maintain momentum and resilience through self-care practices and targeted skills building. Unlike traditional career guides, Options for Success is rich with templates, scripts, and sample materials, from hybrid CV-résumés to informational interview guides and bios, offering readers the practical support they need to articulate their unique value effectively.Career transition stories from PhDs across disciplines illustrate the real-world application of these principles across a range of fields and roles, showing diverse pathways into impactful, fulfilling careers. Written in a coach's voice-approachable, empathetic, and filled with generative questions-Options for Success feels like having a personalized career coach, guiding readers to explore, evaluate, and act with confidence. Options for Success is an essential companion for any PhD ready to transition beyond the faculty and into new professional possibilities. Fatimah Williams, Ph.D., is an executive coach, speaker, and founder of Professional Pathways. A cultural anthropologist with over 15 years of consulting experience, she has advised organizations like the National Institutes of Health, the Urban League, and more than 30 colleges and universities on leadership development, organizational strategy, and career growth. Her thought leadership appears in both academic and popular outlets, including The Chronicle of Higher Education and Essence. A former career services leader at the University of Pennsylvania, she also has served on the board of the University of Virginia Alumni Association and the advisory council of the Zimmerli Art Museum. She is the author of three books, Be Bold, Professional Pathways Planner, and her newest book, Options for Success, published by Oxford University Press, which guides PhDs through career transitions and the messy middle of reinvention. Reighan Gillam is Associate Professor in the Department of Latin American, Latino, and Caribbean Studies at Dartmouth College. Her research examines the ways in which Afro-Brazilian media producers foment anti-racist visual politics through their image creation. She is the author of Visualizing Black Lives: Ownership and Control in Afro-Brazilian Media (University of Illinois Press). Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/anthropology

In episode 243, Coffey talks with Dan Dalton about using personality profiles to improve hiring, onboarding, team dynamics, and organizational effectiveness.  They discuss the evolution of personality assessments from paper-based tools to data-driven platforms; appropriate and inappropriate uses of DISC and Predictive Index in hiring decisions; leveraging behavioral data to ask better interview questions; customizing onboarding to match communication preferences and learning styles; aligning managers and employees through mutual self-awareness; using profiles to strengthen team composition and collaboration; applying personality insights to performance coaching conversations; reducing turnover by adapting leadership styles to employee needs; helping young people gain early self-awareness for career decisions; and identifying the “personality” of an organization through mission statements and customer feedback.  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/EP243  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:  Since 1995 Dan Dalton has worked in various HR roles as Trainer, Recruiter, HR Generalist, Manager, Director and Employee Relations Consultant.  Dan has worked in the Banking industry with JP Morgan Chase and Southwest Bank, the retail industry with Neiman Marcus and the health care industry with, Texas Health Resources, Voyager Hospice Care, McKesson Specialty Health, Texas Oncology, EVP Eye Care and in manufacturing with Oil States Industries. Most recently, Dan has founded P3:14 Consulting focusing on helping organizations and individuals strive to reach their potential. Dan has held a Human Resources professional certification since 2005 and presently holds a HRCI Senior HR Professional (SPHR) certification as well as a SHRM-SCP certification.  Dan earned a BBA in Marketing with a minor in Economics from Southwestern University and an MS in HR Management from University of Texas at Arlington (UTA). Dan has served with Fort Worth HR (local SHRM chapter) as board member and Past President and has served as a member of the Board of Directors of the Christian Women's Job Corp of Greater Arlington where he facilitates workshops on resume writing and interview preparation. Dan has been married to Brandi since 1987 and has a son, Calvin James (CJ), daughter-in-law Caiti and two grandchildren Cannon and Charlie. Dan also enjoys binge watching Netflix and Prime shows, ski vacations and any time spent in the mountains. He is an avid baseball fan and has played softball and golf most of his life. Dan and his family are active members at First Baptist Church of Arlington, where he is a member of the choir and contemporary praise team and a Sunday School teacher.  Dan Dalton can be reached at https://p314consulting.com  https://www.linkedin.com/in/dandaltonsphr    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: Identify appropriate uses of personality assessments in hiring and performance management. Apply behavioral profile insights to improve onboarding and manager-employee communication. Evaluate team composition and organizational alignment using personality data.  

Our host, Hilary Knight, speaks with Alex Costas of Bloomberg Connects about the nonprofit's history and mission – and how its free platform and dedicated support team help institutions and districts worldwide tell their own stories through thoughtful digital storytelling.External references: Bloomberg Connects: https://www.bloombergconnects.org/ Bloomberg Philanthropies Arts: https://www.bloomberg.org/arts/ Denver Art Museum on Bloomberg Connects: https://www.denverartmuseum.org/en/bloomberg-connects Museo de Arte Popular: https://www.map.cdmx.gob.mx/ Portland Japanese Garden: https://japanesegarden.org/visitvirtually/ About our guest:Alex Costas is the Global Head Recruitment, Onboarding & Relationship Management at Bloomberg Connects, the free arts and culture app that offers digital guides to hundreds of cultural organizations around the world. Prior to joining Bloomberg Connects, Alex worked with the City of New York at the New York City Economic Development Corporation and NYC Tourism & Conventions encouraging businesses and tourists to choose NYC. Alex is a native New Yorker, a resident of Brooklyn. + 

Reformed Design Co: Website Design, Organic Marketing, and Growing from Marion, IllinoisHosts Jennifer Olson and Russell Williams welcome Ben Childers of Reformed Design Co, a Marion, Illinois-based creative marketing agency specializing in website design, branding, and digital ads. Childers shares how he moved from an SIU marketing degree into small-business roles that grew into running marketing for four businesses, then launched Reform Design Co in 2023. He explains the company name's roots in “always reforming,” discusses hiring his brother and using project-based help, and describes common website pitfalls like “build it and forget it,” emphasizing ongoing maintenance and regular updates. He outlines a marketing approach that prioritizes organic channels before paid ads, compares retail vs e-commerce customer loyalty, notes frustrations with platform support, recommends Alex Hormozi's resources, and offers free 30-minute website audits at reformedco.com while aiming to expand local client work by 2026.00:00 Welcome and Sponsors00:50 Meet Ben and Reformed Design01:34 From SIU to Agency Founder03:03 Why the Name Reform04:07 Team and Website Focus05:24 Websites Need Maintenance06:48 Marketing Basics for Owners07:45 Organic First Social Strategy10:43 Onboarding and Leaky Bucket12:03 Entrepreneur Challenges and Learning14:31 Scaling Locally15:25 Delegating Coding Work16:40 AI Design Pitfalls18:06 Naming and SEO Basics20:15 Client Niches Split20:49 Retail vs Ecommerce23:16 Website Updates Matter24:39 Marketing Degree Advice28:26 Why and How to Connect30:00 Sponsors and Wrap UpRecorded at EThOs Small Business Incubator and Co-working Spaces in Marion, Illinois.https://members.ethosmarion.org/ SUBSCRIBE TO THE PODCASTOur guest: https://reformedco.com/

To learn more about Breakthrough Academy, click here: https://trybta.com/EP263 Make training your next hire a breeze by grabbing a copy of our training checklist template: https://trybta.com/DL263 High employee turnover is killing profitability in the trades. And unfortunately, there is no quick fix.In this episode of Contractor Evolution, we sit down with Mike Matalone, author of Hire. Train. Retain., to break down exactly why you're losing your best people and how to stop the bleeding.Managing employee retention isn't just about paying more; it requires building robust systems at every stage of the employee lifecycle. Mike reveals the secrets to unlocking 40-60% more productivity from your current team by tapping into their "discretionary effort."If construction hiring and retention are constantly giving you headaches, this episode gives you the blueprint to build a culture that keeps top talent engaged for the long haul. You'll learn the difference between hiring for roles versus people, the three onboarding steps that make new hires stick, and why career paths often matter more to your crew than their paycheck.Check out Mike's book here: https://www.amazon.ca/Hire-Train-Retain-People-Things/dp/057855143800:00-Intro03:34-Why New Hires Leave in the First 90 Days06:42-The XP3 Talent System and People Systems11:17-Shifting from Management to Coaching and Creating Careers14:19-Role Clarity and Defining Success in Hiring21:17-The Importance of Personality, Skill, and Core Values in Hiring35:24-Training and Onboarding Objectives: Creating an Amazing Experience50:17-Retention Strategies and Interviewing for Fit

In this episode, I dive into the crucial role member onboarding plays in the overall success and retention rates of your membership business.I share why retention efforts need to begin from the very moment a new member joins and not just when cancellation looms.We'll explore the three essential pillars every onboarding process must include to supercharge your members' long-term engagement.If you want your members to stick around and love being part of your community, this episode is for you.In this episode:Why is member onboarding so critical for retention, and when should it actually start?What are the three core components every successful member onboarding process needs?How can you structure your onboarding to support members throughout their first 90 days, not just the first few days or weeks?What practical steps can you take to affirm, acclimate, and advance your members to maximize their satisfaction and results?Thank You For ListeningI really appreciate you choosing us and for supporting the podcast.What's your next step?If you haven't launched your membership yet, I've made my signature Membership Roadmap Course completely FREE, walking you through exactly how to get set up for success!Already have a membership and looking to grow and scale? Join me inside Membership Academy where I'll help you take your membership to the next level.And if you found this episode valuable, I'd be eternally grateful if you would leave an honest review and rating for the show. They're extremely helpful when it comes to reaching our audience, and I read each and every one!Key Quotes & Takeaways:"Retention starts day one, minute one. The second someone joins your membership, the clock is ticking and the first impression is absolutely vital.""So first and foremost, if you don't have an onboarding process in your membership, this is your top priority. So many memberships have horrendous churn and the reason is because they do not have member onboarding.""Truly effective member onboarding goes way beyond just those first 30 days. Ideally, you want to have a strategy in place that is mapped around at least the first 90 days that someone is in your membership.""It's about us thinking, okay, where are the knowledge gaps? What does someone need to understand how to do in terms of functionally using this membership in order to get the best from it."

KeywordsLeadership, Joy, Mattering, Workplace Culture, Hiring for Character, Storytelling, Optimism, Resilience, Service, Organizational Health, Chief Joy OfficerWhat if joy isn't the byproduct of great leadership… but the job itself?In this episode of Lassoing Leadership, Jason Rogers and Garth Nichols sit down with Rich Sheridan, CEO of Menlo Innovations and author of The Chief Joy Officer, to explore a deceptively simple question: Why don't more leaders take joy seriously?Rich makes the case that joy isn't fluffy. It's foundational. It drives engagement. It shapes culture. It improves outcomes. And perhaps most importantly—it reminds people that their work matters.We talk about what it really means to hire for joy (hint: it's not about personality tests), how onboarding sets the emotional tone for an organization, and why optimism is often the braver choice. Rich shares stories from Menlo that demonstrate how intentional culture building can change not just performance—but people.This conversation weaves together storytelling, resilience, and service. It asks leaders to look in the mirror and consider:Take AwaysJoy is not a perk — it is a leadership responsibility.Culture doesn't happen by accident. It is designed, reinforced, and protected.Hiring for collaboration and character beats hiring for résumé shine.Onboarding is storytelling — it teaches people what really matters.Optimism is a discipline, not a personality trait.Service to others is the heartbeat of sustainable joy.Leaders must model presence — joy requires engagement, not distance.Resilient cultures are built on trust, safety, and shared purpose.Storytelling is how leaders transfer belief.Ted Lasso isn't naïve — he's intentional.Soundbites“We need joy now more than ever.”“Joy is in the service to others.”“Optimism is the harder path — but it's the better one.”“Culture is built in the moments no one thinks matter.”“Keep lassoing on.”Chapters00:00 – Why Joy Belongs in the Leadership Conversation05:35 – The Business Case for Joy09:25 – What Joy Actually Means (and What It Doesn't)11:09 – Hiring for Collaboration, Not Ego14:26 – Onboarding as Cultural Storytelling16:04 – Optimism: Naïve or Necessary?20:26 – The Hard Work of Protecting Culture23:57 – If the Leader Isn't Feeling Joy… Then What?26:05 – Why Storytelling Changes Everything28:57 – Service, Purpose, and the Long Game of Leadership

Modern enterprise leaders face a critical strategic challenge in balancing seamless digital onboarding with the increasing threat of sophisticated, AI-driven fraud. In this episode, Mary Ann Miller, VP of Client Experience and Fraud Advisor at Prove, unpacks why a robust "welcome mat" strategy centered on high-assurance identity verification enables the safe scaling of high-value services and drives institutional ROI. The conversation examines the implementation of endpoint bot protection to counter agentic AI attacks, the transition to intelligent data pre-fill to reduce abandonment, and the role of tokenized identity in creating a persistent, frictionless customer experience. Want to share your AI adoption story with executive peers? Click emerj.com/e2 for more information and to be a potential future guest on Emerj's flagship 'AI in Business' podcast.

adscf miasef;hfeh fs foiajf ;j asv rfjrsvl;kca klsdcm afe asrarskgvnsdfv;ok fijaef;klsfasdc asfcijas aoijasefaCDMWADAihsr 20ru9wa feoiasv;k meowCharot lang. Eto na, we tried - as in we REALLY tried ang Cat for Cash. Undiniable parin naman ang chemistry ni First at Khaotung pero... sa mga pusa? Nag-wowork ba? --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

Jesse Genet shares how she built a team of AI agents to transform homeschooling, family life, and personal productivity without a software background. She explains how agents like an AI chief of staff, curriculum planner, and content creator help design personalized lessons, analyze kids' learning, manage educational toys, and even run TikTok. The conversation covers practical delegation workflows, guardrails and trust, and why she treats AIs like employees with onboarding and clear roles. Jesse also explores local models, privacy, and how AI in the home could reshape future work and family life. Use the Granola Recipe Nathan relies on to identify blind spots across conversations, AI research, and decisions: Sponsors: VCX: VCX, by Fundrise, is the public ticker for private tech, giving everyday investors access to high-growth private companies in AI, space, defense tech, and more. Learn how to invest at https://getvcx.com Claude: Claude is the AI collaborator that understands your entire workflow, from drafting and research to coding and complex problem-solving. Start tackling bigger problems with Claude and unlock Claude Pro's full capabilities at https://claude.ai/tcr Serval: Serval uses AI-powered automations to cut IT help desk tickets by more than 50%, freeing your team from repetitive tasks like password resets and onboarding. Book your free pilot and guarantee 50% help desk automation by week 4 at https://serval.com/cognitive Tasklet: Tasklet is an AI agent that automates your work 24/7; just describe what you want in plain English and it gets the job done. Try it for free and use code COGREV for 50% off your first month at https://tasklet.ai CHAPTERS: (00:00) About the Episode (04:57) Homeschooling context and AI (15:55) Building an AI team (Part 1) (19:51) Sponsors: VCX | Claude (23:18) Building an AI team (Part 2) (31:03) Onboarding agents like employees (Part 1) (38:12) Sponsors: Serval | Tasklet (40:31) Onboarding agents like employees (Part 2) (40:57) Context, models, and privacy (48:47) AI intimacy and rights (56:19) Coordinating agents in Slack (01:02:19) Designing an agent superapp (01:08:35) Agent trust and kids (01:17:57) Voice interfaces for families (01:29:51) Curated screens and automations (01:40:28) Sharing setups and software (01:48:43) Local sovereignty and kid devices (01:59:26) Work, disruption, and play (02:04:58) Episode Outro (02:07:45) Outro PRODUCED BY: https://aipodcast.ing

Employee onboarding can make or break your firm, and many firm owners learn that lesson the hard way.  In this episode, Nicole shares what she has learned through trial and error about building an onboarding process that actually works.  She explains how clear workflows, training videos, and a structured 30-60-90 day plan can transform a new hire's experience, increase productivity faster, and strengthen your firm's culture.  If you want employees who feel confident, supported, and ready to contribute, this episode walks through the practical steps to make that happen.  Enjoyed this episode? Join a network of like-minded women at http://cpamoms.com/start and get the support you need to build the practice you want.

In this week's episode of the Do Good to Lead Well podcast, I speak with Vanessa Druskat, a globally recognized expert in team performance and author of "The Emotionally Intelligent Team." Vanessa shares the inspiration behind her research, highlighting the gap between anecdotal advice and evidence-based practices for building successful teams. She discusses the importance of cultivating esprit de corps—meaning a sense of belonging, value, and psychological safety—within teams, and emphasizes that this must come from both leaders and team members.Our conversation explores practical norms and routines that emotionally intelligent teams use, dispelling myths around individual emotional intelligence versus collective TeamEI. Vanessa provides actionable examples, such as brief check-ins, team charters, and structured feedback mechanisms, underscoring the need for leaders to be intentional, especially in remote or hybrid environments. Questions from the live audience explored topics such as the role of team charters, overcoming ineffective norms, and the courage required to embrace feedback and conflict constructively. The episode is packed with research-backed insights and practical strategies to help leaders create high-performing, emotionally intelligent teams.What You'll Learn- Great teams do things differently… and intentionally.- The importance of assessing your team's norms (anonymous surveys work wonders!).- Develop a charter and revisit it regularly.- Make feedback part of your culture rather than a once-a-year event- How to lead remote/hybrid teams effectively.- Why you want to finish meetings with a Plus/Delta.Podcast Timestamps(00:00) – Welcome to the Podcast(10:25) - Defining Team Emotional Intelligence vs Individual EQ(19:56) - Common Team Norms: Good, Bad, and Misunderstood(24:32) - Creating and Using Team Charters(27:12) - Activities to Build Understanding and Belonging(32:11) - Best Practices for Team Assessment(36:54) - Feedback and Accountability in Emotionally Intelligent Teams(41:20) - Constructive Conflict and Avoiding Sidebar Conversations(49:33) - Emotional Intelligence in Remote and Hybrid Teams(54:33) - Final ReflectionsKEYWORDSPositive Leadership, Emotional Intelligence, Team Emotional Intelligence, Team Norms, Self-awareness, Psychological Safety, Feedback Culture, Team Rituals, Team-Building, High-Performing Teams, Team Assessment, Team Charter, Remote Teams, Hybrid Teams, Collaboration, Accountability, Sense of Belonging, Respect, Onboarding, Team Effectiveness, CEO Success

On the podcast: why web onboarding should sell the problem instead of the solution, how discounted paid trials are beating free trials, and why creative that flopped for app ads might crush it for web funnels.This conversation is shorter than usual and will be featured in RevenueCat's State of Subscription Apps report. Each episode in this series will explore one crucial topic and share actionable insights from top subscription app operators.Top Takeaways:

In episode 242, Coffey talks with Lee Colan about rebuilding human connection in a technology-driven, hybrid workplace.  They discuss the loneliness epidemic and its impact on employee wellbeing; differences between social isolation and emotional loneliness; remote work and the rise of frictionless digital experiences; Gallup and BetterUp data on workplace friendships and retention; the decline of socializing with coworkers outside work; practical rituals like high-low check-ins during meetings; the cultural effects of hybrid work and hot desking; personalization of workspaces to reinforce belonging; AI disruption of career paths and entry-level roles; the growing value of human-centered leadership skills; and a four-step model for building meaningful professional relationships.  Lee Colan's next book “The Connection Key: How to Unlock Your Positive Impact and Enhanced Wellbeing” releases in September.  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/EP242  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:  Lee J. Colan, Ph.D. is Lee is an organizational psychologist and CEO advisor. He possesses a rare combination of skills as a corporate executive, business consultant, thought leader, prolific author, artful facilitator, and engaging presenter.   Lee applies an in-depth understanding of business, science, people, and organizations to help leaders and organizations grow. As a result, he quickly helps leaders bring order where there is chaos, clarity where there is ambiguity and growth where there is decline. Lee is a John C. Maxwell Leadership Award finalist and Thinkers50 nominee for Top Management Thinker globally.  He has authored 16 popular leadership books that have been translated into 10 languages, including the bestselling Engaging the Hearts and Minds of All Your Employees, Stick with It: Mastering the Art of Adherence and Healthy Leadership. He has also created over 50 products that equip and encourage leaders at every level. Expertise CEO advisement, executive coaching, strategy planning and execution, employee engagement, keynote speaking, leadership training.  Education Doctoral degree, Organizational Psychology, George Washington University Bachelor's degree, Psychology and Communications, Summa Cum Laude, Florida State University Background  Lee brings 25 years of hands-on industry and consulting experience to his clients. He worked in various leadership roles with American Airlines, Sandoz (Novartis) and FoxMeyer (McKesson). He also held consulting positions with two premier firms: Booz, Allen & Hamilton and Mercer. His last corporate post was as Vice President for Physician Reliance Network (U.S. Oncology), one of the fastest growing NASDAQ companies at the time.  Lee currently serves as an Independent Director and member of the Personnel Committee for Pacific Seafood Group, the largest vertically integrated seafood company in North America. He is a former director for Aztec Systems who was ultimately sold to a private equity firm. He also served on the Advisory Board for ASSET InterTech who was acquired in 2021 by Constellation Software.  Lee Colan can be reached at https://thelgroup.com https://www.linkedin.com/in/leecolan  https://www.facebook.com/TheLGroupInc  https://www.instagram.com/leecolan  https://www.youtube.com/user/LeeJColan  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.   Learning Objectives: Identify the business impact of workplace loneliness and disconnection. Apply a simple four-step model to strengthen team relationships. Embed connection-building rituals into meetings and daily leadership practices. 

Send a textFrom AI tools and scope creep to finding your first clients and onboarding systems, whether you're just dreaming about starting a bookkeeping business or you're a few years in, there's something in here for you.In this episode you'll hear:How I use AI in my firmPricing, scope creep, and tough money conversationsFinding your first five clientsOnboarding processResources mentioned in this episode:Bookkeeping Biz Workshops: https://www.ambitiousbookkeeper.com/workshopsOnboarding Templates Freebie: https://www.ambitiousbookkeeper.com/onboardingElevate: https://www.ambitiousbookkeeper.com/elevateBookkeeping Business Accelerator: https://www.ambitiousbookkeeper.com/bbaEffortless Client Requests: workflowqueen.comBecome a Bookkeeper: https://www.katieferro.com/a/38894/2PQNgtvvDubsado Decoded: https://kendracourtney.com/dubsado-decoded/Akadian QBO: https://fastandeasyqbo.samcart.com/referral/qbo-basic/8Duca0gOuAg8wpjFBookkeeper Launch: https://sk293.isrefer.com/go/BLFS/SS64/Affiliate LinksXero: https://xeroamericas.partnerlinks.io/79afz10exu7dQuickBooks Online: https://www.referquickbooks.com/s/Serena4Dubsado: https://www.dubsado.com/?c=shoupcpaGusto: https://gusto.com/r/1bjHmContent Snare: https://contentsnare.com/#_r_serena58Clockify: https://clockify.me/?fpr=qyebl2Thanks for listening. If this episode inspired you in some way, take a screenshot of you listening on your device and post it to your Instagram stories and tag me @ambitiousbookkeeperFor more information about the Ambitious Bookkeeper Podcast or interest in our programs or mentoring visit our resources below:Visit our website: https://www.ambitiousbookkeeper.comFollow the Blog: https://www.ambitiousbookkeeper.com/blogConnect on Instagram: https://www.instagram.com/ambitiousbookkeeperConnect on Threads: https://www.threads.net/@ambitiousbookkeeperConnect on Facebook: https://www.facebook.com/serenashoupcpaThank you for your support of our show. If you haven't left a review yet it's super simple. Please go to ambitiousbookkeeper.com/podcast and leave your review.Podcast Publishing Tools we use:Editing → Sabr Media LLC: https://www.iangilliam.com/sabr-media-llcDescript: Join the Bookkeeping Biz Workshops | Mar 9-11 | Daily @ 3 PM Pacific >>

In this episode of Millions Were Made, Jessica Marx is joined by Brooke Dumas for a focused discussion on the role of AI in business strategy—and why founders must be careful not to confuse automation with leadership.As AI tools become more accessible and widely adopted, many business owners are using them to generate marketing plans, onboarding systems, offers, and internal processes. While AI can be highly effective as a research and support tool, Jessica and Brooke explain why it is not equipped to deliver true strategy, future forecasting, or market leadership—especially for six- and seven-figure businesses.They also explore the structural limitations of AI, including its reliance on historical and unvalidated data, its inability to think futuristically, and its tendency to agree rather than challenge assumptions. Through real-world examples from marketing, hiring, onboarding, and product development, they outline where AI adds value and where human expertise remains essential.This episode provides practical guidance for founders who want to integrate AI into their businesses responsibly—without outsourcing critical thinking, vision, or strategic decision-making.Listen now!Mini-timeline00:21–02:40 — Why AI strategy is a critical topic for founders right now02:41–03:20 — Can AI actually provide a real business strategy?03:21–05:45 — The limitations of AI-generated insights05:46–8:15 — Why AI-driven strategies are often outdated upon execution08:16–09:45 — The issue with AI agreeing instead of challenging assumptions09:46–12:25 — Expert decision-making versus automated responses12:26–14:50 — Why founders relying solely on AI will struggle to scale14:51–16:10 — Will AI replace businesses—or expose weak leadership?16:11–18:45 — Where AI is most effective18:46–20:30 — Using AI to gather data without replacing expertise20:31–22:10 — Why AI should be one input, not the only source22:11–23:45 — Onboarding and operational risks of AI-generated systems23:46–24:55 — Why effective onboarding requires business-specific design24:56–26:00 — Final guidance for founders using AI strategicallyResourcesFollow @millionsweremade on Instagram for frameworks + strategy tipsConnect with Jessica:Instagram: @millionsweremade | @thejessicamarxWork with Jessica: Tailored PremierWebsite: Millions Were Made

Todd Miller and co-host Ryan Bell welcome Austin Rosenbaum of Demand IQ to discuss rapid changes in home improvement marketing and lead generation, focusing on pricing transparency and instant online estimates.Austin explains how Demand IQ evolved from a data-driven marketing agency into a software platform that helps contractors provide online budget estimates to qualify leads, reduce friction, and improve conversion. He describes contractor adoption challenges since 2019, noting increased interest in the past year, and outlines how COVID accelerated digital shopping behavior, especially among millennials and Gen Z.The episode highlights Google's new “online estimates” search filter and the risks of ignoring deep-funnel channels like Google and Meta. Austin shares results from a contractor case study, explains onboarding steps to rank for online estimates, and predicts AI agents will increasingly shop and gather quotes on homeowners' behalf.Timestamps00:00 Welcome and Intro00:47 Challenge Words Explained01:21 Marketing Is Changing Fast02:02 Meet Austin Rosenbaum02:32 Origin Story and Analytics04:23 Demand IQ and Instant Estimates07:22 Contractor Pushback on Pricing09:43 COVID and New Buyer Behavior12:18 Google Online Estimates Filter14:40 Risks of Old School Marketing16:21 What Homeowners Want First18:31 Case Studies and Use Cases20:58 Onboarding and Ranking Steps24:06 AI Agents and The Future26:29 Calculator vs Pricing Table30:32 Final Thoughts and Rapid Fire36:07 How to Connect With Austin37:40 Challenge Words and Wrap Up38:22 Closing Thanks and Sign OffConnect with Austin OnlineLinkedIn: https://www.linkedin.com/in/austinrosenbaum/Website: https://www.demand-iq.com/For more Construction Disruption, listen on Apple Podcasts or YouTubeConnect with us on Facebook, Instagram, or LinkedInThis episode was produced by Isaiah Industries, Inc.Construction Disruption was recently featured in this 15 Best Podcasts for Contractors list!This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrp

Alex Grant  

Willkommen zu Unternehmerwissen in 15 Minuten. SMART das Kurzformat. Mein Name ist Rayk Hahne, Ex-Profisportler und Unternehmensberater.   Wir starten sofort mit dem Training.   Dich erwarten heute:   Onboarding, das Kündigungen verhindert: Die ersten 7 Tage   Wichtigster Punkt aus dem heutigen Training?   Wie Kunden nachhaltig bleiben!   Die Folge teilst Du mit dem Link: raykhahne.de/1276 .   Rayk Hahne ist Ex-Profisportler, Unternehmensberater, Autor und Podcaster. Er ist als Vordenker in der Unternehmensberatung und unternehmerischen Weiterentwicklung bekannt und ermutigt Unternehmer aller Entwicklungsstufen, sich aus dem operativen Tagesgeschäft ihres Unternehmens zurückzuziehen, um mehr Zeit andere Lebensbereiche zu gewinnen. Seine sportliche Disziplin und seine Erfahrung aus 10+ Jahren Unternehmertum nutzt er, um so vielen Unternehmern wie möglich dabei zu helfen, ihren „perfekten Unternehmertag" auf Basis individueller Ressourcen und Ziele für sich umzusetzen. Die kompletten Shownotes findest du unter raykhahne.de/1276

In this episode of ASCII Anything, Moser's Janie Stryjewski and Sam Ly join us to explore why onboarding and offboarding matter more than ever in modern organizations. From security and compliance to culture and employee experience, these processes form the bookends of the employee lifecycle. We discuss the critical role of IT in creating smooth, secure, and human-centered transitions, and how organizations can avoid costly missteps like access issues, data exposure, or inconsistent communication. Whether you're in HR, IT, leadership, or operations, this conversation will equip you with practical insights to strengthen trust, improve retention, and protect your organization from risk. Because every “hello” and every “until next time” deserves to be done well.

In episode 241, Coffey talks with Neil Katz news and media items from the past month, including who HR is “for”, managing AI agents, and mental-health-related gaps in employment.  They discuss HR's responsibility to conduct impartial workplace investigations based on evidence; the misconception that HR exists primarily as employee advocates; aligning HR strategy with revenue, margin, and organizational mission; the decline of transactional HR through automation and outsourcing; fractional HR leadership for small and midsize businesses; managing autonomous AI agents within organizational structures; developing AI operational literacy and new leadership competencies; redefining KPIs in an AI-enabled workplace; and best practices for addressing employment gaps during hiring.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP241  Media mentioned in this podcast:   If HR Isn't There to Help You, Who Is HR For? — Dallas Employment Lawyer Blog — February 9, 2026 To Thrive in the AI Era, Companies Need Agent Managers How do explain a gap year taken for mental health. : r/jobsearchhacks  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:  Neil Katz is the founder and CEO of Exceptional HR Solutions, a leading provider of fractional HR leadership for small and mid-sized businesses across the U.S. With over 25 years of experience at the intersection of people and business strategy, Neil leads a national team of 20+ seasoned HR partners dedicated to helping companies scale, evolve, and thrive. His firm delivers end-to-end HR solutions—from talent acquisition and organizational development to compliance, culture, and leadership alignment.  Under Neil's leadership, Exceptional HR Solutions has become a go-to resource for growth-focused companies in industries ranging from retail and healthcare to manufacturing, technology, and professional services. He is widely recognized for building agile, scalable HR infrastructures that empower leadership, strengthen teams, and deliver measurable business impact. While his primary focus is on growing Exceptional HR Solutions, Neil also serves selectively as an executive advisor, helping founders, CEOs, and leadership teams navigate strategic and organizational change. He holds an MBA from Amberton University, a BA in Business Administration from Texas Lutheran University, and advanced training in executive coaching from the University of Texas at Dallas. He is SHRM-certified and respected for his strategic insight and people-first leadership style. Neil is a frequent guest on industry podcasts and a sought-after speaker at conferences and webinars, where he shares practical insights on fractional leadership, scalable HR strategies, and the evolving role of human resources in high-growth environments.  Outside of his professional work, Neil serves on the board of Hope International, a Dallas-based adoption agency, and previously served on the board of directors at Halo Senior Care, a for-profit business focused on elder care. He has also served with nonprofit organizations such as Gift of Adoption, reflecting his deep commitment to service and community.  Neil Katz can be reached at  https://exceptionalhrsolutions.com https://www.linkedin.com/company/exceptional-hr-solutions https://www.facebook.com/exceptionalhrS https://www.instagram.com/exceptional_hr_solutions_ https://twitter.com/exceptional_hrs https://www.youtube.com/@ExceptionalHRSolutions  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Understand how HR can balance legal compliance with business performance and employee trust. Identify emerging le...

Maggie Love, Founder and CEO of SheFi, discusses the critical role of the community in managing decentralized spaces and making crypto accessible and relatable for all. She delves into the importance of building technology that works for everyone (not just early insiders), and details the urgent mission she's on with SheFi: to ensure women aren't left behind in the next era of the Internet. Key Takeaways:  SheFi's collaboration with Brave, including scholarships offered for their next cohort What real crypto onboarding should look like: education beyond buzzwords Why community is the missing layer in crypto adoption, and current friction points holding Web3 back How AI and crypto may collide at both the application and infrastructure layers What the future of the internet could look like for women+ builders if their mission succeeds What it takes to build technology that works for everyone (not just the early insiders) Guest Bio: Maggie Love is an educator, entrepreneur, and the founder of SheFi, a platform where women+ learn to navigate and shape the next era of the Internet, including crypto, AI, and digital ownership. She's passionate about turning buzzwords into real-world access and opportunity. ---------------------------------------------------------------------------------------- About this Show: The Brave Technologist is here to shed light on the opportunities and challenges of emerging tech. To make it digestible, less scary, and more approachable for all! Join us as we embark on a mission to demystify artificial intelligence, challenge the status quo, and empower everyday people to embrace the digital revolution. Whether you're a tech enthusiast, a curious mind, or an industry professional, this podcast invites you to join the conversation and explore the future of AI together. The Brave Technologist Podcast is hosted by Luke Mulks, VP Business Operations at Brave Software—makers of the privacy-respecting Brave browser and Search engine, and now powering AI everywhere with the Brave Search API. Music by: Ari Dvorin Produced by: Sam Laliberte  

Thanks Pressable for supporting the show! Get your special hosting deal at https://pressable.com/wpminuteBecome a WP Minute Supporter & Slack member at https://thewpminute.com/supportOn this episode of The WP Minute+ podcast, Matt Medeiros welcomes LaunchBay co-founder Sam Chlebowski. They discuss the evolution of agency models, the importance of finding a niche, and how LaunchBay serves as a client onboarding automation platform. They also explore the challenges agencies face in a competitive market, the significance of standardization versus productization, and the role of effective onboarding in agency success. Sam shares insights on the importance of community and expertise, as well as the need for visibility in project management. You'll also find a live demo of LaunchBay's features. Takeaways:Finding a niche is crucial for agency success.Standardization can drive profitability without sacrificing quality.Onboarding processes are key to client satisfaction.Community and expertise are essential in a competitive market.Automation can streamline tasks like invoicing and feedback.Visibility in projects helps prevent client complaints.Agencies should focus on their unique strengths.LaunchBay offers solutions for effective client onboarding.Important Links:LaunchBay's website (includes a special offer for fans of The WP Minute) Connect with Sam: LinkedInThe WP Minute+ Podcast: thewpminute.com/subscribe ★ Support this podcast ★

Geschätzte Lesedauer: 11 Minuten Hallo und herzlich willkommen! Hier ist Christopher Funk. Das Thema Sprachen lernen mit KI beschäftigt derzeit viele von uns im Vertrieb sehr intensiv. Denn wir leben in einer Zeit, in der Technologie fast alles möglich macht. Deshalb stellst du dir vielleicht die berechtigte Frage: Müssen wir überhaupt noch mühsam Vokabeln pauken? Schließlich gibt es Apps, die Texte in Sekunden übersetzen, und kleine Gadgets, die fast in Echtzeit dolmetschen. Doch bedeutet das automatisch, dass klassische Sprachschulen überflüssig sind? Oder ist Sprachen lernen mit KI vielleicht nur ein Teil der Lösung? Genau darüber habe ich ausführlich mit Teila Klemp gesprochen. Sie ist Head of Marketing bei Berlitz, einer Traditionsmarke, die seit vielen Jahren am Markt ist. Allerdings befindet sich das Unternehmen gerade in einem spannenden Wandel hin zu einer modernen Bildungsplattform. Ihre Antworten auf die Frage "Mensch oder Maschine?" sind überraschend und für deinen B2B-Vertrieb extrem wichtig. Warum Sprachen lernen mit KI allein im B2B nicht reicht Wenn Teila erzählt, dass sie bei Berlitz arbeitet, wird sie oft gefragt: "Braucht man das heute noch? Ich habe doch mein Smartphone." Ihre Antwort ist jedoch ganz klar: Ja, unbedingt. Denn Sprache ist weit mehr als nur die reine Übersetzung von Wörtern. Vielmehr transportiert Sprache auch Bedeutung, Beziehungen, feine Nuancen sowie Vertrauen und Respekt. Zwar kann eine KI Informationen schnell übersetzen, aber sie kann bisher keine echte menschliche Verbindung aufbauen. Gerade im Vertrieb wissen wir genau: Geschäfte werden immer noch zwischen Menschen gemacht. Wenn du also deine Kommunikation nur auf den Austausch von Daten reduzierst, verlierst du die wichtige Beziehungsebene. Dennoch solltest du die Technik nicht ignorieren, sondern sie klug für dich nutzen. Wie Sprachen lernen mit KI deine Effizienz steigert Berlitz verschließt sich der Technologie keineswegs. Im Gegenteil: Das Unternehmen nutzt Sprachen lernen mit KI als massiven Beschleuniger für deinen Lernerfolg. Die Daten sprechen hier nämlich eine deutliche Sprache. Wer sein klassisches Training mit digitalen KI-Lösungen kombiniert, lernt im Schnitt 40 Prozent schneller. Doch warum ist diese Kombination eigentlich so effektiv? Einerseits erkennt die KI in Echtzeit deinen aktuellen Wissensstand. Sie sieht sofort, wo Fehler passieren, und passt dein Training direkt an. Andererseits kannst du so ohne Hemmungen üben. Denn ein KI-Avatar verurteilt niemanden, auch wenn du eine Vokabel zum fünften Mal falsch aussprichst. Das gibt dir Sicherheit und ein hohes Tempo. Schließlich bleibt der echte Trainer für deine Motivation, die Empathie und den kulturellen Kontext zuständig. Augmented Intelligence als dein neues Vertriebs-Werkzeug Ein weiterer Begriff, den wir im Gespräch vertieft haben, ist Augmented Intelligence. Viele Menschen haben Sorge, dass KI sie komplett ersetzt. Aber die Realität in deinem Arbeitsalltag sieht anders aus: KI übernimmt vor allem die lästige Fleißarbeit. Wenn du heute beispielsweise eine komplexe Excel-Tabelle brauchst, lässt du dir die Formel einfach von einer KI schreiben. Du musst die Formel also nicht mehr auswendig können, sondern nur noch verstehen, was du erreichen willst. Das schafft dir wertvollen Freiraum. Genau hier setzt Augmented Intelligence an. Es bedeutet, dass du deine menschlichen Fähigkeiten stärkst, weil die KI dir den Rücken freihält. Im Kontext von Sprachen lernen mit KI heißt das konkret: Die Technologie liefert dir das Vokabular und die Grammatik. Du nutzt diese Basis anschließend, um komplexe Verhandlungen zu führen, Konflikte zu lösen oder dein Team souverän zu leiten. Somit ergänzen sich beide Welten perfekt. Business Englisch lernen und interkulturelle Kompetenz stärken Hier wird es für dich als Vertriebler oder Führungskraft besonders interessant. Neben der reinen Sprache ist nämlich die interkulturelle Kompetenz ein oft unterschätzter Erfolgsfaktor. Stell dir folgendes Beispiel aus der Praxis vor: Du verhandelst mit einem potenziellen Geschäftspartner in Asien. Dein Gegenüber nickt freundlich und lächelt dich an. Daraufhin interpretierst du das als Zustimmung und denkst, der Deal steht. Doch kulturell betrachtet war das Nicken vielleicht nur ein Zeichen von Höflichkeit, keinesfalls aber ein klares "Ja" zum Vertrag. Wer hier zu direkt auftritt, kann ungewollt das Geschäft ruinieren. Interkulturelle Kompetenz ist also kein weicher Faktor für die Wohlfühlatmosphäre. Vielmehr ist es ein hartes Business Asset. Es entscheidet oft über Missverständnisse, Reibungsverluste und am Ende über deinen Abschluss. Return on Learning: Warum sich deine Investitionen lohnen Früher wurde Weiterbildung oft nur als netter Vorteil für Mitarbeiter gesehen – also als reines "nice to have". Heute hingegen, wo Budgets strenger geprüft werden, zählt vor allem der Return on Learning. Unternehmen investieren gezielt in Sprachtraining für Unternehmen, weil es sich unter dem Strich rechnet. Erstens sind internationale Fachkräfte durch ein schnelleres Onboarding früher produktiv. Zweitens sorgen weniger Missverständnisse in Produktion und Logistik dafür, dass weniger Fehler passieren und Kosten gespart werden. Drittens stärkt eine kultursensible Kommunikation dein Kundenerlebnis und die langfristige Bindung. Deshalb sitzen heute oft auch Finanz- oder Operations-Manager mit am Tisch, wenn über Trainingsbudgets entschieden wird. Denn Sprache und Kultur sind ein fester Teil deiner Wertschöpfungskette. Fazit: Die Mischung macht deinen Vertrieb erfolgreich Mein Fazit aus dem Gespräch mit Teila Klemp ist eindeutig: Die Diskussion "Mensch gegen Maschine" führt in die Irre. Die Zukunft gehört vielmehr der intelligenten Verbindung aus beidem. Wenn du administrative Aufgaben an die KI abgibst, bleibt für dich das, was du am besten kannst: Empathie zeigen, echte Beziehungen aufbauen und kreativ Probleme lösen. Wer Sprachen lernen mit KI also als starkes Werkzeug begreift und gleichzeitig in seine sozialen Kompetenzen investiert, sichert sich den entscheidenden Vorteil im Wettbewerb. Nutze die Technik, aber vergiss nie den Menschen dahinter. Die wichtigsten Erkenntnisse auf einen Blick KI als Turbo: Die Kombination aus KI-Tools und menschlichem Training steigert deine Lerngeschwindigkeit um bis zu 40%. Mehr als Worte: Sprache transportiert Vertrauen und Beziehung – das kann reine Übersetzungssoftware bisher nicht leisten. Augmented Intelligence: Nutze KI für die Basisarbeit, damit du dich auf komplexe zwischenmenschliche Aufgaben fokussieren kannst. Kultur entscheidet Deals: Interkulturelle Kompetenz verhindert teure Missverständnisse in deinem internationalen Geschäft. Return on Learning: Weiterbildung ist eine Investition mit messbarem Erfolg durch weniger Fehler und höhere Produktivität. Wie handhabst du das in deinem Unternehmen? Nutzt du schon digitale Tools zur Weiterbildung oder setzt du noch auf klassische Methoden? Vernetze dich gerne mit mir auf LinkedIn und lass uns darüber diskutieren!

Niching down your messaging can feel like a catch-22. I talk to photographers a lot—which means non-photographers sometimes wonder if Systems in Session is actually for them.Short answer? Yes.Long answer? Let's break it down.In this episode, I explain why Systems in Session works for any service-based business—not just photographers. I share who's currently inside the program (including a stationery designer, a marketing specialist, and a website designer), and why the five core workflow phases—Inquiry, Booking, Onboarding, Service & Delivery, and Offboarding—apply no matter what you sell.Because while the service may change, the client journey doesn't.If you've been wondering whether Systems in Session would work for you, even if you don't take photos for a living, this episode is for you.Learn more at coliejames.com/systems

What happens when you try to build AI-driven fintech products on top of messy, incomplete, or unreliable data?In this episode of Fintech Layer Cake, host Reggie Young sits down with Kyle Mack, CEO of Middesk, to unpack why data—not AI—is the real bottleneck holding fintech innovation back. Kyle explains how KYB has evolved far beyond a compliance checkbox, why poor data foundations can amplify risk instead of reducing it, and what it actually takes to support real-time, automated decisioning for business onboarding. The conversation dives into agentic workflows, performance constraints, first-party data strategies, and why trust and explainability still matter in a regulated world. Kyle also reframes business verification as revenue infrastructure, not just risk management, and shares why identity should be thought of as a “rail” connecting businesses, banks, and governments. 

Noelle explains why teachers may struggle or quit within the first 90 days when onboarding is overwhelming or unclear. She shares how her center improved retention and confidence by breaking onboarding into day-by-day checklist sections (starting with safety), creating predictable routines, and adding quick daily check-ins from multiple leaders. She also recommends assigning dedicated onboarders by age group to ensure consistent training and accountability.Check out our new Lunch and Lead series HEREConnect with us at The Director's Club HERE

AI is shifting from assistant to teammate — and that changes everything. In this episode of Today in Tech, Keith Shaw sits down with Karen Ng, EVP of Product at HubSpot, to break down what “hybrid AI teams” actually are, how companies are deploying AI agents alongside humans, and what that means for your day-to-day work. You'll hear why hybrid teams are more than just “using AI tools,” how organizations should onboard agents like new hires, and why governance, guardrails, and trust are the difference between real adoption and risky chaos. Karen shares practical examples (including AI resolving a majority of support tickets), plus a simple three-phase blueprint for getting started: clean your data, focus humans on what they do best, and automate the right tasks. If you're wondering whether AI agents will count as headcount, how much autonomy is too much, and what skills matter beyond prompt engineering — this conversation is your roadmap. In this episode: What a hybrid human + AI team really looks like “Supercharged humans” vs. basic AI usage Where agents work best (and where risk spikes) Onboarding, observability, and human-in-the-loop guardrails Trust, outcomes, and why AI doesn't need to be perfect to be valuable What employees should do now to stay ahead

In this episode of I Am Refocused Radio, Shemaiah Reed sits down with Kelly Price, Founder of Thrive HR, for a real-world conversation about what HR looks like when it's done right, not just “paperwork and payroll.”Kelly shares her journey from Marriott International to becoming a VP of HR, and what she learned early that still drives her leadership today: people don't want excuses, they want solutions, and they want to feel heard.This episode gets into the stuff most employees never see, like the pressure executives carry, the stress behind toxic work environments, and why HR must align with revenue, growth goals, and the real mission of the company. Kelly also breaks down why onboarding is a game-changer, how trust collapses inside a toxic culture, and the warning signs that your people strategy is drifting away from your business goals.

You've got affiliates raising their hand. Now the real question is: what do they get in the first few days after they say yes? In this episode, I'm giving you my affiliate onboarding checklist. The exact pieces that help new affiliates feel confident, find what they need fast, and start promoting without a bunch of back-and-forth. If your current onboarding is "here's the link, good luck"... this will fix that.   Links Mentioned in this Episode Weekend Email Template Sample Affiliate Promo Plan How to Write Swipe Copy for Your Affiliates How to Warm Up Affiliates Before a Launch

In the second episode of Step 3 in The Contractor Operating System, we break down how product quality starts long before the final walkthrough.It begins with the people delivering the work.This episode dives into:How to build a subcontractor “bullpen” before you're desperateRunning structured onboarding meetings Using skills assessments to vet crews properlySetting jobsite expectations with pre-con checklists and end-of-day proceduresManaging a crew's first job with tight standards and fast accountabilityIf you want consistent product quality, stronger margins, and fewer callbacks, it starts with building better systems around your subcontractors.Struggling to grow your contracting business? The Foundations Program is designed to help contractors break free from the chaos and build a business that runs smoothly. You'll get a customized training program, 1-on-1 coaching, and access to a full paperwork database—including contracts and the Client Engagement Agreement. Join the Foundations Program today!

Onboarding isn't admin. It's where standards, trust, and performance begin. When someone new joins the team, it's easy to take it for granted that they'll know what to do. But, no matter who they are, they need a comprehensive onboarding process.The onboarding process consists of two distinct parts: the administrative elements (most of which apply only to external hires); and the leadership elements (which apply to everyone).In this Moment, I remind you how to use the onboarding phase to set your new hires up for success.If you want to take a deeper dive, have a listen to Ep.55: You're Here... So Now What?!————————Have you taken our free Leadership Blindspot test?✨ In just 5 minutes you'll uncover the hidden leadership habits holding you back.Get your Blindspot Score and know exactly what to fix before it costs your career!TAKE THE FREE TEST HERE————————You can connect with me at:Website: https://www.yourceomentor.comFacebook: https://www.facebook.com/yourceomentorInstagram: https://www.instagram.com/yourceomentorLinkedin: https://www.linkedin.com/in/martin-moore-075b001/Youtube: https://www.youtube.com/@YourCEOMentor————————Our mission here at Your CEO Mentor is to improve the quality of leaders, globally.

Book a free strategy call to see how we can help you hit your goals and beyond: https://bit.ly/3TvGiNW or call us at: (214)-453-1591Grab our FREE resource: The Foundation Series, Real strategies to build a business that runs (and grows) without chaos: https://bit.ly/3Yqzow5────────────────────────────────────────────────────────────────────────────────“How did I do this before?”That's the number-one thing ServiceTitan hears from contractors after they make the switch. And now, ServiceTitan and CertainPath are officially partnered—which means the best coaching in home services just got paired with the most powerful software platform in the industry.In this episode of The Successful Contractor, Bob sits down with Joseph Morales and Phil Stern from ServiceTitan—recorded live at CertainPath's Eagles' Summit—to unpack what this partnership means for contractors, what's new with ServiceTitan's Pro Products, and why the AI revolution is already changing how you dispatch, market, and grow.Joseph has spent four years on the road meeting contractors face-to-face. Phil came from 12 years at Google, where he worked on AI solutions and partnerships with brands like Wells Fargo and Ford. Together, they break down ServiceTitan's biggest announcements—from the commercial and construction expansion to the AI-powered Dispatch Pro that's already proving your gut instincts wrong.What You'll Learn in This Episode:•        Why ServiceTitan and CertainPath partnered—and why Phil says “CertainPath's model was a perfect fit”•        The “How did I do this before?” moment—what contractors consistently say after adopting ServiceTitan•        How one contractor was spending 4 hours a day tracking time through email—and how geo-fencing automation eliminated it overnight•        Dispatch Pro: the AI tool that's matching the right tech to the right job for profit—and proving that your “best guy” isn't always who you think•        Marketing Pro: the most-adopted Pro Product, with smart campaigns, UTM tracking, reputation management, and AI-powered ad optimization•        Scheduling Pro: how to automate maintenance contract bookings and online scheduling—straight into your ServiceTitan dashboard•        Atlas and Titan Intelligence: ServiceTitan's new AI-powered voice and dispatching tools•        Titan Score: how ServiceTitan grades your software usage and tells you where to expand next•        The commercial and construction expansion: why contractors who dismissed ServiceTitan as “residential only” need to take a second look•        ServiceTitan's roofing push: the GAF partnership and growing adoption across trades•        CertainPath coach certification: 40–60 hours of training, full curriculum access, and demo accounts—so your coach knows the software inside and out•        Why ServiceTitan is “all in” on CertainPath events—not a one-and-done partnershipWhether you're already on ServiceTitan and want to get more out of it, or you've been on the fence about making the switch—this episode gives you the inside track on where the software is going and how CertainPath coaching is about to make it even more powerful.

Easton Training Center's Vice President and Director of Operations, Ian Lieberman, joins Eliot o kick off a three-part series on one of the most overlooked systems in martial arts schools: onboarding. This episode looks at what happens from the moment a lead clicks your website to the moment they set their first appointment — and why most schools get this stage completely wrong. The conversation covers the true cost of a lead, why response time matters more than world titles, how to structure a follow-up cadence that lasts months (not days), and why every school needs a CRM instead of relying on memory. If you want more students walking through your doors and fewer missed opportunities, this episode lays out the blueprint. Watch or listen to the full podcast on our blog: https://www.easton.online/blog/ Visit https://www.easton.online to sign up for our mailing list!

In episode 240, Coffey talks with Yoram Solomon about motivating disengaged employees by building trust, increasing autonomy, and aligning intrinsic motivation with meaningful work.  They discuss quiet quitting and job hugging trends in uncertain economic times; intrinsic versus extrinsic motivation using the car engine analogy; why pay and bonuses fail as long-term engagement strategies; the critical link between trust, autonomy, and employee engagement; why trustworthiness matters more than intelligence or effort; how micromanagement destroys creativity and productivity; designing roles that fit personality and tolerance for repetitive work; diagnosing turnover caused by boring or monotonous jobs; involving employees in organizational change initiatives; rebuilding lost trust through accountability and ownership; and why leadership should be treated as a profession rather than a promotion.  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/EP240  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:  Dr. Yoram Solomon is one of the world's leading experts on trust. He's the author of The Book of Trust and The Trust Premium, host of The Trust Show podcast, and creator of the Trust Habits® process. A 3-time TEDx speaker and founder of the Innovation Culture Institute®, Dr. Solomon has worked with organizations like AT&T, Dannon, Northrop Grumman, and HR.com. His research-backed, no-BS approach challenges conventional wisdom on leadership, culture, and motivation—and replaces it with brutally honest, practical strategies that actually work. With a PhD in organization and management, and a background that spans tech, military, law, and education, he brings a rare combination of academic depth and real-world experience. Whether he's on stage, on TV, or in the boardroom, his message is simple: trust isn't fluffy—it's measurable, learnable, and the most powerful driver of performance.  Dr. Yoram Solomon can be reached at: https://www.yoramsolomon.com  https://www.linkedin.com/in/yoramsolomon  https://www.instagram.com/yoramsolomon  https://www.facebook.com/TheBookofTrust https://x.com/yoramsolomon  https://www.youtube.com/@TheTrustShow   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:  Differentiate between intrinsic and extrinsic motivation in workplace performance. Identify how trust and autonomy directly impact employee engagement and retention. Apply practical strategies to rebuild trust and increase motivation during organizational change. 

Payman chats with Daniel Jones, the Cambridge-educated entrepreneur who's bringing analytical rigour to dental practice management. Daniel shares the dramatic health journey that redirected his path from investment banking into healthcare innovation, revealing how a near-miss diagnosis of a life-threatening heart condition shaped his mission. The conversation explores the technical challenges of building software that actually talks to the chaotic ecosystem of dental systems, from practice management platforms to lab invoices trapped in PDFs. You'll hear about the realities of fundraising, the loneliness of startup life, and why Daniel thinks the best entrepreneurs operate with surprisingly simple rules—even when solving complex problems.`In This Episode00:01:05 - What Medfin does00:03:05 - Associate performance metrics00:04:00 - Connecting disparate systems00:04:50 - Single practice viability00:05:40 - Why dentistry?00:06:10 - The blood pressure discovery00:08:20 - Coarctation diagnosis00:09:05 - Healthcare system chaos00:10:40 - Economics at Cambridge00:12:25 - Investment banking to startups00:15:50 - First startup lessons00:18:55 - Finding the dental opportunity00:22:40 - Building the founding team00:25:15 - Technical architecture challenges00:29:30 - Onboarding process evolution00:33:10 - Product development philosophy00:36:45 - Pricing strategy and models00:40:20 - Fundraising journey00:44:35 - Investor relationships00:48:50 - Multi-practice versus single site00:52:15 - NHS versus private analytics00:56:30 - Clinical efficiency debates01:00:45 - Competition and market positioning01:04:20 - AI integration plans01:08:35 - Team building challenges01:12:50 - Work-life balance realities01:16:15 - Fantasy dinner party01:18:40 - Last days and legacyAbout Daniel JonesDaniel Jones is the founder and CEO of Medfin, an analytics platform that helps dental practices and groups optimise their operational and financial performance. A Cambridge economics graduate who moved from investment banking into the startup world, Daniel has built software that connects the fragmented ecosystem of dental practice systems—from practice management platforms to accounting software—giving practice owners the insights they need to improve profitability.

Today, we're talking about ways to structure your business to be sold, even if you're not actively thinking of selling. In this episode, Eric breaks down the five critical elements you need to consider to make a business sellable. Stay tuned for five game-changing elements that will help you build a valuable and scalable business that runs successfully, with or without you. Can It Be Sold? If your business cannot be sold, you don't own a business — you own a job. The real test is simple: what happens if you disappear for 90 days? A true business will survive your absence. That standard forces you to build something transferable, stable, and valuable. Predictable Revenue Creates Stability You need clear visibility into where your future income will come from. Contracted recurring revenue is the gold standard, and repeat clients follow closely behind that. Revenue predictability allows you to plan investments, manage your cash flow, and reduce risk. Diverse Client Base Avoid over-relying on any single client. Overreliance on a single client erodes a business's value and increases its vulnerability. It's best to diversify your client base so that no single client accounts for more than 20% of your profit. Documenting Processes Document everything. If your systems are not documented, the company has little transferable value. A sales playbook defines your positioning, messaging, objections, and communication style. Standard operating procedures outline your service delivery. Onboarding systems create consistency for clients and vendors. Financial dashboards track KPIs, leading indicators, and lagging indicators. Strong Leadership A business that depends entirely on you is fragile, whereas a business supported by capable people is resilient. Delegation increases your business's scalability and protects you from burnout. If no one else can run your sales, operations, or administration, you become a bottleneck. Strong leadership involves building a team that can take on the business's responsibilities.  Clean Financials Buyers look for clarity, transparency, and realistic compensation structures. Messy books reduce confidence and valuation. Always separate your personal expenses from your professional expenses. Maintain a clean profit and loss for the last three years, at least. Understand your margins per project. Create cash flow plans for every confirmed project and consolidate them into a company-wide forecast. Strategic Positioning Know your niche. Be clear on how you differentiate yourself. A "me too" business competes on price, and a strategically positioned business competes on value. Brand equity, specialization, and a clear point of difference will increase your profitability and make your business more attractive to buyers. Freedom The less the business depends on you, the more valuable it becomes, and the more leverage you gain to shape your future. A sellable business gives you the freedom to focus on what you do best. It reduces stress, allowing you to work on the business instead of constantly working in it. Connect with Eric Rozenberg On LinkedIn Facebook Instagram Website Listen to The Business of Meetings podcast Subscribe to The Business of Meetings newsletter  

In this episode of Confessions of a Terrible Leader, Layci Nelson speaks with Ronjini Joshua, CEO and founder of Silver Telegram, about the intricacies of public relations, especially in the tech industry. Ronjini shares her journey into tech PR, the importance of effective communication, and how to identify the right time for organizations to invest in PR. They discuss budgeting for PR services, the future of PR in a rapidly changing landscape, and the significance of building strong internal communication. Ronjini also shares valuable insights on choosing the right PR agency and the lessons learned from her leadership mistakes.      Episode Highlights:Behind the Buzz: Ronjini Joshua's Journey: Discover how Ronjini Joshua, CEO and founder of Silver Telegram, built a powerhouse PR agency specializing in the competitive tech industry.Is Your Business PR-Ready? Learn the critical indicators that signal the perfect time for your organization to invest in public relations and strategic communication.Budgeting for Impact: Get expert tips on how to effectively budget for PR services and ensure maximum return on investment.The Future of PR in the Digital Age: Ronjini shares her predictions on how the PR landscape is evolving and how tech companies can stay ahead of the curve.The Internal-External Connection: Understand the often-overlooked significance of strong internal communication as the foundation for successful external PR efforts.Choosing Your PR Partner: Essential advice on vetting and selecting the right PR agency that aligns with your company's mission and goals.Leadership Lessons: Hear candid insights from Ronjini on the biggest leadership mistakes she's made and the valuable lessons she's learned along the way.Listen in as Layci and Ronjini demystify the intricacies of tech PR, effective communication strategies, and transforming leadership failures into growth.Takeaways:PR is about effective communication between businesses and their audiences.Ronjini fell into tech PR after starting in entertainment PR.Startups often lack the budget for large PR agencies.A solid PR strategy requires time and investment.The future of PR involves adapting to new technologies like AI.Effective communication is crucial for internal team dynamics.Choosing the right PR agency involves assessing their experience and ideas.Leadership mistakes often stem from a lack of planning.Onboarding new employees takes time and requires a solid training program.Setting employees up for success is key to a thriving business.Chapters00:00 Welcome to the Confessional01:00 Understanding Public Relations07:17 When to Bring in PR10:10 The Future of PR12:41 The Importance of Clarity18:46 Learning from Leadership Mistakes23:53 Final Thoughts and ConnectionsWATCH ON YOUTUBE!EPISODE LINKS:Connect with Ronjini:https://www.linkedin.com/in/ronjinim/https://www.silvertelegram.com/

Cheryl Platz, Cheryl Platz, former UX Director for Riot Games, Scopely and Author of "The Game Development Strategy Guide," returns to The Product Experience to explore how video game design principles can transform product development. From her time at Riot Games and Marvel Strike Force to teaching at Carnegie Mellon, Cheryl shares hard-won lessons about player motivation, onboarding, and building products that thrive. Discover why competition is no longer the primary driver of modern gaming, how a children's game taught her about gendered design assumptions, and how she turned a catastrophic server outage into a UX win that made Reddit happy.Chapters06:03 Game development is cloud services plus filmmaking07:08 The problem with silos in game studios08:24 “Modern” games: live service, messy business models, shifting tastes09:58 Defining a game: players decide if you got it right11:41 Motivators of play and why they matter to product people12:26 Disney Friends: the moment a playtest rewrote the design17:19 Classic vs modern motivators: what technology changed20:41 The research that challenged the “games are competition” assumption22:36 Why game lessons translate to enterprise software (and where gamification goes wrong)25:19 Pro-social design: trust, safety and communities at scale28:33 Designing for companionship and shared experiences34:43 Onboarding as growth strategy, not a “nice to have”37:38 Journey mapping 100 levels: making invisible drop-off visible39:25 On-demand learning beats one-and-done tutorials41:58 Advice for people trying to break into games during layoffs44:36 Turning a sixth anniversary outage into a UX win Our HostsLily Smith enjoys working as a consultant product manager with early-stage and growing startups and as a mentor to other product managers. She's currently Chief Product Officer at BBC Maestro, and has spent 13 years in the tech industry working with startups in the SaaS and mobile space. She's worked on a diverse range of products – leading the product teams through discovery, prototyping, testing and delivery. Lily also founded ProductTank Bristol and runs ProductCamp in Bristol and Bath. Randy Silver is a Leadership & Product Coach and Consultant. He gets teams unstuck, helping you to supercharge your results. Randy's held interim CPO and Leadership roles at scale-ups and SMEs, advised start-ups, and been Head of Product at HSBC and Sainsbury's. He participated in Silicon Valley Product Group's Coaching the Coaches forum, and speaks frequently at conferences and events. You can join one of communities he runs for CPOs (CPO Circles), Product Managers (Product In the {A}ether) and Product Coaches. He's the author of What Do We Do Now? A Product Manager's Guide to Strategy in the Time of COVID-19. A recovering music journalist and editor, Randy also launched Amazon's music stores in the US & UK.

The unprecedented rapid pace of AI and tech innovation has transformed healthcare and life science organizations. With many new answers however come lots of new questions about how to ensure continuous reinforcement of deep, hands-on knowledge of the science and detailed steps behind the art of diagnosis or steps in an experiment, and to enable the best talent in healthcare truly express itself despite the real-world struggles to find the resources they truly need and fill the job positions where their innovation can flourish.At the 2025 Medical Innovation Olympics, Tim Mikhelashvili (CEO, Amedea Pharma, Host #MIO2025) brought together an expert panel of executives in Human Resources, Life Sciences, Marketing, Founders and Investors (Kim Mack, Founder & Principal, HR Reinforced; Christina Smith, Founder, Neo HR Consulting Group; Christopher Piedmonte, Managing Director, NeoTerra Capital, and Bart Zoni, SVP Innovation & Product, Woven Health Collective) addressed a sensitive question on top of millions of people's minds in healthcare - in an AI-powered talent market, how do we hire, reward, and retain teams where deep scientific judgment and technical execution must win together—every single day? This session focused on the underlying human factors behind both layering and rewarding the best talent across science and tech in healthcare. Speakers shared practical solutions to build a strong culture that rewards both as leaders, hire, interview, onboard teams, as well as distinguish talent through innovative methods such as video submissions of candidates' CV's or work samples. 0:00 Episode Highlight 1 - Move from "No But to Yes If" in Medicine0:49 Episode Highlight 2 - Fusion of Science & Tech1:34 Opening Remarks - Lots of Talent - Few Ways to Express It3:07 Expert Panelist Introductions5:41 How do you reward Science versus Tech in Life Sciences?10:11 Hiring True Talent in the Age of AI crafted Resumes16:38 Onboarding & Retaining Best Talent 17:05 What the Tech Industry should learn from Science?19:24 What Life Science should learn from Tech20:17 Driving Quality Science despite more Informal Training21:05 Building Cross-Functional Pods across Science & Tech26:28 Q&A: How do you balance and upskill Medical Talent?27:57 Q&A: How do you work around AI to hire best talent?30:50 Q&A: Value of Video Submissions of CVs/Resumes31:42 Q&A: Work Sample or Task Completions in Interviews32:27 Final Thoughts - Optimism about Rewarding Best Talent

In episode 239, Coffey talks with Carrie Fabris about why organizations seem to revisit the same issues repeatedly and how leaders can solve them for good through better communication, alignment, and accountability.  They discuss ineffective workplace communication and recurring problems; intuitive leadership versus inclusive decision-making; defining root causes instead of treating symptoms; creating buy-in through clarity, trust, and shared language; productive conflict and psychological safety on teams; accountability, execution, and avoiding chaos in organizations; leadership energy, burnout prevention, and sustainable performance.  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/EP239  Carrie's book “ALL IN: A Working Mom's Unapologetic Quest for a Juicy Life” can be found here https://www.carriefabris.com/bookstore  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:  Carrie Fabris is the founder and CEO of CareerFrame, a leadership development and executive coaching firm that helps high-performing leaders become energized, aligned, and execution-focused. Known for her fast trust and bold clarity, Carrie works with VPs and executive teams navigating growth, succession, and culture shifts.  She brings 20+ years of corporate experience with companies like Google, Travelocity, and Sabre—and for the past 10 years, coaches and advises leaders using her signature FRAMEit Method™, which blends CliftonStrengths®, EQ-i®, Situational Leadership and real-world leadership systems that emphasize a whole-human leadership approach to bring balance for busy people leaders. Carrie is especially passionate about helping leaders have hard conversations, build trust fast, communicate effectively and create accountability that actually energizes. She graduated from UT Austin and resides in Dallas, TX.  Carrie Fabris can be reached at  https://www.careerframe.com  https://www.linkedin.com/in/cfabris-reframe-coaching-training https://www.carriefabris.com/bookstore https://www.instagram.com/cdfabris https://www.facebook.com/chiefreframer https://x.com/yourcareerframe hello@carriefabris.com  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:  Identify why unresolved communication leads to recurring organizational problems. Apply practical leadership behaviors that create alignment, buy-in, and accountability. Use frameworks and assessments to improve problem solving, execution, and team trust. 

In this episode, Stephan Livera interviews Jos Lazet from Blockrise, discussing the recent volatility in Bitcoin prices, the semi-custodial model of Blockrise, and the future of Bitcoin lending. They explore the implications of market movements, the importance of risk management in lending, and the evolving landscape of Bitcoin services. Joss shares insights on Blockrise's offerings, including asset management and lending, and emphasizes the need for user-friendly solutions in the Bitcoin space.Takeaways:

Shaun Belongie is the CEO of New Belgium Brewery. He previously served as VP of Marketing for New Belgium before becoming CMO and then CEO in 2023. Shaun has over 20 years of CPG experience, having managed marketing innovation and brand direction for iconic companies like Nestle Purina and Kraft Foods. He's helped build and maintain New Belgium's human-powered business model as the brand grows and expands, all the while stewarding the brewery's legacy and people-centric culture. Shaun joins Roy to discuss the challenges and opportunities during his journey from CMO to CEO, the differences between working at a large CPG brand versus a smaller, more nimble company, how New Belgium embodies and enacts their foundational values, and much more. Highlights from our conversation include: Shaun's transition from CMO to CEO at New Belgium (3:35)Challenges he's confronted as New Belgium's CEO (6:14)Shaun's experience serving as New Belgium's CMO (9:53)Shaun's perspective on building and shaping culture as CEO (12:09)New Belgium's human-powered business model (14:55)Maintaining authentic values throughout periods of growth (16:16)How his son's health crisis inspired him to think differently about life and leadership (18:35)Leadership lessons that carried over from Shaun's Kraft and Purina days (21:11)How changes in the industry are affecting Shaun's approach to hiring (23:08)Leadership qualities that Shaun seeks in his senior executive team (25:01)How technology fits into his strategic plan (25:48)Guidance he'd offer to somebody early in their career (28:18)What Shaun's most excited about in the future (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 this episode, Dave and Jamison answer these questions: I'm a new listener to the podcast and work as the sole developer for a sports team, which is the only company I've worked for since graduating from university 8 years ago. I listened to episode 493 while clenching my teeth as you told a listener to absolutely not take the job with the European football club as a solo developer. Yikes! While I feel I have continued to grow my skillset in my role, I'm now feeling vulnerable about having no professional experience working alongside other developers or on large-scale applications. I feel very conflicted about leaving my current company. I have a respectable developer salary for the (non-American) low cost of living area I'm in, have a great manager, and have built up a ton of good will and trust within the organization. I get all the freedom I could ask for to make design decisions, implement devops practices, try out new technologies, and make mistakes. I also find the work interesting and there's always something else to do! I'm a little scared of the horror stories that I hear about the real dev world and don't want to take my current situation for granted. I would really appreciate guidance on what you think I should do. I have clear skill deficits in certain areas, but would have to give up a lot of liberties with a role change. Listener Brian asks, My job is mostly okay, but could be better because of the people in it. I joined a greenfield project a few years ago as my first software engineer role after transitioning from other data work. I grew up with the project and improved my engineering skills. A year ago we hired two new people. They had relevant experience and seemed to know what they were talking about in the interview, and had five & ten years of experience (aka, more than me). Onboarding the first few months was whatever, BUT they've never really improved afterwards. They turn in work that has clearly not been tested or does not meet the ticket's requirements, barely review PRs and have never (!) left any comments/feedback, and despite their level (senior+). I don't really trust them to work on anything more than the smallest, simplest stories. I've provided specific feedback in PRs and in performance reviews (sometimes very low-level and specific, and sometimes very high-level about guiding questions or principles), but nothing's changed. I've felt frustrated, drained, and confused - why is it such a struggle to get someone with an entire decade of development experience to turn in a straightforward PR? One other teammate has admitted (privately) that some work was sloppily done, which is consoling but otherwise I'm not sure if it's bothering others as much as it does me. They're offshore so maybe it's just a communication thing? The rest of the team has been on the project since the beginning so maybe we're poorly set up for new devs. I have high standards for myself and others and I've always been the most junior developer on the team and am new to the senior role. Am I just being a perfectionistic jerk? Is that a bad match for (essentially) junior teammates? Should I just reset my expectations and accept that their level and years of experience don't translate into high performance? Thanks for any insights.