Podcasts about Onboarding

On this episode of Crazy Wisdom, Stewart Alsop sits down with Guillermo Schulte to explore how AI is reshaping up-skilling, re-skilling, and the future of education through play, from learning games and gamification to emotional intelligence, mental health, and the coming wave of abundance and chaos that technology is accelerating; they also get into synchronous vs. asynchronous learning, human–AI collaboration, and how organizations can use data-driven game experiences for cybersecurity, onboarding, and ongoing training. To learn more about Guillermo's work, check out TGAcompany.com, as well as TGA Entertainment on Instagram and LinkedIn.Check out this GPT we trained on the conversationTimestamps00:00 Stewart Alsop opens with Guillermo Schulte on up-skilling, re-skilling, and AI's accelerating impact on work.05:00 They explore play-based learning, video games as education, and early childhood engagement through game mechanics.10:00 Conversation shifts to the overload in modern schooling, why play disappeared, and the challenge of scalable game-based learning.15:00 Guillermo contrasts synchronous vs asynchronous learning and how mobile access democratizes education.20:00 They reflect on boredom, creativity, novelty addiction, and how AI reshapes attention and learning.25:00 Discussion moves to AGI speculation, human discernment, taste, and embodied decision-making.30:00 They explore unpredictable technological leaps, exponential improvement, and the future of knowledge.35:00 Abundance, poverty decline, and chaos—both from scarcity and prosperity—and how societies adapt.40:00 Mental health, emotional well-being, and organizational responsibility become central themes.45:00 Technical training through games emerges: cybersecurity, Excel, and onboarding with rich data insights.50:00 Guillermo explains the upcoming platform enabling anyone to create AI-powered learning games and personalized experiences.Key InsightsAI is accelerating the urgency of up-skilling and re-skilling. Guillermo highlights how rapid technological change is transforming every profession, making continuous learning essential for remaining employable and adding value in a world where machines increasingly handle routine tasks.Play is humanity's native learning tool—and video games unlock it for adults. He explains that humans are wired to learn through play, yet traditional education suppresses this instinct. Learning games reintroduce engagement, emotion, and curiosity, making education more intuitive and scalable.Gamified, asynchronous learning can democratize access. While synchronous interaction is powerful, Guillermo emphasizes that mobile-first, game-based learning allows millions—including those without resources—to gain skills anytime, closing gaps in opportunity and meritocracy.Emotional intelligence will matter more as AI takes over technical tasks. As AI becomes increasingly capable in logic-heavy fields, human strengths like empathy, leadership, creativity, and relationship-building become central to meaningful work and personal fulfillment.Novelty and boredom shape how we learn and think. They discuss how constant novelty can stunt creativity, while boredom creates the mental space for insight. Future learning systems will need to balance stimulation with reflection to avoid cognitive overload.Abundance will bring psychological challenges alongside material benefits. Stewart and Guillermo point out that while AI and robotics may create unprecedented prosperity, they may also destabilize identity and purpose, amplifying the already-growing mental health crisis.AI-powered game creation could redefine education entirely. Guillermo describes TGA's upcoming platform that lets anyone transform documents into personalized learning games, using player data to adapt difficulty and style—potentially making learning more effective, accessible, and enjoyable than traditional instruction.

Something New! For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it hereIn episode 227, Coffey talks with Christy Close about how organizations can expand their talent pool by hiring and supporting neurodiverse employees.They discuss the growing number of neurodivergent individuals entering the job market; the importance of revising job descriptions and interviews to reduce bias and increase accessibility; how leaders can make reasonable accommodations to help neurodiverse employees thrive; why flexibility, clear communication, and awareness benefit all employees, not just those with atypical information processing; and the mindset shift required to recognize neurodiversity as a competitive advantage rather than a challenge.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Christy Close owns and operates HR Solid Foundation, as a Business & Human Resource consultant. Christy is also a facilitator of Human Resources classes for UT- Austin, UT- Arlington, Univ of Houston, and tech facilities to include working with those exiting the military and entering the workforce.She is sought out as to facilitate the HR Certification Prep test class- as of May this year, her pass rate is at a 97% pass rate for first timers.Her claim to fame is her involvement with the EEOC having completed over 1244 cases with only 5 going to court, and 1 loss.She received her Masters in International HR Mgmt with an emphasis in Global Org, a Paralegal degree, as well as HR certifications.She is the author of Employee Relations 101, a book for new managers.After 8 years in the military, and 30+ years in the HR & Employee Relations arena, she has found her passion working with employers and employees finding a great balance and a very conducive work environment.Her clients range from military, aviation, hospitality, manufacturing, and retail ranging from Houston, TX to Tulsa, OK to Seattle, Atlanta, and Miami.Her motto hasn't changed since day 1: How may I serve you?She is currently co-authoring a book for hiring nuerodivergents, which is expected to be released in spring 2026.As the CEO of HR Solid Foundation, she believes many of today's employment discrepancies could be avoided with proper training or structural strategic alignment within the organization's goals.Christy Close can be reached athttps://www.hrsolidfoundation.com/https://www.linkedin.com/in/christygcloseer101/https://www.facebook.com/HRSolidFoundationhttps://www.instagram.com/hrsf.info/?next=%2FAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Recognize the value neurodiverse employees bring to innovation, creativity, and organizational performance.2. Identify hiring and interviewing practices that unintentionally exclude neurodiverse candidates.3. Implement inclusive workplace strategies that promote equity, engagement, and retention for all employees.

Neste episódio, vamos falar sobre um tema que costuma passar despercebido nos pequenos negócios, mas que faz toda a diferença nos resultados: o onboarding. Trata-se do processo de recepção, acolhimento e integração de quem está chegando no time. É o momento de mostrar a cultura da empresa, alinhar expectativas, ensinar processos e, principalmente, criar vínculo. E por que isso é tão importante? Porque um bom onboarding reduz erros, aumenta produtividade, melhora o clima e ajuda a reter talentos — algo fundamental para qualquer negócio que está crescendo. Para essa conversa, recebemos duas especialistas no assunto: Patrícia Reed, sócia e diretora de Capital Humano do Grupo Brivia, com mais de 15 anos de experiência em RH em startups e empresas de tecnologia e Claudia Vergara, executiva de RH, fundadora da VergaRHa, conselheira da ABRH-RS e referência em desenvolvimento humano e cultura organizacional.

In this episode, Sasha Orloff sits down with Dan Westgarth, COO of Deel, to explore how the company scaled to 37,000 customers, processes $22B in payroll, and recently raised a $300M Series E to power global hiring in 150 countries. They dive into the future of back-office automation, including real-time payroll, AI-driven operations, and the push toward a unified, seamless global HR and accounting stack. -- SPONSORS: Notion Boost your startup with Notion—the ultimate connected workspace trusted by thousands worldwide! From engineering specs to onboarding and fundraising, Notion keeps your team organized and efficient. For a limited time, get 6 months of Notion AI FREE to supercharge your workflow. Claim your offer now at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://notion.com/startups/puzzle⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Puzzle

Something New! For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it hereIn episode 227, Coffey talks with Christy Close about how organizations can expand their talent pool by hiring and supporting neurodiverse employees.They discuss the growing number of neurodivergent individuals entering the job market; the importance of revising job descriptions and interviews to reduce bias and increase accessibility; how leaders can make reasonable accommodations to help neurodiverse employees thrive; why flexibility, clear communication, and awareness benefit all employees, not just those with atypical information processing; and the mindset shift required to recognize neurodiversity as a competitive advantage rather than a challenge.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Christy Close owns and operates HR Solid Foundation, as a Business & Human Resource consultant. Christy is also a facilitator of Human Resources classes for UT- Austin, UT- Arlington, Univ of Houston, and tech facilities to include working with those exiting the military and entering the workforce.She is sought out as to facilitate the HR Certification Prep test class- as of May this year, her pass rate is at a 97% pass rate for first timers.Her claim to fame is her involvement with the EEOC having completed over 1244 cases with only 5 going to court, and 1 loss.She received her Masters in International HR Mgmt with an emphasis in Global Org, a Paralegal degree, as well as HR certifications.She is the author of Employee Relations 101, a book for new managers.After 8 years in the military, and 30+ years in the HR & Employee Relations arena, she has found her passion working with employers and employees finding a great balance and a very conducive work environment.Her clients range from military, aviation, hospitality, manufacturing, and retail ranging from Houston, TX to Tulsa, OK to Seattle, Atlanta, and Miami.Her motto hasn't changed since day 1: How may I serve you?She is currently co-authoring a book for hiring nuerodivergents, which is expected to be released in spring 2026.As the CEO of HR Solid Foundation, she believes many of today's employment discrepancies could be avoided with proper training or structural strategic alignment within the organization's goals.Christy Close can be reached athttps://www.hrsolidfoundation.com/https://www.linkedin.com/in/christygcloseer101/https://www.facebook.com/HRSolidFoundationhttps://www.instagram.com/hrsf.info/?next=%2FAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Recognize the value neurodiverse employees bring to innovation, creativity, and organizational performance.2. Identify hiring and interviewing practices that unintentionally exclude neurodiverse candidates.3. Implement inclusive workplace strategies that promote equity, engagement, and retention for all employees.

In this episode of the Volunteer Nation Podcast, Tobi Johnson breaks down why it's one of the smartest, most powerful tools nonprofits can use to attract more aligned, motivated volunteers. Often, the issue isn't a lack of interest from the community; it's that your communication isn't connecting, isn't clear, or isn't consistent across platforms. Tobi walks through the three core areas to examine when evaluating your volunteer recruitment efforts and explains how even small refinements can dramatically increase inquiries, improve onboarding, and strengthen your brand presence. By the end, you'll see your volunteer recruitment ecosystem through fresh eyes and know exactly where the gaps (and opportunities) are hiding. Full show notes: 189. How to Use a Communications Audit to Recruit More Volunteers  Communications Audit - Episode Highlights [01:00] - What a communications audit really is (and why it's not scary) [03:30] - Three core areas of a communications audit [06:00] - Are you inspiring action or listing information? [08:10] - Onboarding and follow-up as critical parts of recruitment [12:15] - Reducing friction for new volunteers [15:00] - Involving your team and volunteers in the audit process [16:00] - Turning audit insights into better recruitment and engagement [19:00] - Why communications must be more refined than ever Helpful Links VisionWeek 2026  VolunteerPro Impact Lab  Volunteer Nation Episode #143: 3 Big Problems with Your Volunteer Recruitment Flyer  Volunteer Nation Episode #019: Improve the Volunteer Experience with a Journey Map  Volunteer Nation Episode #173: Is Your Volunteer Website Turning People Away? Thanks for listening to this episode of the Volunteer Nation podcast. If you enjoyed it, please be sure to subscribe, rate, and review so we can reach more people like you who want to improve the impact of their good cause. For more tips and notes from the show, check us out at TobiJohnson.com. For any comments or questions, email us at WeCare@VolPro.net.

SummaryIn this conversation, Dr. Chris L. Brown and Brad Giles discuss the essential roles and responsibilities of a CEO, the importance of accountability, and the cultural aspects that influence the customer experience. They discuss the genesis of Giles' book 'Made to Thrive', the significance of aligning values with actions, and the necessity of effective succession planning. The conversation also touches on the importance of onboarding new employees and previews Giles' upcoming book 'Bigger Isn't Better', emphasizing that better is more valuable than simply bigger in business.TakeawaysEvery leader's challenge is how to make their effort count.People often don't understand the role of a CEO.The results of a great CEO go beyond immediate profits.Accountability is crucial for performance measurement.Cultural alignment is crucial to delivering a seamless customer experience.The CEO acts as an ambassador for the organization.Values must be authentic and reflect the company's identity.Measuring qualitative values in practice can be challenging.Better is better; growth should not be the only goal.Compounding is essential for sustainable business success.Chapters00:00 Introduction to Leadership and the Role of a CEO02:33 The Genesis of 'Made to Thrive' and CEO Accountability05:20 Understanding the Five Roles of a CEO07:38 The Importance of Accountability in Customer-Centric Organizations10:25 Cultural Impact on Customer Experience12:51 The Role of the CEO as an Ambassador15:36 Values in Organizations: Authenticity vs. Aspirational18:15 The Disconnect Between Values and Behaviors20:53 Succession Planning: Preparing for the Future23:29 Quick Wins for Leadership Teams26:05 The Upcoming Book: 'Bigger Isn't Better'

In dieser Episode gehe ich einmal komplett hinter die Kulissen einer echten Podcast-Produktion – inklusive all der Dinge, die normalerweise keiner sieht: Auswahl des Gast-Equipments, Logistik, Versand, Onboarding, Soundcheck, Software und die Frage, wann sich der Aufwand wirklich lohnt. Wenn du Interviews planst und deinen Gästen klanglich auf die Sprünge helfen willst, bekommst du hier einen realistischen Eindruck davon, was funktioniert, wo es hakt und welche Entscheidungen am Ende wirklich den Unterschied machen. Die Tools, das Setup und die Links findest du unten in der Übersicht.

If your idea of “freedom” as a CEO still involves answering Slack messages at midnight, this episode is your wake-up call.Jessica Marx sits down with Stacy Tuschl, entrepreneur, author, and founder of Well-Oiled Operations, to unpack how scaling your business doesn't have to mean working more—it means hiring smarter.Stacy has built multiple seven- and eight-figure companies while sipping coffee outside the day-to-day grind. She's here to help you find, hire, and lead that elusive “number two” who can run your business like a well-oiled machine—so you can finally step into your visionary CEO role (and maybe even rediscover what weekends are).In this episode, you'll learn how to:Identify when it's time to hire your “number two” and what they should actually do.Structure your interview process to weed out the talkers and find the doers.Design an onboarding plan that prevents 90-day disasters.Create a compensation structure that rewards results, not just attendance.Build an A-player culture that doesn't let mediocrity slide.Step out of the weeds and into true CEO leadership—without losing control.This isn't fluffy leadership talk—it's tactical, battle-tested strategy from someone who's lived it. If you've ever wondered how to scale past seven figures without scaling your burnout, this is your roadmap.Ready to stop being your own bottleneck? Hit play—and start hiring your freedom.Mini-timeline00:00–02:10 — The myth of “doing it all” and why freedom requires people, not just hustle.02:11–05:00 — Stacy's inspiring journey from teaching dance classes in her parents' backyard to leading multiple seven-figure enterprises.05:01–08:30 — Why most entrepreneurs get stuck before hiring their number two—and how to fix it.08:31–11:45 — How to define your next hire: EA vs. Operator, and when to choose each.11:46–15:30 — Mastering the interview process: why a single conversation isn't enough to identify true top performers.15:31–18:45 — Spotting real A-players: Paid test projects and communication cues.18:46–22:00 — Compensation conversations: turning “I need $115K” into a win-win deal.22:01–26:45 — Onboarding that actually works: building 30-60-90 day success plans.26:46–30:15 — Pruning your team: when great people outgrow your company (and vice versa).30:16–34:00 — The CEO identity shift: what to actually do once you delegate yourself out.34:01–36:48 — How time freedom sparks innovation, strategic thinking, and long-term business creativity.36:49–End — Where to find Stacy and how to build your own “well-oiled” empire.ResourcesDownload the 2026 Business Planner at millionsweremade.comFollow @MillionsWereMade on Instagram for frameworks + strategy tipsConnect with Jessica:Instagram: @millionsweremade | @thejessicamarxWork with Jessica: Tailored PremierWebsite: Millions Were MadeConnect with Stacy Tuschl:Website:

Sauf à ce que vous ayez passé tout votre été dans une zone blanche, vous ne pouvez pas être passé à côté de lui. Son « Aoutaumisation » a littéralement retourné Linkedin. Elle a surtout donné corps - enfin ! - à l'expression avocat augmenté. Onboarding client, projet de mail, veille, génération de doc, assistant virtuel… c'est simple il gère son cabinet seul comme s'ils étaient 100. Ce n'est pas tout … parce que sa méthode il la partage … sans restriction … et avec plaisir ! Bref Il revient du futur et comme il a promis de parler à moins 88 miles à l'heure, on ne pouvait pas ne pas l'inviter ! Nous sommes ravis d'acceuillir dans ce nouvel épisode d'avocat génération entrepreneur : Jimmy Hababou !Hébergé par Ausha. Visitez ausha.co/politique-de-confidentialite pour plus d'informations.

In this episode, Molly breaks down how to onboard an Executive Assistant without chaos, confusion, or costly rework by transforming the way leaders transfer responsibility. She breaks down her Teach–Show–Do–Go–and–Grow™ method, revealing how to shift from ad-hoc task dumping to intentional leadership development. You will learn how shadowing, quick huddles, and clear context can turn an EA into a proactive leader rather than just a task-doer. Key Takeaways: The Teach, Show, Do Go and Grow method is a transformational onboarding strategy that builds trust and leadership within firms. Immersive shadowing during an EA's first week enables them to understand the 'how' and 'why' of leadership decisions. Pre- and post-meeting huddles are crucial for providing context and measuring outcomes. A final week debrief by the EA demonstrates learning, accountability, and their readiness to take on responsibilities. Consistent evaluation and adaptation of the onboarding process ensure alignment with leadership expectations and business goals. Quote for the Show: "Onboarding isn't about filling time, it's about transferring context, leadership language, and decision-making framework." - Molly McGrath   Links: Join our December Masterclass: https://thelawfirmleader.com/ Website: https://hiringandempowering.com/ Facebook: https://www.facebook.com/hiringandempowering Instagram: https://www.instagram.com/hiringandempowering LinkedIn: https://www.linkedin.com/company/hiring&empoweringsolutions/ The Law Firm Admin Bootcamp + Academy™ : https://www.lawfirmadminbootcamp.com/ Get Fix My Boss Book: https://amzn.to/3PCeEhk   Ways to Tune In: Amazon Music - https://www.amazon.com/Hiring-and-Empowering-Solutions/dp/B08JJSLJ7N Apple Podcast - https://podcasts.apple.com/us/podcast/hiring-and-empowering-solutions/id1460184599 Spotify - https://open.spotify.com/show/3oIfsDDnEDDkcumTCygHDH Stitcher - https://www.stitcher.com/show/hiring-and-empowering-solutions YouTube - https://youtu.be/rkhwBv8gaRA 

MY NEWSLETTER - https://nikolas-newsletter-241a64.beehiiv.com/subscribeJoin me, Nik (https://x.com/CoFoundersNik), as I interview Andrew Pignanelli (https://x.com/@ndrewpignanelli). I sat down with Andrew, founder of The General Intelligence Company of New York, to dive into his incredible product, CoFounder. The core idea behind CoFounder is facilitating one person billion dollar companies. As entrepreneurs, we constantly struggle with the million paper cuts problem, all those tiny daily tasks that take up huge chunks of our time and brain capacity. Andrew explains how CoFounder acts as a chief of staff or self completing to-do list, extending your capacity without needing to hire a huge team.We discuss how these AI agents use a persistent memory system and deep API integrations to understand you and automate crucial tasks like scheduling and managing emails. You won't believe how easy Andrew has made building complex automations using simple natural language, you can skip the need for complicated tools like Zapier altogether! We also explore powerful use cases like automated competitor monitoring, how CoFounder uses guardrails to manage tasks like sending calendar invites, and even integrating with tools like Limitless. If you want to see the future of autonomous companies and learn how to scale your business without scaling people, you need to hear this.Questions This Episode Answers:1. How can I grow my business without having to scale the people side of things?2. What is the million paper cuts problem and how can AI agents fix it?3. How can I build complex automations using just natural language?4. What is the difference between an API and the Model Context Protocol (MCP)?5. What specific tasks like scheduling, email, and competitor monitoring are CoFounder users automating the most?__________________________Love it or hate it, I'd love your feedback.Please fill out this brief survey with your opinion or email me at nik@cofounders.com with your thoughts.__________________________MY NEWSLETTER: https://nikolas-newsletter-241a64.beehiiv.com/subscribeSpotify: https://tinyurl.com/5avyu98yApple: https://tinyurl.com/bdxbr284YouTube: https://tinyurl.com/nikonomicsYT__________________________This week we covered:00:00 – Intro: One-person billion-dollar companies00:40 – What CoFounder is and why it's exploding03:05 – How AI connects all your tools (email, Slack, CRM)05:28 – The “million paper cuts” problem CoFounder solves07:44 – Top use cases: scheduling, email, research, monitoring10:07 – Treating AI like a human assistant12:33 – Live demo: reading calendar, creating tasks, using tools15:00 – The easiest automation builder (natural language flows)22:04 – Onboarding: how CoFounder learns your style and workflow29:12 – Competition, vision, and the future of autonomous companies

Marius Meiners, Mitgründer von Peec AI, spricht über die brandneue 21-Millionen-Dollar-Finanzierungsrunde mit Singular und wie er in nur 10 Monaten 4 Millionen Dollar ARR aufgebaut hat. Er teilt offen die absurden Wachstumserwartungen von Tier-1-VCs (10x im zweiten Jahr!), warum er glaubt, dass eine AI-Blase bevorsteht, wie du schon heute deine Sichtbarkeit in KI-Chats wie ChatGPT erhöhst und warum Deutschland makroökonomisch "verloren" haben soll. Was du lernst: Fundraising & Growth: Wie du in 10 Monaten auf 4 Millionen Dollar ARR kommst Warum Peec AI sich für ein früheres Raising entschieden hat Die extremen Wachstumserwartungen der VCs (10x im zweiten Jahr) Woran du erkennst, dass die AI-Blase ihren Höhepunkt erreicht Wie ihr 30 Millionen Dollar eingesammelt habt, ohne euch lange gekannt zu haben Skalierung & Fokus: Die richtige Balance zwischen Timing und Execution finden Warum Revenue Alignment im Gründerteam entscheidend ist Wie man Entscheidungen trifft und den Fokus hält, wenn man Momentum hat Warum Peec AI auf Mass Market/PLG statt Enterprise setzt Wie Marius die 21 Millionen Dollar in 12–18 Monaten ausgeben will AI SEO & Content-Strategie: Warum Google SEO im KI-Zeitalter irrelevant wird Die besten Low-Hanging-Fruits für AI Search (Listicles & Bottom-of-Funnel) Wie du Sichtbarkeit in LLMs wie ChatGPT & Perplexity misst (Visibility Score) Wie du Content für KI-Antworten optimierst (Frage-Antwort-Prinzip) Wer sich heute nicht mit AI Search beschäftigen muss Vision & Standort: Warum Deutschland makroökonomisch "verloren" hat Die Vor- und Nachteile des Gründens in Europa (Talent War vs. Kosten) Was die nächste große AI-Welle sein wird (Full-Stack AI Companies & Workspace) ALLES ZU UNICORN BAKERY: https://stan.store/fabiantausch   Mehr zum Gast: LinkedIn: de.linkedin.com/in/mariusmeiners Website: https://peec.ai/ Join our Founder Tactics Newsletter: 2x die Woche bekommst du die Taktiken der besten Gründer der Welt direkt ins Postfach: https://www.tactics.unicornbakery.de/ Kapitel: (00:00:00) Die 21 Millionen Dollar Runde & AI-Bubble (00:03:25) 4 Millionen ARR in 10 Monaten (00:04:05) Timing vs. Execution im AI-Space (00:05:58) Positionierung: Warum Mass-Market/PLG (00:09:48) Fokus und Entscheidungen im Team (00:10:24) Gründen ohne sich lange zu kennen (00:16:00) Revenue Alignment: Die wichtigste Mentalität (00:17:23) Die Rolle des CTOs: Vom Coden zum Business Alignment (00:19:47) Verrückte VC-Wachstumserwartungen (00:25:18) Auswahl des Investors: Person, Portfolio, Brand (00:28:56) Der Plan: Was passiert mit 21 Millionen Dollar? (00:32:02) Onboarding: 40 neue Mitarbeiter in fünf Monaten (00:35:10) In-house vs. Outsourcing (Recruiting, Design) (00:36:29) Wie die Idee zu Peec AI entstand (00:39:06) AI SEO: Was ist Gio und wen muss es interessieren? (00:41:21) Content-Strategie für ChatGPT (00:44:17) Sichtbarkeit in LLMs messen (Visibility Score) (00:45:52) Low-Hanging-Fruits für AI Search (00:51:04) Margins don't matter? Die Pricing-Wette (00:52:14) Defensibility: Der neue Burggraben im AI-Space (00:55:38) Die nächste große AI-Opportunity (00:59:21) Die Rolle Europas und Deutschlands im Tech-Wettbewerb

In this podcast episode, Peter Scholz details his experiences and concerns regarding forest management practices in Canadian national parks, highlighting how historical and ongoing mismanagement have exacerbated wildfire risks. He also discusses his professional endeavors in rail planning across Canada and into Alaska, addressing technical and geopolitical challenges of extensive rail projects. Scholz emphasizes the need for drastic policy changes in forest management while touching on the economic and political implications of major infrastructure developments.00:00 Introduction and Guest Background00:43 Early Career and Onboarding at Jasper National Park01:46 Forest Ecosystem Management and Historical Context04:42 Impact of European Forest Management Practices06:55 Pine Beetle Infestation and Government Response09:07 Jasper National Park Fire Risks and Management Challenges13:50 Personal Reflections and Critique of Park Management15:39 Recent Fires and Mismanagement Consequences23:38 Comparative Analysis and Broader Implications29:40 Historical Forest Management and Appalachian Changes30:14 Modern Fire Management Strategies30:45 Challenges in National Parks31:19 Forest Conditions and Fire Risks31:55 Smoke Jumpers and Rapid Attack Teams32:36 Massive Timber Removal Proposal33:04 Global Wood Utilization and Carbon Balance34:16 Environmental Policies and Their Impacts34:40 Ownership and Fire Management in Canada35:41 Impact of Fires on Hiking and Outdoor Activities36:52 Soil Sterilization and Permafrost39:52 Political and Bureaucratic Challenges44:37 Climate Change and Forest Management47:36 Railroad Development Projects56:43 Conclusion and Final ThoughtsFormer Jasper Park official (Scholz) SPEAKS OUT against Parks Canada leadership: https://www.youtube.com/watch?v=4l7RXI3o9eg========Slides, summaries, references, and transcripts of my podcasts: https://tomn.substack.com/p/podcast-summariesMy Linktree: https://linktr.ee/tomanelson1

Send us a textWe map the new course landscape and show how trust, focus, and thoughtful support turn a crowded niche into an advantage. From onboarding that builds safety to AI-driven upsells, we share practical ways to raise completion and profit without bloat.• market shift post‑2020 and AI making course creation easier• trust recession, proof of expertise, and honest limits• picking support structures that match ideal clients• designing for focus with missions, tracks, and tools• engagement loops, reactivation prompts, and peer recognition• built‑in upsells, AI agents, and shareable wins• common mistakes: non‑actionable content and weak onboarding• mini courses for quick wins vs signature transformations• long game mindset and stair‑step offers before self‑paced• how to work with Jasmine and where to find herYou love all things tiny marketing. Head down to the show notes page and sign up for the wait list to join the tiny marketing club where you get to work one-on-one with me with trainings, feedback, and pop-up coaching that will help you scale your marketing as a B2B service business.Jasmine Jonte helps experts turn braindumps into world-class programs! Her Done-For-You Course Creation agency takes care of everything - from the big picture promise down to the last worksheet download. They're on a mission to make learning simple and fun for 10 Million students while saving 100+ hours for every course creator they partner with!Coupling her teaching experience with business savvy and management skills, you'll want her to do the heavy lifting when building or upgrading your online programs!LinkedIn: https://www.linkedin.com/in/jasminejonte/Website: Cre8tion.coYouTube: https://www.youtube.com/@JasmineJonteCRE8TIONJoin 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! 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.Support the showApply for the Tiny Marketing Club >>> Join the ClubCome 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

In this episode I chat with Alex (CMO) and Andrew (CPO) of Sticker Pack about how they're turning something as simple as a sticker on Telegram into a Web3‑community powerhouse. We trace their journeys back to early crypto days, uncover how they saw the gaps in traditional NFTs, and why they believe Telegram's built‑in ecosystem offers a unique route for mass adoption. The podcast dives into what drives Sticker Pack's growth, how they secure IP rights, how they onboard creators and users, and what's next for them in the next 12 months. Whether you're a creator, collector, or just curious about where Web2 meets Web3, you'll find plenty of practical insight here.Key Learnings[00:00:30] Alex shares how he got into crypto in 2012‑13, left during the cold years, then returned when Telegram and TON showed potential.[00:02:00] Andrew describes his parallel journey: IT consulting, dabbling in crypto, and eventually co‑founding Sticker Pack to build something new in the Telegram/TON ecosystem.[00:04:00] They identify a key problem with traditional NFTs: yes you own something, but it often sits unseen and un‑validated in your wallet.[00:05:30] Sticker Pack aims to give “flexible ownership”: visible, usable assets inside Telegram (stickers, status, anonymous numbers) that let you show you own something.[00:11:00] Traction: ~172 sticker packs launched with ~40 collections; total sales around US$11‑12 million; some rare stickers traded for thousands of dollars.[00:13:00] Business model: IP owners partner with Sticker Pack; Sticker Pack takes a revenue share + contract fees; secondary royalties also built‑in.[00:15:30] Primary customer: The community/user first, then IP/partners. Building belonging, utility, gated chats, and community meet‑ups matter more than just launches.[00:17:00] IP rights: They only launch sticker packs after verifying the IP owner or decision‑maker. If they can't verify it, they won't proceed.[00:19:00] Undiscovered market: Alumni associations, tight‑knit communities (like universities) are strong opportunities — people already buy merch etc for identity.[00:20:00] Telegram features many don't know: Gifts and anonymous numbers (NFT‑numbers) within Telegram are becoming real status and utility items. Andrew highlights a use‑case: owning an NFT number means you can log into Telegram independent of your mobile SIM.[00:24:30] Onboarding web2 users: Though user base is large, the uptake of Web3 features is still low; but Sticker Pack and Telegram are trying to make things “normie‑friendly”.[00:26:00] Product vision for next 12 months: A self‑service portal so any artist can launch their own sticker pack; community votes determine which packs get featured. Equal opportunity for creators worldwide.[00:29:30] Their ask: Looking for strong IP partnerships + builders who want utility around stickers. They emphasise that this ecosystem is collaborative.[00:30:20] Future of Telegram/TON over next year: More utilities, easier fiat payments, simplified onboarding of non‑crypto users — more mass adoption features.[00:31:40] Magic‑wand question: Alex would mandate banks to use stablecoins and governments to stop treating crypto as enemy; Andrew emphasised user safety and trustworthy onboarding for non‑deep‑tech users.DisclaimerNothing mentioned in this podcast is investment advice and please do your own research.Connecthttps://t.me/sticker_bothttps://t.me/sticker_communityhttps://x.com/stickers_tgAlex:https://x.com/alexcrypto_buzzhttps://t.me/coinfessional_boothAndrew:https://t.me/andrew_is_thinkingDune dashboardhttps://dune.com/telegram/stickersA tool to analyse sticker performance https://stickers.tools/It would mean a lot if you can leave a review of this podcast on Apple Podcasts or Spotify and share this podcast with a friend.Be a guest on the podcast or contact us - https://www.web3pod.xyz/

Starting a new job should feel energizing, not overwhelming. Yet research shows that nearly 30% of new hires leave within their first 90 days, a costly miss that often traces back to ineffective onboarding and orientation. Even more telling, only 12% of employees believe their company provides a great onboarding experience, which means most people feel the system fails them at exactly the moment they need it most. And considering that organizations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%, the stakes for getting it right are high. In this episode of Bring Out the Talent, we're joined by Dr. Mechelle Roberthon, a nationally recognized HR and organizational development leader, keynote speaker, and consultant. With over 15 years of experience helping organizations strengthen culture and elevate employee experience, Dr. Rob is known for her practical, people-first approach that turns talent strategies into measurable business impact. This conversation is about shifting onboarding and orientation from administrative necessity into strategic advantage. From blending compliance with culture to designing orientation that truly resonates, Dr. Rob shares strategies leaders can use to set employees up for long-term success. Get ready for a future-focused discussion that will reshape how you think about onboarding, orientation, and those critical first chapters of the employee journey.

Something New!  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP226  In episode 226, Coffey talks with Pam Boyd and Bernie Beck about creating drama-free workplaces and eliminating wasted emotional energy from organizations.  They discuss how workplace drama differs from ordinary conflict; the cost of toxic employees and fear-based leadership; strategies for accountability and courageous conversations; the “C-R-E-A-T-E-D” framework to create cultures that thrive; using emotional intelligence and personal development plans to improve team culture; how to replace confrontation anxiety with consistent coaching; and how leaders can operationalize emotional intelligence to build healthier, more productive organizations.  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:  Pam has presented in seven countries and all fifty states and has written six books and three screenplays. She studied theater and pre-med at the University of Oklahoma and has a BBA from Northwood University.  Bernie Beck has thirty years of experience in business leadership and more than four thousand consulting, executive coaching and training hours. He earned his BBA at Gonzaga University, Coaching credentials from UTD School of Management, and is a PCC from the ICF.   Pam and Bernie can be reached at  https://www.linkedin.com/in/pamela-boyd-8b193b1/ https://www.linkedin.com/in/berniebeck/ Pam and Bernie's book, The Drama-Free Business: From Inception to Succession: https://a.co/d/hrF6nDZ  Pam's firm, Dramatic Conclusions: www.dramaticconclusions.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 sources of workplace drama and distinguish them from normal conflict. Apply the C-R-E-A-T-E-D framework to strengthen organizational culture. Practice the BEERS or PEERS coaching model to address performance and behavior issues effectively. Build systems for feedback, recognition, and development that reinforce accountability. Operationalize emotional intelligence through regular coaching, trust-building, and leader self-awareness. 

Summary  In this episode of the Building Better Cultures podcast, Scott McInnes discusses the challenge of disconnection in the workplace with guests Susie Leacy and Kevin Empey. They explore the impact of remote work on employee connection, the role of leadership in fostering a cohesive culture, and the importance of intentional strategies to build relationships among employees. The conversation also touches on the multi-generational workforce and the need for organizations to adapt their communication and engagement strategies to meet diverse needs. Ultimately, the episode emphasizes that connection is a shared responsibility between leaders and employees, and that fostering a culture of connection is essential for organizational success.    Takeaways  Disconnection is a significant challenge in modern workplaces.  Connection is essential for productivity and resilience.  Leadership plays a crucial role in fostering connection.  Organizations must adapt to maintain engagement in remote work settings.  Intentional strategies are needed to create opportunities for connection.  The multi-generational workforce presents unique challenges and opportunities.  Onboarding processes should focus on building community and connection.  Employees have a role in co-creating workplace culture.  Flexibility in work arrangements comes with shared responsibility.  Connection should be prioritized over merely addressing disconnection.    Chapters  00:00 Introduction to Disconnection in the Workplace  04:47 Understanding the Challenge of Disconnection  09:01 The Importance of Connection in Modern Work  12:03 Bridging the Gap: Building Cohesion and Engagement  16:15 Navigating a Multi-Generational Workforce  21:55 Intergenerational Connections in Care Settings  24:35 Bridging Generational Gaps in the Workplace  29:42 Intentional Onboarding and Cultural Integration  33:06 Creating Community in a Hybrid Work Environment  39:13 Co-Creating Culture: The Role of Employees and Leaders 

La fin d'une mission, ça peut être prévu… ou subi. Dans les deux cas, il y a des choses à anticiper pour ne pas se retrouver le bec dans l'eau. Dans cette Minute Marine, je te partage une petite checklist pour réussir ton offboarding, marquer des points avec ton client, et peut-être préparer la suite. Et je te parle aussi de ces moments plus flous, quand une mission s'arrête sans prévenir. J'en profite pour évoquer deux épisodes que je te recommande : – l'interview de Mathis, qui a perdu ses principaux clients du jour au lendemain – l'interview de Pauline, sur l'art de récolter et utiliser les avis clients (et au passage, un petit épisode Outline : “La cliente qui veut faire un point”) Et toi : – Tu gères comment les fins de mission ? – T'as déjà vécu une rupture imprévue qui t'a un peu secoué·e ? (Pour me répondre, envoie-moi un mp sur Linkedin

Positive Psychologie und Führung in einer Bank: Wieso eigentlich nicht? Das dachten sich auch meine Gesprächspartner Jeffrey Hochegger und Jürg (Tschüge) Schefer von der Raiffeisen Schweiz. Und so starteten sie vor drei Jahren gemeinsam mit ein paar weiteren KollegInnen die Inhouse-Ausbildung zu PP-Ambassadoren. Sie erzählen mir in dieser Folge von "Positiv Führen", wie genau die Reise oder besser gesagt: Expedition mit den PP-Raiketen für sie ablief. Jeffrey und Jürg erzählen, Warum sie am Anfang auch manche überrollt haben und was sie, wenn sie nochmal starten könnten, von Anfang an anders machen würden; wie sich welche Säule des PERMA-Modells konkret im Berufsalltag umsetzen lässt – nicht nur in einer Schweizer Bank warum ihnen PERMA nicht ausreicht und sie sich für die 6. Säule Vitalität/ Gesundheit entschieden haben ob und wie Erfolge immer messbar bzw. sichtbar sein müssen Über die Gäste: Jeffrey ist Anlagestratege und Jürg ist für die Qualitätssicherung des Raiffeisen Intranets zu ständig. Ich habe beide beim Summit der Deutschen Gesellschaft für Positive Psychologie (DGPP) in Berlin kennengelernt, wo sie ihre Expedition in einem inspirierenden Vortrag vorgestellt haben. Ihnen, Euch und Dir viel Freude und Anregung beim Zuhören! Weitere Infos zu mir auf positiv-fuehren.com. Kritik, Fragen, Wünsche gern an kontakt@positiv-fuehren.com Wenn dir der Podcast gefällt, freue ich mich über Bewertungen, Abos und/oder Rezensionen auf Apple Podcasts oder Spotify. Danke! Sämtliche weitere Folgen unter positiv-fuehren.com/podcast – oder auf diversen Podcast-Plattformen. Für Dich vielleicht spannend: Schon meinen Newsletter abonniert?

This conversation explores the future of Web3 education, focusing on the innovative approaches taken by Olympus Insights and their Olli education platform. With nearly 90,000 students enrolled, the platform leverages AI to provide personalized learning experiences and aims to bridge the knowledge gap in the crypto space. The discussion highlights the importance of community engagement, global outreach, and the incentives offered to learners and content creators. The conversation also touches on the recent Asia trip, showcasing the platform's growth and future aspirations in the blockchain education sector.TakeawaysOlympus Insights is an AI and blockchain edtech company.The Olli education platform offers over 170 free lessons.AI tutors provide personalized learning experiences.Education is crucial for understanding the crypto ecosystem.The platform has nearly 90,000 students enrolled.Community engagement is vital for global outreach.Incentives like learn-to-earn encourage participation.The platform aims to onboard the next billion users.Education in blockchain needs to be accessible and engaging.The future of education will integrate AI and blockchain technologies.Chapters00:00 The Future of Web Three Education02:57 AI and the Role of Tutors06:04 Understanding Crypto Education08:54 Global Community Engagement and Impact11:54 Highlights from Asia Trip and Future Plans12:20 The Singapore Experience: Networking and Insights16:49 Incentives and the Learn-to-Earn Model19:18 Future of Education in Blockchain22:29 Onboarding the Next Billion UsersDISCLAIMER: This content is for informational and educational purposes only and is not financial, investment, or legal advice. I am not affiliated with, nor compensated by, the project discussed—no tokens, payments, or incentives received. I do not hold a stake in the project, including private or future allocations. All views are my own, based on public information. Always do your own research and consult a licensed advisor before investing. Crypto investments carry high risk, and past performance is no guarantee of future results. I am not responsible for any decisions you make based on this content.

Tiff and Kristy spell out what it takes to onboard to the best of your ability. They touch on the questions a hiring manager should be asking themself during interviews, how an applicant will be learning about your practice, the appropriate vibes to give out for your business, and more.   Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:00) Hello Dental A Team listeners. I am here with you again today with my fave podcaster I'm sorry rest of the team. She's got that title right now. She's got the crown Miss Kristy is here with me today And this one we had to talk about it beforehand and I'm excited. I'm now excited for this We had to brainstorm a little bit before recording this podcast to ensure we were on the right track and like minded on this which I think speaks volume to the   you know, podcast topic, but also to how well our team works together and how well our team really is bonded. And Kristy, before we get into today's topic, first of all, welcome. Thank you so much for giving me, it's Monday today, so giving me your Monday afternoon so we could record a couple of podcasts. How are you?   DAT Kristy (00:50) Good, I always look forward to my Mondays when I get to spend them with you.   The Dental A Team (00:54) Thank you. I used to do these on Fridays, which was like, it's a fun way to end of the week. But I was like, I think it's a fun way to start the week too, because we get time together. And then I just like them better on Mondays. So hopefully you guys do too.   DAT Kristy (01:08) I agree.   The Dental A Team (01:10) So today's podcast, you guys, if you're subscribed to our newsletters, you know that our podcasts kind of follow the same topic and genre of our newsletters. If you're not subscribed to our newsletters, hop over to TheDentalATeam.com, hit subscribe because there's actually, I mean, we follow the same cadence and the same topics, but they're gonna be a little bit different. So if you're looking for more information, a lot of times they have downloads in them too. So if you're not subscribed, go do that.   Our marketing team would love me for that little plug, but truly if you're not getting those yet, you should be, so go grab them. ⁓ Today's topic may be, I think today's topic on podcast might be a little bit different than topic by newsletter. And Kristy and I wanted to take a stab at really kind of switching the mindset on this space. And Kristy, think I'm gonna like boost our egos. I think you and I actually do really, really well.   at seeing something and flipping it and being like, well, what if we looked at it from this angle instead of that one? I think you and I actually do really, really well at that. So thank you for working together with me on that. Today, you guys, your newsletter coming through, like I said, it's gonna be a little bit different. Today's podcast, we're really gonna be talking about not off-boarding, like what to do, how to let someone go, because we're really not here for that. Like the consulting team is here for...   doing everything we can to hire the right person and to make sure that there's complete clarity around everything that each individual is doing, that the path is set and you actually have no questions about keeping them on or off boarding them. Like that's in your court, that is not in our court. So we thought it would be more beneficial and more fun for the two of us to really talk about onboarding correctly and like even before you're onboarding, what that looks like.   Kristy, I think this might actually be fun. I'm just spinning us a little bit, but I kind of want to talk about us attracting you into the Dental A Team because you haven't always been here, right? We have met you, Kiera, I have met you a long time ago, but you haven't been with the Dental A Team forever, even though to us and likely to all of our listeners, it does feel like you have been a part of this team since   DAT Kristy (03:20) No.   The Dental A Team (03:33) the very beginning, which I think also speaks volumes to our topic today because that goes right along with what we're thinking. Now, how did that happen, Kristy? Like, how did Dental A Team, how did we attract you? You found us. ⁓ We are so thankful for it. But how did we attract you, who fit so seamlessly into the dynamics of our team, our goals?   you literally like consult just like we do like everything about you embodies who we are. How is that possible? How did we do that?   DAT Kristy (04:11) Yeah, you know, with every place you go, there's little things that may change a little bit, but the heart of things don't change. And so you're right, if we align not only in process, but also culture. so ⁓ when it came time for my journey to shift and change, it was important to find the like minded space and people. ⁓   not only for me to help them grow, but for you guys to help me grow, right? Like they say, look around who you surround yourself with because you're kind of like the top five people you hang around, right? And so ⁓ it was really important for me to find that culture and process both, you know, and I'll make sure we were aligned.   The Dental A Team (05:05) Yeah, thank you. I think if you guys can hear what she's saying, right, Kristy's saying that she was able to see that she was in alignment with who we are as humans, that our goals, our vision, our company standards really aligned with Kristy. While there might be some caveats and some spaces of learning or some spaces where it's like, okay, I thought it would look like this, but let's try this or and let's try and let's create this. ⁓   DAT Kristy (05:07) Yeah.   The Dental A Team (05:34) That's massive because offboarding, offboarding does, it's not easy, you guys. It's not, there's not an easy peasy process that takes emotions out and just makes it to where you're the robot that can easily just fire people whenever you want. What I do instead is I try to make sure that I'm representing our company to the best that I possibly can in everything that I do. So when I'm going through, I'm the hiring manager for our consulting team.   When I'm going through, I'm doing the same thing Kristy said she's doing. I'm looking to see, does this candidate align with who we are? the response is coming back in alignment with how we speak to each other or how we speak to clients. Is it in alignment with what I would love to see a timeline as, right? Like I've gotten, I've had candidates where I'm like, my gosh, their resume is fantastic. This is the experience that I want, spot on.   I'm gonna reach out to them and I don't hear from them for like a week. I'm like, well, that's not in alignment with us. And so ensuring that on both sides, we're taking a step back and we're questioning the alignment of those pieces, I think is a huge, huge reason why it's been successful. Now, in order to do that, this is a caveat, you guys. You can't just show up and just,   expect everyone to know how to show up, right? You've got to really lead by example. And in my opinion, we are leading by core values, mission and vision. We are driven by the why of this company. And that is what attracts people. That's what attracted Kristy. Kristy was attracted to the why of our company, our mission, our vision.   and how we show up, which are our core values. I show up in our core values, Kiera does, Britt does. When Kristy came to the interview, she was like, okay, got it. I can see it in real life. So Kristy, as an outsider, you're applying for a job. In what ways were you able to see that we did have an alignment or at least enough alignment to say, let's explore this in that... ⁓   hiring process, like in the application process, you're sending your resume outside of listening to us on on podcasts, I'm thinking how can offices kind of emanate and represent that in a space where like minded people can find them?   DAT Kristy (08:06) Yeah, if I'm understanding you correctly, think it's truly... ⁓   You have to make sure you're painting clarity for people on, you have to speak your culture. Like for instance, how many times do we talk to our own clients and say, do you have a mission statement? Do you have core values? And they'll be like, yeah, we do, somewhere. You know what I mean? You have to live it and you can't just say, yes, I have it. You have to show that you have it and you use it and it means something.   The Dental A Team (08:37) Mm-hmm.   DAT Kristy (08:47) Right? And so when I found you guys, you could recite it. You lived it. You wove it into your process. Right? And it told me that it means something to you and you live by it. Like it's our code of conduct, if you will. Right? And it can't just be put in a drawer. You have to keep it alive in order for it to serve the ultimate goal and mission, if you will.   The Dental A Team (09:15) Mm hmm. Yeah, I totally agree. And it's just a it's a rep an outward representation. And so I think even in our job ads, right, and I know I work a lot with clients on this. I know I see you guys doing it, too. I know Monica just helped a client last week with some job ads. But making sure those job ads speak to you because I can write a job ad. But if you copy and paste the job that I wrote, even writing it for you, even my clients that I've worked with for seven plus years,   DAT Kristy (09:16) Thank   The Dental A Team (09:44) I can write it for you and I know you, but unless you go in and speak some of yourself into that ad, it's not gonna hit, it just doesn't resonate. And so a lot of practices too are very different than who I am. So if I write your ad and I attract me to your practice and your practice doesn't, you're not me, that person is likely not gonna be a good fit.   DAT Kristy (09:51) Mm-hmm.   Right.   The Dental A Team (10:13) Right?   It's just, she could or he could for sure for the, maybe for the long run, but attracting that like-minded person takes really being able to know who you are and who you want to show up as and then doing that every single day. It makes me think of like, if I went and applied at Chick-fil-A, I know exactly how I'm supposed to show up. If I apply at Target, if I apply at Starbucks, I know exactly how I'm supposed to show up.   Dutch Bros. I wouldn't apply at Dutch Bros because it's too much energy output. I know that, right? But if I can go to Starbucks where it's still energy output, but not quite as much, it's a little tamer of a coffee process, I really want to be a barista one day. That's why I'm saying these. I would love to be a barista. ⁓ But I'm going to judge it. I'm going to judge where I'm applying based on those aspects. My son did the same thing. His first job even, he's looking at, is this a company I want to work for?   Is this a company that I can represent and be happy at? Because no matter what he understood as an employee, he's walking in as a representation of that facility. And if it's not a company that he is in alignment with, either what they're doing, he doesn't understand what they're doing, or he's not excited to be there himself, he knows that he's not gonna be able to represent that and he's gonna be a really just angry human.   And if they're not happy, that's where off-boarding comes in, right? Like now you're into the space of like this kid, dang it Brody, like you suck. He's like, yeah, cause I hate working here. Got it. Right. Or he sees like team members, employees that are like not loving life. Like he's judging these entry level positions based off of that. So to be in a position where we're high level, we're getting paid way better. We've got some schooling behind us.   DAT Kristy (11:48) See you.   The Dental A Team (12:07) Most of us at least see ease at least some sort of knowledge base or trying to get our foot into dental We're looking at those things as well Like how are people showing up and Kristy as I'm saying that I'm like that might be something that even is lost in the old like drop your resume off at the front desk like used to be able to drop it off and see what it was like to be like, ⁓ This is a place. I want to go or ⁓ okay, like   DAT Kristy (12:26) Yeah.   Mmm.   The Dental A Team (12:32) on and jot that down.   Yeah, so we lose some of that like visibility. But I do think this day and age people are looking at social media, people are looking at websites and people are researching. I know when we get when we get finally to the interview process, if I'm talking to a person who hasn't researched us, and they don't know who we are, they don't know how we show up, they haven't looked at the website, I'm like, well, that might not be a great fit. Because for our culture,   You've already done that. You know you fit and you're excited to work with us. You know?   DAT Kristy (13:04) I agree with you,   Tiff, so much. And I love that you use Dutch Bros. Hopefully everybody, even if you don't drink coffee, they have other things. But ⁓ I'm with you. I couldn't work at Dutch Bros. I appreciate what they do. But it's funny how many times that situation happens in practices and we want to make the employee wrong. And truly it was our process because we attracted the wrong person. I mean, if Dutch Bros. was attracting an introvert,   The Dental A Team (13:26) Hmm.   DAT Kristy (13:33) they'd be off boarding a lot of people, right? And so instead of, I mean, I like to say, I mean, when you and I looked at this topic, I literally was like, well, heck, if we're off boarding that many people, we've got to take some ownership on that side. You know, just like our patients, if there's attrition, we have natural attrition, they move away or death, that's gonna happen with employees too. But if we're having to off board a lot of employees, I think it's time that we take a step back.   The Dental A Team (13:36) Agreed.   DAT Kristy (14:01) and go, how are we attracting and who are we attracting? ⁓ One of the things with, we spoke about core values and our mission statement. I also think like, it's just not our why. And you made mention of this. It's also how we behave and how we show up. It's the why, the what and the how. And we get commitments around that. And if we're not getting that,   I'm always about extreme ownership. So how can I take a step back and attract the right person, attract the extrovert to Dutch brothers, not the introvert to, right? Because we're ultimately setting ourselves up for failure and for the person too. We didn't do right by them if we hired the introvert at Dutch brothers.   The Dental A Team (14:39) correct. Yeah.   I agree. And I think something you said there,   that's the like Simon Sinek, like what, what, how and why, right? And I think something that most practices nail is the what. We know what position we need to hire. We don't nail the how that position shows up for our company. So what, what is the how behind how that position contributes to our team? How do they show up for our team? And how do they show up for the patients? Meaning what is the job?   DAT Kristy (15:03) Thank   The Dental A Team (15:19) that they're doing and what are the metrics that tell us they are doing that job or not? Because oftentimes we also get stuck in the ⁓ mundane like feelings and emotions. And I'm not here to say that a stellar person, know, somebody, I've seen it. I've seen a manager who had stellar collections and like top-notch collections but couldn't communicate with the team. That's an issue, but that's a metric too. Like are we,   You know, how can we tie those things to the metrics? So if we can say your extreme ownership is massive, because if we can say as a leadership team or as an owner, I've done everything I can, they have complete clarity, I've had the conversations, offboarding then is much easier. Offboarding is difficult when there's still confusion, when either that person is gonna be confused because you let them go because they had no idea they did anything wrong.   or if you're confused because you can't even pinpoint why this person doesn't work with your team, you just know they don't work. That's the confusion. the what and the why. So what is the position? Why do you need it? And then how do we show up for that position? And what's the clarity around what that person's supposed to be doing?   DAT Kristy (16:41) I love that you say that, Tiff, because how many times do we even identify, let's just take an easy one. I need to hire a greeter, right? And they need to smile and they have to be able to answer the phone too, but it isn't just answering the phone. It's hearing the warm smile and we do it this way. How much of that did you portray? And even how much of that did you include in your interview process?   The Dental A Team (17:07) ⁓ uh-huh.   DAT Kristy (17:08) you know   what I mean? Did you have them answer a phone? This is really ⁓ a different way of looking at things, but I learned a different process when I was in practice where ⁓ at the end of the applying, it says, do not submit your resume. And we wanted somebody with detail. And so the people that submitted their resumes, mean, some of were great, but we threw it out, right? And we never ever   We also took bias, like people bias out of it. And so our first interview was always over the phone without seeing them. And we would instruct them to call at a certain time and how to handle the call. Like you're gonna schedule me an appointment for, and we wanted to hear, like we gave them specifics and hear how they deliver. Can you see how that then starts to align with our how and why? We painted the clarity of what to do.   and then listened for the results and saw how naturally they fit, if you will. It's a different strategy, but.   The Dental A Team (18:11) Absolutely, we used,   it totally is. used to do, ⁓ what's your favorite, respond to this with your favorite ice cream in the subject line or your favorite candy or your favorite baseball team. I've got offices that are in Chicago and you know, there's the Cubs and the White Sox are both Chicago. So it's like, what's your favorite ⁓ baseball team? Not to say, I love that baseball team too or yes, Sprinkles ice cream is the best, but to say, you caught that detail.   in there and I love that you said that, Kristy. used to, Kiera and I once upon a time had a recruiting company. We are not doing that anymore, everyone, and it is hard. I hated it. It was a long time ago. We don't need to go back there, but that's how I used to schedule the interviews. I would say, awesome. I will chat with you on Tuesday at 2 p.m. You call me. So if they didn't call me, if they missed that interview, they were out. It was an automatic out for me, or if they called late, but I do agree.   with getting the preliminary done, not having a face-to-face for the first time, listen for the details of what you need for that position. So if you're hiring a billing rep and you get someone you're like, I didn't love her on the phone, well, she's not talking to you, she's talking to insurance companies. So that might be okay. But if you're hiring a greeter that you're like, she was super shy, she didn't really, like she wasn't super forthcoming, she didn't have any questions for me, it wasn't engaging, is your patient gonna enjoy talking to that person on the other side? But then flip side of that, Kristy, I think you mentioned   something really, really beautiful you said, if we're hiring a greeter and we want that smiley personality, we want that bubbly person, like you're hiring for those things, but I've also seen practices, and this drives me a little nuts, I've seen practices that are like, I want the bubbly person who's building relationships with the patients, they're smiling, they're making eye contact, and they're excited to see the patients as soon as they walk through the door, they also answer the calls and they can pass it off. You find that person.   DAT Kristy (19:52) You   The Dental A Team (20:08) Right? And then they're like, her details suck and she can't multitask. Well, guess what? Those are two very differing personalities and you got to choose your heart. If she's stellar at building the relationships and your patients are fine waiting five minutes in the front lobby because she's sitting there talking to them and they're not angry when they go to the back, might be okay that she didn't call the insurance company for whatever, you know, whatever detail was.   miss, like then at that point it's do we have clarification of roles and are the duties in the right seat? Because personality will make a massive difference to the results that you want and you've got to figure out the type of person that you want in those seats as well.   DAT Kristy (20:46) Okay.   Yeah. The other factor in that too, Tiff, and I think in a way you touched on it was, it a skill thing or a will thing? You know, we've got to understand and also set benchmarks for time, right? I literally was talking to a practice last week and I just kept hearing, don't have time and we don't have time. And I'm just thinking, you know, we can always say, well, when I learned back in 19, whatever,   The Dental A Team (21:04) Yeah.   DAT Kristy (21:24) go there, but you know, we were just thrown in and that doesn't mean it's the right way. It doesn't mean it's the right way. And you know, we owe it to people to give them the time to onboard them and show them what we want. And it goes back to how you said, choose your heart. The time we spend early will reap rewards.   The Dental A Team (21:48) Totally agree. I think that's brilliant. we have worked so hard on our onboarding process to match it with our expectations and to match it with our core values and our mission and our vision because we want our team to be onboarded correctly, not willy-nilly. It was kind of like haphazard. honestly, we've hired a lot of amazing people and a lot of people who   They were, they are amazing humans. We've not hired anyone who's not an amazing human. I have loved everyone that we hired, but they may not have been the right fit for us, either at that time or just in general. It doesn't mean that they're not a good person. It just means that it didn't fit. And I am a firm believer in any aspect of life. If it's not fitting for me, it's not fitting for them either. It's not, there's no way.   we can coexist with one of us not working out and the other one working out. It just doesn't work that way. So this was so much more fun than the original topic we looked at. Thank you for taking that.   DAT Kristy (22:53) Yeah, agree, agree. Yeah, I'm with you   Tiff. mean, if we're off boarding so many people, let's just take a step back and focus on our onboarding and how we can choose differently. So, cause it's not fun off boarding. It isn't.   The Dental A Team (23:08) No, no,   and I don't want that to be like, eventually that is gonna be a conversation. It is a protocol that you do need to have in place. It should be very simple. There should be no questions asked and the person should be like, yep, got it, okay. They might still be angry, that's fine. That's an emotional situation, but there shouldn't be questions around it. And if you need help building that, fine. We've got references, we've got information, we've got documents we can help you with, but realistically,   take a step back and say, how can I prevent the need to off board someone? I want everyone here forever. having that protocol, sure, got it in our back pocket for if it is necessary, but how do I prevent that need? I don't want that at all. So go back through your hiring process and look at the team members that hired well. Like I'll look at Kristy and say, how did I attract Kristy to my team? How did I attract Trish to my team? Like Monica, to my team, Monica was a   referral from Trish because Trish knew that this was a fit for Monica. Trish knew it was a fit for us for the same reasons Kristy did. I actually, we didn't even realize until after Trish started the hiring process, she knew me previously, didn't even realize because it was a different space of life that we were connected. She applied to our company because she wanted to work with our company, not because of me. So it's just really cool to watch those things happen. So moving forward with hiring, I look at   DAT Kristy (24:28) Yeah.   The Dental A Team (24:34) the consultants that I have, Dana, and I say, what attracted this human, this perfect specimen of a consultant to our company? And how do I emanate that in the information I'm putting outward? Like the podcast, the job ads, those pieces, how do I make sure that I recruit those people again?   DAT Kristy (24:54) I agree with you. And you mentioned this early on too. One of my biggest tips would be make sure you're speaking to that employee in the beginning of your ad. So many times people write it about themselves. This is why, you know, but they're buying into what it's an emotional thing that it's going to bring to them. So make sure you're speaking to that, you know, on the onset of your.   The Dental A Team (25:20) I totally agree with you. That is a massive point. We get caught up in wanting people to want us. We want people to want to work with us. And I do want people to want to work with us, but I want people to first see themselves in the job, in the person that I'm describing. I want them to be able to check, check, check, say, yes, that's me, yes, that's me, yes, I want this, yes, I want to work with this company.   DAT Kristy (25:43) 100%. Yeah.   The Dental A Team (25:45) Awesome. All right, guys, I hope this was beneficial. think biggest takeaways, biggest action items, make sure number one, we talk about this all the time, you guys, core values, mission, vision, job descriptions are in alignment. We preach on this because you guys, it is the core of your company. So if those things, your org chart, those pieces are out of alignment, they're not solid yet, reach out, Hello@TheDentalATeam.com We can get on a call, kind of figure out what needs to happen. If you are our client, reach out to your consultant.   Easy peasy. Okay, don't reach out to hello. That gets a little confusing when things like that come through. So if you have a consultant on your team already on your side, reach out to your consultant. ⁓ Secondary to that, check and see like what's working, what's not working, and how can you duplicate what's working? How can you duplicate that higher and keep people for the long haul? I would love if every time we quote unquote off boarded someone, it was truly because they had a life change, not because   it was the wrong place for either of us. And sometimes we do outgrow each other. I do have to put that out there. If you're a team of seven today, and in a year and a half, you're a team of 13, 14, sometimes those team of seven team members need a team of seven. And that's okay too. That's an out, that's a life change. That's a, this space is no longer working for me. That's a life change. It's a growth space. That's okay too. It doesn't mean that there was something wrong. It just means that we're in a new space. So go check those pieces. If you're in the hiring world right now,   Check your ads, make sure your ads are speaking to you, and then check the kind of applicants that you're getting to your ads. Is there a trend in the type of applicants you're getting? Are they all wrong? Are they all right? Are they mediocre? Kind of check that and then revamp your ad to fit to attract someone different if you're not getting the right people. Kristy, thank you so much. This one was, like I said, this was really fun. At first I think we both were like, wow, that's a little wild. ⁓   DAT Kristy (27:39) What?   The Dental A Team (27:42) But I had a lot of fun with this one. So thank you for taking that journey with me, Kristy.   DAT Kristy (27:46) Yeah, absolutely. Thank you. Always a pleasure.   The Dental A Team (27:49) Thank you. Awesome. All right, guys, go drop us a five star review because you know this one was amazing. This was super fun for us. And also let us know what you loved. Let us know if there's anything we can do to help you. Again, if you're not yet a client, Hello@TheDentalATeam.com is a really easy space to reach us at. If you are a current client that we love and adore, we love and adore you on a consultant basis. So reach out to your consultant. She is here waiting to help you. All right, everyone, we'll catch you next time.  

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

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

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

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

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

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

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

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

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

Something New!For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP225 In episode 225, Coffey talks with Monica Lloyd about navigating organizational change with transparency, stability, and human-centered strategies.  They discuss how AI, workforce demographics, and economic uncertainty are reshaping leadership expectations; how transparency and vulnerability build trust during change; how leaders can create stability and clear communication systems in uncertain times; how organizational values and culture can anchor teams through disruption; the impact of AI on jobs and workforce planning; rethinking career paths and talent retention in the age of automation; training middle managers to communicate consistent messages; building engagement through recognition and behavioral insight; and how HR must evolve into the science of human behavior and change management.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for one hour of recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Monica Lloyd is the founder of People Forward®, a consulting firm on a mission to create workplaces people love. A recognized thought leader and top-rated speaker, she's known for blending sharp business strategy with contagious energy that inspires leaders and teams to raise their game.   As an expert contributor to the Forbes HR Council, Monica brings both credibility and a fresh perspective to the national stage, challenging audiences to rethink how work should feel and how organizations can truly thrive. Her style is equal parts strategist, motivator, and innovator who never shies away from tough conversations, but always keeps people at the center.  Whether she's guiding executives through organizational transformation, sparking inspiration from the stage, or hosting her People Mavens podcast, Monica's work is rooted in one simple belief: the best business strategy is people strategy.  Monica Lloyd can be reached at https://www.peopleforward.us https://www.linkedin.com/in/themonicalloyd/   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.  Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Explain how transparency and vulnerability strengthen leadership credibility during times of change. Identify methods to create organizational stability and clear communication in uncertain conditions. Describe strategies for adapting workforce planning and career development in response to AI-driven transformation.  

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

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

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

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

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

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

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

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

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

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

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

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

In episode 224, Coffey talks with Dr. Leslie Thomas about how artificial intelligence and the speed of change are reshaping hiring and workforce development.They discuss the evolving role of AI in HR and how it is redefining job design and required skill sets; the transition from traditional degree-based hiring to skills-based approaches that emphasize measurable competencies; how psychometrics supports objective and equitable testing and certification; the rise of microcredentials and modular certification programs that align with changing organizational needs; the implications of reduced reliance on four-year degrees and the expansion of alternative pathways to employment; the balance between automation and human adaptability as job roles evolve; methods for assessing durable “power skills” such as communication, collaboration, and leadership; and the importance of ensuring transparency, privacy, and bias mitigation in AI-assisted assessment and hiring systems.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three quarters of recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:For more than 20 years, Dr. Leslie Thomas has been helping clients create assessment programs to effectively measure and evaluate professional competence.In her role at Kryterion, Dr. Thomas and her team work closely with clients to help translate their business goals into credentialing programs that provide real value to their stakeholders such as enhanced productivity, risk mitigation, or lower hiring costs.As a member of the Association of Test Publisher's Technology-based Assessment's AI subcommittee, she has contributed to multiple publications on the use of AI in the assessment including the responsible use of AI and human oversight.Before Kryterion, Leslie served as the Chief Psychometric Officer at Brainbench, ran a boutique consulting firm, and worked as a research scientist at ACT.Leslie Thomas can be reached at www.kryterion.com/ www.linkedin.com/in/leslieathomasAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Understand how AI is transforming employee selection, assessment, and job design.2. Identify strategies for implementing skills-based and credential-based hiring.3. Evaluate ways to maintain fairness, transparency, and adaptability in AI-driven HR processes.

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

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

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