Podcasts about Onboarding

Do you have an idea for a podcast episode?In this episode of Talking Pools, the hosts discuss various aspects of running a pool service business, including personal updates, team structure, role hierarchy, employee training, and the importance of KPIs and accountability. They emphasize the need for flexibility within teams, the significance of employee engagement, and the necessity of having a clear onboarding process. The conversation wraps up with a focus on transparency and communication as key elements for business success.takeawaysThe immune system is largely controlled by the X chromosome.Creating a clear hierarchy in a business helps set expectations.Flexibility in roles can enhance employee satisfaction.Professional development is crucial for employee retention.KPIs are essential for measuring business success.Regular employee reviews foster engagement and accountability.Onboarding processes should be well-defined and transparent.Investing in employees' personal interests can boost morale.Communication is key to a successful team environment.Celebrating employee achievements enhances team spirit.titlesBuilding a Strong Team in Pool ServiceThe Importance of Role HierarchyFlexibility in Business OperationsInvesting in Employee DevelopmentSound Bites"I hate being sick.""This is our level of expectation.""It's really important to have a crossover.""Creating professionalism and creating experts.""It's all about transparency, communication.""You have to put in the hard work.""You only get one chance at a first impression.""We like it when we get those ideas."Chapters00:00Introduction and Personal Updates02:55Business Growth and Team Structure06:05Role Hierarchy and Responsibilities08:57Flexibility and Cross-Training in Teams12:03Professional Development and Training14:51KPIs and Accountability in Business18:10Employee Engagement and Satisfaction21:00Onboarding and Employee Handbook24:10Conclusion and Future Topics Support the showThank you so much for listening! You can find us on social media: Facebook Instagram Tik Tok Email us: talkingpools@gmail.com

In today's episode, Dr. Killeen wraps up the first week of systemization by focusing on one of the most overlooked (but most important) systems in your practice — onboarding. From pre-first-day emails to a universal guide that answers all the “new person” questions, learn how to create a welcoming, low-stress experience that sets the tone for a great team culture. It's not overkill — it's smart, simple, and shows your team you're organized and intentional from day one.

Any donation is greatly appreciated! 47e6GvjL4in5Zy5vVHMb9PQtGXQAcFvWSCQn2fuwDYZoZRk3oFjefr51WBNDGG9EjF1YDavg7pwGDFSAVWC5K42CBcLLv5U OR DONATE HERE: https://www.monerotalk.live/donate TODAY'S SHOW: The episode features a conversation between Douglas Tuman and Seth from Cake Wallet discussing Monero's 11th birthday and recent developments in the Cake Wallet ecosystem. Seth discussed several major updates to Cake Wallet, including background sync for Monero which allows wallets to stay synchronized automatically, and the implementation of a unified 12-word seed phrase system for all supported cryptocurrencies. The conversation covered the upcoming FCMP (Full Chain Membership Proofs) implementation in Monero, with Seth estimating a timeline of 6-9 months for full deployment. Seth shared insights about Cake Wallet's integration with the Open Crypto Pay system, enabling seamless point-of-sale transactions in Switzerland. He also discussed the importance of maintaining a symbiotic relationship between Monero and other cryptocurrencies, particularly Bitcoin and Litecoin, as they serve as valuable on-ramps to Monero. The discussion concluded with Seth emphasizing the need for the Monero community to focus on improving user experience without compromising privacy, and to be more open to integration with existing cryptocurrency infrastructure like BTC Pay Server. TIMESTAMPS: (00:05:19) Discussion on integrating XMR Chat with Cake Wallet. (00:32:14) Upcoming native Tor integration for Monero wallets. (00:33:13) Zcash community's recent efforts to regain adoption. (00:41:32) Collaboration with DFX for POS solutions to integrate Monero into existing systems. (01:03:39) Background sync feature for Monero wallets. (01:11:50) Optimism about loosening regulations and supporting builders of privacy tech. (01:18:04) Importance of fighting for regulatory wins while staying true to cypherpunk ideals. (01:24:19) Onboarding new users to Monero and addressing initial friction points. (01:37:48) Final question: How to maintain Monero's lead in adoption and privacy. (01:44:50) Closing remarks LINKS: https://x.com/sethforprivacy Purchase Cafe & tip the farmers w/ XMR! https://gratuitas.org/ Purchase a plug & play Monero node at https://moneronodo.com SPONSORS: Cakewallet.com, the first open-source Monero wallet for iOS. You can even exchange between XMR, BTC, LTC & more in the app! Monero.com by Cake Wallet - ONLY Monero wallet (https://monero.com/) StealthEX, an instant exchange. Go to (https://stealthex.io) to instantly exchange between Monero and 450 plus assets, w/o having to create an account or register & with no limits. WEBSITE: https://www.monerotopia.com CONTACT: monerotalk@protonmail.com ODYSEE: https://odysee.com/@MoneroTalk:8 TWITTER: https://twitter.com/monerotalk FACEBOOK: https://www.facebook.com/MoneroTalk HOST: https://twitter.com/douglastuman INSTAGRAM: https://www.instagram.com/monerotalk TELEGRAM: https://t.me/monerotopia MATRIX: https://matrix.to/#/%23monerotopia%3Amonero.social MASTODON: @Monerotalk@mastodon.social MONERO.TOWN: https://monero.town/u/monerotalk

Welcome solo and group practice owners! We are Liath Dalton and Evan Dumas, your co-hosts of Group Practice Tech. In our latest episode, we discuss using Google Vids in a group therapy practice context. We cover: Popular screen recording software, Loom, and why it's not HIPAA compliance compatible  Google Vids being covered by the Google Workspace BAA  Use cases for screen recording software for group practices Key reminders and usage notes for Google Vids Listen here: https://personcenteredtech.com/group/podcast/ For more, visit our website. Resources Google Workspace Help Center: Get started with Vids in Google Workspace: What you can do with Google Vids PCT Resources Free on-demand workshop: Onboarding and Offboarding with Compliance and Ease in Mind Free on-demand workshop: Making Practice Life Easier and More Efficient With Google Workspace Group Practice Care Premium weekly (live & recorded) direct support & consultation service, Group Practice Office Hours -- including monthly session with therapist attorney Eric Ström, JD PhD LMHC + assignable staff HIPAA Security Awareness: Bring Your Own Device training + access to Device Security Center with step-by-step device-specific tutorials & registration forms for securing and documenting all personally owned & practice-provided devices (for *all* team members at no per-person cost) + assignable staff HIPAA Security Awareness: Remote Workspaces training for all team members + access to Remote Workspace Center with step-by-step tutorials & registration forms for securing and documenting Remote Workspaces (for *all* team members at no per-person cost) + more

How to onboard a new physician: What does hospital orientation consist of? How long is orientation at a hospital? How much does physician onboarding cost? The challenges of onboarding new doctors and advice for physician onboarding training with Susan Slaughter, director of physician relations and practice development at Hattiesburg Clinic. American Medical Association CXO Todd Unger hosts.

In episode 196, Coffey talks with Sam Kabert about achieving "soul-life balance" as an alternative approach to traditional work-life balance. They discuss the concept of soul-life balance focusing on inner well-being rather than compartmentalizing work and personal life; the 90-second rule for processing emotions based on neuroscience research; the importance that people leaders model soul-life balance; the BREATH framework (Breathe, Relax, Energy to reveal, Accept, Transform, Habits) for emotional regulation; the "ninja breath" technique for managing stress in real-time; practical applications for incorporating these practices in workplace settings; and the importance of processing emotions rather than compartmentalizing them.Sam will be a keynote speaker at the North Texas SHRM Annual Conference on April 298-29, 2025. You can learn more at https://ntxshrm.org/page-1824327 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:Sam Kabert is an expert in subconscious reprogramming, nervous system regulation, and breathwork integration. As a successful entrepreneur turned mental wellness coach, he's helped high-performing leaders break free from burnout, stress, and emotional roadblocks—using the same techniques he'll be teaching in this challenge.Sam Kabert can be reached atinstagram.com/samkabert https://www.linkedin.com/in/kabert/ https://www.facebook.com/soulseekrz https://samkabert.com/ https://www.youtube.com/channel/UCHi-hxuxUe2ZlPJCMkZ7fFQSam Kabert's BREATH Club: samkabert.com/clubSam Kabert's books on Amazon https://www.amazon.com/stores/author/B09T262PKP Soul Seekr podcast https://podcasts.apple.com/us/podcast/soul-seekr/id1474728691 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:Implement simple breathwork techniques in workplace settings to help employees regulate emotions and manage stress Create psychological safety through practices like WIFL (What I Feel Like expressing) to improve team communication Design wellness initiatives that address inner mental-emotional health rather than simply checking boxes for work-life balance

KeywordsBitcoin, Hydro Pool, mining, decentralization, community, payouts, innovation, education, consensus, technologyTakeawaysJungly's background in distributed systems enhances the Hydro Pool project.Community engagement is crucial for Bitcoin's growth and innovation.Bitcoin serves as a solution for those distrustful of traditional financial systems.Hydro Pool aims to decentralize mining and improve payout mechanisms.The importance of education in understanding Bitcoin and mining.Decentralization in mining pools is a significant challenge.Innovative payout mechanisms can enhance user experience in mining.Community-driven solutions can lead to more resilient mining operations.The future of mining pools may involve federated models.Continuous development and feedback are essential for the success of Hydro Pool.SummaryIn this conversation, the participants discuss the Hydro Pool project, its significance in the Bitcoin mining landscape, and the importance of community engagement. Jungly shares his journey into Bitcoin and emphasizes the need for innovative payout mechanisms and decentralization in mining pools. The discussion also touches on the challenges faced by miners and the role of education in fostering a better understanding of Bitcoin and its potential. Overall, the conversation highlights the collaborative efforts required to advance the Bitcoin ecosystem and the exciting developments on the horizon.Chapters00:00 Introduction to the Guests and Their Backgrounds02:19 The Journey to Bitcoin and Its Impact05:32 Understanding the Hydro Pool Project08:28 The Importance of Decentralization in Mining11:27 Challenges in Bitcoin Mining and Centralization14:23 The Future of Mining and Community Engagement20:10 Investor Transparency and Company Dependencies23:16 Onboarding and Education in Bitcoin Mining24:06 Concerns Over Centralization in Mining Pools30:44 Innovative Payout Mechanisms in Mining39:59 The Future of Mining Pools and Decentralization41:26 Community-Driven Mining Pools44:25 Technical Considerations in Mining48:24 Innovations in Mining Software50:31 The Future of Mining Operations57:32 Building a Collaborative Mining Community

Welkom bij deze speciale bonus aflevering van De Moeite Waard! Marc van Hal is eenmalig de host van deze podcast en heeft Mayke Kettelerij te gast. Zij is mede-oprichter van Flexmakers, een uitzendbureau, en tevens mede-oprichter van Doorgroeiers, een organisatie die zich richt op werving en selectie voor (v)mbo- en mbo+-talent in d eprovincies Gelderland en Overijssel. Mayke deelt openhartig haar persoonlijke reis van werknemer naar ondernemer, de uitdagingen van het starten van een uitzendbureau tijdens de coronacrisis en haar visie op het belang van lokale betrokkenheid, oprechte aandacht en een sterke teamdynamiek. Samen bespreken ze wat veerkracht voor Mayke betekent, hoe ze met haar team investeert in persoonlijke ontwikkeling, reflectie en onderlinge communicatie, en hoe haar ervaring als moeder haar leiderschapsstijl beïnvloedt. Luister mee naar inspirerende inzichten over groei, het omgaan met verandering en het creëren van een werkcultuur waarin mensen centraal staan. Ook krijg je een kijkje achter de schermen van de dagelijkse praktijk bij Flexmakers – van lunches en teamcoaching tot aan de wall sit voor extra energie. Veel luisterplezier!

Interviews mit Philipp Johann Preißer, Katharina Baehr, Julia Kounlavong  und Veronika Birkheim und Eindrücke von der Messe „Retention Pro“ in Wiesbaden Wer seine Mitarbeitenden begeistert und von Anfang bis Ende der gemeinsamen Reise eine wirklich gute Erfahrung bietet, hat keinen Fachkräftemangel. Wer seine Leute hält und menschlich gut begleitet, braucht weniger Aufwand im Recruiting. Wer nicht geht, muss nicht ersetzt werden. Was so einfach und schlüssig klingt, ist in Wahrheit eine enorme Herausforderung für Arbeitgeber und Führungskräfte. Es gibt viel zu tun – und das am besten wesentlich bewusster und intensiver als es bisher üblich war. Kein Wunder, dass es genau für diesen thematischen Ansatz jetzt eine eigene HR-Messe gibt: die „Retention Pro“ hat gerade ihre gelungene Premiere in Wiesbaden gefeiert. Veranstaltet vom HRM-Institut fanden sich jede Menge Aussteller rund um Retention und Employee Benefits in Wiesbaden ein. Ein inspirierendes Programm mit vielen HR-Profis bildete den Rahmen. In der heutigen Podcastfolge nehme ich Sie mit in die Messehalle, teile meine Eindrücke und habe vor allem 4 inspirierende Kurzinterviews mit tollen Experten aus der Praxis dabei. Deren Erfahrungen ermutigen und inspirieren für den eigenen Weg zum großartigen Arbeitgeber.     Themen:  Eigentlich selbstverständlich: Warum „Retention“ und „People Experience“ die neuen Buzz-Word-Stars sind und zu Recht eine eigene Messe verdient haben.  Besonders überzeugend: Wie Decathlon Employer Branding großartig umsetzt und was man daraus lernen kann. Interview mit Philipp Johann Preißer, Head of Employer Branding & DEIB bei Decathlon Deutschland.   Fundiert gemessen. Warum man “People Experience” systematisch gestalten und Ergebnisse messen sollte. Interview mit Veronika Birkheim, Expertin für People Experience und HR-Beraterin.  Wirtschaftlich erfolgreich. Wie eine richtig gute Candidate Experience Aufwand und Kosten im Recruiting dramatisch senken kann. Interview mit Katharina Baehr, Head of People & Culture - Recruiting und Employer Branding Managerin bei der Contabo Group.  Herzlich verbunden: Warum es beim Onboarding nicht um Checklisten und Prozesse geht, sondern um Verbundenheit. Interview mit Julia Kounlavong, HR-Beraterin und Gründerin.   Gute Unterscheidungen. Warum es so wichtig ist, der Fülle an Angeboten auf den Prüfstand zu stellen und Anbietern auf den Zahn zu fühlen.    Kontakt zu meinen Gesprächspartnern:  Philipp Johann Preißer: https://www.linkedin.com/in/philipp-johann-prei%C3%9Fer-554510102/ Veronika Birkheim: https://www.linkedin.com/in/veronika-birkheim/ Katharina Baehr: https://www.linkedin.com/in/katharina-baehr/  Julia Kounlavong: https://www.linkedin.com/in/juliakounlavong/   Website von Stefan Dietz www.stefandietz.com mit weiteren Ideen und Ressourcen. Anfragen zu Keynotes, Moderation und Veranstaltungstipps: office@stefandietz.com  Stefan Dietz als Redner – online und offline - buchen  

Today on the show we have Miguel Fernandez Larrea, the CEO and Co-founder of Capchase.In this episode, Miguel shares his experience helping B2B vendors recover customer acquisition costs faster and increase deal sizes through flexible payment terms.We then discussed the enterprise sales motion behind Capchase Pay, how Miguel's team drives adoption across sales, finance, and rev ops, and how their CS team is optimizing activation to reach the first five closed deals.Mentioned ResourcesCapchaseChurn FM is sponsored by Vitally, the all-in-one Customer Success Platform.

Read the full show notes at malphursgroup.com/286 Join hosts Scott Ball and A.J. Mathieu as they dive into a miniseries focused on successfully onboarding a new pastor. In this episode, the discussion revolves around how churches can prepare to welcome a fresh leader effectively. Scott and A.J. share valuable insights on practicing intentional hospitality, embracing clear and gracious communication, and being open to change. Whether you're in the midst of a pastoral transition or simply thinking ahead, this episode is packed with practical advice to set your church up for success. Don't miss out on these essential tips for ensuring a smooth transition and a thriving church community!

On this episode Joe Woodard speaks with Deb Defer, Director of CAS Consulting at Woodard, about how firms can turn client onboarding from a loss leader into a profitable, strategic phase of their CAS engagements. They explore pricing structures like evergreen retainers, volume-discounted cleanups, and onboarding fees to ensure firms aren't losing money or undervaluing their services. The episode is packed with actionable advice for firms of all sizes looking to boost MRR and avoid getting stuck in once-a-year cleanup chaos. Thank you to our show sponsor, Bill — your financial operations platform.Bill is the intelligent way to create and pay bills, send invoices, manage expenses, control budgets and access the credit your business needs to grow, all in one platform. Learn more about the show and our sponsors at Woodard.com/podcast

Ever wondered what it takes to turn a new client into a long-term relationship? In this episode, Alyssa and Dakota dive into crafting a successful onboarding process to execute clear deliverables on a structured timeline. From brainstorming creative concepts to executing multi-channel campaigns, we cover it all.Episode highlights: Creating a proper client onboarding process, transparency and communicating deliverables and timelines will lead to long-term client relationships. Here are items to provide to ensure a strong client onboarding experience: Preparation and Welcome:Send a personalized welcome email, introducing the main points of contact and outlining next steps.Share a welcome packet or client guide that includes your services, communication protocols, and project timeline. Kickoff Meeting:Hold an initial meeting to discuss the client's goals, expectations, and any pain points.Review the project scope, deliverables, timelines, and any relevant documentation. Setting Expectations:Clearly define roles and responsibilities on both sides.Establish preferred communication channels and frequency of updates. Gathering Information and Documentation:Collect any necessary files, branding guidelines, login credentials, or project-specific data.Use a checklist to ensure you have everything you need to start effectively. Project Plan and Milestones:Develop a clear project roadmap with key milestones and deadlines.Share the plan with the client to make sure everyone is aligned. Training and Support (if needed):Provide training on how to use client portals, collaboration tools, or project management systems.Offer resources and guides to make the process smoother. Ongoing Communication and Follow-Up:Maintain regular check-ins to update on progress and address any concerns.Gather feedback to continuously improve the experience and build trust.TakeawaysWork with clients that align with your valuesBe transparent about mistakes and any issues around timelines or budgetsEnsure all stakeholders are involved in the kick-off sessionCelebrate your winsIf you enjoyed this episode of Ladies Who Launch, please be sure to take a screenshot and share it on social media and tag us @ladieswholaunchpod OR, link us to a friend or colleague by sharing the episode. Also, please give us a review and a five-star rating if you love what we're putting down! Ladies Who Launch is a podcast for marketers by marketers. ladieswholaunchpod@gmail.comInstagram: @ladieswholaunchpodYour hosts:Dakota Kidby owns Social Centric, a digital marketing agency based in Calgary, Alberta, Canada.  Instagram: @socialcentricincAlyssa Berry owns Alyssa Berry Communications, a boutique public relations agency based in Calgary, Alberta, Canada. Instagram: @aly_b_yycResources and links: Get in the queue for our new newsletter, dropping April 2025: https://gmail.us18.list-manage.com/subscribe?u=7ae9fd1fd06734635586825ce&id=4fcdb235baStay tuned to our Instagram for updates on episode drops, merch, newsletter drops, events and more: https://www.instagram.com/ladieswholaunchpod/__Transcript: Dakota Kidby: [00:00:08] Hey, hey, welcome to Ladies Who Launch, the podcast where we cut through the noise, ditch the fluff and get real about all things marketing.Alyssa Berry: [00:00:16] That's right, we are your host, Dakota and Alyssa, two entrepreneurs from Calgary who are here to serve up equal parts solid advice, industry banter, and a whole lot of unfiltered opinions.Dakota Kidby: [00:00:27] So grab your coffee, buckle up, and get ready for a podcast that's equal parts fun and real talk. Whether you're in the biz or just curious about what goes down behind the scenes of marketing, we've got you covered.Alyssa Berry: [00:00:38] Let's get to it. Welcome to Ladies Who Launch.Dakota Kidby: [00:00:46] Welcome back to another episode of the Ladies Who Launch. We are coming at you from a very cold Calgary, Alberta. Yes, that's right friends, it is March 29th and it snowed a lot. So that's the spring tease for you here in Alberta.Alyssa Berry: [00:01:03] Yeah. It's, uh, what? Fake? What do they call it, fake spring or?Dakota Kidby: [00:01:08] The fake spring.Alyssa Berry: [00:01:10] Here we are. Which is why Dakota... Yeah, which is why Dakota and I are in hoodies and hats today. Because it wasn't, it wasn't a day for venturing and getting ourselves suited up.Dakota Kidby: [00:01:23] No, but we endeavor to actually go for dinner after this. And, like, honestly, both of us are like, no, we're staying home. It's so cold. I shoveled, I think like three feet of snow off of my sidewalk today.Alyssa Berry: [00:01:34] It's not even like it's I mean, it's cold, it's chilly, but it's not cold cold. It's just lots of snow and it's that heavy, wet spring snow, which is the worst. Anyway.Dakota Kidby: [00:01:44] Absolutely. But today we want to talk to you guys about going behind the scenes of a successful marketing process. So basically, how to take a concept that a client would bring to you, whether you're in-house or an entrepreneur, and taking that concept to execution. And the reason we want to talk about this is something happened to me this week that I don't think has ever happened to me in my entire time running Social Centric. And it kind of got me thinking about my own processes and transparency in the sense that perhaps I need to be more clear about things sometimes. But I was thinking we could kick off with this because Alyssa hasn't heard the story yet.Alyssa Berry: [00:02:28] Please do.Dakota Kidby: [00:02:29] Okay. So without naming names, I had this really fantastic, cool business reach out to me and ask me for some support with their marketing. The very first thing that I do with a client when they come to me is I ask them if they have a plan. So do you have an overarching plan for your company or like a campaign that you want to run or a product that you want to launch? And I want to say like 98% of the time there is no plan in place, not even an overarching one. So from a due diligence and ethics standpoint, the very first thing that we do, even if we are just focusing on one tactic or solution, is we want to have some sort of a strategy or plan around that.Dakota Kidby: [00:03:12] And so I said to this person, okay, this is step one of our process. This is how this gets executed. And let me know how that sits and we can go from there. And I was very clear, I thought, from day one that it didn't include implementation. And anyway, we go through the process, we work together for three weeks. Great strategy, and of course, strategies always have a bit of a phased out approach. Right? So they can kind of come off as a bit of a timeline, but there's a lot of meat and juice in there that is the solution-oriented piece of what we're doing. And then from there, what will end up happening is clients will often come back to us and say, okay, great, now we need help executing. And so we would send them another contract, which is a different kind of contract and a price that would take care of that scope. And oftentimes we ask clients to sign up for a monthly fee because the project tends to be ongoing, just because it makes more sense from like a expectation standpoint on both sides. But other times we'll just do an hourly. So in this case, I proposed, of course, the monthly because there was a bunch of stuff that we needed to get done, and it was going to take probably about six months. Anyway, she came back and said, oh my God. I didn't realize that this strategy thing didn't include actual execution.Dakota Kidby: [00:04:32] And I was like, oh, well, what do you mean? And she's like, oh, I just like, I probably would not have invested in this had I not known that I was going to get actual help after. And I was like, oh, crap. So how I chose to handle it because first of all, I really respect and appreciate this person and I believe in their product, and I was kind of like, you know, I went back through all of our communications and like all of our agreements and everything like that. And I was like, you know, I'm pretty sure I was clear on this, but maybe I wasn't. And because they're a smaller business owner, perhaps this isn't actually, this isn't like the way I should be running this side of my business. So what I then ended up doing was spending a pretty solid chunk of time creating an actual like process and operation for specific businesses that have a lower budget. And it was like, you know what? Moving forward, I'm going to offer the strategy, but then I'm also going to offer some implementation because for organizations that don't have a huge budget, it might seem like a lot to just get that strategy piece done. So it was a really good learning experience for me because it helped me to like, add more value to this specific piece of my business, but also reminded me that clear-cut communication at every step of the way that is documented is a must.Alyssa Berry: [00:05:52] That is a tough lesson that I think many of us have experienced at some point, whether in our own business or otherwise. I think even in in-house, if you're working in-house, I think sometimes you'll get a, you'll move forward on a project or something, and suddenly your boss or director or something is like, this isn't what I asked you to do, or this isn't the direction and blah blah blah, and that you didn't keep copious notes or anything during the lead-up meetings. And so you have no recourse to be like, no, this is what we discussed and this is what I'm moving forward. So then you get yourself into a pickle. And I think that's just a good learning for everyone. But from a business perspective, I made that mistake early on in running a business and not having processes and like operationally set up from the get go and having very clear contracts. I think that's really where it needs to start with so many projects and even in-house projects like starting with a signed-off creative brief or a signed-off project brief, and then writing a business, it's like a signed-off contract that has very clear outlines of not just deliverables, but also expectations. So one of the things that I had to do in running my business is, I got into trouble moving, with people and clients expecting like proof changes after proof changes after proof changes. And of course, I'm paying for those because I'm paying the designer for their work. So then I'm eating that because I've already quoted the cost of the design to the client, now the designer is coming back to me and charging me for all these over and above changes, like when you're on, like, proof seven or something ridiculous.Alyssa Berry: [00:07:49] So I made that very clear in all my contracts that you get three proofs included in this cost and any more proofs or changes on any design, anything after that is charged at this X fee per hour or per 15 minutes or whatever, if I really wanted to be that. The other thing I added into mine from a process perspective too, and this is just a learning for anybody running their own business, is that I have specific wording in a clause in my contracts that states when our agreement and our contract is over, I'm not obligated to keep all of your stuff. You will get, you will have access to whatever you've done, and you have your folder and your documents. After 90 days, I can get rid of all of that. I'm not, I'm not your legal book, like your legal document holder. And I'm not responsible for anything that happens to anything after that, because I also got into a bit of a pickle with that in my business, too, where I had a complete computer meltdown and lost a whole bunch of files, and no clients ever came back to me and asked for any, like, I mean, but it was just my realization that, oh wait, I lost all of these files, and if anybody came back to me, I had no clear clause in my contract that I'm not responsible for housing your documents, nor should you want me to be either, because I am not a private closed circuit loop document holder situation here either. So.Dakota Kidby: [00:09:31] No. And you shouldn't have to give up that space on your computer or your drive. Unless they're an existing client.Alyssa Berry: [00:09:37] Yeah. So 90 days after our the end date of our contract, once you have everything that you get out of this, all of your file, whatever, you have no claim to anything, after that, that I may or may not have. So, it is interesting, and so when we get, when we talk about like process, like that was a process that we both found, but like that started at a contract stage so that we actually could go back and reference what we outlined and were clear or not clear about.Dakota Kidby: [00:10:14] Absolutely. And it's so funny because I run into that pickle, too, in the sense that we are mostly, you know, for the longest time, social media. And so I'll never forget one of our clients that we were parting ways with, and this was a sticky, toxic situation also, we weren't a fan of the client as they were leaving us. They had kind of taken advantage and been disrespectful and we didn't really leave on the best note, but they came back to me and said, I want all my social media graphics from the last three years. And I said, well, that's not part of our contract. And if you want them, you can go through your Facebook and get them. But now we do encourage our clients to start a Pro Canva account. We don't actually do work on our Canva account for clients for the most part, and then therefore they have access to all their graphics if they want to reuse them and stuff after we potentially part ways. And then that just helps us alleviate not having to make space on our drive, and giving them their Canva. Now, if a client says to us, well, we don't want to pay for that and we're using our Canva account, I've said to that we have a clear clause in our contract that they relinquish all, you know...Alyssa Berry: [00:11:32] Rights.Dakota Kidby: [00:11:32] Expectation that they would get. And then they also, if they ever did need us to do some sort of a downloading situation from social or our Canva for them onto a drive, it's like a $150 fee at the end of their contract for us to do that.Alyssa Berry: [00:11:47] Yeah.Dakota Kidby: [00:11:48] So that's just, we just explained that that's the transfer of file fee and process moving forward.Alyssa Berry: [00:11:55] It is interesting how things have changed, even in like the decade that I've had my business and sort of the expectations now and the amount of software that we all use and having, I was the same. I just used to do client work on my own pro Canva and it's like, yeah, don't do that anymore. Like, I'm not, I'm not, no, and even like ChatGPT. So most of us have business, are paying for business access to ChatGPT for various reasons, but then I think, is this like also something you could get called out on by using ChatGPT for client work? But then I'm like, ah, I use ChatGPT in my full time job all the time, so I'm like, I guess if a client really wanted to get all like nitpicky about it, like cool, but, I think there's a lot of things now that we're using that technically, I guess, could be breach of privacy in that way, because we're really putting client information into ChatGPT even if we're not using their names and stuff, we're still putting client information into ChatGPT. But then I'm like, eh, I do that for the company I work for, I put their, although they have their own corporate private ChatGPT whatever.Dakota Kidby: [00:13:18] But yeah that's another thing, like they have if, you know, and I think there will come a day where it's like you set up a suite of tools for a client and then you use that suite of tools and it's not, you know, far-fetched also for us to manage like a Hootsuite or a Metricool or a Sprout account that a client has, like, we give them that option, we say, hey, we can either use our Metricool, which will give you client access to, and you can see all your analytics in a live dashboard as well as, and that's been a godsend for me, to be honest, but they have access to everything. Or we can use your account, however, like if it doesn't have the capabilities that ours does, then, well.Alyssa Berry: [00:13:55] You just have to know that.Dakota Kidby: [00:13:57] Yeah, we'd recommend this software at this point, but yeah that kind of, yeah, like brings us to getting, we want you guys to get out your notebooks and pay attention because we're going to master the scenes of a successful marketing process from concept to execution. So, Alyssa, you want to kick it off with client onboarding?Alyssa Berry: [00:14:20] Onboarding. Yes.Dakota Kidby: [00:14:21] I feel like you're the best at this.Alyssa Berry: [00:14:24] It's, and it's taken a long time to get to this point, but again, as I said, through the trials and tribulations of me making mistakes and all of that stuff, but onboarding is really the most important step because the onboarding is the relationship. Not only the relationship that you're building personally with your client or, whether internal or external clients, because this relates to internal stakeholders from a business from a corporation perspective too if you're not running your own business, it helps set the parameters that help set the stage for what's going to happen. And ultimately, a successful onboarding process leads to a longer-term business relationship. And I have found in my time that the best onboarding processes that I've had with clients are the ones that ended up being, like clients that were like 3, 4 or 5 years long clients because they understood. And what that starts with is having clear objectives of what this relationship is for. Is this relationship for a social media channel refresh? Is this for a rebrand of my assets? Is this for the development of a communications plan? Is this for an internal communication strategy for your corporation? What is that clear thing that we are here to do?Dakota Kidby: [00:16:07] Like, why are you hiring me? Almost a reminder. Because sometimes clients like - and sorry to interrupt - but I find sometimes clients get really in their own heads, and they rush, I find, to find support. And then when it comes time to sign, it's that conversation of I didn't realize this is how much this cost. I didn't realize that that's what my perception of what I told you I needed, that's your perception. And so this is why that clear communication that Alyssa is talking about is so important, because you almost have to remind the client, like why they're getting into bed with you, so to speak.Alyssa Berry: [00:16:41] Right. And part of that is, is setting them and you up for success. And that means, as we were just sort of alluding to, getting them set up on all the tools that are required to complete this contractual obligation, and also ensuring that we have access to all accounts, information and personnel that we need access to at the beginning, and having those clear, that clear delineation right at the beginning, because that, and I've run into this many times with clients is like, they're like, they'll forget to give you their social media passwords or their Gmail accounts or all this stuff, and it's like, oh no, I'll get to that. You're going to get it today, you're going to get it today. And then like months have gone by and you haven't done any work because you can't access anything. And you, but that's also on me because I didn't set them up for that. In terms of creating, what I do with my clients is everyone gets their own Google file. So it'll be like XYZ Company, this is your Google file, here's the link, you have access to this, this is where all your assets are going to go. This is all your this is where your contracts going to live, this is where everything is going to go. And I will itemize everything, I'll make folders for contracts and documents and logos, whatever, but this is your domain, this is where everything is going to live.Alyssa Berry: [00:18:11] Nothing's going to live on your computer. Nothing's living on my computer. This is our space, and so you can't go and be like, oh, this isn't... So that's step one. Now I will say I don't use any like, Honeybook or any of those sort of like, what Dubsado or any of those sort of processing softwares, mainly because they're expensive and I've just never justified it. So I sort of set up my onboarding manually. Like, it's not a formal process, but like the first thing is they get a welcome package with a copy of the signed contract. And a little bit about me and who they're going to be working with. And this is the designer and this is, yeah, this is the writer that we have, and this is going to be the videographer working on your project, blah, blah, blah. Here's a little synopsis of who's who in the zoo here. So, and then I will then send a follow up email with like here are our key check in dates. So phase one check in date is this, and what's going to be discussed is the draft of this strategy check into is this with the first execution dates or I'll have key check in dates because this also sets the stage that they know they're not going to be emailing me 20 times a day.Dakota Kidby: [00:19:36] Yes, because that can be, that is always a problem.Alyssa Berry: [00:19:40] Right? It's like here's your key dates. Dakota Kidby: [00:19:40] But yeah. If you don't have those key dates, then, you know you fell short when you're getting five emails from the client or even just the question of where are you at right now? Where is this at? You don't want that question. You want to have yourself set up so tightly that the client doesn't have to ask. And that is top tier service.[00:20:00] Hey all, sorry for the interruption. Just wanting to remind you to please give us five stars and subscribe to our podcast wherever you listen to podcasts. Honestly guys, this is the way that we build our podcast. And if you're a supporter of Ladies Who Launch, we would really, really appreciate it if you could just give us those five stars and subscribe. Thanks, guys. Now back to the episode.Alyssa Berry: [00:20:19] And once that email with sort of those key dates and all that's in the calendar, then the email goes out about a strategy session or sort of a pre kind of get to know you, what's going on, getting a lay of the land with the client or manager or whoever you're working with. And that can be anything from a two hour session to a half day session to a full day session, depending on how many stakeholders need to be involved in that. Like I know some nonprofit organizations will have it as a full day because they'll want to bring some of their board members in, or some of their or even corporates might want to have some of their C-suite execs be a part of that to just get everyone on the same page before launching into the next phase of like, developing that strategy. So everybody's sort of been in the know of what the project is and what the key deliverables are and when those key deliverables will be delivered.Dakota Kidby: [00:21:17] Absolutely. And the other thing is, it's really funny, I have a girlfriend who works in change management, which is essentially when you come in and you are applying a process or a policy, or there's been a big change in an organization, so big, in fact, that you have to hire like a professional to come in and help manage all your stuff. And oftentimes, depending on the depth of the project, marketing can be very similar in that we have that, and same thing with being a lawyer. We have to almost open the business up and understand and diagnose what the gaps and the issues are before we can come up with proper solutions. And so that conversation that takes place prior to strategy or any sort of strategic planning is very crucial because without knowing what you need to know, like through whether it's a thorough questionnaire and conversation or what have you, it's very challenging to do your job properly.Alyssa Berry: [00:22:09] Agreed. The other thing I'm going to, the other thing I'm going to note before we sort of launch in is when to invoice for this. So I will send my first invoice before the discovery session or the strategy session or whatever you want to call it, because I've also run into issues where I have done work and then invoiced and then not gotten paid, where it's like I don't start work until I get paid for the first bit of work. So however you want to divide out your invoices, whether it's you paid 20%, 20%, whatever, or half and half or a percentage up front or whatever it is, however you want to lay out your invoicing strategy. But I would ensure that you get invoice, you invoice and get paid for any, especially at the beginning if you're out, like you're having to bring on external contractors or you've had to, like, upgrade a software system in order to be able to manage this client or whatever, that you're paid for that before you commence work.Dakota Kidby: [00:23:16] And I'm even going to take it, I'm going to take it a step further and say that we used to do work first and then get paid. And I just moved in January, January 1st, I moved into a new model. None of my clients had a problem with it at all. New clients haven't seemed to have a problem with it. When it comes to a strategy package that we are doing for a client, they must pay up front. And we will not book any sort of chat or conversation past our 30 minute like, client, you know, discovery call, like intro, yeah, we will not even book the discovery without the payment. In fact, I'm actually waiting on a client who sent the invoice to their accountant, which sometimes the accountants put you into a cycle, and I'm going to have to send a note on Monday being like, I'm sorry if you guys have a cycle, but like, this needs to be paid immediately. Otherwise I have to give up your date to someone else. And like, I just find when you have those boundaries, people respect you more and they are actually, like, more willing to work with you in some cases because it's like, oh, you value yourself and your time. You seem like you're in high demand. Cool. This is going to be worth my time. And so, and it just sets up that cadence and that expectation that, yes, I have very firm boundaries about my time and how I get paid. And even for our retainer clients, their invoices come out on the first of every month now, and we get paid before we do things. The other thing is, and actually, I will call out our wonderful producer, Alex, who does our podcast for teaching me this, like extra edits or late, things that come late, like for us, if we're doing, if we're cutting video for a client and they're sending us clips and we need them by a certain date to hit targets, getting really, really, really tough. And if they don't send things on time or they're, like, significantly stressing you out, then there's fees, right? Like, I've had to charge clients a few times for too many emails. It's like, I started literally billing for emails like lawyers do, because we had a client who'd send us 25 emails a week.Alyssa Berry: [00:25:16] Yeah, no. And I, and this is all learning too, that a lot of that can be alleviated during that onboarding phase that we talked about earlier, that those expectations are set up front, and that here's our check in dates, and other than that, I don't want to hear from you.Dakota Kidby: [00:25:35] Unless it's an emergency.Alyssa Berry: [00:25:36] Unless the house is on fire. Yeah.Dakota Kidby: [00:25:37] Or they have a question.Alyssa Berry: [00:25:39] Which is, yeah, why we're reiterating the importance of that onboarding process and those key dates and timelines of when things are going to happen because those dates and timelines are not just for you, they're for them as well, because as Dakota just alluded to, like, if they're late getting you things that you require to complete a deliverable, then you have the recourse to go back to them and a) either charge them for it or b) fire them or like let them go as clients, because that was clearly outlined in the onboarding process as to what the expectations are, both on me as the business owner and you as the client.Dakota Kidby: [00:26:22] Absolutely.Alyssa Berry: [00:26:22] And if either one of us reneges or or isn't able to.Dakota Kidby: [00:26:28] Fulfill our end of the bargain.Alyssa Berry: [00:26:29] Fulfill, then we both have the recourse to walk away.Dakota Kidby: [00:26:32] Absolutely. And so, yeah, I would say number one, as Alyssa has been saying, like your onboarding processes is everything. It really sets the stage for the respect, the boundaries and sort of the story of how things are going to go. The other thing I would highly recommend doing right off the bat, just so that it's out of the way, is getting the client into your invoicing software, making some notes or some sort of recourse around what you're doing for them, for your team, just like a client info document almost. And then during the onboarding, so we actually just overhauled our onboarding process and we're still working on massaging it. But what I do now is I pick one day a week and actually I do have a gal who helps with this, but when it's me doing it, I pick one day a week where I do admin, and actually Alyssa taught me this, and during that day it can be anything from filing to invoices to working on the business, whatever. I will say to a client, Kate, you have an onboarding session with us at 9 a.m. on Monday, this is what you need to have done for that onboarding session, get that welcome package together, send it to them ahead of time, and then you use that hour long session to get all their socials connected. Make sure everything's good in the back end, give them a bit of a warning that, hey, if your social media is, your connections are all screwy and someone's missing access and we have to do a bunch of like digging to fix stuff that does incur another fee.Dakota Kidby: [00:28:04] However, we're going to use this onboarding session to make sure you're all sorted and you kind of give them that foundational onboarding session, and then take that time as well to introduce them to the rest of the team. Just get them acquainted with how things are going to go. Get them acquainted with that timeline, give them their Google Link drive, make sure that they sign off on their contract, and make sure that that invoice is paid. And that's kind of what we're going to do moving forward with our clients. And they seem to really appreciate that. Because the other thing that I find that I run into and have run into in the past is the onboarding process can turn into a month long thing if you don't control it, similarly to what Alyssa had just said, right? So you want to try and get all that shit done right then and there. It should really be you have a 30 minute call with them, if they need more, they have to pay for an hour, right? Because sometimes clients just want some consultation time, they don't actually want to hire you. So that's how you alleviate that gap. And then from there, if they want more, then you book that onboarding call, you send them the documents, they make sure that they are committed pot committed to the to the process. And then from there you book things into your schedule. So Alyssa, how are you managing, like, I'm curious to understand how you, what your thoughts are on managing just like the relationship as it goes.Alyssa Berry: [00:29:29] What I found works the best is that I have one contact that I work with. There is one direct person that is assigned to me or whatever from your organization. I don't have the time or the inclination to deal with six people in your organization or in your business. And oh, but Sally does this and this. I don't care what Sally or Bobby or whatever do in your back end. You're going to make that, you're going to make sure that Sally and Bobby get Linda all the information, and Linda's the one that I'm going to, I'm going to deal with on a regular basis. Not that I don't love Sally and Bobby, but I, with multiple, multiple clients, I don't have time to, like, sift through your business Rolodex to figure out who I need to talk to to get something done. It's like no, one contact. And so me and Linda, we're going to be besties. And if Linda isn't getting what I need, then I'm going to be able to tell Linda. And I don't have to worry about informing Bobby and Sally, because I assume that Linda's going to inform Bobby and Sally or whoever needs to know. That's key one, is having a person or if you have to, two, like if they're married or something, whatever. But no more. I'm not working with your team of people. I do not care what they do. Don't. So that's step one. And the other thing to keep a relationship, or like whether it's an internal corporate relationship or an external business relationship, healthy is being very transparent. I have found that the minute as a business owner, if I've done something or I've missed something or whatever, and I've tried to like, figure it out and manage it on my end it just becomes...Dakota Kidby: [00:31:24] ... terrible. Hide it. No, I would just, but yeah, like you try to manage it yourself or, like, brush it under the rug. Absolutely not. You need to tell them immediately.Alyssa Berry: [00:31:32] Yeah. Transparency. And I expect that of them too. Like if Sally broke her leg and didn't get Linda the photos or whatever, cool. Just let me know. Like, we can work with that. I'm not, like, going to come down there and scream because Sally broke her leg. Like life happens, all that happens, we know that. And that's part of being in a good relationship, is being transparent to be like, hey, I messed up or oh crap, I missed this, I'm going to take care of it right now, blah, blah, blah. I mean, that happens in everyone's day to day life. Like, your husband forgot to go to the grocery store on the way home. Like you just, things happen, but you deal with it and you're transparent about it. So that's like sort of step two is being transparent about things that have happened and being transparent about great things too. Like being very quick to congratulate them on things or praise them on things or if they've got client of the month or, I don't know, like whatever stupid thing you can, stupid thing, but like, people like to also receive positive feedback. Like if every time that you're interacting with someone it's negative or it's to talk about something that went wrong, then that's also a bit of a detriment to a relationship. So make sure that you're like, I would do things like send Starbucks over to clients, like just or if I knew they were having a rough day, I'd like send them.Dakota Kidby: [00:33:01] A Skip the Dishes gift card.Alyssa Berry: [00:33:02] Or some DoorDash or Skip the Dishes or whatever. Because those...Dakota Kidby: [00:33:06] Like, celebrations. Like it's their birthday, like it's their company's birthday or...Alyssa Berry: [00:33:12] Yeah, anniversaries. Or like they just hired someone new, so send them some flowers, or someone's leaving and all those sorts of things matter. I would always keep notes of those kind of things in my calendar if I knew things were coming up or if clients I knew were going to a conference or they had a big presentation coming up or any of that kind of stuff, I would always like, put that in my calendar and send them a note or an email or like a text, be like, good luck, blah, blah, blah. So that's the other thing is that like always leading with the positive instead of the only time you're talking to them is if something went sideways. That's also the other thing. But in parallel to that, this is also a learning, is that your clients aren't your friends, just like your coworkers aren't your friends. You don't share personal information. You don't talk about your personal life. You don't talk about going on dates. Like there is a line, like this is still a professional relationship, and I don't care that they're the same age as you, or they're also single or whatever, it's professional because you don't know who they know, and the world is very small, and you don't ever want to be, like, bitching about a guy that you went on a date with but it turns out like that guy is like their cousin's best friend or something. Like, you have no idea who people know, right? So that's always a very clear line for me, is that you don't know anything about me. You know who I am. You know I do good work, you know, whatever. But you don't know what I do when we're not together, because it's none of your business. And I don't need to know anything about you either. And so that's sort of the number three too, is that be very, have very clear boundaries of client or even boss/staff or like internally, right. Like no one needs, no one wants to or should know about your personal issues.Dakota Kidby: [00:35:11] And if I could add like a what am I trying to say? You know what I mean. And yeah section to that, I would say enjoy your connections with people. Like, that's not to say that you can't have a conversation or something, but case in point, if somebody knows you too well, oftentimes meeting agendas will also get completely out of control. So and I'm...Alyssa Berry: [00:35:40] Totally off the rails.Dakota Kidby: [00:35:41] ... because I like to be friends with everybody. And I am a recovering people pleaser. So the other day, actually, I had the worst migraine of my life, I just like wasn't feeling great, but I, you know, I was at the meeting, showed up, it was all good. And my client and I well, she started talking about politics and...Alyssa Berry: [00:35:58] Oh, God, what is wrong with people?Dakota Kidby: [00:35:59] No, but we always, like, have conversations about politics. Like and we're buds and we, again, going against everything Alyssa said. But I do really love working with this client and like we do have a lot in common. So she and I do banter. But anyway, I literally had to say, I'm so sorry, but like, we only have an hour and I'm exhausted and I'm not feeling the greatest today. Do you think we can just get through this meeting? And then I have to go grab a coffee. Then we'll do our next thing that we have to do. And then I gotta go, like, and she was like, nope, no problem at all, all good, like so sorry. And I was like, no, no, it's fine. It's just that again, if you build that personal rapport with your clients, your objectives with getting work done are going to be more ineffective no matter how you swing it. It's the difference between coming in for an hour, meeting with your counselor, right, and then, like, going for wine with them and then having a meeting. So like, just differentiate those two things. If you want to go banter with your client because you find them interesting as a human being, separate it. Ask them to go for wine as a separate human being. Do you know what I mean? Or don't?Alyssa Berry: [00:36:59] See, I wouldn't even, I wouldn't even recommend that.Dakota Kidby: [00:37:02] But, I mean, I am friends with some of my clients, so like I have a different standpoint.Alyssa Berry: [00:37:05] But here's the thing, though. Like if that personal relationship goes south, what does that mean for your business relationship?Dakota Kidby: [00:37:12] I'm not close with them in that respect. I would say if the, like the personal relationship going south probably isn't a, I'm not like besties with any of my clients. I do have one client who I am pretty good friends with, that if she and I ever had a falling out and then like the contract, it wouldn't bother me because it'd be like, well, I don't really want to work with you anyway, but I will say I am, like, I do have a couple of other clients that like, I'll go, I would go and have a beer with them. But we have a very clear, like line in the sand that we both understand, if that makes sense. And they've just been with me for a really long time, so it's almost been impossible to not develop a friendship because we've been through more with each other than just the work. Like, I've seen them go through things and they've seen me go through things, we've had each other's backs, you know, that kind of stuff. And so sometimes it can be inevitable. But for the most part it, you really should look at it like a relationship with your psychologist. It's, you're there to get work done and you don't need to offer up any more of your time than that. And you're also not their therapist.Alyssa Berry: [00:38:18] No. And they're not your therapist.Dakota Kidby: [00:38:21] Absolutely.Alyssa Berry: [00:38:22] I'm going to caveat that politics talk for a second, because I think Dakota and I need to do an episode on this because when I said, oh, politics, what are you doing? Because, like, normally, like generally politics in a business meeting doesn't really come up. But I mean, and I've said this before in this podcast and like anybody could see, my political affiliations are fairly notable.Dakota Kidby: [00:38:48] Like, people know.Alyssa Berry: [00:38:48] People know my thoughts on things and people know.Dakota Kidby: [00:38:51] They know who you are.Alyssa Berry: [00:38:51] So I do have a caveat to the whole political thing because when people talk about like, oh, don't, don't ever share your politics or whatever online or like separate your personal and your business brand in that way, I'm like, no, because I have seen a lot of people on LinkedIn who I will know I'll never work with because of the shit that they post on LinkedIn of all places. Right? Like when did LinkedIn become Facebook? But that's a whole other conversation.Dakota Kidby: [00:39:21] It's true.Alyssa Berry: [00:39:22] Because, yeah, like they're raging Trumpers.Dakota Kidby: [00:39:26] And so are you saying it's a bad thing?Alyssa Berry: [00:39:28] White nationalists. No. I want to know. Now I know. So I, because I work with people who who align with my values, like I'm a person, no one should be separating their personal feelings or their values about things because of business. Like, and I've said this on this podcast before, but I'm a vegetarian, so I would never work with the like Canadian Beef Association and not because they're bad or that I, but I would have no idea what I would communicate about the Canadian Beef Association, because I don't eat it and I don't have any concept of it. So it's the same with like aligning myself with a Raging Trumper client. I would never do that because I have no interest in promoting whatever the heck you're doing or like you're Elon Muskness or whatever the hell. So I'm a big proponent of like, yeah, share your political leanings like as a personal person, personal person, online so I can know because it's a good way to weed out, and that maybe is an onboarding process too, is that I look at people's socials, I look and see like outside of their business. Because like if you're, if what you're representing on your business goes completely against who you are as a person and what you're promoting on your personal accounts, I also don't want to work with you.Alyssa Berry: [00:40:50] So, and people do that with me too, like, I mean, I'm sure there's people who are like, oh my God, you're like a raging leftist. I'm like, I'm not really a leftist, but I guess if you're like a Trumper, that would seem appropriate. But yeah, I don't want to work with you. Like, yeah, you can weed me out too, like, have at her. So that's the other thing is like, yeah, not being like all besties and like therapists with your clients, but also working with people who you align with and align with your values is really important, because if you're trying to fit a square peg in a round hole, like if you're like, can you imagine, like working with, like an anti-abortion organization?Dakota Kidby: [00:41:27] And even if I was like managing their like working on a strategy for call it like their flower shop, and I found out that they were like doing that on the weekend, I would just feel really uncomfortable and I wouldn't want to be aligned with it. That's the other thing. Yeah, like we've had a couple of clients over the years contact us to work with them. And just like the alignment wasn't there based off of a value standpoint. So, but yeah, I think like the final thing I would leave with you guys in terms of, or that we would leave with you guys in terms of like the processes, that your exit process is just as important as your onboarding. So clients are going to go. Everything ends eventually. So just having a really thorough exit process as well, like a nice questionnaire or conversation around like how was the work? Could we have done anything better? Can we get our testimonial, whether it's like a video testimonial or a quote or we're going to prepare a case study. You know, we're going to put that on our website. We'd love for you to, like, spread the word when we post about it on LinkedIn and tag you. So just taking that opportunity to to get that word, and then a referral, maybe offering them like, hey, if you know, things went so well with us, so if you refer to us, we will give you, you know, 10% off your next service or, you know, we would really love a referral. So that's your opportunity.Alyssa Berry: [00:42:48] Yeah. And that's also where that whole piece about here's all of the stuff we worked on, there's your Google Drive, and after this, like I'm not responsible, so don't like send me an email in seven months. Be like, whatever. Can I get a copy of that? Like, yeah.Dakota Kidby: [00:43:05] And it's the opportunity to get removed off their social channels too, which you absolutely should do, and tell them to change their passwords.Alyssa Berry: [00:43:10] You need to get removed.Dakota Kidby: [00:43:11] Yeah. That's right.Alyssa Berry: [00:43:12] Yes. So I mean it's sort of closing the loop and like sending a nice thank you. I've done that in the past, too, for clients is like sent them a bottle of wine to their office or whatever as like a thanks for working with each other and blah, blah, blah, like, always those things because even if it didn't entirely end on the best terms, like if something happened or if maybe the contract ended early for various different reasons, like it wasn't someone's fault, it's just timing or budget or whatever, always be the bigger person because again, you don't know who people know.Dakota Kidby: [00:43:46] Always be the bigger person and just be professional. Stay in your lane, keep your head down. You know, live in your lane.Alyssa Berry: [00:43:55] And that's how, like, Dakota and I have had clients for three, four, five, whatever years. Like you treat people well and do good work, and they will stick around because even if they threaten, like and I've had clients threaten from time to time to be like, well, I think we're going to RFP for this, and I'm like, cool.Dakota Kidby: [00:44:13] Yeah, if you need some fresh blood, I get it. One thing I will say, though, someone, an old boss of mine taught me this, and I think it is some of the best advice I've ever gotten. She said to me, help people in a way that you would never expect anything back. And so I think just from a community standpoint, and if a client has left your roster, but maybe they reach out just for like a quick piece of advice, highly recommend knowing when to differentiate from like, okay, this, I'm going to give you this my time or, you know, or like, oh, it's a big ask so I have to charge for it. Like, I, Alyssa and I are big on like, being there for people where it's appropriate. And of course, this community, Ladies Who Launch is all about that. It's about supporting people who don't have sounding boards and teams, and they need community to thrive. And I'll never forget, I asked a fellow provider for some advice one time, and she was like, well, I'm very busy and I have kids and like, my time is very precious to me, so I do have to charge you for this hour that we're going to chat. And at the time, I remember I was livid. I was like, what a, you know, like, I can't believe she would charge. What the heck? Then as time went on and people started to ask me for things, it was like, oh yeah, a five minute conversation or connection point, no problem. An introduction, no problem. Quick piece of advice, absolutely no worries. Even if it is an hour long conversation, as long as it feels good in my gut. But there are opportunities where, yeah, it's completely appropriate to charge for your time as you become a subject matter expert in something. And now looking back, I'm like, you go, girl, I really shouldn't have been offended. So just knowing when it's time to lend a hand and just be kind versus, you know, charging for your time.Alyssa Berry: [00:46:08] Yeah. Because that's the other thing you learn as grizzled veterans and running businesses is that your time is worth a lot.Dakota Kidby: [00:46:15] It's worth something. Absolutely.Alyssa Berry: [00:46:17] And you can give that time away to the things that you value to give your time to. But for every rando who wants to have to pick your brain for half an hour...Dakota Kidby: [00:46:29] If you're getting those requests like 20 times a week. That being said, too, I will admit, like, I've even caught myself asking for too much sometimes from friends and people that I have in my circle. And yeah, it's, you know, you think that it's okay, but you do have to be respectful of people's time and stuff like that. So with that, we hope that this has been helpful and we would love to hear more from you guys. If you want to know, if you've had any like process mishaps or blow ups, we would love to hear from you guys. So just DM us on Instagram at Ladies Who Launch Pod or send us an email at Ladies Who Launch Pod at gmail.com and we'll see you in two weeks.Alyssa Berry: [00:47:14] Thanks for tuning in to another episode of Ladies Who Launch.Dakota Kidby: [00:47:18] Don't forget to hit the subscribe button and give us five stars anywhere you listen to podcasts. Honestly guys, if you can do that for us, we would be so thankful. It's how we grow our podcast and the more subscriptions and the more five stars we get, the better. So thank you so much for supporting us and we'll see you next time on Ladies Who Launch.

In today's digital-first nonprofit environment, it's not enough to simply invest in a platform—you must also manage that investment intentionally to see long-term value. Samar Haddad, Manager of Client Experience at JMT Consulting, walks us through how nonprofits can shift from reactive to strategic when working with tools like donor databases, accounting platforms, CRMs, and more.From the outset, Samar stresses the importance of selecting not only the right software but also the right solution partner. “Partner solution is just as important as solution selection,” she advises, urging nonprofits to interview potential vendors, understand the structure of their support systems, and clarify expectations around responsiveness and ongoing engagement.This episode dives into why support shouldn't stop after onboarding. “Onboarding and training doesn't just happen once. The solutions are continuously evolving, needs are evolving, regulations are evolving,” Samar shares. This mindset—treating platform management as a living, breathing process—can help nonprofit teams make better use of their tools, align systems with strategic goals, and navigate disruptions with greater resilience.Samar also outlines the value of structured, recurring touchpoints. JMT Consulting meets quarterly with clients, aligned with budgeting, audits, and planning seasons, ensuring that technology is always serving the mission—not the other way around. She encourages teams to be open about their frustrations and compliments, noting that the most productive relationships involve constant dialogue, feedback, and shared discovery.A powerful takeaway from this interview is the idea that nonprofits should strive for “voluntary management instead of involuntary management”—a proactive, data-driven approach that empowers teams to use their platforms with intention rather than reaction.Whether you're onboarding a new tool or rethinking your platform strategy altogether, Samar's insights offer a framework for maximizing ROI, minimizing friction, and advancing your mission through tech-enabled clarity.#NonprofitTech #PlatformManagement #DigitalStrategy Find us Live daily on YouTube!Find us Live daily on LinkedIn!Find us Live daily on X: @Nonprofit_ShowOur national co-hosts and amazing guests discuss management, money and missions of nonprofits! 12:30pm ET 11:30am CT 10:30am MT 9:30am PTSend us your ideas for Show Guests or Topics: HelpDesk@AmericanNonprofitAcademy.comVisit us on the web:The Nonprofit Show

Achtung (Werbung in eigener Sache):  Jetzt mein Buch "Die perfekte Candidate Journey & Experience" unter folgenden Links bestellen: https://link.springer.com/book/10.1007/978-3-662-66875-7 https://bit.ly/3KEgwDF https://amzn.to/3mbzhUO Der inhaltliche Fokus liegt auf Recruiting für mittelständische Unternehmen sowie Startups und darum, wie die Candidate Journey und deren Touchpoints so gestaltet werden können, dass eine hervorragende Candidate Experience möglich wird.   Nina Rahn (Geschäftsführerin d.vinci) Nina ist Geschäftsführerin von d.vinci – einem HR-Tech-Unternehmen aus Hamburg mit über 38 Jahren Erfahrung in der Personalgewinnung. 2013 hat sie in die Nachfolge im Familienunternehmen angetreten – und das mit viel Respekt für Geschichte und DNA des Unternehmens, und gleichzeitig einem klaren Blick nach vorn. Als Unternehmerin in zweiter Generation kennt sie die Herausforderungen mittelständischer Betriebe nicht nur aus der Theorie – sie lebt mittendrin. Besonders am Herzen liegen ihr die sogenannten Hidden Champions: Unternehmen, die Großartiges leisten, aber oft unter dem Radar fliegen. Ihre Mission ist klar: Diese Unternehmen sichtbar zu machen und sie so zu befähigen, die passendsten Talente für sich zu gewinnen – langfristig, nachhaltig und mit Substanz. Dafür entwickelt d.vinci Softwarelösungen, die sämtliche Prozesse rund um Recruiting, Talentgewinnung und Onboarding nahtlos organisieren. Nina selbst ist nicht nur Unternehmerin, sondern auch Speakerin, Impulsgeberin und Teamplayerin – geprägt vom Handball, wo sie früh gelernt hat, wie man mit Leidenschaft, Professionalität und Spaß an der Sache gemeinsam Großes erreichen kann.   Themen In der GainTalents-Podcastfolge 397 habe ich mit Nina Rahn (CEO d.vinci) darüber gesprochen, wie sich das Sourcing im Recruiting in den letzten Jahren verändert hat. Viel Spaß beim Reinhören. Bei Nina bedanke ich mich ganz herzlich für das sehr gute Gespräch und für die vielen guten Tipps zum Thema.  Was ist für ein zukünftiges Sourcing zu beachten? Raus aus der rein „transaktionalen“ Recruiting-Tätigkeit Kontinuierliche Präsenz der Unternehmen als attraktiver Arbeitgeber wird zukünftig genauso wichtig, wie Active Sourcing Mehr Präsenz im Markt aufbauen Digitale Anlaufstellen aufbauen (zielgruppenspezifische Landingpages sowie sehr gute Karriereseite mit relevanten Informationen, authentisch,  etc.) Fokus auf hohe Conversions (Anzeigen und Stellenanzeigen mit dem Ziel: möglichst viele qualitativ hochwertige Bewerbungen generieren) Talentpools müssen aufgebaut werden mit externen und internen Talenten (wo gibt es Potenzialträger im Unternehmen?) Top-Talente, die im Rahmen von transaktionalen Prozessen identifiziert worden sind (oder mit denen sogar gesprochen wurde), sollten in den Talentepool aufgenommen werden Talent Relationsship Management aufbauen: dialogbasierte Kommunikation mit den Talenten im Pool (gutes Gleichgewicht schaffen zwischen Kommunikation von Informationen und Feedback einholen) Empfehlung an Unternehmen: Digitalisiert die Prozesse (z.B. mit einem Bewerbermanagementsystem, mit KI, etc.) – aber Achtung: dabei auch über die Prozesse an sich überdenken! Nutzt Menschen im Unternehmen um herauszufinden, was macht Euer Unternehmen aus? Setzt die Personen als Botschafter ein (eigenes Marketing mit einbeziehen, kein Overseling betreiben). Baut ein gutes Erwartungsmanagement auf (was passt für unser Unternehmen und was nicht – beides sollte klar kommuniziert werden!   #Activesourcing #Recruitingkanaele #Talentgewinnung #GainTalentspodcast    Shownotes Links - Nina Rahn LinkedIn: https://www.linkedin.com/in/nina-rahn/ Website: https://www.linkedin.com/company/dvinci-hr/ d.vinci-Podcast: https://open.spotify.com/show/4m8yBuDSusOvJkg4eJkqsH?si=f43dd8f7423c4ab5   Links Hans-Heinz Wisotzky: Website https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Buch: https://www.gaintalents.com/buch-die-perfekte-candidate-journey-und-experience LinkedIn https://www.linkedin.com/in/hansheinzwisotzky/ LinkedIn https://www.linkedin.com/company/gaintalents XING https://www.xing.com/profile/HansHeinz_Wisotzky/cv Facebook https://www.facebook.com/GainTalents Instagram https://www.instagram.com/gain.talents/ Youtube https://bit.ly/2GnWMFg

Achtung (Werbung in eigener Sache):  Jetzt mein Buch "Die perfekte Candidate Journey & Experience" unter folgenden Links bestellen: https://link.springer.com/book/10.1007/978-3-662-66875-7 https://bit.ly/3KEgwDF https://amzn.to/3mbzhUO Der inhaltliche Fokus liegt auf Recruiting für mittelständische Unternehmen sowie Startups und darum, wie die Candidate Journey und deren Touchpoints so gestaltet werden können, dass eine hervorragende Candidate Experience möglich wird.   Nina Rahn (Geschäftsführerin d.vinci) Nina ist Geschäftsführerin von d.vinci – einem HR-Tech-Unternehmen aus Hamburg mit über 38 Jahren Erfahrung in der Personalgewinnung. 2013 hat sie in die Nachfolge im Familienunternehmen angetreten – und das mit viel Respekt für Geschichte und DNA des Unternehmens, und gleichzeitig einem klaren Blick nach vorn. Als Unternehmerin in zweiter Generation kennt sie die Herausforderungen mittelständischer Betriebe nicht nur aus der Theorie – sie lebt mittendrin. Besonders am Herzen liegen ihr die sogenannten Hidden Champions: Unternehmen, die Großartiges leisten, aber oft unter dem Radar fliegen. Ihre Mission ist klar: Diese Unternehmen sichtbar zu machen und sie so zu befähigen, die passendsten Talente für sich zu gewinnen – langfristig, nachhaltig und mit Substanz. Dafür entwickelt d.vinci Softwarelösungen, die sämtliche Prozesse rund um Recruiting, Talentgewinnung und Onboarding nahtlos organisieren. Nina selbst ist nicht nur Unternehmerin, sondern auch Speakerin, Impulsgeberin und Teamplayerin – geprägt vom Handball, wo sie früh gelernt hat, wie man mit Leidenschaft, Professionalität und Spaß an der Sache gemeinsam Großes erreichen kann.   Themen In der GainTalents-Podcastfolge 397 habe ich mit Nina Rahn (CEO d.vinci) darüber gesprochen, wie sich das Sourcing im Recruiting in den letzten Jahren verändert hat. Viel Spaß beim Reinhören. Bei Nina bedanke ich mich ganz herzlich für das sehr gute Gespräch und für die vielen guten Tipps zum Thema.  Was ist für ein zukünftiges Sourcing zu beachten? Raus aus der rein „transaktionalen“ Recruiting-Tätigkeit Kontinuierliche Präsenz der Unternehmen als attraktiver Arbeitgeber wird zukünftig genauso wichtig, wie Active Sourcing Mehr Präsenz im Markt aufbauen Digitale Anlaufstellen aufbauen (zielgruppenspezifische Landingpages sowie sehr gute Karriereseite mit relevanten Informationen, authentisch,  etc.) Fokus auf hohe Conversions (Anzeigen und Stellenanzeigen mit dem Ziel: möglichst viele qualitativ hochwertige Bewerbungen generieren) Talentpools müssen aufgebaut werden mit externen und internen Talenten (wo gibt es Potenzialträger im Unternehmen?) Top-Talente, die im Rahmen von transaktionalen Prozessen identifiziert worden sind (oder mit denen sogar gesprochen wurde), sollten in den Talentepool aufgenommen werden Talent Relationsship Management aufbauen: dialogbasierte Kommunikation mit den Talenten im Pool (gutes Gleichgewicht schaffen zwischen Kommunikation von Informationen und Feedback einholen) Empfehlung an Unternehmen: Digitalisiert die Prozesse (z.B. mit einem Bewerbermanagementsystem, mit KI, etc.) – aber Achtung: dabei auch über die Prozesse an sich überdenken! Nutzt Menschen im Unternehmen um herauszufinden, was macht Euer Unternehmen aus? Setzt die Personen als Botschafter ein (eigenes Marketing mit einbeziehen, kein Overseling betreiben). Baut ein gutes Erwartungsmanagement auf (was passt für unser Unternehmen und was nicht – beides sollte klar kommuniziert werden!   #Activesourcing #Recruitingkanaele #Talentgewinnung #GainTalentspodcast    Shownotes Links - Nina Rahn LinkedIn: https://www.linkedin.com/in/nina-rahn/ Website: https://www.linkedin.com/company/dvinci-hr/ d.vinci-Podcast: https://open.spotify.com/show/4m8yBuDSusOvJkg4eJkqsH?si=f43dd8f7423c4ab5   Links Hans-Heinz Wisotzky: Website https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Buch: https://www.gaintalents.com/buch-die-perfekte-candidate-journey-und-experience LinkedIn https://www.linkedin.com/in/hansheinzwisotzky/ LinkedIn https://www.linkedin.com/company/gaintalents XING https://www.xing.com/profile/HansHeinz_Wisotzky/cv Facebook https://www.facebook.com/GainTalents Instagram https://www.instagram.com/gain.talents/ Youtube https://bit.ly/2GnWMFg

Sindre Talleraas Holen, Head of M&A at Visma In Part 2 of this global M&A masterclass, Sindre Holen pulls back the curtain on Visma's deal execution strategy, valuation methodology, and post-close philosophy. Visma has quietly become one of the most disciplined and prolific acquirers in Europe and LATAM. How? Through extreme clarity on what they buy, why they buy it, and how they operate post-close. Sindre and Kison dig into the nuance of buying software companies in different geographies, how Visma thinks about valuation (hint: rule of 40—and sometimes 50—matters), and why the company chooses to “onboard” rather than “integrate.” This episode is a candid, behind-the-scenes look at how to structure deals, manage cultural differences, and stay true to a scalable M&A playbook. Things you will learn:   How Visma sets valuation ranges across different growth brackets and geographies Rule of 40 vs. Rule of 50 and how it impacts multiples Why Visma prefers local advisors over centralized consultants in new markets Inside Visma's onboarding vs. integration philosophy _______________ What is the Buyer-Led M&A™ Virtual Summit Only two weeks left to register! This half-day event brings together corporate development leaders and M&A experts to explore Buyer-Led M&A™, showing how you can take control of every stage of the deal. Register Now: DealRoom.net/Summit ________ Learn why you Shouldn't use Excel for Dilligence  If you're bouncing between Excel trackers, email threads, shared drives, and separate VDR, you're not alone-but you are wasting time. Join us for 20 minutes of practical ways to save hours, stay on track, and move deals forward faster. Join us live and see the difference. Register Now ________ Bookmarks [00:00:00] – Recap and Starting Part 2: Risk Awareness in Global M&A [00:01:30] – Analysis Paralysis: Knowing When to Say Yes or No [00:04:30] – Visma's Scalable Diligence Function & Internal Capabilities [00:06:00] – Tapping Freelancers, Ex-Corp Dev Talent for First-Time Deals [00:07:30] – The Strategic Spectrum: PE Mindset vs. Strategic Buyer [00:09:00] – Visma's “Onboarding,” Not “Integration” Philosophy [00:11:00] – Building Long-Term Founder Relationships Post-Close [00:13:00] – Standardization: Reporting, Tech, and Cybersecurity Rigor [00:14:30] – The Rule of 40... or 50? And Why It Matters [00:20:00] – Earnouts: Bridging Price Expectations Through Growth [00:28:30] – Closing Over 90% of LOIs: Visma's High Deal Certainty [00:30:00] – What to Do Before Entering a New Geography [00:33:30] – Leveraging Local Advisors, Bankers & Cultural Guides [00:39:30] – Visma's Expansion Into Latin America via Accidental Entry [00:41:00] – Why LATAM is Surprisingly Ahead in SaaS & Regulation [00:43:00] – The Role of Humility and Trust in Global Expansion [00:46:30] – Trends in SaaS M&A: Consolidators, Rollups & Capital Influx [00:49:00] – Craziest M&A Deal Toy: A Stuffed Eagle  

Viirtue Streamlines Onboarding with 80% Success Rate, Elevates Partner Experience, “Partners can validate configurations in real-time. They don't need to submit tickets to figure out if it's working.” “We have achieved an 80% success rate by combining self-service tools with white-glove guidance. It's about equipping partners to succeed from day one.” That's how Tim Miller, Senior Vice President of Client Success at Viirtue, opened a special online podcast with Technology Reseller News. Miller was joined by Dan Rosenrauch and Justin Baker to walk through the company's proven onboarding process for partners entering Viirtue's white-label UCaaS program. The session provided a rare behind-the-scenes look at how Viirtue approaches onboarding—beginning with a dedicated project manager and a welcome call, then progressing through a proprietary real-time branding and setup portal. “We built our own system for SMTP, DNS, and branding setup to eliminate friction,” said Miller. “Partners can validate configurations in real-time. They don't need to submit tickets to figure out if it's working.” The process doesn't stop with setup. Viirtue pairs each new partner with an onboarding concierge—Julie—who guides the partner for up to 45 days. From porting numbers to building quotes and billing clients, she ensures that partners aren't just technically ready—they're business-ready. “We're proud that our partners don't feel lost,” added Rosenrauch. “This is an industry with a lot of complexity. Our job is to reduce that complexity with real-world support and step-by-step tools.” Viirtue's learning platform has been fully revamped to streamline education from 8–12 hours down to about 4–5 hours. Final assignments ensure partners can demonstrate core competencies before fully going live. From there, partners gain access to a thriving Slack community—a live knowledge base where white-label providers help each other troubleshoot issues like doorbell integrations or remote installations in unconventional environments. “It's a place where partners share practical wisdom,” said Miller. Viirtue also stands apart in its commitment to transparency, having pioneered a public status page among white-label carriers. “We don't hide disruptions behind a login,” noted Rosenrauch. “Our partners need to be in the loop, and we make sure they are.” The company's emphasis on transparency, structure, and personalization culminates in what it believes to be the industry's best onboarding process—with an 80% completion rate, compared to an industry average closer to 50–60%. For those ready to resell UCaaS with confidence, Viirtue's onboarding isn't just a checklist—it's a launchpad. Learn more at viirtue.com (spelled with two i's).

Onboarding and recruiting will make or break your team.In this episode of All or Nothing in Real Estate, we pulled together clips from previous episodes and put them into one…✅ What your onboarding process needs to look like if you want agents to actually win✅ And what we've learned about attrition—why agents leave, and how to stop itThis isn't theory. It's what we've built, what we've tested, and what's actually working inside our organization.The episode is live now click link below to listen now!

This week on the 90th Percentile hosts Geoff Pontes and Matt Pajak welcome on Cam Lanzilli of Lanz Baseball. Cam has an extensive background as a player and coach at the college and professional level and runs a baseball training company with his brother Chris. We brought Cam on to discuss the process of working with pitchers on their offseason training programs as well as the concept of pronation vs supination dominant profiles. Cam explains why he thinks those rigid buckets are a myth as well as a variety of reasons why. This is a must listen episode for pitching nerds and those looking to learn more about the training methods in the game today.(1:00) Sandwich Question(6:00) Take it or leave it Northeast edition.(11:00) The translation from player to coach(15:00) Onboarding clients for pitching training.(24:00) Pronation vs Supination myth.(31:00) Can you improve extension?(38:00) Jamie Arnold and his unique fastball, how far can he take it?(46:00) The impact of ABS on pitching development.(53:00) Can hitting catch up to pitching?(59:00) What's up with kick changeupOur Sponsors:* Check out Indeed: https://indeed.com/BASEBALLAMERICASupport this podcast at — https://redcircle.com/baseball-america/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

In episode 195, Coffey talks with Diane Allen about achieving flow state at work to maximize productivity, creativity, and fulfillment. They discuss the definition of flow as an optimal state of mind where people perform and feel their best; the neurological and physiological aspects of flow including the release of performance-enhancing hormones; how the intersection of skill, challenge, and purpose creates entry points into flow; the impact of workplace interruptions on productivity; how individuals can identify their unique flow strategy; the mechanics of creating group flow in teams; practical workplace design elements that support flow states.Diane will be a keynote speaker at the North Texas SHRM Annual Conference on April 28-29, 2025. You can register for that event at https://ntxshrm.org/event-5716977. 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:Violinist Diane Allen is an international speaker, thought leader, and best-selling author of Flow: Unlock Your Genius, Love What You Do. She helps leaders and teams activate their flow state, enabling them to navigate disruption, combat burnout, and create thriving cultures where purpose and passion drive peak performance.Her journey into the transformative power of flow began as a young violinist. Feeling bullet-proof with her New York City violin training, she'd show up to auditions with visions of winning the job of her dreams, but fear would get the better part of her.After ten years of experimentation, Diane made a breakthrough. By focusing deeply on her musical interpretation, she activated the flow state, an optimal state of mind where fear dissolves, and performance soars beyond one's imagination.It only took one fearless audition for Diane to become a 15-year Concertmaster (lead violinist) of the Central Oregon Symphony, a beloved violin teacher for 28 years, and author of the Fingerboard Workbook series for violin, viola, cello and bass.It was her groundbreaking Flow Strategy™ system that earned her a spot on the TEDxNaperville stage with features on TED, ABC, CBS, NBC, and FOX.With the elegance of drawing the bow across her Copper Dragon violin, Diane's experiential programs blend live musical performance, scientific principles, storytelling, positive psychology, inspiration, and actionable takeaways, empowering people to activate their flow state, be in their genius, and love what they do.Diane Allen can be reached at:TEDx/TED Talkhttps://dianeallen.com/https://www.linkedin.com/in/dianeallenspeaker/https://www.instagram.com/dianeallenspeaker/https://www.facebook.com/dianeallenspeaker/https://www.youtube.com/channel/UCZOk_r1n2X2FmbRcoiUhIHQAbout 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 the three key elements (skill, challenge, and purpose) necessary to create flow states for individuals and teams.Design work environments that minimize interruptions and allow for uninterrupted blocks of focused time.Develop strategies to help employees recognize and access their unique flow triggers.

Incorporating gamification into remote onboarding can transform the experience by making it more engaging and enjoyable. Simple strategies such as interactive learning modules, progress tracking, and virtual badges can effectively motivate new hires, enhance their learning, and foster a sense of connection with the team. By applying these gamified approaches, organizations can streamline the onboarding process, ensuring that new employees feel welcomed, supported, and integrated from the start. As a result, companies can improve overall onboarding efficiency and contribute to a more positive and productive remote work environment. Behavioral Economics in Marketing Podcast | Understanding how we as humans make decisions is an important part of marketing. Behavioral economics is the study of decision-making and can give keen insight into buyer behavior and help to shape your marketing mix. Marketers can tap into Behavioral Economics to create environments that nudge people towards their products and services, to conduct better market research and analyze their marketing mix. Sandra Thomas-Comenole | Host | Marketing professional with over 15 years of experience leading marketing and sales teams and a rigorously quantitative Master's degree in economics from Rensselaer Polytechnic Institute. Check out her Linkedin profile here: Sandra Thomas-Comenole, Head of Marketing, Travel & Tourism

In this episode of Scale The Podcast, Daniel Ramsey, CEO of MyOutDesk, is joined by Chris Ronzio, Founder & CEO of Trainual, to break down the five essential elements every business needs in its onboarding playbook. Whether you're scaling a startup or fine-tuning a mature operation, these foundational strategies will help you simplify training, reduce turnover, and align your team from day one. From sharing your founding story to clearly outlining company processes, learn how to onboard new hires with purpose, speed, and clarity—without overwhelming them with information they don't need on day one.

Send us a textJoin us in a compelling discussion with Wes Adams and Tamara Myles, seasoned advisers to global companies and authors of MEANINGFUL WORK: How to Ignite Passion and Performance in Every Employee. Dive into the science of positive psychology and discover how it can transform leadership and workplace cultures.What You'll Learn:The Importance of Meaning: Explore why meaningful work is crucial for employee engagement and organizational success.Leadership Influence: Understand the significant impact leaders have on cultivating a sense of meaning and purpose at work.The Three Cs Framework: Discover how Community, Contribution, and Challenge play pivotal roles in enhancing workplace environments.Generational Insights: Gain insights into how different generations view meaningful work and what this means for future workplaces.Autonomy in Leadership: Learn about the balance between providing direction and granting autonomy to foster innovation and trust.Onboarding and Integration: Discuss the critical role of onboarding in setting the stage for meaningful employee experiences.Episode Highlights:Real-life stories from leading companies like Patagonia and HubSpotDiscussion on recent shifts in workplace dynamics post-pandemicActionable advice for leaders to implement immediatelyAbout Our Guests: Wes Adams is the CEO of SV Consulting Group, with a background in positive psychology research and leadership at organizations including the University of Pennsylvania. Tamara Myles is a renowned speaker and consultant, with a focus on human flourishing at work, teaching at Boston College and conducting research at the University of Pennsylvania.

Are you setting your new hires up for success or failure? In this episode, Andrea and Michelle challenge your onboarding approach. Revealing why setting clear expectations from day one is crucial for employee success and long-term performance.   Discover how to move beyond vague job descriptions and implement a strategic, backwards-planning approach. Learn how to create a roadmap for new employees, outlining expectations for their first months and years.    Andrea and Michelle also discuss the importance of providing milestones, consistent feedback, and developmental one-on-ones.    This episode will help you foster employee growth, reduce uncertainty, and cultivate a high-performing team.   Takeaways Setting clear expectations is crucial for new employees. Many leaders soften expectations to avoid stress. Progress should be the focus, not just meeting expectations. Backwards planning helps in setting a clear growth path. Job descriptions often lack clarity and detail. Regular one-on-ones are essential for feedback and support. Milestones help employees track their progress. Identifying struggles is an opportunity for growth.   For more resources on developing leadership skills visit us at Revela. Where we've helped hundreds of executives lead productive teams and thriving organizations. This podcast is produced by Two Brothers Creative.

In this episode of the Dietitian Success Podcast, I sit down with Libby Rothschild, the founder of Dietitian Boss, for a real-talk, behind-the-scenes look at what it actually takes to run a successful membership site. Both of us have years of experience in running memberships for dietitians, and we're opening the vault to share our wins, our challenges, and the evolution of our models. We talk about the difference between content, coaching, and community-based memberships, how to manage churn and retention, what metrics matter most, and whether this business model is truly “passive income” (spoiler: it's not). Plus, we dive into tech platforms like Kajabi, WordPress, and how we think about content planning and delivery.Whether you're a dietitian thinking about launching a membership or just curious about how the model works, this episode is packed with actionable takeaways and honest insights.Links:Book your FREE Business Strategy Call today (open to starting, growing or scaling dietitian business owners)Join our FREE dietitian communityFollow The Dietitian Boss on Instagram Check out The Dietitian Boss Library here Transcript Summary:[00:00] Introduction to the conversation[01:00] What is a membership site?[03:00] The three pillars of membership: Content, community, and coaching[04:00] Behind the scenes at Dietitian Success Center[07:00] Comparing monthly vs. annual memberships[10:00] How to use member feedback to improve your offer[12:00] Why memberships are a long game[15:00] Understanding churn and lifetime value[18:00] Product feedback loops & iteration[20:00] Managing content in your membership[25:00] How much content is too much?[30:00] Reimagining content formats[33:00] Onboarding and the importance of smooth exits[34:00] Tips for dietitians thinking about starting a membership[41:00] Tech talk: Kajabi, WordPress, and the evolving stack[50:00] Final reflections

In episode 194, Coffey talks with Lucy Adams about transforming people practices to meet modern business needs.They discuss how traditional HR processes focus on conformity rather than flexibility; the tendency to design policies around the lowest common denominator rather than individual needs; regulation burdens in the UK versus the US; opportunities to reframe DEI initiatives to be more effective and inclusive; the challenges of the hybrid workplace model; the importance of carefully selecting managers who actually want to lead people; the impact of AI on HR functions and employee roles.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:Lucy Adams was the BBC's HR Director during one of its most turbulent periods. Responsible for all aspects of employee relations, reward, training and development, she reduced the BBC management by over 30%, saving the organisation £25m a year. In her five year tenure Lucy saw four Directors General come and go, oversaw the move to Manchester site and coped with numerous, very public crises including executive pay-offs and the Savile scandal. This alongside the everyday work of talent retention, development and remuneration, HR policy, and the challenges of delivering multiple changes in a publicly-funded organisation working in a highly commercial, fast-moving sector with over 20,000 employees.Prior to working at the BBC, Lucy was Group HR Director at Serco, the government services business, and at the law firm Eversheds.For the last 10 years Lucy has been the CEO of Disruptive HR with the mission of 'changing people practices for good'. Lucy challenges business leaders and HR professionals to reappraise their approaches and to consider how relevant and productive they are in a disrupted world. She offers new ideas and practical innovative approaches that the more progressive companies are already adopting. Combining her strategic HR expertise with practical implementation, she advocates for an innovative yet grounded approach which aims to put the “human” back into Human Resources.
Lucy is not just a business leader and hugely popular keynote speaker, but also a well-known author of the bestseller “HR Disrupted” a book packed with practical ways to innovate your approach to leading people in a disrupted world. Her latest book bestseller “The HR ChangeToolkit” provides the complete guide to making it happen.Lucy Adams can be reached athttps://disruptivehr.com https://www.linkedin.com/in/lucykadams https://www.facebook.com/hrdisruptive https://www.instagram.com/disruptive_hr About Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher.In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee.Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth. Learning Objectives:Develop HR practices that prioritize customization for individuals rather than enforcing broad conformityImplement people leadership strategies that balance compliance requirements with genuine human engagementEstablish alternative career paths that don't force skilled individual contributors into management roles they don't want

According to the State of Sales Enablement Report 2024, organizations are 80% more likely to increase their win rate when using a unified platform for all of their enablement needs. So how can you leverage a unified platform to drive sales productivity?Shawnna Sumaoang: Hi, and welcome to the Win-Win podcast. I’m your host, Shawnna Sumaoang. Join us as we dive into changing trends in the workplace and how to navigate them successfully. Here to discuss this topic is Karl-Philippe Clement, the VP of Sales and customer experience at RIB software. Thank you for joining us KP. I’d love for you to tell us about yourself, your background, and your role. Karl-Philippe Clement: Yeah, well the pleasure is all mine. I’m responsible for everything which is sales operations. We very often call it, or sales excellence related to software company RIB software. We do sell software for the construction industry. We were acquired by Schneider Electric. It was a lot of smaller company, and now we are consolidating our approach, working much closer with the software. Of Schneider Electric, and we have possibility also to improve our sales enablement, but also our sales approach and sales operation for our market. So I’ve been hired two years ago by this company specifically for this approach for sales operation. Previously I worked for Bosch Rexroth and Siemens, and I was there 6 and 16 years respectively. I was able to really focus on growing sales operation and sales improvement along the way. SS: Wonderful. Well, we’re excited to have you here, KP Now you have a lot of experience in both sales, marketing, as well as customer experience. How does this experience across go to market teams really helped to influence your approach to sales enablement at RIB? KC: Well, the experience has a lot to do because when we talk with sales very often, it’s uh, you have multiple age group. What I’ve been seeing, and you have people which are much more familiar with new technology and some are less familiar with technology, some are less ready to go with new technology while the. Looking back at the experience that I was faced with a different job, it was really about not only the customer experience, but the user experience of our salespeople in order to bring sales enablement to the next level. If we cannot tackle our users, our people enablement, I’ll have a big problem to reach our objectives with sales enablement. That’s definitely one of the biggest experiences I gathered in the last years. SS: Absolutely. And RIB actually recently implemented Highspot as its enablement platform. What were the main challenges that led to this decision to invest in enablement and, um, how do you see a unified platform helping to overcome those challenges? KC: There was multiple challenge, right? The user challenge was definitely one, right? Fortunately, with HighSpot, I must really be honest. It helped us a lot because it’s really user friendly. It’s also part of our approach to roll out our new CRM, where HighSpot will be able to help us getting a better user experience within Salesforce. That said, there were also multiple objections to getting another tool. Why I say another tool? Because we are submerged with quantities of tool and different company coming to us, hey, my tool is better than the other tool. Which tool should I use? And there’s so many different tools and we come to an IT stack, which. Unsustainable. So it’s really about how we approach to rationalize what do we really need and what will be the output. So this was a challenge to bring IT organization and make sure that we have the money to fund a new approach, because this is definitely one of the challenge. What do you get? And everybody has their own answers – hey, you can make a lot of money with the tool. So it was one of the challenge we were able to, with the help of Highspot supporting us there for the use case, we were able to resolve those challenge and a much nicer way I would say, which facts very clearly that we could put in front of our. SS: I’d love to learn a little bit more about that, especially as a leader in the evaluation process. How did you go about building the business case for enablement and, and securing that stakeholder buy-in? KC: If I can be honest, Highspot helped us a lot. That’s what I mentioned a little bit prior, they took the time and, and I must say that working with Burak, who work with us from Highspot, really taking a deep dive on looking at our process and really taking the time to analyze and build a pilot and get the right data out. And then we are able to go forward. It’s not rocket science in a way, but the support made it a reality, and that’s mainly how we took the problem to fix it. SS: I love that. I’m curious, as you go about implementing this new platform for the first time, how do you plan to drive adoption and, and really build excitement amongst your sellers? KC: It’s all about the value they can get. It’s quite simple. It’s all about the value they can get. So far from what we’ve been doing during the pilot, the value that the sellers could get out of Highspot was quite high. It was pretty good user journey and they got a lot of value. They were able to tackle, uh, lease much faster. They were able to focus on the leads that are interested in what we sent, and see directly activities in the Digital Rooms and everything. So it’s really about what values the users get so they sell more, they get more incentive. Everybody’s happy. And that’s really to the basic, how can I sell more and faster? Everybody’s focused on efficiency, so it’s as simple as that. SS: I love that. And I know RIB has a diverse set of products and use cases. How can enablement help sellers effectively navigate that complexity at RIB? KC: Well, having the right documentation in the right place. And this was one of the reasons we selected to go with a sales enablement tool. This was one of our challenge, finding the right documentation, making sure it’s adapted in the right way. This was one of the main thing. We have a lot of a portfolio, not everybody is an expert of everything. Onboarding new sellers is definitely one of the challenge. So in this way, we’re able to navigate and help reduce complexity on this aspect. The other aspect is to focus where we need to focus. We need to focus on all these, or do we need to focus on the one that has a real interest. So that was mainly the two main aspects in it. SS: Amazing. And one of your current initiatives is transitioning to a new subscription-based business model. How do you plan to leverage your enablement tech stack to help drive this transition? KC: Well, like I said earlier, a seller is about efficiency and it’s about how much money can you make based on an incentive, right? So from a strategic perspective, we can say from a company, this is where we wanna focus, but it’s really to put the means at the right place. So the enablement will help our seller to be more effective to follow up on the right leads. The incentive, I must say, is a big portion on how will we get more into subscription, or how do we wanna focus of getting the maximum outta subscription. So whether we use annual contract value, a CV, or conditionable a CV to help our people focus on the. More focus. More focus on those needs. The proper needs. SS: I love that. So, shifting gears a little bit, ’cause you just mentioned the importance of, you know, that agility and speed as well as the results in your enablement approach. How do you bring this philosophy to life in your enablement efforts using data and insights? KC: Well, there’s always two sides, right? There’s the side that we have. Data needs to be perfect, needs to be exact, and we need to use the data. And there’s the the other side to say, let’s look at the big picture and not necessarily too much on the details of every single data point. If you’re in sales, it’s about speed. It’s about making the right decision and looking at the data will be perfect. So on speed and on right? From this big, it’s really about speed. SS: Absolutely. I could not agree more. And one of the ways that seems to be creating a lot of expediency these days is AI. So I’d love to understand KP, I know you plan on leveraging AI to enhance seller performance. Can you share more about how you envision using AI to elevate your enablement effort? KC: Well, I can share more a little bit on my expectations. We have not used AI yet since we’re, we need to roll it out on our new CRM platform. We just had the pilot project. Again, it’s about speed. How can AI help us have the right insight, make the right decisions? Increase speed to grab the right customer or grab the right leads and make the most out of it. For me, that’s really where AI is. It’s not gonna replace anybody. I don’t believe it’s gonna replace sellers. I believe it’ll be kind of a co-pilot, don’t want to use this word, but it’s. Being beside our sellers and supporting his approach to really, maybe he’s missing a few points, he’s missing some comments, coming outta discussion. He’s missing some different views to help him make him the right decision. That’s how I see that AI will help a lot. SS: Absolutely. Absolutely. Well, I’m excited for you to get started on that front. What do you think is the potential long-term value of embracing innovations in technology like AI to both help the seller and improve the customer experience? KC: It’s about trying right? Try and error to a certain point. Better try and find out as fast as possible. Competition will do, try and if it works well, well much faster than in. So for me, trial error and always keeping up to date and keeping the speed and trying to make it faster because nobody sleeping and definitely not the competition. SS: Absolutely KP. Last question for you. What is one piece of advice you would give to other companies that are considering investing in enablement for the first time? KC: Do your homework. Look, but also be very clear on what you’re trying to achieve and where do you want to go. Keep the end in mind of where you wanna go. Speed is a key essence of any implementation and rollout to make this a reality supported by the user experience, your user experience, your sellers to embrace and make the most out of it, because there’s a lot of technology there that even looks great on paper if the users are not using it. It’s not gonna make the best. A fool with the tool is still a fool. So make sure that you get the right tool to make sure that the people will use it properly and will get the most out of it. SS: Thank you KP. Appreciate the advice and thank you for joining the podcast. I’ve greatly appreciated your insight. KC: It was my pleasure. Thank you very much. SS: To our audience, thank you for listening to this episode of the Win-Win podcast. Be sure to tune in next time for more insights on how you can maximize enablement success with Highspot.

Today, we are tearing down Kingshot by Century Games – a new free-to-play mobile strategy game blending 4X strategy and idle survival mechanics. Our provides a detailed, data-driven look at Kingshot's gameplay design, monetization strategies, creative marketing trends, and its competitive context.We examine how Kingshot builds on Century Games' previous hit, Whiteout Survival. The video dissects Kingshot's core gameplay loop – from its survival city-building and fixed-base progression to its 4X alliance warfare on the world map – highlighting how familiar mechanics are executed and improved​.Beyond gameplay and revenue, this teardown highlights creative trends in user acquisition. You'll learn how Kingshot's ad creatives leverage popular trends – from fake gameplay mini-games to AI-generated characters. Get our MERCH NOW: 25gamers.com/shop--------------------------------------PVX Partners offers non-dilutive funding for game developers.Go to: https://pvxpartners.com/They can help you access the most effective form of growth capital once you have the metrics to back it.- Scale fast- Keep your shares- Drawdown only as needed- Have PvX take downside risk alongside you+ Work with a team entirely made up of ex-gaming operators and investors---------------------------------------This is no BS gaming podcast 2.5 gamers session. Sharing actionable insights, dropping knowledge from our day-to-day User Acquisition, Game Design, and Ad monetization jobs. We are definitely not discussing the latest industry news, but having so much fun! Let's not forget this is a 4 a.m. conference discussion vibe, so let's not take it too seriously.Panelists: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Jakub Remia⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠r,⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Felix Braberg, Matej Lancaric⁠Youtube: https://youtu.be/lZAAOCS2GkMJoin our slack channel here: https://join.slack.com/t/two-and-half-gamers/shared_invite/zt-2um8eguhf-c~H9idcxM271mnPzdWbipgChapters00:00 Introduction and Personal Anecdotes04:23 Game Overview: Kingshot by Sentry Games07:27 Game Mechanics and Design Elements10:25 Onboarding and Gameplay Experience13:34 Monetization Strategies and Player Engagement21:05 The Importance of Game Mechanics23:38 Analyzing Game Revenue and Player Retention29:00 Funding and Scaling Game Development32:20 Comparative Analysis of Game Portfolios35:24 The Future of Game Genres and Market Trends40:08 The Evolution of Game Mechanics42:28 Creative Inspirations in Game Development46:11 AI and Creative Trends in Gaming50:35 Marketing Strategies and Spending in Mobile Games52:35 Future Prospects of Game Titles---------------------------------------Matej LancaricUser Acquisition & Creatives Consultant⁠https://lancaric.meFelix BrabergAd monetization consultant⁠https://www.felixbraberg.comJakub RemiarGame design consultant⁠https://www.linkedin.com/in/jakubremiar---------------------------------------Takeaways King Shot Is a Genre Mashup Done RightThe “In-Game Bank” Monetization Is Next-LevelKing Shot runs hundreds of creatives, from Rush Royale clones to fake survival stories and AI-generated UGC—proving that creative variety is king.Built on a Proven Template for Rapid ScalingWith pressure from River Game's stacked portfolio, King Shot isn't just a game—it's a strategic move to stay competitive in the 4X mobile space.---------------------------------------Please share the podcast with your industry friends, dogs & cats. Especially cats! They love it!Hit the Subscribe button on YouTube, Spotify, and Apple!Please share feedback and comments - matej@lancaric.me---------------------------------------If you are interested in getting UA tips every week on Monday, visit ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠lancaric.substack.com⁠⁠⁠⁠⁠⁠ & sign up for the Brutally Honest newsletter by Matej Lancaric

Wait. Gemini 2.5 can do whhhaaaaat?

On the podcast, I talk with Ajay about the fresh opportunities AI is creating for app developers, how they built a cost-effective TikTok growth engine, and why being forced to monetize helped improve their product decisions.Top Takeaways:

In this episode, Amir sits down with Meg Henry, Head of People & Talent at Companyon Ventures, to unpack a critical—yet often overlooked—aspect of growing technical teams: onboarding.Engineering leaders spend weeks hiring top talent, only to fumble the first 90 days. Meg shares a tactical, startup-friendly approach to onboarding that actually helps new hires ramp faster, become productive sooner, and stick around longer. If you've ever onboarded a dev by tossing them a laptop and saying "Good luck," this one's for you.

A new hire's first few months can make or break their long-term success at a company. This crucial period shapes their understanding of company culture, their role, and ultimately, whether they decide to stay or go. In this replay episode of HR Unplugged, former host Anita Grantham is joined by Megan Galloway, Founder of Everleader, to discuss how onboarding can make all the difference. Megan shares insights from her work with BambooHR to improve their onboarding process, highlighting the importance of leadership buy-in, manager involvement, and creating an experiential onboarding experience. Megan and Anita explore how values can be integrated from day one and why it's essential for onboarding to go beyond orientation to engage new hires.Key takeaways:Why onboarding should be immersive and experientialThe critical role of managers in onboarding new hiresHow to measure the success of your onboarding processKey topics:(00:00) Introducing Megan Galloway(01:29) How onboarding affects employee engagement and retention(03:56) The importance of communicating company values(06:41) Creating experiential onboarding for new hires(14:07) Metrics to measure onboarding success(18:10) Common onboarding mistakes(24:12) How to ensure values are lived throughout the organization(30:01) Company values should constantly evolveKey links:Read BambooHR's blog, “Why Is the Onboarding Process So Important? 5 Key Purposes”: https://www.bamboohr.com/blog/the-many-purposes-of-the-onboarding-processRead BambooHR's blog, “The 5 Most Common Onboarding Mistakes to Avoid”: https://www.bamboohr.com/blog/most-common-onboarding-mistakesRead BambooHR's blog, “5 Strategies for Building Company Culture with Your New Hires”: https://www.bamboohr.com/blog/onboard-company-cultureSubscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBambooHR Homepage: https://www.bamboohr.com/Connect with Megan on LinkedIn: https://www.linkedin.com/in/megalloway/

93% of businesses are optimizing the wrong part of the funnel—and it's costing them growth, trust, and connection.In today's episode, I walk you through the newly updated version of one of the most powerful frameworks I've ever created: the APPLE Framework for Customer Journey. This isn't just a model—it's a tool I've used with billion-dollar brands, startups, and my own business to build relationships at scale that drive retention, referrals, and sustainable growth.Whether you're writing emails, managing sales calls, onboarding new clients, or simply communicating on social media—this framework will transform how you guide people toward results while building trust every step of the way.What You'll Learn in This EpisodeWhy most businesses are optimizing the wrong things—and what to do insteadHow to communicate more effectively with leads, clients, and your teamThe exact five-step framework (APPLE) for guiding people through your businessHow to use the framework in marketing, sales, delivery, onboarding, and even parentingWhy building trust at scale is the new competitive advantageHow to pre-handle objections, eliminate resistance, and create more referralsKey Takeaways✔️What you tolerate, you teach. What you communicate, you control.✔️The Apple Framework = Acknowledge, Prepare, Project, Let Them Know, Excite✔️Customer journey is NOT your funnel—it's the emotional path people take with your brand.✔️Marketing, sales, and delivery should all be rooted in relationship and trust—not tactics.✔️This framework works in DMs, emails, coaching, team meetings, sales calls, and beyond.✔️Most resistance in business happens when people don't feel safe—this model solves that.✔️Mastering customer journey is about mastering relationships at scale.Timestamps[00:00] – Why 93% of businesses are optimizing the wrong thing[03:00] – The future of business: trust > attention[06:00] – What most people misunderstand about customer journey[10:00] – Introduction to the updated Apple Framework[12:00] – The five steps: Acknowledge, Prepare, Project, Let Them Know, Excite[15:00] – Example 1: Using Apple in an Instagram DM[17:00] – Example 2: Onboarding a new coaching client[18:30] – Example 3: Structuring a sales call with Apple[20:00] – How this framework eliminates resistance and builds confidence[22:00] – Why this works in ANY part of your business (or life)[23:00] – Your challenge: Audit your last message, email, or call—did you Apple it?Choose Your Next Steps:Review your last email, message, or sales call—did you use all five Apple steps?Practice using APPLE in your next piece of communication (DM, email, Zoom call, etc.)Tag me on Instagram @itsGeorgeBryant and let me know how you're applying the framework—I want to hear your wins!Special Invitation: Work With Me!Ready to scale your business through trust, alignment, and relationship-driven strategy?Apply for 1:1 coaching or join the Relationship Beats Algorithms Alliance.

Join Sarah Olivieri, nonprofit consultant and coach, as she interviews Scott Burgmeyer about high performance leadership in the nonprofit sector. They discuss the importance of clarity in mission and strategy, how to cultivate and grow team members, and the critical aspects of hiring the right people for your organization. Scott shares his expertise on delivering effective feedback, holding team members accountable, and making strategic hiring decisions that align with long-term organizational goals. Tune in for practical advice and essential tips to unleash your full potential as a nonprofit leader. Episode Highlights 03:28 Defining Great Leadership 06:15 Challenges Leaders Face 08:27 Addressing Underperformance 19:00 Hiring the Right People 19:39 The Cost of Hiring Decisions 19:58 Designing the Role for Future Needs 21:55 Finding the Right Fit: Skills, Heart, and Head 27:39 The Importance of Onboarding and Setting Norms 32:18 Accountability in the Workplace Scott Burgmeyer is a founder of the BecomeMore Group solve problems that prevent organizations from achieving their full potential. More about Scott: PhD in Organizational Development and Leadership from the University of Arizona Master's degree in Business Administration, Organizational Leadership from Ashford University Recipient of the Iowa Recognition of Performance Excellence seven times Won the Bridgestone CEO award Connect with Scott: Linked in: https://www.linkedin.com/in/burgy Website: www.becomemoregp.com Sponsored Resource Join the Inspired Nonprofit Leadership Newsletter for weekly tips and inspiration for leading your nonprofit! Access it here >> Be sure to subscribe to Inspired Nonprofit Leadership so that you don't miss a single episode, and while you're at it, won't you take a moment to write a short review and rate our show? It would be greatly appreciated! Let us know the topics or questions you would like to hear about in a future episode. You can do that and follow us on LinkedIn.

309: Are You Really Onboarding for Long-Term Success? (Tiffany Slater)SUMMARYThis episode is brought to you by our friends at Armstrong McGuire & Associates. Check them out for your next career opportunity OR for help finding an interim executive or your next leader. Struggling to retain great talent? In episode 306 of Your Path to Nonprofit Leadership, HR expert Tiffany Slater shares practical strategies to transform your onboarding process into a tool for retention and team success. Learn why onboarding begins the moment a new hire says "yes" and how small gestures—like a personalized welcome video or a thoughtful gift—can set the stage for a strong workplace culture. Tiffany shares actionable advice on preparing new employees with the right tools, clear processes, and meaningful first projects to ensure they feel valued and capable from day one. Whether your team operates in-person, virtually, or hybrid, these tips will help you reduce turnover and empower your team to thrive.ABOUT TIFFANYTiffany E. Slater, Ph.D., SHRM-SCP is the Founder & CEO for HR TailorMade - THE human resource solution for small businesses and nonprofits. HR TailorMade partners with nonprofits and small businesses to provide seamless Fractional HR support for their team. Dr. Tiffany has been an HR professional for over 25 years with experience in all aspects of human resources. She also has experience in a variety of sectors, including union and non-union, PK-12 public education, property management, manufacturing, and casino industries, to name a few. The HR TailorMade team handles everything from onboarding & managing employee relations to benefits administration to guiding team leaders through difficult conversations & exit interviews. They are here to help you avoid those common HR mistakes, protect your business, and ensure that you and your employees thrive.EPISODE TOPICS & RESOURCESReady for your next leadership opportunity? Visit our partners at Armstrong McGuireBuy Back Your Time by Dan MartellHave you gotten Patton's book Your Path to Nonprofit Leadership: Seven Keys to Advancing Your Career in the Philanthropic Sector – Now available on AudibleDon't miss our weekly Thursday Leadership Lens for the latest on nonprofit leadership

In episode 193, Coffey talks with Terri Swain about recent HR news items including return-to-office mandates, “illegal DEI”, and whether it is Alt+Ctrl+Delete or Ctrl+Alt+Delete. They discuss SHRM's report showing significantly higher workplace incivility in companies with return-to-office mandates; challenges with remote work including leadership development and communication skills; the "over-employment" phenomenon where remote workers secretly hold multiple full-time jobs; the Trump administration's position on DEI programs and the EEOC's new guidance; how political affiliation affects hiring decisions; the importance of rebranding DEI efforts while maintaining their core purpose.Links to stuff they talked about are on our website at https://goodmorninghr.com/EP193 and include the following topics:- SHRM: How Return-to-Office Mandates Are Affecting Workplace Civility- Business Insider: Secretly Working 2 Remote Jobs, RTO Could Hurt Overemployment - Business Insider- HR Dive: EEOC Outlines How DEI Might Be ‘Unlawful'- HR Morning ‘Illegal DEI' Explained: 12 Warnings in New EEOC Guidance- EEOC: What To Do If You Experience Discrimination Related to DEI at Work- EEOC: What You Should Know About DEI-Related Discrimination at Work- Reddit: [OR] Not Hiring Trump SupportersGood 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 .75 recertification credits. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest:Terri is the founder and Chief Truth Seeker with DecipHR a Fort Worth based, human resources consulting firm specializing in Equal Employment Opportunity investigations, employee relations and interim HR leadership. The company was founded in 2022 after the sale of her 24 year old company, The HR Consultant in 2021. DecipHR has a nationwide and diverse client base, specializing in solving complex employee relations issues and providing interim HR leadership to growing companies.  Prior to her consulting role, she had Fortune 200 human resource leadership experience in the areas of employee relations, human resource planning, and training and development.Terri began her career in human resources via government compliance as an investigator for the Equal Employment Opportunity Commission (EEOC).  In her spare time, she enjoys a good book, a brisk walk, loud live music and travel to new places.Terri Swain can be reached athttps://www.linkedin.com/in/terriswainAbout 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:Evaluate return-to-office policies based on business needs rather than blanket mandates.Implement performance management systems that effectively monitor productivity regardless of work location.Develop inclusive workplace initiatives that comply with legal requirements and meet business objectives

Wes Bush wrote the original bestseller on Product-Led Growth—and then watched everyone try to copy Dropbox and Slack without truly getting it. Now, he's here to break down exactly what goes wrong when early-stage founders jump into PLG, how to spot your product's “million-dollar free problem,” and how to fix the three biggest onboarding gaps that sabotage new users.He'll show you why some sales-led companies die when they try freemium, how to carve out a simpler “first strike” moment, and the reason you need bumpers (like an onboarding checklist) to guide people to success. If you're still using the “Request a Demo” button, this episode could totally transform your approach and give you a self-serve funnel that scales faster than any sales deck ever could.Why You Should Listen1. Make Users “Smell the Cologne” – Learn Wes's approach for letting users experience the core value before they buy.2. Turning Complex Setups into a No-Brainer – How to map out product, skill, and knowledge gaps so anyone can get started.3. Bowling Alley Onboarding – A framework to slash unnecessary steps, guide users to that “aha” moment, and cut churn.4. Freemium vs. Free Trial vs. Reverse Trial – How to pick the perfect model for your startup.5. Sales-Led to Product-Led – Why some founders fight this shift, and how to pull it off without blowing up your funnel.KeywordsProduct-Led Growth, PLG Strategies, SaaS Onboarding, Freemium Model, Free Trial Optimization, User Adoption, Customer Success, B2B SaaS Growth, Onboarding Framework, Go-to-Market TacticsTimestamp(00:00:00) Intro(00:01:27) What is Product Led Growth(00:04:37) When to use PLG(00:18:20) Why Simplicity is the key(00:20:15) Wes's Favorite Case Study(00:25:42) The Bowling Alley Framework for Onboarding(00:31:02) Free Trials Must Have Progression(00:36:28) Finding Those Ideal Limits on your TrialsSend me a message to let me know what you think!

Caitlin Wood, Chief Customer Officer at ZeroFox, joins hosts ⁠⁠Kristi Faltorusso⁠⁠, ⁠⁠Jon Johnson⁠⁠, and ⁠⁠Josh Schachter⁠⁠. They discuss the intricacies of customer success in the cybersecurity industry, along with her unique insights into the challenges and triumphs of leading a customer success organization—especially in the realm of cybersecurity, where the ROI often means that nothing happens.Tune in as Caitlin uncovers how she approaches customer experience, the evolution of customer engagement models, and the balance between AI integration and the indispensable human element in achieving customer success.Timestamps0:00 - Preview, BS & Intros4:08 - Learn about ZeroFOX5:10 - Challenges in Proving ROI in Cybersecurity7:45 - Customer Engagement and Service Model10:57 - Lead Pass Process and CSQLs15:10 - Complexity and Simplicity in Incentives18:10 - Efforts to Mature Models and Remove Friction22:35 - Adaptation of Playbooks25:51 - Attitude, Aptitude, and Experience in Hiring30:56 - Integrating AI for Internal Teams & Tasks___________________________

Want to thrive in medical sales? In this episode, TJ, a regional business director specializing in cardiology, shares insider strategies for success—from fostering a growth mindset to mastering self-leadership. Learn how top performers refine their processes, understand their motivations, and leverage innovation to drive sales in coronary artery disease and structural heart technologies.   Discover why psychology beats tactical selling when building strong healthcare partnerships and how relationship-building is the key to long-term success. TJ also reveals how Boston Scientific onboards new reps to ensure they make an impact from day one, engaging effectively with hospital accounts.   Thinking about breaking into medical sales from a different industry? We explore how a restaurant server can successfully pivot into medical sales, the importance of demonstrating growth, and what hiring managers look for in standout candidates. Plus, get expert tips on acing interviews, crafting personalized follow-ups, and making authentic connections that lead to opportunities.   Whether you're a seasoned rep, an aspiring medical sales professional, or a leader looking to build a high-performing team, this episode is packed with real-world insights, career strategies, and actionable advice to help you succeed in the dynamic world of medical sales.   Meet the guest: TJ Jones is a Regional Sales Director for Boston Scientific, a global company that transforms lives through innovative medical solutions. He is passionate about positively impacting patient care and helping sales professionals reach new milestones professionally and personally. Connect with TJ: LinkedIn Connect with Me: LinkedIn Love the show? Subscribe, rate, review, and share! Here's How » Want to connect with past guests and access exclusive Q&As? Join our EYS Skool Community today!  

About the Episode:Eugene Khayman is the COO of Million Dollar Sellers (MDS), an exclusive community for top Amazon entrepreneurs that he helped grow from a humble Facebook group into a thriving six-figure membership of 700 members generating $11 billion in annual sales.In this episode of "Uploading...", Eugene shares the organic journey of building MDS alongside running his own Amazon brand. He discusses key strategies that made MDS successful, such as their "give more, get more" philosophy, setting a high bar for membership to filter out noise, and delivering immense value that justifies the $7,500 annual membership fee.Eugene also unpacks the business model powering MDS, including multiple revenue streams from membership, partnerships, affiliates, and events. He emphasizes the importance of member-only perks, local chapters, and a robust software platform to organize resources and drive engagement in a community. Finally, Eugene offers advice for content creators looking to launch their own paid communities.Today, we'll cover:- How MDS grew organically from a humble Facebook group to a thriving community- The "Give More, Get More" philosophy that drives member engagement and success- Strategies for filtering out noise and maintaining a high-quality, focused community- The business model behind MDS and why people pay over $7,000 a year to be part of the network- Eugene's insights on scaling communities while maintaining their identity and core values- Tips for building and monetizing your own niche membership communityWhat You'll Learn1. How to Start a Community from Scratch2. Strategies for Organic Community Growth 3. How to Filter Noise in Early Stages of Community4. When and How to Monetize a Community5. Thriving vs. Dead Communities6. Software for Managing Communities7. Application and Onboarding Process for Established Communities8. Tips for Creators on Building and Monetizing a CommunityTimestamps00:00 Intro and background on Eugene and Million Dollar Sellers (MDS) 04:45 Current stats of MDS community: revenue, members, ticket price 06:45 Starting a community organically and verifying/filtering members 08:33 Monetization: when to do it and how to create value14:44 Where to host a new community and who to bring in17:53 Seeding a new community: starting conversations and keeping it alive24:02 Application process and onboarding new members to MDS now 26:55 Where MDS community is going; chapters for local connections 30:30 Platforms used to run MDS community; GroupOS app development33:44 Opportunities for content creators to monetize via communities 38:33 Q&A: Strategies for specific community examples from audience 44:00 Building a wait list and leveraging existing audience for a community 46:02 Options for immediately monetizing a new community 50:44 Turning virality into community; setting criteria and values 55:15 Wrap-up; where to find Eugene on socialBuilding Engaged Communities: “I think your first objective should always be like that core group of the founding members. For us I think it was like 150 members before we started actually monetizing. But you know, I would say you want to get to 100 members, you want to have at least 40, 50 die hard members that are engaging in there every single day. You want to get at least five to 10 conversations happening a day. If somebody can ask a question and have it answered that same day like that, that's the value creation right there, right? You don't want to be the one, you yourself answering every single question because you yourself, you don't know everything.” — Eugene Khayman, 00:08:33 → 00:09:25Monetizing and Scaling a Community: “Whenever somebody starts making a profit because of others, there's going to be some level of, like, why are we doing this? And there's also going to be that, that hesitation to grow. Everybody's going to be like, 'We're so great, we don't need more people.' Right? And we've crossed that bar—100 members, 200 members, 400 members—there's always that, ‘Oh, we're too big, we're too big, we're too big.' And you're going to get that pushback. The biggest thing that I think that helped us do it together is one, once we started monetizing, we started putting all of that money back into more events and more resources, building a team… Once you start adding back value by hiring people that help keep things organized, putting on calls regularly, doing events regularly, you'll get that respect from those members, those existing members. And then the new people that are coming in, you have to show that these new people actually bring value to the community.” — Eugene Khayman, 00:11:33 → 00:13:03Show notes powered by Castmagic---Have any questions about the show or topics you'd like us to explore further?Shoot us a DM; we'd love to hear from you.Want the weekly TL;DR of tips delivered to your mailbox?Check out our newsletter here.Follow us for content, clips, giveaways, & updates!Castmagic InstagramCastmagic TwitterCastmagic LinkedIn  ---Blaine Bolus - Co-Founder of CastmagicRamon Berrios - Co-Founder of CastmagicEugene Khayman - COO of Million Dollar Sellers

In this episode of In the Pit, we sit down with Laurent, co-founder of FocusTree — a productivity app for students — to break down how he leveraged short-form creator-led content to explode the app to 100,000 downloads in just 15 days.Laurent shares the tactical, step-by-step breakdown of his viral growth playbook, from sourcing international creators to creating a gamified onboarding experience that hooks users. This is a masterclass in thinking media-first, product-second — and building sticky consumer apps in the TikTok era.This episode is sponsored by TalentFiber.com — the best way to hire vetted offshore talent that works in your time zone and speaks fluent English.

KP chats with worship pastor Alex Wilson, who oversees the worship gatherings at Highlands Church (4 campuses in VA & TN). They talk about onboarding musicians, discipling your team, the importance of preparation, and the value of feedback!  Connect with Alex: Instagram: @alex7wilson  Music: https://open.spotify.com/artist/2tjz7KtakaIEywmHLQyn58?si=_1KJhml3QbiOgnlrjehl8Q ++++++ This episode was brought to you by PraiseCharts. If you are a Worship leader or musician, when it comes to leading in church or playing worship music, you need reliable, high-quality music resources. That's exactly what PraiseCharts provides. With tens of thousands of songs available in chord charts through orchestrations plus stems, you won't struggle to find the songs you want and make things work for your setting—just instant access to the music your team needs. Check out PraiseCharts.com today and see how it can transform your worship ministry! ++++++++++ To learn more about Kurtis' book Worshipology: www.worshipologybook.com or www.kurtisparks.com 

Rahul Vohra is the founder and CEO of Superhuman. Prior to Superhuman, Rahul founded Rapportive, the first Gmail plug-in to scale to millions of users, which he sold to LinkedIn in 2012. He is also a prominent angel investor, and his fund has invested $50 million in over 120 companies, including Placer, Supabase, Mercury, Zip, ClassDojo, and Writer.What you'll learn:• The unexpected insight about virality Rahul gained from LinkedIn's head of growth.• Why Rahul restructured his entire executive team to spend 60% to 70% of his time on product, design, and marketing instead of the typical CEO responsibilities.• The counterintuitive approach to finding product-market fit using a methodical system inspired by Sean Ellis, and how this algorithmically determines your roadmap.• How manually onboarding every user (Superhuman had 20 full-time people doing this at peak) created superfans and allowed engineers to focus on product rather than onboarding flows.• The “Single Decisive Reason” framework for making better decisions by avoiding collections of weak justifications.• How Superhuman's AI features have evolved to create a truly intelligent email experience that works while you sleep.—Brought to you by:• Eppo—Run reliable, impactful experiments• Fundrise Flagship Fund—Invest in $1.1 billion of real estate• OneSchema—Import CSV data 10x faster—Find the transcript at: https://www.lennysnewsletter.com/p/superhumans-secret-to-success-rahul-vohra—Where to find Rahul Vohra:• X: https://x.com/rahulvohra• LinkedIn: https://www.linkedin.com/in/rahulvohra/• Email: Rahul@superhuman.com—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Introduction to Rahul and Superhuman(05:00) The most pivotal moment in Rahul's career(07:01) The secret to virality(11:02) Superhuman's product evolution and core values(13:32) Overcoming slowdowns at scale(18:06) Time management and meditation(27:35) The role of a president(30:56) Attention to detail(43:00) Finding your unique position(47:32) The power of manual onboarding(52:37) Mastering product-market fit(59:33) Game design in business software(01:05:35) Contrarian pricing strategies(01:09:29) Leveraging AI(01:15:40) Transitioning to enterprise solutions(01:19:08) The Single Decisive Reason framework(01:22:32) Conclusion and final thoughts—Referenced:• Superhuman: https://superhuman.com/• Rapportive: https://techcrunch.com/2012/02/22/rapportive-linkedin-acquisition/• Elliot Shmukler on LinkedIn: https://www.linkedin.com/in/eshmu/• What Are ‘Whales' in Video Games: https://gamerant.com/video-games-whales-concept-term-explained/• Figma: https://www.figma.com/• Notion: https://www.notion.com/• Loom: https://www.loom.com/• How to use Team Comments to reimagine email collaboration: https://blog.superhuman.com/how-to-use-team-comments-to-reimagine-email-collaboration/• Rajiv Ayyangar's post on X about Superhuman: https://x.com/rajivayyangar/status/1816176308130570385• Transcendental Meditation: https://www.tm.org/• Laurent Valosek on LinkedIn: https://www.linkedin.com/in/laurent-valosek-18708b5a/• Peak Leadership Institute: https://www.peakleadershipinstitute.com/• Ed Sim's website: https://edsim.net/• Adelle Sans: https://fonts.adobe.com/fonts/adelle-sans• Comic Sans: https://en.wikipedia.org/wiki/Comic_Sans• Greenfield project: https://en.wikipedia.org/wiki/Greenfield_project• Why Mailbox died: https://www.theverge.com/2015/12/8/9873268/why-dropbox-mailbox-shutdown• Bill Trenchard on X: https://x.com/btrenchard• How Superhuman Built an Engine to Find Product-Market Fit: https://review.firstround.com/how-superhuman-built-an-engine-to-find-product-market-fit/• Using the Sean Ellis Test for Measuring Your Product-Market Fit: https://medium.productcoalition.com/using-sean-ellis-test-for-measuring-your-product-market-fit-c8ac98053c2c• Sean Ellis on LinkedIn: https://www.linkedin.com/in/seanellis/• The original growth hacker reveals his secrets | Sean Ellis (author of “Hacking Growth”): https://www.lennysnewsletter.com/p/the-original-growth-hacker-sean-ellis• The Trouble with Rewards: https://www.kornferry.com/insights/briefings-magazine/issue-13/519-the-trouble-with-rewards• The art and science of pricing | Madhavan Ramanujam (Monetizing Innovation, Simon-Kucher): https://www.lennysnewsletter.com/p/the-art-and-science-of-pricing-madhavan•  Van Westendorp Price Sensitivity Meter: https://en.wikipedia.org/wiki/Van_Westendorp%27s_Price_Sensitivity_Meter• AI-powered email for high-performing teams: https://superhuman.com/ai• Linear's secret to building beloved B2B products | Nan Yu (Head of Product): https://www.lennysnewsletter.com/p/linears-secret-to-building-beloved-b2b-products-nan-yu• Single Decisive Reason: decision-making for fast-scaling startups: https://blog.superhuman.com/single-decisive-reason-decision-making-for-fast-scaling-startups/• Reid Hoffman on LinkedIn: https://www.linkedin.com/in/reidhoffman/—Recommended books:• Positioning: The Battle for Your Mind: https://www.amazon.com/Positioning-Battle-Your-Al-Ries/dp/0071373586• Monetizing Innovation: How Smart Companies Design the Product Around the Price: https://www.amazon.com/Monetizing-Innovation-Companies-Design-Product/dp/1119240867—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed. Get full access to Lenny's Newsletter at www.lennysnewsletter.com/subscribe

ITP - 116  Tamisha Chantel shares her extensive journey in education, spanning nearly three decades, and her transition to international teaching. From her beginnings in Cleveland, Ohio, to her experiences in Shanghai, China, Tamisha discusses the motivations behind her decision to teach abroad, the challenges she faced in the international job market, and the preparations required for her move. Our conversation also touches on family reactions to her decision and her reflections on life as an expat teacher. In this conversation, Temisha Shantel shares her experiences as an international teacher, reflecting on her journey from the excitement of landing in China to the challenges faced during the pandemic. She discusses the emotional and practical aspects of turning down job offers, the recruitment process, and the realities of life abroad, including the impact of COVID-19. Temisha also details her transition from teaching in China to her current position in India, emphasizing the importance of adaptability and perseverance in the face of uncertainty. In this conversation, Temisha Shantel shares her experiences of teaching abroad during the COVID-19 pandemic, the emotional journey of transitioning between countries, and the challenges of language barriers. She discusses her upcoming move to Vietnam and reflects on the importance of community support and personal growth throughout her international teaching career.Chapters(00:00) Introduction and Guest Welcome(02:55) Tamisha's Journey in Education(05:41) The Decision to Teach Abroad(08:22) Navigating the International Job Market(11:20) Preparing for the Move to China(14:00) Family Reactions and Support(16:59) Life and Teaching in Shanghai(23:51) Reflecting on the Journey of International Teaching(27:16) Navigating Job Offers and Decisions(31:17) The Roller Coaster of Job Recruitment(34:30) Life Abroad: The Reality vs. Glamour(36:39) Transitioning from China to India(46:50) Onboarding in a New Country(48:34) Navigating Challenges During Lockdown(51:11) The Emotional Journey of Teaching Abroad(53:56) Language Barriers and Cultural Connections(57:44) Transitioning to a New Opportunity in Vietnam(01:02:26) Final Thoughts and Reflections on the Journey________The International Teacher Podcast is a bi-weekly discussion with experts in international education. New Teachers, burned out local teachers, local School Leaders, International school Leadership, current Overseas Teachers, and everyone interested in international schools can benefit from hearing stories and advice about living and teaching overseas.Additional Gems Related to Our Show:Greg's Favorite Video From Living Overseas - https://www.youtube.com/watch?v=UQWKBwzF-hwSignup to be our guest  https://calendly.com/itpexpat/itp-interview?month=2025-01Our Website⁠ -  https://www.itpexpat.com/Our FaceBook Group - https://www.facebook.com/groups/itpexpat⁠JPMint Consulting Website  - https://www.jpmintconsulting.com/Greg's Personal YouTube Channel: https://www.youtube.com/playlist?list=PLs1B3Wc0wm6DR_99OS5SyzvuzENc-bBdOBooks By Gregory Lemoine:⁠"International Teaching: The Best-kept Secret in Education"⁠ | by Gregory Lemoine M.Ed.⁠"Finding the Right Fit: Your Professional Guide for International Educator Recruiting Fairs and Amazing Stories of a Teacher Living Overseas⁠" |by Gregory Lemoine M.Ed.Partner Podcasts:Just to Know You:  https://podcasts.apple.com/au/podcast/just-to-know-you/id1655096513Educators Going Global: https://podcasts.apple.com/us/podcast/educators-going-global/id1657501409

David & Jesus create characters for Dan's Triangle Agency game. Expect indepth character creation, figuring out what makes us tick, and quite a few snarky comments. The post Triangle Agency: Onboarding appeared first on Fandible Actual Play Podcast.

  Struggling to build a strong, committed worship team? You're not alone. Recruiting and onboarding volunteers can be one of the biggest challenges for worship pastors, but VOUS Worship has found some things that make it so much easier.  In this episode, we sit down with the team from VOUS Worship—the powerhouse worship ministry from Rich Wilkerson Jr.'s VOUS Church in Miami—to uncover their intentional, high-impact process for finding and developing high level teams.  What You'll Learn:  The biggest mistakes churches make when recruiting worship team members  The 4-step onboarding process VOUS Worship uses to set team members up for success  The character & culture factor—why talent isn't enough  How to balance grace and standards when leading worship volunteers  This episode is PACKED with practical wisdom for worship pastors, leaders, and creatives who want to build a healthy, thriving worship culture that lasts. Don't miss it!  Worship Online is your new secret weapon for preparing each week. With detailed song tutorials and resources, you and your team will save hours every single week, and remove the stress from preparing for a set. Try a free trial at WorshipOnline.com and see the transformation!   Mentioned in the Episode  New Release from VOUS Worship  ---  If you like what you hear, please leave us a review! Also, shoot us an e-mail at podcast@worshiponline.com. We want to know how we can better serve you and your church through this podcast.  Don't forget to sign up for your FREE 2-week subscription to Worship Online at WorshipOnline.com!  The Worship Online Podcast is produced by Worship Online in Nashville, TN. 

Show DescriptionOnboarding users is a lot more difficult than you might think it is, how should links be coloured or styled, keeping web software up to date, why does some AI slop get created in the first place, getting context for why things happened or decisions were made, and our first bullet point dev career story (Steve's version). Listen on Website →Links Subscribe to us on YouTube! Riverside: HD Podcast & Video Software | Free Recording & Editing Automate without limits CodePen PRO Link Color Idea Ludacris Freestyle Front Tag, You're It Watch the video version of this episode Sponsors

In this episode of the Your Dream Business Podcast, I talk about why having an onboarding sequence is key to turning new subscribers into paying customers. I walk you through a simple 4-email sequence: delivering the lead magnet, introducing yourself, offering more value, and finally, introducing your product or service. I also share my personal swipe files and examples, focusing on keeping things simple and building a personal connection. Plus, I cover the tech side of automating these emails and managing subscriber tags. This episode is great for business owners and marketers who want to improve their email onboarding process and grow their customer base.KEY TAKEAWAYS COVERED IN THE PODCASTA Simple 4-Step Email Sequence: To convert new subscribers into customers, focus on a clear, easy-to-follow email sequence—delivering the lead magnet, introducing yourself, providing extra value, and then introducing your product or service.Personal Connection is Key: Keep your emails personal and relatable to build trust and make your subscribers feel more connected to you and your brand.Automate for Efficiency: Set up automated emails and manage subscriber tags to streamline your onboarding process, saving time while nurturing relationships with new subscribers.If you enjoyed this episode then please feel free to go and share it on your social media or head over to Apple podcasts or Spotify and give me a review, I would be so very grateful.LINKS TO RESOURCES MENTIONED IN TODAY'S EPISODEConnect with Teresa on Website, The Club, Sign up to Teresa's email list, Instagram, LinkedIn, Facebook or Twitter