Podcasts about Onboarding

The future of Insurance Sales is HERE We are launching the first and only 24/7 AI-powered sales coaching platform built exclusively for insurance professionals. With real-time call grading, on-demand role-plays, and personalized coaching after every conversation, it helps producers get better and agents get their time back. Text AI to (816) 727-7610 to join the Waitlistwww.agencycoachai.comWatch the full episode on YouTube: HEREText (816) 727-7610 — I want to hear your biggest takeaway!What's in this episode:If you're looking for the silver bullet in insurance, stop searching—Larry Lucas shows you how to build it yourself. With 25 years of experience and a #49 national ranking, Larry reveals the simple systems, cultural shifts, and appointment strategies that drive consistent growth. From handwritten postcards to the 10% financial services rule, this episode is a masterclass in building a business that lasts.[00:00] Why agents fail searching for silver bullets[01:00] Larry's 25-year journey to top 50 in the country[02:00] The secret behind systems that scale[04:00] #1 advice for new agents: pay your taxes[05:00] The power of cross-selling single-line households[07:00] Handwritten postcards that still drive results[09:00] Why in-person appointments beat phone calls[11:00] Onboarding systems that boost retention[14:00] Why Larry still meets clients after 25 years[16:00] The hardest thing to delegate as an agent[20:00] Training your team to “sound like you”[23:00] Evolving team structure for sales + service[28:00] Opening a second office the right way[30:00] Building culture and compensation that keeps people[34:00] Setting production expectations for producers[36:00] The 10% rule: apps → financial services[39:00] Breaking ceilings with simplicity and consistency[40:00] The #1 thing agents should stop doing: ignoring ROI[44:00] Make decisions with sample size, not emotionsConnect with Larry: HERETEXT MICHAEL DIRECTLYHave a question or want to talk to Michael directly? It's really him, not a robot. Text “BUZZ” to (816) 727-7610 FREE 7-Day Demo – Weaver Sales AcademyTry it: CLICK HERE Tools + Free Resources https://www.weaversa.com Connect with Michael OnlineLinkedIn: linkedin.com/in/michaelweaverwsaYouTube: @michaelweavertrainingFacebook: facebook.com/themichaelweaverInstagram: @michaelweaver

What's this episode about?In this episode of A Meaningful Mess, I dive into the often-overlooked process of gifted onboarding. I explain why helping learners understand the realities of their giftedness is essential and introduces the three Rs, reality, retention, and resilience, that can shape a meaningful and supportive educational experience.

In episode 215, Coffey talks with Gabriela Norton about employee engagement challenges, performance management approaches, and hiring process improvements based on current workplace trends and research.They discuss Gallup's mid-year survey showing low engagement and high turnover intent; psychological safety and mental health support strategies; individualized management approaches vs one-size-fits-all policies; problems with forced ranking performance systems; ongoing feedback versus annual reviews; the costs of poor management training; rebuilding disengaged teams through bias awareness and peer input; and streamlining hiring processes that currently involve excessive interview rounds.Links to stuff they talked about are on our website at https://goodmorninghr.com/EP215 and include the following topics:Gallup: Anemic Employee Engagement Points to Leadership Challenges.Web Pro News: Big Tech Mandates Low Performer Quotas, Eroding Morale and InnovationHarvard Business Review: 6 Steps to Reset a Demotivated TeamReddit: What is up with 3+ Rounds of Interviews for jobs paying less than $100K? : r/interviewsHR Reporter: Are employees building emotional connections with ChatGPT?Reddit: ChatGPT is my best friend : r/ChatGPTReddit: My Boyfriend Is AIReddit: AI Soulmates HR Reporter: With IBM laying off 100s of HR people, is automation replacing HR? | Canadian HR ReporterThe Wall Street Journal: IBM CEO Says AI Has Replaced Hundreds of Workers but Created New Programming, Sales JobsHarvard Business Review: Research: Executives Who Used Gen AI Made Worse PredictionsTopgrading, 3rd Edition: The Proven Hiring and Promoting Method That Turbocharges Company Performance by Bradford D. Smart, PhD https://a.co/d/9N2pJXlGood Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Gabriela established People Performance Resources (PPR), a full-service Human Capital consulting firm, in 2010. Since then, Gabriela and her team have continued to expand their reach in providing strategic and best practice expertise with a proven track record of enhancing operational excellence.Gabriela is a highly regarded and sought-after trusted advisor to many local, national, and international organizations and their decisionmakers. Here are a few of Gabriela's areas of focus: bilingual/bicultural expertise, organizational analysis and development, C-level business continuity planning, executive coaching, executive compensation, change management, strategic planning, employment compliance, board governance guidance, and more.Gabriela serves as board of directors for Out Teach, Catch Up & Read, and The Dallas Summit. In addition, she supports several local and national causes that empower education, social justice, women's causes, children at risk, and conservation efforts. When not enjoying her professional adventures, Gabriela is a foodie who loves traveling, running, hiking, snorkeling, and spending time with her friends, family, and rescue dog, Harley.Gabriela Norton can be reached at: https://www.pprhr.com https://www.linkedin.com/in/gabrielanorton https://www.facebook.com/pprhr https://www.instagram.com/ppr_hrAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Create psychological safety environments where employees can openly discuss workload concerns and receive supportive responses rather than punitive reactions to mental health needs.2. Implement ongoing performance feedback systems with specific behavioral expectations and regular check-ins instead of relying on annual reviews with subjective rating scales.3. Design efficient hiring processes with clear competency rubrics and bias acknowledgment techniques while limiting interviews to three meaningful rounds focused on skills and cultural fit.

SUMMARY: In this episode, Aaron and Terryn dive deep into the recruiting process—sharing the exact steps The Collab Team uses to help businesses find and hire the right people. From writing job descriptions and setting clear role expectations, to fishing in the right talent pools, to using tests and live-fire scenarios, they reveal the “secret sauce” of effective recruiting. The conversation also covers how to avoid common hiring mistakes, the importance of cultural fit, and how onboarding can make or break a new hire. Whether you're looking to make your first key hire or scale your operations with the right talent, this episode gives you a practical roadmap for successful recruiting.   Minute by Minute: 00:00 — Introduction 02:00 — Why Recruiting Matters for Scaling Businesses 03:41 — Defining the Role and Building a Strong Job Description 07:00 — Posting the Role: Where and How to Find Candidates 08:01 — Budget, Titles, and Attracting the Right Applicants 11:00 — Vetting Candidates: Interviews, Testing, and Live Scenarios 16:00 — The Challenges of Recruiting (and How CoLab Helps) 18:02 — Culture Fit, Kolbe Scores, and Avoiding Hiring Mistakes 20:00 — Keys to Effective Onboarding and Shadowing 23:18 — Buying Back Your Time: The ROI of the Right Hire

Summary   In this episode of the Customer Service Revolution podcast, Denise Thompson interviews Dave Murray, VP of consulting for the DiJulius Group. They discuss the critical connection between employee experience and customer experience, the challenges of accidental management, and the importance of a strong recruiting and onboarding process. Dave shares insights from his book, 'The Employee Experience Revolution,' emphasizing the need for organizations to focus on internal culture to drive external success. The conversation also touches on the evolving expectations of employees, particularly regarding work-life balance, and previews upcoming workshops aimed at improving recruitment and onboarding practices.   Takeaways Employee experience directly impacts customer experience. 82% of managers are accidental managers, lacking training. Transforming internal culture can lead to better customer service. Companies must focus on consistent management practices. Recruiting processes should reflect company culture and values. Onboarding is a critical opportunity for engagement. Work-life balance is increasingly important for employees. Organizations need to proactively manage their culture. Effective training for managers is essential for retention. Creating a memorable experience starts from the first contact. Sound Bites "82% of managers are accidental managers." "Two minutes to 12 seconds is a big difference." "We want to be selective in our hiring." Chapters 00:00Introduction to Customer Experience and Employee Engagement 01:58The Need for Employee Experience Revolution 05:01Transforming Customer Experience through Employee Engagement 09:36Attracting and Retaining Top Talent 13:58The Importance of a Positive Recruiting Experience 17:39Creating Growth Opportunities for Employees 22:26The Importance of Structured Training 24:17Creating a Memorable Recruiting Experience 27:06Attracting Candidates: Company Culture and Reputation 31:04Work-Life Balance and Generational Expectations 34:18Enhancing the Onboarding Process 37:35Applying Recruitment Strategies to Educational Institutions   Links Customer Experience Executive Academy: https://thedijuliusgroup.com/project/cx-executive-academy/ Interview Questions: https://thedijuliusgroup.com/resources/ The DiJulius Group Methdology: https://thedijuliusgroup.com/x-commandment-methodology/ Experience Revolution Membership:  https://thedijuliusgroup.com/membership/ Schedule a Complimentary Call with one of our advisors:  tdg.click/claudia Books:  https://thedijuliusgroup.com/shop/ Zappos call:  https://thedijuliusgroup.com/is-zappos-really-that-good-at-customer-service-manager-fired-for-responses-to-online-reviewers/ Blogs on Above and Beyond Culture: https://thedijuliusgroup.com/category/above-beyond-culture/ Contacts:  Lindsey@thedijuliusgroup.com , Claudia@thedijuliusgroup.com Subscribe We talk about topics like this each week; be sure to subscribe wherever you listen to podcasts so you don't miss an episode.

#886 What if I told you that someone sharing vocabulary tips gets millions of email opens per month and makes seven figures? How about if I said someone's keto recipes for bodybuilders newsletter just earned them a new house in Malibu? Listen in on this session because a quiet email revolution is happening under the radar. Let's pull back the curtain on what's working in 2025! First, forget the tactics from five years ago. I aim to share the playbook you can use to turn a basic newsletter into a thriving business in today's online landscape. I'll discuss finding the best hyper-niche topic to focus on, repurposing your newsletter for big growth, pairing the right ad and monetization strategies, the top tools for the job, and more. Onboarding, engagement, and retention are also covered to help you build a long-term income stream around your passion. Enjoy! Show notes and more at SmartPassiveIncome.com/session886.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

For episode 590 of the BlockHash Podcast, host Brandon Zemp is joined by Jeff Handler, CCO of OpenTrade, an institutional-grade platform delivering real-world asset-backed yield on USDC, USDT, and EURC. ⏳ Timestamps: (0:00) Introduction(1:08) Who is Jeff Handler?(4:12) Importance of Yield-based Stablecoins(7:10) Typical clients(11:03) Stablecoin Yield use-cases in Colombia(15:22) Impact of the Genius Act(17:47) Future of RWAs in Finance(21:54) Onboarding for Clients(24:18) APIs & GraphQL(24:37) OpenTrade Roadmap(26:28) Events & Conferences(27:12) OpenTrade website & socials

Is your workplace culture helping your team thrive—or getting in the way? Join Dave Molenda and Dr. Rob Lion as they explore the power of workplace culture and how to intentionally shape it. Discover why culture matters and how leadership plays a critical role in steering it.

Successful contracting businesses need strong partnerships with subcontractors and vendors, which starts with a proper onboarding process designed to create long-term, profitable relationships for everyone involved.• Two main categories: day-to-day crews (smaller operations handling labor) and larger vendors (established companies with their own processes)• Large vendors require basic information collection, W-9s, and Certificates of Insurance with your company listed as a holder• Smaller crews need in-person meetings in proper settings to establish true partnerships• Skills assessment helps determine what subcontractors can do profitably and enjoyably• Job timeline discussion explains pricing and profit structure transparently• Subcontractor agreements cover payment terms, on-site behavior, client communication protocols, and warranty expectations• Work orders should specify exactly what work is to be done, when to complete it, and payment amounts• Consider allowing a one-month trial period before requiring insurance• Proper documentation protects both parties and prevents misunderstandings• The goal is setting foundations for relationships that will last 10-20 yearsIf you're interested in getting help with your contracting business, reach out at ProStruct360.com or ContractorCuts.com to learn about coaching options and the upcoming planning retreat in January.Struggling to grow your contracting business? The Foundations Program is designed to help contractors break free from the chaos and build a business that runs smoothly. You'll get a customized training program, 1-on-1 coaching, and access to a full paperwork database—including contracts and the Client Engagement Agreement. Join the Foundations Program today!

In this episode of Dental Drill Bits, Dana Salisbury and Sandy Pardue discuss the challenges of hiring and retaining new employees in dental practices. They explore the reasons behind high turnover rates, the importance of effective onboarding, and creating a welcoming workplace culture. The conversation emphasizes the need for structured training plans and the impact of workplace bullying on employee retention. The hosts also highlight the financial costs associated with poor hiring practices and the significance of enhancing the candidate experience. Key Takeaways Stop blaming the applicant and look at your own processes Onboarding is crucial for employee retention A welcoming culture can significantly impact new hires The cost of hiring mistakes can be substantial Workplace bullying can drive new employees away Structured training plans are essential for new hires Communication during the hiring process is key Involve existing staff in the hiring process Always welcome potential candidates regardless of openings Evaluate your practices to improve employee satisfaction   Event Spotlight: Front Desk Pro – Las Vegas, NV – November 7 Join Sandy in Las Vegas for Front Desk Pro, a high energy, high impact training event designed to level up your front desk systems and skills. Special Listener Discount: Save $100 with code Secret Sauce (two words, both capitalized). Beautiful CAD CAM facility, just off the Strip with nearby affordable hotels. Episode Sponsors A big thank you to our show sponsors for helping bring Dental Drill Bits to you each week: Plan Forward – The membership plan experts helping practices boost revenue and patient loyalty. https://www.planforward.io/ Mango Voice – The smart, all in one business phone system designed for dental practices. https://mangovoice.com/ Identity Dental Marketing – Stand out, get noticed, and attract your ideal patients with custom marketing strategies. https://identitydental.com/

In this episode of Remodelers On The Rise, Kyle Hunt is joined by Bryan Williams of Squirrel Solutions to talk all things onboarding. From prepping before day one to setting clear expectations and leveraging self-learning tools, Bryan walks through a simple, practical nine-step onboarding framework remodelers can apply right away. You'll also hear why great onboarding isn't just about forms and checklists—it's about culture, connection, and setting your new hires (and your business) up to thrive. If you're about to hire or want to improve how you bring new team members into your remodeling business, this conversation is packed with actionable ideas and tools. Looking to strengthen your onboarding process? Squirrel Solutions is offering a free Onboarding Starter Guide designed to help remodelers create a smooth, professional, and engaging first-week experience for new team members. Inside, you'll find practical tips and checklists to set clear expectations, build confidence, and set employees up for long-term success. Download your free guide here! ----- Today's episode is sponsored by Builder Funnel! Click here to learn more about how Builder Funnel helps remodelers and home builders grow through strategic digital marketing. ----- Explore the vast array of tools, training courses, a podcast, and a supportive community of over 2,000 remodelers. Visit Remodelersontherise.com today and take your remodeling business to new heights! ----- Takeaways Onboarding is an underappreciated skill in remodeling businesses. Proper onboarding can significantly improve employee retention. Pre-onboarding communication helps ease new hires' anxiety. Budgeting for onboarding is crucial for effective training. Defining core expectations involves the entire team, not just one person. Leveraging self-learning tools can save time and resources. Regularly reviewing job descriptions ensures they remain relevant. Setting clear goals for new hires fosters a productive culture. Collecting feedback on the onboarding process is essential for improvement. A strong conclusion to onboarding can leave a lasting positive impression. ----- Chapters 00:00 Introduction and Guest Introduction 03:30 The Importance of Onboarding 09:44 Pre-Onboarding Strategies 14:43 Budgeting for Onboarding 17:47 Defining Core Expectations 20:11 Leveraging Self-Learning Tools 26:05 Reviewing Job Descriptions 32:36 Setting Goals and Collecting Feedback 37:02 Conclusion and Final Thoughts

Step into the evolving world of virtual environments, where Decentraland is at the forefront of innovation. In this episode, we explore how interoperability is transforming the metaverse, enabling seamless integration across platforms and unlocking creative possibilities for users and developers alike. From NFTs and digital wearables to virtual real estate, we discuss how these advancements are reshaping the metaverse and fostering meaningful connections in a polarized digital age.Join us as Kim Currier, Head of Partnerships and Marketing at Decentraland, shares insights on the resurgence of NFTs, the role of brands in creating immersive experiences, and the tools empowering creators to thrive. Whether you're a collector, a brand strategist, or simply curious about the metaverse, this episode offers a deep dive into the future of digital interaction and the cultural capital being built in virtual worlds.Chapters:00:00 The Rise and Fall of NFTs: From hype to utility00:23 Driving Innovation in the Metaverse00:33 Meet Kim Currier, Decentraland's Head of Partnerships and Marketing01:09 The Metaverse as a Social Hub: Immersive experiences for brands and users01:30 Opportunities for Collectors and Brands02:53 Cultural Shifts in NFTs: What's fueling the 2025 resurgence?04:45 Decentraland's Unique Offerings in music, art, and social connection08:03 Utility-Driven NFTs: Wearables, emotes, and smart wearables in Decentraland13:17 No-code tools and community-driven innovation for creators20:15 Virtual Spaces for Remote Teams: Offsites and community gatherings27:33 Innovative builds in Decentraland35:11 Brand Partnerships in the Metaverse43:02 Onboarding the Masses: Decentraland as a gateway to Web347:10 Long-Term Vision: Building cultural capital and meaningful connections

In episode 214, Coffey talks with Joe Frodsham about CMP's fourth annual national pulse check on C-Suite mental health, wellbeing, and leadership challenges.   They discuss executive mental health normalization since COVID; executive well being; clinical support and performance psychology for executives; individual vs one-size-fits-all wellness approaches; ROI metrics including career health indicators and management reviews; improved communication and engagement trends; remote work impacts on introverts vs extroverts; executive job security varying by ownership structure with private equity creating highest stress; and the importance of clear cultural decisions during mergers and acquisitions. CMP's C-Suite State of Mind Pulse Check 2025 is available at https://www.careermp.com/csuite-pulse-check-2025.  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. Business Credit for SPHRs. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest: Joe Frodsham is President of CMP, the largest minority- and woman-owned talent solutions firm in the nation. CMP supports thousands of professionals in career transition annually while deploying contemporary assessment, coaching, and training solutions for targeted succession and development. Joe has extensive experience across Fortune 500 companies in leading human resource functions and building cutting-edge talent management systems. Joe is a regular contributor to Forbes, co-hosts the American Narratives podcast, and has co-authored two seminal books on careers—Make it Work and Don't Dread Monday. Joe will be presenting at the Fort Worth HR Strategic Mindset Conference on September 12th. And you can learn more about that conference at fwhr.org. Joe Frodsham can be reached at https://www.careermp.com https://www.linkedin.com/in/jfrodsham 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: Recognize that executive mental health directly impacts business outcomes and implement clinical support resources and individualized wellness strategies rather than generic programs. Develop better metrics for measuring engagement including career health indicators, management reviews with upward feedback, and individual assessment tools that drive real-time conversations. Understand that job security and stress levels vary significantly by ownership structure (private equity vs public vs privately held) and tailor retention strategies accordingly. 

Validating vendor information and checking that they are not on any applicable sanction lists is a part of your vendor on-boarding process, but what about after the on-boarding process? Today's episode is a webinar that not only has a five-step process for recurring vendor validations, but lots of five downloads to help you get started.  Keep listening. Check out my website www.debrarrichardson.com if you need help implementing authentication techniques, internal controls, and best practices to prevent fraudulent payments, regulatory fines or bad vendor data. Check out the Vendor Process Training Center for 116+ hours of weekly live and on-demand training for the Vendor team. Links mentioned in the podcast + other helpful resources:    On-Demand Webinar:  Recurring Vendor Validations: Ensure Post-Onboarding Compliance https://training.debrarrichardson.com/course/september2024Free Download:  Vendor Validation Reference List with Resource Links https://debrarrichardson.com/vendor-validation-downloadCustomized Vendor Validations Session: https://debrarrichardson.com/vendor-validation-sessionVendor Process Training Center - https://training.debrarrichardson.comCustomized Fraud Training:  https://training.debrarrichardson.com/customized-fraud-training Free Live and On-Demand Webinars: https://training.debrarrichardson.com/webinarsVendor Master File Clean-Up:  https://www.debrarrichardson.com/cleanupYouTube Channel:  https://www.youtube.com/channel/UCqeoffeQu3pSXMV8fUIGNiw More Podcasts/Blogs/Webinars www.debrarrichardson.comMore ideas?  Email me at debra@debrarrichardson.com Music Credit:  www.purple-planet.com

Struggling to find—and keep—the right people in your construction business? You're not alone. In today's episode of Construction Genius, Eric sits down with Mike, creator of the XP3 Talent System, to unpack a proven, end-to-end process for hiring, onboarding, and retaining top talent in one of the most competitive industries on the planet. You'll discover: Why most “business problems” are really people problems—and how to solve them at the root. The fatal flaw in relying on gut instinct to hire construction talent. How to define success in a role so you can hire with precision instead of vague job descriptions. A structured hiring process that filters out bad fits—even if they try to fake it with AI. Onboarding strategies that transform B-players into rock stars and boost 90-day retention to 95%. The three non-negotiable objectives every onboarding program must hit. How to build a culture that inspires discretionary effort—the extra 40–60% of capability most employees never give. A real-world case study: cutting turnover from 80% to 23% in six months while breaking $100M in revenue. Whether you're a construction company owner, project executive, or HR leader, this episode will show you how to create a talent pipeline that keeps your crews staffed with the right people for the long haul—without constant hiring headaches.   HIGHLIGHTS [02:09] Challenges in hiring and retaining talent.  [03:35] Loyalty and avoidance of having difficult conversations. [05:49] The importance of objective job descriptions. [10:06] Requirements of a successful onboarding process.  [12:55] A clear mission, inspiring vision, and shared core values.  [15:10] Measuring and understanding the true cost of turnover.  [21:22] The mistake of hiring one-sided.    RESOURCES Connect with Mike Matalone LinkedIn - linkedin.com/in/mike-matalone-6029b87/  Website - xp3talent.com/  Hire • Train • Retain 2nd Edition: The art―and science―of building high-performing teams that drive organizational success by Michael Matalone amazon.com/Hire-Train-Retain-science_of-high-performing/dp/B0F8Z4KQ84/    90-Day High-Performance Dashboard You can't afford to let your people drift. To drive real performance, you must coach with clarity and purpose.   Use the 90-Day High-Performance Dashboard to: Get clear on what matters most. Drive focused action and accountability. Strengthen trust and deepen relationships.   Success doesn't happen by accident. It happens when leaders coach with precision and consistency. Download the 90-Day High-Performance Dashboard here: https://www.constructiongenius.com/high-performance-in-a-new-role Coach your team toward real results — one conversation at a time.     Resources to Help You Win in Construction

For anyone starting a new job, creating a sense of connection, culture, and belonging from day one can transform what was once a routine orientation into a powerful, lasting experience. Two leaders at Vanderbilt University — Joanna Echols, senior director of operational optimization, and Chance Ryon, operations services and solutions manager — share their bold reinvention of the institution's onboarding program. They discuss how to balance technology with a personal touch, pinpoint the moments that matter most for new hires, and build an inclusive experience that makes every employee feel welcome, prepared, and ready to contribute from the start. This podcast is approved for .5 PDCs toward SHRM-CP and SHRM-SCP recertification. Listen to the complete episode to get your activity ID at the end. ID expires Sept. 1, 2026. Subscribe to Honest HR to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/voegyz ---Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r

In Episode 35 of *Chain Reactions*, we sit down with Latashá, multidisciplinary artist and founder of Topia, to explore how physical experiences are becoming the most powerful gateway into the onchain economyLatashá shares her journey from performing artist to crypto trailblazer, how she became the first woman rapper to mint a music video onchain, and what she learned onboarding over 4,000 creators at Zora, how that led to her creative vision behind Topia, and why real community starts offline.We also dig into:- What most web3 builders get wrong about culture and onboarding- The future of creator coins and tokenized relationships- The power of creative agency in a trust-based ecosystem- Why delegation is a superpower for scaling creative impactIf you're building for creators, rethinking community, or navigating the future of art onchain, this episode is packed with gold.Listen, subscribe, and mint the episode at [pods.media/myosinxyz](https://pods.media/myosinxyz)

How do you fairly (and profitably) pay your team retail commissions without chaos? In this episode, Daniela draws from two decades in aesthetics to walk you through the who, how much, when, and why of spa retail commission - not just to boost revenue, but to build trust and client outcomes. Whether you're a spa CEO creating or refining your commission policies, you'll get: Clear roles for front desk vs. provider retail A commission tier framework tied to retail-to-service ratios Onboarding commission policies and credit-time windows Common retail commission missteps to avoid - like blind payouts or policy gaps Plus: No one gets left behind - this structure drives better results for clients, providers, and your growth.    What you'll learn during this episode: Who on your team should earn retail commission—and for what items How to tier commission using retail-to-service percentage benchmarks The power of a 90-day probation period for new staff Best practices for crediting repurchases and event sales How to standardize product recommendations for consistency and trust Keep the conversation going inside the Spa Marketing Made Easy Community by clicking here. IG / @addoaesthetics WEB / addoaesthetics.com YOUTUBE / @addoaesthetics LINKEDIN / @addoaesthetics   ABOUT THE SPA MARKETING MADE EASY HOST      Daniela Woerner is the founder and CEO of Addo Aesthetics, a leading community for aesthetic professionals, and the creator of the Growth Factor® Framework—a proven system that has helped 582 six- and seven-figure spa owners scale their businesses with strategy and systems. With nearly two decades in the aesthetics industry, Daniela has trained alongside top physician-dispensed brands, consulted with leading dermatologists, and helped thousands of spa professionals streamline their operations and maximize profitability. Her mission? To transform overworked aesthetic professionals into Spa CEOs - building a business and life they love with the strategic systems needed for long-term financial growth. As the host of the Spa Marketing Made Easy podcast, Daniela brings expert insights, real-world strategies, and in-depth conversations to help spa owners elevate their marketing, optimize their operations, and create sustainable success. With over 400 published episodes, 1 million+ downloads, and a ranking in the top 1% of all podcasts worldwide, Spa Marketing Made Easy is the go-to resource for spa and aesthetic professionals looking to level up. Tune in each week for actionable strategies, expert interviews, and inspiration to help you build a thriving, systemized, and scalable spa business!

Episode Summary Bringing a new team member into your law firm should make life easier — not harder. Yet for many law firm owners, onboarding turns into an exhausting cycle of explaining, fixing, and micromanaging. The real problem? You're running your business from your head, not from systems. In this episode, I'm breaking down why skipping documented processes in onboarding is one of the biggest mistakes law firm owners make, how it creates bottlenecks, frustrates your team, and keeps you stuck working harder than you should. I'll also walk you through the exact steps to fix it so you can create a clear, confident, and repeatable onboarding experience — one that empowers your team and frees up your time. Key Segments The onboarding trap most law firm owners fall into Why “just follow me and watch” is not a strategy The hidden cost of keeping processes in your head My 3-step system to onboard without the chaos How systemised onboarding improves culture and profitability Links & Resources from This Episode Free Resource: Law Firm Freedom & Profit Audit — identify where your bottlenecks and inefficiencies are hiding. Read: How to Build SOPs That Actually Work — step-by-step guide to documenting processes in your law firm. Connect with Me on LinkedIn: Caralee Fontenele — join the conversation about scaling law firms with less stress. Scalable Law Website: Coaching, resources, and systems for law firm owners. My Takeaway The truth is, your law firm doesn't grow by adding more hours to your week — it grows when you build systems that work without you. Document your core processes. Set crystal-clear expectations. Train, then trust. That's how you stop being the bottleneck and start leading a team that can thrive on their own. If this episode hit home for you Don't keep it to yourself. Share it with another law firm owner who's ready to think bigger, lead better, and grow smarter. And if you've got 30 seconds, a quick review on Apple Podcasts, Spotify, or YouTube helps us reach more lawyers looking to scale with strategy (and sanity). Apple Podcasts: Listen on Apple Spotify: Listen on Spotify YouTube: Watch on YouTube

What are the best practices to give new faculty a successful start to their career at your school? Listen as Jason is joined by Patrick and Kolby to talk about perspectives and strategies to onboard new faculty.Links from this episode:Educational Renaissance training packagesThe Educational Renaissance Podcast is a production of ⁠⁠⁠⁠⁠⁠⁠⁠Educational Renaissance⁠⁠⁠⁠⁠⁠⁠⁠ where we promote a rebirth of ancient wisdom for the modern era. We seek to inspire educators by fusing the best of modern research with the insights of the great philosophers of education. Join us in the great conversation and share with a friend or colleague to keep the renaissance spreading.Take a deeper dive into training resources produced by Educational Renaissance such as Dr. Patrick Egan's new book entitled Training the Prophetic Voice available now through ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Amazon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

Wispr Flow has transformed voice dictation from a frustrating novelty into a seamless productivity tool that users trust implicitly. With a recent $30 million Series A led by Menlo Ventures, the company has achieved remarkable product-market fit through 90% word-of-mouth growth and users who share the product organically without prompting. In this episode, I sat down with Tanay Kothari, CEO and Co-Founder of Wispr Flow, to learn about the company's pivot from hardware to software, their approach to manufacturing viral moments, and their strategy for competing against tech giants with distribution advantages. Topics Discussed: Wispr Flow's pivot from building voice assistant hardware to focusing on voice-to-text software The company's unique approach to achieving sub-half-second latency and exceptional accuracy Building viral growth through manufactured "aha moments" and exceptional user onboarding Competing against OpenAI and Apple through speed of execution and user experience focus The challenge of building for mainstream users beyond Silicon Valley's tech-savvy population Strategic decisions around cutting non-essential growth channels to maintain focus GTM Lessons For B2B Founders: Manufacture viral moments through obsessive user research: Tanay personally onboarded the first 500 users via Google Meet, watching their facial expressions, mouse movements, and emotional reactions in real-time. This intensive observation allowed him to identify and systematically reproduce moments of user delight. He explained, "Find the things that repeatedly create delight, make sure that never dies, and then find the other places where there's confusion and kind of take them out." B2B founders should invest heavily in understanding the micro-moments of user experience, as these compound into organic growth at scale. Leverage authentic product usage by your target buyers during fundraising: When Wispr Flow raised their Series A, every VC in Silicon Valley was already using the product daily. Tanay noted, "I didn't need to convince them about why the product was good. All I had to tell them about if you believe why Whisper is good today, here is where we can take the company." This eliminated the typical product demonstration phase and shifted conversations to vision and execution capability. B2B founders should prioritize getting their product into the hands of potential investors as users before ever pitching them as investors. Build anti-fragile technology that improves as the industry evolves: Rather than competing directly with AI model capabilities, Wispr Flow built infrastructure that gets better as underlying AI models improve. Tanay instructs his team: "If at some point that you feel afraid of a new model launching, you're doing something wrong." This philosophy led them to focus on latency, user experience, and integration rather than competing on raw AI performance. B2B founders in AI-adjacent spaces should identify where they can create value that compounds with industry improvements rather than being displaced by them. Cut aggressively to maintain focus during rapid growth: Despite conventional wisdom, Wispr Flow eliminated SEO efforts entirely because "no one is searching for voice dictation" and most people don't know the technology has reached usability thresholds. Tanay applies an extreme 80/20 rule: "You can cut the 80% of the things that are not giving you the results... You find a new 20% that's going to give you 80% more results and you can just keep doing that again and again." B2B founders should regularly audit their activities and ruthlessly eliminate even "best practices" that don't align with their specific growth dynamics. Design for mainstream adoption beyond early adopters: While most AI tools target Silicon Valley technologists, Tanay identified that 95% of the population represents the real market opportunity. He noted these users "end up being your most loyal users" because they have less churn and higher lifetime value than tech-savvy early adopters. B2B founders should resist the temptation to only build for sophisticated users and instead consider how their product works for less technically proficient buyers who may represent larger market segments.   //   Sponsors: Front Lines — We help B2B tech companies launch, manage, and grow podcasts that drive demand, awareness, and thought leadership. www.FrontLines.io The Global Talent Co. — We help tech startups find, vet, hire, pay, and retain amazing marketing talent that costs 50-70% less than the US & Europe.  www.GlobalTalent.co   //   Don't Miss: New Podcast Series — How I Hire Senior GTM leaders share the tactical hiring frameworks they use to build winning revenue teams. Hosted by Andy Mowat, who scaled 4 unicorns from $10M to $100M+ ARR and launched Whispered to help executives find their next role. Subscribe here: https://open.spotify.com/show/53yCHlPfLSMFimtv0riPyM 

In episode 213, Coffey talks with Vianei Braun about how HR leaders can effectively work with boards of directors.  They discuss the strategic vs operational divide between board oversight and executive execution; skills needed for senior HR roles including broad industry perspective and data-driven insights; the importance of moving beyond compliance mindset to strategic partnership; executive compensation benchmarking and peer analysis; culture preservation during mergers and acquisitions; AI implementation ethics and workforce planning; the critical role of data in board communications; and characteristics of successful senior HR leaders including truth-telling, collaboration, and ambiguity management. Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.  If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit—business credit for SPHRs! To obtain the recertification information for this episode, visit https://goodmorninghr.com.  About our Guest: Vianei Braun leads the employment law practice at Decker Jones, P.C., a full-service law firm in Fort Worth. She has been recognized as a Texas Monthly “Super Lawyer” and is listed in Best Lawyers in America for Labor & Employment Law.  Vianei is also a member of the Board of Directors of First Financial Bankshares, Inc. (NASDAQ: FFIN), a banking institution with assets of $14 billion and 79 banking locations throughout Texas. Vianei serves on the board's Compensation, Nom/Gov and Risk Committees and chairs the Advisory Board of First Financial Bank's Chisholm Trail Region. In addition, Vianei serves on the Board of Trustees and the Audit & Compliance Committee of Texas Health Resources.  Vianei is an honors graduate of Princeton University and the University of Texas School of Law. Vianei has been honored as a “Great Woman of Texas” by the Fort Worth Business Press, and as a member of the “Fort Worth 500” by Fort Worth Inc. Vianei Braun can be reached at www.deckerjones.com www.linkedin.com/in/vianeibraunattorney 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 strategic thinking capabilities that focus on industry trends and long-term organizational health rather than just operational HR tasks when communicating with senior leadership. Present data-driven recommendations to boards using benchmarking, competitive analysis, and concrete evidence to support HR initiatives and policy changes. Shift from a compliance-focused "department of no" mindset to a collaborative problem-solving approach that offers solutions while managing organizational risks.  

In this episode of the Contacts Coaching Podcast, we sit down with Sara Shaughnessy, the athletic director at Castilleja, as she shares her journey from growing up immersed in sports to stepping into her new role in 2025. Sarah discusses her formative experiences in sports, coaching youth volleyball, and her 13-year tenure at the International School of San Francisco. She touches on leadership lessons, the importance of multi-sport participation, creating a positive team culture, and the benefits of involving parents as coaches. Sarah also shares her strategies for effective feedback, onboarding new coaches, and staying open to new opportunities. Join us for this insightful conversation about building successful athletic programs and empowering the next generation of athletes.00:00 Introduction and Guest Welcome00:17 Sarah's Journey to Castilleja02:23 Early Coaching Experiences04:47 Lessons Learned as a Young Coach06:46 Challenges and Mentorship in Athletic Directing09:10 Onboarding and Building a New Program17:37 Promoting Multi-Sport Participation22:05 Data on Multi-Sport vs. Single-Sport Athletes24:25 Promoting Play in Practice27:10 Transitioning to a New Job27:45 The Decision-Making Process28:25 Building a Positive School Culture31:29 Exploring New Opportunities34:51 Supporting Young Coaches37:57 Effective Feedback Pathways42:24 Captain's Council: A Leadership Initiative47:26 Adapting to New Environments50:24 Conclusion and Final Thoughtshttp://www.castilleja.org/https://www.instagram.com/castilleja_school/https://www.facebook.com/CastillejaSchool/https://www.linkedin.com/school/castilleja-school/

Jim Edwards and Stew Smith demonstrate using the Genies to create useful content that helps understand how the use of the funnel helps you with onboarding new customers. Check out the Facebook Group – Sales Copy and Content Marketing Hacks at  https://www.facebook.com/groups/copywritingandcontenthacks   and for more information on the wizards used to make outstanding sales copy check out  https://www.CopyandContent.ai

I love systems - I'll say it! In this episode I share the 4 must-have systems for a Christian Business Coach: marketing, sales, operations, and client delivery. Hear how these rhythms helped me scale a Holy Spirit-led, 7-figure online business while homeschooling. If you're a Christian Life Coach asking how to build a coaching business without burnout, start here.What you'll learn—The daily/weekly/monthly checklist that ends chaos.—How 1 hour becomes a full marketing content system.—The repeatable sales funnel that enrolls dream clients.—Onboarding that upgrades client delivery and retention.—Why documenting systems = freedom for Kingdom business.GET STARTED TODAYReady to launch? Join The Selah Collective 12-Month Group Coaching Program.Ready to scale? Join Eden: The Mastermind (for women who have made $20k-100k+ in online business).Women of Valor 3-Part Mini-Course: Learn how to create a 6-7 figure offer and how to implement the Esther Upleveled sales system.For the Holy Spirit-led coaches who want to hit $100K in the next 12 months, get the 40+ page guide: 12-Months to $100k.Ready to get an all-in-one funnel builder? Sign up for Kartra today!Get FREE, ORGANIC email leads on Instagram using this DM flow template.READ THE BLOGEpisode 235: 4 Systems You Need ASAP In Your Online Business for Marketing, Sales, Operations & Client DeliveryOTHER EPISODES YOU MIGHT ENJOY ⁠Episode 3: Jesus Taught Us This Ultimate Marketing HackEpisode 230: Hacks to Consistent Online Business Growth – What Your Kingdom Marketing Strategy Needs to Thrive This Year

In this episode, we sit down with Brett Stuckey from Akada to talk about systems, efficiency, and how to eliminate the admin overwhelm that dance studio owners face daily. Brett shares how Akada's family-run roots led to building a platform that genuinely understands studio life, plus what's new, what's coming, and how to make the most of your management software. Whether you're tired of chasing unpaid tuition, struggling with email communication, or just craving a more organized system, this episode offers relief and real-world advice. Episode Time Stamps: [00:29] Meet Brett Stuckey & Akada's origin story [03:13] From desktop CDs to the cloud: Akada's evolution [05:02] Listening to studio owners: How Akada builds based on feedback [07:10] Studio owner pain points: Disorganization and poor communication [09:06] What Akada does to reduce admin time [14:08] Sneak peek: New studio attendance app and features coming soon [16:01] Big update: One flat monthly rate with no hidden fees [17:26] Onboarding and support: How Akada helps you get started [18:35] Biggest admin headache? Integrating too many tools [19:37] Two-word mission: “Time Savings” [20:26] Most underrated feature: Costume ordering system [20:49] What studios overlook: Personalized support [21:49] Biggest myth: That no one will help you learn the software [22:05] Most exciting feature in development: Studio app [22:55] Why try Akada? “It looks easy, and it is” Key Takeaways: Simple is powerful. Akada is designed to help you spend more time teaching and less time chasing paperwork. Communication is key. Features like in-platform texting, emailing, and new app-based messaging help keep parents informed. Support matters. One-on-one training is available and encouraged for all users. Flat pricing. No confusing tiers or surprise charges. $60/month includes everything. Built for dance. With tools like recital scheduling, costume tracking, and attendance alerts, Akada helps you stay on top of every detail. Links Mentioned in This Episode Akada Akada Software Website Try Akada and pay $0 until December! Enter Code Energize2025 here to get started. Contact Brett directly via email brett@akadasoftware.com  Join us at the Energize Conference https://dancestudioowner.com/energize Submit a question for the podcast https://dancestudio411.com/ Dance Studio Owner: https://www.dancestudioowner.com/public/joinnow.cfm Rate, Review & Subscribe! If you loved this episode, be sure to subscribe and leave us a review. Your feedback helps us continue to bring valuable content to the dance community! Running a dance studio is hard work, and growing your studio is even more of a challenge. No matter if you're just starting out—or perhaps you're a well-established owner; we understand that it's a uniquely demanding and personal business to own and operate. Be more effective and productive.  As studio owners ourselves, we've been there. But, it's also very possible to be a happy owner of a thriving dance business that you love. Learn More About Membership: https://www.dancestudioowner.com/  Join us at the Energize Conference this August! Connect with other studio owners, gain access to resources and tools, and walk away feeling refreshed for the upcoming season. Learn more at energizeconference.com.

Mentor Sessions Ep. 024: Roland Bewick on Bitcoin Lightning Scalability, Nostr Protocol, & AI Bitcoin AgentsUnlock Bitcoin Lightning scalability secrets that could power hyperbitcoinization—imagine infinite transactions, self-custody wallets blending with Nostr Protocol for unbreakable privacy, and AI agents Bitcoin revolutionizing payments. In this BTC Sessions exclusive, Alby Hub's Roland Bewick dives deep into Lightning Network's infinite potential, Bolt 12 privacy upgrades, Nostr Wallet Connect for seamless self-sovereignty, and how AI agents automate your life on a Bitcoin standard. From Lightning's trade-offs to Nostr's decentralized magic, Roland reveals why Alby Hub is the ultimate self-custody wallet for scaling Bitcoin globally. Discover how these tools combat censorship, boost productivity, and pave the way for hyperbitcoinization—where everyone holds their own keys to money and speech. Hesitant on Lightning? Roland shares real-world success in El Salvador, privacy hacks, and future integrations like Ark for massive scalability. This Bitcoin-only deep dive exposes how Nostr Protocol + Lightning crushes fiat limitations, empowers AI agents Bitcoin, and accelerates self-sovereignty. Don't miss why Bolt 12 privacy and Nostr Wallet Connect are game-changers for your stack!Key Topics:Bitcoin Lightning scalability and trade-offsNostr Protocol for decentralized identity and appsAlby Hub as the ultimate self-custody walletAI agents Bitcoin integration for automationBolt 12 privacy enhancementsNostr Wallet Connect for seamless connectionsHyperbitcoinization vision and productivity gainsChapters:• 00:00:00 - Intro: Bitcoin as Internet Currency & Lightning Infinite Potential• 00:01:09 - Lightning Network Basics for Newcomers• 00:02:23 - Lightning Trade-Offs: Risks, Liquidity & Node Management• 00:08:08 - Pathfinding & Real-World Lightning Success in El Salvador• 00:13:34 - Lightning Privacy: Bolt 12 & Public vs Private Nodes• 00:15:53 - Nostr Protocol Overview: Beyond Social Media• 00:19:40 - Nostr Wallet Connect: Private, Seamless Node Connections• 00:22:28 - Alby Hub Mission: Openness, Sovereignty & Innovation• 00:28:30 - Hyperbitcoinization Vision: AI Agents Bitcoin & Productivity• 00:34:28 - AI Integration: Alby MCP Server & Agent Tools• 00:36:18 - Human Rights Tools: Bolt 12 Privacy in Authoritarian Regimes• 00:39:08 - Lightning Scalability Limits & Future Layers like Ark• 00:46:34 - Setting Up Alby Hub: Hardware, Onboarding & Self-Custody• 00:51:56 - Alby App Store Recommendations & Use Cases• 00:53:09 - Latest Updates: Bolt 12, Swaps, Rebalancing & Future PlansAbout Roland Bewick:Lightning App Developer at Alby HubX: @rolznzNOSTR: npub1zk6u7mxlflguqteghn8q7xtu47hyerruv6379c36l8lxzzr4x90q0gl6efWebsite: getalby.com ⚡ POWERED by @Sazmining — the easiest way to mine Bitcoin and take control of your financial future. ⛏️You own the rig

Today we're joined by Connor Dault, CMO of Grüns, to talk about his move into the company, how he got up to speed, and the steps he took to work effectively with a team that was already performing at a high level.We cover his onboarding approach, how he finds quick wins without disrupting existing success, and how Grüns spots opportunities by pairing customer feedback with cultural trends. Connor breaks down their persona-based marketing strategy, balancing cohesive messaging with high testing velocity, and deciding when to quietly test versus go all-in on a new idea.He also shares the approaches that drove early growth, from Meta advertising to retention-focused customer experience, and the channels now driving scale, including CTV, YouTube, influencer partnerships, and closer cross-team alignment.Want to submit your own DTC or ecommerce marketing question? ⁠⁠⁠⁠⁠Click here⁠⁠⁠⁠⁠.If you enjoyed this episode, check out Episode 49 when Connor Dault was first on the show - How Digital Product Fuels DTC Growth with Connor DaultChapters00:00 Introduction07:22 Onboarding and Team Dynamics in Marketing15:15 Building Cohesion Across Marketing Strategies23:12 Navigating Brand Messaging and Consumer Engagement35:09 Tactical Approaches to Marketing Campaigns38:15 Strategic Hook Development41:47 Testing and Personalization Strategies44:41 Seasonal Marketing and Campaign Planning48:31 Growth Strategies and Revenue Bands51:51 Unlocking New Marketing Channels01:04:52 Innovative Projects and Measurement01:10:23 Leadership and Feedback CulturePowered by:Motion.⁠⁠⁠https://motionapp.com/pricing?utm_source=marketing-operators-podcast&utm_medium=paidsponsor&utm_campaign=march-2024-ad-reads⁠⁠⁠https://motionapp.com/creative-trendsPrescient AI.⁠⁠⁠https://www.prescientai.com/operatorsRichpanel.⁠⁠⁠https://www.richpanel.com/?utm_source=MO&utm_medium=podcast&utm_campaign=ytdescAftersell.https://www.aftersell.com/operatorsRivo.https://www.rivo.io/operatorsSubscribe to the 9 Operators Podcast here:https://www.youtube.com/@Operators9Subscribe to the Finance Operators Podcast here: https://www.youtube.com/@FinanceOperatorsFOPSSign up to the 9 Operators newsletter here: https://9operators.com/

In this episode of The Future of Teamwork, Dane Groeneveld talks with Scott Morris, Founder and CEO of PropulsionAI, to explore the future of HR and the groundbreaking role of AI as a teammate. Scott shares how his unconventional career path – from LAPD officer to C-level HR executive to tech founder – inspired him to create Athena, an AI-powered coach designed to help managers hire smarter, lead better, and scale more effectively. Tune in to hear how AI is changing the future of interviewing, hiring, and teamwork.

Bayowolf and Wolfspearl have been married for 42 years and partners in kink for the last 13. Shibari has become a central part of their journey over the past six years, deepening both their connection and their creativity. About a year and a half ago, with open communication and a deep commitment to their marriage, they chose to begin tying with other people—an experience that has expanded their skills and enriched the bond they share. Both live with autoimmune diseases and actively pursue health and strength through clean eating and an intense fitness regimen, showing that resilience, love, and rope can go hand in hand. In the episode Mya and Fox explore with this delightful couple: • Why they decided to tie with other tops and bottoms • How they explored and agreed what rope with others would look like • Their limits and boundaries to ensure they protect their relationship • What the most challenging topics of discussion were in that conversation • The ways in which they built trust in each other and relaxed some of their boundaries over time • The benefits gained and learnings through tying outside their marriage • Differences between tying with each other versus other people • Being each others' cheerleaders • Integrating into the rope community as a rope top and rope bottom in their sixties • ‘Onboarding' new rope bottoms safely • Their perspective on why there are so few rope bottoms over 35 in the community • Tips for older rope bottoms and tops integrating into a new rope community • And plenty more

Dr. Liam Hammer, Head of School in Zambia, joins us live from an orientation dinner. Liam shares his fascinating journey from a teenage dream of teaching in remote Papua New Guinea to leadership roles across five countries. The conversation explores the essential role of onboarding in teacher retention, the reality of navigating cultural norms, and the often-overlooked salary disparities in international schools—what Liam terms “passportism.” He also dives into his academic work, including publishing research on leadership, special needs, and equity in international education. With wit and humility, Liam discusses balancing multiple hats as a school leader, the evolving nature of international schools, and the powerful draw of teaching abroad. His candid insights, stories of immigration mishaps, and deep passion for educational equity make this episode both eye-opening and inspiring for aspiring and seasoned international educators alike.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/id1657501409Relative Hashes:#internationalteachersday #internationaleducation #overseaseducation #internationalschools #education #teacherburnout #teachersalarynews #teachersalary #teacherrecruitments #overseaseducatorfairs

Jennifer Ingraffea is a seasoned executive leader with over 25 years of experience in the retail, apparel, product merchandising, and management sectors. In July 2025, Jennifer became the CEO of Pendleton Woolen Mills; a family-owned business since its founding in the 1860s. Before joining Pendleton, she served as Chief Product & Merchandising Officer at The North Face, prior to which, she worked at Nike in a number of high-level executive leadership roles. Jennifer and Roy discuss her new role and dig into essential leadership skills like curiosity, stewardship, and much more.Highlights from our conversation include:Core beliefs, values, and principles in Jenn's leadership playbook (2:53)Leading through cycles of massive consumer and retail evolution (5:39)Identifying areas of a business that are in need of clarification and simplification (7:36)Aligning a team towards a long term vision (11:01)Lessons learned around hiring and team building at major brands (14:58)How Jenn developed her hiring process and philosophy (17:07)What a great leader looks like to Jenn (18:36)Valuable traits that Jenn identifies when hiring direct reports (22:58)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

In episode 212, Coffey talks with Elisa Ellis about dress codes, personal authenticity at work, and how employee appearance impacts business performance and career advancement.They discuss research showing dressed professionals outperform casual counterparts in negotiations; Starbucks dress code changes and employee pushback; balancing authenticity with professional standards; remote work appearance challenges; “enclothed cognition” research on clothing's psychological effects; specific vs general dress code guidelines; ways employees can express personality while maintaining consistency; managing difficult dress code conversations with employees; and the business impact of first impressions.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:It takes less than seven seconds to make a first impression. Elisa is a wardrobe stylist, speaker, best-selling author, and online course creator.Elisa says what HR can't and works with businesses to help them guide and educate their teams on professional presence, revealing how upgrading your attire ignites productivity, amplifies sales, and fosters collaboration and overall success.Personal styling is more than a wardrobe haul; it's a transformation that introduces you to your inner awesomeness.For nearly a decade, Elisa has transformed the closets and lives of clients across the US and abroad. Whether you're a business owner, executive, or entrepreneur, how you show up matters.Elisa Ellis can be reached at https://www.turnkeystyle.com https://www.linkedin.com/in/elisaellis https://www.instagram.com/stylishcurvygirlAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Understand that employee appearance directly impacts business outcomes, with research showing significant differences in sales performance and decision-making abilities based on professional dress.2. Develop clear, specific dress code guidelines that provide examples and accommodate different roles while maintaining brand consistency across the organization.3. Frame dress code conversations around employee growth and career advancement rather than personal criticism, emphasizing the connection between professional appearance and business opportunities.

Tune in to this episode of PERTCast to hear Dr. Rachel Rosovsky (PERT Past President) and Brian Shensky (Database Developer and Analysis) explore The PERT Consortium® PERC Database, from onboarding to benchmarking and optimal care.  

In this episode of the Cohesion Podcast, Miriam Connaughton speaks with Jim O'Gorman, Chief People Officer at Included Health, about designing belonging and connectedness in a distributed healthcare workforce. Jim shares how his team reinvested office savings into ERGs and in-person experiences, how they separate orientation from onboarding, and why psychological safety matters more than ever in a dispersed workforce. From playlists and Slack channels to leadership development and DEI strategy, this episode offers practical guidance on how to build a people-first culture—with intention. Episode Segments: 1. Getting to Know Jim 00:00: From Hulu to healthcare—Jim shares career highlights, personal stories, and a favorite show. 2. Rethinking Belonging 04:53: Why employees feel lonelier than ever—and how we've misunderstood engagement. 3. Leading a Remote Culture 08:09: How Included Health uses travel, ERGs, and curated moments to foster connection. 4. Generational Diversity in the Workplace 18:06: What really divides (and unites) different generations—and how to focus on what matters. 5. Onboarding with Purpose 21:31: Why onboarding and orientation should be separate—and how to create early connection. 6. Inclusion & Performance 28:04: Beyond checkboxes—how DEI connects to performance, safety, and true belonging. 7. Equipping Leaders 32:00: Why junior managers are under pressure—and how to support them in a remote world. 8. Tech That Connects 35:11: Using tools like Slack, playlists, and walk-on songs to scale human connection. “We need to stop running from connectedness. Remote work requires more—not less—humanity in how we lead.” – Jim O'Gorman

Nick Groeneveld is a designer and User Experience expert who has been a valued collaborator on Podscan, my own software product. Nick works as a freelancer for a lot of companies that have no in-house design knowledge, and he's been navigating the rapid changes that AI tools like Lovable and vZero are bringing to the design world. With 10 years of professional design experience and a deep understanding of design theory, Nick brings a unique perspective on what happens when machines start creating interfaces that look surprisingly good.We also tackle deeper questions about whether AI is making us dumber, why human judgment remains irreplaceable, and how to use AI as a learning tool rather than just a productivity hack.This episode of The Bootstraped Founder is sponsored by Paddle.comThe blog post: https://thebootstrappedfounder.com/nick-groeneveld-exploring-ais-impact-on-modern-design/ The podcast episode: https://tbf.fm/episodes/407-nick-groeneveld-exploring-ais-impact-on-modern-designCheck out Podscan, the Podcast database that transcribes every podcast episode out there minutes after it gets released: https://podscan.fmSend me a voicemail on Podline: https://podline.fm/arvidYou'll find my weekly article on my blog: https://thebootstrappedfounder.comPodcast: https://thebootstrappedfounder.com/podcastNewsletter: https://thebootstrappedfounder.com/newsletterMy book Zero to Sold: https://zerotosold.com/My book The Embedded Entrepreneur: https://embeddedentrepreneur.com/My course Find Your Following: https://findyourfollowing.comHere are a few tools I use. Using my affiliate links will support my work at no additional cost to you.- Notion (which I use to organize, write, coordinate, and archive my podcast + newsletter): https://affiliate.notion.so/465mv1536drx- Riverside.fm (that's what I recorded this episode with): https://riverside.fm/?via=arvid- TweetHunter (for speedy scheduling and writing Tweets): http://tweethunter.io/?via=arvid- HypeFury (for massive Twitter analytics and scheduling): https://hypefury.com/?via=arvid60- AudioPen (for taking voice notes and getting amazing summaries): https://audiopen.ai/?aff=PXErZ- Descript (for word-based video editing, subtitles, and clips): https://www.descript.com/?lmref=3cf39Q- ConvertKit (for email lists, newsletters, even finding sponsors): https://convertkit.com?lmref=bN9CZw

(00:00-00:00) Billikens Head Coach Josh Schertz with us for another segment. The transfer portal's effect on college athletics. The NCAA basketball postseason compared to other sports. The superconference model. NCAA Tournament expansion. SLU and Mizzou now in an arms race to get Jackson on the team? The Gem of '26.(00:00-00:00) Terry Crouppen and Goldie are in-studio. Dogs don't live long enough. Terry got to meet Coach Schertz in the break. Terry's son playing pranks on Rich Grawer. Is the statute of limitations up? The downfall of newspapers. STL not the city it used to be. Terry used to have a mean wiffleball pitch. Ed Hermann's Glamour Shots.(00:00-00:00) Onboarding a little delayed today. Trippin' over saxophones in the hallway. So What'd Your Grandma Think featuring Deebo Samuel with an awkward exchange with a reporter talking about his jammed finger. Edit that part out. Heck of a prize for the EMOTD today. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Today on the Talent Development Hot Seat Podcast, I'm joined by Lizzy Kizer, Director of Learning and Development at Johnson Controls, seasoned educator, and champion of building learning cultures for technical organizations. With a background spanning corporate, government, higher education, and K-12, Lizzy brings a unique blend of expertise in adult learning, instructional design, and science education to her work leading learning initiatives for JCI's 30,000-strong technical labor force.Subscribe to our weekly updates and monthly talent development newsletter here. Order Own Your Career Own Your Life on AmazonApply to Join us in the Talent Development Think Tank Community!This episode is sponsored by LearnIt, which is offering a FREE trial of their TeamPass membership for you and up to 20 team members of your team. Check it out here.Connect with Andy here: Website | LinkedInConnect with Lizzy Kizer here: LinkedInIn this candid and practical conversation, Lizzy and I dive deep into the real-world challenges and solutions for onboarding, upskilling, and fostering continuous growth in large, complex organizations. Drawing on her career journey from zoology major and science teacher to L&D leader, Lizzy shares insights into what it takes to create relevant, impactful learning programs that drive both employee retention and business results.In this episode, Lizzy discusses:Her unconventional path from science education to learning and development and why so many effective L&D professionals have roots in K-12 teaching.The critical importance of making learning immediately applicable and relevant, with adult learners motivated by real job needs and future career goals.How Johnson Controls transformed technical onboarding from a fragmented, manager-driven process to a scalable, centralized program with over 80% coverage and measurable ROI.The structure of their onboarding approach, including phased learning, strong “human touch” welcome, role-specific cohorts, and a blend of virtual and in-person components tailored to regional needs.Eye-popping results: 300% ROI, 5–7x improved retention, 36% increase in role performance, and huge manager time savings.Key strategies for upskilling and reskilling a frontline technical workforce—moving beyond product training to leveled, scaffolded learning pathways for foundational, intermediate, and advanced skills.How to pinpoint future skills needs (and stay agile as technology evolves), create responsive L&D solutions, and benchmark learning impact with real business KPIs.Practical approaches to evaluating learning ROI including measuring performance impact, retention, and even manager and employee Net Promoter Scores.Johnson Controls' evolving journey in career development, job architecture, and leadership pipelines, making it easier for employees to find new roles, grow their skills, and advance.Why passion for learning (and for your learners) drives innovation and impact in talent development...

Onboarding can make, or break, a new hire's success. In this episode of The New Manager Playbook Podcast, I reveal the two biggest onboarding mistakes managers make, and how to avoid them.You'll learn how to set clear expectations, keep new-hire enthusiasm high, and integrate them smoothly into the team. Whether you lead a small business or a corporate team, these tips will help you turn hiring wins into long-term results.Key Takeaways:The two most common onboarding fails (and how to fix them).How to set the right pace, so new hires don't stall or steamroll.Easy ways to create an onboarding process that actually sticks.--WORK WITH LIA:How many times have you thought "I wish this whole managing people thing was a little easier" or better yet - "tell me what to do to be a better manager and I'll do it"?I've got you covered ;) My new book, The New Manager Playbook, your comprehensive guide to managing with confidence and ease is now available!Grab your copy today!https://www.liagarvin.com/newmanagerplaybook/Want some support for yourself or your team, let's chat! Schedule a call here: calendly.com/liagarvin/scaleup-strategyCONNECT WITH LIA:Website: https://www.liagarvin.com/Linkedin: https://www.linkedin.com/in/liagarvin/Instagram: https://www.instagram.com/lia.garvin/Music by: https://www.instagram.com/isaacy8s/

If you're scaling a team, hiring support, or simply trying to bring more clarity and consistency into your business, you won't want to miss this episode of the Life and Listings podcast. In Episode 84, Jennifer Staats dives deep into the often-overlooked areas of onboarding and offboarding—breaking down exactly why they matter, what steps you need to take, and how to create efficient systems that truly support growth. Whether you're bringing on agents, admins, or contractors, this episode is packed with actionable tips, templates, and examples to help you build workflows that actually work. Tune in and grab the free playbook to start optimizing your onboarding process today!   “One of the key elements that every onboarding should include is role clarity, who's doing what? What's the expectations there? Whether it's your team or and or your agent, or the person being on boarded, who's doing what? What tools and systems does this person need access to be successful? So think through that ahead of time. Think about the things they need to be successful to bring them into your team.”   Key Highlights: Onboarding and offboarding are essential workflows that go beyond paperwork—they shape the new hire's experience and prevent chaos, confusion, and broken promises. Every onboarding plan should include role clarity, tools and systems access, cultural and brand integration, and clear checklists to ensure consistency and alignment across your team. All documentation should be role-based rather than name-based, so your systems remain scalable and adaptable as team members come and go. Onboarding and offboarding plans must be customized for different types of team members, such as agents, contractors, and employees, since each role has unique needs and requirements. Using templates and checklists with linked resources like emails, videos, and brand materials can significantly reduce time spent and minimize mistakes in the onboarding process. Your onboarding and offboarding systems should be treated as living documents that evolve over time with team feedback, growing needs, and changing tools—ideally with someone owning the process.     Download the Playbook: https://app.datalabz.re/forms/e23412ac-bb1a-4302-ad81-3e3d4fd744e9   Connect with Jennifer Staats: Website: staatssolutions.com Staats Solution Instagram: https://www.instagram.com/staatssolutions/ Jennifer Staats Instagram: https://www.instagram.com/jennifertherealtor LinkedIn: https://www.linkedin.com/company/staatssolutions/

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

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

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

In episode 211, Coffey talks with Michelle Haugh about recent HR-related news stories related to workplace romances, family members intervening in the workplace, and declining employee engagement.They discuss the Astronomer.io CEO and CPO resignation after being caught on a kiss cam at a Coldplay concert; workplace relationship policies and conflict of interest considerations; family members inappropriately intervening in workplace matters including interviews and disciplinary actions; declining employee engagement levels comparable to 2020 COVID-era lows; the impact of economic uncertainty and social pressures on workplace morale; the importance of transparent communication during difficult times; and strategies for addressing engagement issues through accountability and leadership development at all organizational levels.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:Michele Haugh is a seasoned HR expert with decades of experience across various roles, from specialist to senior leadership positions. Transitioning from corporate HR to consulting a decade ago, she co-founded EarlyHR solutions, offering strategic support to over 200 early and growth stage organizations.Recognizing the crucial link between employee engagement and organizational success, Michele introduced EarlyEngage, a subscription-based service focusing on professional development and fostering engagement.With a BS in Business and SPHR certification, she completed her Masters in HR and Organization Development in December, 2024 and was named "HR Consultant of the Year" by DallasHR in February 2025. Her passion lies in promoting inclusive practices, positive leadership, and people-first cultures.She is also the founder of CollabHRate, a thriving HR Consulting Community fostering collaboration and education for external consultants.Outside of work, Michele finds joy in her role as a wife and mother to three children. Her adventurous spirit has led her to live in Bangkok, backpack across Europe, and raft through the Grand Canyon. Yet, she equally treasures quiet moments with her pups, indulging in a good book, and hosting gatherings with loved ones.Michele Haugh can be reached athttps://www.earlyengage.comhttps://www.earlyhrsolutions.comhttps://www.linkedin.com/in/michele-haugh-shrm-scp-401722bhttps://www.instagram.com/earlyengageAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Establish clear policies regarding workplace relationships and family member involvement in employment matters to maintain professional boundaries and prevent conflicts of interest.2. Address declining employee engagement proactively by gathering honest feedback, communicating transparently about organizational challenges, and avoiding defensive responses to criticism.3. Develop leadership behaviors and accountability standards at all organizational levels rather than viewing engagement as solely a management responsibility.

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

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

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

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