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In MobileViews 597, recorded on February 15, 2026, Jon Westfall and I noted the upcoming the Lunar New Year while tackling the frustrations of modern tech ecosystems. I kicked things off with a double-header rant: first, my recurring battle with leaking alkaline batteries in my mouse and other devices, and second, Microsoft's decision to force Clipchamp (a video editor) users to store massive video files on OneDrive. With my upload speeds maxing out at 25 megabits, uploading gigabyte-sized files is simply unworkable, so I've officially pivoted to the open-source video editor Shotcut. We also explored the "bane of existence" for educators: the limitations of Chromebooks. Jon shared his struggles with students who, having grown up in managed K-12 Chrome environments, often struggle with standard file permissions and workflows when transitioning to college and professional platforms. Jon detailed his upgrade to the Backbone Pro gaming controller—praising its integrated battery and Bluetooth versatility—while looking forward to a future M5 Mac Mini to handle local LLM heavy lifting. I'm personally keeping an eye on rumors of an affordable A18 Pro-based MacBook that Jon noted could potentially disrupt the education sector. Between my nostalgia for coding in a 208-byte space on an Apple II and Jon's modern Python toolkit involving pyenv and PyInstaller, we emphasize that efficiency must remain a priority, even as software becomes more bloated. Whether it's navigating the "AI search" changes in Google Photos or finding ways around "vibe coding" errors, we're still looking for tech that just works.
Stephen and Arvind welcome back Trent Green for a deep dive into one of the most requested follow-ups to site archive: file-level archive. Trent explains how this new capability gives IT admins a more precise way to manage storage—archiving individual files or folders within active sites instead of entire sites. The team walks through how it works, what the end-user experience looks like, and how archived files can be reactivated (including a built-in seven-day undo window). They also cover public preview timing, consumption-based billing, and what's coming next—like admin-driven policies based on last access dates. If you're looking for smarter ways to manage aging content without disrupting collaboration, this episode breaks it down clearly and practically!
After years of ignoring and maligning Windows, Microsoft has finally woken up and is making some happy noises. Last week, we discussed how Microsoft plans to improve the quality of Windows and that there are already many signs of that work in various security features and new OneDrive Folder Backup changes - plus those two new direct reports to Nadella. Then, Microsoft announced its Windows Baseline Security Mode and User Transparency and Consent initiatives with questions about the timing. And now, Microsoft just explained Windows 11 version 26H1, and it's not like 24H2 at all despite being tied to Snapdragon X2 silicon.Something happened ... and that something is tied to 26H1 26H1: Only for Snapdragon X2, a "scoped release," based on a "different core" from 24H2 and 25H2 You cannot upgrade 24H2 or 25H2 to 26H1 You cannot upgrade 26H1 to 26H2 (!) - instead, those on 26H1 "will have a path to update in a future Windows release." - Is that future Windows release Windows 12? Probably 24H2, 25H2, and 26H1 will all have the same user-facing features, this has been the case with all support Windows (11) versions for 2+ years (Remember, this is not what happened with 24H2. Shipped early on Snapdragon X1, but was made available to all Windows 11 PCs later that year) So why is this happening now? Fortune 500/corporate customer pushback on AI is one guess This is GOOD news, however it all unfolds More Windows 11 Yesterday was Patch Tuesday, so get to work. Updates this month include: Agent in Settings (Copilot+ PCs only) improvements. Settings improvements, cross-device Resume improvements, Windows MIDI Services improvements, Narrator improvements, Smart App Control improvements, Windows Hello New ESS improvements, and File Explorer improvements Somewhat related to the quality/security push noted above, Microsoft is rolling out new Secure Boot certificates this year for older (pre-2024/25) PCs Microsoft announces a Store CLI that does (almost) nothing new compared to winget New Dev and Beta builds with minor changes: Emoji 16.0, camera improvements, various fixes More earnings Amazon hits $213.4 billion in revenues, will spend $200 billion CAPEX/AI infrastructure this fiscal year, more than Google ($175/$185 billion) or Microsoft (estimated $150+ billion) Qualcomm $12.25 billion in revenues, up 5 percent Alphabet/Google - Up 18 percent (!) to $113.8 billion - 750 million MAUs on Gemini, 74 percent of revenues come from advertising Spotify - somehow has over 750 million MAUs now AI and dev OpenAI and Anthropic release dueling agentic AI coding models that do more than agentic AI coding within minutes of each other Ads appear in ChatGPT Free and Go as threatened Duck.ai adds private, anonymous real-time AI voice chat NET 11 Preview 1 arrives, but there's nothing major here Xbox & games Microsoft announces the 2025 Xbox Excellence Awards Celebrate 35 years of Id Software - Castle Wolfenstein 3D was a wake-up call for PC gaming, but DOOM was a miracle, and Quake was a real WTF moment Sony sold 8 million PlayStation 5s (down 16 percent YOY) in the holiday quarter, 92 million (!) overall Valve predictably delays the vaporware Steam Machine Epic Games is having a winter sale - for example, Silent Hill 2, GTA V Enhanced are 50 percentR These show notes have been truncated due to length. For the full show notes, visit https://twit.tv/shows/windows-weekly/episodes/970 Hosts: Leo Laporte, Paul Thurrott, and Richard Campbell Sponsors: threatlocker.com/twit helixsleep.com/windows trustedtech.team/windowsweekly365 cachefly.com/twit
After years of ignoring and maligning Windows, Microsoft has finally woken up and is making some happy noises. Last week, we discussed how Microsoft plans to improve the quality of Windows and that there are already many signs of that work in various security features and new OneDrive Folder Backup changes - plus those two new direct reports to Nadella. Then, Microsoft announced its Windows Baseline Security Mode and User Transparency and Consent initiatives with questions about the timing. And now, Microsoft just explained Windows 11 version 26H1, and it's not like 24H2 at all despite being tied to Snapdragon X2 silicon.Something happened ... and that something is tied to 26H1 26H1: Only for Snapdragon X2, a "scoped release," based on a "different core" from 24H2 and 25H2 You cannot upgrade 24H2 or 25H2 to 26H1 You cannot upgrade 26H1 to 26H2 (!) - instead, those on 26H1 "will have a path to update in a future Windows release." - Is that future Windows release Windows 12? Probably 24H2, 25H2, and 26H1 will all have the same user-facing features, this has been the case with all support Windows (11) versions for 2+ years (Remember, this is not what happened with 24H2. Shipped early on Snapdragon X1, but was made available to all Windows 11 PCs later that year) So why is this happening now? Fortune 500/corporate customer pushback on AI is one guess This is GOOD news, however it all unfolds More Windows 11 Yesterday was Patch Tuesday, so get to work. Updates this month include: Agent in Settings (Copilot+ PCs only) improvements. Settings improvements, cross-device Resume improvements, Windows MIDI Services improvements, Narrator improvements, Smart App Control improvements, Windows Hello New ESS improvements, and File Explorer improvements Somewhat related to the quality/security push noted above, Microsoft is rolling out new Secure Boot certificates this year for older (pre-2024/25) PCs Microsoft announces a Store CLI that does (almost) nothing new compared to winget New Dev and Beta builds with minor changes: Emoji 16.0, camera improvements, various fixes More earnings Amazon hits $213.4 billion in revenues, will spend $200 billion CAPEX/AI infrastructure this fiscal year, more than Google ($175/$185 billion) or Microsoft (estimated $150+ billion) Qualcomm $12.25 billion in revenues, up 5 percent Alphabet/Google - Up 18 percent (!) to $113.8 billion - 750 million MAUs on Gemini, 74 percent of revenues come from advertising Spotify - somehow has over 750 million MAUs now AI and dev OpenAI and Anthropic release dueling agentic AI coding models that do more than agentic AI coding within minutes of each other Ads appear in ChatGPT Free and Go as threatened Duck.ai adds private, anonymous real-time AI voice chat NET 11 Preview 1 arrives, but there's nothing major here Xbox & games Microsoft announces the 2025 Xbox Excellence Awards Celebrate 35 years of Id Software - Castle Wolfenstein 3D was a wake-up call for PC gaming, but DOOM was a miracle, and Quake was a real WTF moment Sony sold 8 million PlayStation 5s (down 16 percent YOY) in the holiday quarter, 92 million (!) overall Valve predictably delays the vaporware Steam Machine Epic Games is having a winter sale - for example, Silent Hill 2, GTA V Enhanced are 50 percentR These show notes have been truncated due to length. For the full show notes, visit https://twit.tv/shows/windows-weekly/episodes/970 Hosts: Leo Laporte, Paul Thurrott, and Richard Campbell Sponsors: threatlocker.com/twit helixsleep.com/windows trustedtech.team/windowsweekly365 cachefly.com/twit
After years of ignoring and maligning Windows, Microsoft has finally woken up and is making some happy noises. Last week, we discussed how Microsoft plans to improve the quality of Windows and that there are already many signs of that work in various security features and new OneDrive Folder Backup changes - plus those two new direct reports to Nadella. Then, Microsoft announced its Windows Baseline Security Mode and User Transparency and Consent initiatives with questions about the timing. And now, Microsoft just explained Windows 11 version 26H1, and it's not like 24H2 at all despite being tied to Snapdragon X2 silicon.Something happened ... and that something is tied to 26H1 26H1: Only for Snapdragon X2, a "scoped release," based on a "different core" from 24H2 and 25H2 You cannot upgrade 24H2 or 25H2 to 26H1 You cannot upgrade 26H1 to 26H2 (!) - instead, those on 26H1 "will have a path to update in a future Windows release." - Is that future Windows release Windows 12? Probably 24H2, 25H2, and 26H1 will all have the same user-facing features, this has been the case with all support Windows (11) versions for 2+ years (Remember, this is not what happened with 24H2. Shipped early on Snapdragon X1, but was made available to all Windows 11 PCs later that year) So why is this happening now? Fortune 500/corporate customer pushback on AI is one guess This is GOOD news, however it all unfolds More Windows 11 Yesterday was Patch Tuesday, so get to work. Updates this month include: Agent in Settings (Copilot+ PCs only) improvements. Settings improvements, cross-device Resume improvements, Windows MIDI Services improvements, Narrator improvements, Smart App Control improvements, Windows Hello New ESS improvements, and File Explorer improvements Somewhat related to the quality/security push noted above, Microsoft is rolling out new Secure Boot certificates this year for older (pre-2024/25) PCs Microsoft announces a Store CLI that does (almost) nothing new compared to winget New Dev and Beta builds with minor changes: Emoji 16.0, camera improvements, various fixes More earnings Amazon hits $213.4 billion in revenues, will spend $200 billion CAPEX/AI infrastructure this fiscal year, more than Google ($175/$185 billion) or Microsoft (estimated $150+ billion) Qualcomm $12.25 billion in revenues, up 5 percent Alphabet/Google - Up 18 percent (!) to $113.8 billion - 750 million MAUs on Gemini, 74 percent of revenues come from advertising Spotify - somehow has over 750 million MAUs now AI and dev OpenAI and Anthropic release dueling agentic AI coding models that do more than agentic AI coding within minutes of each other Ads appear in ChatGPT Free and Go as threatened Duck.ai adds private, anonymous real-time AI voice chat NET 11 Preview 1 arrives, but there's nothing major here Xbox & games Microsoft announces the 2025 Xbox Excellence Awards Celebrate 35 years of Id Software - Castle Wolfenstein 3D was a wake-up call for PC gaming, but DOOM was a miracle, and Quake was a real WTF moment Sony sold 8 million PlayStation 5s (down 16 percent YOY) in the holiday quarter, 92 million (!) overall Valve predictably delays the vaporware Steam Machine Epic Games is having a winter sale - for example, Silent Hill 2, GTA V Enhanced are 50 percentR These show notes have been truncated due to length. For the full show notes, visit https://twit.tv/shows/windows-weekly/episodes/970 Hosts: Leo Laporte, Paul Thurrott, and Richard Campbell Sponsors: threatlocker.com/twit helixsleep.com/windows trustedtech.team/windowsweekly365 cachefly.com/twit
After years of ignoring and maligning Windows, Microsoft has finally woken up and is making some happy noises. Last week, we discussed how Microsoft plans to improve the quality of Windows and that there are already many signs of that work in various security features and new OneDrive Folder Backup changes - plus those two new direct reports to Nadella. Then, Microsoft announced its Windows Baseline Security Mode and User Transparency and Consent initiatives with questions about the timing. And now, Microsoft just explained Windows 11 version 26H1, and it's not like 24H2 at all despite being tied to Snapdragon X2 silicon.Something happened ... and that something is tied to 26H1 26H1: Only for Snapdragon X2, a "scoped release," based on a "different core" from 24H2 and 25H2 You cannot upgrade 24H2 or 25H2 to 26H1 You cannot upgrade 26H1 to 26H2 (!) - instead, those on 26H1 "will have a path to update in a future Windows release." - Is that future Windows release Windows 12? Probably 24H2, 25H2, and 26H1 will all have the same user-facing features, this has been the case with all support Windows (11) versions for 2+ years (Remember, this is not what happened with 24H2. Shipped early on Snapdragon X1, but was made available to all Windows 11 PCs later that year) So why is this happening now? Fortune 500/corporate customer pushback on AI is one guess This is GOOD news, however it all unfolds More Windows 11 Yesterday was Patch Tuesday, so get to work. Updates this month include: Agent in Settings (Copilot+ PCs only) improvements. Settings improvements, cross-device Resume improvements, Windows MIDI Services improvements, Narrator improvements, Smart App Control improvements, Windows Hello New ESS improvements, and File Explorer improvements Somewhat related to the quality/security push noted above, Microsoft is rolling out new Secure Boot certificates this year for older (pre-2024/25) PCs Microsoft announces a Store CLI that does (almost) nothing new compared to winget New Dev and Beta builds with minor changes: Emoji 16.0, camera improvements, various fixes More earnings Amazon hits $213.4 billion in revenues, will spend $200 billion CAPEX/AI infrastructure this fiscal year, more than Google ($175/$185 billion) or Microsoft (estimated $150+ billion) Qualcomm $12.25 billion in revenues, up 5 percent Alphabet/Google - Up 18 percent (!) to $113.8 billion - 750 million MAUs on Gemini, 74 percent of revenues come from advertising Spotify - somehow has over 750 million MAUs now AI and dev OpenAI and Anthropic release dueling agentic AI coding models that do more than agentic AI coding within minutes of each other Ads appear in ChatGPT Free and Go as threatened Duck.ai adds private, anonymous real-time AI voice chat NET 11 Preview 1 arrives, but there's nothing major here Xbox & games Microsoft announces the 2025 Xbox Excellence Awards Celebrate 35 years of Id Software - Castle Wolfenstein 3D was a wake-up call for PC gaming, but DOOM was a miracle, and Quake was a real WTF moment Sony sold 8 million PlayStation 5s (down 16 percent YOY) in the holiday quarter, 92 million (!) overall Valve predictably delays the vaporware Steam Machine Epic Games is having a winter sale - for example, Silent Hill 2, GTA V Enhanced are 50 percentR These show notes have been truncated due to length. For the full show notes, visit https://twit.tv/shows/windows-weekly/episodes/970 Hosts: Leo Laporte, Paul Thurrott, and Richard Campbell Sponsors: threatlocker.com/twit helixsleep.com/windows trustedtech.team/windowsweekly365 cachefly.com/twit
After years of ignoring and maligning Windows, Microsoft has finally woken up and is making some happy noises. Last week, we discussed how Microsoft plans to improve the quality of Windows and that there are already many signs of that work in various security features and new OneDrive Folder Backup changes - plus those two new direct reports to Nadella. Then, Microsoft announced its Windows Baseline Security Mode and User Transparency and Consent initiatives with questions about the timing. And now, Microsoft just explained Windows 11 version 26H1, and it's not like 24H2 at all despite being tied to Snapdragon X2 silicon.Something happened ... and that something is tied to 26H1 26H1: Only for Snapdragon X2, a "scoped release," based on a "different core" from 24H2 and 25H2 You cannot upgrade 24H2 or 25H2 to 26H1 You cannot upgrade 26H1 to 26H2 (!) - instead, those on 26H1 "will have a path to update in a future Windows release." - Is that future Windows release Windows 12? Probably 24H2, 25H2, and 26H1 will all have the same user-facing features, this has been the case with all support Windows (11) versions for 2+ years (Remember, this is not what happened with 24H2. Shipped early on Snapdragon X1, but was made available to all Windows 11 PCs later that year) So why is this happening now? Fortune 500/corporate customer pushback on AI is one guess This is GOOD news, however it all unfolds More Windows 11 Yesterday was Patch Tuesday, so get to work. Updates this month include: Agent in Settings (Copilot+ PCs only) improvements. Settings improvements, cross-device Resume improvements, Windows MIDI Services improvements, Narrator improvements, Smart App Control improvements, Windows Hello New ESS improvements, and File Explorer improvements Somewhat related to the quality/security push noted above, Microsoft is rolling out new Secure Boot certificates this year for older (pre-2024/25) PCs Microsoft announces a Store CLI that does (almost) nothing new compared to winget New Dev and Beta builds with minor changes: Emoji 16.0, camera improvements, various fixes More earnings Amazon hits $213.4 billion in revenues, will spend $200 billion CAPEX/AI infrastructure this fiscal year, more than Google ($175/$185 billion) or Microsoft (estimated $150+ billion) Qualcomm $12.25 billion in revenues, up 5 percent Alphabet/Google - Up 18 percent (!) to $113.8 billion - 750 million MAUs on Gemini, 74 percent of revenues come from advertising Spotify - somehow has over 750 million MAUs now AI and dev OpenAI and Anthropic release dueling agentic AI coding models that do more than agentic AI coding within minutes of each other Ads appear in ChatGPT Free and Go as threatened Duck.ai adds private, anonymous real-time AI voice chat NET 11 Preview 1 arrives, but there's nothing major here Xbox & games Microsoft announces the 2025 Xbox Excellence Awards Celebrate 35 years of Id Software - Castle Wolfenstein 3D was a wake-up call for PC gaming, but DOOM was a miracle, and Quake was a real WTF moment Sony sold 8 million PlayStation 5s (down 16 percent YOY) in the holiday quarter, 92 million (!) overall Valve predictably delays the vaporware Steam Machine Epic Games is having a winter sale - for example, Silent Hill 2, GTA V Enhanced are 50 percentR These show notes have been truncated due to length. For the full show notes, visit https://twit.tv/shows/windows-weekly/episodes/970 Hosts: Leo Laporte, Paul Thurrott, and Richard Campbell Sponsors: threatlocker.com/twit helixsleep.com/windows trustedtech.team/windowsweekly365 cachefly.com/twit
In this episode, hosts James Kernan and Amy Babinchak dive into practical insights for MSPs and IT service providers, powered by Small Biz Thoughts.They kick things off by tackling the question of the week: What should you say in front of a crowd of 100 decision makers if you only have five minutes? James Kernan and Amy Babinchak share strategies for making a memorable impact and overcoming public speaking nerves—offering actionable tips and stories from their own experiences.The episode also covers important industry news, including Microsoft's cancellation of standalone OneDrive and SharePoint licenses, Apple's stronger-than-expected quarterly results and AI strategy, upcoming server end-of-life dates, and Tesla's surprising shift away from building cars towards humanoid robots.Whether you're looking for advice on public speaking or the latest tech developments, this episode delivers valuable takeaways for MSPs staying sharp in a rapidly evolving landscape. Links: https://learn.microsoft.com/en-us/partner-center/announcements/2026-januaryhttps://businessof.tech/2026/01/30/record-iphone-sales-and-a-2-billion-ai-acquisition-signal-apples-long-term-control-strategy/https://www.cnbc.com/2026/01/28/tesla-ending-model-s-x-production.htmlhttps://www.canalys.com/insights/top-352-industry-events-msps-vars-channel-ecosystem-professionals Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.
After years of ignoring and maligning Windows, Microsoft has finally woken up and is making some happy noises. Last week, we discussed how Microsoft plans to improve the quality of Windows and that there are already many signs of that work in various security features and new OneDrive Folder Backup changes - plus those two new direct reports to Nadella. Then, Microsoft announced its Windows Baseline Security Mode and User Transparency and Consent initiatives with questions about the timing. And now, Microsoft just explained Windows 11 version 26H1, and it's not like 24H2 at all despite being tied to Snapdragon X2 silicon.Something happened ... and that something is tied to 26H1 26H1: Only for Snapdragon X2, a "scoped release," based on a "different core" from 24H2 and 25H2 You cannot upgrade 24H2 or 25H2 to 26H1 You cannot upgrade 26H1 to 26H2 (!) - instead, those on 26H1 "will have a path to update in a future Windows release." - Is that future Windows release Windows 12? Probably 24H2, 25H2, and 26H1 will all have the same user-facing features, this has been the case with all support Windows (11) versions for 2+ years (Remember, this is not what happened with 24H2. Shipped early on Snapdragon X1, but was made available to all Windows 11 PCs later that year) So why is this happening now? Fortune 500/corporate customer pushback on AI is one guess This is GOOD news, however it all unfolds More Windows 11 Yesterday was Patch Tuesday, so get to work. Updates this month include: Agent in Settings (Copilot+ PCs only) improvements. Settings improvements, cross-device Resume improvements, Windows MIDI Services improvements, Narrator improvements, Smart App Control improvements, Windows Hello New ESS improvements, and File Explorer improvements Somewhat related to the quality/security push noted above, Microsoft is rolling out new Secure Boot certificates this year for older (pre-2024/25) PCs Microsoft announces a Store CLI that does (almost) nothing new compared to winget New Dev and Beta builds with minor changes: Emoji 16.0, camera improvements, various fixes More earnings Amazon hits $213.4 billion in revenues, will spend $200 billion CAPEX/AI infrastructure this fiscal year, more than Google ($175/$185 billion) or Microsoft (estimated $150+ billion) Qualcomm $12.25 billion in revenues, up 5 percent Alphabet/Google - Up 18 percent (!) to $113.8 billion - 750 million MAUs on Gemini, 74 percent of revenues come from advertising Spotify - somehow has over 750 million MAUs now AI and dev OpenAI and Anthropic release dueling agentic AI coding models that do more than agentic AI coding within minutes of each other Ads appear in ChatGPT Free and Go as threatened Duck.ai adds private, anonymous real-time AI voice chat NET 11 Preview 1 arrives, but there's nothing major here Xbox & games Microsoft announces the 2025 Xbox Excellence Awards Celebrate 35 years of Id Software - Castle Wolfenstein 3D was a wake-up call for PC gaming, but DOOM was a miracle, and Quake was a real WTF moment Sony sold 8 million PlayStation 5s (down 16 percent YOY) in the holiday quarter, 92 million (!) overall Valve predictably delays the vaporware Steam Machine Epic Games is having a winter sale - for example, Silent Hill 2, GTA V Enhanced are 50 percentR These show notes have been truncated due to length. For the full show notes, visit https://twit.tv/shows/windows-weekly/episodes/970 Hosts: Leo Laporte, Paul Thurrott, and Richard Campbell Sponsors: threatlocker.com/twit helixsleep.com/windows trustedtech.team/windowsweekly365 cachefly.com/twit
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Parce que… c'est l'épisode 0x705! Shameless plug 25 et 26 février 2026 - SéQCure 2026 31 mars au 2 avril 2026 - Forum INCYBER - Europe 2026 14 au 17 avril 2026 - Botconf 2026 28 et 29 avril 2026 - Cybereco Cyberconférence 2026 9 au 17 mai 2026 - NorthSec 2026 3 au 5 juin 2026 - SSTIC 2026 19 septembre 2026 - Bsides Montréal Notes IA Dumpster fire called OpenClaw OpenClaw (a.k.a. Moltbot) is everywhere all at once, and a disaster waiting to happen ‘Moltbook' social media site for AI agents had big security hole, cyber firm Wiz says MoltBot Skills exploited to distribute 400+ malware packages in days DIY AI bot farm OpenClaw is a security ‘dumpster fire' Detecting and Monitoring OpenClaw (clawdbot, moltbot) Clouds rush to deliver OpenClaw-as-a-service offerings A sane but extremely bull case on Clawdbot / OpenClaw OpenClaw: When AI Agents Get Full System Access – Revolution or Security Nightmare? It's easy to backdoor OpenClaw, and its skills leak API keys Using microvm.nix to sandbox Openclaw OpenClaw Partners with VirusTotal to Secure AI Agent Skill Marketplace 17% of 3rd-Party Add-Ons for OpenClaw Used in Crypto Theft and macOS Malware Grok French prosecutors raid X offices, summon Musk over Grok deepfakes Kevin Beaumont: “The UK's Information Commissio…” - Cyberplace Kevin Beaumont: “Reuters reports Grok is still …” - Cyberplace Kevin Beaumont: “Elon Musk Under Investigation …” - Cyberplace Spain, Greece weigh teen social media bans, drawing fury from Elon Musk Vos agents IA sécurisés en -10 sec. sur Mac You won: Microsoft is walking back Windows 11's AI overload C'est prouvé : Le vibe coding va tuer l'open source Anthropic keeps Claude ad-free AWS intruder pulled off AI-assisted cloud break-in in 8 mins n8n's latest critical flaws bypass December fix Microsoft sets Copilot agents loose on your OneDrive files How Industrial Robot Safety Was Written In Blood Anthropic's Claude Opus 4.6 uncovers 500 zero-day flaws in open-source code GitHub - Deso-PK/make-trust-irrelevant: Make trust irrelevant for agentic AI using kernel-enforced authority boundaries. Malicious VS Code AI Extensions Harvesting Code from 1.5M Devs Red Notepad++ Notepad++ Hack Detailed Along With the IoCs and Custom Malware Used Notepad++ Users, You May Have Been Hacked by China Energy infrastructure cyberattacks are suddenly in fashion EDR killer tool uses signed kernel driver from forensic software Microsoft releases urgent Office patch. Russian-state hackers pounce. Attackers Using DNS TXT Records in ClickFix Script to Execute Powershell Commands nmapUnleashed Makes Nmap Scanning More Comfortable and Effective Google Looker Bugs Allow Cross-Tenant RCE, Data Exfil Blue When Cloud Outages Ripple Across the Internet Microsoft rolls out native Sysmon monitoring in Windows 11 Ukraine tightens controls on Starlink terminals to counter Russian drones Satya Nadella decides Microsoft needs a quality czar EDR, Email, and SASE Miss This Entire Class of Browser Attacks Privacy GDPR is a failure California city turns off Flock cameras after company shared data without authorization Vos données sont déjà en vente… et vous ne vous en rendez même pas compte Lockdown Mode - La fonction d'Apple qui a mis le FBI en échec We had sex in a Chinese hotel, then found we had been broadcast to thousands Souveraineté Europe shrugs off tariffs, plots to end tech reliance on US Russian spy satellites have intercepted EU communications satellites Munich makes digital sovereignty measurable with its own score Commission trials European open source communications software Divers et insolites Bitcoin Why This Computer Scientist Says All Cryptocurrency Should “Die in a Fire” Bitcoin gets a zero price target in wake of Burry warning (BTC-USD:Cryptocurrency) Bitcoin de la “marde” ou de l'or en barre !! :) (Franck Desert) Flock CEO calls Deflock a “terrorist organization” Germany warns of Signal account hijacking targeting senior figures BrianKrebs: “Must-read: How ‘Pink Slime' Pu…” - Infosec Exchange We moved fast and broke things. It's time for a change. Collaborateurs Nicolas-Loïc Fortin Crédits Montage par Intrasecure inc Locaux réels par Intrasecure inc
In dieser Episode teilen wir persönliche Anekdoten über karierte Notizbücher und Kreativität. Wir diskutieren die Vorzüge von Windows vs. Linux und Erfahrungen mit OneDrive. Des Weiteren besprechen wir Elektromobilität anhand der Erfahrungen eines Freundes mit dem Cupra Born und die Auswirkungen der Warner Brothers-Übernahme auf den Streaming-Markt. Abschließend blicken wir auf die bevorstehenden Feiertage und kreative Projekte für 2026.
Proton Drive Angebot
Dein Spezialist für assistive Technologie, Schulung, Fernwartung und Fritz!Box-OptimierungHier sind wir: https://schulze-graben.deOrdnung auf dem PC klingt für manche nach Spaßbremse – bis du zum dritten Mal am selben Tag eine Datei suchst, die „irgendwo“ sein müsste. In dieser Montagsveranstaltung zeigt dir Joachim „Jockl“ Schulze (JAWS-certified, IT-Trainer für Blinde und Sehbehinderte), wie du mit Bordmitteln von Windows eine klare, stabile und leicht bedienbare Ordnung auf deinem Windows-Rechner aufbaust – so, dass du Dinge zuverlässig wiederfindest, statt dich durchs Chaos zu wühlen.Im Mittelpunkt steht dabei nicht irgendein theoretisches Dateisystem-Gelaber, sondern ein praxisnaher Rundgang durch den Windows-Alltag: Was ist der Explorer wirklich, warum heißt er mal „Arbeitsplatz“ und mal „Dieser PC“, und weshalb ist der Desktop als Ablageort meistens eine schlechte Idee – gerade wenn man mit Screenreader arbeitet. Jockl nimmt dabei kein Blatt vor den Mund: Ein Desktop mit 50, 80 oder 150 Verknüpfungen ist nicht „organisiert“, sondern ein Garant dafür, dass irgendwann niemand mehr etwas findet. Für blinde Nutzer wird das erst recht zum Navigations-Krimi.Das lernst du in dieser FolgeWarum Ordner der Schlüssel sind: Wie du Dokumente sinnvoll strukturierst, statt alles auf dem Desktop zu parken.Was wirklich auf den Desktop gehört (und was nicht): Desktop als Werkzeug in Maßen – für häufig gebrauchte Verknüpfungen, aber nicht als Müllhalde.Die schnellste Programmbedienung ohne Desktop: Windows-Taste drücken, ein paar Buchstaben tippen, Enter – fertig. An einem Live-Beispiel zeigt Jockl, wie schnell und zuverlässig sich Programme so starten lassen.Windows Explorer verstehen: Unterschied zwischen Strukturansicht (Baum) links und Listenansicht rechts – und warum das für Navigation mit JAWS wichtig ist.Schnellzugriff kritisch betrachtet: Warum „Zuletzt verwendet“ & Co. nicht nur unübersichtlich sein können, sondern auch Datenschutz-Fragen aufwerfen.Benutzerordner und Standardordner: Dokumente, Downloads, Bilder, Musik, Videos – was Windows standardmäßig vorsieht und warum das gar nicht so dumm ist.OneDrive & Microsoft 365 realistisch eingeordnet: Cloud kann man mögen oder nicht – aber wenn man sie nutzt, kann ein Rechnerwechsel plötzlich deutlich entspannter werden, weil Desktop und Standardordner mitwandern.Outlook als „Datenarchiv“ – Mythos mit Haken: Es kann funktionieren, aber nur mit System, ausreichend Postfachgröße und dem richtigen Verständnis von Postfach vs. Outlook.POP3 vs. IMAP (und warum POP3 heute brandgefährlich ist): Lokales Sammeln im E-Mail-Programm kann bei einem Crash katastrophal enden – IMAP ist der moderne Standard für Synchronisation über mehrere Geräte.DSGVO im echten Leben: Privat ist vieles Geschmackssache – im geschäftlichen Kontext wird's schnell ernst, wenn Anbieter/Verträge nicht passen.Suchen wie ein Profi: Ordner gezielt durchsuchen (z. B. innerhalb „Dokumente“), auch wenn du den Dateinamen nicht mehr exakt weißt – inklusive dem Hinweis, wie Windows dabei manchmal „kreativ“ ist.Der wichtigste Shortcut für Ordnung: Neuer Ordner mit STRG+Shift+N – plus die kleine, entscheidende Bedingung, die viele am Anfang übersieht.Für wen ist die Episode?Für alle, die unter Windows (egal ob mit JAWS, NVDA oder sehend) das Gefühl haben, dass sich Dateien, Downloads und E-Mails irgendwann verselbstständigt haben. Wenn du dir eine einfachere, verlässlichere Routine wünschst – und wenn du Bock hast, Windows so zu nutzen, dass es dir Arbeit abnimmt statt neue zu machen – dann ist das genau deine Folge.Schön, dass du dabei bist.Wenn du Heute was mitgenommen hast, dann gib doch etwas zurück.Das ist ganz einfach. Besuche https://danke.schulze-graben.de und zeig mir, ob dir die Show gefallen hat.Kleine Gesten machen den Unterschied.
In this episode of Microsoft 365 Distilled, the boys celebrate Burns Night in true Scottish fashion: with tartan‑level enthusiasm and a whisky that would make even the Bard raise an approving eyebrow.They go hunting for insights in places no one has ever thought to look.The mission?To see whether the timeless wisdom of Burns, actual old-school poetry can shed new light on the ever evolving universe of Microsoft 365. And to everyone's surprise (including their own), it absolutely does.Expect hilarious interpretations, dramatic readings, suspicious Scottish accents, and philosophical detours that somehow make perfect sense. Along the way, they uncover governance lessons hiding between the verses, collaboration metaphors tucked into the stanzas, and even a few productivity tips disguised as 18th-century poetic flair.It's part whisky tasting, part literary adventure, part tech nerd‑fest—and 100% Distilled chaos in the best possible way.So pour yourself a dram, warm up your best “Auld Lang Syne,” and join the boys as they celebrate tradition, toast the future, and prove once again that wisdom, like whisky, only gets better with age.
Sign up for Audible, using our affiliate link! When you sign up for Audible you will be helping out our podcast, and the “Terry goat fund.” When you sign up, your first month is free. After that it becomes $15 every month. You can unsubscribe at any time. Each month you will get one token for an audible book, and some really great prices and discounts on titles that you want to add to your library. Quick recap The podcast team discussed technical issues with their RSS feed and WordPress hosting, which has been causing their shows to appear late or not at all. They shared personal updates, including Keith’s story about Nathan sleeping with a rat at Jill’s house. The team reviewed several unusual news stories, including a truckload of crabs spilling in Ireland, a bear moving from one California home to another, and a judge in Arizona resigning after being caught urinating in public. Jill led a trivia segment about Hogan’s Heroes, and Terry shared his top 10 list about the history of the NFL’s original 14 teams. The show concluded with a discussion about cloud storage services, particularly Microsoft OneDrive, and the team shared several humorous jokes and final thoughts before signing off. Summary The podcast team discussed technical issues with their RSS feed, which has been slow and causing shows to appear late. Keith explained that the problem likely stems from WordPress and is investigating solutions. The team shared personal stories, including Keith’s tale of Nathan sleeping with a rat at Jill’s house, and Jill mentioned watching the movie “Soul on Fire” on Netflix, which tells the story of a boy who survived a devastating garage fire. News of the Week The group discussed several news stories, including a semi-truck accident in Ireland where 15,000 crabs were spilled, and an ongoing situation in California where a bear has been evicted from under one house but found a new home under another. Terry mentioned needing to reschedule his colonoscopy, and Keith shared an older story about Baylor coach Nikki Collins discovering a new furry family member after hearing meowing sounds in her car. It was a story about finding a 4-month-old kitten behind a car tire and adopting it, naming it Sailor. Terry recounted a Colorado sheriff’s deputy wrangling loose chickens, and Jill mentioned monkeys running around with a goat in St. Louis. Keith also shared a story about an Arizona judge, Christine Olson, resigning after being caught urinating in public near the courthouse, with her husband interfering with the arrest. The odd news continues with various topics, including Terry’s experience waking up to an earthquake in central Illinois, which he didn’t feel. They also talked about a British inventor who broke a world record for the fastest wheelie bin speed, reaching 66 miles per hour. Keith and Terry shared their thoughts on unique vehicles and car shows. Jill's Trivia Quiz Jill then led a trivia segment about the TV show Hogan’s Heroes, asking questions about characters and plot details. The group discussed trivia questions about the TV show Hogan’s Heroes, including details about characters like Sergeant Schultz, Peter Newkirk, and Louis LeBeau. They debated answers to questions about character roles, names, and the show’s theme song. Terry's Top 10 List Terry shared that there are four teams left in the NFL playoffs, with the Broncos facing the Patriots and the Seahawks playing the Rams, leading to a discussion about the history of the NFL, which began in 1920 as the National Football League. The group discussed early NFL teams, identifying 14 original teams from the 1920s, with several located in Ohio and Illinois. Terry shared that the NFL has since expanded to 32 teams. Anchor Topic This is the segment where we discussed blindness related topics. This week the area is on computers. Keith then shared his experience with cloud storage services, particularly comparing Microsoft OneDrive to Google Drive. He noted that while Google Drive had caused system crashes on his computer, OneDrive was more stable but had synchronization issues between devices. Keith discussed his experience with Microsoft OneDrive, explaining how he resolved synchronization issues by ensuring the app runs at startup. He compared OneDrive to other cloud storage services like Dropbox and Google Drive, highlighting its advantages such as affordable pricing and a full suite of Office apps. Terry shared that he has 9TB of storage space across his computers, and Keith noted the importance of ensuring cloud storage apps are properly set up to avoid synchronization problems. Email and Final Thoughts Keith shared two humorous stories: one about a man using a postcard with “spaghetti” as a code to discreetly confirm his mistress’s pregnancy, and another about a woman explaining American football rules, including a humorous detail about Super Bowl 60 being sponsored by strawberry sexual lubricant. The show concluded with a series of jokes and a reminder for listeners to visit their website and leave feedback, with Keith encouraging them to share the show with friends to increase listenership. Show notes written by AI, edited as needed by Keith. Sponsored by: Retro Radio Podcast. Bringing you family-friendly entertainment through classic, old-time radio. Episodes are posted daily. Keith and his Retrobots share everything in his collection from the days of vintage radio. Adventure, comedy, detective, westerns, and lots in between. If you don't hear your favorite show, just ask Visit the web page today, https://retro-otr.com
Send us a textWe reveal AEM's FibBlu, a compact, app-driven fiber certification kit designed to cut cost, extend battery life, and speed reporting while keeping accuracy on par with lab-grade tools. From GPS-tagged results to OCR label capture and open cloud storage, we show how moving certification to the phone reshapes field work.• sub‑$10k fiber certification focus and market gap• app‑driven control via Bluetooth with no onboard screen• dual‑ended, bidirectional, and loopback loss testing• open cloud choice with Google Drive, OneDrive, Dropbox• owner and user roles with access keys for team control• OCR label capture, GPS coordinates, instant PDF and CSV• live two‑unit workflow for main and remote ends• EMI shielding, calibration guidance, rugged form factor• packaging options and adapter flexibility for SC, LC, FC, ST• Blue series roadmap including upcoming copper qualifiersIf you're watching the show on YouTube, would you mind leaving us a five-star rating and sending the subscribe button and the bell button to be notified when new content is being produced?If you're listening to us on one of the audio podcast platforms, would you mind leaving us a five-star rating there as well?If you find value in this content, would you click on that QR button right there? You can schedule a 15-minute one-on-one call with me after hours, of course. You can even buy Let's Talk Cabling merchandise, like t-shirts and stuff like that.Support the showKnowledge is power! Make sure to stop by the webpage to buy me a cup of coffee or support the show at https://linktr.ee/letstalkcabling . Also if you would like to be a guest on the show or have a topic for discussion send me an email at chuck@letstalkcabling.com Chuck Bowser RCDD TECH#CBRCDD #RCDD
Albert Einstein once said, “Organised people are just too lazy to go looking for what they want.” And I think he makes a very good point. Links: Email Me | Twitter | Fac ebook | Website | Linkedin Mastering Digital Notes Organisation Course The File Management Course Get Your Copy Of Your Time, Your Way: Time Well Managed, Life Well Lived The Working With… Weekly Newsletter Carl Pullein Learning Centre Carl's YouTube Channel Carl Pullein Coaching Programmes Subscribe to my Substack The Working With… Podcast Previous episodes page Script | 401 Hello, and welcome to episode 401 of the Your Time, Your Way Podcast. A podcast to answer all your questions about productivity, time management, self-development, and goal planning. My name is Carl Pullein, and I am your host of this show. Last week's episode on what to keep in your notes sparked a lot of follow-up questions around the concept of how to organise notes and digital files. In many ways, this has been one of the disadvantages of the digital explosion. Back in the day, important documents were kept inside filing cabinets and were organised alphabetically. Photos were mostly kept in photo books, which were then thrown into boxes and hidden under beds or in the attic. The best ones were put in frames and displayed on tables and mantelpieces—something we rarely do today. And notebooks, if kept, were put at the bottom of bookshelves or in boxes. The limiting factor was physical space. This meant we regularly curated our files and threw out expired documents. The trouble today is that digital documents don't take up visible physical space, so as long as you have enough digital storage either on your computer's hard drive or in the cloud, you can keep thousands of documents there without the need to curate and keep them updated. Eventually, it becomes practically impossible to know what we have, where it is, or even how to start finding it if we do know what we want to find. So, before I continue, let me hand you over to the Mystery Podcast Voice for this week's question. This week's question comes from Julia. Julia asks, “ Hi Carl, I listened to your recent podcast episode on what to keep in your notes, and it got me thinking. How would someone go about organising years of digital stuff that has accumulated all over the place? Hi Julia, thank you for your question. A couple of years ago, I became fascinated with how the National Archives in Kew, London, handles archiving millions of government documents each year. Compared to us individuals, this would be extreme, but they have hundreds of years of experience in this matter, and my thinking was that if anyone knew how to manage documents, they would know. What surprised me was that they maintained a relatively simple system. That system was based on years and the department from which the documents originated. So, for example, anything that came from the Prime Minister's office last year would be bundled together under 2025. It would then be given the prefix PREM. (They do use a code for the years to help with cataloguing, as the National Archives will be keeping documents from different centuries) Upon further investigation, the reason they do it this way is that older documents are most likely searched for by year. Let's say I was writing a book on British disasters in the 20th century, and I wanted to learn more about the Aberfan Disaster, where a coal slag heap collapsed, crushing the village of Aberfan in Wales. All I would need to know would be the year, and a simple Google search would give me that. From there, I could search the National Archives for HOME 1966. That search would indicate the Home Office files for 1966. (The year the disaster happened) I would also know that the disaster happened in October, so I could refine my search to October dates. If we were to use a system similar to the one the National Archives uses to organise its documents, we would create parent folders by year. You can then go through your documents wherever they are and, using your computer's ability to detect when a document was created, have it show your list of files by when they were created. That way, all you need to do is select all files from a given year and move them into their appropriate year folder. Now, when I do this, I notice that I have files going back to 2015. The next step would be to allocate time each week to review your year folders and organise the documents into topic folders. For example, anything related to insurance can be placed in an insurance folder. How deep you go after that will depend on you. I don't go any further than that. I have three insurance documents. Car, health and home insurance. And given that these are now organised by year, if, in the unlikely event, I need to retrieve my 2019 health insurance documents, it would be very easy to find them. I would suggest starting at the current year and working backwards. The chances of you needing to find a document from ten years ago are slim. The need to find a 2025 document would be much higher. So start with your 2025 folder and work backwards. Don't be tempted to pre-set up your year folders with subfolders by topic. No one year will be the same. In 2016, I was teaching English to executives in Korea—something I no longer do. I have a lot of teaching materials; I don't want to throw away those, and they go up to 2020, so I have folders for those years related to my English teaching activities. After 2020, those folders are no longer in my files. Once you have the year folders set up, it's relatively quick and easy to get things organised. The important thing is not overthink this or to develop an overly complex folder structure. My advice is two levels and no more. The year folder and the subject material. For example, 2024 > Electric bills. Now, there is a category of documents that you need access to across multiple years. For example, my car's manual is something I will need to keep for as long as I have my current car. For these types of documents, you can create a folder called “current” or “active” (you decide the best name for it) and keep these in there. So, in my current folder, I have my company registration documents, my car's manual and registration documents, current insurance certificates, and other miscellaneous files I need access to regularly. This folder is pinned to the top of my file folders (you can do this by adding a 00 before the word Current, then setting the list to organise by name). Now for your work documents. This one is more challenging, as you're likely to be collaborating with others. There may also be legal requirements regarding document storage and archiving. When I worked in a law office, there were strict rules about how files were organised and stored, and for how long they were kept. However, that was not my concern. There were procedures that my colleagues and I followed for each file, and they were then sent to the archivist, who made sure that everything was stored in the correct way. My advice here would be to follow your company's procedures; if there are none, use the system I described above for your personal files. Another challenge we face today is that Microsoft, Google, and Apple are encouraging us to keep files within their app containers. For instance, if you create a Word document, Microsoft wants you to save that file within your OneDrive's Word folder. That makes sense, and for the current documents I am creating, I use that system. However, once I've sent feedback to my coaching clients, I save the original Pages file in that client's folder (I work in the Apple ecosystem). These folders are not year-specific. Many of my clients have been with me for years, and many of them come back from time to time. That is why, with work-related files, using years to organise your documents doesn't always work—particularly with ongoing projects, campaigns and clients. Given that most work related files and documents are shared with others and are kept within the company's own file storage system, the best solution is to ensure that the title you give to these files is something you would naturally search for. Think how you would find this document in twelve or twenty-four months time. For example, each year I write a workbook for my Ultimate Productivity Workshop. The title of that document is “2026 Ultimate Productivity Workbook”. I put the year first because if I were to search for “workbook”, within the results, I would find that the Productivity workshop's workbooks would all be grouped together by year, making it easy for me to select the right one. And that neatly leads me to another facet of working with digital files. Your computer is built for search. It's the biggest advantage computers have over your own brain. If it's within your computer's search scope it will find it within a split second. Really the only thing you need to do is ensure that you have given the document a title you will be able to search for. One of my favourite features of this computerised search is to use the “recents” smart list. This shows you all the documents you have worked on recently. The chances are something you are looking for at work will be something you have worked on recently. You might be writing a report or a proposal in Word, then in the Word app those documents will be at the top of the list. You may need to change the search setting in the list to last modified, not date created to see this, but it's a phenomenal way to find a document you need quickly. What about your notes? Last weekend, I watched a documentary on the beloved British comedian Sir Ken Dodd. A brilliant comedian and a man who left millions of people in laughter and happiness. Doddy, for that is what we called him, was in the habit of writing notes after each performance into a notebook. He would write how he felt the performance went, what jokes worked and didn't work, and what he could do to improve his performance next time. After his death in 2018, his wife set about saving his immense archive of props, costumes and puppets for the nation. When it came to his notebooks, there were thousands of them, dating from the 1950s to his death. His wife asked an archivist to come in to help organise these notebooks into something that could be searched by future comedians. The archivist decided to most logical way would be to organise them by year, and then add a tag for each theatre and city he performed in. This meant that if someone wanted to search for a specific note, they could type in the year and the name of the city or theatre, and a list of notes for that search would pop up. Simple, logical and minimised the amount of work required to get them in order. When it comes to your notes, keeping the structure simple makes sense. With your digital notes, you are organising them for quick search and retrieval. You don't need to worry about the date; all decent note-taking apps will date-stamp the creation of a note for you automatically. All you need to do is focus on creating a title for the note that makes sense to you so you can retrieve it years later. The key to getting your digital files organised is to keep things simple and let your computer do the hard work. The year folders you create can be reviewed over time. It's the kind of thing you can do while sitting on the sofa in the evening. Pick a year and categorise the documents you have collected for that year. If you do this over a couple of weeks, you will have all your digital files organised and searchable. I can assure you it's a wonderful feeling. Receipts can be organised into a Receipts folder, and within that folder, you can organise them by month. If you need to separate your personal and professional receipts, create a work and personal folder within that month's receipt folder. I know that adds a lot of levels, but you are only setting this up once a month, and it won't take you much more than a minute. Yet, that minute will save you hours later when you need to submit your expenses. I hope that has helped, Julia. Thank you for your question. I have a course called Mastering Digital Notes Organisation that shows you a simple yet effective way to get your notes organised so they are searchable and easy to find. I'll leave a link to that in the show notes. Thank you for listening, and it just remains for me now to wish you all a very, very productive week.
Podcast ONE: 16 de enero de 2026 Vincent Quezada y Pablo Berruecos reflexionan sobre la pérdida de datos, el futuro del almacenamiento digital, la evolución de Wikipedia y el impacto de la IA en la privacidad y la creación de contenido. Ofrecen soluciones prácticas para proteger la información y navegar el mundo digital con seguridad, destacando la importancia de los respaldos, la distribución de contenidos y el uso ético de la tecnología. Escucha aquí el Podcast ONE: 16 de enero de 2026 Facebook Live One Digital: Desafíos tecnológicos en 2026 y cómo enfrentarlos Almacenamiento digital: Riesgos y soluciones en 2026 Vincent Quezada comparte su experiencia personal con la pérdida de un disco duro, subrayando la importancia de los respaldos en la nube y físicos. Recomienda combinar soluciones como Google Drive, OneDrive y discos duros externos, y advierte sobre los riesgos de depender de un solo servidor o dispositivo. Actualizar sistemas de seguridad cada 3 meses. Organizar la información en categorías para facilitar su gestión. Utilizar servicios como Terabox para contenido multimedia y OneDrive para documentos esenciales. “La pérdida de datos es un riesgo real, pero con estrategias simples podemos minimizarlo” — Vincent Quezada ¿Cómo afecta la IA a la privacidad y la creación de contenido? Pablo Berruecos analiza el impacto de la IA en la privacidad y la creación de contenido, destacando que el 60% de los usuarios no puede distinguir contenido generado por IA (según estudios de 2025). Se discute el equilibrio entre la utilidad de la IA y los riesgos de desinformación, así como la necesidad de distribuir la información en múltiples plataformas para evitar dependencias. “La IA puede ser una herramienta poderosa, pero también un arma de desinformación” — Pablo Berruecos Wikipedia a sus 25 años: Un faro de conocimiento colaborativo En 2026, Wikipedia cumple 25 años con 65 millones de artículos en más de 300 idiomas y 15 mil millones de visitas mensuales. Su modelo colaborativo y sin fines de lucro la convierte en una de las fuentes más confiables de información, aunque enfrenta desafíos como la desinformación y la manipulación de contenidos. Se destaca su capacidad para actualizarse en tiempo real y su relevancia en la era digital. Neutralidad y fuentes verificables como pilares de su filosofía. Comunidad global de editores voluntarios que garantizan la precisión. Riesgo de manipulación histórica y la importancia de contrastar fuentes. Tecnología y privacidad: El registro de celulares en México Se aborda la polémica sobre el registro obligatorio de líneas telefónicas en México, comparando el proceso con sistemas similares en Brasil. Vincent y Pablo explican que, aunque existe preocupación por la privacidad, el registro ayuda a combatir la extorsión y el spam, y es un requisito para acceder a servicios bancarios y digitales. “Es una disposición oficial, como el INE: no registrarse limita el acceso a servicios esenciales” — Vincent Quezada Conclusión: Hacia un futuro digital más consciente El episodio cierra con un llamado a adaptarse a los cambios tecnológicos, proteger la información personal y utilizar herramientas como la IA de manera ética. Se invita a los oyentes a reflexionar sobre cómo manejan sus datos y a participar en la conversación con #PodcastONE. El cargo Podcast ONE: 16 de enero de 2026 apareció primero en OneDigital.
Happy new year everyone! The boys are back and making plans for fun events this year. Marijn hates the fact that Steve is now higher up the CommunityDays speaker board list than Marijn. They reminisce about past events and eventually get on topic: AI doesn't care if your sites are pretty. So how much work do you need to put in to make SharePoint "pretty" for AI (AKA readable)? So what is the ratio for human eyeballs vs AI? The boys finish off with a superb Danish whisky, Skippers Glow, kindly donated by friend-of-the-podcast Kasper Larsen.It all started with this post from Daniel Anderson:https://www.linkedin.com/posts/danielando_sharepoint-in-2026-activity-7410921384069017600-m52B/
Today's M365 Voice episode featured Jeffrey Collins, a veteran M365 admin, where he took us on a deep dive into the persistent challenge of oversharing in Microsoft 365 environments. We shared real-world examples of sensitive data being unintentionally exposed via SharePoint and OneDrive, highlighting the urgency for robust data governance. Discussion focused on practical strategies for identifying and remediating oversharing, including leveraging Microsoft Copilot, sensitivity labels, and tools like Microsoft Flow and Graph Data Connect for ongoing monitoring. DOWNLOAD THIS PODCAST
Has organizational change redefined your job role? If it hasn't yet, it will at some point. Whether acknowledged or ignored, every organizational change at a company impacts you. This is broader than just layoffs and more employees under a single manager. What are the organizational changes we might see, and what can we do to stand out and stay the course? This week in episode 355 we're joined by guest Ryan Conley. Listen closely as we uncover different patterns of organizational change and provide practical tips to take action when those changes happen. Ryan helps us understand the corporate lifecycle and how to reframe this concept to understand where we are in the career lifecycle. You'll hear from Ryan's personal experience why the most resilient (and successful) technologists can identify and fill the gaps left after an organizational change whether that means working for a new boss, joining a different team, or changing job roles. Original Recording Date: 11-13-2025 Topics – Framing Our Focus on Organizational Change, Observations and Patterns, Defining the Career Lifecycle, When Colleagues Leave the Company, Layoff Resources, Working for a New Boss, Becoming Part of a Different Team, Shifting Job Roles or Job Level Changes, Parting Thoughts 2:58 – Framing Our Focus on Organizational Change Ryan Conley is a global field principal with 11p years of technical pre-sales experience. Before this, Ryan accumulated 13 years of systems administration in industries like education, finance, and consulting. In a recent episode of our show, guest Milin Desai compared organizations to living, breathing organisms that change. Nick posits that we don't always think changes at our company will or can affect us as employees, but they do. Ryan references Aswath Damodaran's writings about organizational change through the frame of a corporate lifecycle. We can relate by considering where our company might be in that lifecycle. As we experience the impacts of organizational change, Ryan encourages us to consider where we are in our career lifecycle. 4:19 – Observations and Patterns We see organizational change in different ways. What are some of the things Ryan has seen that he would classify as organizational changes? Let's take a step back, past the current headlines, and look at the wider industry. Companies are growing inorganically (through mergers and acquisitions) or organically through investments in R&D (research and development), for example. Ryan has worked with companies that grew by acquiring 2 new companies each year to give an example. When you're on the IT side of the acquiring company, there is a lot involved in the process like integrating e-mail systems, networks, and CRM systems. This process also involves getting 2 teams to work together. If one team needs to move from Office 365 to Gmail, it can be a big adjustment to employees' daily workflow. The acquiring and acquired companies may have the same or very different cultures. In some cases, a company will want to acquire others with similar cultures, while some may not be concerned about the culture and choose to focus on the intellectual property (products or services, knowledge of how to build or manufacture something, etc.) of the company to be acquired. Nick says the experience for people on the side of the acquiring company and that of the company getting acquired can be quite different. Nick worked in IT for a manufacturing company for about 9 years, and over the course of his time there saw the company acquire several other companies. Nick usually had to go assess technology systems of companies that were going to be acquired and figure out how to integrate the systems in a way that would best service the user base. From what Nick has seen, some employees from the acquired company were integrated into the acquiring company, while others were eventually no longer with the company. Anxiety levels about an acquisition may be different depending on whether you work for the acquiring company or the acquired company. “The people are just as much of the intellectual property of the company as, in many cases, the actual assets themselves. And in some cases, that culture just isn't a fit.” – Ryan Conley Ryan shares the example of someone he knew who left after another company acquired their employer because the culture was not a fit. Losing a key leader or a key subject matter expert after an acquisition could create a retention problem because others may want to follow them or start looking elsewhere. "So how do you protect the culture internally? How do you integrate a different culture in? But also, how do you kind of protect the long-term viability of the team as individuals, first and foremost, but then also the organization long-term? Depending on the intellectual property the acquiring company is after, we don't usually know the level of due diligence completed to understand the key resources or subject matter experts who must be retained for longer-term success. Ryan encourages to imagine being the CTO or VP of Research and Development at a specific company that is suddenly acquired. People in these roles drive the direction of the technology investment for their company today as well as years to come. After being acquired, these people might be asked to work in lower levels of leadership with different titles, which could result in “title shock” and require some humility to accept. This scenario is a leadership change that happens as a result of an acquisition, but we might see leadership changes outside of acquisitions. Some leadership positions get created because of a specific need, others are eliminated for specific reasons, and some get shifted down or changed. Each of these changes has a downstream impact on individual contributors. Ryan talks about the positive impacts of leadership changes and gives the example of when a former manager was promoted to senior manager and allowed that person to hire a manager underneath him. There isn't always internal mobility, but leadership changes could create these opportunities for individuals. Nick talks about the potential impact of a change in our direct boss / manager. If a boss who was difficult to work for leaves the company, getting a different boss could make a huge positive impact on our daily work lives. Similarly, we might have a great boss leave the company or take a different role, requiring that we learn to work for someone else who may operate very differently. Ryan tells us he has worked for some amazing leaders and says a leader is not the same as a manager. Ryan cites an example of getting promoted into a role that allowed him to have more strategic conversations about the focus of a team with his boss. We can choose to mentor members of our team so that when opportunities arise from structural change, they are equipped to seize those opportunities. Change can be viewed as an opportunity. A company's overall priorities may have changed. Shifting priorities may require a company to operate very differently than it has in the past, which can cause changes to people, processes, and technology. Nick references a conversation with Milin Desai on constrained planning from Episode 351. Milin encourages regularly asking the question “is this still how we want to operate?” The way a company or team operated in the past may not be the best way to do it in the future. Changes to operations may or may not create opportunities for our career. Ryan loves this mindset of reassessing, which could apply to the company, a team, a business unit, the technology decision, etc. “I love the mindset of ‘what was best, why did we do it, and why was it best then?' And then the follow up question is ‘is that still best today?' And it's ok if the answer is no because that leads to the next question – ‘how should we be doing it today…and why?'” – Ryan Conley, commenting on Milin Desai's concept of constrained planning Ryan talks about companies reassessing their core focus. We've seen some companies divest out of a particular space, for example. Nick says this reassessment could result in a decision to pursue an emerging market which could lead to the creation of a new business unit and new jobs / opportunities for people. It could also go in the other direction where the company decides to shut down an entire business unit. 15:30 – Defining the Career Lifecycle Going back to the analogy Ryan shared about corporate lifecycle, we can reframe this and look at the career lifecycle. “Where are you at in your individual career journey? Where are you at in that lifecycle?” – Ryan Conley People close to retirement may be laser focused on doing well in their current role and hesitant to make a change. Others earlier in the career may want to do more, go deeper, or be more open to making a change. Ryan recounts speaking to a peer who is working on a master's degree in AI. “With challenge comes opportunity, so do you want to try something new? And it's ok if the answer's no. But if there is an opportunity to try something new and you're willing to invest in yourself and in your company, I think that's worth considering.” – Ryan Conley We've talked to a number of former guests who got in on a technology wave at just the right time, which led to new opportunities and an entirely new career trajectory. Becoming aware of and developing expertise in emerging technologies can lead to new opportunities within your company (i.e. being able to influence the use of that technology within your company). “I think as technologists, whether you're a business leader over technology, whether you're day in / day out in technology as an individual contributor…emerging technology brings new challenges, just with a learning curve…. There's hard skills that have to be learned. You get beyond the education it's then also sharing with the peers around you…. So, what was best yesterday? Is it still best today? And tomorrow, we'll ask the question again.” – Ryan Conley Ryan says this goes back to our analogy. Should we be doing certain things manually now, or is it better to rely on tools that can help automate the process? If we go back for a second to Ryan's previous mention of integrating the technology stack for different companies, being part of the integration process might enable someone to learn an entire new technology stack. We might have to assess what is best between Google Workspace and Microsoft 365, for example, and develop the transition plan to move from one to the other and perhaps even capture the business case for using both within a company. To Ryan, this is an example of seeing a problem or gap and working to fill it. “If you want to be just a long-standing contributor to the team and your individual organization, I think it's worth calling out…those who stick around longer and get promoted faster are the ones who see a gap and they plug it.” – Ryan Conley Ryan shares a personal story about a co-worker who attended a Microsoft conference on their own dime. This person worked over a weekend to setup a solution that saved the team significant time doing desktop imaging. But then, Ryan's colleague took it a step further and trained the team on how to use it. Nick highlights the fact that we should remember to document our accomplishments to keep track of how we've changed as a result. We can use this information when searching for new opportunities or even in conversations with our leader. 20:34 – When Colleagues Leave the Company Another form of organizational change we've seen is outsourcing specific business functions. Daniel Paluszek spoke about companies outsourcing functions outside of their core business in Episode 338. If IT is outside the core business, a company might decide to outsource it. It doesn't mean that's the right decision, but it could be a possibility. Companies may outsource other functions like HR and payroll as well to give other examples. If IT was internal and it gets outsourced, that is an organizational change and will affect some people. Similarly, insourcing a function which was previously outsourced will have an impact. Ryan has learned in the last few years that some people are more adaptable to change than others. “And it's not just looking at the silver lining. It's recognizing the change. Maybe there's a why, and maybe there isn't a why. Or maybe the why hasn't been clearly articulated to you. Being able to understand, what does this mean to me…. As an organization do I still believe in them? Do I still believe in the technology as a technologist? Do I still enjoy the people I work with? Those are all questions that come up, but ultimately you have to decide…is this change I want to roll with? Is this change I don't want to roll with?” – Ryan Conley To illustrate, Ryan gives the example of a peer who left an organization after seeing a change they didn't like in order to shift the focus of their role from technology operations to more of a site reliability engineering focus. While this type of change that results in a talented individual leaving an organization can be difficult for teammates to accept and for a manager to backfill, these types of changes that are beneficial to someone's career should be celebrated. When we assess whether the changes made at a company are those we can accept and roll with, we can first make sure we understand what we are to focus on as individuals operating within the organization. We have an opportunity to relay that to other members of our team for the benefit of the overall team culture and to build up those who do not adapt to change well. Understanding organizational changes and what they mean for individuals may take repetition. While Ryan understands that he responds well to change, he remains empathetic to those folks to need to hear the message a few times to fully understand. Nick says we can learn from the circumstances surrounding someone leaving the company. For those we know, what interested them about taking a role at another company? Perhaps they took a role you've never thought about for yourself that could be something you pursue in the future. If a member of your team leaves the company, sometimes their role gets backfilled, and other times it may not. If the role is backfilled, you get to learn from a new team member. If not, the responsibilities of the departing team member will likely be divided among other team members. Though it would result in extra work, you could ask to take on the responsibility that would both increase your skill set and make you more valuable to the company. When Ryan worked for a hedge fund, the senior vice president left the company. This person was managing the company's backups. Ryan had experience in this area from a previous role at a consulting firm and volunteered to do it. Shortly after taking on this responsibility for backups, he found that restoring backups from tape and needing to order new servers posed a huge risk to the company in a disaster scenario (i.e. would take weeks to restore everything). Ryan was able to write up a business plan to address the business continuity risk and got it approved by the COO. “Being able to see a gap and fill it is the central theme, and that came from change.” – Ryan Conley Ryan says if you're willing to do a little more work, it is worth the effort to see a gap and work to fill it. 27:34 – Layoff Resources We acknowledged some of the byproducts of organizational change like layoffs and flatter organizations in the beginning of our discussion. We are not sidestepping the fact that layoffs happen, but that is not the primary focus of our discussion today. Here are a few things that may help if you find yourself being impacted by a layoff: First, know that you are not alone in experiencing this. “When a layoff hits, it's important to remember…it's extremely rare that that's going to be personal. Once it's firmly accepted, look for the opportunity in a forced career change. It's there.” – thought shared with us by Megan Wills Check out our Layoff Resources Page to find some of the most impactful conversations on the topic of layoffs on our show to date. We also have our Career Uncertainty Action Guide with a checklist of the 5 pillars of career resilience as well as reusable AI prompts to help you think through topics like navigating a recent layoff, financial planning, or managing your mindset and being overwhelmed. 28:43 – Working for a New Boss Let's move on to section 2 of our discussion. If you're still at a company after an organization change has happened, we want to talk through some of the ways you can take control, take action, and succeed. We want to share a thought from former guest Daniel Lemire as we begin this discussion: “Companies are the most complicated machine man has ever built. We build great machines to accomplish as set of goals, objectives, or outputs. The better you can understand the value the company delivers…the faster you can understand where you fit in that equation. If you don't understand where you contribute to that value, there's work to be done. That work may be on you, may be on your skills, or perhaps it's your understanding of where you fit into that equation.” – Daniel Lemire Let's say that you're impacted by an organizational change and will be working for a new boss. What can we control, and how to we make a positive impact? Ryan says we can be an asset to the team and support larger business goals by first giving some thought to who the new boss is as a person. Try to get to know them on a personal level. Ryan wants to get to know a new boss and be able to ask them difficult questions. Similarly, he wants a boss to be able to ask him difficult questions. Meeting a new boss face-to-face is ideal if that is possible, but this can be more difficult to arrange if your boss lives a large distance from you. Make sure you understand the larger organization's mission statement. As individual contributors, we may lose sight of this over time. “If that is important to the team and the culture, I think it's worth making sure you're aligned with that. I think it's worth understanding your direct manager's alignment toward that and then having that kind of fuel the discussions…. What are you expecting of me? Here are my expectations of you as my manager. Where do you see change in the next 6, 12, 18 months?” – Ryan Conley, on using mission to drive conversations with your manager A manager may not have all the answers to your questions. They could also be inheriting a new team. Ryan encourages us to ask how we can help our manager to develop the working relationship further. This is something he learned from a previous boss who would close every 1-1 with “is there anything else I can do to help?” Nick says a manager may be able to contextualize the organization's mission statement for the team and its members better than we can do for ourselves. For example, the mission and focus of the team may have changed from what it once was. A new manager should (and likely will) set the tone. Nick would classify Ryan's suggestions above as seeking to learn and understand how your new manager operates. Back in Episode 84 guest Brad Pinkston talked about the importance of wanting to know how his manager likes to communicate and be communicated with. This is about understanding your manager's communication preferences and can in some ways help set expectations. A manager may be brief when responding to text messages, for example, because they are in a lot of meetings. But if they tell you this ahead of time, it removes some assumptions about any hidden meanings in the response. Ryan gives the example of an executive who used to respond with Y for yes and N for no to e-mails when answering questions. We can also do research on a new boss in advance. We can look on LinkedIn to understand the person's background and work history. We can speak to other people inside the company to see what they know about the person. Ideally, get a perspective from someone who has worked for the manager in the past because a former direct report might be able to share some of the context about communication preferences and other lessons learned from working with that specific manager. We can also try to be mindful of how the manager's position may have changed due to organizational flattening. They may have moved from managing managers to having 15 direct reports who are individual contributors, for example. “Their time might be stretched thinner, and they're just trying to navigate this new leadership organizational change with you.” – Ryan Conley The manager may or may not have wanted the situation they are currently in. How is your boss measured by their boss, and how can you help them hit those metrics? You may not want to ask this in the first 1-1, but you should ask. Ryan suggests asking your boss what success looks like in their role. You can also ask what success for the team looks like in a year and what it will take to get there. Based on the answer, it might mean less 1-1s but more in depth each time, more independence than you want, or even more responsibility than you wanted or expected. Ultimately, by asking these questions, you're trying to help the team be more successful. We want our manager to understand that we are a competent member of the team. Understanding what success looks like allows us to communicate with our manager in a way that demonstrates we are doing a good job. Some of the time in our 1-1s with a manager will be spent communicating the things we have completed or on which we are actively working. We need to demonstrate our ability to meet deadlines, for example. Daniel Lemire shared this book recommendation with us – The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter. It's a great resource for new leaders but also excellent for individual contributors. Ryan tells us to keep track of our wins over the course of any given year (something that was taught to him) so we have it ready for performance reviews. He encourages keeping a journal that we start in January. Keep track not only of what you did but the outcomes your work delivered and the success metrics. For example, if you gave a presentation, note the number of people present. The company culture may have some impact on the language you need to use to word your accomplishments (i.e. using “I” statements). “I didn't want to be the only person who could do it. I'd rather learn it and then enable 5 other people to do it. And then those 5 people go do it, and that is a much bigger outcome.” – Ryan Conley, on the outcome of efforts at work and being a force multiplier Have a journal of the things you do at work that you update consistently. This could be screenshots, a written description, etc. “What are the metrics that you should be tracking? Mentally think about that because…when you have your annual review, you're going to miss something. You're going to miss a detail. You're going to miss an entire line item versus if you started in January and you just get into the practice of ‘I did this.' And then when you're having your first annual review with this brand-new manager, it's far easier to have a more successful conversation.” – Ryan Conley, on the importance of documenting our work in a journal somewhere Ryan reminds us it is ok to use generative AI tools to check our work. Use multiple different tools to get suggestions on how you might want to phrase the outcomes you delivered and the metrics you tracked. Nick says we should document our accomplishments as Ryan mentioned, but we should make sure we keep a copy of them so that we do not need to rewrite them from nothing in the event we are impacted by a layoff. If the journal containing all of your accomplishments is sitting in the corporate OneDrive or cloud storage, you will lose access to it when you leave the company. Be sure you have a disaster recovery plan for your accomplishments! The new boss is probably going to have team calls of some kind. While what you experience may vary from this, in Nick's experience the first time a manager hosts a call with their team they will share some career background, how they operate, and give team members some idea of what to expect. This kickoff team call usually happens before 1-1s begin. Listen really carefully when this first team call happens. Write down some questions you can ask the boss in that first 1-1 conversation. The manager will have to lead that first 1-1 conversation a little bit, but coming into it prepared with questions will be far easier than trying to think of questions in the moment. A simple follow up question Ryan suggests is how the manager wants to handle time off. Is there a shared team calendar, a formal process, carte blanche, specific blackout dates to be aware of, etc.? We can handle the simple things about how this new manager operates and what their values are early on in our working relationship. Ryan tells us he learned far too late to ask how managers handle promotion / raise / career growth conversations. One of Ryan's past managers scheduled a quarterly checkpoint to specifically talk about career growth items. Ryan was in charge of making the agenda in advance, and his manager would come prepared to talk about each agenda item. It's ok to ask for these regular career discussions. If your manager has a large team, these may be less frequent than otherwise. Ask the manager about the best way for both you and them to come into these discussions prepared. Nick likes the idea of an individual owning the agenda for these conversations. Nick tells us about a manager who sent out 1-1s to team members and provided a menu of options for the types of things that could be discussed during the 1-1 time in the body of the meeting invitation. It helps give people ideas for things to discuss but also lets them know the overall intention of the 1-1s. For the very busy manager, we could ask to use a specific 1-1 to talk about career-related items rather than in a separate meeting (if needed). Nick mentions a recent episode of Unicorns in the Breakroom Podcast in which Amy Lewis talks about using a shared document for 1-1s to hold an employee accountable for bringing agenda items and to document what transpired in previous conversations. Along the lines of trying to be helpful to a new manager, ask how they want to handle team calls when on vacation. Will team calls be cancelled when the manager is on vacation, or are they looking for team member volunteers to host these calls? This may be an opportunity to step up and do more if you want that, especially if you want to gain some leadership experience. Ryan tells us at one point he was a team lead, and part of his responsibility was leading team calls in his manager's absence. This involved leading the call, taking notes, and taking action on follow up items from the meeting. We should bring up time sensitive items to the boss quickly, especially if something needs attention. Communicate things that have a financial impact to the company (a subscription renewal, drop dead due date to exit a datacenter facility, point at which access to something will be lost, etc.). Do not assume your manager knows if you are unsure! Ryan recounts a story from earlier in his career when a CFO wanted a specific number of users added to the Exchange server. There were several cascading impacts of completing this task that went well beyond the scope of licensing and involved procuring more hardware. Ryan took the time to explain the implications. “This is a simple ask. You want the answer to be yes, but I'm going to give you more context…. There is a deadline. I want to make sure we hit it as a team, but there are some implications to your ask. I want to make sure you're fully aware.” – Ryan Conley, on giving more context to leadership Share what you have in flight and the priorities of those items. The new manager may want you to change the priority level on some things. 45:21 – Becoming Part of a Different Team You could end up working on a completely different team of peers as a result of organizational change. You might work on the same team as people you already know but might not. You may or may not work for the same boss. Ryan and Nick have experienced very large reorganization events and ended up in different divisions than they were previously. Ryan had a change of manager, change of a peer he worked closely with, and joined a new team of individuals reporting up to the same boss all at once. “A little bit of the tough lesson is you go into a bigger pond…. I think it's ok to take a moment and pause. For me, I had to kind of reassess and kind of figure out…what are these changes? What are the new best ways to operate within this new division so to speak? …within my team, no one on my prior team was on my team, so it was like this whole new world.” – Ryan Conley After this change, Ryan saw an opportunity to go deeper into technology and chose to take a different role. Ryan worked for a new (to Ryan at least) leader who was very supportive of his career goals. This leader helped Ryan through the change of roles. “If you do good work, even through change…if you're identifying gaps, you're filling it, you're stepping up where the team needs you to step up, you're aligning with the business direction to stay focused…I think there can still be good outcomes even if in the interim period you're not 100% happy.” – Ryan Conley If you don't know anyone on your new team, you have an entire set of people from which you can now learn. Does your job function change as a result of joining this new team? Make sure you understand your role and its delineation from other roles. Maybe you serve larger customers or work on different kinds of projects. Maybe you support the technology needs of a specific business unit rather than what we might deem as working in corporate IT. Maybe you focus on storage and high-level architecture rather than only virtualization. It could be a chance to learn and go deeper in new areas. Did the focus of the overall team change (which can trickle down and impact your job function)? Maybe you're part of a technology team that primarily manages the outsourced pieces of the technology stack for your company. So instead of working with just employees of your company you now work with consulting firms and external vendors. Ryan says we can still be intentional about relationships and he illustrates the necessary intentionality with the story behind his pursuit of a new role. Ryan was intentional about his desire to join a new team after the reorganization, but it didn't work out on the timeline he wanted. He remained patient and in constant, transparent communication with a specific leader who would eventually advocate for him with the hiring manager. Just doing our job can be difficult when we're in a challenging situation like a manager we do not get along with, trying to evolve with a top-level strategy change, etc. This can involve internal politics. Stay the course. Ryan tells us about a lesson he learned when interviewing for a new role he wanted. “Maybe be a little bit more vocal. Pat yourself on the back in a concise way. Again…go back to your journal, know your metrics, and stick by them.” – Ryan Conley, on interviewing and humility Nick says the intentionality behind building relationships applies to your relationship with your boss (a new boss or your current boss that has not changed). This also applies to new teammates! What are the strengths in the people you see around you? Who volunteers to help? Who asks questions when others will not? Ryan shares a story about 2 peers who on the surface seemed to disagree a lot but ended up making each other better (and smarter) by often taking opposing sides on a topic. When one of them left the company, the other person missed getting that perspective and intellectual challenge. Ryan suggests we pay attention to the personalities of team members and the kinds of questions they ask. If a specific teammate tends to do all the talking in meetings, find ways to enable others to speak up who have valuable perspectives but may be quieter. This at its heart is about upleveling others. We can do that when we join a new team, but we can also do this for former teammates by keeping in touch with them over time. This could apply to former teammates who still work at the same company as well as those who have left the company. Ryan tells us a story about when he first made the transition from working in IT operations to getting hired at a technology vendor in a very different role. “It's very different being face-to-face as a consultant, face-to-face as a vendor. And I had a buddy. He started going back 11 years almost to the day here. We were each other's lifeline…. He would have a bad day, and he would call me. Most of the time I was just there to listen…. And then the next week it was my turn, and I would call him…. So having a buddy in these change situations I think is a great piece of advice.” – Ryan Conley It can be easy to fall out of touch with people we no longer interact with on a daily or weekly basis. This takes some effort. We've met people who try to setup a 1-1 with someone in their professional network once every 1-2 weeks. Ryan has a tremendous amount of empathy for others who have recently had a child, for example. We can buddy up with specific professional or life experience and take the opportunity to learn from them. Ryan refers to building an “alumni network” of people you want to remain close with over time. While this helps build our own set of professional connections, we can do this by mentoring others as well (a chance to give back, which is usually much less of a time commitment than we think). Ryan has mentored a number of new college graduates and managed to keep up with their progress over time. Listen to the way he describes the career progression of his mentees and the long-term relationships it produced. We might be mentoring others (on our own team or beyond). This could act as relatable experience for a future role as a team lead or people manager, but highlighting this experience to your manager is something you should do in those career conversations. In those 1-1s with your manager you are asking how you are doing but also how you can do better. Sometimes that means doing more of something you have done in the past. Ryan reminds us that the journal is a tracking mechanism for specific actions and their impact. Whether it's mentoring or helping the manager with hiring or candidate evaluation, be sure to track it! There might be a gap in expertise on your team that you can fill (either because you have a specific skill or because you learned a new skill to fill that gap). When joining a new team, do some observing and stay humble before you declare there is a gap and that you are the one to fill it. Ryan says we can raise gaps with our manager. For example, maybe there is only one person on the team who knows how to do something. Could you pair with that person and cover them while they are on vacation? “I think it goes back to recognizing that you cannot learn it all and then revaluating…what do I need to learn? So, there's certain functions that you have to know how to do, and that's where your manager's going to help you set those expectations…. We're in technology, so as a technologist, what do you want to learn? What do you want to do more of? And that could be a gap that you see, and you have that conversation….” – Ryan Conley If there is not an opportunity at work to learn what you want to learn (i.e. your manager might not support you doing more of specific work, etc.), you can learn it on your own time and then re-evaluate longer term what you want to do. 59:46 – Shifting Job Roles or Job Level Changes We talked about this a little bit earlier. Maybe you stay an individual contributor, move into leadership, or change leadership levels entirely within an organization. Ryan talks about the new expectations when you change your daily role. There are expectations we put on ourselves and those expectations put on us by our leaders. There are both opportunities and challenges. Ryan shares that he has been approached in the past to lead a team, but when this has happened, he took the time to think through what he wanted (his career ladder, his motivations, and his desired focus). “Leading people is not something that I want to currently focus on. I know what I'm motivated by. I'm a technologist at heart. I want to keep learning, and I personally like the technology that I'm focused on right now. And it's not that leadership would necessarily remove technology entirely…. It's just it would be a different focus area. And I think in your career journey it's worth just kind of keeping tabs on where you're at in your career (the ladder of change that we keep mentioning, that lifecycle)…. Do you want to go up the ladder as part of your lifecycle and get into a management role? I think mentorship can be very fulfilling. I think leading people can be very fulfilling. But in my case, I've decided I still want to stay an individual contributor. There's still aspirations that I have there….It's ok to say no is really what I'm getting at…. Really think about the job that you're in at the company that you're in. What are the opportunities within? What motivates you? And stay true to that.” – Ryan Conley Ryan has said no to being a people leader as well as to technical marketing roles. He had a desire to get through the principal program. He encourages listeners to think about whether they would be happy in 1-2 years if they took a new role before making the final decision. Nick mentions the above is excellent when you have the choice to take a new role. But what if it's forced on you as the result of an organizational change? We can recognize where we are in the career lifecycle even if an organizational change places us in a new role that was not our choice. Make sure you understand what the new role is, and think about how you can align it with where you are in the career lifecycle (including the goals you have and the things you want). Nick had a manager who encouraged his team to align their overall life purpose to the current job role or assignment. In doing this, it will be easier to prevent intertwining your identity with your job or your company. We may have to put out heads down and just do the work for a while. But maybe there is an opportunity to align with the things you want and the type of work you want to do which is not immediately obvious. In this job market, if you are employed, be thankful and do a great job. Ryan hopes listeners can think back to an unexpected change that happened which led to new opportunities later. “Pause, recollect, align your focus with your new manager, align your focus with either the changing mission statement or the current mission statement…. What is fulfilling you personally (your own internal values)? If they are being conflicted, I think there's a greater answer to some of your challenges, but they're not being conflicted how can you be your best self in a company without the company being all of yourself? …The cultural identity of the workplace and the home can sometimes be a little too close, a little to intertwined…. Maybe you're just way too emotionally invested in your day job and it's just a good moment to reset…. What is your value system? Why? And then how can you be your best self in your workplace? And I think far too often we want to have our dream job…. ‘A dream job is still a job. There are going to be days when it is just a really difficult day because it's a really difficult job. It's still your dream job, but every job is going to have a difficult day.'” – Ryan Conley Every job will be impacted by some kind of organizational change multiple times throughout your career. 1:06:18 – Parting Thoughts Ryan closes with a funny anecdote about a person who worked on the same team as him that he never had the chance to meet in person. In this case, the person invested more in their former team than meeting members of their new team. Maybe a good interview question for those seeking new roles could be something about organizational changes and how often they are happening at the company. Ryan encourages us to lead with empathy in this job market and consider how we can help others in our network who may be seeking new roles. Ryan likes to share job alerts on LinkedIn and mentions it has been great to see the formation of alumni groups. “Share your rolodex. Help people connect the dots. And lead with empathy.” – Ryan Conley To follow up on this conversation with Ryan, contact him on LinkedIn. Mentioned in the Outro A special thanks to former guest Daniel Lemire and listener Megan Wills for sharing thoughts on organizational change that we were able to include in this episode! Ryan told us we can lead with empathy when helping others looking for work in this job market, but Nick thinks it's empathy at work when we're asking a new boss or team member how we can help. If you want to bring more empathy to the workplace, check out Episode 278 – Uncovering Empathy: The Greatest Skill of an Inclusive Leader with Marni Coffey (1/3) in which guest Marni Coffey tells us about empathy as her greatest skill. It's full of excellent examples. If you're looking for other guest experiences with organizational change, here are some recommended episodes: Episode 210 – A Collection of Ambiguous Experiments with Shailvi Wakhlu (1/2) – Shailvi talks about a forced change of role that was actually an opportunity in disguise Episode 168 – Hired and Acquired with Mike Wood (1/2) – Mike Wood's company was acquired, and the amount of travel went up soon after to increase his stress. Episode 169 – A Thoughtful Personal Sabbatical with Mike Wood (2/2) – Mike Wood shares another acquisition story that this time ended with him taking a sabbatical. Episode 84 -Management Interviews and Transitions with Brad Pinkston – Brad Pinkston shares what he likes to do when working for a new boss. Contact the Hosts The hosts of Nerd Journey are John White and Nick Korte. E-mail: nerdjourneypodcast@gmail.com DM us on Twitter/X @NerdJourney Connect with John on LinkedIn or DM him on Twitter/X @vJourneyman Connect with Nick on LinkedIn or DM him on Twitter/X @NetworkNerd_ Leave a Comment on Your Favorite Episode on YouTube If you've been impacted by a layoff or need advice, check out our Layoff Resources Page. If uncertainty is getting to you, check out or Career Uncertainty Action Guide with a checklist of actions to take control during uncertain periods and AI prompts to help you think through topics like navigating a recent layoff, financial planning, or managing your mindset and being overwhelmed.
On this Summer Special, Lottie, Hayden and Nick discuss ways to use technologies more ethically. We will have one more Summer Special next Sunday Jan 18. Normal Freedom of Species programming will resume on Jan 25. Music: Spotify loves ICE by Dope Knife. Heavy Foot by Mon Rovia. Robot Writes a Love Song by PUP. Links: Book: 'Cobalt Red: How the Blood of the Congo Powers Our Lives' by Siddharth Kara (request it from your local bookstore or library). Listeners in the US can tell Congress to co-sponsor the Living Wage for Musicians Act! https://actionnetwork.org/letters/tell-congress-co-sponsor-the-living-wage-for-musicians-act/ - Guide to buying refurbished devices: https://www.trade.com.au/blogs/blog/best-refurbished-phones-australia - Guides to recycling your phone: https://www.trade.com.au/blogs/blog/mobile-phone-recycling https://www.trade.com.au/blogs/mobile/how-to-protect-personal-data-before-selling-old-phone - Donate phones to DV Safe Phone: https://dvsafephone.org/donate-phones - Donate laptops to Glee Givers: https://gleegivers.au/donate - Recycle phones at Mobile Muster: https://www.mobilemuster.com.au/ Main brands to avoid: ️- Meta (Facebook (messenger), Instagram (messenger), WhatsApp) - Google (Chrome, Drive, Docs, Photos, YouTube, Maps, Translate) - Microsoft (Office, e.g. Word, Excel, etc., OneDrive, Edge browser) - Apple (Safari browser, Apple Music, Apple podcasts) - Amazon (Audible, Kindle, Goodreads, IMDB) - X/Twitter - Spotify - Honourable mentions: OpenAI (ChatGPT), Uber, Netflix Alternative apps and programs: *This is a snapshot of alternatives Lottie is using that appear more ethical as of Jan 2026. The sites linked further below offer more comprehensive options for you to research and try out: - Messenging app: Signal, ️Telegram - Email: Proton (also offer authenticator, VPN, wallet) - Social media: Bluesky, Mastodon - Photos and storage: Proton, Ente - Documents: Proton (currently beta) - Browser/search engine: DuckDuckGo, ️Ecosia, ️Firefox - Music: Qobuz - Podcasts: Podcast Addict - Audiobooks: libro.fm Your local library (e.g. through Libby, BorrowBox) - Translate: Lingva - Maps: OsmAnd - Calendar:️ Proton - Books: Find your local bookshop (https://www.bookpeople.org.au/find-a-bookshop/), Request books from your local library,️ Kobo ereader and ebooks - Reading journal: StoryGraph Resources: - The Opt Out Project: Guides to leaving Google and protecting your privacy (https://www.optoutproject.net/welcome-to-the-opt-out-project/) - Roots of change - Sam Chavez. E.g. A guide to leaving Google (https://knurdology.com/podcast/de-googling-our-lives-movements-a-digital-revolution-with-stone-cairns/) - Liminal Works. E.g. Alternatives to Google and Microsoft suites (https://www.liminal-works.org/blog-announcements/replatforming-the-movement-ethical-providers-rubric-apr2025) - Brian Merchant - Blood in the Machine substack. E.g. A guide to leaving Spotify (https://substack.com/@bloodinthemachine/p-179993332) - Paris Marx - Disconnect. E.g. Alternatives to US tech companies (https://disconnect.blog/getting-off-us-tech-a-guide/) - Privacy Guides. Companies deemed to have the best privacy for different products (https://www.privacyguides.org/en/tools/) - Rise Against Big Tech (https://riseagainstbig.tech/tech/) - May First (https://mayfirst.coop/en/audio/cutting-the-cord-experiences/) - Electronic Frontier Foundation (https://www.eff.org/pages/tools) - Boycat. Companies to boycott to support DRC, Palestine and Sudan, and divest from the USA (https://boycat.io/
Ring Around the Moon. Season 1, Episode 19. First broadcast Thursday 15 January 1976. This month, the people of the mythical planet Triton are so (understandably) keen to avoid any contact with the human race that they send a large yellow lightbulb to capture the Moon and to issue urgent demands for the entire contents of the base's OneDrive. These demands mostly involve abducting Helena and inserting things into her brain, giving Barbara the chance to try out a bewildering array of new facial expressions.
Common Man Progrum HOUR 1 --OneDrive -- United We Run– Wolves
Common Man Progrum HOUR 1 --OneDrive -- United We Run– WolvesSee omnystudio.com/listener for privacy information.
Common Man Progrum HOUR 1 --OneDrive -- United We Run– WolvesSee omnystudio.com/listener for privacy information.
Welcome to Episode 418 of the Microsoft Cloud IT Pro Podcast. In this episode, Ben sits down with Cat Schneider during a lively conference to discuss a variety of topics, focusing on the theme of “anti-AI.” They reflect on life and technology before AI became prominent, sharing tales of conferences, hackathons, and explorations of older tech solutions. They also discuss some of Cat's adventures in SharePoint and Power Platform, including managing SharePoint permissions with flows, the challenges of migrating file shares to SharePoint, syncing issues with OneDrive, and practical uses of Power BI for troubleshooting and managing SharePoint data. Additionally, they dive into humorous conference anecdotes from the inaugural Workplace Ninjas US, including accidental late-night adventures. Cat Schneider is an experienced data specialist and Power Platform, SharePoint, and Teams enthusiast with a demonstrated history of innovation for almost 15 years in the public sector. Cat is skilled in Microsoft-based applications, quality assurance, and databases. She is a strong community and social services professional with a Bachelor of Science (B.S.) in Biology from Florida State University. In addition to being a self-taught coder with a never-ending thirst for learning more—and helping others learn and improve their coding skills—she is also co-leader of the Power Platform UX/UI and Accessibility (A11y) Global User Group. Your support makes this show possible! Please consider becoming a premium member for access to live shows and more. Check out our membership options. Show Notes Cat Schneider on LinkedIn Yer a wizard, Cat! Cat on GitHub About the sponsors Would you like to become the irreplaceable Microsoft 365 resource for your organization? Let us know!
The boys discover Jura and their wheel to describe the full range of whiskies. They compare it with different SharePoint elements, techniques and ingredients to put in the cauldron and to make new potions!
Marijn makes a total arse of himself at a whisky tasting. Because why not. The boys are talking about undiscovered gems in SharePoint,which they uncover in an old-school method.
Bring AI agents directly into your daily workflows with Microsoft Agent 365. Agents have their own identity, email, OneDrive and Teams presence, and collaborate just like coworkers. Onboard agents, give them the policies and knowledge they need, and let them work in parallel with you to handle procurement, approvals, research, and updates using the same Microsoft 365 tools you already rely on. As your use of agents grows, keep full visibility and control. Track every action, understand their impact across your organization, govern permissions with least-privilege access, and manage all agents from a single unified control plane. Jeremy Chapman, Microsoft 365 Director, shares how you can adopt autonomous agents at scale with confidence, security, and clarity across your business. ► QUICK LINKS: 00:00 - Microsoft Agent 365 01:04 - Agent capabilities 02:48 - Visualize the agent's impact 03:23 - How it works 04:48 - Agent 365 control plane 07:31 - Zero in on risks 08:18 - Agent map 09:10 - Wrap up ► Unfamiliar with Microsoft Mechanics? As Microsoft's official video series for IT, you can watch and share valuable content and demos of current and upcoming tech from the people who build it at Microsoft. • Subscribe to our YouTube: https://www.youtube.com/c/MicrosoftMechanicsSeries • Talk with other IT Pros, join us on the Microsoft Tech Community: https://techcommunity.microsoft.com/t5/microsoft-mechanics-blog/bg-p/MicrosoftMechanicsBlog • Watch or listen from anywhere, subscribe to our podcast: https://microsoftmechanics.libsyn.com/podcast ► Keep getting this insider knowledge, join us on social: • Follow us on Twitter: https://twitter.com/MSFTMechanics • Share knowledge on LinkedIn: https://www.linkedin.com/company/microsoft-mechanics/ • Enjoy us on Instagram: https://www.instagram.com/msftmechanics/ • Loosen up with us on TikTok: https://www.tiktok.com/@msftmechanics
Security, security, security. In your law firm's tech package, there is probably no more important word than security. Your clients depend on it. Your business depends on it. You and your firm can get hacked. It happens. Bad people want to get into your firm. They can dig through your email. They can get into your Microsoft 365 One Drive or Google accounts. Guest Adam Alexander, president of the Orlando-based IT firm Internetwork IT, explains two recent breaches, how they happened and how much damage hackers can do. Once inside, hackers can hold your business – and your reputation – for ransom. The scary part? While evil doers are worming through your data, you may not even know it. In this important episode, even if you think you know all about security, take a moment to get your head around the latest threats and safeguards. What's an admin account? What's two-factor authentication? Who holds the key to your kingdom? If you haven't thought about this for a while, today's the day. Questions or ideas about solo and small practices? Drop us a line at NewSolo@legaltalknetwork.com, Topics: Cyber security should be your firm's top priority. If you think your firm is “too small” for hackers to target, you could be in for a nasty surprise. Authentications, password management, and encrypted emails are the rule, not the exception. Security is everybody's business. The tools you probably use today, including Microsoft and Google, include advanced security options. How to take advantage of them. Mentioned in This Episode: Previous appearance on New Solo, “AI And The Evolving Security Threats (And Protections)” Previous appearance on New Solo, “The Microsoft 365 Special: Your Questions, Expert Answers” Microsoft 365 Microsoft 365 Premium Microsoft Defender Threat Intelligence “Set up multifactor authentication for Microsoft 365” Google OAuth 1Password RoboForm American Bar Association, “Insurance Strategies to Mitigate AI and Cyber Risks” Clio ABA Techshow 2026 Clio Cloud Conference 2026
Most manufacturers don't have a positioning problem. They have an implementation problem. In this episode of IMC Live, Gorilla 76's Peyton Warren and Allen Fennewald sit down with Brendon Forrest to explore why messaging often falls flat inside manufacturing organizations — and how marketers can finally put their positioning to work. You'll learn how to spot alignment gaps, build a feedback loop with sales, and turn a dusty one-pager into messaging that actually drives better conversations, better leads and better results. Whether you're updating your homepage, refining your sales deck or trying to get your internal team on the same page, this conversation is packed with practical steps you can use immediately. We cover:
Security, security, security. In your law firm's tech package, there is probably no more important word than security. Your clients depend on it. Your business depends on it. You and your firm can get hacked. It happens. Bad people want to get into your firm. They can dig through your email. They can get into your Microsoft 365 One Drive or Google accounts. Guest Adam Alexander, president of the Orlando-based IT firm Internetwork IT, explains two recent breaches, how they happened and how much damage hackers can do. Once inside, hackers can hold your business – and your reputation – for ransom. The scary part? While evil doers are worming through your data, you may not even know it. In this important episode, even if you think you know all about security, take a moment to get your head around the latest threats and safeguards. What's an admin account? What's two-factor authentication? Who holds the key to your kingdom? If you haven't thought about this for a while, today's the day. Questions or ideas about solo and small practices? Drop us a line at NewSolo@legaltalknetwork.com, Topics: Cyber security should be your firm's top priority. If you think your firm is “too small” for hackers to target, you could be in for a nasty surprise. Authentications, password management, and encrypted emails are the rule, not the exception. Security is everybody's business. The tools you probably use today, including Microsoft and Google, include advanced security options. How to take advantage of them. Mentioned in This Episode: Previous appearance on New Solo, “AI And The Evolving Security Threats (And Protections)” Previous appearance on New Solo, “The Microsoft 365 Special: Your Questions, Expert Answers” Microsoft 365 Microsoft 365 Premium Microsoft Defender Threat Intelligence “Set up multifactor authentication for Microsoft 365” Google OAuth 1Password RoboForm American Bar Association, “Insurance Strategies to Mitigate AI and Cyber Risks” Clio ABA Techshow 2026 Clio Cloud Conference 2026 Learn more about your ad choices. Visit megaphone.fm/adchoices
Do you enjoy property management? It's often a thankless industry, and it's easy for property management business owners and their team members to become unhappy and burnt out. In this episode of the #DoorGrowShow, property management growth expert Jason Hull sits down with Ashleigh Goodchild, the voice behind PM Collective, to explore what it really takes to build a property management career that you can enjoy. You'll Learn [01:06] Importance of Having Support [08:01] Community-Led Learning for Property Managers [15:07] Structured Management vs. Random Leadership [21:36] People-Centric Property Management [32:41] Making the Invisible Visible Quotables "There's so much help available out there. And a lot of times we just don't ask as entrepreneurs." "The slowest path to growth is to do it alone." "A lot of people don't actually see what we do. And I think that's where you've got the opportunity." Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive Transcript Ashleigh Goodchild (00:00) Generally churn rate and loss rate for businesses can range anywhere between 15 and 30%. Our office is sitting at about 5%. we've got 1200 doors, to have that 5 % churn rate actually considered really great. Jason Hull - DoorGrow (00:05) Yeah. Welcome everybody. I am Jason Hull, the owner and founder of DoorGrow, the world's leading and most comprehensive coaching and consulting firm for long-term residential property management entrepreneurs. For over a decade and a half, we have brought innovative strategies and optimization to the property management industry. We've talked to thousands of property managers, helped them add hundreds of doors, help them increase profit, simplify operations, get themselves out of the business more and more. And we believe the good property managers can change the world and that property management is the ultimate high trust gateway to real estate deals, relationships and residual income. We are on a mission to transform property management business owners. and their businesses. want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. Now let's get into the show. So my guest today is Ashleigh Goodchild. Welcome. She's the voice behind PM Collective, the art of property management. together, we're going to explore what it really takes to build a property management career that you can enjoy covering the balance between structured management and random leadership, how to create workplaces people actually want to stay in, and Ashleigh's vision for a more human, less transactional industry. So Ashleigh, welcome to the show. Ashleigh Goodchild (01:35) Thank you so much for having me. Jason Hull - DoorGrow (01:37) So let's give us a little bit of background on you for those that don't know you yet, that maybe you're listening. How did you get into entrepreneurism? How did you get into doing what you're doing now? Give us some of the backstory. Ashleigh Goodchild (01:52) Yeah, so I started real estate back when I was 18 and like many people just falling into it and I was placed into an office that had a business owner, one was an air hostess and one was a pilot and really had no idea of how to run the business. So at that age of 18 and not knowing any better, I just jumped straight into the business and started helping them quite a lot. And then As I went on in my career, I then started my business, SoCo Realty, when I was 23. So I've had that business for 20 years and I've had a very blessed property management and business ownership life. I do say though that when I was 23 and when I started the business, I don't think it would have mattered what I was doing. It wasn't actually about the property management. It was actually probably about business ownership that I was drawn to. And I think I always say, even if I was a hairdresser at 23, it would have been a hairdresser shop that I opened up, just happened to be working in property management. So I've been running that and I've had a very blessed property management life. I always feel a little bit guilty when people talk about the roller coaster of their property management businesses, because I don't feel like I've had that. Or if I have, I sort of feel like maybe I just didn't sweat the small stuff. And so that led me into... Jason Hull - DoorGrow (02:50) Yeah. Yeah. Ashleigh Goodchild (03:10) running and founding PM Collective, which was bringing in a peer-to-peer mentorship and training Australia-wide where we run 200 coffee and conversations every year. And we really support each other in the industry just by that casual learning from each other. Jason Hull - DoorGrow (03:27) That's awesome. So they're getting together, hanging out with each other, sharing ideas, and you're kind of the facilitator in this. Ashleigh Goodchild (03:35) Yeah, we do it Australia wide. have loads of hosts around Australia. So other people like myself who want to give back. So it's a great opportunity for people to give back. We've actually run a couple over in the US as well. And we have just had one in New Zealand. So the idea is that it allows people in the industry who have been in for a long time, like I said, to give back to the industry and help the the younger ones that are coming in to really learn to enjoy the career as well. So it's really great. Jason Hull - DoorGrow (04:04) Yeah, you know, it's amazing how much help is available and how willing people are to help. Yeah, I'm reading a book right now by Simon Squibb, I believe is his name, something like that. And it's it's about like following your dream and having a dream. But he said he created an organization that. I guess over in the UK, but he created this organization that allowed people to either help. fun people's dreams or for people to get their dreams launched. And he said that they had way more people. He thought everybody would be wanting to get the dream and their own dream met. He said they had way more people offering to help those that had a dream. And so, and he was talking about how much help is available. So. There's so much help available out there. And a lot of times we just don't ask as entrepreneurs. know, there's this funny thing that when we start out as an entrepreneur, we've kind of come through this whole world where we're such a minority, because most people on the planet are not entrepreneurial currently. And so we get a lot of feedback that we're weird or that we're different or that we're strange. And so we learn to kind of isolate. We start to recognize, I'm different and there isn't a lot of help or support. which is kind of an inaccurate viewpoint, but we kind of view ourselves as an island. And then we start our journey as an entrepreneur and we usually think we're gonna do it all ourselves. We're gonna read the right books and watch YouTube videos and we wear it as a badge of honor. I'm gonna get this thing started and do it all alone. that's, as I say at the end of my podcast each episode, that's the slowest path to growth is to do it alone. Ashleigh Goodchild (05:40) I think as well, like we find that a lot of people are really great at their jobs. They're either, you know, great property managers, great BDMs, and they have people around them that say, you know, you're so good at what you do, you should go open up your own business. And I don't think people actually realize there is, it can be really hard to start your business. I mean, you've got the logistics side of things, but you just assume the phone's going to keep calling and start calling as soon as you're out on your own. Jason Hull - DoorGrow (06:02) Yeah. Ashleigh Goodchild (06:09) And I think that that's one of the biggest things that I see people underestimate. And so to be able to give them that support and not be forced to sell their business because it's just got too stressful. I've got one of my clients where she had her own property management business when she was in her twenties. And she ended up selling it because it was just too much to handle at that age. She didn't have the support, you know, 10, 15 years ago. Jason Hull - DoorGrow (06:14) Yeah. Yeah. Ashleigh Goodchild (06:36) And I remember her saying, I wish PM Collective was around because I wouldn't have sold my business. But now I can have the stamina for my business because I've got that support around me. So I think that that's where I'm seeing a really big gap. people who think, you know, people who are great at their job, which means that they think they're going to be great at business ownership, which is not always the case as well. Jason Hull - DoorGrow (06:57) Yeah, there's a great book on that exact subject. It's called the E-Myth, the E-Myth Revisited. And in this book, E is entrepreneur, it's entrepreneur myth. And basically the summary of the whole book is if you think you, if you've learned how to do the technician level work, you like you have learned how to bake really great cakes. The myth is that now you think, well, I could go start a business and start a bakery making cakes. But a business involves a lot more. A business involves marketing, sales, accounting, you know, a lot of different stuff that is outside the skill set of baking a cake. And so the same thing with property management. Some people are like, I've managed properties for a while, or I've done business development for a property management company, done sales for a while. And they think I could now go start a business doing this. And that's the technician level work. That's not the business ownership type of stuff. then that's where things get a little more difficult. Yeah. Ashleigh Goodchild (07:57) read that book it's actually a really great one for newbies in the business. Jason Hull - DoorGrow (08:01) Yeah, yeah. So yeah, I love that. So how does the PM collective work? How are you getting people together? How do you facilitate this? What does a typical meetup look like? How do you make these connections? Ashleigh Goodchild (08:13) Yeah, so we very much just have hosts that reach out to us and they see a gap in their location. And then they just give me, they have to give me three dates, times and locations. And I just set them up online for them. So it's relatively easy for the host. Everyone just rocks up. It's very, very casual. They grab their own coffee, they take a seat and the host is there just to sort of welcome everyone and sort of facilitate it to a certain point. We have the groups, they can range anywhere in size between four people to 20 people. And to be honest, even the groups of four, I find are so important because I find that the intimate conversations are so much stronger in those small groups and people really open up. And the conversation could be about anything. It could be about... certain products that we're using. might be about some subscriptions. It might be about what's currently not working, what demos we've had, what problems we've had. And I find in that smaller group, people definitely open up a lot more and get that real, really good support that they need. Sometimes it's we chat on a personal level. Again, that comes down to people that are personally happy, I believe make the best. employees and their best employers. And it's really important that we look after people's personal state and having those personal conversations and those opportunities to vent, think are incredibly important in that environment as well. And then we have a big mixture. So we've got some groups where we get a lot of BDMs come along, some where it's just the solo printers, some where it's the referring partners, they sort of just all find their own vibe. But one of the biggest things that has been really important is that consistency. So knowing the for the public to know that we're going to show up every single month at this location. And we're here if and when you need us. That consistency is really important. So really casual, you don't need to buy a ticket or anything like that. And I think that really what's made them successful though is that consistency. Jason Hull - DoorGrow (10:15) Got it. So is how does the PM collective have the bandwidth to facilitate this? How do you guys make money? How does that work? Ashleigh Goodchild (10:23) So we don't, we sort of run it as a bit of a not-for-profit, even though it's not registered as a not-for-profit. So the purpose is very much community-led learning. And I guess on a personal level, I run my own business, my own real estate business. So for me, that's my bread and butter, and this is really what's considered my passion project. So this is sort of more my legacy, I guess. And, you know, I've got the time and the energy. Jason Hull - DoorGrow (10:27) Okay. Ashleigh Goodchild (10:48) to and the love to do it. So that's what I do. We have got great sponsors who help support our podcast and cover the cost for the membership and things like that. And we've got a membership base, which would be say, I guess on the smaller medium size. And over time that will grow. But for now, the support is really where it's at and we're driven by that with no need. for any strong monetary value coming through at the moment. That might change in 10 years, but for now and the last five years, it's been perfect. Jason Hull - DoorGrow (11:19) Well, mean, it sounds like the people that are really giving to this community like yourself probably have some of the healthiest businesses because the people that are in over their head don't have time to go hang out or go to lunch or to meet up with people. so, you know, that, and that, you know, that allows people to come in that maybe they're are struggling to meet and hang out with people that are in a healthier place and kind of lend them a hand up. Right. So. Ashleigh Goodchild (11:32) No. It's interesting because in Australia, we've got what we call CPD points. don't know if you've got them, where they're like compulsory development points that you've got to do to hold your registration. and our events, they are not CPD registered, which means that people don't come along because they are coming because they just have to be registered and they just have to do so many points. They come because they actually want to come along. Jason Hull - DoorGrow (11:57) Okay. Yeah. Ashleigh Goodchild (12:12) And I think you'll find that that has made a massive difference with the vibe. Like we had an event the other night, because we sort of run the separate events as well. And, you know, everyone comes along, they're catching up, they haven't seen each other for a couple of months. And it really feels like someone's birthday party. But the important thing is that people are there because they want to, not because they're going to get a CPD point attached to it. And you really can feel that difference in the vibe. Jason Hull - DoorGrow (12:37) Got it. Okay, well, let's take, I'm gonna do a quick word from our sponsors. This will be relevant. If you are a property management business owner, you're tired of getting tangled up in numbers, KRS SmartBooks has your back. They specialize in property bookkeeping for small to mid-sized managers who'd rather focus on, well, managing. So with over 15 years of experience in real estate, accounting, they're pros in Appfolio Yardi and all the top property software. Trust them to make your monthly reports hassle free so you can get back to what really matters running your business. Head over to KRSbooks.com to book your free discovery call. And so maybe that'll help you have a little more time to get back to the property management community. All right. So back to what we were talking about, Ashleigh. I love, I love this idea. I love that you've facilitated this vehicle for everybody to get together. You just, resonate positivity and I'm sure that kind of sets the tone for the group that people are kind of attracted to. And I've been part of groups where the leaders are very positive and it's just a different category and group of people. There's a lot of people that are helpful, positive. I'm in masterminds like that. And then there's others where the leader is more kind of like a dictator cult leader and like, it's just a very different environment. And there's a lot of guilt and a lot of shame and stuff like this, right? and, I've been in some men's programs and things like that that were like that. And it's just, you know, it's a totally different environment. So you've created, and so this is really, I think a strong Testament to you. How many, how many people are involved in this throughout Australia and beyond. Ashleigh Goodchild (14:13) should know the answer to that and I don't. And I would probably say there would be around 20 hosts around Australia. So 20 people, have started having visionary leaders in each state and to help sort of help me control the states. But yeah, about 20 hosts. But then like I've got, for example, an audio summit coming up. Jason Hull - DoorGrow (14:21) Wow, OK. Yeah. Ashleigh Goodchild (14:37) And that's got 17 leaders in Australia doing an audio summit for me. And we're doing 17 days of tips and tricks. So there is a lot of people that make up all of this, a lot of other coaches and trainers that give their time and their knowledge as well to it. So it really is a big project. in total, I'd say there's probably about a good 40, 50 people from coaches, trainers, leaders. who facilitates some sort of knowledge base for me on all these events. So pretty lucky. Jason Hull - DoorGrow (15:07) So describe to me the difference between structured management and random leadership. Ashleigh Goodchild (15:13) Yeah, so that's something that I practice inside my real estate at SoCo. And one thing that I've learned from other people and other leaders is when we do, obviously you need structured management, in terms of processes and procedures and all of that, and that's fine. But when it comes to leadership, sort of what you talking before about the dictatorship, I feel like I probably practice servant leadership a lot more. practice servant leadership at SoCo, which is the real estate, and I practice servant leadership in PM Collective. And very much I do picture myself or feel that I'm a leader from the bottom and that you just tell me what you need and I will deliver it for you. So I do that both in PM Collective and SoCo. And that's where the support comes from. The random leadership, I think, has been something that has really helped me keep long term staff. I'm known in the industry for having a long term team. anywhere between sort of seven years and 15 years average for property managers, which is great. And one of the things I would say have helped me and I have to say I haven't done this on purpose. It's just the way that I've done it. And I now I reflect back on it. I can see how it's worked. And if we were to every single year, give our team a Christmas bonus every single year, they're going to expect that. And if one year you don't do it because you can't afford it or something's changed, people are going to start getting a little bit ticked off because it's like, where's my bonus? get one every year. And I think the same goes with the Jason Hull - DoorGrow (16:52) become expected. Ashleigh Goodchild (16:54) very much expected. And I think when we start getting, creating expectations with our team, that's when we can start getting a little bit of conflict. And I've seen it in a lot of agencies. So where I, I, I think what I think works really well is things like we might as an office randomly buy someone a coffee, or we might just randomly say, Hey, let's go out for lunch, or randomly, we'll do a Christmas bonus randomly. We might shout everyone a voucher for a massage. All of those random things mean so much more to your staff and they appreciate it so much more. Even if it was that $5 coffee or that random walk or that random time that you're giving, I just find that that doesn't set up expectations and people appreciate those little things a lot more. And like I said, it's not something that I went and said to myself, this is how I'm gonna manage my team. It's something that I just did naturally, probably because I'm a little bit scatty and I probably was, you know, not very good at keeping things consistent. But now that I look back on it and I can see that that 100 % has played a massive part in creating a really healthy long-term team. Jason Hull - DoorGrow (18:07) Yeah, that makes a lot of sense. know, yeah, giving gifts means a lot more or giving experiences or doing things means a lot more than, you know, than just a bonus that they're expecting at the end of the year. And most people aren't actually money motivated. BDMs usually probably should be a little bit and maybe entrepreneurs, but that's the mistake entrepreneurs make is that we assume everybody else likes money as much as we do. A lot of times. And so we try to bonus people or reward people or motivate people with money. And a lot of times that backfires. And because most people aren't money motivated or money driven, know entrepreneurs listening right now are like, what? That makes no sense. I don't understand it, but yeah. Ashleigh Goodchild (18:48) I think a lot of businesses as well, they try to manage their team by textbook and you know, the textbook says, we should give people their birthdays off or a textbook says we should, you know, we should do a bonus at Christmas or whatever it might be. But I think, you know, really getting to know each person and I know who in my team values me sitting down and talking to them and asking them how their weekend was. However, if I went and did that to someone else in the team. That'd be like, you just go away. I'm trying to work here. And I, I, I, yeah, I know what, what each person needs to be happy. One thing that I found more recently is that if your team can have a hobby, that is probably the biggest thing to create a happy team and hobbies prevent burnout. And I think that when we get a lot of people in the industry where all they do is work and family, work and family, they don't have anything in between. And so like one of my girls, she loves to play golf. She really young girl, 21 years old, plays golf semi-professionally. And she had asked whether she can start having some private coaching on Tuesday afternoons. So she was going to come in a few hours early. And I was like, absolutely no problems at all. Because if I give her that Tuesday afternoon off to go play golf, there's something else that she loves. I just find that, you know, people have to have other things they love just besides, yeah, besides the work and family. And that's something that I feel like I really try to encourage with everyone in industry is find a hobby if you're feeling stressed. And you know, and a hobby is not, you know, reading a book or something like that. It's actually like playing pickleball or netball or coaching a team or it's something specific. Jason Hull - DoorGrow (20:37) Got it. OK, so you're encouraging team members to have hobbies. And that allows them to maybe have a little bit more to bring to the table in terms of energy and life, it sounds like. Yeah. Ashleigh Goodchild (20:42) 100 % Yeah, yeah, it just allows them to enjoy enjoy work. And like I said before, you've got to have them they need to have a happy home life for them to perform well for your clients. It's really, really important. You can't, you can't have them having a tough personal life at all that's going to affect you and your clients. Jason Hull - DoorGrow (21:10) Got it. Yeah. Yeah. There's a, there's a really good book called giftology by John Rulin. And he talks about the benefit of giving gifts, gift giving, to basically for almost as marketing or do increase referrals or to increase retention. But the same thing applies to team members. These doing these random things, sounds like a really solid idea. And then also encouraging hobbies I think could be really beneficial. So, So explain your vision for a more human and less transactional industry. Ashleigh Goodchild (21:43) So in Australia, have starting to become quite reliant on our offshore staff and our offshore team. And I'm assuming that that's everywhere. Would that be the same with your businesses? Jason Hull - DoorGrow (21:55) Yeah. Yeah, I would say so. There's a lot of people that are hiring VAs in the Philippines or Mexico for sure. Ashleigh Goodchild (22:02) Yeah, I mean, and whether it's part of your business plan or not, you know, I fully respect that. But what we've found in businesses is that by passing on the transactional work to our offshore team, and transactional, mean, collecting the rent, arranging maintenance, sending out inspection letters, you know, all of that sort of admin tasks, we're finding that that's really not where the value of a property manager or business owner is anymore. Jason Hull - DoorGrow (22:19) Mm-hmm. Ashleigh Goodchild (22:31) And so what we need to do is to move our skillset into more of a consulting role. We currently have been doing for a number of couple of years and I teach this a lot to other officers is what we call an annual investor audit. So our annual investor audits, they are 30 minute consults with every client and we are going diving straight into all the holistic side of their property because we need to make sure as a business that our clients are emotionally well and financially well. If they're emotionally and financially well, they're going to keep their investment property. The minute that they're stressed and not making money is the minute that they sell. And obviously that's not what we want in the businesses. So to do that by checking in with them, we are talking to them about any red flags we see with their tenancy with their rent or their inspections. Jason Hull - DoorGrow (23:10) Yeah. Ashleigh Goodchild (23:27) We're talking them through and helping them understand what level of maintenance is considered normal or excessive in their property. If they're not spending enough maintenance, we're talking to them about ideas they've got for future renovations. We're talking to them about what their mortgage rates doing, how are they feeling? Are they positively geared or negatively geared? Is there any circumstance that's coming up in the next 12 months that we should make a note of that might cause them a little bit of stress? We are... Talking about all of those things on a real conversational level and it allows us to pick up trends of what that client's plans are. Are they planning on building a portfolio? Are they planning on selling in six months? Are we going as an office to see a huge wave of clients starting to sell? Is that something we need to protect that, you know, as an asset in our business? And so when we start getting into that consultancy role, it's no different to your accountant organizing a tax planning meeting. you know, in April, for example, that's exactly what we're doing. And we are planting seeds for that client so that they're never surprised when we call them up to say, Hey, your rent's gone backwards, or you got to spend $10,000 on the property. And that has been incredible. It's not only been something that's helped our churn rate. Generally in Australia, churn rate and loss rate for businesses can range anywhere between sort of 15 and 30%. Our office is sitting at about 5%. For it so for a large, a large office with we've got 1200 doors, to have that sort of 5 % churn rate is is actually considered really great. And I do put that down to the annual investor audits. And in addition, though, it allows the business owner Jason Hull - DoorGrow (24:52) Yeah. Ashleigh Goodchild (25:10) to take control of their asset and not to have to maintain that relationship. Because at the end of the day, I'm very passionate about that that client is my client as the business owner. And I need to keep that relationship up. And if I put all of that responsibility onto the property manager and my property manager leaves, I've got a risk that that client is going to follow the property manager. So that's a little bit of my of the importance and responsibility I take as a business owner. So they have been an incredible game changer for retention, but it's also helped uncover new business opportunities because when we've done these for our clients, we've never sort of asked them, do you have any properties? But so many clients have actually said to us, that was so good. Can you do it for my other property? And I'm like, sure. Where's your other property? and got the address and we've subsequently got the business of the because the other agencies weren't doing it. So obviously over time, more offices will start doing it. But that's just a great example of elevating the human side of property management. And we started introducing these in our business, like I said, a couple of years ago, I now teach them to other agencies around Australia. And then as soon as we can get, you know, a really good percentage of businesses, all bringing these in as just a natural part of the business, then we will that's how we see the industry elevate. And then that's just going to be considered a normal thing like checking rent arrears. And so that's really my vision to, to bring in things like that. I've been trialing, I do a lot of like mirroring in the business. So I trial things in my business first. And if it works, I will put it out to the industry. the other trial that I did was, which actually didn't work. And, it was about, I had a junior property manager and we had a lot of clients that we were losing from, from fees from owners being fee driven. And I thought to myself a little bit like a hairdresser. You've got a junior apprentice to cut your hair. You've got a senior stylist or you've got the director. And I thought to myself, I'm actually going to do a fee schedule with a junior rate. So if you want to, if you're fee driven and you want a junior to look after your property with less than one year experience, this is the fee. And if you want a senior, this is the fee. Now I thought that everybody would jump at the junior fee schedule because everyone seemed to be fee driven. What was so interesting is I did this trial for 12 months and I probably had 3%, maybe 2 % of clients actually say, I'll go with the junior fee schedule. Every single person said, thanks, but I think I'll stick with a senior. And I think that that's a great example to showcase that investors do want the experience. They want the peace of mind. And we all thought they wanted cheap fee schedules, but when given the opportunity for the cheap fee schedule with a junior, they didn't take it. So I thought that that was a really good example. Yeah, I know. Jason Hull - DoorGrow (27:49) Mm-hmm. yeah. I could talk about that for an hour. We've tested a lot of stuff on pricing. Ashleigh Goodchild (28:10) But it was just a great test to do. I trialed it, it didn't work. So I've gone to the industry and I've said, given it ago, it hasn't worked. I'm now trialing a second option with fee schedules. And hopefully that works because I just feel like the industry needs to move just from the same fee schedules we've been doing for 20 years. It really is something that needs to be done there. So that's my next mission. Jason Hull - DoorGrow (28:14) Yeah. Yeah, I love it. I love the experimentation. So cool thing about my position is I get hundreds of guinea pigs. And so I do all sorts of testing. And so we could chat about some of that. We've done some fun stuff, but I love the idea of the annual investor audit. call those, we coach clients on that as well. We call those annual portfolio reviews and that's a great opportunity to get more referrals. great opportunity to get more reviews and testimonials. It's a great opportunity to create more connection with the client and to showcase what's invisible to them currently that you're actually doing work. And yeah, and it's going to significantly decrease churn. You mentioned churn maybe between on a lot of companies, maybe being between 15 to 30%. And if you're at 1200 units, I was doing math while you were talking, that would be between 180 to 360 units being lost each year. And so a lot of property managers don't pay attention to what's leaving and they think, well it's infrequent or they're selling their properties or whatever and they're not paying attention to that. They're so focused on how do I get more doors? And sometimes they're losing more doors than they're adding each year or they're just breaking even. And so they've been at the same spot for like a decade sometimes. And they're wondering, why does this feel like a grind? And they're not making progress. And sometimes you have to look at what you're losing and what's your level of service that you have there and how visible is what you're doing to your client? Because if it's not visible, they're going to assume, well, why do I even pay them? They're not doing anything. They're just collecting rent. Yeah. Ashleigh Goodchild (30:15) Yeah, it's like, I call it a, we've got a client success manager. And I think that that's a real missing part in a lot of businesses because we've got the BDM who brings in new business. We've got the property manager who maintains it, but the client success manager actually is what I call a BDM in reverse, because if they can prove your retention, that is growth. So therefore it is still a BDM role. Jason Hull - DoorGrow (30:21) Mm-hmm. Yes. Yeah. Ashleigh Goodchild (30:41) that you've got someone specifically for. So that's a real big missing part. And I think a lot of businesses when they don't have somebody specifically on that role. Jason Hull - DoorGrow (30:52) Yeah, I've been privy to see inside of a lot of different types of businesses and being in a lot of different masterminds. And one of the things that I've seen is that some of the most sales oriented organizations, like companies that they're focused on placing salespeople and hiring salespeople and stuff like this, they always have their best salespeople graduate to be on their client success team. is how they kind of position it. And they call that their second sales team. Because these are the people that get people to re-up or renew or continue on, or to bump up into a higher level program. so client success is your other sales team. their whole job is to decrease churn. Their whole job is to increase retention. So at DoorGrow our client success manager is my oldest daughter. And she does our client success. And she's got the personality for it. She's much more of a feeler than I am. She's much more about community than myself, right? I'm more of a logical thinker in a lot of instances. And so clients just love her. She does a great job. And so everybody should have client success. What's funny is in the property management industry, you hear the phrase property manager, but that's like this mystery sort of title that means a different thing to everybody you ask. And so for some of them, some people think their property manager is supposed to be a BDM also. I'm like, those are... probably different personality types. Some think they're the maintenance coordinator, but then they'll hire a maintenance coordinator and they call somebody else a property manager. so property managers also could be those client success people, the relationship builder. And so that's where it gets confusing is when we're, I hired a property manager. Well, okay, what are you having them do? I always have to ask because it's always different. So I don't know if you've noticed that in Australia, but. Ashleigh Goodchild (32:41) Yeah, and I think as well, like, I like what you mentioned before about how a lot of people don't actually see what we do. And I think that's where you've got the opportunity. Because I remember a long time ago, a client said to me, you know, wanting to negotiate on fees after a couple of years. And he said, you know, your job's easy, you don't, you know, the you don't have to do anything for your money. So therefore, you should reduce the fees. And I'm like, Jason Hull - DoorGrow (32:49) Yeah, it's invisible. Ashleigh Goodchild (33:07) Hold on a second, we've chosen a fantastic, perfect tenant. We do a lot in the background to make it look like we are managing it nice and easily and not creating any stress for you. Do you want me to create a problem tenant so it looks like that I'm doing work so that you can justify the fee? Because the fee is so, is reflective on you finding, it look like that we're having a very easy life. but that's taken a lot of skill and experience to do that. It's just so backwards, isn't it? That the way that they validate our fee, if we have got lots of problems and they think we're not worth our fee when we've got nothing to do and got a perfect tenant, which was the result of us putting it in the first place. Jason Hull - DoorGrow (33:34) Yeah. Yeah, I used to work in IT and one of the things I learned in doing IT and working on computers and networks is that if you make everything run perfectly, they wonder why they even pay you at all. And then I also noticed if there was a problem, they're like, why do we pay this person at all? There's now this problem with the network. so either way, couldn't win. So I learned I had to make the invisible visible. I had to tell them all the time, hey, I just updated this server. I just changed this. This has been improved. That's preventing these problems. And they're like, wow, Jason's on top of this. Jason's making everything run smooth. So I had to learn to be noisy. I worked at Hewlett Packard and I was in Boise, Idaho and I had a boss in Texas. And he would just look at our... he would message us all throughout the day through an instant message app or whatever. He would message us, what are you doing? What are you doing? And I was like, he can't see what we're doing. So I just started changing my status. I allowed you to put a little status, they use some Microsoft app, I can't remember Teams, I don't remember what it was. But I just would update it every day and I would say like throughout the day what I was working on in that moment. Updating this, working on this, doing this, and just what I was doing. And so then he started asking, what's your coworker? doing because we were a two person team that were over a big system. And he was like, what's what's what's Josh doing? Is he working? What's he? So he started to perceive that I was on top of things and working and this other person was lazy and not doing stuff. I'm like, no, he's working too. So yeah, but that's I sold, you know, we've translated that to helping clients make sure you're showcasing the invisible because they can't see it. Otherwise, you have to be noisy. And those annual reviews are a great opportunity to do that because you say Here's how many maintenance requests we've handled that you didn't have to deal with. Here's how much money has been collected. Here's the payouts that we've done to you. Here's all the stuff that we've been taking care of that's prevented you from having to deal with this. Here's how many calls we took. Here's how many tickets we handled. All these vanity metrics justify why they spend the money with you. So I love that you're reinforcing that idea. So for my clients listening. She said, and she's got 1200 doors, which is probably more than some of you. so Ashleigh, what do you feel like people are hearing your low churn rate besides the annual investor audits that you do and maybe having a client success manager. I don't, what, what do you feel like is really significantly reduced the churn rate down to 5%. I mean, that's significant in any business. Ashleigh Goodchild (36:25) Yeah, it would. You've got your audits, it would probably be I think myself being a director of the business who is 100 % active in property management and approachable is a really important word. Clients know that they can call me at any time they know that if one of my property managers is on leave, they can call me to handle anything that plays a massive part. And if I reflect on some of my clients, because we all get clients that, you know, maybe aren't happy with something or a little hiccup has happened, to know that my clients don't just silently leave and say, that happened, not happy, I'm gonna go find someone else. They always contact me first. I actually had one the other day to say, Ash, my property manager is really lovely, but I'm just feeling like I need someone with a bit more confidence. No problems at all. Let me move you to this person. The fact that they approach me first and give me the opportunity and know that they can call me to move them. I just take that with so much privilege because that doesn't happen in a lot of offices. If you're not approachable and your client would rather just leave the property, then bother coming to you because they don't think they're going to get heard. That's going to be a problem. So for me, that is massive. Jason Hull - DoorGrow (37:24) Yeah. Ashleigh Goodchild (37:46) And then probably the final thing, I think that our values really show through, through social media and my presence on social media, the fact that they know me on a personal level, they can see that I've got kids, they can see that I've done podcasts, they can see when I win awards, and embracing our clients on our journey and allowing them to see every part of me as a human being, I think is great. We do an annual an annual drive for a not-for-profit. support DB survivors quite a lot in our business and we promote philanthropic investing. And so the fact that we bring in our clients to be involved in that process by buying their clients, their tenants a hamper for Christmas to strengthen relationships has been a fantastic PR exercise with clients saying, you know, yes, please organize my 10 Christmas hamper and we're just so thankful to be aligned with a business like yours that supports, you know, good causes. It's those little things that I've probably played the biggest part in it, in their retention and client success. Jason Hull - DoorGrow (38:49) Love it. Yeah, I love that. A lot of property managers are so focused and business owners are so focused on thinking, what, how do I get more money? How do I take more instead of like the benefit of being involved in how much trust it would create to be involved in some sort of philanthropy or charity or something that's a bit more outward focus. And, and one of things we are really big on at DoorGrow is coaching our clients on finding a, in building out their client centered mission statement is figuring out. How do you make this vision bigger so that you're having a positive impact, not just for yourself, for the business, for your team, but maybe the community at large, maybe the industry at large? And what sort of impact and change do you want to see there and making that vision bigger? Because it allows you to attract team members that are inspired by a bigger vision, allows you to attract clients that resonate and are inspired by a bigger vision. And so you get better people all around. Ashleigh Goodchild (39:48) And it gives other people the opportunity to do good. And with our annual hamper drive, we did that last year. And all we did, we aligned ourselves with a not-for-profit hamper company, which is sort of like a by-product of one of the charities. And they support women getting back into the workforce. And so not-for-profit, we emailed all our clients and we said to our landlords, listen, if you've had a great year with your tenant, we would love to arrange a hamper on your behalf. It's $88. Jason Hull - DoorGrow (39:53) Yeah. Ashleigh Goodchild (40:16) and we'll take it from your rental income and we'll send it on behalf of you for Christmas. It's a great way to acknowledge you've had a great experience with your tenant and strengthen that relationship. And from that alone, just us doing OneDrive last year raised 14,287. And so this year we have now through PM Collective promoted that through other agencies to do the same. And I actually had an email from the CEO of the not-for-profit today and she said, Ash, I am just so excited to get these numbers back to you. We have had such a huge response from you and assitting against it. And I just can't wait to see what the figure will be because I know as an agency, we will do probably double and the fact that other agencies now will do good. It's just an example of the impact that we didn't realize we were having by giving our landlords the opportunity to do good, but then sharing that with other people to give them the opportunity for their clients to do good. It's just so wonderful on so many levels. And it's the same with our philanthropic investing. encourage owners who financially are able to rent out their home at a low market rate to a survivor of DV. Jason Hull - DoorGrow (41:19) Love it. Ashleigh Goodchild (41:29) to do it and you'll be surprised at how many people don't even know it's an option. It's not saying that it's right for every landlord, but there are so many landlords out there who have a vacant property and didn't even know that they could do this jump on board. yeah, giving those opportunities to people that didn't know that it was an option, I think is really great to see. Jason Hull - DoorGrow (41:50) Yeah, love it. mean, people want to feel good about themselves and, you know, being able to give gifts or being able to benefit others makes people feel good about themselves. And if you're giving your clients a chance to feel good about themselves, they're going to associate that with you. Yeah, that's beautiful. So, well, cool. I love all these different ideas and tips. think you've shared that. I love the idea of doing the annual portfolio reviews. love the idea of, you know, the Ashleigh Goodchild (42:04) Yeah. Yeah. Jason Hull - DoorGrow (42:18) charitable stuff, the philanthropy stuff. Love the idea of giving people a vehicle or some method to bypass the frontline staff person that they're assigned so that they can reach somebody that can maybe, if they want to complain about that, that team member or some, there's a, there's a gateway there or a vehicle there for them to do that rather than them just going, well, I guess I have to quit. I don't know. Yeah. So I love, I love these ideas. that I think anybody listening to this would benefit in decreased churn. Ashleigh Goodchild (42:40) Yeah. Jason Hull - DoorGrow (42:47) Well, Ashleigh, I appreciate you coming here on the show. How can people maybe get in touch with you or with your business or whatever you would like to share with others here in closing? Ashleigh Goodchild (42:58) Yeah, well, I mean, I'm very easy to Google. You can just Google Ashleigh Goodchild and hopefully find me there. But I am on Instagram and all the socials under PM Collective or under Ashleigh Goodchild. So I'd love to connect with anyone that finds me on those platforms. Jason Hull - DoorGrow (43:16) Perfect. All right, Ashleigh. We'll probably have to have you come talk to our clients sometime. I think that'd be fun. So, all right. Thank you, Ashleigh. Appreciate you coming here on the show. All right. So for those that are struggling in your property management business and you want to kind of get to that next level, make sure you reach out to us at doorgrow.com. We would love to facilitate or help you or see if we could help you with your business. Ashleigh Goodchild (43:21) Love them. Thanks for having me. Jason Hull - DoorGrow (43:41) If you felt stagnant for a while, also join our free Facebook, just for property management business owners at doorgrowclub.com And if you would like to get the best ideas and property management, join our free newsletter at doorgrow.com/subscribe And if you found this even a little bit helpful, don't forget to subscribe and leave us a review. We'd really appreciate it. And until next time, remember the slowest path to growth is to do it alone. So let's grow together. Bye everyone.
Imagine Windows 11 without Edge, OneDrive, or Copilot. This episode dives into Tiny11Builder, the tool that strips Windows down to just what you want—no corporate extras. Host: Paul Thurrott Download or subscribe to Hands-On Windows at https://twit.tv/shows/hands-on-windows Want access to the ad-free video and exclusive features? Become a member of Club TWiT today! https://twit.tv/clubtwit Club TWiT members can discuss this episode and leave feedback in the Club TWiT Discord.
Imagine Windows 11 without Edge, OneDrive, or Copilot. This episode dives into Tiny11Builder, the tool that strips Windows down to just what you want—no corporate extras. Host: Paul Thurrott Download or subscribe to Hands-On Windows at https://twit.tv/shows/hands-on-windows Want access to the ad-free video and exclusive features? Become a member of Club TWiT today! https://twit.tv/clubtwit Club TWiT members can discuss this episode and leave feedback in the Club TWiT Discord.
Perplexity AI, an AI-powered search engine, is ramping up its push for government use, inking a new deal with the General Services Administration to offer its product for just 25 cents per agency. GSA announced the deal with Perplexity on Wednesday, emphasizing that the product will be offered directly through the agency's Multiple Award Schedule rather than through a government reseller, a first-of-its-kind agreement. The move aligns with GSA's OneGov initiative, which aims to work directly with technology vendors to cut prices and streamline contracting. Under the deal, Perplexity's Enterprise Pro for Government will be available on GSA's MAS for a quarter to agencies over an 18-month term. In doing so, Perplexity also received prioritized authorization under FedRAMP, the government's primary security review program that approves cloud-based technologies for federal use. Perplexity is only the second company to do so, joining OpenAI, which received prioritized authorization in September. According to GSA, Perplexity's Enterprise platform was also streamlined through the FedRAMP 20x pilot, which is focused on simplifying the cloud services approval process and reducing the timeline from months to weeks. Perplexity's platform uses large language models from other companies, such as Anthropic's Claude or OpenAI's ChatGPT, to conduct real-time internet searches and generate summaries for users. GSA noted Perplexity's platform has optional connections to common agency systems like Microsoft's OneDrive, Outlook or SharePoint. The Department of Health and Human Services is exploring how artificial intelligence can support caregivers with the launch of a new $2 million prize competition for AI caregiver tools. HHS Secretary Robert F. Kennedy Jr. announced the “Caregiver Artificial Intelligence Prize Competition” at an event Tuesday for National Family Caregivers Month, stating the agency is calling on engineers, scientists and entrepreneurs to use AI to “make caregiving smarter, simpler and more humane.” Kennedy said: “Many caregivers work around the clock, 24 hours a day, seven days a week, taking care of their loved ones with lifelong disabilities, dementia or chronic illness. Too many lose their income, their job, their aspirations and ambitions for themselves and even their own health in the process.” The HHS's Administration for Community Living (ACL) emphasized that the direct care workforce is facing increased shortages, leaving family caregivers to fill the void. According to an AARP report published in July, nearly 1 in 4 adults provided ongoing care for an adult or child with a complex medical condition or disability. These caregivers spend, on average, about $7,200 a year in out-of-pocket caregiving expenses, the report found. The competition will seek tools that benefit the professional care workforce or personal caregivers. Developers could be awarded up to $2 million for the products. The Daily Scoop Podcast is available every Monday-Friday afternoon. If you want to hear more of the latest from Washington, subscribe to The Daily Scoop Podcast on Apple Podcasts, Soundcloud, Spotify and YouTube.
Fresh off the biggest OneDrive moment of the year, Stephen and Arvind return with a full recap of the Copilot + OneDrive event—breaking down the announcements, the behind-the-scenes surprises, and the features that are already reshaping how we work. From personalized intelligence with the FAB button to the future of search, photos, and Researcher, the team walks through the four major themes of the show and shares what it was like to step on camera as part of the launch. They even react to the unexpected blooper reel that made its way into the final cut! This episode also features a special guest: Belle Podeanu, product manager behind the brand-new Transfer Ownership experience. Belle walks through how the team redesigned this critical workflow end-to-end—from modernized emails to shared-file filtering to smarter move-and-keep-sharing options—all built to reduce data loss and simplify transitions when employees leave.
This time, the boys are not alone! Anouck Fierens, co-host of the FusionTalk podcast is joining them for a dada-dram! The talk of tonight? How, and what people think. About technology, automation, communication and change.
OneDrive isn't just for cloud storage anymore. Paul Thurrott breaks down how Microsoft is quietly building it into an intelligent, all-in-one hub for your photos, docs, and daily digital life—long before most users catch on. Host: Paul Thurrott Download or subscribe to Hands-On Windows at https://twit.tv/shows/hands-on-windows Want access to the ad-free video and exclusive features? Become a member of Club TWiT today! https://twit.tv/clubtwit Club TWiT members can discuss this episode and leave feedback in the Club TWiT Discord.
Microsoft is redefining the "AI PC" to include almost every machine running Windows 11, putting futuristic Copilot features in the hands of millions overnight. Find out what surprises—from voice-triggered actions to smart app integrations—are landing on your desktop next. Host: Paul Thurrott Download or subscribe to Hands-On Windows at https://twit.tv/shows/hands-on-windows Want access to the ad-free video and exclusive features? Become a member of Club TWiT today! https://twit.tv/clubtwit Club TWiT members can discuss this episode and leave feedback in the Club TWiT Discord.
Blink and you've missed a few dozen Microsoft AI updates. And obviously agentic browser updates in Edge. If you missed Microsoft's Copilot Sessions Fall Update, then you might be stuck scratching your head trying to decipher AI updates like that one street sign that no one understands. Don't worry. We did the homework for you. Join us as we break down Microsoft's most important announcements — yes, including new agentic browser features for Edge — in an easy-to-understand episode.Microsoft's surprise AI updates: 5 categories of new AI tools and features — An Everyday AI chat with Jordan WilsonNewsletter: Sign up for our free daily newsletterMore on this Episode: Episode PageJoin the discussion: Thoughts on this? Join the convo and connect with other AI leaders on LinkedIn.Upcoming Episodes: Check out the upcoming Everyday AI Livestream lineupWebsite: YourEverydayAI.comEmail The Show: info@youreverydayai.comConnect with Jordan on LinkedInTopics Covered in This Episode:Microsoft Copilot Fall AI Updates OverviewFive Categories of New AI FeaturesCopilot Groups Collaborative AI Chat FunctionMico Animated Copilot Avatar IntroductionCopilot Memory and Personalization ToolsLong-Term Memory and Forget ControlsCopilot Real Talk Conversational ModeNew Copilot Connectors for Google and MicrosoftProactive Actions for Deep Research SessionsMicrosoft Edge Copilot Agentic Browsing FeaturesHands-Free Voice Browsing and Tab ReasoningCopilot "Hey Copilot" Wake Word IntegrationCopilot Vision On-Screen Content AnalysisCopilot Home: File Opening and SummarizationTimestamps:00:00 Everyday AI for Business Growth04:48 Microsoft's AI Strategy: Following Leaders09:21 Shared AI Sessions Revolutionize Collaboration13:29 Copilot's Work-Focused Utility14:22 Chat Referencing and Context Resumption18:59 Microsoft Copilot Updates Explained23:45 Copilot Settings and AI Actions25:48 Copilot: Auto-Organized Topic Journeys30:00 Hey Copilot: Hands-Free Productivity32:41 Copilot Home: AI-Driven Productivity34:40 Copilot Fall Release ReviewKeywords:Microsoft AI updates, Copilot, Copilot Fall Release, Microsoft Edge, agentic browsing, AI features, Copilot mode, AI tools, Mico, Clippy AI, animated avatar, Copilot groups, group chat AI, collaborative AI chat, persistent long term memory, AI memory features, conversational forget controls, real talk mode, AI personalization, AI context window, connectors, Google integration, OneDrive, Outlook, GmailSend Everyday AI and Jordan a text message. (We can't reply back unless you leave contact info) Make NotebookLM your personal expert. Try it at notebooklm.google.com Make NotebookLM your personal expert. Try it at notebooklm.google.com
Could the combo of ChatGPT and Wal-Mart take on Amazon?
Forget the doomsday headlines about Windows 10's end of life. Paul, Richard, and Leo break down why most users can relax, what Microsoft really has planned, and why the supposed landfill crisis around old PCs is mostly exaggeration. Also, Microsoft said OneDrive's new app was coming next year, but your file system says otherwise. Windows 11 October Patch Tuesday arrives, 1st for 25H2 Copilot+ PCs: Click to Do improvements, AI agent in Settings, File Explorer improvements 24H2/25H2: Desktop improvements, File Explorer improvements, Keyboard shortcuts for en and em dashes, Administrator Protection (off by default), Passkey improvements, Game Bar improvements Windows 10 (didn't) reach EOL and the world didn't end Zorin OS and ChromeOS Flex seize the moment Windows Insider: Copilot on Windows gets Connectors, Document creation and export. Copilot on Windows gets Settings support. Dev and Beta get AI agent in Settings improvements (Copilot+ PC), Setting search improvements (ditto), Drag Tray, Click to Do improvements, Dark mode improvements Dashlane partners with Yubico to make security keys primary vault access Lenovo ThinkCentre neo 50q QC is a Snapdragon X-based SFF PC HP OmniBook 5 16-inch shows why even the cheapest Snapdragon X chip is a winner Hope springs eternal: Intel Panther Lake is the efficiency of Lunar Lake plus the performance of Arrow Lake. Hopefully, it's not the reliability of either IDC: PC sales jumped 9.4 percent in Q3, just not where you live AI AI is the end of apps Microsoft reveals its first image generation model Opera Neon adds Nano Banana (image gen) and Sora (video gen) capabilities Xbox and gaming Target and Walmart will keep selling Xbox consoles unlike those losers at Costco A veteran of Halo Studios leaves, warns everyone Sorry, but there will be a sequel to the Minecraft movie Game Pass member? Call of Duty: Black Ops 6 is free to play for one more day Sony and AMD trickle out some PS6 news in a bizarre way - oh, and we're just getting started Tips and picks Tip of the week: Yes, Virginia, you can still sign in to Windows 11 25H2 with a local account App pick of the week: The new OneDrive app RunAs Radio this week: The End of NTML with Steve Syfuhs Brown liquor pick of the week: Holladay Soft Red Wheat Bourbon Hosts: Leo Laporte, Paul Thurrott, and Richard Campbell Download or subscribe to Windows Weekly at https://twit.tv/shows/windows-weekly Check out Paul's blog at thurrott.com The Windows Weekly theme music is courtesy of Carl Franklin. Join Club TWiT for Ad-Free Podcasts! Support what you love and get ad-free shows, a members-only Discord, and behind-the-scenes access. Join today: https://twit.tv/clubtwit Sponsors: zapier.com/windows bitwarden.com/twit
Forget the doomsday headlines about Windows 10's end of life. Paul, Richard, and Leo break down why most users can relax, what Microsoft really has planned, and why the supposed landfill crisis around old PCs is mostly exaggeration. Also, Microsoft said OneDrive's new app was coming next year, but your file system says otherwise. Windows 11 October Patch Tuesday arrives, 1st for 25H2 Copilot+ PCs: Click to Do improvements, AI agent in Settings, File Explorer improvements 24H2/25H2: Desktop improvements, File Explorer improvements, Keyboard shortcuts for en and em dashes, Administrator Protection (off by default), Passkey improvements, Game Bar improvements Windows 10 (didn't) reach EOL and the world didn't end Zorin OS and ChromeOS Flex seize the moment Windows Insider: Copilot on Windows gets Connectors, Document creation and export. Copilot on Windows gets Settings support. Dev and Beta get AI agent in Settings improvements (Copilot+ PC), Setting search improvements (ditto), Drag Tray, Click to Do improvements, Dark mode improvements Dashlane partners with Yubico to make security keys primary vault access Lenovo ThinkCentre neo 50q QC is a Snapdragon X-based SFF PC HP OmniBook 5 16-inch shows why even the cheapest Snapdragon X chip is a winner Hope springs eternal: Intel Panther Lake is the efficiency of Lunar Lake plus the performance of Arrow Lake. Hopefully, it's not the reliability of either IDC: PC sales jumped 9.4 percent in Q3, just not where you live AI AI is the end of apps Microsoft reveals its first image generation model Opera Neon adds Nano Banana (image gen) and Sora (video gen) capabilities Xbox and gaming Target and Walmart will keep selling Xbox consoles unlike those losers at Costco A veteran of Halo Studios leaves, warns everyone Sorry, but there will be a sequel to the Minecraft movie Game Pass member? Call of Duty: Black Ops 6 is free to play for one more day Sony and AMD trickle out some PS6 news in a bizarre way - oh, and we're just getting started Tips and picks Tip of the week: Yes, Virginia, you can still sign in to Windows 11 25H2 with a local account App pick of the week: The new OneDrive app RunAs Radio this week: The End of NTML with Steve Syfuhs Brown liquor pick of the week: Holladay Soft Red Wheat Bourbon Hosts: Leo Laporte, Paul Thurrott, and Richard Campbell Download or subscribe to Windows Weekly at https://twit.tv/shows/windows-weekly Check out Paul's blog at thurrott.com The Windows Weekly theme music is courtesy of Carl Franklin. Join Club TWiT for Ad-Free Podcasts! Support what you love and get ad-free shows, a members-only Discord, and behind-the-scenes access. Join today: https://twit.tv/clubtwit Sponsors: zapier.com/windows bitwarden.com/twit
Forget the doomsday headlines about Windows 10's end of life. Paul, Richard, and Leo break down why most users can relax, what Microsoft really has planned, and why the supposed landfill crisis around old PCs is mostly exaggeration. Also, Microsoft said OneDrive's new app was coming next year, but your file system says otherwise. Windows 11 October Patch Tuesday arrives, 1st for 25H2 Copilot+ PCs: Click to Do improvements, AI agent in Settings, File Explorer improvements 24H2/25H2: Desktop improvements, File Explorer improvements, Keyboard shortcuts for en and em dashes, Administrator Protection (off by default), Passkey improvements, Game Bar improvements Windows 10 (didn't) reach EOL and the world didn't end Zorin OS and ChromeOS Flex seize the moment Windows Insider: Copilot on Windows gets Connectors, Document creation and export. Copilot on Windows gets Settings support. Dev and Beta get AI agent in Settings improvements (Copilot+ PC), Setting search improvements (ditto), Drag Tray, Click to Do improvements, Dark mode improvements Dashlane partners with Yubico to make security keys primary vault access Lenovo ThinkCentre neo 50q QC is a Snapdragon X-based SFF PC HP OmniBook 5 16-inch shows why even the cheapest Snapdragon X chip is a winner Hope springs eternal: Intel Panther Lake is the efficiency of Lunar Lake plus the performance of Arrow Lake. Hopefully, it's not the reliability of either IDC: PC sales jumped 9.4 percent in Q3, just not where you live AI AI is the end of apps Microsoft reveals its first image generation model Opera Neon adds Nano Banana (image gen) and Sora (video gen) capabilities Xbox and gaming Target and Walmart will keep selling Xbox consoles unlike those losers at Costco A veteran of Halo Studios leaves, warns everyone Sorry, but there will be a sequel to the Minecraft movie Game Pass member? Call of Duty: Black Ops 6 is free to play for one more day Sony and AMD trickle out some PS6 news in a bizarre way - oh, and we're just getting started Tips and picks Tip of the week: Yes, Virginia, you can still sign in to Windows 11 25H2 with a local account App pick of the week: The new OneDrive app RunAs Radio this week: The End of NTML with Steve Syfuhs Brown liquor pick of the week: Holladay Soft Red Wheat Bourbon Hosts: Leo Laporte, Paul Thurrott, and Richard Campbell Download or subscribe to Windows Weekly at https://twit.tv/shows/windows-weekly Check out Paul's blog at thurrott.com The Windows Weekly theme music is courtesy of Carl Franklin. Join Club TWiT for Ad-Free Podcasts! Support what you love and get ad-free shows, a members-only Discord, and behind-the-scenes access. Join today: https://twit.tv/clubtwit Sponsors: zapier.com/windows bitwarden.com/twit
The Windows 25H2 update is shrouded in mystery, but does it actually bring anything new to the table... or just more headaches for upgraders? Paul has been updating the Field Guide for 25H2, which will be an all-new addition. This is a chance to re-evaluate workarounds on unsupported hardware. This one still works: You can easily upgrade any Windows 10 or 11 PC, supported or not, using the 25H2 ISO and the D:setup.exe /product server command line. Windows 11 25H2 is out. Or is it? (New segment: This week in no one has 25H2 yet) New Dev and Beta builds enforce MSA at first sign-in This is the right choice for everybody, and enthusiasts can still use a local account sign-in After a leak, Microsoft announces new OneDrive client with Copilot integration and agents are on the way (of course they are), with new mobile clients etc. Mozilla Firefox finally supports profiles, PWAs Also, Brave has over 100 million users now AI OpenAI inks a major deal with AMD too ChatGPT is now a platform with support for third-party apps Perplexity Comet now free to all with usage limits Xbox and gaming Hand-wringing over Xbox reaches all-time high with Game Pass Ultimate price hike How bad is it and what can Xbox do to reassure fans? Microsoft: Just kidding on Game Pass Ultimate price hike, but only in certain countries Microsoft: No, we have not cancelled the next-gen Xbox console Hands-on with the Legion Go 2! Windows can work as a mobile gaming platform. Just not right now New Game Pass titles across PC, console, and cloud for early October a bit later than usual Free, ad-supported Xbox Cloud Gaming tier is on the way Total victory for Epic Games in Epic v. Google, Google must open up Play Store this month Tips & picks Tip of the week: Upgrade to Windows 11 on unsupported hardware App pick of the week: Opera Neon RunAs Radio this week: Managing for Failure with Amy Norris Brown liquor pick of the week: Weller 12 Hosts: Leo Laporte, Paul Thurrott, and Richard Campbell Download or subscribe to Windows Weekly at https://twit.tv/shows/windows-weekly Check out Paul's blog at thurrott.com The Windows Weekly theme music is courtesy of Carl Franklin. Join Club TWiT for Ad-Free Podcasts! Support what you love and get ad-free shows, a members-only Discord, and behind-the-scenes access. Join today: https://twit.tv/clubtwit Sponsors: helixsleep.com/windows 1password.com/windowsweekly zapier.com/windows
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