Podcasts about organisations

Au sommaire de l'émission : La Cour suprême des États-Unis a jugé illégaux les droits de douane réciproques instaurés par le président Trump, qui a réagi en imposant de nouveaux tarifs douaniers de 15% sur tous les produits.La croissance économique aux États-Unis a nettement ralenti au quatrième trimestre 2025, notamment à cause du shutdown de l'administration fédérale.Amélie de Montchalin prend ses fonctions de première présidente de la Cour des comptes en France, un poste qu'elle peut occuper jusqu'en 2054.L'assurance maladie française tente de renouer le dialogue avec les syndicats de médecins, notamment sur la question du plafonnement des dépassements d'honoraires.Les organisations patronales françaises, comme le MEDEF, entendent se faire entendre dans la campagne des élections municipales à venir, en publiant notamment un sondage sur l'importance des entreprises dans les territoires.Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

In Heart Leadership if we are to lead with courage we have to Learn. Learn why we may be 'missing the mark'. Learn whay we do very well sometimes and not so well at other times. We need to undersatnd the sources of our fears.Understand what disguises them from us so that we believe we are angry, frustrated, irritated or confused. WE need to be conscious of what is driving us. WE should also understand our own spirits and the nature of spirit if we are to know how to respect the spirits of others.....Dream Dare Dazzle

This week, our presenters Kim McLagan and Monnette Samo look forward to sharing key insights and developments from the past week, including an important and timely discussion on workplace sexual harassment.Courts and Tribunals are continuing to take an increasingly firm approach to sexual harassment claims. Recent decisions demonstrate a clear expectation that employers must take proactive, meaningful steps to prevent harassment before it occurs — not simply respond after a complaint is made. Organisations that fail to implement adequate policies, training, reporting mechanisms, and cultural safeguards are facing significant financial penalties, reputational damage, and heightened regulatory scrutiny.Prevention is no longer optional — it is a legal and commercial imperative. Taking early, well-documented action not only protects your people but also safeguards your organisation’s reputation and long-term success.Watch this week’s Friday Workplace Briefing Video here.See omnystudio.com/listener for privacy information.

Leadership quality and organisational culture are emerging as nearly equal priorities to compensation when professionals choose and stay with employers, according to the Cpl Salary Guide for Ireland 2026. The findings reveal a fundamental shift in talent priorities, as employees increasingly evaluate opportunities based on values, work environment, and leadership behaviours alongside financial rewards. The key findings from this year's report are as follows: While compensation and benefits remain the top priority at 35%, leadership and culture follow closely at 24% as the most important factor when choosing an employer. When examining both first and second most important factors combined, leadership and culture reaches 54% (24% first choice, 30% second choice), narrowing the gap with compensation and benefits at 62% (35% first choice, 27% second choice). Within the leadership and culture category, employees prioritise culture, values and ethics (27%), work environment (25%), and leadership behaviours (24%). Cpl's findings reinforce that leadership quality remains a critical driver of employee attrition. Flexible Working: The Essential Benefit Flexible working arrangements have evolved from a perk to a critical component of employee packages. After remuneration (32%), flexible working ranks as the second most important compensation and benefit factor at 26%. The research shows that 70% of employees now utilise some form of flexible working, with previous studies indicating that one in four candidates would not proceed with a job opportunity lacking flexibility. The predominant flexibility model is hybrid working (over 54%), typically with a 3/2 or 2/3 home/office split. However, next-generation arrangements are emerging, with 12% working fully remote and over 7% utilising compressed work weeks. Organisations offering structured, design-led flexible working strategies gain a significant competitive advantage, particularly when recruiting for high-skilled roles where talent is scarce. Work-Life Balance Takes Centre Stage Within employee experience priorities, work-life balance dominates at 40%, followed by meaningful and stimulating work at 21%. While not yet surpassing compensation in importance, work-life balance, when considered alongside flexible working, represents a core pillar of any successful talent strategy. AI Transitions from Specialist to Mainstream Capability Cpl's analysis found that, between 2022 and 2024, AI references in job titles and descriptions increased year-on-year, peaking in 2024. However, 2025 saw a correction as organisations moved beyond experimentation toward strategic implementation. AI demand remains concentrated in IT (55% of AI-related hiring), Life Sciences (17%), and Customer Service (13%). Business Intelligence has emerged as a distinct growth category since 2023, signalling a shift toward insight-led decision-making. Regulatory roles now account for 3% of AI positions, reflecting growing governance requirements. Cpl found that AI is becoming embedded within existing roles rather than creating new specialist positions. By 2024-2025, AI-related roles comprised just 3% of all jobs, yet within those roles, under 50% of job titles still referenced AI. References to AI in job descriptions have doubled compared to job titles, indicating that employers increasingly expect baseline AI literacy as a standard competency rather than a differentiator. Limited Company Growth Signals Workforce Evolution Ireland experienced near-record limited company incorporations in 2025, with approximately 25,000 new companies registered (a 5-6% increase on 2024). This growth reflects layoffs and slower permanent hiring for experienced professionals, prompting many to establish their own businesses providing specialist services across technology, life sciences, and financial services. This trend signals a structural shift toward self-employment, fractional leadership, and contingent workforce models, offering organisa...

Employee disengagement is one of the greatest threats to organisational performance. In this executive leadership podcast, Niels Brabandt interviews Kevin Patrick, ERP transformation expert and certified Dream Manager, on why organisations must invest in employees' aspirations. You will learn: Why disengagement undermines organisational performance  How leadership decisions impact employee engagement  How the Dream Manager framework strengthens organisational culture  Why investing in employees creates measurable financial returns  How executives can reduce turnover and improve performance  This episode is essential listening for executives, founders, and decision-makers committed to organisational excellence. Host: Niels Brabandt / NB@NB-Networks.com Contact with Niels Brabandt: https://www.linkedin.com/in/nielsbrabandt/ Niels Brabandt's Leadership Letter: https://expert.nb-networks.com/ Niels Brabandt's Website: https://www.nb-networks.biz/ 

New data published by LinkedIn has revealed that despite Europe showing lower levels of hiring and signs of candidate fatigue in major markets, the Irish jobs market remains competitive. Trends in LinkedIn's December jobs data illustrated the candidate fatigue in Europe, with applications per jobseeker falling, with the largest drops in activity recorded in the United Kingdom (down -7.9% YoY), France (-5.7% YoY), and Germany (-3.7% YoY). In contrast, Ireland saw a +2.4% year-on-year rise in applications per candidate. An applicant's network is becoming more important than ever, with LinkedIn data showing that applicants are 3.6× more likely to get hired if connected to an employee at the organisation they are applying for a role at. Ireland A Magnet For AI Talent LinkedIn's latest data also showed signs of how the global labour market is evolving as a result of AI becoming more prevalent in the workplace and broader industry trends. In the near term, AI is creating more jobs globally than it is replacing. In the past two years, employers across the world have created at least 1.3 million "new collar" AI-related job opportunities, including data annotators, AI engineers, and forward-deployed engineers. Demand for AI talent is outstripping supply in Ireland, with the country becoming a net importer of skilled workers. AI engineering talent is 8x more likely to move across borders than the average LinkedIn member. The LinkedIn data showed a +2.2 net increase in net migration of AI engineering talent (per 10k members) to Ireland, placing Ireland second in terms of net beneficiaries globally. The UAE (+4.2) was the biggest AI talent magnet globally, with the top five rounded out by Germany (+2.1), Australia (+1.5) and Singapore (+1.2). Finding The Talent For "New Collar" Jobs Many "new collar" jobs did not exist five years ago, and demand for talent outstrips supply. Organisations having the greatest success in filling their AI talent bench are those that are upskilling existing staff. Skills, not degrees, are becoming the differentiator. Companies can grow their internal AI-capable talent pipeline 8.2× by focusing on skills over job titles or degrees. Interest in AI skills among employees is there, as demonstrated by the time spent on AI-related learning courses on LinkedIn, accelerating over the past year. Commenting on the data, LinkedIn Ireland Country Manager Cara O'Leary said: "While many European countries are showing clear signs of jobseeker fatigue, Ireland is moving in the opposite direction. At a time when applications per candidate are falling in the likes of Germany and the UK, Irish jobseekers are switched on and still confident of finding their next role regardless of economic uncertainty." "Our data shows who you know is just as important as what you know, with candidates significantly more likely to be hired when they know someone at the organisation, reinforcing the importance of relationships alongside experience. For employers, this highlights the growing influence of their own people in attracting talent, with referral schemes one option to incentivise staff." "Demand for 'new collar' jobs continues to outpace supply, but Ireland is proving to be an AI talent magnet, successfully attracting more AI engineers to these shores than those departing. Given that many of these jobs simply didn't exist five years ago, with the pipeline from the education system playing catch-up as a result, companies need to realise that upskilling is the solution. We have never seen higher levels of interest in AI content on LinkedIn, so people are clearly eager to learn. It is in employers' best interests to give their workforce the opportunity if they are to seize a competitive advantage."

Three of our major national sporting organisations are searching for new leadership at the very top. Former chief executive of New Zealand Cricket, Martin Snedden spoke to Corin Dann.

Members of the Southern African Alcohol Policy Alliance South Africa, together with other anti‑alcohol organisations will today march to Parliament to raise concern about the harmful impact of alcohol on children and local communities. Organisers point to alcohol abuse as a major factor behind high murder rates on the Cape Flats and they are calling for stronger measures to curb its availability and protect vulnerable residents. Elvis Presslin spoke to Southern African Alcohol Policy Alliance South Africa Campaign Manager, Nomcebo Dlamini

Emotionales Auffangbecken – Wenn Mentoring und Führung kollidierenIn dieser Folge der Case-Klinik widmen wir uns einem Spannungsfeld, das in vielen Organisationen entsteht – besonders dort, wo Mentoring-Programme eingeführt werden:Was passiert, wenn eine Führungskraft gleichzeitig Mentor:in ist – und zwischen Nähe, Verantwortung und Autorität zerrieben wird?Ausgangspunkt ist eine anonyme Zuschrift einer Führungskraft, die sich innerlich zerrissen erlebt:Zwischen Begleiten und Entscheiden.Zwischen Beziehung halten und Verantwortung zurückgeben.Zwischen „Du regelst das schon“ – und dem Versuch, Autonomie zu stärken.Wir nehmen diesen Fall zum Anlass, um tiefer zu schauen:Wann wird Mentoring zur emotionalen Überforderung?Warum reicht es nicht, Rollen formal zu trennen – wenn sie kulturell vermischt bleiben?Was geschieht, wenn Beziehung zur Ersatzstruktur für fehlende Führung wird?Wie entsteht Abhängigkeit unter dem Label von Entwicklung?Und woran erkenne ich, aus welchem „Hut“ ich gerade spreche?Wir sprechen über Rollenkonflikte, Rollenpluralität und die Bedeutung expliziter Rollenmarkierung. Über implizite psychologische Verträge. Über emotionale Arbeit („emotional labour“) – und warum sie in Organisationen oft unsichtbar bleibt.Und wir fragen uns:Wie gelingt es, Mentor zu sein, ohne die Führungsrolle zu verlieren?Und wie bleibt Führung klar, ohne Beziehung zu beschädigen?

In today's episode, Hemish was joined by Anthony Mire-Sluis, Head of Global Quality at Gilead.Tony because has lived quality from every angle - UK government and regulatory work, a stint at the FDA, and then senior global leadership roles in major pharma. That perspective is rare, and it shows in how he builds teams and drives change.Tony's journey is a brilliant example of how strong quality leadership is less about having all the answers, and more about building trust, listening properly, and creating systems that let people do their best work.He talks about the following:• How Tony's science background (immunology, genetics, and a PhD) shaped the way he leads quality• What 10 years in government taught him about great vs poor regulatory filings - and why he moved into industry• The difference between leading a US-centric quality organisation vs a truly global one• Why building a trusted leadership team is the non-negotiable for running global quality at scale• How Tony uses his first 90 days: listening, due diligence, and getting under the skin of the culture• Why he starts transformation from the shop floor - not from the senior leadership layer• Digital and AI in quality: fix the process first, then digitise (otherwise you just create a clunky digital version)• How to reduce firefighting and move quality from reactive to proactive - with better workflows and connected systems• Managing resistance to change and bringing people along early so adoption sticks• Advice for aspiring quality leaders: networking, knowing yourself, and broadening your experience across qualityAnthony Mire-Sluis is an authentic, people-first quality leader with a rare blend of regulatory depth and big pharma operational experience - and he's exactly the kind of leader who makes quality a true enabler of the business.Thank you Tony for sharing your incredible journey.Hope everyone enjoys the show!

Un basculement discret… mais important.Pendant longtemps, le DPO a été perçu comme le garant des règles, le gardien de la conformité des organisations au droit français et européen.Mais depuis plusieurs années, son rôle évolue. Une évolution portée par la dépendance croissante des entreprises aux grandes plateformes numériques, par l'extraterritorialité du droit américain, et par des contrats imposés qui dépassent désormais le simple cadre juridique.Le DPO peut-il encore se limiter à la conformité, ou est-il déjà un acteur incontournable de la résilience numérique des organisations ?Suite à sa participation aux Universités 2026 de l'AFCDP, Alain Garnier vous partage son analyse de cette évolution majeure du rôle du DPO et explique pourquoi la souveraineté numérique n'est plus seulement un sujet juridique ou technologique, mais désormais un véritable enjeu de gouvernance.Bon épisode à tous

Irish CEOs are entering 2026 with urgency and focus, responding to rising cost pressures, geopolitical uncertainty, and accelerating expectations for transformation, according to the latest EY CEO Outlook, which surveyed 1,200 executives globally – including 40 leading CEOs in Ireland. Irish companies are transforming at a fast pace, with 50% of CEOs reporting their organisations are already in significant enterprise-wide transformation programmes and a further 50% planning to initiate one in the year ahead. These programmes are increasingly focused on reshaping the core of the business. In Ireland, 50% of CEOs cite cost reduction as a key priority; 46% are prioritising improvements in customer engagement; 44% are working to accelerate progress on sustainability; and 20% are driving operational optimisation and productivity, including digitisation, as a top priority. The research also shows that Irish CEOs believe that transformation is no longer optional but essential, as Irish organisations seek to strengthen performance and build more resilient, future-ready business models. CEOs are acting with urgency amid mounting pressures Rising costs, geopolitical friction, and regulatory complexity are intensifying operating pressures for Irish businesses. 65% of CEOs expect operating costs to rise this year, reflecting ongoing wage inflation, energy volatility and increased regulatory demands. Geopolitical uncertainty is also reshaping strategic decisions: 46% have stopped or delayed an investment due to geopolitical or trade dynamics, 28% accelerated one, 5% exited a country, and 40% shifted suppliers to different markets. These shifts demonstrate how CEOs are balancing caution with decisive action as they prepare their organisations for a more unpredictable economic landscape. Helena O'Dwyer, Partner and Head of Strategy at EY Parthenon Ireland, said: "Irish CEOs are dealing with rising costs, geopolitical uncertainty and increasing regulatory demands, yet they are responding with real urgency. Leaders are pushing ahead with major transformation programmes, from adopting AI to strengthening cyber security and redesigning how their organisations work. Their focus is simple and practical: reduce costs, drive growth and improve productivity through smarter use of technology. It is a challenging environment, but Irish businesses are showing strong momentum, and many are already seeing the benefits." AI has moved from experimentation to core strategy AI is also at the centre of Irish CEOs' strategic agendas. 30% of leaders say their AI initiatives have delivered significantly above expectations, with another 55% reporting results somewhat above expectations. Early benefits identified are emerging across customer operations, software development, risk and compliance automation and forecasting. Looking ahead, 98% expect AI to have a transformative or significant impact on their business model within two years, with generative AI (48%) and machine learning (45%) expected to play the largest roles. Cybersecurity remains the biggest concern when prioritising AI investments, cited by 30% of Irish CEOs. New skills are becoming essential for performance AI and digital transformation are also reshaping workforce plans. Despite cost pressures, 60% of CEOs plan to maintain or increase hiring in 2026, particularly in roles that support AI, data, cyber and technology integration. Organisations are accelerating reskilling and redeployment to meet transformation demands. Priority skills include data and AI, cyber resilience, cloud engineering, transformation, and regulation. Carol Murphy, Partner and Head of Markets at EY Ireland, said: "Irish CEOs see the scale of change ahead and are acting now. Many are already deep into major transformation programmes, and almost all expect AI to reshape how their organisations work within the next two years. The focus is on practical steps, adopting the right technologies, strengthening skills and forming par...

THE STATE OF TALENT INTELLIGENCE 2026   As we barrel through the year 2026, labour markets are being redefined by emerging technologies, shifting skills demand, and data-driven workforce strategies. Organisations worldwide are adopting sophisticated talent intelligence tools to forecast skills gaps, optimise hiring, and build resilient workforces — but staying ahead requires deeper insight and expert foresight. Drawing on the latest research and real-world experience from leading platforms like TalentNeuron, Lightcast, Horsefly, Gartner and Korn Ferry, The State of Talent Intelligence 2026 will provide practical, actionable perspective on where the industry is headed and how you can lead in your organisation.   Our expert panel will dive into the trends transforming talent strategies, from the rapid evolution of AI skill demand and skills-based hiring to the integration of internal and external workforce analytics for strategic planning.   The evolving role of talent intelligence platforms and how continuous labour market data is powering strategic workforce planning and skills forecasting. AI skills demand and compensation shifts, including insights showing AI-related roles commanding premium salaries in a competitive market. Transitioning from job titles to skills-based hiring as organisations seek quality and fit over traditional credential-based approaches. Balancing automation with human strategic insight as AI reshapes recruiting workflows and recruiter roles. Data analytics driving talent decisions, from predictive labour market insight to internal mobility optimisation. Employer branding and candidate experience in the age of intelligent hiring, aligning organisational value with talent expectations. Future workforce challenges and opportunities, including leadership pipelines, hybrid work models, and evolving HR capabilities for 2026.   We're on Friday 6th February, 2pm GMT. Register by clicking on the green button (save my spot) and follow the channel here (recommended)       Ep360 is sponsored by Joveo   As the global leader in AI-powered, high-performance recruitment marketing, Joveo is transforming talent attraction and recruitment media buying for the world's largest employers, staffing firms, RPOs, and media agencies. The Joveo platform enables businesses to attract, source, engage, and hire the best candidates on time and within budget.   Powering millions of jobs every day, Joveo's AI-led recruitment marketing platform uses advanced data science and machine learning to dynamically manage and optimize talent sourcing and applications across all online channels, while providing real-time insights at every step of the job seeker journey, from click to hire.   For more information about Joveo's award-winning platform and solutions, visit www.joveo.com.

How are hospitals using AI and HPC to assist them in helping save lives? This week, Technology Now is joined by Keith Perry, Senior Vice President and Chief Information Officer at St. Jude Children's Research Hospital to explore how St Jude uses the latest technologies to help treat and prevent illness and catastrophic disease, giving patients and families more time, and more hope, when it comes to diagnosis.This is Technology Now, a weekly show from Hewlett Packard Enterprise. Every week, hosts Michael Bird and Sam Jarrell look at a story that's been making headlines, take a look at the technology behind it, and explain why it matters to organizations.About Keith:https://www.linkedin.com/in/keith-perry-8562347/Sources:Hernigou P. Ambroise Paré III: Paré's contributions to surgical instruments and surgical instruments at the time of Ambroise Paré. Int Orthop. 2013 May;37(5):975-80. doi: 10.1007/s00264-013-1872-y. Epub 2013 Apr 12. PMID: 23580029; PMCID: PMC3631503.https://www.surgicalholdings.co.uk/history-of-surgical-instruments.htmlSmith-Bindman R, Kwan ML, Marlow EC, et al. Trends in Use of Medical Imaging in US Health Care Systems and in Ontario, Canada, 2000-2016. JAMA. 2019;322(9):843–856. doi:10.1001/jama.2019.11456https://caferoentgen.com/2023/10/07/a-tale-of-two-hands-the-story-behind-the-two-famous-radiographs-captured-by-wilhelm-roentgen/https://www.orau.org/health-physics-museum/collection/shoe-fitting-fluoroscope/index.html

In this episode, we chat with Aymone Schendel, a connector, community builder, and one of the most influential voices shaping the future of mining networks in the UK and beyond.   She is an inspiration behind The Oxford Mining Club, a global network designed to connect students, professionals, and leaders around thoughtful discussion, innovation, and responsible development in the sector. She also plays a key role in Women in Mining UK, an organisation dedicated to advancing gender diversity, visibility, and leadership across the industry. She is also behind MinSouth, a fast-growing initiative focused on connecting mining professionals and investors with opportunities across the Global South.   What sets her apart is her ability to bring people together across disciplines, generations, and geographies to create spaces where ideas, opportunities, and leadership can thrive. She has focused her career on building platforms that strengthen collaboration and inclusivity in mining, and we'll explore what inspired her to build these communities and the impacts they've had. What achievements she's most proud of, and the lessons she's learned along the way, including the advice she would give her younger self starting out in this career. KEY TAKEAWAYS Individuals from non-technical backgrounds can successfully enter the mining industry, as demonstrated by Aymone's journey from medical instrumentation to mining through various roles. Building impactful networks is crucial in the mining industry. Quality connections and active listening are emphasised as key components of effective networking. Organisations like the Oxford Mining Club and Women in Mining UK focus on creating inclusive spaces for professionals to connect, share ideas, and foster collaboration New entrants to the mining field are encouraged to seize opportunities, engage with industry professionals, and not shy away from networking events, as these can lead to valuable relationships and career advancements. BEST MOMENTS "I'm proof that anyone can work in the industry, even if you do not have a technical background. Don't let anyone tell you you can't work in mining." "Networking with impact requires focusing on quality connections, not quantity. Create spaces of value. It's your time. It's their time. It's precious." "If the opportunity is presented to you to work in the mining industry, don't dismiss it. Get all the facts, get out there, network, talk to people." "We strive to make the industry as rewarding and fulfilling a place to start and grow a career, especially now, creating safe spaces for women to come together." GUEST RESOURCES The Oxford Mining Club: Website: http://www.oxfordminingclub.com/LinkedIn: https://www.linkedin.com/company/oxford-mining-club-limited/?viewAsMember=true  Women in Mining UK: Website: https://www.womeninmining.org.uk/LinkedIn: Women In Mining UK (WIM UK) MinSouthWebsite: https://minsouth.org.uk/LinkedIn: MinSouth Aymone Schendel:LinkedIn: https://www.linkedin.com/in/aymone-schendel-48202a3/  VALUABLE RESOURCES Mail:        ⁠rob@mining-international.org⁠ LinkedIn: ⁠https://www.linkedin.com/in/rob-tyson-3a26a68/⁠ X:              ⁠https://twitter.com/MiningRobTyson⁠  YouTube: ⁠https://www.youtube.com/c/DigDeepTheMiningPodcast⁠  Web:        ⁠http://www.mining-international.org⁠ CONTACT METHOD ⁠rob@mining-international.org⁠ ⁠https://www.linkedin.com/in/rob-tyson-3a26a68/⁠ Podcast Description Rob Tyson is an established recruiter in the mining and quarrying sector and decided to produce the “Dig Deep” The Mining Podcast to provide valuable and informative content around the mining industry. He has a passion and desire to promote the industry and the podcast aims to offer the mining community an insight into people's experiences and careers covering any mining discipline, giving the listeners helpful advice and guidance on industry topics.  This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Matt is handing over the microphone. In this emotional episode, he passes the hosting chair to Stefan Torvquist. Stefan is the lead researcher and editor behind the upcoming Global Workplace Happiness Report. He's taking the baton to lead a special series of interviews with the academics and experts who've mapped the current state of world joy.This isn't just a change of voice. It's a deep dive into the data. Stefan shares how drumming helped him find balance and how that same resilience is vital for your people. They discuss the massive task of pulling together global insights to move beyond "nice-to-have" perks and into real business impact.Stefan is bridging the gap between high-level research and your daily operations. Here is what you'll learn in the coming weeks.Expert-led insights. Interviews with the minds behind the report. They cover everything from AI's impact to the history of wellbeing.Happiness as a strategy. Wellbeing isn't a "peacetime activity" for when business is easy. It's the engine that drives you through market chaos.The engagement trap. Highly engaged employees often need help switching off. Purpose creates a drive that leaders must manage to prevent burnout.Tangible business value. Organisations prioritising wellbeing see greater long-term innovation and higher equity value.Why this series is essential for leaders

In dieser Folge spreche ich mit Anna Buchmann, Mitgründerin von noca mobility.NOCA arbeitet dort, wo vieles in der Fahrradindustrie entschieden wird, aber selten sichtbar ist: bei Produktdaten, Stücklisten und den Prozessen dahinter.Anna kommt nicht aus der klassischen Bike-Branche. Ihr Weg führt über internationale Zusammenarbeit und Startup-Beratung hin zur eigenen Gründung – gestartet mit einem Lastenrad, gelandet bei der Frage, warum Produktdatenentlang der Lieferkette so oft chaotisch, redundant oder unvollständig sind.Wir sprechen darüber, warum Digitalisierung im Fahrradmarkt weniger ein Software- als ein Organisations­thema ist, wie KI heute schon konkret helfen kann – und warum saubere Daten eine zentrale Voraussetzung für eine zukunftsfähige Mobilität sind.

Wenn Antreiber dominieren und Resonanz fehltIn dieser Folge der Case-Klinik widmen wir uns einem Phänomen, das in vielen Organisationen auftritt – und besonders im Interimsmanagement deutlich zutage tritt: Was geschieht, wenn Menschen sichtbar präsent sind, viel Verantwortung tragen – aber innerlich kaum Wirkung erleben?Ausgangspunkt ist eine Zuschrift einer Interim-Führungskraft, die sich zwischen Pflichtgefühl, Selbstzweifeln und dem Wunsch nach echter Resonanz bewegt.Wir nehmen diesen Fall als Anlass, um tiefer zu schauen:Wann wird Pflichtgefühl zur Selbstverleugnung?Warum reicht es nicht, nur zu funktionieren – auch wenn man bezahlt wird?Welche Rolle spielen Antreiber wie „Sei stark“ oder „Mach's allen recht“?Was macht es mit einem Menschen, wenn Beziehungen funktional bleiben – und nie dialogisch werden?Und was hilft, wenn Sinn, Wirkung und Zugehörigkeit ausbleiben?Wir sprechen über transaktionsanalytische Konzepte wie Antreiber, Ich-Zustände, Beziehungsbedürfnisse und den überforderten Erwachsenen-Ich-Zustand.Und wir fragen uns:Was hält mich eigentlich – der Sinn oder die Sicherheit?Reinhören lohnt sich!Diese Folge ist eine Einladung, innezuhalten. Für alle, die das Gefühl kennen, viel zu tun, aber nichts zu bewirken. Und für jene, die sich fragen: Würde ich diesen Auftrag heute nochmal annehmen? Folge uns auf:Instagram: @mitbrilleundbartLinkedIn: Podcast Mit Brille und Bart Du hast einen Fall für die Case-Klinik oder Feedback zur Folge? Schreib uns an: mitbrilleundbart@gmail.com Zu Armin ZiesemerOrganisationsentwicklung & Coaching – Synop-Sys LinkedIn info@synop-sys.atZu Thomas Böhlefeldkommitment – Entwicklung wirksamer ZusammenarbeiLinkedInthomas.boehlefeld@kommitment.workslinkedin.comPodcast "Mit Brille und Bart" | LinkedInPodcast "Mit Brille und Bart" | 1,047 followers on LinkedIn. Armin Ziesemer und Thomas Böhlefeld bieten in diesem Podcast praxisnahe Impulse und Lösungsansätze für dein Unternehmen. | Die Transaktionsanalyse ist die bewährte Methode für organisationale und persönliche Entwicklungen bei Strukturentwicklungen in Organisationen kulturbewussten Reorganisationen...

How much AI do you think is used by New Zealand media? All the big newsrooms here have guidelines around the use of AI but as readers, watchers and listeners do you know what they are? After interviewing journalists and news editors, researchers at the Auckland University of Technology, has found the use of AI tools is widespread. So should you be worried? Author of the study, Dr Merja Myllylahti chats to Jesse.

La transformation numérique, une affaire d'outils ?Surtout une illusion confortable d'après Lecko !Le cabinet français n'a pas coupé à la tradition et a divulgé en cette fin janvier, son état de l'art de la transformation interne 2026.Un panorama complet des tendances actuelles du numérique et comment celles-ci sont infusées dans les organisations et leurs processus internes.Toujours attentif de ce qui se passe dans la sphère numérique professionnelle, Alain était présent lors de la présentation en direct de cette nouvelle édition.Que faut-il retenir de cette édition 2026 ?La réponse dans notre épisode de la semaine !Bon épisode à tous

Values are often treated as decorative statements—nice words on a website or a slide in an induction pack—but for changemakers, they are far more than that. This episode explores why values are foundational to ethical, effective, and sustainable social change, shaping not only what work is undertaken but how decisions are made, relationships are formed, and power is exercised. Drawing on real-world examples and the core values of the Humanitarian Changemakers Network, the conversation unpacks how values function as a living compass in conditions of uncertainty, helping individuals and organisations move from good intentions to coherent action, aligned strategy, and a culture built on trust, dignity, and care.

Lucinda discusses the critical importance of employee communication with Sally Pritchett, CEO of Something Big, a creative communications agency.  Sally shares her insights on the evolving landscape of workplace communication, the challenges of information overload and the changing expectations of employees who seek transparency and authenticity from their leaders. They also explore the significance of trust in organisations, the need for two-way dialogue rather than one-sided communication, and the role of HR in fostering a culture of engagement KEY TAKEAWAYS Effective employee communication is crucial in today's workplace, where employees expect to be engaged and informed about the organisation's purpose and values, rather than just being told what to do. Transparency and authenticity in communication are essential for fostering trust between leaders and employees. Leaders should acknowledge uncertainties and focus on the organisation's core values to provide stability during challenging times. Organisations should prioritise genuine conversations over monologue-style communication. Engaging employees in dialogue can lead to better understanding and collaboration, rather than simply broadcasting messages. The choice of language in communication can significantly impact employee perception. Using inclusive and relatable language helps employees feel acknowledged and valued, while jargon or corporate speak can create disconnect and distrust. BEST MOMENTS "We need to bring people on the journey. They don't just come because we gave them a job and we're paying them at the end of the month." "I think the best thing [leaders] can do is to say, we don't have a crystal ball. We don't have the answers to what the future looks like." "If you keep telling your kids to stop bickering, what you get is more bickering. Look at what is the main conversation going on in your business." "Treating employees like adults is an absolute must, in my opinion. I think that's often where we fail." VALUABLE RESOURCES Something Big - https://somethingbig.co.uk/our-story/ The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠   ⁠The HR Uprising LinkedIn Group⁠ ⁠How to Prioritise Self-Care (The HR Uprising)⁠ ⁠How To Be A Change Superhero - by Lucinda Carney⁠ HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠   ⁠www.changesuperhero.com⁠ ⁠www.hruprising.com⁠            Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠ CONTACT SALLY LinkedIn: https://www.linkedin.com/in/somethingbig/ ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up' together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠ Email: ⁠Lucinda@advancechange.co.uk⁠ Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

On Friday, the Government increased grants to small businesses from €20,000 to €100,000. In a new approach, hundreds of Red Cross volunteers have been knocking on doors alerting people impacted by flooding about their entitlements. Eithne Dodd reports from Enniscorthy with some of those volunteers.

Der gesetzliche Anspruch auf dauerhafte Teilzeit nach § 8 Teilzeit- und Befristungsgesetz (TzBfG) steht aktuell wieder im Fokus der öffentlichen und politischen Diskussion. Vor dem Hintergrund von Fachkräftemangel, zunehmender Teilzeitquoten und medial diskutierter Einzelfälle stellt sich die Frage, ob die geltende Regelung noch ein ausgewogenes Verhältnis zwischen den Interessen von Arbeitnehmern und Arbeitgebern gewährleistet.In dieser Folge ordnet Rechtsanwalt Sandro Wulf die geltende Rechtslage, die arbeitsgerichtliche Rechtsprechungund die aktuellen Reformüberlegungen sachlich ein – mit besonderem Blick auf Vertragsbindung, Planbarkeit und Beschäftigungssicherheit.Arbeitnehmer haben nach § 8 TzBfG einen Anspruch auf dauerhafte Verringerung ihrer Arbeitszeit, wenn:das Arbeitsverhältnis länger als 6 Monate besteht,der Arbeitgeber in der Regel mehr als 15 Arbeitnehmer beschäftigt,der Antrag form- und fristgerecht gestellt wird,und keine betrieblichen Gründe entgegenstehen.Besonderheit der gesetzlichen Regelung:

The Disability Confident Scheme is a government programme that aims to help employers recruit and retain disabled people. Organisations can volunteer to sign up and move through three tiers that have varying levels of commitments. As part of a series of measures to try to help with the recruitment of disabled people, the government are planning to overhaul the scheme and make certain criteria more robust. Minister for Social Security and Disability, Sir Stephen Timms tells In Touch about their plans.GBR Blind Sailing recently achieved great success at the World Sailing Inclusion Visually Impaired Championships in Oman. Lucy Hodges MBE is commodore of GBR Blind Sailing and nine-time World Champion and she, along with long-term sailor Vicki Sheen, tell In Touch about their success in Oman and about their aims to get more visually impaired people involved in the sport and to get blind sailing into the Paralympics in its own class. Presenter: Peter White Producer: Beth Hemmings Production Coordinator: Helen SurteesWebsite image description: Peter White sits smiling in the centre of the image and he is wearing a dark green jumper. Above Peter's head is the BBC logo (three separate white squares house each of the three letters). Bottom centre and overlaying the image are the words "In Touch" and the Radio 4 logo (the word ‘radio' in a bold white font, with the number 4 inside of a white circle). The background is a bright mid-blue with two rectangles angled diagonally to the right. Both are behind Peter, one is a darker blue and the other is a lighter blue.

Send a textWe've revamped for 2026 with new branding, featuring presenters Sharon Gregory and Alasdair Stewart marking our 4th year of chatting about Railways.In this episode Alasdair meets a couple of UK Railway volunteers Dan Holbrook & Caleb Lovegrove, They, and a group of friends and colleagues have recently been on what we could refer to in the UK as a bus man's holiday, taking a tour of railways in India. Sharon travels to Oswestry this time to catch the steam train on the Cambrian Heritage Railway.Alasdair calls in at a Locomotive  Club of Great Britain Meeting and we hear about a delightful Dapol model launched to celebrate #WorldBookDay.#CambrianHeritageRailway #Darjeeling #railwaymodelling #Dapol #Oswestry#railwayenthusiast #railwayhistory #Railways #trainsHere are links to the Railways and Organisations mentioned in this episode:The Cambrian Heritage RailwayThe Darjeeling Himalayan Railway Nilgiri Mountain Railway (Wikipedia link)The Dapol Model Railway Company  including links to the World Book Day fundraising wagons.Browsers Book Shop,  Porthmadog Facebook PageWorld Book Day CharityThe Locomotive Club of Great BritainThis podcast is produced by Laura Raymond and presented by Alasdair Stewart and Sharon Gregory. Our 'Making Tracks' music is with kind permission of composer and musician Richard Durrant. It is a unique piece inspired by the rhythm of the historic rolling stock on the Ffestiniog Railway on the scenic journey from Harbour Station to Tan y Blwch. You can listen and download the full 'Tan y Bwlch' Ukulele Quartet here: Thank you to voice artist David King - for the Railway Ride outs voice over. Ukulele Quartet No. 1 "Tan y Bwlch" Ukulele Quartet No. 1 "Tan y Bwlch" Richard Durrant · Single · 2019 · 3 songs.

Selon les Nations unies, 2,2 milliards de personnes n'avaient toujours pas accès à une eau potable gérée en toute sécurité, soit environ 25% de la population dans le monde. En Afrique subsaharienne, la statistique grimpe à 70% avec des disparités selon les régions et les zones rurales et urbaines. Si des progrès ont été faits, force est de constater que l'objectif de développement durable numéro 6, fixé par les Nations unies à l'agenda 2030 « garantir l'accès de tous à l'eau et à l'assainissement et assurer une gestion durable des ressources en eau » est encore loin d'être atteint. Derrière les chiffres, les conséquences sont concrètes pour les populations souvent obligées de se déplacer pour accéder aux puits et aux bornes fontaines. L'eau est à la jonction de nombreux domaines tels que la sécurité alimentaire, la santé, la lutte contre la pauvreté, mais aussi l'accès à l'énergie et la préservation de l'environnement. Garantir l'accès à l'eau à la population a donc de nombreux impacts. C'est aussi un investissement rentable. Toujours selon les Nations unies, pour chaque dollar investi dans les infrastructures sanitaires et liées à l'eau, l'effet multiplicateur est estimé à 2 pour l'eau potable et grimpe à 5,5 pour l'assainissement.   En Afrique, où l'accès à l'eau potable progresse trop lentement, faute notamment d'investissements, les défis sont grands pour améliorer la situation. Le continent doit, en effet, faire face aux effets du changement climatique, avec la multiplication des inondations et des vagues de chaleur qui aggravent le risque de pénurie d'eau. L'urbanisation galopante et l'étalement des villes qui se font de manière anarchique compliquent également la mise en place de point d'eau et les raccordements. Enfin le manque de financement, la multiplicité des acteurs du secteur freinent aussi les travaux d'infrastructures.   Face à ce constat et si tout le monde s'accorde sur l'objectif, quels sont les moyens à mettre sur la table ? Faut-il une politique africaine unique de l'eau ? Et concrètement sur le terrain, quelles sont les solutions qui fonctionnent pour répondre aux besoins en eau des populations ? Sont-elles reproductibles à grande échelle ?   Émission enregistrée à Dakar à l'occasion de la réunion préparatoire de haut niveau de la Conférence des Nations unies sur l'eau de 2026 qui se déroule les 26-27 janvier 2026.   Avec : • Cheikh Tidiane Dieye, ministre de l'Hydraulique et de l'Assainissement du Sénégal  • Pedro Arrojo Agudo, rapporteur spécial des Nations unies sur les droits humains à l'eau potable et à l'assainissement   • Sareen Malik, secrétaire exécutive du Réseau africain de la société civile pour l'eau et l'assainissement (ANEW) et vice-présidente de Assainissement et Eau pour tous (SWA) • Aziz Faye, coordonnateur de la Plateforme des Organisations de la Société Civile de l'eau et de l'assainissement du Sénégal (POSCEAS) et président de l'Alliance Africaine de Faitières pour l'Eau et l'Assainissement (AAFEA).   Programmation musicale :  ► Ya Nob Bandit Bi - Jahman X-Press ► Out of orbit - Flox.

Selon les Nations unies, 2,2 milliards de personnes n'avaient toujours pas accès à une eau potable gérée en toute sécurité, soit environ 25% de la population dans le monde. En Afrique subsaharienne, la statistique grimpe à 70% avec des disparités selon les régions et les zones rurales et urbaines. Si des progrès ont été faits, force est de constater que l'objectif de développement durable numéro 6, fixé par les Nations unies à l'agenda 2030 « garantir l'accès de tous à l'eau et à l'assainissement et assurer une gestion durable des ressources en eau » est encore loin d'être atteint. Derrière les chiffres, les conséquences sont concrètes pour les populations souvent obligées de se déplacer pour accéder aux puits et aux bornes fontaines. L'eau est à la jonction de nombreux domaines tels que la sécurité alimentaire, la santé, la lutte contre la pauvreté, mais aussi l'accès à l'énergie et la préservation de l'environnement. Garantir l'accès à l'eau à la population a donc de nombreux impacts. C'est aussi un investissement rentable. Toujours selon les Nations unies, pour chaque dollar investi dans les infrastructures sanitaires et liées à l'eau, l'effet multiplicateur est estimé à 2 pour l'eau potable et grimpe à 5,5 pour l'assainissement.   En Afrique, où l'accès à l'eau potable progresse trop lentement, faute notamment d'investissements, les défis sont grands pour améliorer la situation. Le continent doit, en effet, faire face aux effets du changement climatique, avec la multiplication des inondations et des vagues de chaleur qui aggravent le risque de pénurie d'eau. L'urbanisation galopante et l'étalement des villes qui se font de manière anarchique compliquent également la mise en place de point d'eau et les raccordements. Enfin le manque de financement, la multiplicité des acteurs du secteur freinent aussi les travaux d'infrastructures.   Face à ce constat et si tout le monde s'accorde sur l'objectif, quels sont les moyens à mettre sur la table ? Faut-il une politique africaine unique de l'eau ? Et concrètement sur le terrain, quelles sont les solutions qui fonctionnent pour répondre aux besoins en eau des populations ? Sont-elles reproductibles à grande échelle ?   Émission enregistrée à Dakar à l'occasion de la réunion préparatoire de haut niveau de la Conférence des Nations unies sur l'eau de 2026 qui se déroule les 26-27 janvier 2026.   Avec : • Cheikh Tidiane Dieye, ministre de l'Hydraulique et de l'Assainissement du Sénégal  • Pedro Arrojo Agudo, rapporteur spécial des Nations unies sur les droits humains à l'eau potable et à l'assainissement   • Sareen Malik, secrétaire exécutive du Réseau africain de la société civile pour l'eau et l'assainissement (ANEW) et vice-présidente de Assainissement et Eau pour tous (SWA) • Aziz Faye, coordonnateur de la Plateforme des Organisations de la Société Civile de l'eau et de l'assainissement du Sénégal (POSCEAS) et président de l'Alliance Africaine de Faitières pour l'Eau et l'Assainissement (AAFEA).   Programmation musicale :  ► Ya Nob Bandit Bi - Jahman X-Press ► Out of orbit - Flox.

Matt Poepsel, PhD is author of "Expand the Circle: Enlightened Leadership for Our New World of Work", VP of Talent Optimization at The Predictive Index, and part-time faculty at Boston College. Matt discusses how leaders must prioritise human systems to adapt their approaches amid ongoing turbulence and disruption. Drawing from his military background and psychology expertise, Matt breaks down how to shift from control to connection, fostering hope, mutual trust and commitment. He offers clear guidance on managing through volatility, aligning teams in hybrid settings, exploring how to sustain motivation, rethink productivity, and embrace the opportunities.     KEY TAKEAWAYS   CHAPTER 1: Psychology, Empathy, and the Foundation of Leadership [01:19] During a Marine deployment, Matt is drawn to human behaviour and psychology. [02:49] For high performance and intense situations, military entities have psychology wired in. [03:37] Empathy and cohesion are underappreciated drivers of military agility and effectiveness. [05:15] High stakes work recognise 'softer' factors. Employers often miss the essential social glue.   CHAPTER 2: Transitioning to Human-Centred Tech-based Coaching [06:21] Matt leaves the military focused on product but is drawn to team leadership dynamics. [07:27] After a PhD on technology-assisted coaching, Matt starts a company to scale the concept. [08:05] Early coaching efforts centred on behaviour change, connection building and achievement orientation. [08:40] Millennials', and later Gen Zers, arrival highlighted need for new leadership approaches. [09:12] Even early technologies held innovation possibilities to improve human connection.   CHAPTER 3: Technology Acceleration and the Human Impact [10:45] Today's technology has increased convenience and productivity as well as disassociation.   [13:10] Mandated and mismanaged tech rollouts generate fear and resistance in employees. [13:55] Leaders can push productivity too fast, miss reactions showing people aren't yet on board. [15:37] First Principles are vital to understand actionable and effective priorities.   [16:10] Leaders need to counter employees withdrawing and reverting to self-interest. CHAPTER 4: Core Leadership Strategies for Unstable Times   [17:05] Hope acts as social gravity for leaders to bring teams back together. [18:58] Mutual understanding and trust between employers and employees needs cultivating. [20:35] Empathising with others reduces people the misjudgement of motives that increase fear. [22:40] Hierarchical org structure and career progression are outdated and block upward mobility. [24:00] Organisations need to be creative, evolve structures and upskill workers for adaptability. [25:03] Commitment to shared goals builds cohesion and counters fragmentation [28:45] Leadership training must emphasize empathy and collaboration skills [30:47] Leaders who aren't supported must proactively learn and adapt.   CHAPTER 5: Building Cohesive Teams in a Fragmented World     [31:50] Synchrony—aligned workflows—strengthens team connection and performance [32:52] Poor communication and decisions often isolate rather than unify [34:54] Redesigning how work gets done can restore belonging and efficiency [35:56] Leaders must assess cohesion and identity to guide 2026 planning [36:58] Focus on collective progress as the pace of change increases [38:00] Strong teams come from intentional connection, not just output   IMMEDIATE ACTION TIP: "To manage successfully through 2026, first take stock of your team, You need to know how things are. Then focus on cohesion because the way you're going to get through it is together."       RESOURCES   Matt Poepsel on LinkedIn Matt Poepsel's website The Predictive Index website Matt's Book "Expand the Circle: Enlightened Leadership for Our New World of Work"       QUOTES   "We can't succumb to the transactionalisation, the reductionism that's affecting the modern workplace. Because there are real economic consequences in terms of performance, but also human consequences in terms of our lived experience."   "The only way out is through."   "We have to take our people with us."   "I have to be the magnet rod that kind of draws us all back together through the way that I show up, the way that I diagnose problems, the way that I provide my coaching."   "Our human systems evolution is falling woefully behind our technology evolution."   "Let's try to get more creative… Let's emphasize those things that AI can't do and let's help our employees remain competitive and more valuable as a result."   "We have to check in with our teams and basically do that temperature check."

As organisations navigate the rapid rise of AI, the challenge is no longer simply acquiring technology; it's preparing people to use it effectively. Many companies are realising that access to AI tools alone doesn't translate into business impact. Employees need meaningful opportunities to develop skills that can be applied immediately, helping teams work smarter and make better decisions.In this episode of Tech Transformed, Christina Stathopoulos, Founder of Dare to Data, speaks with Gary Eimerman, Chief Learning Officer at Multiverse, about the pressing challenge of closing the AI and data skills gap in the workforce. They explore how organisations can build an AI-ready workforce, focusing on non-technical employees and the importance of a skills-first approach to learning.The Skills-First ApproachMultiverse champions a skills-first approach to upskilling employees in AI and data, asserting that this targeted training drives measurable business impact, including increased productivity, revenue growth, and time savings. This strategy moves beyond general AI literacy to focus on practical, applied learning. By diagnosing both organisational needs and individual skill levels, the approach identifies gaps and prescribes tailored, project-based learning experiences. Employees don't just complete modules in isolation; they work on real-world projects that apply the skills they are learning from day one, reinforcing retention and ensuring that training contributes to tangible outcomes.Learning in the AI EraGary explains that learning in the AI era is not simply about providing tools or access to content; it's about driving behaviour change, aligning learning with business outcomes, and embedding a culture of continuous skill development. As AI reshapes both the work we do and the way we learn, organisations that invest in people-first strategies position themselves to thrive rather than merely adapt. This conversation demonstrates that the future of work is always on learning, and that meaningful investment in AI and data skills is no longer optional; it's a critical driver of business success.Unlocking Workforce PotentialBy combining practical, applied training with ongoing support and measurable outcomes, companies can not only close the AI skills gap but also unlock the full potential of their workforce in an era defined by rapid technological change.TakeawaysTechnology alone is never enough; people must be invested in.Reskilling is a necessity due to technological disruption.Organisations must focus on human behaviour change, not just software deployment.A skills-first approach is critical for effective learning.Learning should be project-based and applied immediately.Non-technical roles are increasingly adopting AI tools.Creating time and space for learning is essential.Highlighting success stories builds confidence in using AI.Measuring impact through metrics like revenue per employee is vital.The future of work requires a cultural shift towards continuous learning.Chapters00:00 Closing the AI and Data Skills Gap02:02 Challenges in Building an AI-Ready Workforce06:06 The Skills First Approach to Learning10:04 Supporting Non-Technical Employees in AI13:46 Measuring the Impact of AI Skills...

“Collective stupidity is fairly common in organisations. Firms full of very smart individuals who act in reckless ways that destroy them. Governments and nations that engage in acts of self-harm, descending into economic decline or civil war. Armies that repeat failed tactics. It's easy to see collective stupidity as something others slip into because of their own idiocy or moral failings. But this perspective misses much. We are all party to such follies.”So wrote our guest today, Professor Sir Geoff Mulgan, in a recent paper on the focus of our conversation: Collective Stupidity and its implications for individuals, organisations and society.About our guestSir Geoff Mulgan CBE is Professor of Collective Intelligence, Public Policy and Social Innovation at University College London (UCL). Prior to that he was Chief Executive of Nesta, the UK's innovation foundation, between 2011 and the end of 2019. From 1997 to 2004 Geoff had roles in the UK government including director of the Government's Strategy Unit and head of policy in the Prime Minister's office. From 2004 to 2011 he was the first Chief Executive of The Young Foundation. He was the first director of the think-tank Demos; and has been a reporter on BBC TV and radioThe article discussed in the interview is open access and is available here:Mulgan, G. (2025). A Theory of Collective Stupidity in Organisations–and Possible Remedies. Organization Studies, 46(9), 1331-1335.https://journals.sagepub.com/doi/pdf/10.1177/01708406251349313 Hosted on Acast. See acast.com/privacy for more information.

Regional Victoria has been severely impacted by bushfires, driven by heatwaves and high-speed winds. Amid the crisis, some members of migrant communities, including those from Punjabi backgrounds, are extending help. From delivering meals to opening their spaces as shelters, Punjabi migrants are leading relief and rescue efforts. SBS Punjabi spoke with Manpreet Singh from Sikh Volunteers Australia and Gurjeet Singh from Australian Sikh Support, both of whom are at the forefront of these community-driven operations. - ਵਿਕਟੋਰੀਆ ਦੇ ਕਈ ਖੇਤਰੀ ਇਲਾਕੇ 2019-2020 ਦੀ ਬਲੈਕ ਸਮਰ ਤੋਂ ਬਾਅਦ ਹੁਣ ਤੱਕ ਦੀ ਸਭ ਤੋਂ ਭਿਆਨਕ ਬੁਸ਼ਫਾਇਰ ਵਿੱਚ ਝੁਲਸ ਰਹੇ ਹਨ। ਐਮਰਜੈਂਸੀ ਅਧਿਕਾਰੀਆਂ ਦੇ ਮੁਤਾਬਿਕ, ਵਿਕਟੋਰੀਆ ਵਿੱਚ 1,500 ਤੋਂ ਵੱਧ ਐਮਰਜੈਂਸੀ ਚੇਤਾਵਨੀਆਂ ਜਾਰੀ ਕੀਤੀਆਂ ਗਈਆਂ ਹਨ ਅਤੇ 17 'ਵਾਚ ਐਂਡ ਐਕਟ' ਨੋਟਿਸ ਪੂਰੇ ਰਾਜ ਵਿੱਚ ਲਾਗੂ ਹਨ। 20 ਸਥਾਨਕ ਸਰਕਾਰੀ ਖੇਤਰਾਂ ਵਿੱਚ ਐਮਰਜੈਂਸੀ ਦੀ ਸਥਿਤੀ ਦਾ ਐਲਾਨ ਕੀਤਾ ਗਿਆ ਹੈ। ਇਸ ਭਿਆਨਕ ਘੜੀ ਵਿੱਚ ਵਿਕਟੋਰੀਆ ਦੇ ਪੰਜਾਬੀ ਪਰਵਾਸੀ ਭਾਈਚਾਰੇ ਦੇ ਲੋਕ ਬਚਾਅ ਕਾਰਜਾਂ ਵਿੱਚ ਆਪਣਾ ਸਹਿਯੋਗ ਦੇਣ ਵਾਲਿਆਂ ਵਿੱਚ ਮੋਹਰੀ ਬਣੇ ਹੋਏ ਹਨ। ਇਸ ਪੌਡਕਾਸਟ ਰਾਹੀਂ ਸੁਣੋ, ਵਿਕਟੋਰੀਆ ਦੇ ਖੇਤਰੀ ਇਲਾਕਿਆਂ ਵਿੱਚ ਮੌਜੂਦ ਪੰਜਾਬੀ ਵਲੰਟੀਅਰਾਂ ਨਾਲ ਐਸਬੀਐਸ ਪੰਜਾਬੀ ਦੀ ਗੱਲਬਾਤ।

New Zealand's sports clubs are facing a critical deadline. By the 5th of April, 2026, all incorporated community sport organisations must re-register under the Incorporated Societies Act 2022. Less than half the country's 7,000 clubs have registered so far, and failure to do so will result in voluntary dissolution. Chair of the Amateur Sports Association, Gordon Noble-Campbell told Piney the first thing clubs should do is advise their members of the situation, and see what resources and assistance they have available. He says it can be a tricky process, but if needed, the Amateur Sporting Association is always available and happy to offer input or information. LISTEN ABOVE See omnystudio.com/listener for privacy information.

In this guest episode of Hub & Spoken, Jason Foster, CEO & Founder of Cynozure, is joined by Kate Sargent, Chief Data Officer at the Financial Times, to discuss how customer understanding drives strategy, growth and trust in a digital-first organisation.   Kate explains how the FT has evolved from a traditional publisher into a subscription-led business serving audiences from classroom to boardroom. She shares how customer insight underpins everything from acquisition and retention to product design and experience, guided by a clear set of "metrics that matter".   The conversation explores how the FT segments its audiences, turns insight into action across the organisation and balances short-term performance with long-term value. Kate also reflects on the practical role of AI, from personalisation to governance, explaining why clarity of purpose and strong principles matter when adopting new technology.   Listen here for a thoughtful discussion focused on data, customers and sustainable growth.   Cynozure is a leading data, analytics and AI company that helps organisations to reach their data potential. It works with clients on data and AI strategy, data management, data architecture and engineering, analytics and AI, data culture and literacy, and data leadership. The company was named one of The Sunday Times' fastest-growing private companies in both 2022 and 2023 and recognised as The Best Place to Work in Data by DataIQ in 2023 and 2024. Cynozure is a certified B Corporation. 

2025 could be described as having been a rather eventful year in the world of visual impairment. In Touch has assembled a panel of guests with varying personal and professional experience of visual impairment, to discuss the events of the past year. This programme is part two of our discussion, which focuses on sight loss organisations and the direction of travel regarding representation and where the money goes. Presenter: Peter White Producer: Beth Hemmings Production Coordinator: Helen Surtees Website image description: Peter White sits smiling in the centre of the image and he is wearing a dark green jumper. Above Peter's head is the BBC logo (three separate white squares house each of the three letters). Bottom centre and overlaying the image are the words "In Touch" and the Radio 4 logo (the word ‘radio' in a bold white font, with the number 4 inside of a white circle). The background is a bright mid-blue with two rectangles angled diagonally to the right. Both are behind Peter, one is a darker blue and the other is a lighter blue.

In a world where customer expectations evolve faster than ever, organisations are rethinking how they manage and leverage data. Legacy, monolithic Customer Data Platforms (CDPs) are increasingly challenged by rigidity, slow adaptability, and regulatory pressures. In this episode of Tech Transformed, Christina Stathopoulos, Founder of Dare to Data, speaks with Joe Pulickal, Director of Product Management at Uniphore, about the shift to composable CDPs and what it means for modern marketing technology.Moving Away from Monolithic CDPsOrganisations are moving away from rigid, all-in-one CDPs as regulations around data privacy, consent, and cross-border data flows intensify. Joe explains that companies can no longer rely on systems that lock them into a single architecture or make compliance retrofitting difficult. Data governance, consent management, and data sovereignty have become critical considerations in every technology decision, forcing leaders to rethink the underlying structure of their CDPs.Challenges in Composable SystemsWhile composable CDPs offer flexibility, they introduce new challenges. Organisations must define ownership and accountability within modular systems to prevent fragmentation and ensure consistent data quality. Leadership must consider how compute, storage, and access are distributed across modules while maintaining compliance and security standards. Joe notes that without clarity on ownership, organisations risk operational inefficiency and weakened governance.Flexibility and Modularity in Data ManagementThe core advantage of composable architectures lies in modularity. By decoupling components from data ingestion to activation, organisations gain the freedom to innovate without being constrained by a monolithic platform. Joe emphasises: “You need flexibility in where data lives, how compute happens, ultimately doubling down on sovereignty, security, and that composable idea that initially started with data.” This approach allows teams to adopt new tools, scale selectively, and respond to changing business or regulatory requirements with agility.Embracing First-Party Data StrategiesThe shift to first-party data strategies is essential in today's marketing landscape. With third-party cookies being phased out and privacy regulations tightening, companies must rely on direct, trusted data from their customers. Composable CDPs provide the framework to centralise first-party data while giving teams the ability to personalise experiences, maintain compliance, and safeguard trust. Joe highlights that organisations need to view data not just as an asset, but as a responsibility, balancing customer value with ethical management.Here are what leaders can do:Rethink data architecture: Move from monolithic to composable systems to gain flexibility, scalability, and regulatory alignment.Prioritise governance: Define ownership, consent management, and security practices across modular components.Focus on first-party data: Build direct customer relationships and leverage trusted data responsibly.Embrace modularity: Enable innovation, adaptability, and resilience in data management through composable design.This episode offers practical insights for leaders navigating the transition from traditional CDPs to composable architectures. It highlights how thoughtful design, governance, and first-party data strategies empower organisations to act with agility, comply with regulations, and...

A Clare tidy towns group is among 40 organisations nationwide to receive funding through a scheme which supports projects promoting circular living. Quin Village Tidy Towns Group has been given the top award of €5,000 under Circular.ie's Circular Communications Grant. It's the only tidy towns group in the country to benefit from the initiative. Group spokesperson Alison Deane says they intend to use the funds to drive greater enagement.

Israel is revoking the licences of 37 aid organisations working in Gaza, saying they failed to meet the requirements of new registration rules. The UK government is among those warning of the humanitarian impact the move could have. One resident of Gaza tells us of her fears. Also on the programme: With drones increasingly lighting up the skies at New Year's celebrations, we hear a defence of the old-fashioned firework.And looking back as punk turns 50.

India's top human rights body, the National Human Rights Commission (NHRC), is going to have its accreditation status downgraded -- from ‘A' to ‘B'. The Global Alliance of National Human Rights Institutions (GANHRI) is the international body that mediates the relationship between national human rights institutions and the United Nations (UN).  In March this year, GANHRI's Sub-Committee on Accreditation recommended that India's accreditation status be downgraded to ‘B'. India appealed this move to the GANHRI bureau. Earlier this month, the appeal was turned down. This means that from April 2026, India's NHRC will no longer enjoy the ‘A' category accreditation that it has enjoyed till now – a major embarrassment for the institution, and also for India.  What were the reasons for this downgrading? Why was our appeal turned down? What can India do to get the ‘A' accreditation back?  Guest: Henri Tiphagne, Working Secretary with the All India Network of Individuals and Organisations working with National and State Human Rights Institutions (AINNI). Host: G. Sampath Edited by Sharmada Venkatasubramanian Learn more about your ad choices. Visit megaphone.fm/adchoices

This episode of 'The New Abnormal' podcast features Jan Berger, who advises business leaders on how to steer their companies towards a profitable future. He's the Founder & CEO of the renowned Themis Foresight in Berlin, which he founded to anticipate the economic, technological, social and political drivers of future change.The team at Themis are driven by the conviction that outstanding futures research is the crucial key to success for the strategic direction of Europe's economic and entrepreneurial elite.  They bring the results of this research to corporate clients via foresight, scenarios, roadmaps, and strategic design.  Jan is also President of the World Futures Studies Federation, the independent global peak body for Futures Studies Scholarship, an NGO and UNESCO partner founded in 1973. It operates as a global network of practicing futurists, including researchers, teachers, scholars, policy analysts, activists and others from approximately 60 countries. In our conversation, we discuss all of the above, during which Jan also covers a fascinating and incredibly ambitious initiative in which he's currently involved: 'The Industrial Renaissance Project'. So, I hope you enjoy listening to his viewpoints as much as I did!

Looking back over the past year, you might be struck by the sheer volume of stories about hybrid working, burnout, trust, AI and economic pressure. But when you step back and consider them together, a much clearer picture emerges. One that reveals the deeper forces shaping how people feel about work, and what leaders will need to pay attention to in 2026. In this special solo episode of Sticky From The Inside, Andy Goram explores the underlying currents that sit beneath the headlines. Yes, we talk about return-to-office tensions, the rise in burnout, and AI's quiet spread across workplaces. But these aren't isolated issues. They're connected, and they're telling us something important about the state of work today. Drawing on a year of cultural insights, research and real-world observations, Andy introduces five forces he believes will shape engagement, culture and leadership in the year ahead. From the growing urgency around work design, to the shift from engagement as feedback to engagement as shared power, to the rising importance of trust, human-fluent AI leadership, and belonging as a stabilising force. If you're leading people, shaping culture, or simply trying to make work a healthier, more human experience, this episode offers a grounded and connected view of what's really happening and why leaders can't afford to think about these forces in isolation. ----more---- Key Takeaways Work Design becomes a core leadership discipline. Sustainable performance will depend less on location and more on designing work that people can realistically deliver without burning out. Engagement shifts from measuring feelings to sharing power. People want influence, not just surveys. Organisations that involve employees meaningfully will see stronger commitment and trust. Trust becomes the currency of effective leadership. In an environment of economic squeeze and organisational change, trust is fragile — and leaders will need to earn it through clarity, consistency and honesty. Leaders must be both AI-literate and human-fluent. AI is entering the workplace faster than governance can keep up. The leaders who succeed will understand technology and know how to support people through it. Belonging and psychological safety become strategic stabilisers. In pressured systems, belonging is not a soft concept, it's the foundation for resilience, creativity and high performance. ----more---- Key Moments The key moments in this episode are: 0:01:13 – Looking back to understand the year ahead 0:02:04 – Why the headlines don't tell the full story 0:03:01 – The workplace stories shaping today's backdrop 0:06:17 – Engagement falls, burnout rises, and tolerance shifts 0:09:24 – Trust under pressure and the rise of employee voice 0:12:56 – AI adoption grows from the bottom up 0:16:09 – Economic pressures and their cultural impact 0:21:10 – Introducing the five forces shaping 2026 0:21:23 – Force One: Work design steps into the spotlight 0:22:30 – Forces Two to Five: Power, trust, AI and belonging 0:27:07 – A challenge for leaders in the year ahead ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Useful Links Gallup State of the Global Workforce here Read Inspiring Workplaces' take on the survey here Read The Autonomy Institute's piece on the 4-Day Week here Read The Guardian's piece on the 4-Day Week here Read Microsoft's view on AI at work here Read Peoplescout.com's article on Mental Health at work here ----more---- Full Episode Transcript Get the full transcript of the episode here

In this Dog Walk Diary episode, I explore a powerful metaphor about bananas and talent selection to unpack why traditional coach education falls short, and argue that we need to think ecologically about the environments coaches operate within rather than just pumping them full of content.Three Key Takeaways:1.The knowing-doing gap isn't about lack of education – We can't expect coach education alone to change behaviour when coaches operate within systems that constrain them through competitive pressures, selection policies, and performance metrics that reward short-term outcomes over long-term development.2.Competition systems drive coaching behaviour more than content does – When policies prioritise win rates and early selection, coaches naturally choose “ripe bananas” over “green ones” because the environment punishes developmental thinking. We need to redesign the ecological niche coaches inhabit, not just their knowledge base.3.Sport needs a philosophical conversation before a technical one – Organisations must first answer whether they're serving participation or performance, recognise it's a false dichotomy, and then align their policies, resources, and competitive structures to support both—creating the “broccoli burger” that's both appealing and nutritious.If you're interested in exploring these ideas further and connecting with other practitioners who think differently about coaching and development, join The Guild of Ecological Explorers by heading to www.thetalentequation.co.uk and clicking the ‘join a learning group' button.Become a supporter of this podcast: https://www.spreaker.com/podcast/the-talent-equation-podcast--2186775/support.Ready to explore these ideas further? Join The Guild of Ecological Explorers – a community of practitioners committed to deepening their understanding of ecological dynamics and constraints-led approaches. Head to www.thetalentequation.co.uk and click the 'Join a Learning Group' button to become part of this transformative conversation

What's the current state of play in the world of networking? This week, Technology Now returns to HPE Discover Barcelona for a discussion with Rami Rahim, President and General Manager, HPE Networking. We ask why networking is so important, how it is possible to keep the world connected, and explore what networking will look like going into the future.This is Technology Now, a weekly show from Hewlett Packard Enterprise. Every week, hosts Michael Bird and Sam Jarrell look at a story that's been making headlines, take a look at the technology behind it, and explain why it matters to organizations. This episode is available in both video and audio formats.About Rami Rahim: https://www.hpe.com/uk/en/leadership-bios/rami-rahim.html

Get featured on the show by leaving us a Voice Mail: https://bit.ly/MIPVMAI adoption is accelerating, but compliance alone won't protect your business. In this episode, Santosh Kaveti explores practical strategies for managing AI risk, securing data, and scaling responsibly while unlocking new revenue streams.

What's going on at HPE Discover Barcelona 2025. This week, Technology Now visits Barcelona for an interview with company CEO Antonio Neri. We ask what the how the world of technology is faring a quarter of the way into the 21st century, we look forward to where we're heading in the future, and we explore how HPE is responding to our changing world.This is Technology Now, a weekly show from Hewlett Packard Enterprise. Every week, hosts Michael Bird and Sam Jarrell look at a story that's been making headlines, take a look at the technology behind it, and explain why it matters to organizations. This episode is available in both video and audio formats.http://www.hpe.com/discover/barcelona

Lucinda welcomes Tabbin Almond, author of "Bottling Up Trouble," to discuss the impact of alcohol in the workplace.  As the holiday season approaches, they explore the cultural norms surrounding drinking, particularly in corporate settings, and the challenges faced by individuals struggling with alcohol use. Tabbin shares a personal journey to becoming alcohol-free and highlights the stigma that prevents many from seeking help. KEY TAKEAWAYS There is a pressing need to change workplace cultures that encourage excessive drinking, as many individuals feel pressured to conform to alcohol-related social norms, which can lead to serious personal and professional issues. Individuals struggling with alcohol use often feel shame and stigma, making it difficult for them to seek help. Coaching can provide a supportive environment where they can regain control and learn to live alcohol-free Younger generations, particularly Gen Z, are drinking less and are more aware of mental health issues. As they rise to senior positions, they are likely to influence workplace cultures towards healthier practices Organisations should prioritise inclusivity at events, such as Christmas parties, by providing a wide range of appealing non-alcoholic options and ensuring that alcohol does not dominate the event's focus BEST MOMENTS "There's so much shame and stigma around having a problem with alcohol that they can't ask for help. They fear that if they say they've got a problem, they will be branded forevermore." "The younger generation are much more aware of their mental health and proactive in looking after it. They understand that alcohol can never relieve depression or stress; it can only make them worse." "We need to change the culture. We're encouraged to drink by society, but if someone gets into trouble, it's only the individual's fault." "Think before automatically using alcohol to help people bond at work. Be more creative and ask, 'Isn't there something better we could do?'" VALUABLE RESOURCES The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠   ⁠The HR Uprising LinkedIn Group⁠ ⁠How to Prioritise Self-Care (The HR Uprising)⁠ ⁠How To Be A Change Superhero - by Lucinda Carney⁠ HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠   ⁠www.changesuperhero.com⁠ ⁠www.hruprising.com⁠            Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠ CONTACT TABBIN LinkedIn - https://www.linkedin.com/in/katherine-tabbin-almond/ Wine to Water Coaching - https://www.winetowatercoaching.com/ ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up' together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠ Email: ⁠Lucinda@advancechange.co.uk⁠ Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Networks of bots - automated social media accounts - have been found to be targeting European elections including, in the last year, those in Moldova, Poland and Germany. But could their real intention be to tie up news organisations with fact-checking? Damien Sharkov from BBC Monitoring has been looking at how they operate. Earlier this year, news reports circulated online that a Vietnamese-American scientist called Anh Duong had a hand in creating the bombs used by America in its June airstrikes on Iran. Those reports turned out to be untrue, but Thuong Le from BBC Vietnamese has the real story of the chemical engineer known as 'the Bomb Lady.'In India, pigeons are a much-loved part of city life for many, but a health risk for some.Sumedha Pal has the story. Presenter: Faranak Amidi Producers: Laura Thomas and Caroline FergusonPhoto: Faranak Amidi. Credit: Tricia Yourkevich

This week on our Live Show we discussed the problems facing the World's Youth   Join my PodFather Podcast Coaching Community https://www.skool.com/podfather/about   Start Your Own SKOOL Community https://www.skool.com/signup?ref=c72a37fe832f49c584d7984db9e54b71   Donations https://www.awakeningpodcast.org/support/   #awakening #adloesence #youngpeople #futureyouth   About my Co-Host: Arnold Beekes Innovator, certified coach & trainer and generalist. First 20 years in technology and organizational leadership, then 20 years in psychology and personal leadership (all are crucial for innovation).   Join his Brain Fitness SKOOL Group https://www.skool.com/brainfitness/about   What we Discussed: 00:00 What the Show is about today   01:15 Who are we Talking about when we say Youth? 02:25 What % of Youth are the World Population 04:45 Are the Youths Happy 07:00 Problems with Water in Countries 09:30 The Price of Education creates a class of Poverty   12:00 The Youth are demonstrating around the World 13:35 Two Countries have had a change in Government because of Protests 15:50 People can not buy houses anymore 17:00 Organisations paying people to Protest 19:50 People can not afford to pay for therapy 21:45 Health and Social Security does not work 24:22 Refugee camps in Uganda have 1.9 Million people 28:50 How many people are in Refugee Camps Worldwide 34:00 Do not think that we can not do anything to improve the World 36:40 Our SKOOL Groups and how to connect with us   Substack Subscription https://substack.com/@podfatherroy   How to Contact Arnold Beekes:   https://braingym.fitness/   https://www.linkedin.com/in/arnoldbeekes/   Donations ⁠⁠ https://www.awakeningpodcast.org/support/   https://www.podpage.com/speaking-podcast/support/ ⁠⁠   All about Roy / Brain Gym & Virtual Assistants at https://roycoughlan.com/  

This week on our Live Show we discussed the problems facing the World's Youth Join my PodFather Podcast Coaching Community https://www.skool.com/podfather/about Start Your Own SKOOL Community https://www.skool.com/signup?ref=c72a37fe832f49c584d7984db9e54b71 Donations https://www.awakeningpodcast.org/support/ #awakening #adloesence #youngpeople #futureyouth About my Co-Host:Arnold Beekes Innovator, certified coach & trainer and generalist. First 20 years in technology and organizational leadership, then 20 years in psychology and personal leadership (all are crucial for innovation). Join his Brain Fitness SKOOL Grouphttps://www.skool.com/brainfitness/about What we Discussed:00:00 What the Show is about today 01:15 Who are we Talking about when we say Youth?02:25 What % of Youth are the World Population04:45 Are the Youths Happy07:00 Problems with Water in Countries09:30 The Price of Education creates a class of Poverty 12:00 The Youth are demonstrating around the World13:35 Two Countries have had a change in Government because of Protests15:50 People can not buy houses anymore17:00 Organisations paying people to Protest 19:50 People can not afford to pay for therapy21:45 Health and Social Security does not work24:22 Refugee camps in Uganda have 1.9 Million people28:50 How many people are in Refugee Camps Worldwide34:00 Do not think that we can not do anything to improve the World36:40 Our SKOOL Groups and how to connect with us Substack Subscriptionhttps://substack.com/@podfatherroy How to Contact Arnold Beekes: https://braingym.fitness/ https://www.linkedin.com/in/arnoldbeekes/ Donations ⁠⁠ https://www.awakeningpodcast.org/support/ https://www.podpage.com/speaking-podcast/support/ ⁠⁠ All about Roy / Brain Gym & Virtual Assistants athttps://roycoughlan.com/