Podcasts about organisations

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.

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."

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.

Ep.241 - Comme premier épisode de 2026, nous vous proposons de replonger dans un de nos plus importants épisodes. Nous avons eu le privilège de nous entretenir avec l'un des grands penseurs du management et de la stratégie de notre époque, le professeur Henry Mintzberg. Il discute de la définition de la stratégie, de son évolution dans un monde en constante mutation, ainsi que de l'importance de la perspective stratégique. Il aborde également les défis auxquels sont confrontées les grandes entreprises, le rôle des managers, l'écoute des clients et l'importance des partenariats. Enfin, il partage avec nous ses réflexions sur l'évolution de l'enseignement de la stratégie et de la pratique de la gestion.À retenirLa stratégie peut être vue à la fois comme un processus et comme un contenu.Les entreprises doivent s'adapter à un environnement changeant.La structure d'une entreprise peut être considérée comme sa stratégie.Les positions sur le marché évoluent constamment.Il est crucial de changer de perspective pour rester compétitif.Les objectifs peuvent parfois être un piège pour les entreprises.Les limites entre les entreprises et l'extérieur sont devenues floues.Tout le monde au sein d'une organisation peut être un stratège potentiel.La gestion est une pratique qui requiert de l'expérience et de la créativité.L'écoute des clients est essentielle à l'innovation.Henry MintzbergM. Henry Mintzberg enseigne depuis 1968 à la faculté de gestion Desautels de l'université McGill, à Montréal, où il occupe la chaire Cleghorn d'études en gestion. Il est ingénieur diplômé de l'université McGill et détient une maîtrise et un doctorat de la Sloan School of Management du Massachusetts Institute of Technology.Il est l'auteur de 21 livres (Simply Managing, Structure in Fives (and Sevens in 2023), The Rise and Fall of Strategic Planning, Managers not MBAs, Managing the Myths of Health Care, and Bedtime Stories for Managers) et de 180 articles scientifiques sur le management et la stratégie dont deux articles primés dans la Harvard Business Review.  Il est également le récipiendaire de vingt et un diplômes honorifiques décernés par des universités du monde entier dont Paris IX-Dauphine, l'université de Lausanne et l'institut Mines-Télécom. M. Mintzberg a cofondé l'International Master's Program for Managers et l'International Masters for Health Leadership tous les deux enseignés à l'université McGill, ainsi que l'entreprise CoachingOurselves.com, toutes des initiatives novatrices permettant aux managers en exercice d'apprendre ensemble à partir de leur propre expérience.M. Mintzberg est officier de l'Ordre du Canada et officier de l'Ordre national du Québec, ainsi que membre de la Société royale du Canada, le premier provenant d'une faculté de gestion. Accédez aux notes ici: https://www.intelliaconsulting.com/podcast Activez les bases de votre pensée stratégique (gratuit): Le Sprint de l'Action Stratégique Allez plus loin: Chaque semaine, recevez conseils et perspectives afin de développez votre impact stratégique - Abonnez-vous à notre lettre hebdomadaire

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.

Final Episode of 2025 Guest: Stephanie Snow, Chair of CIPR HealthTheme: The future of health communications, behaviour change, and reputation as we head into 2026 Episode overview We're closing out 2025 with a thoughtful, energising conversation about where health communications is heading next. Recorded earlier this year but released now to harness the fresh start effect, this episode looks squarely at the realities communicators face as we plan for 2026. Steph brings over 20 years' experience across agency and in-house roles, and shares sharp insight on leadership, professional standards, and why communications has never been more critical—or more misunderstood. A quote from Steph “Reputations are long and hard to build, and very easily broken. Organisations that treat communications as a ‘nice to have' rather than a strategic function are making themselves extremely vulnerable.” Steph's top challenges for health communications in 2026 1. Fragmented information ecosystemsAudiences now live in highly personalised, often invisible digital spaces. Conversations are happening in places communicators can't easily see, track, or respond to—raising both reputational and ethical challenges. 2. Communications being undervalued in tough economic timesWhen budgets tighten, comms roles are often the first to go. Steph argues this is a false economy: organisations that cut strategic communications weaken their ability to manage trust, credibility, and long-term impact. 3. Behaviour change in an environment stacked against healthFrom junk food saturation to commercial determinants of health, communicators are trying to influence behaviour in contexts that actively undermine healthy choices—making strategy, not just messaging, essential. 4. The shift from strategic leadership to tactical deliveryDespite rising complexity, communications is still too often reduced to outputs rather than influence. Steph makes a strong case for reclaiming comms as a core leadership and decision-making function. 5. Skills, confidence, and professional development gapsAs roles evolve, so must capability. Ongoing CPD, ethical reflection, and peer learning are no longer optional extras—they're how the profession stays credible and resilient. Stand-out moments from the conversation Why eye contact still matters—even in a Zoom-dominated world How being a “well-hidden introvert” can make you a better communicator What health communicators can learn from aviation, failure, and pre-mortems Why learning should feel energising, not like another item on the to-do list How community, connection, and shared thinking protect against burnout Book recommendation

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

By Rajesh Jethwa, CTO at Digiterre, and co-author of Transform!: The 14 Behaviors Driving Successful Digital Transformation in the Age of Gen AI Modern life runs on an intricate network of technologies so familiar we barely notice them. We see the polished surface of digital services, mobile apps and rapid delivery systems, yet beneath these innovations sits something surprisingly fragile. It is a vast ecosystem of legacy software, outdated infrastructure and deeply embedded organisational routines that were built for a different era. This hidden technology, a blend of code, machinery and human workaround, keeps the world functioning. Increasingly, however, it is showing signs of strain. The more advanced society becomes, the more vulnerable it becomes to failures within this buried architecture. When modern systems falter, the effects can cascade instantly. The British Airways disruption in 2024 made this clear. A single technical fault led to widespread delays and cancellations, stranding thousands of travellers and exposing how dependent airline operations are on tightly meshed systems. Although air travel appears smooth from the outside, its core relies on a patchwork of old and new platforms. When just one piece collapses, everything stalls. Transform, Behaviors Driving Digital Transformation The global CrowdStrike outage offered an even more dramatic demonstration. A flawed update to widely used security software caused computers around the world to crash or lock into endless reboot cycles. Airports, hospitals and corporations all felt the impact. This incident revealed how deeply embedded certain tools have become and how a single error in one system can ripple across continents within minutes. Another example is the UK Post Office Horizon scandal, where faults in an accounting system resulted in wrongful accusations against hundreds of postmasters. This was not only a technology failure but also a failure of change. An organisation that had become overly dependent on a single system assumed that any discrepancy must be human error. When technology becomes unquestionable, it gains authority that can override evidence and experience, with devastating consequences. These events highlight a broader truth. Large scale digital transformation efforts often fail. Studies regularly suggest that between 60 and 70 per cent of such initiatives do not achieve their intended outcomes. Organisations underestimate the complexity of changing systems that underpin everyday operations. They invest in new software without addressing the outdated processes, cultural assumptions and decision making structures that surround it. Technology cannot succeed if it is layered on top of old thinking. High stakes systems are difficult to change because they have become intertwined with human behaviour. Employees develop tacit knowledge that compensates for the shortcomings of old tools. This invisible layer of human patchwork allows outdated systems to survive far longer than they should. The paradox is that these systems seem stable precisely because people are constantly rescuing them. But such arrangements cannot last. As expectations for speed, transparency and security grow, the legacy architecture becomes a bottleneck. Reinvention becomes essential for resilience. The path forward begins with recognising that technology is only one part of the equation. True digital transformation requires rethinking how work flows, how decisions are made and how people collaborate. Organisations need clarity about the purpose their systems must serve today, not the assumptions they inherited from the past. Simplifying processes before upgrading tools reduces complexity and ensures that new technology is not forced to replicate outdated practice. Reinvention also depends on small, continuous experiments rather than large, inflexible programmes. Pilot projects, prototypes and iterative learning build adaptability. They help organisations respond to uncertain...

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

In this episode, first Luke talks to Anita, then we hear Anita's interviews with Professors Denise Grocke and Alison Short. Sandwiched between these two longer interviews there are some shorter conversations with Pip Reid, Lucy Bolger, Wendy Magee, Helen Cameron, Catherine Threlfall and Emma O'Brien. This all took place at the AMTA conference in October 2025, in Melbourne. Emeritus Professor Denise Grocke PhD, RMT, RGIMT, FAMI, L. Mus. Emeritus Professor Denise Grocke completed her music therapy qualifications at Michigan State University, USA, and holds a Masters degree in Music Therapy, and a PhD in Guided Imagery and Music (GIM), both from the University of Melbourne. She has worked as a music therapist with people living with mental illness, neurological disorders and dementia. She is trained in the Bonny Method of Guided Imagery and Music, and is a Fellow of the Association for Music and Imagery in the U.S. She established the music therapy course at the University of Melbourne in 1978, and for 33 years was Head of Music Therapy. From 1998-2012 she was Director of the National Music Therapy Research Unit (NaMTRU), which she established to promote research in music therapy at a national level. She co-founded the International Consortium of Music Therapy Research Universities in 2002, which enabled large international multi-site trials to advance the Profession. She was President of the World Federation of Music Therapy (WFMT) from 1999-2002, having served three terms as Chair of the Commission of Education, Training and Registration. She co-founded the Australian Music Therapy Association in 1975 and served two terms as its President. Professor Grocke has written extensively on music therapy and Guided Imagery and Music. She is co-author of Receptive Music Therapy (2024, with Dr Katrina McFerran); editor of Guided Imagery and Music: The Bonny Method and Beyond 2nd edition (2019); Guided Imagery and Music (GIM) and Music Imagery Methods for Individual and Group Therapy (2015; co-edited with Torben Moe); co-author of Receptive Methods in Music Therapy (2007) with Tony Wigram, and co-editor of Music Medicine 3 (1999) with Rosalie Rebollo Pratt. In addition she has published 30 book chapters, 50+ refereed journals articles, Cochrane reviews, and online publications. In 2012 she was presented with an Award of Merit, by the American Music Therapy Association, in recognition of service to the field of music therapy. In 2013 she was awarded a Lifetime Achievement Award by the Australian Music Therapy Association and Honorary Life Membership of the World Federation of Music Therapy, the Australian Music Therapy Association, and the Music and Imagery Association of Australia. In 2016 she was made an Officer in the Order of Australia (AO) for services as a pioneering practitioner, researcher, author and teacher in music therapy, and services to professional Organisations. Assoc. Prof. Alison Short Alison Short, PhD, MA (MT), BMus (MThy), GCULT, DipTh, CertIV, RMT, MT-BC, RGIMT, FAMI, is Associate Professor of Music Therapy/Music and Health at Western Sydney University, Australia. Alison trained in the very first music therapy course in Australia at the University of Melbourne, then completed her Masters in music therapy at New York University and her PhD at the University of Technology, Sydney. With over 43 years of practice as an Australian Registered Music Therapist, and 34 years holding Board Certification, Alison's clinical experience encompasses aged and palliative care, mental health and more, in the context of both medical and community settings. In addition, Alison worked for 10 years as a health services researcher on a range of projects and health applications, mostly within the Faculty of Medicine, University of New South Wales (Sydney, Australia). Alison is an internationally recognised music therapy academic demonstrating innovative evidence-based and music-focussed expertise with an extensive publication record and frequent international invitations. Alison's work has been recognised with Honorary Life Membership of both the Australian Music Therapy Association and the Music and Imagery Association of Australia, and she is currently appointed as Regional Representative to the Council of the World Federation of Music Therapy. References  Gracida, Maclean and Coombes 2025 Music Therapy with Displaced Persons: Trauma, Transformations and Cultural Connections. Jessica Kingsley Publishers Scrub choir video: https://www.youtube.com/watch?v=w1YtT0qLjDA

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

We live in a world where technology moves faster than most organisations can keep up. Every boardroom conversation, every team meeting, even casual watercooler chats now include discussions about AI. But here's the truth: AI isn't magic. Its promise is only as strong as the data that powers it. Without trust in your data, AI projects will be built on shaky ground.In this episode of Don't Panic, It's Just Data podcast, Amy Horowitz, Group Vice President of Solution Specialist Sales and Business Development at Informatica, joins moderator Kevin Petrie, VP of Research at BARC, to tackle one of the most pressing topics in enterprise technology today: the role of trusted data in driving responsible AI. Their discussion goes beyond buzzwords to focus on actionable insights for organisations aiming to scale AI with confidence.Why Responsible AI Begins with DataAmy opens the conversation with a simple but powerful observation: “No longer is it okay to just have okay data.” This sets the stage for understanding that AI's potential is only as strong as the data that feeds it. Responsible AI isn't just about implementing the latest algorithms; it's about embedding ethical and governance principles into every stage of AI development, starting with data quality.Kevin and Amy emphasise that organisations must look at data not as a byproduct, but as a foundational asset. Without reliable, well-governed data, even the most advanced AI initiatives risk delivering inaccurate, biased, or ineffective outcomes.Defining Responsible AI and Data GovernanceResponsible AI is more than compliance or policy checkboxes. As Amy explains, it is a framework of principles that guide the design, development, deployment, and use of AI. At its core, it is about building trust, ensuring AI systems empower organisations and stakeholders while minimising unintended consequences. Responsible data governance is the practical arm of responsible AI. It involves establishing policies, controls, and processes to ensure that data is accurate, complete, consistent, and auditable.Prioritise Data for Responsible AIThe takeaway from this episode is clear and that is responsible AI starts with responsible data. For organisations looking to harness AI effectively:Invest in data quality and governance — it is the foundation of all AI initiatives.Embed ethical and legal principles in every stage of AI development.Enable collaboration across teams to ensure transparency, accountability, and usability.Start small, prove value, and scale — responsible AI is built step by step.Amy Horowitz's insight resonates beyond the tech team: “Everyone's ready for AI — except their data.” It's a reminder that AI success begins not with the algorithms, but with the trustworthiness and governance of the data powering them.For more insights, visit Informatica.TakeawaysAI is only as good as its data inputs.Data quality has become the number one obstacle to AI success. Organisations must start small and find use cases for data governance.Hallucinations in AI models highlight the need for vigilant

Malaki ang papel ng volunteerism sa Australia, kung saan libo-libong tao ang naglalaan ng oras para tumulong sa mga komunidad. Pinapahalagahan ito ng bansa dahil nakatutulong ang mga volunteer sa pagpapatatag ng ugnayan ng mga komunidad. - Malaki ang papel ng volunteerism sa Australia, kung saan libo-libong tao ang naglalaan ng oras para tumulong sa mga komunidad. Pinapahalagahan ito ng bansa dahil nakatutulong ang mga volunteer sa pagpapatatag ng ugnayan ng mga komunidad.

KINTO Join Ltd, the leading provider of full service ESG solutions, has announcesdthe launch of its new 360° sustainability solution, KINTO Zero. This is an end-to-end service featuring expert consultancy, an ESG reporting platform, and practical actionable tools - including the sustainable mobility platform, KINTO Join. Merging global standards with innovative technology, KINTO Zero helps organisations to reduce their carbon emissions and enhance their sustainability performance. Supported by Toyota Financial Services under the global KINTO brand, the platform enables organisations to collect and track data and generate audit-ready, compliance reports. In turn, it supports carbon accounting, reduction and offsetting pathways. As part of the KINTO Zero solution, organisations also gain access to professional ESG consultancy services. These include Double Materiality Assessments (DMA) - to access a company's priorities for their ESG strategy and reporting, comprehensive gap analysis, and the creation of tailored action plans. The solution also provides guidance on all reporting requirements - such as the Corporate Sustainability Reporting Directive (CSRD), which requires organisation to lower their carbon footprint and is set for widescale adoption in 2026. Alongside reporting capabilities and consultancy services, the offering includes access to the KINTO Join platform which allows organisations to benefit from and implement sustainable mobility solutions. To celebrate the launch of KINTO Zero, KINTO Join Ltd. is inviting organisations to avail of its enterprise-grade commuting carbon calculator, free of charge. Using greenhouse gas (GHG) protocol, the calculator assesses an organisation's commuting emissions through a customisable survey. This enables them to better understand how their staff or students travel and track commuting emissions over an extended period of time. From a business perspective, the launch of KINTO Zero is expected to accelerate growth for KINTO Join Ltd. and strengthen its position in the growing ESG reporting software market, which is currently valued at $1.29B and is projected to be worth approximately $3.9B by 2032. As well as meeting the increasing demand for transparency and accountability in corporate sustainability, KINTO Zero will see KINTO Join Ltd. better support its customers and commuters in Ireland. Its recent piece of research - Ireland on the Move report - revealed that 39% of commuters believe their university or workplace has a responsibility to take action to meet sustainability goals and regulations. However, only 26% believe their university or workplace is doing a good job at meeting sustainability goals and regulations. Patrizia Niehuas, CEO, KINTO Join Ltd., said: "The introduction of KINTO Zero to our service offering further strengthens our position as a leading player within corporate sustainability. By integrating KINTO Zero with KINTO Join, organisations will not only be able to track and report their sustainability metrics more effectively but also take meaningful action towards reducing their carbon footprint. "As regulatory requirements and employee expectations continue to grow, adopting sustainable practices has never been more important. It also makes sense as organisations can empower their people and help the planet. These individual steps to drive towards ESG goals will ultimately spearhead a more sustainable future that we can collectively enjoy." See more stories here. More about Irish Tech News Irish Tech News are Ireland's No. 1 Online Tech Publication and often Ireland's No.1 Tech Podcast too. You can find hundreds of fantastic previous episodes and subscribe using whatever platform you like via our Anchor.fm page here: https://anchor.fm/irish-tech-news If you'd like to be featured in an upcoming Podcast email us at Simon@IrishTechNews.ie now to discuss. Irish Tech News have a range of services available to help promote your business. Why not drop us a line ...

Client service teams are at a breaking point. Margins are shrinking, the demand keeps rising, and much of the day is consumed by work that doesn't move the needle. As a result, skilled people often spend hours reconciling spreadsheets, re-entering the same data across multiple systems, and chasing updates, time that should be spent on the work clients actually pay for. Every hour lost to manual admin is an hour of revenue slipping away. In this day and age, that's a hit no business can afford.AI isn't just a buzzword here; it's a practical lever. It can cut through the repetitive tasks that slow teams down, surface the information they need instantly, and free them to focus on high-value work. The companies winning aren't replacing staff; they're removing the obstacles that keep people from doing their best. In a world where speed and accuracy matter more than ever, ignoring that shift isn't optional.In the latest episode of Tech Transformed, hosted by Christina Stathopolus, founder of Dare to Data, Daniel Mackey, CEO of Teamwork.com, discussed how AI is reshaping the daily operations of client service teams. From automating repetitive admin tasks to surfacing critical information faster, AI is giving teams the bandwidth to focus on the work that truly drives value for clients. AI and Business Transformation in PracticeDuring the conversation, Mackey highlighted how AI is reshaping business operations, emphasising efficiency and productivity rather than job displacement. “AI has transformed our company,” he noted, pointing to tangible improvements across workflow and project management. Teams are now able to focus on strategic initiatives, leaving repetitive tasks to intelligent systems.The Teamwork.com CEO also shared a recent example from a government agency that integrated AI into its processes. By automating routine administrative work, the agency experienced better resource allocation and improved project outcomes. “They're more efficient, higher quality,” Mackey said. “AI allows them to focus on the bigger parts of the business.”Rethinking Productivity and Client DeliveryOne of the challenges in the industry is that most AI features are added onto existing tools that weren't designed for client services. Mackey discussed how TeamworkAI addresses this gap. Built into a platform designed specifically for managing client services end-to-end, TeamworkAI connects projects, people, and profits in one system.By integrating AI directly into client delivery workflows, organisations can streamline project management, reduce manual reporting, and ensure that technology enhances rather than disrupts service delivery. This approach allows businesses to use technology strategically, rather than simply automating isolated tasks.Technology and the Future of WorkThe discussion also touched on the broader impact of AI on traditional business models. Organisations that adopt AI thoughtfully can improve their internal processes, freeing employees from repetitive tasks and enabling them to contribute to higher-value projects. Mackey emphasised that the goal isn't just automation, it's profitable client delivery. AI can unlock both time and insight, allowing businesses to prioritise the most impactful work.AI is redefining how businesses allocate resources, manage projects, and deliver value to clients. By eliminating repetitive work and connecting projects,...

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

Most organisations don't struggle with change because of strategy or technology, they struggle because change is fundamentally human. In this episode of Hub & Spoken, Jason Foster, CEO & Founder of Cynozure, speaks with Sunil Kumar, Chief Transformation Officer, to explore why transformation so often stalls and what leaders can do to make it stick. Drawing on more than 26 years working across airlines, telecoms, finance and FMCG, Sunil explains why context, such as geopolitics, customer behaviour, industry shifts and internal culture, is the deciding factor in how change lands. When leaders ignore that context, resistance and fatigue follow. Jason and Sunil discuss the human realities behind change, including: Why people naturally resist it How values and beliefs influence adoption Why narrative and excitement matter more than familiar project metrics Sunil also shares his practical "push, pull, connect" model for building momentum and why adoption, not go-live, should be the true measure of success.

We got you covered with smart gift ideas that'll actually get used, from VR headsets that don't need a gaming PC to AI phone assistants with a proper Dublin accent.  On top of dozens of tech gift ideas you also learn how to spot tech worth buying secondhand, subscription services actually worth paying for and why fitness tracking doesn't need a smartwatch. —----- Listen to Tech Radio now on Apple, Spotify and YouTubehttps://www.podfollow.com/tech—------TECH FIRE TechFire returns on 9 December with a look at cyber resilience. Organisations are clinging to the idea, that resiliency begins and ends, with backups and out-of-date disaster recovery plans. So how do we untangle the services and dependencies holding your IT estate together? And what is the role of partners in making sure the limits of policy and resources, don't get tested by a security incident?Join - Bill Unsworth, Director of Cloud for UK & Ireland at IBM- Declan Hussey CEO of DNA IT Solutions- and Robert Kelly, founder of HRI …… to explore the difference between high availability, disaster recovery, and cyber resiliency.That's TechFire on 9th December at 10am. Register for place for free right now at techfire.techcentral.ie

Episode SummaryEver found yourself staring at your screen on a Wednesday afternoon wondering, "Why does this organisation even exist? What am I actually doing here that matters?" You're not alone. In this episode, Dr Austin Tay dives deep into the crisis of meaning at work, unpacking two groundbreaking research papers that finally explain what's missing when work feels meaningless—and more importantly, what makes organisations genuinely matter.Learn the five-characteristic framework that helps you distinguish between organisations with a genuine purpose and those just performing it. By the end of this episode, you'll know exactly how to audit your workplace, assess your alignment, and decide your next steps.What You'll Learn

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/

Colin meets Becky Ray, the owner of Culture Kick Limited, who's here to talk about the importance of workplace culture, leadership, and the need for reflection in business practices.  Becky shares her journey from traditional health and safety roles to focusing on the human aspects of organisational culture, emphasising the significance of empathy and curiosity in leadership KEY TAKEAWAYS Taking time to pause and reflect on frustrations and challenges in the workplace is crucial. Leaders should encourage their teams to identify what is getting in their way and to consider how they can remove, reduce, or reframe these obstacles. Failure should be viewed as an opportunity for growth and learning rather than something to be feared. Organisations can benefit from analysing failures to uncover insights that can prevent future incidents and improve overall performance. Safety culture should not be siloed to specific teams or departments. A holistic approach to organisational culture is necessary, as everyone in the company contributes to safety and operational success. Beyond physical safety, organisations should focus on the mental and emotional well-being of their employees.  BEST MOMENTS "I think when you're frustrated at work, regardless of what you're doing, you cannot and will not do your best work."  "We can just step off for a tiny bit and just pause and reflect, and then jump back on with a new kind of mindset or approach." "It's about finding a way that works for the businesses that you work with."  "Frustration is a contagious emotion and we can't keep it in." VALUABLE RESOURCES The Interesting Health & Safety Podcast - ⁠https://podcasts.apple.com/vn/podcast/the-interesting-health-safety-podcast/id1467771449⁠         Project Mollitiam - ⁠https://www.projectmollitiam.com⁠       ABOUT THE HOST Colin Nottage ‘Making health and safety as important as everything else we do.' This is the belief that Colin is passionate about and through his consultancy Influential Management Group (IMG) is able to spread into industry. Colin works at a strategic level with company owners and board members. He helps business leaders establish and achieve their health and safety ambitions. He has developed a number of leading competency improvement programmes that are delivered across industry and his strengths are his ability to take a practical approach to problem-solving and being able to liaise at all levels within an organisation. Colin also runs a company that vets contractors online and a network that develops and support H&S consultancies to become better businesses. Colin chairs the Construction Dust Partnership, an industry collaboration directly involving many organisations, including the Health and Safety Executive. He is a Post Graduate Tutor at Strathclyde University and a highly sought-after health and safety speaker and trainer. He has a Post Graduate Certificate in Safety and Risk management, an engineering degree and is a Chartered Member of the Institution of Occupational Safety and Health (IOSH).

Les tractations se poursuivent cinq jours après l'annonce d'un plan de paix des États-Unis pour mettre fin à la guerre en Ukraine. Un texte élaboré sans Kiev, ni les Européens mais qui ne cesse d'évoluer au fil des discussions. Ce mercredi (26 novembre 2025), la Russie évoque un «processus sérieux». Moscou accueillera, la semaine prochaine, l'émissaire américain Steve Witkoff. Face à cela, le président ukrainien Volodymyr Zelensky évoque une pression maximale sur l'Ukraine et résume l'enjeu : «perdre sa dignité ou risquer de perdre un partenaire majeur». Jusqu'où l'Ukraine peut-elle aller pour mettre fin à la guerre ? Quelles sont les alternatives possibles ? Avec :  - Frédéric Petit, député Les démocrates des Français établis à l'étranger, membre de la Commission des Affaires Étrangères et du groupe d'amitié France-Ukraine - Ulrich Bounat, analyste géopolitique, spécialiste de l'Europe centrale et de l'Est, chercheur associé chez Eurocreative, auteur de La guerre hybride en Ukraine, quelles perspectives ? Éditions du Cygne - Charles Tenenbaum, maître de conférences en Science politique à Sciences Po Lille, spécialiste des questions de médiation internationale, coordinateur de l'Observatoire en ligne du Multilatéralisme et des Organisations internationales. Membre du groupe international d'experts sur l'Ukraine.

Les tractations se poursuivent cinq jours après l'annonce d'un plan de paix des États-Unis pour mettre fin à la guerre en Ukraine. Un texte élaboré sans Kiev, ni les Européens mais qui ne cesse d'évoluer au fil des discussions. Ce mercredi (26 novembre 2025), la Russie évoque un «processus sérieux». Moscou accueillera, la semaine prochaine, l'émissaire américain Steve Witkoff. Face à cela, le président ukrainien Volodymyr Zelensky évoque une pression maximale sur l'Ukraine et résume l'enjeu : «perdre sa dignité ou risquer de perdre un partenaire majeur». Jusqu'où l'Ukraine peut-elle aller pour mettre fin à la guerre ? Quelles sont les alternatives possibles ? Avec :  - Frédéric Petit, député Les démocrates des Français établis à l'étranger, membre de la Commission des Affaires Étrangères et du groupe d'amitié France-Ukraine - Ulrich Bounat, analyste géopolitique, spécialiste de l'Europe centrale et de l'Est, chercheur associé chez Eurocreative, auteur de La guerre hybride en Ukraine, quelles perspectives ? Éditions du Cygne - Charles Tenenbaum, maître de conférences en Science politique à Sciences Po Lille, spécialiste des questions de médiation internationale, coordinateur de l'Observatoire en ligne du Multilatéralisme et des Organisations internationales. Membre du groupe international d'experts sur l'Ukraine.

Are we getting AI transformation all wrong? Organisations are racing to adopt AI, but the gap between ambition and execution is wider than ever. In this Women in Data episode, host Cecilia Oliveira speaks with technology leader Saloni Thanki about turning strategy into tangible business outcomes. Saloni, who advises both nimble startups and global corporates, cuts through the hype to explore the dual realities of AI adoption: The fast-paced, "defensible moat" challenge for startups. The budget and regulation hurdles for large enterprises. But the real question isn't about tech; it's about people. Saloni argues that the cultural transformation plan must be an equal priority with the technology plan—or your AI initiative could be set up to fail. Learn Saloni's practical leadership strategies, including how to define accountability, why to streamline processes before automating, and why AI transformation can create a fear of loss for employees rather than fear of change.

Tech leaders are often led to believe that they have “full-stack observability.” The MELT framework—metrics, events, logs, and traces—became the industry standard for visibility. However, Robert Cowart, CEO and Co-Founder of ElastiFlow, believes that this MELT framework leaves a critical gap. In the latest episode of the Tech Transformed podcast, host Dana Gardner, President and Principal Analyst at Interabor Solutions, sits down with Cowart to discuss network observability and its vitality in achieving full-stack observability.The speakers discuss the limitations of legacy observability tools that focus on MELT and how this leaves a significant and dangerous blind spot. Cowart emphasises the need for teams to integrate network data enriched with application context to enhance troubleshooting and security measures. What's Beyond MELT?Cowart explains that when it comes to the MELT framework, meaning “metrics, events, logs, and traces, think about the things that are being monitored or observed with that information. This is alluded to servers and applications.“Organisations need to understand their compute infrastructure and the applications they are running on. All of those servers are connected to networks, and those applications communicate over the networks, and users consume those services again over the network,” he added.“What we see among our growing customer base is that there's a real gap in the full-stack story that has been told in the market for the last 10 years, and that is the network.”The lack of insights results in a constant blind spot that delays problem-solving, hides user-experience issues, and leaves organizations vulnerable to security threats. Cowart notes that while performance monitoring tools can identify when an application call to a database is slow, they often don't explain why.“Was the database slow, or was the network path between them rerouted and causing delays?” he questions. “If you don't see the network, you can't find the root cause.”The outcome is longer troubleshooting cycles, isolated operations teams, and an expensive “blame game” among DevOps, NetOps, and SecOps.Elastiflow's approaches it differently. They focus on observability to network connectivity—understanding who is communicating with whom and how that communication behaves. This data not only speeds up performance insights but also acts as a “motion detector” within the organization. Monitoring east-west, north-south, and cloud VPC flow logs helps organizations spot unusual patterns that indicate internal threats or compromised systems used for launching external attacks.“Security teams are often good at defending the perimeter,” Cowart says. “But once something gets inside, visibility fades. Connectivity data fills that gap.”Isolated Monitoring to Unified Experience Cowart believes that observability can't just be about green lights...

In this episode, we explore how game theory and network effects intersect to inform optimal incentive structures in organizations. Pau Milán walks us through his recent research, co-authored with Nicolás Oviedo-Davila and Marc Claveria, which uses a novel game-theoretic model to show how the productivity of one employee can amplify the output of others in their network—and how firms can leverage this to design smarter compensation schemes. Drawing on real-world examples and his theoretical work, Pau offers practical insights for employers and economists alike.   Pau Milán is an Associate Professor of Economics at Universitat Autònoma de Barcelona (UAB) and an Affiliated Professor at the Barcelona School of Economics (BSE). His research interests include Social and Economic Networks, Information Economics, Development Economics, Organisations, and Applied Game Theory. You can find the working paper "Incentive Contracts and Peer Effects in the Workplace" here.

Les États-Unis veulent plonger dans l'ombre le «Cartel de los Soles». Ce lundi (24 novembre 2025), Washington doit désigner comme organisation terroriste étrangère cette organisation dirigée par le président vénézuélien Nicolas Maduro. C'est en tout cas, ce qu'affirme l'administration Trump alors que Caracas réagit en dénonçant «un mensonge ridicule». Pour de nombreux experts, ce gang n'existe pas. Il s'agit, en réalité, de réseaux de corruption impliquant l'armée. Il n'existe pas d'organisation qui s'appelle «le Cartel de los soles». «C'est une étiquette que les journalistes ont inventée, il y a très longtemps, avant même qu'Hugo Chavez n'arrive au pouvoir, pour désigner les militaires de haut rang impliqués dans le trafic de drogue», explique Phil Gunson, chercheur de l'International Crisis Group, interrogé par RFI. Ce spécialiste du Venezuela poursuit : «C'est vrai qu'il y a des militaires vénézuéliens mouillés dans le narcotrafic et que le gouvernement laisse faire. Il y a une véritable impunité. Mais on ne peut pas parler d'organisation en tant que tel. C'est difficile de dire à quel point les militaires sont impliqués. En général, ils touchent de l'argent pour ne pas s'en mêler, pour détourner le regard ou pour laisser les trafiquants utiliser un aéroport ou une route. Mais le plus souvent, les généraux ne sont pas des trafiquants de drogue. Ils ne sont pas propriétaires des cargaisons de cocaïne.»   Attaque ou dialogue ? Cette décision des États-Unis est un coup de pression supplémentaire sur le régime de Maduro. Cela «peut ouvrir la porte à des mesures fortes, mais pas forcément à une intervention militaire», estime le média indépendant vénézuélien Efecto Cocuyo. En tout cas, «la menace augmente», juge Alexis Duarte, avocat et expert en droit international, interrogé par le journal. Car cette désignation «donne une base légale à une intervention des États-Unis contre ce groupe.» C'est surtout un «signal politique», analyse Mariano de Alba, autre avocat expert en droit international interviewé par Efecto Cocuyo. Un signal que le temps presse et que les négociations entre les États-Unis et le régime Maduro doivent se tenir et aboutir rapidement. Donald Trump se dit, en effet, prêt à discuter avec Nicolas Maduro. Cet appel au dialogue est «un rapprochement diplomatique», selon Tal Cual. Le politologue José Vicente Carrasquero, interrogé par le média en ligne vénézuélien, se montre assez réservé. Discuter, dialoguer et négocier, ce n'est pas la même chose, souligne-t-il. Même prudence de la part d'Efecto Cocuyo. Cette pseudo main tendue ouvre «un éventail de possibilités» qui va «d'une négociation pour une transition démocratique, en passant par un accord avec les États-Unis qui donnerait satisfaction à la Maison Blanche avec Maduro au pouvoir, jusqu'à une attaque militaire sur le sol vénézuélien», écrit le site indépendant. Pour Alexis Duarte, l'inscription du Cartel de los Soles sur la liste des Organisations terroristes étrangères et dans le même temps, c'est en réalité, «la dernière mise en garde» des États-Unis, la dernière chance pour Nicolas Maduro de quitter le pouvoir pacifiquement.   Les États-Unis veulent davantage d'exploration pétrolière Alors que la COP 30 de Belém au Brésil s'est achevée sur un accord que beaucoup jugent décevant, notamment car il ne fait aucune mention de la sortie des énergies fossiles, les États-Unis ont annoncé un plan pour ouvrir aux forages pétroliers et gaziers plus de 400 millions d'hectares dans les eaux fédérales, y compris dans des zones préservées depuis des décennies. «Les régions concernées sont une partie de la Floride au Sud, la totalité de la côte californienne, l'État de sa bête noire le Démocrate Gavin Newsom (qui lui s'est rendu à Belém et continue d'investir massivement dans les énergies vertes) et l'Alaska», détaille Nathanaël Vittrant, journaliste au service Économie de RFI. L'Institut américain du pétrole salue un plan «historique» insistant sur les milliards de dollars qui devraient rentrer dans les caisses de l'État fédéral... et accessoirement dans les poches des multinationales du pétrole. À l'inverse, les écologistes s'inquiètent soulignant que chacun des 34 permis d'exploitation qui vont être mis aux enchères dans les prochaines années, va produire du pétrole et rejeter du carbone dans l'atmosphère pendant les 40 prochaines années.   La détresse des Haïtiens réfugiés dans des camps de déplacés En Haïti, Port-au-Prince n'est à nouveau plus accessible par avion. Hier (23 novembre 2025), Sunrise Airways a suspendu tous ces vols au départ et à l'arrivée de la capitale. La compagnie n'a pas donné d'explications mais les médias haïtiens rapportent un accident intervenu plus tôt dans la journée. Un avion, en provenance des Cayes, a été touché par balle alors qu'il atterrissait à l'aéroport Toussaint Louverture. Aucune victime n'est à déplorer. La situation à Port-au-Prince est toujours aussi tendue et la détresse grandit de jour en jour dans les camps de déplacés. Alors que les ressources diminuent, l'accès à l'eau, à la nourriture, aux toilettes et aux soins forment un casse-tête géant. Notre correspondant à Port-au-Prince, Peterson Luxama a visité certains camps de déplacés.   Le journal de la 1ère Après avoir participé à la COP 30 à Belém, la ministre française de la Transition écologique se trouve en Guyane.

There's confidence the Social Investment Fund is assisting organisations that will effectively help at-risk youth. It's allocating $50 million into programmes for children with parents in prison, those who've grown up in care, and under-13s suspended from school. Social Investment Minister Nicola Willis told Mike Hosking they're taking a different approach to previous governments, which spent billions of dollars with no results. She says they're using data, measuring outcomes, and holding organisations accountable – adding the fund will be scaled up, if it works. LISTEN ABOVE See omnystudio.com/listener for privacy information.

Madison speaks with Oscar and Anna about their experience and reflections of having attended two separate Annual General Meetings of queer organisations. This included a concerning keynote speech at one of those AGM (which does not necessarily reflect the thoughts of the organisation itself) that seems to be symptomatic of a shift away from activism towards a more conservative professionalism amongst those who represent queer folk to the wider mainstream community. 

Listen to the top News of 21/11/2025 from Australia in Hindi.

Jewish organizations respond strongly to "hatred, racism and anti-Semitism"

LearnUpon, a Dublin-headquartered global leader in learning technology, today announced its acquisition of Courseau, an AI-assisted course authoring platform. The acquisition accelerates LearnUpon's mission to make learning creation and delivery faster, smarter, and more accessible for organisations everywhere, while also underscoring the company's continued success as a growing global technology business. Founded in Berlin in 2023, Courseau has quickly established itself as a pioneer in AI-powered course creation. Its intuitive platform is designed to help organisations rapidly build high-quality learning experiences, with current customers including Panasonic, Norwegian Refugee Council, and Hexagon Purus. It will now be part of LearnUpon's expanding offering. The acquisition of Courseau addresses one of the learning industry's most persistent challenges - the "content bottleneck." Organisations often struggle to keep pace with demand for fresh, relevant learning content. The new solution combines LearnUpon's trusted delivery platform with Courseau's AI-native authoring technology. This enables organisations to transform their internal expertise into structured, evidence-based learning experiences up to 50 times faster than traditional methods. Additionally, Courseau's offerings are designed to be accessible with self-serve capabilities, ensuring learning content creation is available to anyone. "LearnUpon has always been about unlocking the potential of people through learning," said Brendan Noud, CEO and Co-founder of LearnUpon. "With Courseau by LearnUpon, we're enabling organisations to utilise AI technology to create evidence-based, impactful content at scale even faster and in a more personalised way. This acquisition represents an exciting step on our journey as we invest in learning that makes a real business impact." "We're so excited to be joining LearnUpon," said Ro Ren, CEO of Courseau. "Together, we're combining delivery excellence with AI-native creation to redefine how organisations learn. We share a core belief that learning should be elegant, accessible, and high-quality - the integration of our platforms will enable customers to achieve this dramatically faster, at a much lower cost." The platform offers full creative autonomy for course designers, supports instant translation into over 120 languages, and ensures content is evidence-based and adaptable for growing organisations. Full integration of Courseau's technology into LearnUpon is scheduled for early 2026. Customers can trial for free for 14 days by signing up at www.courseau.co. The acquisition caps off a milestone year for LearnUpon. In 2025, the company expanded its global footprint, strengthened its leadership team, and continued to enhance its award-winning platform with the successful launch of Learning Journeys, which enables customers to automate and personalise learning at scale. The acquisition of Courseau further underscores LearnUpon's commitment to its customers and making learning easy, scalable, and focused on results. See more stories here.

Lucinda speaks with data protection expert Sarah Hodgkin-Bates about the critical overlap between HR and compliance, specifically regarding the handling of employee personal data.  They examine the importance of setting a company culture of transparency and cooperation by properly managing data protection, and discuss the legal frameworks governing data (GDPR/Data Protection Act 2018), how to manage access to different types of employee records (e.g., payroll vs. disciplinary), and the challenges organisations face with complex areas like Subject Access Requests (SARs) and the proper retention of sensitive data. KEY TAKEAWAYS Being transparent about how employee data is used, often via separate employee privacy notices, builds a positive, co-operative company culture and a better employee brand. A core principle of data protection is to minimise access. Access should only be given to individuals who strictly need it for their job or role (e.g., payroll staff, but not the whole accounts team). Subject Access Requests (SARs) are often raised during complaints to create stress. Organisations must have a clear procedure and recognise that a SAR must be fulfilled within one month, as failure to comply could lead to regulatory body involvement. Data protection classifies certain types of personal data (like protected characteristics under the Equality Act 2010 or biometric data from CCTV) as 'special category data,' requiring elevated security measures like encryption and limited access. BEST MOMENTS "If you get your data protection right, you are creating a spirit of transparency and cooperation." "A basic principle of data protection is to minimise access. So you would only give access to people that strictly need it for their job or role." "Subject Access Requests... are usually raised because someone has a complaint or a grievance and they're looking to gather evidence or to create stress and hassle." "If you are challenged by an employee, you must be able to give them an open and honest answer about how you're using your data and why you're using it." 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 SARAH LinkedIn - https://www.linkedin.com/in/sarah-hodgkin-bates-35a035177/ 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/

Dungarvan & West Waterford Chamber have launched their new high-tech gift card, a replacement to their paper vouchers which have generated millions of euros in sales since 2008. Over 100 businesses are registered so far to accept the new Dungarvan & West Waterford Chamber Gift Card, including shops, eateries, salons, venues and services. Available as either a physical card - a prepaid Mastercard that is swiped at the till - or a digital e-card that is added to digital wallets enabling 'tap to pay' technology. The card is available to buy online or in person from the Dungarvan Tourist Information Office on Main Street and from Dungarvan & West Waterford Chamber at The Courthouse, Dungarvan. Organisations benefit from a new corporate ordering site, with the ability to order cards in chosen denominations and quantities with secure delivery. Digital Dungarvan & West Waterford Chamber Gift Cards can be sent to multiple employees on the organisation's chosen date or time. Businesses in Dungarvan and West Waterford are welcoming the arrival of the new card. Karen Stack from Dungarvan Golf Club said: "Dungarvan Golf Club has over 850 members and is the biggest golf club in the area. Many members would receive the paper vouchers as a Christmas gift or bonus from work, which they could put towards their membership and enjoy it for the whole year. It makes a golf membership accessible to a range of people. "I think the benefit of the new Dungarvan & West Waterford Gift Card is that it will be more user friendly for all. I like the fact that it's easy to check the balance on the card - unlike other gift cards like One4All. People can keep their physical Dungarvan & West Waterford Gift Card in their wallet or purse or the digital version in their digital wallet, and this will encourage spending. I think it's a fantastic initiative for the town and we're lucky to have it." Hospitality businesses including cafés, restaurants, pubs and bars also accept the card. Vincent Pettit from 360 Cookhouse commented: "Our business comprises a catering company, accommodation and our popular restaurant on Castle Street. The paper vouchers have been a huge success story in Dungarvan. We accept lots of gift cards and vouchers but people really prefer the local option. As a business that sees lots of summer trade, people often spend the vouchers they've had for Christmas in the first 3 months of the year and it makes a massive difference to our business, helping us stay open year round. "As a busy restaurant, the ease of redemption of the new Dungarvan & West Waterford Gift Card is critical for us, and will be far easier than the paper vouchers. The new card will also be more customer friendly as they can spend it across multiple outlets with the card balance automatically updated, so they're not losing out on change. This will spread the benefit of the initiative to more businesses in Dungarvan, bringing people through the door with money to spend that the business has the chance to convert into regular customers. The customer wins and the business wins." Helen Barron from Helen's Lingerie adds: "Our Chamber is amazing, they are always striving to develop new initiatives. The paper vouchers have been successful at keeping a huge volume of money in Dungarvan. I think the new Dungarvan & West Waterford Gift Card will be a very helpful development and will have great appeal to a wide range of people, including the younger generation. Whether people spend their card with me or another business, it's all money that is staying in the town, and we all benefit." Dungarvan & West Waterford Chamber CEO, Jenny Beresford, said the upgrade to a physical and digital card builds on the success of the paper programme: "Moving away from paper to a card system is something businesses and consumers have requested for some time. Having the dual physical and digital aspect is vital because digital is how people are paying now and by moving with the times, we have a future pr...

Organisations working to end sexual violence are calling for comprehensive police reform. 

Guest article by Paul Dongha . Co-author of Governing the Machine: How to navigate the risks of AI and unlock its true potential. Artificial Intelligence (AI) has moved beyond the realm of IT, it is now the defining strategic challenge for every modern organisation. The global rush to adopt AI is shifting from a sprint for innovation to a race for survival. Yet as businesses scramble to deploy powerful systems, from predictive analytics to generative AI, they risk unleashing a wave of unintended consequences that could cripple them. That warning sits at the heart of Governing the Machine: How to navigate the risks of AI and unlock its true potential, a timely new guide for business leaders. Governing the Machine The authors, Dr Paul Dongha, Ray Eitel-Porter, and Miriam Vogel, argue that the drive to embrace AI must be matched by an equally urgent determination to govern it. Drawing on extensive experience advising global boardrooms, they cut through technical jargon to focus on the organisational realities of AI risk. Their step-by-step approach shows how companies can build responsible AI capability, adopting new systems effectively without waiting for perfect regulation or fully mature technology. That wait-and-see strategy, they warn, is a losing one: delay risks irrelevance, while reckless deployment invites legal and reputational harm. The evidence is already visible in a growing list of AI failures, from discriminatory algorithms in public services to generative models fabricating news or infringing intellectual property. These are not abstract technical flaws but concrete business risks with real-world consequences. Whose problem is it anyway? According to the authors, it is everyone's. The book forcefully argues that AI governance cannot be siloed within the technology department. It demands a cross-enterprise approach, requiring active leadership driven from the C-suite, Legal counsel, Human Resources, Privacy and Information Security teams as well as frontline staff alike. Rather than just sounding the alarm, the book provides a practical framework for action. It guides readers through the steps of building a robust AI governance programme. This includes defining clear principles and policies, establishing accountability, and implementing crucial checkpoints. A core part of this framework is a clear-eyed look at the nine key risks organisations must manage: accuracy, fairness and bias, explainability, accountability, privacy, security, intellectual property, safety, and the impact on the workforce and environment. Each risk area is explained, and numerous controls that mitigate and manage these risks are listed with ample references to allow the interested reader to follow-up. Organisations should carefully consider implementing a Governance Risk and Compliance (GRC) system, which brings together all key aspects of AI governance. GRC systems are available, both from large tech companies and from specialist vendors. A GRC system ties together all key components of AI governance, providing management with a single view of their deployed AI systems, and a window into all stages of AI governance for systems under development. The book is populated with numerous case studies and interviews with senior executives from some of the largest and well-known origanisations in the world that are grappling with AI risk management. The authors also navigate the complex and rapidly evolving global regulatory landscape. With the European Union implementing its comprehensive AI Act and the United States advancing a fragmented patchwork of state and federal rules, a strong, adaptable internal governance system is presented as the only viable path forward. The EU AI Act, which has now come into force, with staggered compliance deadlines in the coming two years, requires all organisations that operate within the EU, to implement risk mitigation controls with evidence of compliance. A key date is August 2nd 2026, by which time all 'Hig...

Airbnb has announced eleven new recipients of the Rural Tourism Fund, an initiative aimed at boosting community-led tourism across rural Ireland. The fund provides grants of between €1,000 to €15,000 to support local projects, with this year's winners including The Doonbeg International Jazz Festival, Sli Ború, and Spanish Point Cycling Tours in Co. Clare. Open to community groups, small businesses, social enterprises, and cultural organisations, the Rural Tourism Fund celebrates the people and projects that make rural Ireland unique, helping them share creativity, culture and landscapes with the world. On Thursday's Morning Focus, Alan Morrissey was joined by Kevin Moroney of Spanish Point Cycling for more on this. Image (c) Kevin Moroney via LinkedIn

President Trump issued symbolic pardons for close allies who aided his efforts to dispute the 2020 presidential election. Plus: Ireland’s new president, Reebok embraces AI and an Asian news round-up. See omnystudio.com/listener for privacy information.

Unser heutiger Gast kennt die Herausforderungen intensiver Arbeitswelten aus eigener Erfahrung. Sie hat früh erlebt, wie schnell ein hohes Maß an Verantwortung, Tempo und Veränderungsdruck in Erschöpfung umschlagen kann. Sie hat daraus eine klare Mission entwickelt: Organisationen so zu gestalten, dass Menschen nicht ausbrennen, sondern wachsen können.Sie startete ihre Laufbahn mit einem dualen Studium im sogenannten Hamburger Modell bei British American Tobacco. Es folgten über 20 Jahre als Beraterin für Strategie und Organisations- entwicklung, mit einem Fokus auf Leadership, Resilienz und nachhaltigen Kulturwandel. Frühzeitig erkannte sie die wachsende Erschöpfung in vielen Führungsetagen, und sie begann, Programme für Stressprävention, Auszeiten und mentale Regeneration zu entwickeln. Heute verbindet sie ihre systemische Coaching-Expertise mit einem außergewöhnlichen zweiten Beruf: Gemeinsam mit ihrem Mann hat sie einen regenerativen Hof in Norddeutschland aufgebaut, das Gut Haidehof. Hier bringt sie CEOs, Teams und Entscheider:innen aufs Feld – im wörtlichen wie im übertragenen Sinn. Denn sie ist überzeugt: Die Zukunft der Organisations- entwicklung ist regenerativ. Wer führen will, muss verstehen, wie gesunde Systeme funktionieren – in der Natur wie in Unternehmen. Mit ihrem Beratungsansatz schlägt sie die Brücke zwischen Naturprinzipien und Führungs-Realität, und sie zeigt, wie wir durch gesunde Beziehungen, lebendige Systeme und eine regenerative Haltung wieder eine Wirtschaft gestalten können, die Menschen nicht erschöpft, sondern stärkt. Seit über acht Jahren beschäftigen wir uns in diesem Podcast mit der Frage, wie Arbeit den Menschen stärkt, anstatt ihn zu schwächen. In mehr als 500 Gesprächen mit über 600 Persönlichkeiten haben wir uns darüber ausgetauscht, was sich für sie verändert hat und was sich weiter verändern muss. Wie gelingt es Menschen in verantwortungsvollen Rollen, sich selbst nicht zu verlieren – und warum ist Regeneration kein Rückzug, sondern Führungsqualität? Was können Führungskräfte ganz konkret von der Natur lernen – und wie lassen sich regenerative Prinzipien auf Organisationen übertragen? Und wie sieht eine Wirtschaft aus, in der Menschen, Teams und Kulturen wieder wachsen dürfen ohne dabei auszubrennen? Fest steht: Für die Lösung unserer aktuellen Herausforderungen brauchen wir neue Impulse. Deshalb suchen wir weiter nach Methoden, Vorbildern, Erfahrungen, Tools und Ideen, die uns dem Kern von New Work näherbringen. Darüber hinaus beschäftigt uns von Anfang an die Frage, ob wirklich alle Menschen das finden und leben können, was sie im Innersten wirklich, wirklich wollen. Ihr seid bei On the Way to New Work – heute mit Susanne Preiss. [Hier](https://linktr.ee/onthewaytonewwork) findet ihr alle Links zum Podcast und unseren aktuellen Werbepartnern

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

What is Chapel? This week, Technology Now explores the programming language, Chapel. We ask what it is, how it was designed, and we explore why people would use it instead of some of the more established languages.This is Technology Now, a weekly show from Hewlett Packard Enterprise. Every week, hosts Michael Bird and Aubrey Lovell 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 Brad Chamberlain:https://www.linkedin.com/in/brad-chamberlain-3ab358105 Sourceshttps://www.britannica.com/biography/Ada-Lovelacehttps://www.adalovelaceinstitute.org/about/https://cdn.britannica.com/31/172531-050-E009D42C/portion-Charles-Babbage-Analytical-Engine-death-mill-1871.jpghttps://commons.wikimedia.org/wiki/File:PunchedCardsAnalyticalEngine.jpghttps://www.mpg.de/female-pioneers-of-science/Ada-Lovelace

Hi, it's Natalie here. This episode is an emotional and important one. I'm joined by Tim Royal, a television director known for his work on Coronation Street, Emmerdale, and EastEnders, who reached out to me to share the story behind his short film "It's the Hope That Kills You."If you've been listening for a while, you'll know that male factor infertility was part of my own fertility story. And this month on the podcast, we're shining the spotlight on male infertility and men's experiences, which often go unheard. Tim's story speaks to that silence and the emotional toll that fertility treatment can have on men.What we talk about:How Tim felt marginalised and overlooked throughout the IVF processThe emotional weight of never being called by name or offered therapyThe pressure of “sample day” and why language matters in the clinicThe cumulative trauma of repeated failed transfers and insensitive staff questionsA powerful idea: colour-coded patient folders to avoid retraumatising questionsThe stark contrast between treatment at St Mary's Hospital and CARE FertilityTim's experience of debilitating anxiety and his journey to seek therapyThe importance of recognising and challenging intrusive thoughtsHow IVF reshaped his relationships, identity, and day-to-day mental healthTim's reflection on IVF as a team effort, and how he supported his wifeThe impact of working on scripts about fertility while living through treatmentChoosing to use film as a tool for honesty, empathy, and social changeHow hope can both carry and crush us during infertilityThe moment everything changed: a final transfer, a fertility stone, and holding on to the “1 percent”About the filmIt's the Hope That Kills You is a 13-minute short film written and directed by Tim, based on his and his wife's seven-year fertility journey. It is raw, authentic, and quietly devastating, capturing the micro-aggressions, emotional weight, and relationship strain of infertility.Tim self-funded the film and created it to spark conversations and help others feel seen. It's especially powerful for those trying to support loved ones but unsure how.The film will be available to watch for free on YouTube on 30 November.It has a Christmas element and was inspired by their 11th and final transfer, which took place on Christmas Eve.You can follow the film's Instagram page for updates: @itsthehopethatkillsyoufilmSupport for Men and Mental HealthAs Tim shares, his anxiety became life-altering and the lack of support for men in the fertility space made it worse. If you're navigating something similar, please know there is help available.Organisations and initiatives that support men:ExamenLab – Sperm DNA Fragmentation TestingFertility for MenThe Male Fertility Coach testhim - Male Fertility SupportThe Male Fertility PodcastFertility Matters at WorkFertility Action – Regular support groups and workplace advocacyDon't forget to ask your clinic about advanced sperm DNA testing. Many men are told their semen analysis is “normal,” but tests like those offered by ExamenLab go deeper by detecting hidden DNA fragmentation that can impact conception,...

What is Chat HPE? This week, Technology Now dives into the world of workplace assistants and examines what must be considered when designing them. We explore why businesses want them, how they are created, and ask how good Chat HPE could be when designing a podcast... Jose M Mejias, a Distinguished Technologist working in the Data Office tells us more.This is Technology Now, a weekly show from Hewlett Packard Enterprise. Every week, hosts Michael Bird and Aubrey Lovell 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 Jose: https://pr.linkedin.com/in/jose-mejias-1233b323Sources:Joseph Weizenbaum. 1966. ELIZA—a computer program for the study of natural language communication between man and machine. Commun. ACM 9, 1 (Jan. 1966), 36–45. https://doi.org/10.1145/365153.365168https://www.ibm.com/think/insights/eliza-effect-avoiding-emotional-attachment-to-aihttps://www.theguardian.com/technology/2023/jul/25/joseph-weizenbaum-inventor-eliza-chatbot-turned-against-artificial-intelligence-ai

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/ 

How do we know if our AI… is really AI? This week, Technology now goes under the hood of AI products when Baradji Diallo, an AI Innovation Architect in Technology Strategy and Evaluation working in the office of the CTO joins us to tell us more about how he and his team investigate whether AI products are really what they claim to be.This is Technology Now, a weekly show from Hewlett Packard Enterprise. Every week, hosts Michael Bird and Aubrey Lovell 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 Baradji Diallo: https://www.linkedin.com/in/baradji-diallo/Sources:https://www.statista.com/outlook/tmo/artificial-intelligence/worldwidehttps://www.historyofdatascience.com/ai-winter-the-highs-and-lows-of-artificial-intelligence/https://www.techtarget.com/searchenterpriseai/definition/AI-winterFunding a Revolution: Government Support for Computing Research. National Academy Press. Archived from the original on 12 January 2008. Retrieved 08 September 2025https://web.archive.org/web/20080112001018/http://www.nap.edu/readingroom/books/far/ch9.htmlhttps://www.birow.com/az-elso-ai-telhttps://www.holloway.com/g/making-things-think/sections/the-second-ai-winter-19871993https://www.forbes.com/sites/johnwerner/2024/04/09/three-lessons-learned-from-the-second-ai-winter/