Podcasts about organizational

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com Abi Adamson, founder of the Culture Partnership, shares her journey from a working-class background in London to becoming a leading voice in workplace culture and inclusion. Abby discusses her experiences with bias and elitism in hiring practices, the impact of name bias on job opportunities, and the importance of empathy in addressing workplace challenges. She emphasizes the need for organizational change and the role of psychological safety in fostering inclusive environments. Abi shares her experiences with classism and racism in the workplace, detailing her journey from working in corporate environments to starting her own business. She discusses the challenges women of color face in HR dynamics, the importance of psychological safety in organizations, and the need for an authentic company culture. The conversation also highlights positive changes in workplace culture and Abi's aspirations for the future, including her desire to engage in more speaking opportunities and share her insights on culture and inclusion.Takeaways Abby's background shaped her perspective on workplace culture.Experiences of bias can drive individuals to seek change.Name bias significantly affects job opportunities for people of color.Elitism in hiring practices limits diversity in organizations.Challenging the status quo requires strategic navigation.Organizational change often starts with small, incremental steps.Toxic work environments can be identified through early red flags.Empathy and awareness are crucial in addressing biases.Diversity in the workplace enhances creativity and innovation.Personal experiences can fuel professional passion and purpose. Classism can be as damaging as racism in the workplace.Starting a business was a response to negative experiences in corporate settings.Women of color often face unique challenges in HR dynamics.Psychological safety is crucial for employee well-being.Authenticity in company culture is essential for true inclusion.Positive changes in workplace culture are happening, but more is needed.Organizations must be open and honest about their cultural challenges.Diversity and inclusion initiatives should be genuine, not performative.Career advice: The magic is within you, and you are the MVP.If there's no seat at the table, build your own table. Chapters 00:00 Introduction to Abby Adamson and Her Work03:08 Abby's Journey into the People Business05:59 Experiences of Bias in the Workplace08:59 The Impact of Name Bias on Job Opportunities11:57 Challenging Elitism in Hiring Practices14:58 Navigating Organizational Change17:48 Experiences in a Toxic Work Environment24:53 Confronting Classism and Racism in the Workplace25:56 The Decision to Start a Business29:57 Experiences with HR and Workplace Dynamics34:04 Creating Psychological Safety in Organizations37:56 The Importance of Authenticity in Company Culture44:00 Positive Changes in Workplace Culture49:02 Future Aspirations and Career Advice    

Chuck Salvo is the Chief Happiness Architect and culture strategist behind the R.A.V.E. movement —  "Respect and Value Everyone."    With over 30 years of leadership experience, including 15 years at Disney Institute, Chuck has dedicated his career to helping organizations design intentional cultures that drive employee engagement, customer loyalty, and sustainable growth.    He advocates for moving beyond generic slogans, urging leaders to embed respect, connection, and purpose into their company's DNA. Chuck's approach involves conducting in-depth cultural assessments through candid conversations with employees and customers, rather than relying solely on surveys.   He emphasizes the significance of aligning employee experience (EX) with customer experience (CX) to create a cohesive organizational culture.   Chuck believes in blending various organizational elements, such as HR, employee engagement, and customer service, to create a harmonious and effective workplace.   Furthermore, Chuck recommends that leaders be intentional in managing touchpoints throughout the employee and customer journeys.   Website:  Salvo Innovative Solutions, LLC.  LinkedIn: Chuck Salvo    Check out our CEO Hack Buzz Newsletter–our premium newsletter with hacks and nuggets to level up your organization. Sign up HERE.  I AM CEO Handbook Volume 3 is HERE and it's FREE. Get your copy here: http://cbnation.co/iamceo3. Get the 100+ things that you can learn from 1600 business podcasts we recorded. Hear Gresh's story, learn the 16 business pillars from the podcast, find out about CBNation Architects and why you might be one and so much more. Did we mention it was FREE? Download it today!

The Learning Leader Show with Ryan Hawk Go to www.LearningLeader.com for full show notes This is brought to you by Insight Global. If you need to hire 1 person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world have the hustle and grit to deliver. www.InsightGlobal.com/LearningLeader Larry Connor is an entrepreneur, non-profit activist investor, and adventurist. In business, he is best known for founding The Connor Group, a real estate investment firm, and growing it from $0 to $5 billion in assets. Outside of work, Larry lives an adventurous life. Within a 12 month period Larry did something that had never been done before. He completed 3 dives to the deepest part of the ocean (the Mariana Trench) AND traveled to the International Space Station as an astronaut. In addition to that, Larry is a private pilot and was part of a Le Mans racing team that has won championships. “At The Connor Group, we don't have, and never will have, a mission statement. We have culture. When you have the latter, the former is not necessary.” The culture is built on 5 core values, on which we don't compromise: Do the right thing People count Live the Circle of Success Think long-term, not short-term Relentless pursuit of excellence “We exist, quite simply, to be the best.” “We don't hire for experience. We don't hire for knowledge. We don't care where you went to school. We hire for personality traits. Especially in leadership roles. You have to have the big 6. You have to have all 6. They are: 1. Be able to motivate and inspire others. 2. Self-accountability and ability to hold others accountable in an honest, direct manner. 3. Organizational multi-tasking. The speed of the game is fast. 4. Cultural fit. 5. Grit. Doing the thing that others say are impossible. 6. Work orientation. If you want to come in at 8:30, take a 90-minute lunch, and leave at 4:30, The Connor Group is not for you. “People never outperform their own self-image. So aim high!” “Mediocre people don't like high achievers and high achievers don't like mediocre people.” “By definition, if you want to be exceptional, you have to be different. If you're like everybody else, you're going to end up like everybody else.” In 2008, Larry said, “We simply decided we weren't going to participate in the global recession.” 3 P's - People, Plan, Process People's performances are measured through daily, weekly, and monthly IAMs (Individual Accountability Meetings). Clear expectations and clear management. When I asked him about becoming a billionaire, Larry immediately jumped to the impact he's having on others. “There are far more important standards than money. How well have you treated your associates? Have you made them better people? How much have you done to help other people? Have you made a difference?” All of that is available to all of us regardless of us being a billionaire or not. The company headquarters are next door to a hangar that houses a working model of the “Wright B Flyer” - The Wright Brothers' first production airplane.

(0:00) Matt McCarthy begins Hour #2 reacting to comments made by former Red Sox Pitcher, Pedro Martinez highlighting the downfall and dysfunctional perception the Red Sox are earning by trading away homegrown Hall of Fame talent. McCarthy continues to highlight the latest Jeff Passan reporting on the Red Sox' internal dysfunction. (10:48) McCarthy breaks down comments made by Craig Breslow regarding the team post-Devers trade. McCarthy holds Breslow in a higher regard than Bloom. More excerpts from the latest Passan piece on Boston. McCarthy discerns that a purge in the front office was warranted and defends Breslow becoming a more empowered General Manager. McTakey manages to take down Theo Epstein's disciples and recommendations. (24:53) McCarthy reports on the Red Sox lineup posted for today's game that features Jarren Duran leading off at DH and Roman Anthony playing LF. Monitoring the Red Sox lineup going forward. McTakey puts Jarren Duran on the trading block if/when the Red Sox become sellers. Talk about the Red Sox youth movement. (33:43) McCarthy follows up on the extensive Jeff Passan report on the Red Sox, this time - Kristian Campbell and his start at 2B on the big league ballclub to begin the season. McTakey rips the team for their premature gloating over Campbell's hot start to the year. ------------------------------------------- FOLLOW ON TWITTER/X: @MattMcCarthy985 | @jorgiesepulveda

Understanding how power works might be the most underrated UX skill. Thomas Wilson shares ways to navigate power, bridge generational gaps, and influence decisions, even when you don't have direct control.Why do some designers influence major decisions while others get ignored? The answer might come down to how well you understand power.You can't influence what you don't understand. In this conversation, I sit down with Thomas Wilson to discuss the invisible structures that shape what gets built, who gets heard, and why some designers consistently seem to gain traction, even without a fancy title.We unpack what it means to navigate power inside organizations, how to build trust with people who don't think like you, and what “pushing back” looks like when done with empathy and strategy. Thomas also challenges the notion that power is something to be avoided or rejected. Instead, he frames it as a neutral force—one you can learn to work with instead of around.If you've ever felt stuck, sidelined, or frustrated by decisions that don't make sense, this episode will help you rethink how you operate—and show you that power, used well, can actually be a designer's ally.Topics:• 03:51 Understanding Power Dynamics in Organizations• 05:44 Types of Power in Business• 08:22 Strategies for Leveraging Power• 19:39 Tools for Influencing and Negotiation• 28:12 Power Mapping and Stakeholder Management• 36:47 Influence and Interest Matrix• 37:43 Generational Dynamics in the Workplace• 38:57 Diversity of Thought and Communication Styles• 41:34 Building Relationships and Trust• 43:41 Handling Workplace Conflicts• 48:48 Resources for Understanding PowerHelpful Links:• Connect with Thomas on LinkedIn—Thanks for listening! We hope you dug today's episode. If you liked what you heard, be sure to like and subscribe wherever you listen to podcasts! And if you really enjoyed today's episode, why don't you leave a five-star review? Or tell some friends! It will help us out a ton.If you haven't already, sign up for our email list. We won't spam you. Pinky swear.• ⁠⁠⁠⁠Get a FREE audiobook AND support the show⁠⁠⁠⁠• ⁠⁠⁠⁠Support the show on Patreon⁠⁠⁠⁠• ⁠⁠⁠⁠Check out show transcripts⁠⁠⁠⁠• ⁠⁠⁠⁠Check out our website⁠⁠⁠⁠• ⁠⁠⁠⁠Subscribe on Apple Podcasts⁠⁠⁠⁠• ⁠⁠⁠⁠Subscribe on Spotify⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠• ⁠⁠⁠⁠Subscribe on YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠• ⁠⁠⁠⁠Subscribe on Stitcher⁠⁠

39 years of combination experience. A Battalion Chief on B shift with the Indianapolis Fire Department. Doctorate of management in organizational leadership. I wanted Candice to come on and share her story of how and why she got into the fire service but also wanted her to preach on Organizational leadership challenges and issues within departments across the nation and she did not disappoint. Often, problems aren't solely the fault of one individual, but rather indicators of flaws in the organization's systems or processes. A "blame culture" focuses on who to blame rather than what went wrong and how to fix it. When employees fear repercussions for admitting mistakes or taking risks, they may be less likely to collaborate, share ideas, and take ownership of their actions. Instead of focusing on assigning blame, organizations should prioritize learning from mistakes and identifying ways to improve. I would like to encourage all crews to listen to this interview, together if possible. Absorb the information being said, process it then ask yourself if you fit into this category.

Send us a textAmri B. Johnson, inclusion strategist and founder of Inclusion Wins, joins us this episode to discuss the tumultuous climate of DEI practices in today's organizations and how companies can navigate toward more effective inclusion strategies. [0:00] IntroductionWelcome, Amri!Today's Topic: Creating Anti-fragile Organizational Cultures[7:27] How to begin tackling DEI challengesShifting current DEI practices built on outdated paradigmsUnderstanding viewpoints of those with opposing opinions[16:39] Navigating DEI amidst anti-DEI rhetoricRecognizing that people are multi-dimensional, not two-dimensionalBuilding trust within an organization to improve inclusion[30:55] Helping employees overcome fear of organizational changeRecognizing the root cause of employee concernFocus on building relationships and engaging with colleagues[35:27] ClosingThanks for listening!Quick Quote:“A lot of DEI practices in the US are based on paradigms of old. We need to think about what's possible now . . .”To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

On today's episode of Doorknob Comments, Fara and Grant are joined by Dr. Daven Morrison, a psychiatrist with deep expertise in organizational and occupational psychiatry. A member of the Group for the Advancement of Psychiatry and an officer of the Academy of Organizational and Occupational Psychiatry, Dr. Morrison shares insights into the psychological dimensions of workplace life. From managing mergers and downsizing to fostering self-aware leadership, he walks us through the core principles of organizational psychiatry.We hope you enjoy!Resources and LinksDoorknob Commentshttps://www.doorknobcomments.com/Dr. Daven Morrisonhttps://www.ourgap.org/committees/work-organizationshttps://www.morrisonltd.com/about-us/daven-morrison-m-dhttps://www.aoop.org/Dr. Fara Whitehttps://www.farawhitemd.com/Dr. Grant Brennerhttps://www.granthbrennermd.com/https://www.linkedin.com/in/grant-h-brenner-md-dfapa/If you like our podcast, please leave a review! Thanks in advance!

Organizational identity is no longer optional In this episode of the KuppingerCole Analyst Chat, host Matthias Reinwarth is joined by cybersecurity research director John Tolbert to talk about the rising threats of organizational fraud, rogue merchants, and the growing need for robust identity verification at the business level. Topics covered: What are rogue merchants, and how do they operate? The staggering fraud numbers behind the Paycheck Protection Program (PPP) The importance of Know Your Business (KYB) vs. Know Your Customer (KYC) Why legacy business verification methods are no longer enough How APIs, LEIs, and verifiable digital identities can help The role of CIEM and B2B CIAM in detecting and preventing organizational fraud Whether you're in cybersecurity, compliance, finance, or e-commerce, this episode unpacks how fraud at the organizational level is growing—and what tools and frameworks can stop it.

Organizational identity is no longer optional In this episode of the KuppingerCole Analyst Chat, host Matthias Reinwarth is joined by cybersecurity research director John Tolbert to talk about the rising threats of organizational fraud, rogue merchants, and the growing need for robust identity verification at the business level. Topics covered: What are rogue merchants, and how do they operate? The staggering fraud numbers behind the Paycheck Protection Program (PPP) The importance of Know Your Business (KYB) vs. Know Your Customer (KYC) Why legacy business verification methods are no longer enough How APIs, LEIs, and verifiable digital identities can help The role of CIEM and B2B CIAM in detecting and preventing organizational fraud Whether you're in cybersecurity, compliance, finance, or e-commerce, this episode unpacks how fraud at the organizational level is growing—and what tools and frameworks can stop it.

In this compelling episode of the Pre-Exit Investigation Podcast, host Todd Conklin delves into a deeply personal story that challenges perspectives and ignites conversation around resilience and adaptation in organizations. Through the eyes of Hector, a familiar figure from a local restaurant, Todd explores the impact of fear and leadership response in today's rapidly changing world. With insightful anecdotes, the episode brings to light the unseen pressures faced by individuals and the significant role leaders play in shaping organizational culture. As systems are pushed to their limits, Todd invites listeners to reflect on their own leadership choices and the type of world they want to help create. It's a thought-provoking episode that encourages deep reflection and meaningful dialogue.

A vital examination of how social and economic justice organizations overcome resource disadvantages and build political power. Why do some coalitions triumph while others fall short? In Power to the Partners: Organizational Coalitions in Social Justice Advocacy, Maraam A. Dwidar documents the vital role of social and economic justice organizations in American politics and explores the process by which they strategically build partnerships to advance more effective and equitable advocacy. Using original data tracking the collaboration patterns of more than twenty thousand nationally active advocacy organizations, Dwidar evaluates the micro- and macro-level conditions surrounding these groups' successful efforts to collectively shape public policy. Power to the Partners reveals that while organizational advocates for social and economic justice are at a disadvantage in the American lobbying landscape--financially, tactically, and politically--coalition tactics can help ameliorate these disparities. By building and sustaining coalitions with structures and memberships that facilitate clarity, learning, and diverse perspectives, these advocates can successfully--and uniquely--make their mark on American public policy. Dwidar's work offers critical insights for scholars and practitioners alike--from groundbreaking academic findings to evidence-based lessons for political organizers. Maraam A. Dwidar an Assistant Professor of Government at Georgetown University. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/public-policy

Who's actually accountable in your strategic plan? If your answer includes more than one name… that might be the root of your execution problems. In this episode of The Strategy Gap, hosts Jonathan Morgan (SVP of Operations at AchieveIt) and Joe Krause (SVP of Strategy Consulting) tackle one of the most misunderstood pillars of execution: accountability.From the danger of group-think to the power of visibility and recognition, they dig into what really moves teams from idea to impact. With relatable stories (hello, MBA group projects) and practical advice, this episode is packed with insights for anyone tired of watching plans stall due to unclear ownership and disengaged teams.Why you'll want to listen:Learn the “fire drill test” to identify true ownership in your plansUnderstand how public progress tracking can boost engagement across the orgDiscover low-cost ways to create accountability through recognitionHear how leaders can tailor accountability structures to different employee types

In this episode, we are joined by Randy Lubin, a well known game designer who has had experience in RPGs, Tabletop gaming, and Mega games. We will dive into the complexities of Mega games as well as what it means to develop games with big world thinking, such as political themes - bringing real world problems to the world of gaming. 

In the second installment of our Deep Dive: Missing Middle in Climate Tech series, created in partnership with Spring Lane Capital, we dive deeper into why the “missing middle” is not just a gap; it's a structural issue. We're joined by two of the sharpest minds in climate investing: Francis O'Sullivan, Managing Director at S2G Investments, and Rob Day, Co-Founder of Spring Lane Capital. Together, they explore how early-stage innovation and late-stage deployment are well funded, while the crucial middle phase of scaling is dangerously underserved.We discuss why this gap exists, what solutions are emerging, and how investors are shifting their strategies to meet the moment. If you care about accelerating the climate transition, you're going to want to listen to this.What You'll LearnWhy the "missing middle" persists despite surging climate capital overallHow venture capital models can distort scale-up potentialWhat new capital strategies (like development expense financing) are emergingWhy climate investing now enters a “third phase” of full-scale deploymentHow Rob and Francis are rethinking returns and risk for the climate transitionIn today's episode, we cover:[2:50] Francis' background and journey to S2G[4:36] Rob's career path in climate tech investing[6:30] Spring Lane Capital's founding and investment thesis[9:54] Discussion of the missing middle in climate finance[19:04] Structural challenges in climate investment[25:46] Organizational challenges for institutional investors[33:57] Concrete investment examples[41:37] Explanation of structured investment instruments[44:26] Historical context of climate investingResources MentionedS2G InvestmentsSpring Lane CapitalWorld Resources InstituteInvested in Climate - Missing Middle in Climate Tech Series: The Role of Family Offices with Spring Lane Capital & CREO, Ep #114S2G: 2023 Report - The Missing Middle: Capital Imbalances in the Energy TransitionCREO: 2024 Report - Understanding the Climate Finance GapSolunaConnect with UsJason RissmanRob DayFrancis O'SullivanSpring Lane CapitalWebsite: https://springlanecapital.com/Linkedin:

David shares more from our What Great Teams Do Great series, based on the book of the same name.  This time, what to do when your team disagrees with the organizational direction

Send us a textOur guest today is the brilliant – and the ever-curious – Dr. Cecelia Herbert, a Workplace Behavioral Scientist and a Doctor of Organizational Psychology with a career as a practitioner, academic, and consultant that spans more than two decades. After years as a senior leader in Employee Engagement at Google, she joined Qualtrics in 2019 to establish and lead XM Advisory Services in Asia Pacific, partnering with organizations across the globe to design, mature, and grow their experience management programs. As part of the global XM Institute team, Dr Herbert is focused on building a thriving community of Experience Management professionals, who are empowered and inspired to radically improve human experiences.   [03:20s] Her journey into organizational psychology [09:44s] Organizational psychology key insights [16:10s] Intersection with EQ [22:11s] Acceleration of organizational optimization in a post-pandemic world   [30:49s] Human-centric organizational transformation: ‘Often, change is done to people, not with them.'  [46:33s] Evolution of employee experience  [51:28s] RWL: Cecelia's recommendations of resources from experts like Bob Sutton, Adam Grant and Linda Gratton   Connect with Cecelia on LinkedInConnect with Vinay on X (formerly Twitter) and LinkedIn What did you think about this episode? What would you like to hear more about? Or simply, write in and say hello! podcast@c2cod.comSubscribe to us on your favorite platforms – Google Podcasts, Apple Podcasts, Spotify, Overcast, Tune In Alexa, Amazon Music, Pandora, TuneIn + Alexa, Stitcher, Jio Saavn and more.  This podcast is sponsored by C2C-OD, your Organizational Development consulting partner ‘Bringing People and Strategy Together'. Follow @c2cod on Twitter, LinkedIn, Instagram, Facebook 

Hitting the 150-employee mark can feel like your business is about to break. Don't wait for chaos! In this crucial follow-up to our previous episode, Andrea Fredrickson and Michelle Hill provide actionable strategies to proactively navigate the growing pains of scaling your company beyond the 100-200 employee range.   Discover how intentionally codifying your company culture, redesigning your organizational structure and processes, and clearly defining roles and responsibilities can prevent things from falling through the cracks. Learn why empowering your leaders and building their capacity is essential for sustainable growth.    This episode offers a roadmap to move from reactive firefighting to a smoother, more controlled expansion, ensuring your business thrives instead of breaks.   Takeaways   Companies often struggle at 150 employees due to lack of systems. Proactive measures can ease the transition during growth. Culture defines how work gets done in an organization. Clear behaviors and values are essential for a strong culture. Organizational structure must evolve with company size. Roles and responsibilities need to be clearly defined. Decision-making authority should be delegated appropriately. Leadership capacity must be built within the organization. Effective communication processes are crucial for larger teams. Implementing structured processes can prevent future headaches.   For more resources on developing leadership skills visit us at Revela. Where we've helped hundreds of executives lead productive teams and thriving organizations.   This podcast is produced by Two Brothers Creative.  

“Stress is like a bucket,” says Peter Stewart.As anyone who has worked in a dysfunctional organization can attest, that bucket can fill to overflowing very quickly when there are no spigots or holes to release the stress.In today's conversation, Peter and Daniel discuss how to survive a dysfunctional work situation–what to track, how to deal with it when there are no immediate escapes, and when to leave. Tune in to learn:Three variables to track to help evaluate a dysfunctional situationPractical ideas to cope with a difficult work environment when leaving isn't an optionThe difference between stress and burnoutAlso, join Daniel for the 7-Day Stress Less, Lead More Challenge–a transformative journey designed to help busy leaders build resilience and develop healthy strategies to cope with daily stress.Questions, comments, or topic ideas? Drop us an e-mail at podcast@stewartleadership.com.In this episode:2:15 – Insight of the Week: Bison vs. Cattle6:44 – Topic: How to Manage Through Organizational Dysfunction12:05 – 3 Variables to Track20:22 – What Do You Value?26:19 – Tips for Dealing with a Dysfunctional Workplace32:16 – 7-Day Stress Less, Lead More Challenge35:31 – Lightning RoundResources:“The Bison Advantage,” National Bison Association“What the Yerkes-Dodson Law Says About Stress and Performance,” HealthlineStewart Leadership Insights and Resources:7-Day Stress Less, Lead More ChallengeThe Dysfunctional Workplace Survival Guide4 Ways to Survive a Dysfunctional Leader8 Keys to Managing Conflict WellWhat if I Don't Think That There is a Conflict, but Someone Else Does?10 Questions to Help You Manage Up10 Guaranteed Ways to be a Toxic BossToxic Work Culture: The (Not So) Surprising Factor Driving the Great Resignation9 Practices to Boost Your Longevity–and Your Leadership AbilitiesIf you liked this episode, please share it with a friend or colleague, or, better yet, leave a review to help other listeners find our show, and remember to subscribe so you never miss an episode. For more great content or to learn about how Stewart Leadership can help you grow your ability to lead effectively, please visit stewartleadership.com and follow us on LinkedIn, Instagram, and YouTube.

In episode 101, I sit down with Dr. Cheryl Martin, emergency physician and host of The Mind Full Medic podcast, to explore the fascinating world of changemaking in healthcare. As we delve into the findings of my recent research, we uncover the essential ingredients that enable healthcare professionals to become effective agents of positive transformation. Our conversation sheds light on the delicate balance between individual agency and organizational support, highlighting how these elements intertwine to create an environment where meaningful change can flourish. We discuss the challenges faced by changemakers in healthcare and the strategies they employ to overcome them. Key insights from our discussion include: The importance of insatiable learning and personal growth in driving change How changemakers navigate the complex emotional landscape of leading transformation The critical role of communication and listening in building coalitions for change Organizational strategies that foster and support changemaking efforts Discover how to: Sustain inspiration and motivation throughout the change process Develop the courage and resilience needed to face setbacks and opposition Leverage organizational support to amplify your impact as a changemaker Build and nurture the relationships crucial for successful change initiatives This episode offers invaluable insights for healthcare professionals at all levels who aspire to make a difference in their organizations and beyond. Whether you're a seasoned leader or just starting your journey in healthcare, you'll find practical strategies and inspiration to fuel your changemaking efforts. "Changemaking is a really big part of that pathway to keeping passionate professionals engaged in healthcare." - Dr. Andrea Austin Join us for this thought-provoking conversation that challenges conventional thinking about change in healthcare and inspires a new generation of changemakers. Learn how small acts of courage and strategic thinking can lead to significant positive transformations in our healthcare systems. The paper discussed in this episode can be found here. Connect with Dr. Andrea Austin: LinkedIn Twitter Instagram

In this episode of “That Will Never Work,” Maurice explores the importance of pivoting without abandoning your core passion. Learn how to adjust your approach and timing to effectively reach the right audience and achieve your goals.

“You're never overworked; you're underorganized. The org chart should help you fix that.” Tim Dyck and Katie Currens dive into the importance of intentional organizational charts. Tim explains how reactive decisions, like adding roles to solve immediate problems or merging jobs without reflection, can lead to burnout, confusion, and inefficiency. The episode explores how to design org charts around customer needs, include key voices from the front lines, and plan ahead with future-focused job descriptions. Whether you're growing a team or restructuring after a departure, this conversation offers practical steps to build a healthier, more effective organization. Read the blog for more from Tim Dyck on organizational charts.  Notable Moments [00:01:51] – Why most org charts are reactive instead of intentional [00:03:07] – The power of building org charts around customer needs [00:06:14] – Why front-line voices matter in org chart planning [00:08:05] – The risk of combining roles without self-awareness [00:10:36] – Why job descriptions should be based on the next 6–12 months [00:12:05] – Steps to rebuild your org chart intentionally [00:13:45] – How to develop job descriptions aligned with future needs Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

Future of Leadership Series: "Power as an Organizational Ecosystem Variable" What happens when we rethink power—not as a top-down force—but as an organic variable shaping every layer of our organizational ecosystems? In this thought-provoking episode of the Future of Leadership series on the EVOLVE Podcast, we explore how power can be redefined to create more adaptive, equitable, and resilient organizations. Join Yvette Bethel (Researcher, award winning author and thought leader) and Edwin Clamp (adjunct professor) for a bold conversation that dives deep into: Power dynamics in living systems Leadership shifts in decentralized org structures How trust diffuses centralized power structures Real-world insights for leaders navigating toxic political cultures This episode is for you if you are ready to challenge outdated paradigms and reimagine what leadership could look and feel like in the future of work. Listen in now: Want to go deeper? Explore related themes and leadership development tools at the IFB Academy — where future-forward leaders grow.

Abby Brennan joined us on The Modern People Leader. We discussed the power of ONA as the “shadow org chart,” how it reveals hidden influencers, and why it may be key to building smarter, more connected teams in the age of AI.---- Sponsor Links:

How can HR lead transformations that stick? Why are “soft skills” the new “power skills”?My guest on this episode is Laura Cushing, Chief People Experience Officer, Pacific LifeDuring our conversation Laura and I discuss:Why HR leaders need to be “comfortable, being uncomfortable” and how it can accelerate your career.How HR can play a critical role in defining the “from/to” of organizational transformation and drive business performance.How HR can utilize strategic workforce planning to create value and impact. Why she calls influence and other so-called “soft skills” true “power skills” that will define the future of work—especially in the age of AI.Connecting with Laura: Connect with Laura Cushing on LinkedInEpisode Sponsor: Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leadersHR Leader's Blueprint - 18 pages of real-world advice from 100+ HR thought leaders. Simple, actionable, and proven strategies to advance your career.Succession Planning Playbook: In this focused 1-page resource, I cut through the noise to give you the vital elements that define what “great” succession planning looks like.

On today's episode of Management Development Unlocked, Eric sits down with Heather Burright, a nonprofit learning and development consultant. Heather specializes in helping organizations improve performance and skill change through learning and development. She also hosts a private community for nonprofit learning and development professionals. Heather is the host of the podcast Learning for Good.Eric is currently on the job market. He is seeking a role as a senior manager of learning and development, focusing on leadership and management development in tech. If you know anyone hiring, let Eric know.In this episode, you'll hear:Behavior change as a component of L&D to create impact.L&D's role as an essential part of the employee or customer experience.Organizational response to a need for behavior change and why training isn't always the answer.The science behind behavior change and what it looks like in action.Why Heather recommends ABS (awareness, buy-in, skills, social support, and prompts) for a behavior change method at work.How people managers often deal with their team members' behavior–both good and bad.Connect with Heather Burright:LinkedInLearning for Good podcast---Head over to girardtrainingsolutions.com to take a look at the 20+ courses I offer for new and experienced managers! Get your copy of the Amazon #1 Bestseller and #1 New Release Lead Like a Pro - The Essential Guide for New Managers while you're there!Connect with me on LinkedIn.Please subscribe and comment!

Dan Wiederer and Mark Grote look into how messy the Bears' operation was in quarterback Caleb Williams' rookie season. While the team has taken steps to try and make it better, it's still far from perfect. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

This article explores the critical importance of effective communication during organizational change, emphasizing that successful transformation requires more than simply announcing changes. It demonstrates how leaders must proactively build trust by explaining the rationale behind changes, addressing employee concerns with empathy, and fostering two-way communication throughout the process. Drawing on research and real-world examples, the authors illustrate how transparency helps overcome natural resistance to change by reducing uncertainty and giving employees a sense of control and partnership in the transformation. The article provides practical strategies for leaders to equip employees with necessary resources and training, measure ongoing engagement, and create a collaborative environment where change is viewed as an opportunity rather than a threat. Ultimately, it concludes that organizations achieve more successful transitions when leaders approach change as a partnership built on honest communication, understanding of emotional reactions, and mutual investment in long-term success.  

In this episode, Emily connects with Anne Robie, a leadership expert with over 25 years of experience blending corporate knowledge with mindfulness and authenticity. Emily and Anne discuss the significance of authentic leadership,  the critical role of self-awareness in effective leadership, the unique challenges women face in the workplace, and so much more! If you are interested in learning more about CALIBRATE, head to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.wmnup.co/resources⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠!Tune in now!IF YOU ENJOY THE PODCAST…We would love for you to subscribe, rate, and review it on Apple Podcasts! This helps more people find the show and give it a listen. Thank you in advance :)WMNûp IN YOUR BUSINESS + LEADERSHIP:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.wmnup.co/momentum⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ - Join us and become part of the 12% in this 12 month mastermind⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.wmnup.co/intensive⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ - Join us for Q1 for the 90-Day Intensive⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.wmnup.co/membership⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ - Join us inside the THE COMMUNITY by WMNûp⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.wmnup.co⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ - Download the FREE Evolutionary Leadership Masterclass today to start your WMNûp journey.CONNECT WITH EMILY:Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠instagram.com/emilycasselofficial⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ | ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram.com/wmnup⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.wmnup.co⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠CONNECT WITH ​ANNE:Website:​ ⁠https://www.darshanleadership.comLinkedIn​: https://www.linkedin.com/in/annerobie/

In today's tight labor market, delivering the right talent at speed isn't just an advantage, it's a necessity. On this episode, host Ryan Dull is joined by Tara Darnell, Vice President of Talent Acquisition Strategy and Workforce Planning at Sutter Health. Tara discusses how she led the transformation of a decentralized TA model into a highly efficient, centralized function serving one of the largest healthcare systems in the US. She also offers advice on prioritization and the power of small, consistent improvements in driving long-term impact. Key Takeaways:(02:47) Tara's journey into the recruiting space and her development at Sutter Health.(04:32) Sutter Health's scale and the scope of its TA operations.(06:25) Transitioning from a decentralized to a centralized TA model.(07:08) The rollout of a CRM and enterprise platform to unify recruitment tools.(08:52) The impact of lean project management and data discipline on outcomes.(13:09) Dashboards for workforce planning and TA performance metrics.(15:08) Internal TA dashboard tracks aging, time to fill, and stuck roles.(16:40) “Getting better never stops” drives daily 1% improvements.Resources Mentioned:Tara Darnellhttps://www.linkedin.com/in/taradarnellvpofta/Sutter Healthhttps://www.linkedin.com/company/sutter-health/LinkedIn Enterprise Platformhttps://business.linkedin.com/marketing-solutions/cx/24/01/ads-for-linkedin?mcid=7059959449221828769&src=go-pa&trk=sem-ga_campid.20073717598_asid.147321868543_crid.670678880585_kw.linkedin%20for%20business_d.c_tid.kwd-313105743753_n.g_mt.p_geo.9197977&cid=&gad_source=1&gclid=CjwKCAjw5PK_BhBBEiwAL7GTPRQFZ03lMs2pex5JwHvoFHcMuyvQpe-wvGBdI0hz55-r_NYeaH7JnRoCPBQQAvD_BwE&gclsrc=aw.ds“Atomic Habits”https://jamesclear.com/atomic-habitsThis episode is brought to you by Sagemark HR.Sagemark HR can help you:✔ Improve your talent practices and make better, more informed people decisions.After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.We understand every organization is different, and there's no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve.We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.If you're interested in learning more, you can reach me at:www.sagemarkhr.com✉ ryan.dull@sagemarkhr.com#Talent #Recruiters #Recruiting #HRTech

In this insightful episode of the Leadership Sandbox, Tammy J. Bond explores the evolving generational landscape in today's workplaces. She delves into the communication challenges between Boomers, Gen Xers, Millennials, and Gen Z, and emphasizes the importance of understanding diverse communication styles. Tammy underscores the need for leaders to foster inclusive environments where all voices are valued, highlighting strategies to bridge generational divides, enhance collaboration, and address the silence that can impede innovation. Whether you're a leader or team member, learn how effective listening, feedback, and cultural modeling can transform team dynamics. KEY TAKEAWAYS Millennials and Gen Z are not fragile—they're frustrated by communication gaps.  A generational translation gap makes understanding each other's perspectives essential.  Leaders need to listen differently to retain and engage talent.  Silencing younger team members leads to disengagement and missed opportunities.  Respectful communication involves challenging assumptions with care.  Most conflicts stem from miscommunication rather than personality clashes.  Building a translation bridge enhances team cohesion and productivity.  Feedback should be a two-way process—encouraging open dialogue.  Timing and tone are critical components of effective communication.  Organizational culture is shaped by leadership's actions and modeling, not just words. Tune in for actionable insights to elevate your leadership and improve team dynamics across generations! Listen or watch here: https://www.bondgroupenterprises.com/podcast CHAPTERS 00:00 – Introduction to the Leadership Sandbox 02:02 – Generational Perspectives in the Workplace 10:14 – Understanding Communication Styles 16:03 – Building a Translation Bridge 23:24 – Decoding Silence and Misunderstandings

The Rockies fired manager Bud Black on Sunday, after starting the season 6-33. While many agree it was a necessary move, is this simply a baseball version of rearranging the chairs on the titanic? Christian Saez and Spencer Smith discuss on the DNVR Rockies podcast. Intro 0:00The timing of Bud's firing 2:40Rockies quotes from around the league 10:30What do want for the rest of the season? 18:30How do we rebrand this team? 28:00Rockies new manager (Warren Schaeffer) 34:10Do the Rockies need a full restart? 40:00How to avoid being the worst team in history 49:00Updated "Circle of Trust" 53:15Any Rockies make the 2026 WBC? 56:30Pete Rose ban lifted 1:00:00   An ALLCITY Network Production PARTY WITH US: https://thednvr.com/events ALL THINGS DNVR: https://linktr.ee/dnvrsports BALL-KNOWER BONUS/Merch: https://promotion.allcitynetwork.com/promotions/store.allcitynetwork/7d48d294-4260-4bac-aca1-9a18eef8ca78 SUBSCRIBE: https://www.youtube.com/c/DNVR_Sports First Bank: So, if you're ready for better banking and the chance to earn a little extra, head to efirstbank.com/bonus. Certain restrictions and requirements apply. Member FDIC. Hall of Fame App: Get a 7-Day Free Trial + 50% Off your first month with code DNVR. Just download the HOF app on iOS and Android or visit www.hofbets.com, enter code DNVR, and you're all set. #ad Raising Cane's Rooftop Fridays: https://thednvr.com/event/friday-rooftop-club-at-coors-field-presented-by-raising-canes/   Monarch Money: Use Monarch Money to get control of your overall finances with 50% off your first year at https://www.monarchmoney.com/dnvr  bet365: Go to https://www.bet365.com/hub/en-us/app-hero-banner-1?utm_source=affiliate&utm_campaign=usapp&utm_medium=affiliate&affiliate=365_03485318 or use code DNVR365 when you sign up. Must be 21+ and physically located in CO.  Please gamble responsibly. If you or someone you know has a gambling problem and wants help call or TEXT 1-800-GAMBLERUCHealth: Learn more about Living Like There's A Tomorrow at https://www.uchealth.org/tomorrow/?utm_source=DNVR&utm_medium=Audio&utm_campaign=Brand_LLTIAT_Null_JFMFY25_AW_Null Visit Your Front Range Toyota Stores at a location near you - Toyota is the official vehicle of DNVR. Toyota - Let's Go Places! Toyota: Visit Your Front Range Toyota Stores at a location near you - Toyota is the official vehicle of DNVR. Toyota - Let's Go Places! Toyota Drive to the Playoffs: https://kse.jotform.com/250624177000950?camefrom=CFC_KSE_xJZqkfEGc0GvJpltfPs0pA&utm_[…]um=xJZqkfEGc0GvJpltfPs0pA&utm_campaign=xJZqkfEGc0GvJpltfPs0pA Coors Light:  Delivery on Instacart at https://coorslight.com/DNVR. Celebrate Responsibly. Coors Brewing Company, Golden, Colorado. Gametime: Download the app, create an account, and use code DNVR for $20 off your first purchase. Terms apply. Shady Rays: Head to https://shadyrays.com and use code: DNVR for 35% off polarized sunglasses. Try for yourself the shades rated 5 stars by over 300,000 people. Rugged Road: Gear up for your next adventure with Rugged Road Coolers - Your ultimate outdoor companion! Head to http://ruggedroadoutdoors.pxf.io/ALLCITY and use code DNVR for 10% off! Get 10 FREE meals at https://hellofresh.com/freerockies. Applied across 7 boxes, new subscribers only, varies by plan. When you shop through links in the description, we may earn affiliate commissions. Copyright Disclaimer under section 107 of the Copyright Act 1976, allowance is made for “fair use” for purposes such as criticism, comment, news reporting, teaching, scholarship, education and research. Fair use is a use permitted by copyright statute that might otherwise be infringing.

Organizational expert Amanda Jefferson returns to the podcast to reveal her ultimate decluttering secrets.Show Notes Info:Amanda Jefferson is the owner of Indigo Organizing, the creator of the Done-With-You Digital Organizing coaching program and the Get It Done Club, and one of the world's first KonMari consultants. A TEDx speaker and co-host of the Good Enough-Ish podcast, Amanda has been featured in Real Simple, Harpers Bazaar, the Wall Street Journal, and Better Homes & Garden, among others. She was recently named a Top 50 Women Speaker of 2024 by renowned speaker and author Jess Ekstrom. Known affectionately as the Tech Whisperer, Amanda helps busy people declutter their digital lives and talks to audiences about how to quiet the noisy shoulds of society.

This is a rebroadcast of an earler episode from Jan. 13, 2022We discuss the organizational element of entropy as it applies to social systems—its relationship to information and censorship, our Constitution, and the Libertarian perspective.Follow Us:YouTubeTwitterFacebookBlueskyAll audio & videos edited by: Jay Prescott Videography

On this Live Greatly podcast episode, Kristel Bauer sits down with Myriam Sandler, author of Playful by Design: Your Stress-Free Guide to Raising Confident, Creative Kids through Independent Play.  Kristel and Myriam discuss ways to create engaing play spaces for children, the importance of boredom to boost creativity and lots more! Tune in now!  Key Takeaways From This Episode: How to create spaces your kids will actually want to play in How to encourage self-directed play The importance of boredom for creativity  Rotating toys, what it is and why you should think about doing it Organizational tips for your home A look into Myriam's book Playful By Design  ABOUT MYRIAM SANDLER: Myriam Sandler is a mom of three, and the popular creator of Mothercould, a successful online educational parenting platform and brand that has inspired millions of parents, educators and caregivers worldwide. She has a global following of over 2.8+ million people and her videos have received 11.7 billion views. Myriam has been called the “bilingual baby whisper” by women's magazines and has been featured on GMA, NBC, Motherly, Yahoo!, Women's World, Flaunt magazine, Grazia, and more! She wrote “PLAYFUL BY DESIGN” as an extension of her burgeoning online business and platform which has attracted followers from influencers and celebrities alike. Connect with Myriam: Order Playful by Design: Your Stress-Free Guide to Raising Confident, Creative Kids through Independent Play Instagram: https://www.instagram.com/mothercould/  YouTube: https://www.youtube.com/mothercould  Facebook: https://www.facebook.com/mothercould  Website: https://www.mothercould.com/about About the Host of the Live Greatly podcast, Kristel Bauer: Kristel Bauer is a corporate wellness and performance expert, keynote speaker and TEDx speaker supporting organizations and individuals on their journeys for more happiness and success. She is the author of Work-Life Tango: Finding Happiness, Harmony, and Peak Performance Wherever You Work (John Murray Business November 19, 2024). With Kristel's healthcare background, she provides data driven actionable strategies to leverage happiness and high-power habits to drive growth mindsets, peak performance, profitability, well-being and a culture of excellence. Kristel's keynotes provide insights to “Live Greatly” while promoting leadership development and team building.   Kristel is the creator and host of her global top self-improvement podcast, Live Greatly. She is a contributing writer for Entrepreneur, and she is an influencer in the business and wellness space having been recognized as a Top 10 Social Media Influencer of 2021 in Forbes. As an Integrative Medicine Fellow & Physician Assistant having practiced clinically in Integrative Psychiatry, Kristel has a unique perspective into attaining a mindset for more happiness and success. Kristel has presented to groups from the American Gas Association, Bank of America, bp, Commercial Metals Company, General Mills, Northwestern University, Santander Bank and many more. Kristel has been featured in Forbes, Forest & Bluff Magazine, Authority Magazine & Podcast Magazine and she has appeared on ABC 7 Chicago, WGN Daytime Chicago, Fox 4's WDAF-TV's Great Day KC, and Ticker News. Kristel lives in the Fort Lauderdale, Florida area and she can be booked for speaking engagements worldwide. To Book Kristel as a speaker for your next event, click here. Website: www.livegreatly.co  Follow Kristel Bauer on: Instagram: @livegreatly_co  LinkedIn: Kristel Bauer Twitter: @livegreatly_co Facebook: @livegreatly.co Youtube: Live Greatly, Kristel Bauer To Watch Kristel Bauer's TEDx talk of Redefining Work/Life Balance in a COVID-19 World click here. Click HERE to check out Kristel's corporate wellness and leadership blog Click HERE to check out Kristel's Travel and Wellness Blog Disclaimer: The contents of this podcast are intended for informational and educational purposes only. Always seek the guidance of your physician for any recommendations specific to you or for any questions regarding your specific health, your sleep patterns changes to diet and exercise, or any medical conditions.  Always consult your physician before starting any supplements or new lifestyle programs. All information, views and statements shared on the Live Greatly podcast are purely the opinions of the authors, and are not medical advice or treatment recommendations.  They have not been evaluated by the food and drug administration.  Opinions of guests are their own and Kristel Bauer & this podcast does not endorse or accept responsibility for statements made by guests.  Neither Kristel Bauer nor this podcast takes responsibility for possible health consequences of a person or persons following the information in this educational content.  Always consult your physician for recommendations specific to you.

As a leader that wants to optimize an organization you are bound to fail if you isolate social (culture and people) and technical (tools and process) changes. When we ask Lesley Cordero, Staff Engineer at The New York Times how to solve this dilemma she answers: "Platform Engineering, it can drive organizational sustainability by practicing sociotechnical principles that provide a community driven support system for application developers using our standardized shared platform architecture"Tune in to our latest episode and learn more about the importance of leadership to continuously keep up and balance the tension between "Developers" and "Operations", between "End User Experience" and "Developer Experience" and ultimately between "Culture and People and "Tools and Processes"Links we discussedLesley's LinkedIn: https://www.linkedin.com/in/lesleycordero/GOTO Conference Talk => https://www.youtube.com/watch?v=Jx-XrUONJ-o QCon 2025 Talk Details: https://qconlondon.com/presentation/apr2025/platform-engineering-practice-sociotechnical-excellence DevOpsCon 2024 Talk Details: https://devopscon.io/business-company-culture/platform-engineering-devops/

Organizational consultant Andrew Mellen returns to the podcast to discuss the three rules he uses to help leaders organize their work and home life for mental clarity. Plus, why clutter is deferred decision making, and why you should never email a co-worker. 

Giants Reporter for the San Francisco Standard John Shea joins Papa & Silver to break down the highs and lows of the Giants series at Wrigley and how the organizational approach of patience has benefited the team’s young pitchersSee omnystudio.com/listener for privacy information.

www.marktreichel.comhttps://www.linkedin.com/in/mark-treichel/The dreaded organizational review Document of Resolution or worse yet LUA.  What it means and what you should do.

Send us a textDesiree Goldey, Director of Marketing at ZRG Partners and Founder of Do Better Consulting, joins us this episode to discuss how the disconnect between talent and HR teams impacts an organization's employees, both current and future. [0:00] IntroductionWelcome, Desiree!Today's Topic: Fixing the Disconnect Between Talent and HR Teams[4:32] How do we know there's a disconnect between talent and HR?Root causes of talent-HR miscommunicationsChallenges in transforming company cultures[10:53] How does the disconnect impact the recruiting process?How candidates experience a company's confusion and mixed messagingResume insights and advice, including why AI tools are essential in applicant-heavy job markets[24:30] How does the disconnect affect employee engagement?The toll on company culture and moraleChallenges facing remaining employees after a significant layoff[36:10] ClosingThanks for listening!Quick Quote“When there's a state of confusion [within a company], who suffers? It's the employee.”To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Give to help Chris continue making Truce A small group of men calling themselves The New Right had a major role to play in bonding some evangelicals to the Republican Party. Yet many Christians don't know who these guys were or how they used money and influence to accomplish their goal. Let's meet the fellas. One was named Paul Weyrich. Weyrich's contribution to the movement is that he knew how to organize people, a skill he learned from watching liberal protests. He was a former radio newsman from Wisconsin, member of the Melkite Greek Catholic Church when he thought the Roman Catholic Church became too liberal. He saw how liberals were organizing in the US and decided to do something similar with conservatives. The goal was to bring together politicians, activists, money, and the press to have a unified front. Organizational skills were his secret weapon. Howard Phillips was a follower of RJ Rushdoony's Christian Reconstruction plan. He gutted the Office of Economic Opportunity for Richard Nixon and then founded a think tank called The Conservative Caucus. He said "we organize discontent" meaning that the New Right used emotional issues to rile up their base. Then there was Richard Viguerie. He was the king of bulk mail. The New Right used his services to advocate for their kind of politicians, for Anita Bryant, and to raise money. His company RAVCO was investigated for fraud. These men and more were vital in bringing some evangelicals into the Republican Party. Our guest today is Rick Perlstein, author of amazing history books like Reaganland and The Invisible Bridge. Sources: Reaganland and The Invisible Bridge by Rick Perlstein Mobilizing the Moral Majority: Paul Weyrich and the Creation of a Conservative Coalition, 1968-1988 by Tyler J. Poff pages 22-23 The Evangelicals by Frances Fitzgerald Weyrich, Memorandum, April 16, 1973, Paul M. Weyrich Scrapbooks. But accessed through Mobilizing the Moral Majority: Paul Weyrich and the Creation of a Conservative Coalition, 1968-1988 by Tyler J. Poff page 18 Christian Reconstruction: RJ Rushdoony and American Religious Conservatism - by Michael McVicar Memo from Gerald Ford Library The 1974 Campaign Finance Reform Act James Robison at the Religious Roundtable Discussion Questions: What was meant by "we organize discontent"? Is this a statement Jesus would have made? Have you ever heard of the New Right guys before? Google Paul Weyrich and watch videos of him talking. How does he use language to stir fear in others? Are there issues that politicians can use to push your buttons? What are they? Why? Why are some evangelicals driven by these push button issues? How was the New Right able to use issues of sex to steer some evangelicals? Learn more about your ad choices. Visit podcastchoices.com/adchoices

The Knicks are in a series that will absolutely define what this team not only is right now but what their future and potential Championship window are as well.

In this episode of the Lead Culture podcast, Jenni Catron dives into a critical yet often overlooked leadership tool: the organizational chart. Great leadership demands more than vision — it requires building a structure that fosters clarity, alignment, and momentum.Jenni walks leaders through a practical, step-by-step framework for reevaluating their org charts, helping you steward both your people and your mission more effectively. Whether you're leading a small team or a growing organization, you'll learn how to design an organizational structure that supports team culture, strengthens strategy, and empowers individuals to succeed.In this episode, you'll learn:Why a great org chart reflects the sacred privilege of leadership.How to balance stewardship of individuals with the mission of the organization.Why clarity in roles and responsibilities is essential for team alignment.How to start by defining core functions — before assigning any roles.How to clarify the role of the senior leader and determine their span of care.Why direct reports should be structured around core functions, not just convenience.How to evaluate team members' strengths and weaknesses for better role alignment.Why the reevaluation process should be repeated at every organizational layer.How a well-structured org chart creates momentum and drives mission fulfillment.We need your help to get the LeadCulture podcasts in front of more leaders! There are three simple things you can do that truly help us: Review us on Apple podcasts Subscribe - we're available wherever you listen to podcasts. Share - let your friends know about the podcast by sharing your favorite episode on social media!

David Rubenstein helped pioneer modern private equity—building The Carlyle Group into a $400B global investment firm from a modest D.C. office and a relentless fundraising streak. But beyond PE, his legacy spans presidential libraries, historic American artifacts, and a lifelong obsession with civic contribution.In this episode, David shares how he raised billions without a background in finance, why owning a baseball team was more than just a trophy purchase—and what building true generational success really means beyond wealth alone.Chapters:00:00 Trailer00:53 Introduction01:40 Family, wealth, class14:40 Happiness disparity and longevity19:25 I need more to give away more25:04 The relentless fundraiser 33:53 Kids and travel36:06 No track record, the great white buffalo38:59 Business and politics43:53 Fired from Washington45:52 Fundraising, presidents, podcast guests48:04 Private equity and sports53:44 Expenses — no charges55:49 Waking up with energy 57:26 Preserving copies1:02:05 Organizational architecture1:03:41 Bury me in my plane1:08:11 Not a big luxury spender1:10:32 What “grit” means to David1:10:50 OutroMentioned in this episode: Andrew Rubenstein, Stanford University, Bill Gates, Melinda Gates, Warren Buffett, Morgan Guaranty Trust Company, International Business Machines Corporation (IBM), Procter & Gamble Company, Forbes 400, Duke University, University of Chicago, Harvard Corporation, Johns Hopkins University, California Public Employees' Retirement System (CalPERS), President of the United States of America, Donald J. Trump, Jimmy Carter, John F. Kennedy Center for the Performing Arts, Smithsonian Institution, National Gallery of Art, George W. Bush, Barack Obama, Joe Biden, Arianna Huffington, Xi Jinping, Hank Greenberg, Stephen A. Schwarzman, Tim Cook, Jeff Bezos, Baltimore Orioles, Fred Trammell Crow, Harlan Crow, National Basketball Association (NBA), National Football League (NFL), Arctos Partners LP, Anthropic, Magna Carta Libertatum, Declaration of Independence, Emancipation Proclamation, Abraham Lincoln, US Constitution, National Archives, Lincoln Memorial, Thomas Jefferson Memorial, Mount Vernon, Monticello, Montpelier, Mark Cuban, Paul McCartneyConnect with David:X: @DM_RubensteinConnect with Joubin:X: @JoubinmirLinkedIn: Joubin MirzadeganEmail: grit@kleinerperkins.comkleinerperkins.com

Aaron Dignan is using software to help scale new ways of working and expedite the decision making process of organizations. Discover the possibilities for transformation in the workplace and realize how we can use software like Murmur to revolutionize our slow and outdated systems. Subscribe for ad-free interviews and bonus episodes https://plus.acast.com/s/the-unmistakable-creative-podcast. Hosted on Acast. See acast.com/privacy for more information.

The CHGO Bulls crew answer mailbag questions from the CHGO Diehards Discord, including what the dismissal of Peter Patton says about the organization. Patton, who earned big credit for his work as the Chicago Bulls head of player development over the past couple seasons, did not have his contract option picked up for next year. Joe Cowley reported that it was partly because he voiced unwanted opinions to those in charge. Is this the sign of a toxic power structure and team? Other mailbag questions include the future of Tre Jones, and whether Bulls fans are perhaps too “friendly towards rebuilds.”

Did you enjoy this episode? Text us your thoughts and be sure to include the episode name.A video of this podcast is available on YouTube, Spotify, or PwC's website at viewpoint.pwc.com.We're excited to continue our video podcast series on the foundations of sustainability reporting. Now watch along with our sustainability specialists as they discuss the latest on sustainability.With the first wave of companies reporting under the European Sustainability Reporting Standards (ESRS), we address some practical implementation questions about GHG emissions reporting and provide practical examples to help companies apply the ESRS requirements.In this episode, we discuss:2:45 – Organizational boundary guidance under the GHG Protocol versus ESRS, including insights on some challenges companies are facing5:27 – Reporting emissions from leased assets13:13 – Reporting emissions associated with investment entities18:33 – Scope 3 measurement and minimum boundaries44:02 – Determining relevant scope 3 categories50:25 – Complexities when disclosing targetsLooking for more on GHG emissions reporting?*Refer to our publication on the EU Omnibus proposals to amend certain of the reporting requirements, including some that may be mentioned in this episode (this episode was recorded prior to the release of the Omnibus)Watch or listen in to last week's video podcast, Sustainability now: GHG measurement made manageableCheck out our GHG miniseries, Talking GHG, along with other Sustainability now episodesRead Chapter 7 of PwC's Sustainability reporting guide, Greenhouse gas emissions reportingFollow our series and subscribe to our weekly newsletter to stay in the loopAbout our guestMarcin Olewinski is a PwC Assurance practice partner, with over 20 years of experience bringing valued perspectives and insights to large clients in the energy sector. Additionally, he's focused extensively within PwC's National Office on greenhouse gas emissions and sustainability reporting and leads PwC's global technical working group focused on GHG.About our hostHeather Horn is the PwC National Office Sustainability and Thought Leader, responsible for developing our communications strategy and conveying firm positions on accounting, financial reporting, and sustainability matters. In addition, she is part of PwC's global sustainability leadership team, developing interpretive guidance and consulting with companies as they transition from voluntary to mandatory sustainability reporting. She is also the engaging host of PwC's accounting and reporting weekly podcast and quarterly webcast series.Transcripts available upon request for individuals who may need a disability-related accommodation. Please send requests to us_podcast@pwc.com

Matt Spiegel and Laurence Holmes listened to what the ESPN broadcasting crew had to say about the Bulls' future outlook during the telecast of Chicago's loss to Miami on Wednesday in the play-in tournament.

Alex breaks down how quarterly offsites are run at his companies & what separates great offsites from royal wastes of time.  — Show Notes: (0:00) A note from our sponsor (2:28) Welcome back to Founder's Journal (4:09) General thoughts on offsites (4:48) Well run vs. unproductive offsite  (5:29) Key leadership roles  (7:25) Sticking to the program  (8:50) Item 1: Check-in (9:30) Item 2: Previous quarter review (10:35) Item 3: Review V/TO (12:01) Item 4: Go through EOS tools (12:28) EOS Tool 1: Organizational check-up (13:16) EOS Tool 2: Accountability chart (13:55) EOS Tool 3: People analyzer (16:10): Item 5: Setting next quarter rocks (16:50): Item 6: Identify, discuss, solve (18:58): Item 7: Next steps (19:18): Item 8: Conclusion — Thanks to our presenting sponsor, Gusto. Head to www.gusto.com/alex — Episode Links: • Visionary vs integrator: https://www.eosworldwide.com/blog/95591-traction-thoughts-integrators-visionaries  • Rocks: https://www.eosworldwide.com/blog/managing-quarterly-rocks  • Scorecard: https://www.eosworldwide.com/blog/measured-managed#:~:text=The%20Scorecard%20provides%205%E2%80%9315,track%20to%20hit%20its%20goals. • V/TO: hhttps://www.eosworldwide.com/vto-ty  • Organizational Check-up: https://organizationalcheckup.com/oc/quiz.php?ucode=anonymous  • Accountability chart: https://www.eosworldwide.com/blog/accountability-chart-or-organizational-chart  • People Analyzer: https://www.youtube.com/watch?v=1MSVMM6bwCw  • GWC: https://www.eosworldwide.com/blog/difference-between-capacity-and-get-it • Making rocks SMART: https://www.eosworldwide.com/blog/tips-writing-smart-rocks  • IDS: https://www.eosworldwide.com/implementer-posts/an-eos-implementers-guide-on-how-to-ids-identify-discuss-and-solve Check Out Alex's Stuff: • storyarb - https://www.storyarb.com/ • growthpair - https://www.growthpair.com/ • CTA - https://www.creatortalentagency.co/ • X - https://x.com/businessbarista • Linkedin - https://www.linkedin.com/in/alex-lieberman/ Learn more about your ad choices. Visit megaphone.fm/adchoices