Podcasts about organizational

The devil is in the details. Join me as we peep into the private lives of whales and our ancient ancestors. — Support and sponsor this show! Venmo Tip Jar: @wellthatsinteresting Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@wellthatsinterestingpod⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Bluesky: @wtipod Threads: @wellthatsinterestingpod Twitter: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@wti_pod⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Listen on YouTube!! Oh, BTW. You're interesting. Email YOUR facts, stories, experiences... Nothing is too big or too small. I'll read it on the show: wellthatsinterestingpod@gmail.com WTI is a part of the Airwave Media podcast network! Visit AirwaveMedia.com to listen and subscribe to other incredible shows. Want to advertise your glorious product on WTI? Email me: wellthatsinterestingpod@gmail.com Learn more about your ad choices. Visit megaphone.fm/adchoices

Earlier this year I sat down at the inaugural WRITA spring conference with Chuck Boyer (Assistant CIO, City of Phoenix, and WRITA Conference Chair), Nick Phillips (CISO, City of Boise), and Scott Magerfleisch (Executive Counselor, Info-Tech Research Group, former CIO, City of Greeley, CO).A backup can be healthy.A recovery can still fail.Boise's infrastructure team brought in Info-Tech to build a real disaster recovery plan — not because anything had gone wrong, but because "we know what to do" was living in people's heads instead of on paper. 3.5 days in a room with IT staff only, no business units. They worked through 15 applications. The city has more than 200. What Nick took away wasn't about storage. It was watching application owners and managers realize that the thing they'd been calling a playbook couldn't be handed to someone else and executed.Chuck has a phrase for why the necessary changes stall out anyway: organizational will. Scott's version of the same idea, applied to AI, is that you have to name the problem before you name the tool.We also talked about:Why every ERP conversation turns into "while we're in here, let's redo the chart of accounts"Business relationship managers (BRMs), and getting to a department before they've already bought the productPublic works asked the cyber team to come teach. So did the library. Lessons Learned.Timestamps 01:48 "Hire for fit, train for skill" 04:58 Culture change dies the moment a leader asks the team to go first 10:22 Why Boise brought in Info-Tech to build a real disaster recovery plan anyway 12:25 200+ server-based apps. They got through 15. 13:04 "We thought we had playbooks. I don't think we truly did." 16:16 Technical debt, aging servers, and the organizational will it takes to touch them 20:24 "We can't do AI for the sake of AI" 22:46 The messy, ugly side of AI nobody's posting about on LinkedIn 25:44 Phoenix's plan: council meetings, agendas, minutes and resolutions, all in an LLM 30:05 Boise's BRMs 32:46 Public works asked the cyber team to come teach. So did the library. Lessons Learned. 36:21 A Colorado city sent over a million dollars to an attacker after a contractor's email was compromised 40:24 "You're not competing with your neighbor"

Aubrey Masango is joined by Dr. Samke Ngcobo, medical doctor, author and mental health advocate to unpack mental health challenges in the workplace, and how to tell your boss you're overwhelmed without fear of being seen as weak, lazy or replaceable. Tags: 702, Aubrey Masango show, Bra Aubrey, Psychological Matters, Dr. Samke Ngcobo, Mental health, Workplace policies, Organizational culture The Aubrey Masango Show is presented by late night radio broadcaster Aubrey Masango. Aubrey hosts in-depth interviews on controversial political issues and chats to experts offering life advice and guidance in areas of psychology, personal finance and more. All Aubrey’s interviews are podcasted for you to catch-up and listen. Thank you for listening to this podcast from The Aubrey Masango Show. Listen live on weekdays between 20:00 and 24:00 (SA Time) to The Aubrey Masango Show broadcast on 702 https://buff.ly/gk3y0Kj and on CapeTalk between 20:00 and 21:00 (SA Time) https://buff.ly/NnFM3Nk Find out more about the show here https://buff.ly/lzyKCv0 and get all the catch-up podcasts https://buff.ly/rT6znsn Subscribe to the 702 and CapeTalk Daily and Weekly Newsletters https://buff.ly/v5mfet Follow us on social media: 702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702 CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

In this livestream, Tatiana Agafonova, a New Biology Clinic wellness specialist, shares an introduction to Reorganizational Healing and how it connects with the work she offers through breathing integration, meditation, and biofield tuning.She introduces Reorganizational Healing as a wellness and behavior-change paradigm developed by Donny Epstein, including its three central elements:-The four seasons of well-being-The triad of change-The energetic intelligencesDiscussion link here.Highlights from this session include:-Tatiana defines healing as an internal process of self-awareness, vulnerability, and non-judgmental presence with one's thoughts, emotions, sensations, and spiritual being.-She reflects on pain and discomfort as invitations to pause, reassess, and ask different questions rather than immediately responding from fear.-She explains the four seasons of well-being: Discover, Transform, Awaken, and Integrate, describing how each season reflects a different state of energy, posture, emotion, and awareness.-She introduces the triad of change—perception, behavior, and structure—and explains how sustainable change often happens when two of these elements come together.-She discusses the energetic intelligences: bioenergetic, emotional, lower thought, higher thought, soul, and universal spirit, and how each relates to different layers of experience and expression.-She closes the teaching portion by reading the seven unifying principles of Reorganizational Healing, emphasizing choice, available energy, pain as an interruption, and the importance of honoring the season one is currently in.Questions discussed in this webinar include:-Is there an incentive to want to change behavior?-Do you believe the body expresses our needs through illness even if the need is unconscious?-Do you yourself have an example from your own life where all of this applies to, just to clarify the steps and how it progresses?Throughout the webinar, Tatiana emphasizes that discomfort can carry energy and information, that healing begins with awareness, and that each person has the choice to relate to symptoms, stress, and life challenges as opportunities for transformation rather than simply problems to eliminate.Support the showWebsites:https://drtomcowan.com/https://www.drcowansgarden.com/https://newbiologyclinic.com/https://newbiologycurriculum.com/Instagram: @TalkinTurkeywithTomFacebook: https://www.facebook.com/DrTomCowan/Bitchute: https://www.bitchute.com/channel/CivTSuEjw6Qp/YouTube: https://www.youtube.com/channel/UCzxdc2o0Q_XZIPwo07XCrNg

Aubrey Masango is joined by Andisa Ramavhunga, Founding Principal at The Value Creation Firm to unpack why high-performing leaders must master Direction, Discipline and Development. And how to build a business that can run without you. Tags: 702, Aubrey Masango show, Aubrey Masango, Bra Aubrey, Andisa Ramavhunga, Great leaders, Great managers, High-performing leaders, Entrepreneurship Feature, Organizational culture The Aubrey Masango Show is presented by late night radio broadcaster Aubrey Masango. Aubrey hosts in-depth interviews on controversial political issues and chats to experts offering life advice and guidance in areas of psychology, personal finance and more. All Aubrey’s interviews are podcasted for you to catch-up and listen. Thank you for listening to this podcast from The Aubrey Masango Show. Listen live on weekdays between 20:00 and 24:00 (SA Time) to The Aubrey Masango Show broadcast on 702 https://buff.ly/gk3y0Kj and on CapeTalk between 20:00 and 21:00 (SA Time) https://buff.ly/NnFM3Nk Find out more about the show here https://buff.ly/lzyKCv0 and get all the catch-up podcasts https://buff.ly/rT6znsn Subscribe to the 702 and CapeTalk Daily and Weekly Newsletters https://buff.ly/v5mfet Follow us on social media: 702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702 CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

You started a business because you wanted freedom. But now every client, invoice, follow-up, and decision depends on you—and you're working more hours than you ever did at a job.So did you actually build a business… or did you just create a harder job?In this episode of Mama's House To Penthouse, Prinston Hicks and Country Cowboy break down the mindset shift required to go from self-employed worker to true business owner.They discuss:• Working ON your business vs. working IN it• Why entrepreneurs become bottlenecks• The player vs. coach mentality• Delegation and hiring• Organizational charts and leadership• Building repeatable systems and SOPs• Key-man risk and key-man thinking• Why working harder isn't the same as scaling• Creative ways to build a team before you can afford large salaries• Moving from a worker mindset to an owner mindsetThey also discuss YouTube monetization, AI-generated content, content distribution, and why creating great content means nothing if nobody sees it.If your business can't function without you, this episode will challenge you to rethink what you're actually building.Follow Mama's House To Penthouse for weekly conversations about entrepreneurship, business systems, AI, leadership, marketing, mindset, and building a life of freedom.⏱️ CHAPTERS00:00 Intro01:35 YouTube Monetization Is Getting Harder03:29 Platforms Are Cracking Down On Engagement Bait & AI Slop04:43 Creating Content Isn't Enough Anymore05:03 Why Businesses Need Content Distribution06:31 Consistency & Getting Your Content Seen07:28 Penthouse Plays Recap07:58 Mama's House Mail08:00 Did You Build a Business or Just a Harder Job?12:15 Why Entrepreneurs Become Their Own Bottleneck15:00 Stop Thinking Like an Employee18:30 Building an Organizational Chart22:00 The Player vs. Coach Mentality25:00 Stop Doing Everything Yourself29:30 Building a Team That Can Execute Without You34:00 The CEO Isn't the Top of the Food Chain38:00 Key-Man Risk & Key-Man Thinking42:00 Systems Turn Work Into a Business45:00 Why Working 18 Hours Doesn't Mean You're Building48:00 Delegation, SOPs & Getting the Right People52:00 Why You Need to Step Back to Scale55:00 Stop Glorifying How Hard You Work58:00 How to 10X a $100K Business1:02:00 Creative Ways to Hire Before You Can Afford Full-Time Staff1:05:00 Stop Making Business Harder Than It Has To Be1:08:00 From Worker Mindset to Owner Mindset1:11:01 Outro

The consumer journey is under one of the greatest transformations since, well, ecommerce. As AI and agents enable consumers to ask their individual questions, it is the challenger brands that are adapting to meet the moment and steal market share across many categories. Organizational silos are one of the greatest impediments to serving the consumer how, when, and where they want it. Lynsey Sweales, International Consultant & Facilitator, Founder of Cognitive Union, has found a solution that has transformed the operations of many brands. You all need to talk to each other. It's the power of education and empathy, centered on the consumer, that has successfully brought silos down. Lynsey explains it all to us.

Welcome back to Fraudology.Today's a solo episode built around a study that puts a real number on something fraud leaders have been debating for years: does organizational convergence for fraud actually move the needle on performance, or is it just an org chart trend?For years, we've all benchmarked ourselves the same way. Approval rate here, chargeback rate there, maybe a manual review rate if we're being thorough. But the problem I've seen play out in company after company is this: optimize your approval rate, and your chargeback rate quietly creeps up. Optimize your chargeback rate by blocking more, and your approval rate takes the hit. You're never seeing the whole picture, just one lever moving at the expense of the other.The Precise Yes metric is the headline finding from a new Liminal and Accertify study, but the study itself is much bigger than one metric. It surveyed 250 senior fraud, security, and risk leaders across five industry verticals specifically to test the thesis of organizational convergence for fraud and cybersecurity. I walk through what the data says, what forms of convergence actually improve fraud performance, and which ones don't move the needle at all.This is a data-heavy episode, and I mean that as a compliment to the study. If you've ever needed a fraud KPI for CFO reporting that actually captures the full tradeoff between approvals and fraud loss, this is the one to bring back to your team. What you'll hear in this episode:How the Precise Yes metric is calculated, and why approval rate vs chargeback rate alone can hide the real story of your fraud programWhy organizational convergence for fraud and cybersecurity is being driven by operational necessity, not executive mandates, and what that means for how teams are actually changingWhy login has become the new fraud control point, with account takeover, credential stuffing, and bot attacks all converging at that stageWhy 63.6% of organizations still cannot distinguish a cyber attack from a fraud attack in real time, and what that costs them operationallyHow CISO fraud ownership is showing up earlier in the vendor decision process, and why board level fraud reporting is becoming a real governance topicWhy partial integration is the highest-performing model for organizational convergence for fraud, and why pushing to full structural integration can actually erode the domain expertise that makes teams effectiveWhy sharing just two or more use cases between fraud and cyber teams is the real performance tipping point, delivering a 1.5x improvement in fraud performance scoresWhy separate budgets between fraud and cyber teams actually outperform unified ones, contradicting one of the most common assumptions about convergenceHow fraud metrics by industry vertical vary, including why ecommerce and retail lead the pack while marketplaces lag significantly behindWhat the study found on agentic commerce fraud controls and synthetic identity fraud in ecommerce specificallyWho should listen:Fraud leaders looking for a fraud KPI for CFO reporting that captures the real tradeoff between approvals and fraud loss.Anyone building a business case for fraud and cybersecurity convergence and needing real data to support it.CISOs and security leaders increasingly involved in fraud tool evaluation and vendor decisions.Fraud teams trying to figure out where to start with shared fraud and cyber use cases without a full reorg.Ecommerce and marketplace fraud professionals wanting an ecommerce fraud benchmarking study to compare their own performance against.Anyone responsible for board level fraud reporting or making the case for fraud visibility at the executive level.

Apple's latest financial results drive a discussion about record iPhone, Mac, Services, subscription, and R&D numbers, along with the market's negative reaction and stock volatility. The MacVoices Live! panel also examines leadership changes under new CEO John Ternus, including the return of a retired engineering executive, before debating Apple's planned clipboard sharing between iPhones and Windows PCs, its implications for users, and whether it introduces meaningful security concerns.  Panel members include: Marty Jencius, David Ginsburg, Jim Rea, Chuck Joiner, Eric Bolden, Web Bixby, and Brian Flanigan-Arthurs. This edition of MacVoices is supported by MacVoices Magazine, our free magazine on Flipboard. Updated daily with the best articles on the web to help you do more with your Apple gear and adjacent tech, access MacVoices Magazine content on Flipboard, on the web, or in your favorite RSS reader. Show Notes: Chapters: 00:00 Introduction, Riverside updates, and panel introductions04:20 Marty celebrates his 42nd wedding anniversary07:30 Apple's quarterly earnings and Wall Street's reaction15:10 Record iPhone, Mac, Services, subscriptions, and R&D spending20:15 John Ternus' influence on the MacBook Neo24:30 Apple brings a retired hardware executive back to the company31:40 Organizational changes under Apple's new leadership34:45 UK App Store steering rules and regulatory concerns37:15 Apple brings clipboard sharing between iPhone and Windows PCs43:15 Security, usability, and the future of cross-platform clipboard support Links: iPhone, Mac and Services revenue set new June quarter records https://appleworld.today/2026/07/iphone-mac-and-services-revenue-set-new-june-quarter-records/   Apple spent a record $11.73 billion in R&D during Q3 2026 – 9to5Mac https://9to5mac.com/2026/07/30/apple-spent-a-record-11-73-billion-in-rd-during-q3-2026/   Apple just hit 1.5 billion paid subscriptions from its user base – 9to5Mac https://9to5mac.com/2026/07/30/apple-just-hit-1-5-billion-paid-subscriptions-from-its-user-base/   Ternus's MacBook Neo pushes Mac sales to unexpected Q3 heights https://appleinsider.com/articles/26/07/30/ternuss-macbook-neo-pushes-mac-sales-to-unexpected-q3-heights?utm_source=rss   Team Ternus drags retired vice president of hardware engineering back into Apple https://appleinsider.com/articles/26/08/03/team-ternus-drags-retired-vice-president-of-hardware-engineering-back-into-apple?utm_source=rss   Apple Says UK App Store Steering Rules Would Be ‘Highly Intrusive' https://www.macrumors.com/2026/07/29/app-store-uk-rules-highly-intrusive/   Apple is finally making copy-paste work between iPhones and PCs https://www.macworld.com/article/3205820/apple-is-finally-making-copy-paste-work-between-iphones-and-pcs.html Guests: Get detailed bios and contact information about for the panel on the MacVoices Live! Panel page on our web site:https://macvoices.com/macvoiceslive/macvoices-live-panel/ Support:      Become a MacVoices Patron on Patreon     http://patreon.com/macvoices      Enjoy this episode? Make a one-time donation with PayPal Connect:      Web:     http://macvoices.com      Twitter:     http://www.twitter.com/chuckjoiner     http://www.twitter.com/macvoices      Mastodon:     https://mastodon.cloud/@chuckjoiner      Facebook:     http://www.facebook.com/chuck.joiner      MacVoices Page on Facebook:     http://www.facebook.com/macvoices/      MacVoices Group on Facebook:     http://www.facebook.com/groups/macvoice      LinkedIn:     https://www.linkedin.com/in/chuckjoiner/      Instagram:     https://www.instagram.com/chuckjoiner/ Subscribe:      Audio in iTunes     Video in iTunes      Subscribe manually via iTunes or any podcatcher:      Audio: http://www.macvoices.com/rss/macvoicesrss      Video: http://www.macvoices.com/rss/macvoicesvideorss

Apple's latest financial results drive a discussion about record iPhone, Mac, Services, subscription, and R&D numbers, along with the market's negative reaction and stock volatility. The MacVoices Live! panel also examines leadership changes under new CEO John Ternus, including the return of a retired engineering executive, before debating Apple's planned clipboard sharing between iPhones and Windows PCs, its implications for users, and whether it introduces meaningful security concerns.  Panel members include: Marty Jencius, David Ginsburg, Jim Rea, Chuck Joiner, Eric Bolden, Web Bixby, and Brian Flanigan-Arthurs. This edition of MacVoices is supported by MacVoices Magazine, our free magazine on Flipboard. Updated daily with the best articles on the web to help you do more with your Apple gear and adjacent tech, access MacVoices Magazine content on Flipboard, on the web, or in your favorite RSS reader. Show Notes: Chapters: 00:00 Introduction, Riverside updates, and panel introductions 04:20 Marty celebrates his 42nd wedding anniversary 07:30 Apple's quarterly earnings and Wall Street's reaction 15:10 Record iPhone, Mac, Services, subscriptions, and R&D spending 20:15 John Ternus' influence on the MacBook Neo 24:30 Apple brings a retired hardware executive back to the company 31:40 Organizational changes under Apple's new leadership 34:45 UK App Store steering rules and regulatory concerns 37:15 Apple brings clipboard sharing between iPhone and Windows PCs 43:15 Security, usability, and the future of cross-platform clipboard support Links: iPhone, Mac and Services revenue set new June quarter records https://appleworld.today/2026/07/iphone-mac-and-services-revenue-set-new-june-quarter-records/   Apple spent a record $11.73 billion in R&D during Q3 2026 – 9to5Mac https://9to5mac.com/2026/07/30/apple-spent-a-record-11-73-billion-in-rd-during-q3-2026/   Apple just hit 1.5 billion paid subscriptions from its user base – 9to5Mac https://9to5mac.com/2026/07/30/apple-just-hit-1-5-billion-paid-subscriptions-from-its-user-base/   Ternus's MacBook Neo pushes Mac sales to unexpected Q3 heights https://appleinsider.com/articles/26/07/30/ternuss-macbook-neo-pushes-mac-sales-to-unexpected-q3-heights?utm_source=rss   Team Ternus drags retired vice president of hardware engineering back into Apple https://appleinsider.com/articles/26/08/03/team-ternus-drags-retired-vice-president-of-hardware-engineering-back-into-apple?utm_source=rss   Apple Says UK App Store Steering Rules Would Be 'Highly Intrusive' https://www.macrumors.com/2026/07/29/app-store-uk-rules-highly-intrusive/   Apple is finally making copy-paste work between iPhones and PCs https://www.macworld.com/article/3205820/apple-is-finally-making-copy-paste-work-between-iphones-and-pcs.html Guests: Get detailed bios and contact information about for the panel on the MacVoices Live! Panel page on our web site: https://macvoices.com/macvoiceslive/macvoices-live-panel/ Support:      Become a MacVoices Patron on Patreon      http://patreon.com/macvoices      Enjoy this episode? Make a one-time donation with PayPal Connect:      Web:      http://macvoices.com      Twitter:      http://www.twitter.com/chuckjoiner      http://www.twitter.com/macvoices      Mastodon:      https://mastodon.cloud/@chuckjoiner      Facebook:      http://www.facebook.com/chuck.joiner      MacVoices Page on Facebook:      http://www.facebook.com/macvoices/      MacVoices Group on Facebook:      http://www.facebook.com/groups/macvoice      LinkedIn:      https://www.linkedin.com/in/chuckjoiner/      Instagram:      https://www.instagram.com/chuckjoiner/ Subscribe:      Audio in iTunes      Video in iTunes      Subscribe manually via iTunes or any podcatcher:      Audio: http://www.macvoices.com/rss/macvoicesrss      Video: http://www.macvoices.com/rss/macvoicesvideorss Apple's latest financial results drive a lively discussion about record iPhone, Mac, Services, subscription, and R&D numbers, along with the market's negative reaction and stock decline. The panel also examines leadership changes under new CEO John Ternus, including the return of a retired engineering executive, before debating Apple's planned clipboard sharing between iPhones and Windows PCs, its implications for users, and whether it introduces meaningful security concerns. SEO Keywords Apple, iPhone, Mac, earnings, subscriptions, R&D, JohnTernus, Windows, clipboard, security, AppStore, stock, engineering, Europe, revenue Possible Episode Titles 1. Apple's Strong Quarter Meets a Wall Street Reality Check 2. Record Revenue, New Leadership, and Apple's Windows Surprise 3. Why Apple's Stock Fell Despite Record Financial Results 4. John Ternus Reshapes Apple as Windows Integration Expands 5. Apple Earnings, Executive Changes, and the Windows Clipboard Debate Chapter Markers 00:00 Introduction, Riverside updates, and panel introductions 04:20 Marty celebrates his 42nd wedding anniversary 07:30 Apple's quarterly earnings and Wall Street's reaction 15:10 Record iPhone, Mac, Services, subscriptions, and R&D spending 20:15 John Ternus' influence on the MacBook Neo 24:30 Apple brings a retired hardware executive back to the company 31:40 Organizational changes under Apple's new leadership 34:45 UK App Store steering rules and regulatory concerns 37:15 Apple brings clipboard sharing between iPhone and Windows PCs 43:15 Security, usability, and the future of cross-platform clipboard support

ממשל ארגוני הוא דבר "חי" שדורש עדכון חדשות לבקרים במיוחד כיום שנכנסה האינטליגנציה המלאכותית לסביבות העסקיות והתפעוליות. ממשל ארגוני דורש הבנה עמוקה בתהליכים, אנשים והטכנולוגיות בארגון, עברו הימים שמנכ"ל ודריקטוריון מכירים ומבינים "בערך", האחריות האישית של ההנהלה הבכירה והדרקטוריון הולכת וגדלה וניתן לראות זאת בברור בחוק הסיבר שעבר בקריאה ראשונה בכנסת. כול זה הופך את התפקיד של הסיסו לצומת מרכזית ודורש ידע וכלים שלא נדרשו בעבר. נחשון פינקו מארח את שירלי סידי מנהלת חטיבת הייעוץ לסייבר וגי.אר.סי באשנב (לשעבר אמן סיבר וענן) מקבוצת אמן. המשמעות של גי.אר.סי לארגון מה תחומי הידע שהסיסו נדרש כיום להחזיק איך מתמודדים ארגונית עם האינטליגנציה המלאכותית ועוד   Organizational governance is a “living discipline” that requires constant updates, especially today as AI enters business and operational environments.   Effective governance demands a deep understanding of processes, people, and technologies within the organization. The days when CEOs and boards had only a “rough” understanding are over — senior leadership and boards now carry growing personal responsibility, clearly reflected in the new Cyber Law that passed its first reading in the Knesset.   All of this turns the CISO role into a central crossroads, requiring new skills and knowledge, never needed before.   Nachshon Pincu hosts Shirly Sidi, Director of the Cyber Consulting and GRC Division at Eshnav (formerly Aman Cyber & Cloud) of the Aman Group. The significance of GRC for the organization The knowledge domains modern CISOs must master How organizations should address the rise of AI And more ועוד

What if the job of a change leader was never to drive change? In this conversation from the  Change Leadership Conference, Yvonne Ruke Akpoveta challenges traditional approaches to leading change and explores why building organizational buy-in isn't about better communication or managing resistance. It's about creating the conditions where people discover, own, and lead change themselves.In this episode, you'll learn:Why organizations often ask for buy-in too lateHow to move from telling people to engaging themWhy resistance is valuable insight, not something to eliminateHow building change capability helps organizations thrive in a world of constant change Guest BioYvonne Ruke Akpoveta is an Executive Change Advisor and the Founder of The Change Leadership, a global platform dedicated to equipping leaders and organizations with the mindset, skills, and practical tools to lead change in today's disruptive world. She works with leaders, teams, and organizations globally to help them lead and respond to change. She is also the creator of the Change Leadership Conference, and host of Change Leadership Conversations.Resources & Links• Connect with Yvonne Ruke Akpoveta on LinkedIn• Learn more about our work The Change Leadership• Explore Change Leadership Training and Workshops

Episode Summary Every rollout gets sold as a transformation. Torrence Smith makes the case that the word itself is part of the problem. In this episode, host Justin Lake sits down with Torrence, an operating executive and enterprise operational excellence consultant, to talk about what it really takes to make change land on the frontline. Torrence argues that for the people in the field, most of the daily work stays the same after a new system goes in, often around eighty percent of it. Frame the change as a transformation and you hand workers a black cloud of the unknown, which is where fear and resistance grow. Frame it as a tweak, show them exactly what changes and what does not, and the anxiety drops. From there the conversation moves through what makes that possible: involving the frontline while the plan is still being written, having the low stakes conversations before the formal meeting, changing only the four or five levers that matter, and remembering that the people across the table are usually carrying more worry than they let on. He closes with the most analog advice the show has heard in a while. Buy a notebook.   Key Topics Why poor adoption costs credibility before it costs money Organizational memory, and why the last failed rollout follows the next one Nemawashi, the meeting before the meeting Surfacing resistance early, while it is still cheap to fix Why the cost of a mistake is lowest at the very start The hybrid kit philosophy: change the levers that matter, leave the rest alone Reframing a transformation as a tweak The anxiety people carry that never shows up in a status meeting Compliance versus commitment, alignment versus consensus Letting the field test workflows before go live   Episode Chapters 00:00 Intro 00:58 Welcome and guest introduction 01:35 The operational consequences of poor technology adoption 03:22 What lost credibility actually costs an organization 05:34 Overcoming the baggage from past implementations 07:47 Organizational memory and why the last rollout follows you 11:04 Nemawashi, the meeting before the meeting 14:32 Making people part of both the problem and the solution 17:03 Why the cost of a mistake is lowest at the start 21:01 The map is not the territory 27:04 How scale compounds the variables 29:51 The hybrid kit philosophy: change the levers that matter 31:41 We will give you a different spreadsheet 36:27 Digital tweak versus digital transformation 38:50 The anxiety people carry that you never see 48:28 Letting the field test workflows before go live 55:53 Compliance or commitment, alignment or consensus 57:34 One last piece of advice: keep a notebook   About Torrence Smith Torrence Smith is an operating executive and enterprise operational excellence consultant who helps organizations improve supply chain performance, ERP implementations, and operational excellence. He works at the intersection of technology, business transformation, and the people responsible for making change successful on the frontlines. His approach is people centered and built over a long career leading operational programs, with a focus on involving the field early and keeping change small enough for people to carry.   Resources Frontline Innovators Podcast: https://skyllful.com/podcast  Skyllful: https://skyllful.com 

Ken Carman and Anthony Lima dig deeper into Zac Jackson's claim that Dillon Gabriel was an organizational pick rather than Kevin Stefanski's, questioning why Andrew Berry would spend a top-100 pick on a player immediately labeled a career backup on a three-win team. They debate whether that framing will haunt Berry if Gabriel never develops, drawing a parallel to the pressure on Spencer Fano and the front office's uneven draft history at wide receiver and offensive line. The two also predict the Browns will use at least three quarterbacks this season, referencing the Myles Garrett trade as evidence the front office already knows this year isn't a real Super Bowl window.

In this episode of High Velocity Radio, Lee Kantor interviews Garret Moniz, founder and leadership coach at Revem. Garret shares his personal journey from a stressed corporate leader who missed a key promotion to becoming a certified leadership coach. He explains how he helps leaders excel under pressure by developing authentic leadership styles rooted in […]

Welcome to the NeurologyLive® Mind Moments® podcast. Tune in to hear leaders in neurology sound off on topics that impact your clinical practice.In episode 172, “Spinal Muscular Atrophy Awareness Month: Why Multidisciplinary Care Matters,” Sandeep Rana, MD, a neurologist specializing in neuromuscular disorders at Allegheny Health Network, discussed the multidisciplinary care model for spinal muscular atrophy (SMA) implemented in his center, in honor of SMA Awareness Month. He described a clinic structure that includes physical and occupational therapists, respiratory therapists, nutritionists, speech therapists, social workers, and collaboration with pulmonologists experienced in neuromuscular disease.Rana also outlined how the advent of disease-modifying therapies has transformed SMA from a largely fatal illness into a more manageable condition. He highlighted key advancements in therapeutics that have shifted priorities toward long-term wellness, including weight management, physical fitness, and emotional health. He noted persistent challenges in organizing and sustaining a specialized multidisciplinary team. Finally, he emphasized the importance of clinician awareness, early identification, and timely referral to tertiary centers, particularly as additional therapies may become available.Looking for more neuromuscular disorder discussions? Check out the NeurologyLive® Neuromuscular Disorders clinical focus page.Episode Breakdown: 1:25 – Professional background and clinic overview 2:55 – What an effective multidisciplinary SMA care team looks like 5:12 – How disease-modifying therapies have changed SMA care 6:28 – Neurology News Minute  9:27 – Organizational and procedural challenges in coordinating care 11:52 – Why raising awareness about SMA is important & advice to clinicians 13:45 – Key message about SMA today  The stories featured in this week's Neurology News Minute, which will give you quick updates on the following developments in neurology, are further detailed here: FDA Accepts SL1009 Resubmission for PDCD, Sets December PDUFA Date FDA Advisory Committee Votes Against Deramiocel for DMD Cardiomyopathy FDA Grants RMAT Designation to Sasineprocel for Parkinson Disease Thanks for listening to the NeurologyLive® Mind Moments® podcast. To support the show, be sure to rate, review, and subscribe wherever you listen to podcasts. For more neurology news and expert-driven content, visit neurologylive.com.

Top 5 Episodes Countdown Five episodes rose to the top over the last two years of this show. Trauma. Cash flow. Starting a nonprofit from scratch. Health equity. Organizational design. On the surface they have nothing in common. Underneath, all five are making the same argument, and none of them tell you to work harder.   Sarah pulled the download data on the last hundred episodes and ranked them across thirty-day, ninety-day, and lifetime windows. The same five came out on top every time. In this solo episode she counts them down and reads the lines that made each one land. In This Episode, What you'll hear: Dr. Melanie Gray on why all money is not good money, and how a grant your team can't deliver on manufactures overwhelm inside your own organization The capacity nobody budgets for, and why the strain almost always lands on your admin and finance staff Neil Shah on why net income hides your real financial story, and the number to watch instead Katerina Manoff on why grants have never worked for her organization, and what funds it instead Dr. Eugene Manley's one-sentence test for whether your program is actually equity work Pierre Berastain on nonprofits as civic laboratories, and what changes when you stop operating as society's backstop Why the sector that invented hospice, domestic violence shelters, and harm reduction gets asked to justify experiments that tech companies get praised for The through-line: your culture, your reporting, your funding model, and your experience of scarcity are all design choices. Design can be changed.   Every episode is linked below. Start anywhere. If you only have time for one, start with Pierre. If you're tired right now, start with Melanie. Linked Episodes Trauma Informed Leadership with Dr. Melanie Gray More Than Just Budgets: The Evolving Role of Nonprofit CFOs with Neil Shah How to Start and Run a High-Impact, Scalable Nonprofit with Katerina Manoff Leading An Equity Focused Nonprofit with Dr. Eugene Manley, Jr. Nonprofits Aren't Broken: The Design Is with Pierre Berastain About Your Host, Sarah Olivieri Bold, strategic, and refreshingly human… Sarah Olivieri is the go-to expert for conversations on aligned leadership, outcome delegation, and sustainable growth.She brings wit, warmth, and real-world wisdom to mission-driven founders, visionary CEOs, and change-makers who want more clarity, more joy, and more results. Most leaders hit a wall when success depends on them holding it all together. Sarah helps them change that by redefining leadership around outcomes instead of activity, empowering teams to own results that scale and freeing leaders to focus on the vision that drives them. A former director of three nonprofits and founder of five businesses, she has a rare ability to spot opportunity where others see chaos, shift stuck patterns, and build organizations that support both legacy and life. Sarah leads with the same mindset that made her an award-winning sailor: iterate on what works, stay focused in the storm, and never forget the joy of the journey.   Links Website: saraholivieri.com LinkedIn: linkedin.com/in/sarah-olivieri Be sure to subscribe to Inspired Nonprofit Leadership so that you don't miss a single episode, and while you're at it, won't you take a moment to write a short review and rate our show? It would be greatly appreciated! Let us know the topics or questions you would like to hear about in a future episode. You can do that and follow us on LinkedIn.

Dr. Kirsty Husby, an equine surgeon with an MBA in Organizational Leadership who will soon be pursuing her PhD in Leadership Studies, is our guest this week. She shares how setbacks and career pivots ultimately shaped a more meaningful definition of success. She explains how earning an MBA sparked her interest in organizational leadership and why skills like emotional intelligence, self-awareness, and reflective practice are just as essential as clinical expertise. She also shares how she now combines surgery, mentoring early-career veterinarians, and leadership research to help shape a healthier, more resilient future for the profession.Thank you to our podcast partner, NVA General Practice. NVA helps great vets become even greater with multiple paths to build a career that's uniquely yours. Wherever you want to go next, NVA has a path to help you get there. Visit Careers.NVA.com to find your next role.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcast Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Anthony Tuggle. Senior executive, transformational advisor, and founder/CEO of Tag Us Worldwide. With more than 30 years of leading global operations at AT&T and other Fortune 10 organizations, Tuggle shares lessons in leadership, resilience, corporate success, personal health battles, entrepreneurship, and the importance of emotional intelligence in the AI era. His story blends professional excellence with survival, detailing how he overcame kidney failure, a transplant, dialysis, and even kidney cancer—while simultaneously rising to the executive ranks and later launching his own leadership transformation company.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcast Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Anthony Tuggle. Senior executive, transformational advisor, and founder/CEO of Tag Us Worldwide. With more than 30 years of leading global operations at AT&T and other Fortune 10 organizations, Tuggle shares lessons in leadership, resilience, corporate success, personal health battles, entrepreneurship, and the importance of emotional intelligence in the AI era. His story blends professional excellence with survival, detailing how he overcame kidney failure, a transplant, dialysis, and even kidney cancer—while simultaneously rising to the executive ranks and later launching his own leadership transformation company.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcast Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Anthony Tuggle. Senior executive, transformational advisor, and founder/CEO of Tag Us Worldwide. With more than 30 years of leading global operations at AT&T and other Fortune 10 organizations, Tuggle shares lessons in leadership, resilience, corporate success, personal health battles, entrepreneurship, and the importance of emotional intelligence in the AI era. His story blends professional excellence with survival, detailing how he overcame kidney failure, a transplant, dialysis, and even kidney cancer—while simultaneously rising to the executive ranks and later launching his own leadership transformation company.

What if the biggest challenge facing therapists isn't burnout… but evolution? In this special bonus episode, Sarah shares her keynote from the inaugural Revolutionary Practice Summit, exploring why therapists must evolve—not just professionally, but personally—to meet the realities of practicing in today's world. Drawing from trauma theory, developmental psychology, leadership research, systems thinking, and her own experience as a therapist and group practice owner, Sarah offers a compelling vision for the future of psychotherapy. Rather than asking therapists to simply become more resilient, she invites us to expand our capacity for complexity, uncertainty, and collective care. In this keynote, Sarah explores: Why therapists must do their own work The hidden cost of pathological empathy Why self-care alone isn't enough Organizational trauma and unhealthy workplace cultures Vertical development and therapist maturity The "meta-crisis" shaping mental health today Power, leadership, and the future of psychotherapy Why healing must happen at the individual, organizational, and systemic levels Whether you're a therapist, supervisor, practice owner, social worker, or graduate student, this keynote is an invitation to imagine what our profession could become—and the role each of us plays in creating it. Join the 2027 Revolutionary Practice Summit. Get $50 off with code: SpeakUp50 Join The Therapist Network and receive 20% off your subscription tier when you enter the code SARAHROCKS. Join the waitlist for the next Authentic Leaders Group! This is a journey of self-discovery and leadership mastery, where you'll not only enhance your leadership skills but also forge meaningful connections with fellow therapists who are committed to their own growth and the betterment of the therapy field. Apply now! Thank you to The Therapist Network for sponsoring the show! The Therapist Network is a global community built by and for therapists. You'll find live consult groups, an ever-growing library of workshops and courses, plus a community that really sees you. Sarah's group, Tending to the Wounded Healer, meets every other Monday from 1–2pm CT, and it's a space to explore the intersection of your lived experience and your clinical work. So if you want to feel more supported and less alone, visit TheTherapist.Network—or join Sarah's group directly at tinyurl.com/HealerConsultTTN. UPCOMING EVENTS Check the calendar for opportunities to connect with Sarah and earn CEs. SUPPORT THE SHOW Sarah's Downloadables Join our Patreon for gifts & perks Shop our Bookshop.org store and support local booksellers Share a rating & review on Apple Podcasts *** Let's be friends! You can find me in the following places… Website Facebook @headheartbiztherapy Instagram @headheartbiztherapy

In Episode #113 of The Executive Commute, Jayson Krause is joined by Level 52 coach and facilitator Lara Koretsky for an honest exploration of resilience, adversity, and growth.   Resilience is often described as the ability to bounce back or keep pushing when life becomes difficult. Lara challenges that definition. True resilience is not about returning to who you were before adversity or ignoring the toll it has taken. It is the ability to learn, adapt, recover, and create something stronger from the experience.   Drawing from profound personal loss, family challenges, burnout, career transitions, and years of developing leaders, Lara explains why resilience is not a fixed personality trait. It is a capacity that can be strengthened.   Jayson and Lara explore the five pillars of resilience, the difference between grit and grind, why workplaces often reward the wrong behaviours, and how perseverance can become toxic when it causes people to tolerate the intolerable.   They also examine an important leadership tension: how do you challenge people to grow without rescuing them, overwhelming them, or carrying their backpack for them?   Episode timestamps:   00:00 What resilience really is 00:40 Lara's experience with adversity 01:51 Resilience is a muscle 02:23 Lessons from Lara's father 03:24 Medical assistance in dying 04:21 Creativity through grief 06:21 Lara's career journey 08:58 Feeling least resilient 10:10 Learning from rejected feedback 11:19 The kintsugi metaphor 13:35 Moving beyond "bouncing back" 15:19 Owning your role in adversity 16:35 Defining resilience 16:45 Why grinding through is not resilience 17:31 Choosing where to persist 19:30 Recovery creates growth 20:13 Myths about resilience 21:09 When organizations reward burnout 23:28 Why leaders wait until it is too late 25:22 Building resilience proactively 25:31 The five pillars of resilience 29:09 Humour versus avoidance 30:29 Stealing opportunities for growth 31:38 Do not carry someone else's backpack 34:04 Choosing hope 35:22 Choice within resilience 35:57 The downside of resilience 37:47 Can resilience prevent growth? 40:58 Toxic perseverance 42:18 Grit versus grind 43:11 Knowing when to keep going 44:24 Strategic quitting 45:22 Organizational responsibility for resilience 46:08 Expanding people's capacity 47:50 Workload and real priorities 49:03 Why recovery is essential 49:29 Resilience and stress exposure 50:58 Training adaptability 51:50 How organizations create fragility 53:37 Hiring for resilience 54:48 Where leaders should begin 56:29 The worst resilience advice 56:45 The key lesson 57:09 Writing your resilience story 59:03 Stepping into the real work 60:00 Closing reflections Follow Jayson Krause YouTube: https://www.youtube.com/channel/UC3Voc2qOmcqGKfqy6CDiZOw LinkedIn: https://www.linkedin.com/in/jayson-krause/

In this episode of The Future of Identity Podcast, I'm joined by Alexandre Kech, CEO of the Global Legal Entity Identifier Foundation (GLEIF). Alex leads the organization responsible for the global Legal Entity Identifier (LEI) system and its next evolution: the Verifiable Legal Entity Identifier (vLEI), a cryptographically verifiable framework that enables organizations, employees, systems, and eventually AI agents to prove who they are and who they represent.Our conversation explores how organizational identity is becoming a foundational layer for digital trust. We discuss why the vLEI was created, how strong governance enables trust at global scale, and what it will take to build interoperable identity infrastructure that can support businesses, financial institutions, and AI-powered ecosystems.In this episode we explore:Why the vLEI extends the traditional LEI by enabling organizations and their representatives to prove identity and delegated authority across digital interactions.How governance, cryptographic trust chains, and qualified issuers create a globally trusted framework for organizational identity.Real-world applications for the vLEI across financial services, telecommunications, healthcare, trade, digital assets, and cross-border business transactions.How digital identities, reusable credentials, and organizational identity can work together to strengthen verification while reducing friction.Why AI agents, delegated authority, and interoperable trust frameworks will drive the next generation of enterprise identity.This episode is essential listening for anyone working in business identity, digital trust, financial services, or decentralized identity. Alex provides a thoughtful look at how globally governed trust frameworks can help organizations operate more securely in an increasingly digital and AI-driven world.Thanks for listening, and if you found this conversation valuable, share it with someone who is helping build the future of digital identity.Learn more about GLEIF and the vLEI ecosystem.Reach out to Riley (@rileyphughes) and Trinsic (@trinsic_id) on Twitter. We'd love to hear from you.Listen to the full episode on Apple Podcasts or Spotify, or find all ways to listen at trinsic.id/podcast.

Are you using AI at work — or quietly avoiding it? In this episode of MissPerceived, Leah digs into new research showing that women are about 25% less likely than men to adopt generative AI tools in their jobs. She explains what that means for careers, organizations, and the “brain” of AI itself, and why low female adoption could make AI less accurate for women's experiences worldwide.Leah walks through findings from Harvard Business School on global gender gaps in AI use, explores how unsupervised learning means our data is literally training the AI brain, and shows what happens when most of that data comes from men and from rich, English‑speaking countries. She also unpacks the mental load behind women's hesitation: environmental worries, ethics, stereotypes that say women who use AI are “less competent,” and the pressure to prove your worth without help. Finally, she shares her own experience using AI, why it sometimes feels like “beautiful nonsense,” and asks what kind of future of work we actually want.Chapters:00:00 Introduction — are you using AI at work?01:30 Future of Work Lab: automation vs. AI (what's the difference?)02:17 Harvard Business School findings: women 25% less likely to use AI tools04:36 How your data trains the AI brain — and what happens when women are missing06:56 Global gaps: rich countries, English speakers, and who AI really “sees”07:30 Career consequences when women don't adopt AI at the same rate08:00 Organizational losses when only some workers use AI08:50 Environmental and ethical worries as part of women's mental load09:16 Code for Good Now study: women seen as less competent when they use AI11:45 Occupational sorting: why some jobs see more AI than others12:30 Leah's own experience: when AI makes her brain “lazy”13:51 Generational differences: Millennials, Gen Z, Gen Alpha and tech skepticism14:30 What kind of future of work do we actually want — and who gets to shape it?Follow Leah: @prof.leahruppanner Hosted on Acast. See acast.com/privacy for more information.

Two professors—Jillian Peterson and James Densley—are combing through thousands of incidents of violence in workplaces, healthcare facilities, and schools to find actionable advice to prevent future crime. Then Security Management senior editor Megan Gates follows the trail of violent cases working their way through the justice system and a new U.S. federal rule on drone take-downs. Finally, we hear from Christian Poonwah, who offers drone-safety training in Ukraine to humanitarian and other nonmilitary staffers living and working in a 21st-century war zone. This episode is generously sponsored by Acoem. Additional Resources Learn more about Acoem, this episode's sponsor, here: https://acoematd.com/ Find out more about Peterson and Densley's data and takeaways on lethal violence at work, in hospitals, and on campus in their article for Security Management: https://www.asisonline.org/security-management-magazine/articles/2026/07/lethal-violence-databases/ Explore the full datasets from the Violence Prevention Project online here: https://www.theviolenceproject.org/ Organizational culture plays a large role in violence prevention. Look into recent ASIS Foundation research and other analysis about security culture here: https://www.asisonline.org/security-management-magazine/articles/2026/07/security-culture/ Culture can help change the pathway to violence into a pathway to hope, says Dr. Karie Gibson from the FBI. In the ASIS North America Conference, she explained the mindset shift and how it can mitigate targeted violence threats: https://www.asisonline.org/security-management-magazine/latest-news/today-in-security/2026/june/pathway-to-hope/ Recent high-profile incidents have sparked notable interest in targeted violence risks. Reexamine what happened in the deaths of a United Healthcare CEO (https://www.asisonline.org/security-management-magazine/latest-news/today-in-security/2024/december/alleged-unitedhealthcare-assassin-captured/) and a right-wing activist (https://www.asisonline.org/security-management-magazine/latest-news/today-in-security/2025/september/kirk-death-suspect/). How did executive protection change a year after Luigi Mangione allegedly killed United Healthcare CEO Brian Thompson? https://www.asisonline.org/security-management-magazine/articles/2025/08/threat-assessment/tackling-online-radicalization/ The U.S. Supreme Court justices asked for more physical and cybersecurity, citing increases in threats, writes Security Management senior editor Megan Gates: https://www.asisonline.org/security-management-magazine/latest-news/today-in-security/2026/july/Supreme-Court-Funding-Executive-Protection/ Security practitioners are adopting drone technology and drone detection solutions to better protect their organizations. Read more about these efforts in the August issue of Security Technology: https://www.asisonline.org/security-management-magazine/monthly-issues/security-technology/archive/2026/drones-august/ Learn more about the new drone take-down guidance in the United States: https://www.asisonline.org/security-management-magazine/latest-news/today-in-security/2026/july/US-Issues-Rule-On-Local-Law-Enforcement-CUAS/ Did you hear that a drone collided with a plane in New York? https://www.asisonline.org/security-management-magazine/latest-news/today-in-security/2026/june/drone-jetblue-jfk-collision-droneshield-2026-report/ The Global Peace Index says things are getting worse. https://www.asisonline.org/security-management-magazine/latest-news/today-in-security/2026/june/Global-Peacefulness-Deteriorates/

Questions? Feedback? Send us a text!Most technology projects in higher education don't fail because of the technology.They fail because institutions struggle to sustain the change required to make them successful.The software gets purchased. The implementation begins. Teams work hard. But somewhere between launch and long-term adoption, priorities shift, leadership changes, or attention moves to the next initiative before the original work delivers its full value.In this episode of Transformed, Higher Digital Co-founder and CEO Wayne Bovier sits down with Julia Arreguy, Chief Technology Officer at the California Community Colleges Technology Center, to explore why organizational change—not technology—is often the determining factor in institutional success.Working across the largest higher education system in the nation, supporting 115 colleges and more than two million students, Julia brings a unique perspective on technology leadership, institutional transformation, AI, and the realities of driving change at scale.This conversation centers on a simple but important idea:Technology challenges are difficult. Organizational challenges are what determine whether the work succeeds.Julia shares insights on:Why organizational alignment is often harder than the technology itselfHow leadership consistency influences long-term project successWhy many institutions abandon initiatives before realizing their intended outcomesHow AI is creating new urgency across higher educationWhy intentional adoption matters more than chasing the latest technology trendWhether institutional structures are prepared for accelerating changeThe leadership behaviors that build trust during periods of uncertaintyWhy supporting internal change-makers can accelerate transformationWhat new CIOs and technology leaders should understand before introducing major changeWhy higher education's people remain its greatest source of optimismThroughout the conversation, Julia offers a practical reminder that transformation isn't about launching more initiatives.It's about staying committed long enough to achieve the outcomes those initiatives were meant to deliver.This episode challenges a common assumption:Technology is rarely the biggest obstacle.The harder work is maintaining alignment, sustaining momentum, and helping people navigate change when the pressure continues to rise.If you're leading technology, operations, strategy, or institutional transformation, this conversation offers valuable insight into what it actually takes to move change forward—and keep it moving.Subscribe to Transformed for more conversations with higher education leaders navigating complexity, technology, and the future of the institution.Subscribe or follow TRANSFORMED wherever you listen, to get the latest episode when it drops and hear directly from leaders and innovators in higher ed tech and digital transformation best practices.Find and follow us on LinkedIn at https://www.linkedin.com/company/higher-digital-inc 

Every founder I know is asking the same question: "How should we actually implement AI across our company?"The reality is that every playbook will require customization, but there are clear patterns beginning to emerge.In this episode, Chetan Narain, Cofounder of Pepper, joins me and my colleague, Interplay Senior Partner Kevin Tung, to share how Pepper is integrating AI across its products and organization - and the lessons they've learned along the way.We discuss:• Where vertical SaaS ends and vertical AI begins• AI agents and guardrails• Organizational redesign• How to move fast without creating chaosIf you're building a company and thinking beyond AI features toward AI transformation, I think you'll enjoy this conversation.⏱️ Chapter Markers:00:00 — Intro — Implementing AI across your company and why it matters now01:23 — Where vertical SaaS ends and vertical AI begins: dashboards → autonomous agents03:36 — Pepper 101: the $1T food distribution opportunity05:37 — Pricing agents: moving from recommendations to action08:42 — Trust, autonomy, and guardrails for mission-critical workflows09:33 — ROI you can prove: GP lift and attribution clarity11:25 — Experiments that broke: letting non-tech teams ship code14:21 — Pepper's "product build system": AI-reviewed PRDs and prototypes19:22 — Organizational design: single-threaded ownership vs. diffusion23:03 — Speed traps: building 4 prototypes ≠ faster outcomes24:22 — Kevin Tung on logging mistakes and compounding intelligence26:10 — A/B testing as a sandboxed guardrail27:02 — Chetan's path: Google PM to first PM of Uber Eats29:37 — COVID pivot: Pepper Pantry hits $10M run rate in a week32:57 — Distributor-first model: white-labeled apps and trust34:33 — If king for a day: accelerating tech adoption in food36:31 — Early adopters and tailwinds across 20k+ distributors38:11 — Wrap and takeawaysLinks:• Chetan Narain: LinkedIn• Pepper: Website, LinkedIn• Interplay: Website, LinkedIn, X• MPD: LinkedIn, X

In this episode, we explore the complex issue of burnout within organizations, its predictors, and how HR leaders can proactively address systemic risks that impact employee well-being and productivity. Alison Campbell, founder of Unburnt, shares her extensive research and practical strategies to recognize and mitigate burnout at every level of the organization.  Key Topics Covered:  Alison Campbell's background and the founding story of Unburnt, highlighting her transition from corporate roles to addressing burnout  The relationship between burnout, innovation, and systemic organizational blockers  Research findings on how systemic factors like ambiguity, lack of transparency, and uncertain role definition predict burnout  The surprising discovery that highly active or visible burnt-out employees often exhibit reduced capacity for long-term strategic thinking  The impact of external stressors, demographic factors, and generational differences on burnout dynamics  Practical steps HR leaders can take: diagnostics, leadership development, board discussions, and transparent communication  The importance of viewing burnout as an organizational risk rather than solely an individual problem  How to foster a culture of open dialogue and early detection through diagnostics and ongoing conversations    Timestamps:  00:00 - Introduction to Alison Campbell and the importance of addressing burnout 02:27 - The moment that led Alison to focus on burnout and her personal journey 04:01 - Alison's creative side and her graphic novel "HR Datadoodles" 06:16 - The research partnership with Bentley University on burnout predictors 07:44 - The link between systemic organizational risk factors and burnout 08:49 - How high burnout employees can still appear visibly active in their roles 09:39 - The significance of capacity to think strategically and translate plans into value 10:40 - The disconnect between perceived stress and actual burnout risks 12:02 - External vs internal stressors and the inability to compartmentalize life and work 13:09 - Leadership's role in recognizing and mitigating burnout risks 14:47 - Organizational challenges in managing AI transformation and burnout 16:26 - The importance of leadership development and systemic change over siloed HR initiatives 17:50 - Lessons from early computer adoption and AI integration in the workplace 19:21 - The necessity of strategic, outcome-driven AI implementation and avoiding wasteful spending 20:31 - The role of diagnostics and ongoing measurement in early burnout detection 22:09 - The importance of communication from leadership and the board level 23:55 - Addressing the aging workforce and demographic considerations in burnout 26:49 - The impact of caregiving, obligation stressors, and generational differences 28:20 - Practical advice for HR leaders: assessing current tools, engaging with the C-suite and board 30:46 - The significance of transparent, frequent communication around organizational goals 33:55 - Final thoughts on the complexity of burnout and the need for comprehensive solutions  Resources & Links:  Unburnt Website  Research Paper on Burnout Predictors  HR Datadoodles Graphic Novel  Bentley University Center for Health and Business  Alison Campbell on LinkedIn  AI Transformation and Workplace Stress    Connect with Alison Campbell:  LinkedIn  Twitter 

Beth Goff-McMillan is CEO of SKG and Founder of FOLIO where she is passionate about helping organizations create environments that inspire people, elevate performance, and reflect purpose. Mike Petrusky asks Beth why she believes that workplace design should start with asking "why" and how FM leaders should focus on understanding the purpose behind bringing employees together and what the organization aims to achieve from the space. The physical office is not the strategy itself but a direct reflection of a company's strategy and desired outcomes for people and culture, so successful workplace innovation relies on the intersection of business vision and employee engagement. Beth says that "earning the commute" emphasizes the need to create inspiring, engaging workspaces that make employees want to come to the office and technology can help streamline the process, accelerate decision-making, and ensure thoughtful, repeatable approaches to workplace design. Leaders and facility management professionals must work strategically with HR and executive teams to support their people, so Mike and Beth offer the inspiration you will need to be a Workplace Innovator in your organization! Connect with Beth on LinkedIn: https://www.linkedin.com/in/beth-goff-mcmillan/ Learn more about SKG, Inc.: https://skgtexas.com/ Explore FOLIO Project Software: https://skgtexas.com/about/folio/ Watch the podcast on YouTube: https://www.youtube.com/playlist?list=PLSkmmkVFvM4H3pwnlU2AuqynuRDpvnh4J Discover free resources and explore past interviews at: https://eptura.com/discover-more/podcasts/workplace-innovator/ Learn more about Eptura™: https://eptura.com/ Connect with Mike on LinkedIn: https://www.linkedin.com/in/mikepetrusky/  

Organizational leaders are often under constant pressure to deliver simple solutions in the face of deeply complex challenges, with confidence and speed. You may experience this as a kind of "either/or" decision-making, a tension between doing things this way or that way. A leader pressured to decide quickly may miss insights that emerge from sitting with the tension within the paradox they face. Amidst these dynamics, can leaders hold the possibility of "both/and"? Our guest, Wendy Smith, suggests that moving beyond reductionist thinking requires embracing the interdependent tensions of paradox. She encourages us to shift our focus from making forced choices to discovering how opposing forces can reinforce one another. Cultivating "both/and" thinking is no longer a purely theoretical exercise; it is an essential, everyday capability needed to navigate the ambiguity of our changing world, disrupt transactional habits, and build courageous, thriving communities. Dr. Wendy K. Smith is an expert in organizational behavior whose research focuses on paradox theory and how leaders navigate competing demands to drive creative solutions. She is the co-author of Both/And Thinking: Embracing Creative Tensions to Solve Your Toughest Problems. Recognized as a Thinkers50 top global management thinker and one of the most cited researchers in her field, Dr. Smith is the Dana J. Johnson Professor of Management & Faculty Director of the Women's Leadership Initiative at the University of Delaware. She will serve as a Fellow at Harvard Business School for the 2026-27 academic year. This episode Challenges the pervasive demand for immediate clarity and rapid decision-making, demonstrating how rushing to resolve ambiguity can diminish both decision quality and human dignity. Unpacks the conceptual difference between a dilemma (a choice to be made) and a paradox (interdependent, synergistic tensions, such as stability vs. change or the abstract vs. the practical). Plays with the idea of "cauliflower living"—a deep integration where a strong global economy feeds the distinct, hyper-local traditions of communities, an example of "Both/And" thinking that revitalized Fogo Island, Newfoundland. Examines how unheld uncertainty breeds a social contagion of fear, proposing building a capacity for collective courage to hold interdependent tensions rather than retreating into polarized camps. Notes 0:00 - The Curriculum of Experience: Navigating complexity and transition 5:13 - A Career Dilemma: Finding the integration between medicine and leadership 12:04 Engaging in A Paradigm Shift: Moving away from linear reduction and towards holistic and interdependent thinking 25:19 - Cauliflower Living: Fogo Island and honoring tradition through modernity 44:05 - Interlude: Reflection on learning through paradox 46:58 - The Folly of Airport Transactions: Applying paradox in everyday moments 1:01:50 - Emotional Contagion: Addressing the fear of ambiguity in within groups 1:09:08 - Final Thoughts: "Both/And" as the next core leadership practice Citations, Papers & Recommended Reading Berg, David & Smith, Kenwyn. Paradoxes of Group Life. Kerr, Steven. On the Folly of Rewarding A, While Hoping for B. Nisbett, Richard & Peng, Kaiping. The Geography of Thought. Production Credits Learning Through Experience is hosted by Dr. Heidi Brooks and produced by Emberleaf Studio. Theme music composed and performed by Bradley Kemp.

Why do so many academics not do the thing they actually study?One of the most fascinating things I find about being in academia and research life is the number of people that just don't believe in the thing they study. If you pick a topic and look at the people studying it—and then ask whether they would actually do it themselves—the odds are staggeringly low. In my field, the people most terrified of entrepreneurship are often the ones studying it. They wouldn't do it themselves. They wouldn't recommend it to a colleague or a friend. They'll tell you it's harmful for your career. I've heard that so many times it's mind blowing. The same thing happens with innovation and strategy. People study it, advise it, but will never go through the process. And if you haven't gone through it, you have no idea what it actually feels like.It's not just one field. It's everywhere. Organizational psychology, personal finance, even basic things like not sending emails after hours or taking breaks—we know these things are poor for your health and erode culture, and yet the number of academics that do the opposite is staggeringly high. I once had someone tell my class to take on student loans and start investing. I almost fell over. They would never do that themselves. It's fascinating how poorly informed we often are, precisely because we don't actually do the thing. And in social science, it's even more baffling, because you can do it. But it's often the most frowned upon thing—to do something practical in a field that studies practice.So what's the point of all of this? Things always look easier from the outside in. Unless you experience it, you have a very poor understanding of what it means. And the moment you actually step into it, you realize you are just as screwed up and messed up as the person you were judging. That's the lesson I keep coming back to. Just have a little bit of understanding. Have a little bit of empathy. It's harder than it looks, and no one is as good at it as they think they are.

In this episode, we explore one of the oldest challenges in organizational design: the free rider problem. As companies grow, individual contributions become harder to see, accountability fades, and a small percentage of people often carry a disproportionate share of the work.Drawing on economics, organizational theory, and emerging AI capabilities, we examine why traditional organizations have operated in a state of opacity—and how artificial intelligence could fundamentally change that. What happens when every contribution, decision, dependency, and outcome becomes visible? Could AI create organizations that are truly self-aware?We discuss the concepts of organizational legibility, collective action, tacit knowledge, and why management has historically existed to compensate for a lack of transparency. Then we explore a provocative hypothesis: AI won't just make employees more productive—it may eliminate the structural conditions that allow free riding to exist in the first place.If AI gives organizations the ability to finally "see themselves," leadership, accountability, and organizational design may never look the same again.

“Organizational culture doesn't come from words on the wall, but culture depends on what gets rewarded, what gets tolerated, and what gets quietly punished when nobody is watching the wall.” In this solo episode, Meg Rentschler explores why organizations often act against their stated values when under pressure. Meg defines culture through practices that are modeled and measured, offering coaches five diagnostic questions closely related to the Five Practices of Exemplary Leadership. She shares a client story, along with a “Say-Do Audit” tool to identify whether company values are genuinely lived or simply fiction. Join us to learn more!Show Highlights:A working definition of culture that makes senseSee the gap and close the gap. Five questions and how they match with the Five Practices of Exemplary Leadership:“What happened the last time someone on this team disagreed with a decision publicly?” (This aligns with “Enable others to ask questions.”)“What's something everyone on this team knows is true, but no one says aloud?” (This exposes the “Model the way” failure.)“Regarding the last person promoted here, what behavior got them promoted?” (This is a “Challenge the process” question in disguise.)“When was the last time this team missed a deadline or made a mistake? What happened next?” (This tests the “Encourage the heart” practice.)“If a brand new employee shadowed this team for one week, what would they conclude actually matters here?” (This is an “Inspire to shared vision” check.)Client examples from Meg about innovation vs. compliance“Your highest value in organizational culture work is not as a mural painter but as a mirror.”How to use the “Say-Do Audit” of an organization's stated valuesThe key is to let the team recognize and sit with the gap before moving to action. Resources:Connect with MegExplore our mentor program! Now enrolling for Fall 2026! Click here for more information!Learn more about the STaR Coach Community. We would love for you to join us!Explore past episodes and other resources at www.STaRcoachshow.com. Mentioned in this episode:Mentor ProgramIf you're working toward your ACC or PCC credential, or if it's time to recertify your ACC mentor, coaching isn't just a requirement on a checklist. It's one of the most transformative investments you can make in yourself and your coaching. I've taught or mentored over 2000 coaches, and I hear the same thing again and again. I came because I had to, and I am so glad that I did. Coaches tell me they walk away with renewed energy, deeper confidence and a community of peers who genuinely support each other. Here's what you need to know right now. Mentor coaching must span a minimum of three months, so the time to start is not when your credential is just about to expire. And if you complete your hours in 2026, you get ahead of the upcoming ICF changes, which means peace of mind along with skill development. My fall cohort is already filling up. Every group is capped at ten. It's small, personal, and powerful. If you've been waiting for the right time, this is it. So head over to Star Coach Show. That's https://starcoachshow.com/mentor/ to grab your spot or to learn more. I'd love to work with you. Now, let's get into today's show.

Why can two people leave the same meeting with completely different understandings?A newcomer's perspective reveals something experienced professionals often forget: work is far messier and less logical than it appears from the outside. In episode 273 of At The Table, Pat and Cody examine how fear, nonverbal communication, personality differences, and unspoken assumptions cause even healthy teams to misunderstand one another. They also explain how stronger meeting discipline, good intentions, and greater grace can help organizations navigate that messiness and move in the same direction.Topics explored in this episode:(00:00) A Newcomer's View of WorkPat shares a surprising observation from his son Michael's first summer working in an office environment.Michael notices that people can understand their jobs and speak the same language while still missing the deeper meaning behind one another's words.(04:31) Why Alignment Is So DifficultPat and Cody discuss why even successful companies are filled with the complications and misunderstandings that come with being human.Organizational health can become a significant competitive advantage, but getting everyone to row in the same direction requires more than frameworks and good intentions.(09:15) Fear and the Things People Do Not SayElectronic communication makes misunderstandings more likely, but even face-to-face conversations leave important meaning unspoken.Employees may withhold concerns because they fear appearing negative, losing relational capital, or being viewed as poor team players.(13:49) Building Clarity Before the Meeting EndsTeams can improve alignment by reviewing what they discussed, what they decided, and what needs to be communicated outside the room.Even disciplined teams should assume that some percentage of the apparent clarity in a meeting may be incomplete or misunderstood.(18:14) Grace, Good Intentions, and Healthy OrganizationsPersonality differences can cause people to interpret the same words literally, generally, or metaphorically, creating frustration even among people who trust one another.Healthy organizations acknowledge the messiness of work while hiring humble, hungry, and smart people who can assume the best and work through misunderstandings.This episode of At The Table with Patrick Lencioni is brought to you by The Table Group: https://www.tablegroup.com. We teach leaders how to make work more effective and less dysfunctional. We also help their employees be more fulfilled and less miserable.Subscribe for more content from Patrick Lencioni @PatrickLencioniOfficialStay Connected with Patrick LencioniLinkedIn: https://www.linkedin.com/in/patrick-lencioni-orghealthInstagram: https://www.instagram.com/patricklencioniofficialTikTok: https://www.tiktok.com/@patricklencioniofficialX: https://x.com/patricklencioniAt The Table with Patrick LencioniApple: https://tablegroup.me/appleSpotify: https://tablegroup.me/sptfyYouTube: https://tablegroup.me/youtubeBe sure to check out our other podcast, The Working Genius Podcast with Patrick Lencioni, on Apple Podcasts (https://workinggenius.me/apple), Spotify (https://workinggenius.me/sptfy), and YouTube (https://workinggenius.me/wgyt).Let us know your feedback via podcast@tablegroup.com.This episode was produced by Story On Media: https://www.storyon.co.

Strong organizations grow when executive leaders develop their people to think, expand, and take ownership for solving their own problems. In this episode of “The Voice of Leadership,” Dr. Karen shares strategies to increase team member and organizational capacity. She starts with six practices to keep inappropriate tasks off the executive's plate and with the … The post Executive Strategies for Increasing Team Member and Organizational Capacity (Episode # 529U) first appeared on TRANSLEADERSHIP, INC®.

Panelists: Josh Anderson, Belva Smith and Brian Norton ATFAQ205: Q1. Multiple Sclerosis and office work, Q2. Sensory tools for loud environments, Q3. Screen Mag and accessibility tools for the computer, Q4. TBI memory and organizational tools, Q5. Future of autonomous transportation

Note: This episode was released about a week before it was announced that Dr. Gomez was appointed President of Cal State University San Bernadino. We wish her luck in her new role. In this episode, Paul tries to demystify the role of "Provost" of a university by interviewing the Provost & VP of Academic Affairs at Cal Poly Pomona, Dr. Terri Gomez. During the conversation, Provost Gomez describes the responsibilities of a Provost, shares her experiences of being a Provost, and explains how a Provost impacts all facets of the academic side of a university.  Organizational chart for Academic Affairs at Cal Poly Pomona: https://www.cpp.edu/academic-affairs/org-chart/index.shtml   Have comments about this episode? Send your feedback to TESEpodcast@gmail.com and Paul will personally read your email. Episode produced and edited by Paul Nissenson. Richard Garippo assisted with recording.  Recorded on June 30, 2026 at Cal Poly Pomona. 

Support the show to get full episodes, full archive, and join the Discord community. The Transmitter is an online publication that aims to deliver useful information, insights and tools to build bridges across neuroscience and advance research. Visit thetransmitter.org to explore the latest neuroscience news and perspectives, written by journalists and scientists. Read more about our partnership. Sign up for Brain Inspired email alerts to be notified every time a new Brain Inspired episode is released. To explore more neuroscience news and perspectives, visit thetransmitter.org. Kathryn Nave is a Leverhulme Trust Early Career Fellow at the University of Edinburgh, and the author of the book A Drive to Survive: The Free Energy Principle and the Meaning of Life. In the book, Kate dives deep into the free energy principle and active inference, which are popular approaches to studying brains, minds, and organisms in general, and which are being used in artificial intelligence. Ultimately, Kate finds these approaches come up short as explanatory frameworks for life, and autonomy, and intelligence. Instead, Kate and many others advocate a framework that Kate calls constraint closure or closure of constraints, but also goes by the name organizational closure. This is a concept from philosophy and theoretical biology that people like Alvaro Moreno and Matteo Mossio have put forth in their 2015 book Biological Autonomy. The core ideas are also found in various forms from people like Robert Rosen, Stuart Kauffman, Alicia Juarrero, Terrence Deacon, and others. We discuss what constraint closure is, why Kate thinks it's a solid foundation to build on, and what if anything it means for cognitive science and brain sciences to embrace this constraint closure view. I highly recommend the book even if you're looking for a primer on the free energy principle and active inference. As we discuss, Kate's journalism experience has helped her become a wonderful communicator of these notoriously difficult concepts. Kathryn Nave @kathrynnave; @kathrynnave.eurosky.social. A Drive to Survive: The Free Energy Principle and the Meaning of Life Related episode: BI 241 Johannes Jaeger: Agency and the Cyborg Myth Mentioned in the episode: We Need To Rewild The Internet Beyond Control: Finding the Purpose of Enactive Cognitive Science 0:00 - Intro 5:39 - Journalism back to philosophy 15:56 - How Kate got into predictive processing etc. 21:30 - Predictive processing and phenomenology 30:45 - Organizational closure 37:37 - Constraint closure beyond the single cell 45:04 - Brain as metabolic 50:12 - Basal cognition 52:13 - Degeneracy 55:08 - Neutral networks 1:00:33 - AI and autonomy 1:08:12 - Meaning and mind 1:10:02 - Why do we need brains? 1:17:33 - Reframe neuroscience? 1:23:51 - Reifying models 1:27:43 - Free energy principle and active inference 1:37:16 - Tolerating as much variability as possible

Finally doing a solo episode! 'Bout time.I talked to 18 CMOs / Mktg VPs for 9 hours about what is super intense for them right now and then I analyzed what I heard and packaged it up for you. Here's the report. Let me know if you have any questions as you review + please share with your team and your marketing leader friends.Jump in:00:00 - Intro to the research00:33 - The motivation behind exploring in-depth insights01:14 - The "Aha Moment" skill for finding truths 01:57 - The scoring system02:45 - The mess AI leaves behind03:11 - What's going well05:09 - The surprising top needs06:02 - Governance over AI06:27 - The debate: buy or build07:07 - Internal marketing is even more important today07:53 - The challenge of product builds outpacing marketing playbooks08:13 - Leadership burnout08:41 - Visibility concerns from AI search and zero click09:02 - The bottleneck of editing content produced by AI10:04 - Creating a clear AI governance system to help avoid chaos11:35 - Product survival in an AI future12:38 - Example of a company moving towards in-house tool development13:32 - The importance of differentiation, distinction, positioning, story, brand14:06 - Winning through relationships, outcomes, and showing up at the right moments (memorable)15:01 - The case for powerful storytelling and brand15:38 - Organizational shifts - the org chart is changing16:11 - The impact of AI on headcount and organizational structures16:33 - CEOs' perspectives on AI replacing marketing jobs and the potential fallout17:19 - Leveraging AI to scale teams20:23 - The overall mood is that two things are trueSubscribe to Building With Buyers on Apple or Spotify or wherever you like to listen, and don't forget to leave a review if you're lovin' the show.marketing leaders intense needs report: https://marketing-needs-synthesis.vercel.app/Anna on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠linkedin.com/in/annafurmanov⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠furmanovmarketing.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Newsletter: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠One Insight⁠⁠⁠

In This Episode Business growth doesn't usually stall because people aren't working hard—it stalls because organizations become increasingly complex. In this episode, Adi Klevit interviews Jimmy Burroughes, founder of JBL High Performance and creator of the Simplify to Amplify® methodology, about helping leaders eliminate organizational friction and build businesses that perform at a higher level. Drawing on his experience as a British military officer and leadership consultant, Jimmy shares how simplifying leadership creates better decisions, stronger teams, and more scalable organizations. Adi and Jimmy explore one of the biggest challenges facing growing businesses: complexity. As companies expand, leaders become overwhelmed with meetings, decisions, interruptions, and constant firefighting. Jimmy explains that most organizations struggle with the same recurring leadership problems, including poor delegation, decision bottlenecks, unclear priorities, and inconsistent communication. His methodology provides practical playbooks that help leaders simplify these challenges into repeatable systems. The conversation also focuses on implementation—an area where both Jimmy and Adi share similar philosophies. Jimmy explains that most leadership programs fail because they teach concepts without addressing the beliefs, habits, and behaviors that prevent leaders from applying them. Together, they discuss why successful implementation requires mindset shifts, accountability, creating bandwidth, and ongoing reinforcement rather than simply providing more information. Perhaps the biggest takeaway is that simplicity is not about doing less—it is about removing unnecessary friction so leaders and teams can focus on what truly moves the business forward. When everyone understands the direction, trusts the system, and operates from the same playbook, organizations become faster, more aligned, and significantly more effective.  

Thanks to our Partners, NAPA Auto Care and NAPA TRACS Watch Full Video Episode Building a successful auto repair business isn't just about hiring great people; it's about creating a culture where the right people can thrive. In this episode of Episodic Education, Carm Capriotto welcomes Matt Lachowitzer, founder of Matt's Automotive Center, to discuss the leadership principles that helped grow his company to 11 locations. Matt shares why protecting culture sometimes means making difficult personnel decisions, how investing in employee development fuels long-term success, and why great leaders always begin by looking in the mirror. What You'll Learn Why one employee who doesn't fit your culture can create organizational drag.When letting go of a top performer is the best decision for your team.How leaders should evaluate their own role before blaming an employee's performance.How 29-day customer follow-up calls build trust and long-term loyalty.How company-wide training events reinforce culture and accelerate growth.The leadership mindset required to build a business that succeeds without depending on one person. Strong businesses are built by protecting culture, developing people, and leading with both accountability and compassion. Matt's leadership philosophy demonstrates that long-term success comes from investing in your team, making values-based decisions, and creating an organization where everyone has the opportunity to grow. Matt Lachowitzer, Matt's Automotive Service Center, Fargo-Moorhead, North Dakota and Minnesota. Listen to Matt's previous episodes HERE Learn more about NAPA Auto Care and the benefits of being part of the NAPA family by visiting https://remarkableresultsradiopodcast.captivate.fm/napaautocare   NAPA TRACS will move your shop into the SMS fast lane with onsite training and six days a week of support and local representation. Find NAPA TRACS on the Web at http://napatracs.com/ Connect with the Podcast: Download and Listen on Our Mobile App:https://automotiverepairpodcastnetwork.com/app/Visit the Website:https://remarkableresults.biz/Subscribe on YouTube:https://www.youtube.com/carmcapriottoFollow on Facebook:https://www.facebook.com/RemarkableResultsRadioPodcast/Follow on LinkedIn:https://www.linkedin.com/in/carmcapriotto/Follow on Instagram:https://www.instagram.com/remarkableresultsradiopodcast/Join Our Virtual Toastmasters Club:https://remarkableresults.biz/toastmastersJoin Our Private Facebook Community:https://www.facebook.com/groups/1734687266778976Join our Insider List:https://remarkableresults.biz/insiderAll books mentioned on our podcasts:https://remarkableresults.biz/booksOur Classroom page for personal or team learning:https://remarkableresults.biz/classroomSpecial episode collections:https://remarkableresults.biz/collectionsBuy Me a Coffee:https://www.buymeacoffee.com/carm The Automotive Repair Podcast Network: https://automotiverepairpodcastnetwork.com/ Remarkable Results Radio Podcastwith Carm Capriotto:Facilitating Wisdom Through Story Telling and Open Discussion.https://remarkableresults.biz/Diagnosing the Aftermarket A to Z:From Diagnostics to Metallica and Mental Health, Matt Fanslow is Lifting the Hood on Life.https://mattfanslow.captivate.fm/Business by the Numbers: Understand the Numbers of Your Business with CPA Hunt Demarest.https://huntdemarest.captivate.fm/The Auto Repair Marketing Podcast: Marketing Experts Brian & Kim Walker Work with Shop Owners to Take it to the Next Level.https://autorepairmarketing.captivate.fm/The Weekly Blitz: Weekly Inspiration with Business Coach Chris Cotton from AutoFix - Auto Shop Coaching.https://chriscotton.captivate.fm/Speak Up! Effective Communication: Develop Interpersonal and Professional Communication Skills with Craig O'Neill.https://craigoneill.captivate.fmhttps://remarkableresultsradiopodcast.captivate.fm/napaautocare

The transnational narco-terrorist networks that the 22nd Marine Expeditionary Unit spent ten months hunting across the Caribbean under Operation Southern Spear are not simply criminal organizations that happen to carry weapons, they are hierarchically sophisticated, psychologically coercive institutions that have evolved deliberate organizational cultures built around controlled violence, paranoid loyalty enforcement, and the systematic psychological conditioning of members at every level to normalize lethality as a routine instrument of business and territorial control. This episode applies a forensic psychology lens to what the scale and military character of the 22nd MEU's counter-narcotics deployment tells us about how far cartel organizations have traveled from street-level drug trafficking toward something that more closely resembles a paramilitary state, examining the leadership psychology, coercive control structures, and collective identity mechanisms that allow these networks to absorb law enforcement and military pressure, reconstitute themselves, and continue operating across international boundaries with a level of organizational resilience that conventional criminal justice frameworks were never designed to confront. Drawing on the operational realities exposed by Southern Spear, this episode asks what forensic psychology, organizational behavior science, and the emerging literature on narco-terrorism can tell us about why these organizations are so difficult to permanently dismantle and what it would actually take to break the psychological and social infrastructure that keeps them alive. IAB Tags: Health/Medical/Mental Health, Crime/True Crime, Military/Defense, Law/Government/Legal, Society/Issues, Education, News/Politics Let me know if you want a narco or covert operations version added to complete the full set.Sonnet 4.6 Low

Organizational change expert Jeff Wetherhold reveals why 88% of workplace change efforts produce no lasting results, and exactly what's missing. Jeff, founder of MI for Health and former Institute for Healthcare Improvement leader, explains why companies treat change as a technical problem when it's really a communications problem. Drawing on 20-plus years in change management, motivational interviewing, and mediation, Jeff breaks down: why frameworks alone can't shift behavior, the real cost of failed change (six figures for mid-sized organizations), how to engage skeptical staff through better conversations, and why internal capability beats permanent consultant dependency. Ideal for entrepreneurs and leaders building sustainable growth systems. Listen now for strategies you can use this week.

The people in your life, on your team, and within your organization need your love. Jason Barger sits down with researcher and best-selling author, Marcus Buckingham, for a chat about designing love into the human experience. For Full Show Notes Visit: https://www.jasonvbarger.com/podcast/organizational-love-marcus-buckingham/ Jason is joined by world-renowned researcher and best-selling author Marcus Buckingham for a groundbreaking conversation about the empirical business case for operationalizing love within our teams and organizations. Please rate and review the podcast to help amplify these messages to others! Summary: In an era of hyper-optimized efficiency, cost-cutting, and automated human resource networks, why are employee engagement and trust hitting historic lows? In this episode of The Thermostat, Jason V Barger sits down with Marcus Buckingham, the global authority on strengths, human performance, and the co-creator of StrengthsFinder. Together, they challenge leaders to completely reframe the workplace ecosystem by introducing a metric often feared in boardrooms: love. This conversation moves past soft platitudes to deliver a rigorous, numbers-backed defense of extreme positive experiences. Marcus exposes the systematic pitfalls of the modern "loveless enterprise," where humans are reduced to financial variables like "headcount" or "FTEs." He introduces the curvilinear math of human behavior—the J-curve—proving that incremental improvements in satisfaction yield flatline results, while dramatic spikes in productivity and loyalty happen only when people encounter a top-box "Score 5" environment. Essential listening for C-Suite executives, HR directors, and operations managers committed to evolving their corporate culture, this episode provides a sequential tactical blueprint to reverse systemic disengagement and master the art of intentional leadership in teams. Episode Notes & Timestamps: [00:00] Intro: Jason sets the stage for a conversation on why the world's best cultures proactively design love into their daily performance systems. [00:03] Meet Marcus Buckingham: An introduction to Marcus's 25-year history as a top global researcher, best-selling author, and developer of team-leader technology. [00:06] Testing the Wiring: Marcus shares his top five CliftonStrengths and explores how a leader's unique psychometric profile sets the baseline for their thermostat. [00:07] Experiences vs. Outcomes: Shifting management focus away from top-down directive goals toward actively shaping extreme positive experiences that change human behavior. [00:09] The Loveless Enterprise: A critical analysis of corporate structures that view people through an extractive financial lens rather than as whole human beings. [00:14] The J-Curve Math of Human Performance: Deconstructing behavioral data to show why "fours are effectively ones" and why true performance gains occur only when experiences hit a score of five. [00:23] Redefining Workplace Love: What humans actually mean when they say they love a brand or a mentor: the psychological safety to remove their armor and feel fully themselves. [00:26] Proactive vs. Reactive Leadership: Unpacking why reactive "caring" functions purely like a thermometer, while a loving manager exercises proactive thermostat adjustments to fit the person. [00:35] The Scarcity of Attention: A deep evaluation of healthcare data, illustrating how excessive spans of control systematically drop employee engagement and client outcomes. [00:43] Horizontal Experiences vs. Vertical Silos: How traditional, vertical business structures fragment horizontal employee and customer journeys, creating unloving handoffs. [00:46] The AI Relational Slop Trap: A blunt warning against using generative AI to automate human relational touchpoints, such as writing employee performance reviews. [00:56] The 5 Feelings Sequential Blueprint: Marcus outlines the practical, five-part method to operationalize love inside your immediate span of control: Control, Harmony, Significance, Warmth of Others, and Growth. Key Takeaways for Leaders: The J-Curve Reality: Stop pooling mediocre scores with excellent ones. Realize that driving productive human behavior requires focusing heavily on designing "Score 5" baseline environments. Eliminate Scarcity of Attention: Audit your operational structures and management spans of control to ensure your leaders have the actual bandwidth to pay attention to the humans they guide. The Blueprint Sequence: Operationalize care inside your team right now by systematically protecting your people's autonomy (Control), workflow predictability (Harmony), and individual purpose (Significance). Listen to the full episode and access show notes at: https://jasonvbarger.com/podcast/organizational-love-marcus-buckingham/ Bio: Jason Barger is a husband, father, speaker, and author who is passionate about business leadership and corporate culture. He believes that corporate culture is the "thermostat" of an organization, and that it can be used to drive performance, innovation, and engagement. The show features interviews with business leaders from a variety of industries, as well as solo episodes where Barger shares his own insights and advice. Connect: Subscribe to our channel: https://www.youtube.com/@JasonVBarger Make Your 2026 Effective! Book Jason with your team at https://www.jasonvbarger.com Like or Follow Jason

In Part 1, Jim Voss, CEO of Tenneco, took on a company in need of a turnaround. In Part 2, he hands you the playbook behind it.This is the Tenneco Way. Not a poster on a wall. Not a slide deck someone presents once a month. It's the operating system running a 100-year-old company with more than 60,000 people across 28 countries. And as Jim puts it, it is the company's sustainable competitive advantage.Jim sees culture as the most powerful advantage a leader can build. It's the thing that drives every result you actually care about, because people drive results, and culture shapes people.From there, it builds. Simplify, kill the bureaucracy and the silos, and go hunt for friction instead of waiting for it to find you. Organizational velocity, the differentiator Jim believes will separate the winners from everyone else. Tenacious execution, because strategy gets eaten alive without it. Accountability and ownership without a shred of micromanagement. And win, treated as a mindset, not an outcome.Then Jim gets practical. How do you roll core values out to 60,000 people in 28 countries without peanut-buttering it across the wall? The Tenneco mindset and the power of humility. Why did he grow his own talent through Tenneco University and the P3 standards that went from impossible to gold? This is not the legacy playbook. This is a transformation that actually happened, told by the leader who lived it.Themes Discussed in this EpisodeWhy culture is an operating system, not a soft HR initiativeThe six gears of the Tenneco WayRadical candor and building a company where bad news travels fastRedefining failure: we never fail, we win or we learnOrganizational velocity as the next great competitive differentiatorAccountability and ownership without micromanagementThe Tenneco mindset and the power of humilityP3 standards and the pride that drives performance

Slow decisions destroy organizational leverage. I believe leverage creates momentum, momentum creates culture, and culture becomes reputation. When your reputation is strong, people show up already understanding how things work and ready to be part of it, which makes everything easier. In this episode, I explain why decision latency is never neutral. Every delay becomes a tax on execution, slowing down people, projects, and timelines while reducing output. When decisions are not being made, nothing moves, nothing changes, and nothing happens. Show Notes: [05:08]#1 Slow decisions stall execution across the system. [16:09]#2 Slow decisions weaken authority, and they create ambiguity. [20:01]#3 Slow decisions inflate costs and they reduce leverage. [24:50] Recap Next Steps: --- Execution is not a talent.   It is a standard. If your results don't match your ability, something in your approach is out of alignment. Most people do not have a motivation problem.   They have a consistency problem. Power Presence is the system for operating with greater discipline, clarity, structure, and execution under pressure. Learn more: → http://www.PowerPresenceProtocol.com  — This show is the public record of standards. All episodes and the complete archive: → http://WorkOnYourGamePodcast.com 

Most organizations have the systems. They have the processes, the KPIs, the structured meetings, the strategic plans. And they are still stuck. Norman Wolfe has spent decades helping leadership teams understand why, and the answer keeps coming back to something the org chart cannot capture. The beliefs, priorities, and unspoken assumptions that shape how departments actually behave are running the show, often invisibly. In this episode you’ll learn: Why a quote about paradigms became the lens for Norman’s entire career (3:03) Why strong systems alone are not enough to fix execution problems (11:39) How departments behave like people and why that changes everything (15:00) What it actually looks like to surface and resolve a context conflict between departments (19:21) Three lenses leaders can use to see what is really blocking performance (24:50) What Norman would tell his younger self about building a lasting career (28:19) Why developing organizational maturity matters as much as optimizing processes (30:33) “Change the paradigm and what was difficult and almost impossible in one becomes easy and simple in another.” – Norman Wolfe Keep Learning If the gap between your organization’s systems and its actual execution sounds familiar, the School of Leadership can help you build the skills to work on both the visible and invisible forces shaping your team’s behavior. Learn More About School of Leadership at gembaacademy.com/leadership Podcast Resources Norman on LinkedIn Norman’s Website Get All the Latest News from Gemba Academy Stay current on new courses, podcast episodes, and continuous improvement resources. Sign up for the Gemba Academy newsletter at gembaacademy.com/news What Do You Think? When you look at the persistent friction between departments in your organization, does it look more like a process problem or a context problem?

On the latest edition of Move the Sticks, Bucky Brooks and Lance Zierlein finally get the opportunity to sink their teeth into the two blockbuster NFL trades that shook the football world earlier this week. The MTS duo provides unparalleled analysis into how the Rams, Browns and Patriots are positioning themselves for the future, with commentary on all sides of the deal. In the end, 2x DPOY Myles Garrett is a Ram, former DROY Jared Verse is a Brown and Super Bowl champion wide receiver A.J. Brown is reunited with Mike Vrabel on the Patriots.See omnystudio.com/listener for privacy information.

1. Scope of Fraud The testimony describes large‑scale, systemic fraud within Minnesota’s Child Care Assistance Program (CCAP). Individual childcare centers allegedly billed hundreds of thousands to over $1 million annually, often with no real children present. 2. Organized and Long‑Running Scheme Fraud was not isolated or accidental; it showed characteristics of a loosely organized criminal enterprise operating for years (at least 2014–2019). Some perpetrators reportedly learned about the scheme before arriving in the U.S., indicating cross‑border knowledge of vulnerabilities in the system. 3. Common Fraud Methods Billing for nonexistent children and extended hours (e.g., multiple shifts, 7 days a week). Operating “paper” childcare centers that closed immediately once payments were stopped. Kickback arrangements involving parents, co‑owners, or employees. Reusing addresses and reopening under new business names after enforcement actions. 4. Evidence Gathered by Investigators Physical surveillance showed centers operating without children or staff. Electronic evidence (texts, phones, computers) revealed admissions of fraud and intent to profit. Investigations led to multiple felony convictions, including at least one federal case with prison time and restitution exceeding $1 million. 5. Overwhelming Volume of Fraud Investigators received so many credible tips that they had to prioritize only the highest‑dollar cases. Centers billing less than ~$700,000 often could not be addressed due to limited resources. 6. Internal Resistance and Obstruction According to the whistleblower, senior DHS officials discouraged, undermined, or obstructed investigations once fraud became large and visible. Actions alleged include: Attempts to alter or suppress information sent to the Legislative Auditor Harassment and intimidation of investigators Organizational changes that reduced investigators’ authority Procedural delays that significantly reduced investigative capacity 7. Retaliation Against Whistleblowers Investigators who pushed fraud cases reportedly faced: Threats and bullying Negative performance actions Loss of decision‑making power The whistleblower ultimately resigned, stating he would not be complicit. 8. Failure of Oversight The testimony suggests institutional tolerance of fraud, contrasting sharply with standards enforced in law enforcement agencies. The whistleblower emphasizes that minor theft would not have been tolerated in his prior roles, while millions in losses were allowed to continue at DHS. 9. Federal Intervention Federal agencies (FBI, IRS‑CI, HHS‑OIG) eventually became involved due to the scale and nature of suspected crimes. Raids, indictments, and convictions occurred after years of state‑level warnings. Please Hit Subscribe to this podcast Right Now. Also Please Subscribe to the The Ben Ferguson Show Podcast and Verdict with Ted Cruz Wherever You get You're Podcasts. And don't forget to follow the show on Social Media so you never miss a moment! Thanks for Listening X: https://x.com/benfergusonshowYouTube: https://www.youtube.com/@VerdictwithTedCruzSee omnystudio.com/listener for privacy information.