Podcasts about organizational

“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.

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

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

Organizational change resistance isn't dysfunction, it's a system doing exactly what it was built to do. Peter and Dave break down why structures, incentives, and leadership behavior create that resistance, and how AI is now exposing it faster than ever.Dave and Peter dig into what they call the organizational immune system: the structures, incentives, and habits that keep a company stable, and that fight back the moment you try to change them. They use the Boeing and McDonnell Douglas merger as a case study in how a shift in incentives can erode a culture built over decades, and how long it takes to rebuild that trust once it's gone. The conversation moves into how AI adoption doesn't fix broken systems, it amplifies the weak spots organizations have been avoiding for years, and forces conversations that used to be easy to put off. They close with a look at how value stream mapping can make an organization's hidden dependencies visible, so leaders can work with the immune system instead of fighting it.This week's takeaways: - Organizational structures exist to stabilize behavior, so treating them as barriers to simply remove often creates new problems you didn't expect. - Real change comes from adjusting incentives and giving people permission to experiment, not from stripping away the systems that hold the organization together. - AI adoption doesn't repair a broken process, it amplifies existing weak spots and forces the difficult conversations organizations have been putting off.Listen to the full episode at definitelymaybeagile.com Subscribe so you never miss an episode.

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

What jersey patch would work for Lobo athletics? Organizational change, is it working for this franchise? What not us? See omnystudio.com/listener for privacy information.

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.

This week we're bringing back an archive episode of With Flying Colors that remains just as relevant today as when it was first recorded.I'm joined by Steve Farrar and Todd Miller, both longtime NCUA veterans and now part of my team at Credit Union Exam Solutions. Together, we break down what it means if NCUA directs your credit union to conduct an organizational review—and why this is one of the most serious signals an examiner can send.In this episode, we cover:Why an organizational review is almost always tied to serious management or governance weaknesses.How CAMELS codes connect to “unwilling or unable” management findings.The difference between NCUA's approach and how the FDIC structures its organizational review requirements.The role of third-party consultants, approval requirements, and pitfalls boards must avoid.Why humility and proactive planning are key if your credit union receives this directive.War stories from our years at NCUA—including conservatorship cases and tough appraisal calls—that illustrate the real-world consequences.If you've ever wondered what this type of supervisory action means for a board, a CEO, or an examiner, this conversation will give you candid insight from those who have lived it.

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

Most e-commerce leaders worry about driving demand. Nora Arzoumanian had the opposite problem: customers were ready to buy, but there wasn't enough inventory to go around. Nora Arzoumanian joined Specialized Bicycle Components Canada at what might have been the worst possible time to launch an e-commerce business. The pandemic bike boom had emptied inventory, supply chains were a mess, and the newly launched e-commerce site had almost none of the infrastructure needed to grow. She had to build the operation from the ground up.Join hosts Chuck Moxley and Nick Paladino as they explore what it takes to build an e-commerce business inside an established retail brand. Nora shares how Specialized Canada navigated inventory shortages, built digital marketing programs from scratch, and balanced the often-competing priorities of e-commerce growth and brick-and-mortar retail partners.One of the most interesting themes throughout the conversation is that the biggest friction in e-commerce often isn't on the website at all. It's inside the organization. Nora explains why growing an online channel requires leadership buy-in, difficult conversations about inventory allocation, and constant education around how digital influences both online and in-store sales. She also shares lessons from scaling influencer marketing, adapting global campaigns for Canadian consumers, and operating a business where seasonality means demand can completely disappear during the winter months.Key Actionable Takeaways:The biggest e-commerce friction is often internal, not technical - Launching an online channel requires more than a website. Leaders must align on inventory allocation, budgets, staffing, and long-term commitment before growth can happen.Quality beats quantity in influencer marketing - After managing dozens of micro-influencers, Nora found greater success working with a smaller group of creators who consistently produced strong content and delivered results.Treat e-commerce as part of the customer journey, not a separate channel - Online inventory and product information don't just drive online purchases. They influence research, store visits, and brand perception long before a customer checks out.Want more tips and strategies about creating frictionless digital experiences? Subscribe to our newsletter! https://www.thefrictionlessexperience.com/frictionless/ Download the Five Step Site Speed Target Playbook: http://bluetriangle.com/playbookNora Arzoumanian's LinkedIn: https://www.linkedin.com/in/noraarzoumanian/ Nick Paladino's LinkedIn: https://linkedin.com/in/npaladino Chuck Moxley's LinkedIn: https://linkedin.com/in/chuck-moxley Chapters:(00:00) Introduction(02:15) The Worst Time to Launch(05:42) Building From Zero(09:18) The Retail Conflict(12:07) Getting Leadership Onboard(15:26) Inventory Nightmares(18:44) Growing Without a Playbook(22:13) Influencer Marketing Mistakes(25:31) Global vs Local Marketing(29:04) What Customers Really Do(32:46) Metrics That Matter(35:58) Surviving Seasonality(39:12) Reducing Customer Friction(42:27) What's Next for E-Commerce(45:11) Biggest Misconception(47:02) Conclusion

Join me and my guest Arnaud Saint-Paul, Founder & CEO of Tapuat PBC as we explore the core essence, the soul, that drives authentic success. Discover how internal fragmentation mirrors external chaos and how cultivating coherence across seven foundational pillars (presence, inner peace, joy, non-attachment, selflessness, unity, and purpose) can revolutionize your leadership and organizational dynamics. You'll learn about innovative tools like the Coherence Index and the Seven Pillars framework, which help leaders measure and enhance harmony within teams and organizations. SHOW NOTES SPONSORED BY: Soul of Business™ Experience Find out more at https://leader.blainebartlett.com/sobecommunity   Summary Explore the profound connection between the soul of business and leadership, emphasizing coherence, non-attachment, and the heart economy movement. Arnaud Saint-Paul shares insights on how inner harmony influences organizational success and personal fulfillment.   Key Topics The concept of the soul of business as a tuning fork The relationship between internal and external fragmentation The seven pillars of heart leadership: inner peace, joy, non-attachment, selflessness, unity The Heart Leadership Index (HLI) and coherence measurement The role of non-attachment and trust in leadership The symphony metaphor for organizational coherence The impact of fragmentation on business and personal life Pragmatic approaches to spiritual leadership and coherence The importance of embracing chaos as part of coherence Tools and frameworks for mapping and improving organizational coherence Takeaways The soul of business is like a tuning fork, guiding organizational harmony. Internal fragmentation reflects externally, affecting business health. Seven pillars of heart leadership influence organizational coherence. Measuring coherence with the Heart Leadership Index helps track progress. Non-attachment and trust are crucial for authentic leadership. Organizational coherence is akin to a symphony, requiring organization and trust. Embracing chaos is essential for creating coherence and innovation. Pragmatic spiritual leadership involves present moment awareness and inner alignment. Mapping coherence fields reveals instability points and growth opportunities. Leadership is a dance with life, requiring flexibility, trust, and presence. Learn more about your ad choices. Visit megaphone.fm/adchoices

On The Wire Adam and Kevin navigate one of the thinnest FAAB weeks of the season, breaking down the limited pitching landscape while highlighting the best speculative bats, bullpen changes, and stash candidates heading into July. 0:00 – 30:00 | Welcome and News Topics Discussed Adam Howe and Kevin Hastings open the show with a look at the halfway point of the fantasy baseball season. Discussion of the increasingly difficult starting pitching landscape and how it impacts weekly FAAB decisions. Injury updates and roster movement around the league. Bullpen changes, closer situations, and reliever hierarchy updates for several clubs. News surrounding rotation injuries and potential replacements heading into the coming scoring period. Players DiscussedBen Brown, Edward Cabrera, Trent Thornton, Jacob Webb, Caleb Ferguson, Dylan Lee, Pierce Johnson, Brock Burke, Tony Santillan, Matthew Boyd, Brian Wu, Bryce Miller, George Kirby, Logan Gilbert, Christian Scott, Hurston Waldrep, Cade Cavalli 30:00 – 50:00 | More News Topics Discussed Continued review of injuries, transactions, and lineup changes. Fantasy implications of several teams' changing depth charts. Discussion of returning injured players and stash candidates. Final news items before transitioning into FAAB recommendations. Players DiscussedBen Brown, Edward Cabrera, David Peterson, Lucas Giolito, Aaron Nola, Freddy Peralta, George Springer, Bo Bichette, Francisco Lindor, Juan Soto, Bobby Witt Jr.., Jacob Wilson, Max Muncy, Maikel Garcia, Josh Rojas 50:00 – 1:05:00 | Hitter FAAB Topics Discussed Weekly hitter FAAB recommendations centered on power production. Players with favorable schedules and platoon advantages. Speed and category specialists who can help immediately. Playing time opportunities created by injuries and lineup changes. Discussion of hitters with improving underlying skills and rest-of-season upside. Players DiscussedRichie Palacios, Jared Young, Connor Joe, Tyler Freeman, Jared Triolo, Nick Loftin, Caleb Durbin, Taylor Walls, Maikel Garcia, Jacob Gonzalez, Anthony Seigler, Cooper Ingle, Griffin Conine, Heriberto Hernández, Héctor Rodríguez, Ryan Ward, Marcelo Mayer 1:05:00 – 1:21:00 | Pitcher FAAB Topics Discussed Starting pitcher streaming targets and speculative additions. Rotation replacements and short-term opportunity plays. Reliever recommendations, including potential future closers. Discussion of trade deadline implications for bullpens and saves. Organizational changes that could affect fantasy value over the coming weeks. Players DiscussedSean Burke, Emerson Hancock, Patrick Corbin, Steven Matz, David Peterson, Caleb Ferguson, Jacob Webb, Robert Suarez, Edwin Díaz, Pierce Johnson, Dylan Lee, Aroldis Chapman 1:21:00 – 1:31:00 | Wild Card and Final Thoughts Topics Discussed Wild card speculative FAAB targets with long-term upside. Prospect stashes and players whose roles could expand after the trade deadline. Final recommendations for aggressive and speculative fantasy managers. Closing thoughts and wrap-up for the week. Players DiscussedKonnor Griffin, Héctor Rodríguez, Heriberto Hernández, Anthony Seigler, Ryan Ward, Jacob Gonzalez, Marcelo Mayer Join Our Discord & Support The Show: PL+ | PL Pro - Get 15% off Yearly with code PODCAST Proud member of the Pitcher List Fantasy Baseball Podcast Network bit.ly/zenAI_bpp_pitcherlist Join Our Discord & Support The Show: PL+ | PL Pro - Get 15% off Yearly with code PODCASTProud member of the Pitcher List Fantasy Baseball Podcast Network Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

This week, Ian and Cathy McKnight, Chief Problem Solver at Seventh Bear discuss a recent post from her Bear Essentials series on the Seventh Bear blog - You're Not Scaling Content. You're Scaling Chaos.  They discuss:  Difference between scale and volume in content creation Impact metrics vs. production metrics Organizational governance and foundational systems The risks of scaling content without measuring impact and ROI Content quality and originality in AI-generated content Content bottlenecks and downstream effects Ian then joins Robert Rose in the virtual bar, The Rose & Rockstar, to pick his brains on a marketing topic over a classic cocktail  This week, Ian and Robert discuss how AI has crept into the Cannes Lions awards criteria, and some thoughts he shared in his Rose Colored Glasses series on the Content Marketing Institute blog - The Cannes Lions Lesson Every Creative AI Initiative Needs, and celebrate his birthday, an absolute classic of a cocktail.  Enjoy! — The Links The people: Ian Truscott on LinkedIn  Cathy McKnight on LinkedIn Robert Rose on LinkedIn Mentioned this week: You're Not Scaling Content. You're Scaling Chaos. The Cannes Lions Lesson Every Creative AI Initiative Needs Robert's podcast: This Old Marketing  Robert's newsletter: Lens, his websites, robertrose.net and seventhbear.com Rockstar CMO: The Beat Newsletter that we send every Monday Rockstar CMO on the web and LinkedIn Previous episodes and all the show notes: Rockstar CMO FM. Track List: We'll be right back by Stienski & Mass Media on YouTube Piano Music is by Johnny Easton, shared under a Creative Commons license You can listen to this on all good podcast platforms, like Apple, Amazon, and Spotify. Learn more about your ad choices. Visit megaphone.fm/adchoices

As AI becomes embedded in software development workflows, many leaders assume the biggest changes will happen in coding. The reality may be very different. The future belongs to AI Team Systems—the structures, feedback loops, and operational practices that transform rapid development into meaningful business outcomes. During Building Better Developers Season 28 Episode 9, Dave Borzillo explored how Agile principles may evolve in an AI-powered environment and why human collaboration remains essential.   About David Borzillo David Borzillo is an Agile coach, author, speaker, and organizational improvement advocate with more than three decades of experience spanning software development, leadership, Agile transformation, and product delivery. Through his Better Ways of Working platform, he helps organizations improve collaboration, reduce operational friction, and create sustainable delivery systems. He is the author of Sanity at Scale and Who Killed Agile? (co-authored), and United Agility, and hosts the Better Ways of Working podcast. Follow David at: https://betterwaysofworking.com/about.htm Bonus: Free Kindle Promotion

Introduction In this episode of the PreparedEx Podcast, Rob Burton is joined by Francois Nel, an experienced enterprise resilience advisor who works with regulated organizations and consulting teams to strengthen governance, close capability gaps, and build real-world readiness for disruption. Francois brings a unique perspective shaped by hands-on experience across IT service continuity, business continuity,...

We've been talking about burnout for years. But despite more awareness, more resources, and more conversations about workload, the problem isn't going away. So what are we missing? Organizational psychologist and bestselling author Liane Davey has an answer … and it's one most leaders have never considered. In this episode of “Leadership Biz Cafe”, Liane introduces the concept of “thoughtload” - the hidden interplay of attention, emotions, and energy that determines whether we and our teams can do our best work - alongside practical strategies for how leaders can better manage it. Drawing from her new book “Thoughtload: Manage the Madness and Free Your Team to Do Great Work”, Liane walks us through both the practices leaders can use to protect their attention and focus, and what they can do as leaders to help their teams do the same. It's an honest and practical conversation for any leader who wants to understand what's actually driving the anxiety, disconnection, and exhaustion they see around them … and how to do something about it. Hosted on Acast. See acast.com/privacy for more information.

In this episode, Mindbreeze CEO Daniel Fallmann explores the evolution of AI from automation to the augmentation of human expertise, focusing on how organizations can leverage agentic workflows, context-aware decision support, and collective intelligence. Listeners will learn strategies for balancing human judgment and AI in complex decisions, how connecting distributed knowledge across organizational silos empowers better outcomes, and the importance of explainability and traceable audit trails. Gain insights into judgment amplification, enterprise simulations, and the future of end-to-end agentic AI for informed, transparent decision making.

AI is changing how businesses make decisions, manage teams, and compete. In this episode of Innovators Inside Podcast, Ian Bergman and Geoff McQueen, Founder and CEO of WorkSights AI, explore how AI can move beyond individual productivity and workflow automation to become a new layer of intelligence for the entire organization.Geoff shares why the next big opportunity in AI is helping leaders understand what is really happening inside their business, using existing digital signals, audit logs, and company context to surface insights that dashboards often miss.They also discuss what this means for managers, founders, and innovation leaders as AI reduces busywork, improves visibility, and raises the bar for entrepreneurial leadership.You'll learn:• Why individual AI tools are only the first phase of business transformation• How AI agents and workflow automation may reshape productivity• Why Geoff believes the third wave of AI is organizational intelligence• How leaders can use AI to move from status updates to better coaching• Why qualitative context matters more than dashboards alone• What entrepreneurs should know about building in an AI-powered world• Why go-to-market is getting harder, even as building products gets easier

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?

#373: Turning Leadership Transitions into Organizational Breakthroughs (Jeffrey R. Wilcox, CFRE)Episode SummaryMost nonprofits treat leadership change as an emergency to survive rather than a future to plan for — and the cost of that blind spot is mounting. In this episode, Jeffrey R. Wilcox, CFRE (ret), CEO of Third Sector Company and founder of the Interim Executives Academy, names the “perfect storm” that has left the sector unprepared: taboo conversations about people, resource development defined only as money, a scarcity mindset that turns pipelines into pipe dreams, an unmanaged generational shift, and boards and staff running on separate tracks. Drawing on a career that began at United Way and 25 years building the field of interim leadership, Wilcox reframes succession planning as the stewardship of a purpose rather than the replacement of a person, and makes the case for the professionally trained interim executive as a catalyst — not a stopgap — for organizations bridging their proudest past and their hoped-for future. Listeners will come away with a practical, five-part view of what real succession planning requires, a sharper sense of when an interim is the right call, and a renewed conviction that the sector's most valuable asset has always been its people.About JeffreyJeffrey R. Wilcox, CFRE (ret), is CEO of Third Sector Company and founder of its Interim Executives Academy and Interim Development Directors BootCamp, and a nationally recognized pioneer in leadership succession solutions for community-impact organizations. An author, columnist, and popular speaker, he advises nonprofits, trade and professional associations, and congregations on succession planning, talent development and retention, and strategic interim executive solutions. His early career was spent at United Way, including as Senior Vice President of Community Development for the United Way of Greater Los Angeles, where he watched countless organizations treat leadership change as a surprise, a project, and an interruption — an experience that became the impetus for the firm he founded in 2002. Since then, Third Sector Company has served more than 900 organizations across the West Coast, Southwest, Pacific Northwest, and Western Canada, and was named a “Top 10” Interim Executive Services firm by Manage HR Magazine in 2023 and 2024; its Academy is the oldest and longest-running certificate program of its kind in the U.S. and Canada. The former nonprofit columnist for the Long Beach Business Journal, Wilcox authored The Nonprofit Leader of the New Decade in 2010 and remains a tireless advocate for returning nonprofit leadership to its cause-based, movement-focused, activist-driven roots.ResourcesJeffrey R. Wilcox on LinkedInThird Sector Company — thirdsectorcompany.comInterim Executives Academy — interimexecutivesacademy.comBrains on Fire: Igniting Powerful, Sustainable, Word of Mouth Movements by Robbin Phillips, Greg Cordell, Geno Church, and Spike Jones (Wiley, 2010) — Jeffrey's book recommendationFollow Your Path to Nonprofit Leadership — and please leave a review!Learn more about the leadership resources at Armstrong McGuire — ArmstrongMcGuire.com

Organizational network analysis reveals how work really gets done: hidden influence, brokers, bottlenecks, leadership feedback loops, and the informal structures that shape performance under pressure.

Hugh Douglas and Joe Giglio react to the Philadelphia Phillies sending Andrew Painter down to Triple-A following a rough outing against the Marlins. They debate whether the organization's biggest mistake was failing to trade the young pitcher when his value was at its peak or rushing him into the starting rotation before he was ready. 01:00 - Introduction and Show Start 01:11 - Painter Sent to Triple-A 06:06 - Phillies' Biggest Painter Mistake 09:33 - Mattingly and Painter Postgame 19:20 - Questioning Dave Dombrowski's Decisions

Organizational culture is not an add on. It's everything you do. The best leaders and highest performing teams understand that stewarding the culture is foundational. For Full Show notes visit: https://www.jasonvbarger.com/podcast/culture-stewardship-leadership/ Jason explains why active culture stewardship is a non-negotiable leadership requirement, shifting organizational health from an administrative afterthought into your single greatest competitive advantage . Please rate and review the podcast to help amplify these messages to others! Summary: In an era where employee engagement has hit a ten-year low, how can executive teams build high-performance environments that sustainably attract and retain top talent ? In this episode of The Thermostat, Jason V. Barger tackles the modern trust deficit and challenges the outdated legacy mindset that views workplace dynamics as a soft metric or a luxury . He reveals why treating your environment as a post-business "add-on" is a costly strategic error, establishing instead that culture is the ultimate foundational driver of commercial results . This conversation maps out the stark reality of modern workforce expectations . Backed by striking metrics from the National Workplace Trends Study, Jason analyzes why 57% of employees consider leaving their roles due to a distrust in leadership, exploring the sharp disconnect between executive words and daily corporate behavior . He outlines a shift away from old-school structures of power, control, and coercion, providing a practical blueprint for bottom-up participatory alignment . Essential listening for C-Suite executives, HR directors, and managers dedicated to leadership in teams, this episode identifies the four fundamental pillars modern employees demand: radical clarity, deep psychological safety, authentic connection, and continuous mentorship . Learn how to transition your organization from a transactional marketplace into a transformational community where culture and performance naturally accelerate . Episode Notes & Timestamps: Intro: Jason sets the stage for a conversation on why culture stewardship is a non-negotiable responsibility for modern leaders . 335+ Episodes of Impact: Reflecting on the growth of the podcast and the ongoing commitment to breathing good oxygen into global workforces . The Add-On Myth: Looking back 17 years to when companies treated culture as an afterthought, and analyzing why that legacy perspective fails today . Foundational Ecosystems: Why corporate culture isn't for "everyone else" to manage, requiring active leaders to step in as intentional stewards . The Competitive Advantage: How the dynamic ways your people think, act, and interact daily serve as the primary mechanics behind your organizational output . The Leadership Trust Deficit: An analysis of current data revealing that 57% of employees actively consider resigning due to a lack of trust and behavioral incongruence . Countercultural Opportunities: Transforming low trust data into a strategic opening for visionary leaders to build high-engagement talent magnets . Pillar 1 - Radical Clarity: Moving past top-down mandates to invite the entire workforce into bottom-up participatory creation . Pillar 2 - Psychological Safety: Replacing coercion and control with an environment where individuals can openly share their minds and hearts without retaliation . Pillar 3 - Authentic Connection: Addressing the paradox where 90% of workers crave cultural connection but only 20% experience it . Pillar 4 - Continuous Mentorship: Meeting the needs of emerging generations who reject static commands in favor of leaders who come alongside them to coach and develop . Enhancing Performance: Deconstructing the false dichotomy between standard enforcement and human development, showing they are part of the same operational matrix . Strategic Closing Inquiries: Jason leaves leaders with concrete reflection prompts to gauge their current stewardship metrics . Key Takeaways for Leaders: Culture is Everything: Erase the boundary between operations and environment; your corporate culture directly dictates the quality of your commercial outcomes . Manage Incongruence: Recognize that employee attrition is rarely just about compensation—it is driven by an operational mismatch between leadership's words and actions . Bottom-Up Immersion: Overcome systemic disengagement by involving your front-line personnel directly in the co-creation of your cultural expectations . Listen to the full episode and access show notes at: https://jasonvbarger.com/podcast/culture-stewardship-non-negotiable/ 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

Birds 365 — Eagles news, analysis, and debate with Zander Krause and John McMullen. John McMullen and Zander Krause unpack the Eagles' public support around Jalen Hurts, what Nick Sirianni is protecting, and why the passing game still has to prove it can change. Subscribe for daily Eagles coverage.Privacy & Opt-Out: https://redcircle.com/privacy

In this episode of The Broadband Bunch, host Pete Pizzutillo sits down with Rob Lawrence, Technology Strategist at Microsoft, to separate the reality of agentic AI from the growing hype surrounding autonomous systems. As organizations race to experiment with AI agents, Rob argues that the biggest challenges aren't the models themselves—they're the operating environments, governance frameworks, data quality, accountability structures, and organizational readiness required to deploy them successfully. Pete and Rob discuss why many AI pilots succeed while production deployments struggle, the return of disciplines like project portfolio management and process engineering, and why data governance may be the most important prerequisite for successful AI adoption. Rob also talks about the role of identity and permissions, the risks of poorly governed agents acting on flawed data, and why organizations need better observability into AI-driven workflows. Along the way, he shares advice for CIOs, CTOs, and broadband operators looking to move beyond experimentation and build a responsible foundation for agentic AI.

Michael Galloway leads Platform Engineering at Mercari, while Snehal Shinde leads Cost and Performance Engineering. Together, they have been at the center of Mercari's effort to become an AI-native company.In this session from DX Annual, Michael and Snehal share what happened after Mercari's CEO mandated 100% AI adoption across the organization. While AI accelerated code generation and increased engineering output, the team quickly discovered that their existing dashboards could not answer a simple question: was AI actually improving productivity?They discuss how Mercari built new visibility into AI usage and software delivery, the bottlenecks they uncovered across the SDLC, why faster coding did not automatically translate into faster delivery, and the lessons they learned rolling out AI at scale. They also share how Mercari is rethinking software development around agents, feedback loops, and new ways of working.In this episode, we cover:(00:00) Intro(01:46) Mercari's scale and engineering culture(02:51) DX awards at Mercari(03:44) Mercari's push to become AI-native(06:34) The mandate to rethink everything(08:02) Mercari's AI visibility problem and how they solved it(11:30) Mercari's early findings on AI implementation(18:47) Closing the AI awareness gap at Mercari(21:11) Mapping AI opportunities across Mercari(31:32) Unpacking the results from the second rollout(34:14) Agent spec-driven development and what's next(37:37) A multi-loop SDLC(40:50) Some hard lessons(42:55) Closing thoughtsReferenced:• Mercari• Cursor• Devin• Claude Code | Anthropic's agentic coding system• GitHub• Datadog• Tim Bozarth - Microsoft | LinkedIn• Airbnb• Jim Collins - Concepts - The Stockdale Paradox

The countdown continues!In this solo episode, Tim Kanak (@FantasyAceball) breaks down prospects #76-100 from the Memorial Day 2026 MLB Prospect Rankings. This tier is loaded with high-upside arms, athletic middle infielders, emerging power bats, and several prospects who could make significant jumps up prospect lists over the next year.While these players sit outside the Top 75 today, many possess the tools and upside to become Top 50 prospects—and future impact major leaguers.Prospects Covered#76 Ethan Conrad, OF, Cubs#77 Jaxon Wiggins, SP, Cubs#78 Jamie Arnold, SP, Athletics#79 Hector Rodriguez, OF, Reds#80 Henry Bolte, OF, Athletics#81 Kash Mayfield, SP, Padres#82 Edwin Arroyo, 2B/SS, Reds#83 Demetrio Crisantes, 2B, Diamondbacks#84 Juneicker Caceres, OF, Guardians#85 Ike Irish, C/OF, Orioles#86 Didier Fuentes, SP, Braves#87 Elmer Rodriguez, SP, Yankees#88 Tate Southisene, SS, Braves#89 Josh Hammond, SS, Royals#90 Johnny King, SP, Blue Jays#91 Steele Hall, SS, Reds#92 Xavier Neyens, SS/3B, Astros#93 Andrew Fischer, 1B/3B/OF, Brewers#94 Nathan Flewelling, C/1B, Rays#95 Kevin Alvarez, OF, Astros#96 Josh Adamczewski, 2B/OF, Brewers#97 Felnin Celesten, SS, Mariners#98 Jonny Farmelo, OF, Mariners#99 Arjun Nimmala, SS, Blue Jays#100 Cole Carrigg, OF, RockiesIn This Episode⚾ The most underrated prospects in baseball⚾ Dynasty baseball sleepers before they explode in value⚾ High-upside teenage shortstops and future impact bats⚾ Pitching prospects with frontline starter potential⚾ Which players could become Top 50 prospects by year's end⚾ Organizational development trends and prospect growth paths⚾ Long-term fantasy baseball outlooks and MLB projectionsFrom premium athletes like Henry Bolte, Felnin Celesten, Jonny Farmelo, and Arjun Nimmala to intriguing arms such as Jamie Arnold, Kash Mayfield, Didier Fuentes, and Johnny King, this episode highlights some of the most fascinating names in the next tier of prospect rankings.We also discuss why players like Ethan Conrad, Edwin Arroyo, Ike Irish, Xavier Neyens, Nathan Flewelling, and Cole Carrigg could significantly outperform their current rankings over the coming seasons.If you love MLB prospects, dynasty baseball, fantasy baseball, scouting reports, MLB Draft coverage, Baseball America, MLB Pipeline, FanGraphs, and minor league baseball, this episode is for you.

Send us Fan MailMindset as an operational skill for nonprofit leaders is becoming one of the most important conversations in nonprofit management. As burnout, decision fatigue, and constant change impact organizations across the sector, leaders are discovering that resilience, emotional intelligence, and self-awareness are not optional—they are essential business competencies.The Nonprofit Show sits down with Karli-Rose McIntyre, Training Content Manager at Your Part-Time Controller (YPTC), to explore why mindset should be viewed as organizational infrastructure rather than personal development.Karli-Rose shares what leaders are really asking for. While technical topics like accounting, compliance, grants, and technology remain important, many nonprofit executives are searching for guidance around decision-making, connection, resilience, and navigating uncertainty.The discussion examines how artificial intelligence is accelerating the shift from transactional work to relationship-driven leadership. As automation handles more routine tasks, nonprofit leaders must strengthen the uniquely human skills that technology cannot replace.As Karli-Rose shares. .  "I think when we start treating mindset as not just a nice-to-have item, but instead as infrastructure, then that's when those human skills, like creativity, like resilience, like connection, start to come out and play."The conversation also addresses nonprofit CEO burnout, organizational communication challenges between finance and development teams, emotional intelligence, and how leaders can create space for better decision-making amid constant demands.Karli-Rose closes with a powerful leadership reminder: "Replace the fear of the unknown with curiosity."For nonprofit executives, finance leaders, fundraisers, board members, and emerging professionals, this episode offers a fresh perspective on building stronger organizations from the inside out. Key Takeaways: • Approximately half of nonprofit CEOs report concern about burnout levels, making leadership sustainability a strategic issue. • Leaders increasingly seek support with decision-making, connection, and resilience—not just technical training. • AI is increasing the value of human-centered skills such as communication, emotional intelligence, and relationship-building. • Mindset influences every leadership action, from budgeting and policy creation to team management and organizational culture. • Strong collaboration between finance, fundraising, and operations requires empathy, storytelling, and shared understanding. • Creativity and resilience can be developed intentionally and may help counter burnout and decision fatigue.00:00:00 Welcome & Why Mindset Matters00:02:09 Karli-Rose's Unique Path from CPA to Leadership Development00:03:35 What 1,500 Monthly Webinar Registrants Are Asking For00:05:30 The Hidden Challenges Nonprofit Leaders Face00:08:10 AI, Leadership, and the Shift to Human Skills00:11:20 Why Mindset Is an Operational Issue00:14:11 Mindset as the Foundation of Decision-Making00:15:35 Bridging the Gap Between Finance and Fundraising00:20:01 Treating Mindset as Organizational Infrastructure00:22:14 Burnout, Creativity, and Leadership Resilience00:24:45 Practical Habits for Better Leadership Decisions00:29:17 Replacing Fear with Curiosity #TheNonprofitShow #NonprofitMindset #NonprofitManagementFind us Live daily on YouTube!Find us  Live daily on LinkedIn!Find us Live daily on X: @Nonprofit_ShowOur national co-hosts and amazing guests discuss management, money and missions of nonprofits!  12:30pm ET   11:30am CT  10:30am MT  9:30am PTSend us your ideas for Show Guests or Topics: HelpDesk@AmericanNonprofitAcademy.comVisit us on the web:The Nonprofit Show

Looking to strengthen your veterinary dentistry skills and improve patient outcomes? Access our FREE RACE-accredited online veterinary dentistry course and join thousands of veterinary professionals advancing their dental knowledge. https://ivdi.org/free --- Host: Dr. Brett Beckman, DVM, FAVD, DAVDC, DAAPM Guest: Annie Mills, LVT --- Building a successful veterinary dental service takes more than purchasing equipment—it requires education, team development, realistic scheduling, and a commitment to raising the standard of care. In this episode, Dr. Brett Beckman interviews Annie Mills, LVT, about the practical steps general practices can take to strengthen their dental programs before investing in advanced technology. Annie shares her recommendations for developing a focused dental team, identifying staff members who are passionate about dentistry, maximizing continuing education opportunities, and creating a foundation for long-term success. The discussion also explores the growing role of Veterinary Technician Specialists in Dentistry, the transformative impact of dental radiography, and why quality-focused dentistry ultimately leads to better outcomes for both patients and veterinary teams. Whether your practice is just beginning its dentistry journey or looking to elevate an existing service, this episode provides actionable guidance for building confidence, improving patient care, and creating sustainable growth within your dental department. What You'll Learn in This Episode

Organizational change is now a constant rather than a phase. Few stories illustrate this better than Hearst Networks' journey, as shared by Dean Possenniskie, CEO, and Lucy King, Chief People Officer, on this episode of Workplace Stories. Moving from a legacy cable business into a diversified, higher-margin media powerhouse, Hearst proves that reinvention is possible not just for startups but for well-established companies with deep roots and long histories.Hearst, an organization with a legacy and heritage, and a willingness to continually reinvent itself, has adopted the “phoenix” metaphor to frame its transformation. They've made hard choices, like closing brands, exiting joint ventures, and even shutting offices, before expanding into new partnerships with giants like Sky, Amazon, Apple, and YouTube. You will want to hear this episode if you are interested in...[07:59] Working in HR during transformations[12:36] Transitioning to full Hearst ownership[18:29] Crafting a purpose statement[21:12] Why it pays to implement a coaching mindset[25:30] Investing in learning and development[32:11] Defining company values and culture[37:08] Improving profitability and growth focus[39:16] Valuing autonomy and trust at Hearst[44:15] Encouraging innovation company-wide[47:14] Balancing governance with creative autonomyCulture at the CoreCulture is often seen as a soft layer, a set of values on a wall, or the flavor of the latest offsite. Dean Possenniskie and Lucy King see it differently: culture had to be the engine of transformation, integral to performance and strategy. One of Dean's earliest moves was to reposition the people and culture function away from finance, placing it directly alongside the CEO—a signal of culture's importance as a business driver.The results speak for themselves. While revenues declined 20%, margins grew by more than 40%, and internal workplace surveys saw “great place to work” scores leap from 53% to over 80%. This wasn't about being “nice,” but about creating a place where people could do their best work, take risks, and feel empowered.Building Change MuscleA core tenet of Hearst's approach to transformation was empowerment at every level. Lucy describes removing archaic performance systems and replacing them with coaching-centered one-to-ones, helping managers foster a sense of ownership, capability, and resilience in their teams. The organization invested in professional coaching for anyone, at any level, who requested it, a significant commitment, but one tailored for maximum impact rather than blanket sameness.This was complemented with mentoring, leveraging technology to link senior leaders with mentees across the company. This “bottom-up” ethos even shaped their AI and technology adoption: rather than mandating tools from the top, creative, programming, and scheduling teams were given room to experiment and bring forward the solutions that actually worked for them.The Power of Purpose and the “Deal”Change is unsettling, and ambiguity can erode trust. To anchor their people, the leadership spent months articulating a purpose statement—a north star for decision-making and daily work. More boldly, they introduced “our deal,” a written two-way document explaining not just what the company expected from employees, but what employees could expect in return: support, development, and clear direction.Dean describes this as adult-to-adult relationship building. It's about empowering personal leadership and ownership, backed by transparent communication—even when delivering hard messages or acknowledging failures. As they say, “we learn fast, not fail fast.” Resources & People MentionedAbout - HEARSTLeave Something on the Table: and Other Surprising Lessons for Success in Business and in Life by Frank Bennack The Problem with Change: And the Essential Nature of Human Performance Kindle Edition by Ashley Goodall Understand the network dynamics of culture'Sapiens' by Yuval Noah HarariConnect with Lucy King and Dean PossenniskieLucy King | Hearst Networks EMEA Dean Possenniskie | Hearst Networks EMEA       Connect With Red Thread ResearchWebsite: RedThread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

SummaryPatrick Van Horne is the co-author of “Left of Bang” and the co-founder of The CP Journal, where he helps organizations get ahead of problems before they become emergencies. A former Marine Corps infantry officer who began his career following the September 11th attacks, Patrick has spent more than 20 years supporting public and private-sector organizations as an entrepreneur, consultant, and public servant.This episode features Patrick discusses the critical concept of Left of Bang risk management and situational awareness and its application in threat recognition, decision-making, and organizational growth. Learn how proactive awareness can sharpen early awareness, improve decision making and shape outcomes in high-stakes environments.Key Topics• Left of Bang framework and its evolution• The role of behavioral cues in threat recognition• How habits can impair awareness• Col. Coopers Color Codes of Awareness and how they apply to Left of Bang• Strategies for proactive decision-making and action• The importance of including rich context in training• How to identify dangerous anomalies that are above or below baseline normal• Organizational responses to crises: growth, survival, failure• The importance of establishing baselines and anomalies in situational awareness

Yes, Culture Can Change Abstract Carl and Fred discuss why organizational culture is not fixed, and how reliability-focused leadership, communication, and sustained engagement can gradually transform the way teams think and operate. Key Points Join Carl and Fred as they discuss how reliability culture can change in a company of organization. Topics include: Organizational culture […]

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.

Artificial intelligence is no longer a futuristic concept—it has become a fundamental business tool that is reshaping how organizations operate, innovate, and compete. According to McKinsey's 2025 State of AI report, 78% of organizations now use AI in at least one business function, a significant increase from 55% just a year earlier. Yet while adoption is accelerating, many organizations still struggle to move beyond experimentation and create measurable business value from their AI investments. (McKinsey & Company) In this episode of Let's Have This Conversation, we sit down with Danny Carpio, an organizational architect, systems builder, attorney, and partner at Veri. For more than 13 years, Danny has been designing the governance structures, operating systems, and coordination frameworks that allow organizations to scale effectively in complex and rapidly changing environments. Throughout his career, Danny has worked across decentralized organizations, venture-backed startups, and multi-entity networks, helping teams raise and manage eight-figure capital pools, incubate businesses, and build operating models that others could successfully replicate. His expertise lies at the intersection of organizational design, operational excellence, and emerging technology—particularly the AI infrastructure that enables businesses to compound growth rather than simply automate tasks. During our conversation, Danny explores why so many companies are rushing to adopt AI without first building the operational foundations necessary for long-term success. We discuss the difference between using AI as a productivity tool and integrating it as a true organizational operating layer, the challenges leaders face when scaling AI initiatives, and why governance, systems thinking, and human coordination remain critical in an increasingly automated world. Danny also shares insights into Veri, a platform designed to solve one of the biggest challenges facing content creators today: disconnected tools. By combining analytics, research, scripting, packaging, and strategy into a single system that remembers a creator's channel and workflow, Veri helps creators leverage AI while maintaining full control over their content and decision-making. Whether you're a founder, executive, creator, or business leader trying to understand how AI can create sustainable competitive advantages, this conversation offers a practical roadmap for building organizations that are designed not just to survive technological change—but to thrive because of it.     LinkedIn: @dannycarpio X: @augmentedthings   Get the Book: https://www.amazon.com/dp/B0GZF9FLCR/ref=sr_1_1?crid=24E185I27CCSX&dib=eyJ2IjoiMSJ9.1KHg6ckcNIEGepPkdaVe5w.zGaVEwfi2QTeTncLdgAgTAXbo1tuJc4xHOQC-bT6Dzc&dib_tag=se&keywords=%2C+The+Unfirm%3A+The+New+Unit+of+Scale+Is+You%2C&nsdOptOutParam=true&qid=1780601244&s=digital-text&sprefix=the+unfirm+the+new+unit+of+scale+is+you%2C+%2Cdigital-text%2C146&sr=1-1     Learn more about your ad choices. Visit megaphone.fm/adchoices

What if the silence in your meetings has nothing to do with confidence and everything to do with culture? Organizational psychologist Neelu Kaur joins Lori Adams-Brown to decode the invisible operating systems shaping how professionals communicate, advocate for themselves, and lead across cultures and organizational hierarchies. IN THIS EPISODE:   - What the "self-trust recession" is and why it matters for global leaders right now   - The paradox at the heart of corporate America: individualistic society, yet over-indexed workplaces   - Why "just speak up" is incomplete advice when power dynamics are involved   - The Abilene Paradox: how teams end up agreeing to decisions nobody actually wants   - The difference between assimilation and adaptability at work and why organizations are getting it wrong ABOUT NEELU KAUR: Neelu Kaur is a global keynote speaker, organizational psychologist, and author of Be Your Own Cheerleader: An Asian and South Asian Woman's Cultural, Psychological, and Spiritual Guide to Self-Promote at Work. She partners with Fortune 500 companies to build transformative leadership cultures, holds a Master's in Social and Organizational Psychology from Columbia University, and is a certified NLP master practitioner. TIMESTAMPS:   00:00 - Introduction and Neelu's cross-cultural background (India to the US)   04:00 - The self-trust recession: outsourcing inner authority in the age of AI   08:00 - The I vs. We paradox in corporate America   12:00 - Assimilation vs. adaptability in hiring and onboarding   18:00 - Psychological safety and cultural assessments in executive teams   22:00 - Inclusion at work events: safety, restraint, and belonging   26:00 - Speed culture vs. strategic depth: the cost of always being on autopilot   36:00 - The Abilene Paradox and how groupthink silences the room Join us for the exclusive bonus episode on Patreon with Neelu. FIND NEELU KAUR AT:   Website: https://www.neelukaur.com   Book: Be Your Own Cheerleader (available where books are sold) Subscribe, leave a review, and share this episode. Visit https://www.aworldofdifferencepodcast.com for more resources. Learn more about your ad choices. Visit megaphone.fm/adchoices

Who are the next wave of elite MLB prospects just outside the Top 25?In this episode, Tim Kanak (@fantasyaceball) and Owen Hurd (@Owen_FBB) continue their Memorial Day 2026 Top 50 MLB Prospect Rankings series, breaking down prospects #26 through #50. From high-upside teenage shortstops and frontline pitching prospects to dynasty baseball sleepers on the verge of a breakout, we cover the future stars every prospect and fantasy baseball fan needs to know.Whether you're a dynasty baseball manager, prospect junkie, scout, or simply trying to stay ahead of the next generation of MLB talent, this episode delivers deep scouting analysis, fantasy baseball insight, and long-term projections on some of baseball's most exciting young players.Prospects Covered (#26-50)#26 Sebastian Walcott, SS, Rangers#27 Ryan Sloan, SP, Mariners#28 A.J. Ewing, SS, Mets#29 Devin Fitz-Gerald, 2B/SS/3B, Nationals#30 Ralphy Velazquez, C/1B, Guardians#31 Dax Kilby, SS, Yankees#32 Josuar Gonzalez, SS, Giants#33 JoJo Parker, SS/3B, Blue Jays#34 Carlos Lagrange, SP, Yankees#35 Alfredo Duno, C/1B, Reds#36 Braden Montgomery, OF, White Sox#37 Bryce Eldridge, 1B, Giants#38 Travis Sykora, SP, Nationals#39 Robby Snelling, SP, Marlins#40 Ethan Salas, C/1B, Padres#41 Tyler Bremner, SP, Angels#42 Justin Gonzales, OF, Red Sox#43 Eric Hartman, OF, Braves#44 Wei-En Lin, SP, Athletics#45 Anthony Eyanson, SP, Red Sox#46 Theo Gillen, OF, Rays#47 Jarlin Susana, SP, Nationals#48 John Gil, SS, Braves#49 Nate George, OF, Orioles#50 Liam Doyle, SP, CardinalsIn This Episode⚾ Top pitching prospects to watch in 2026⚾ Future fantasy baseball stars and dynasty league targets⚾ Breakout candidates climbing prospect rankings⚾ MLB-ready bats vs. long-term developmental projects⚾ Power hitters, five-tool outfielders, and premium defenders⚾ Frontline starter upside and future ace projections⚾ Organizational development trends across baseball⚾ Which prospects could be Top 10 names by next seasonFeatured OrganizationsTexas Rangers • Seattle Mariners • New York Mets • Washington Nationals • Cleveland Guardians • New York Yankees • San Francisco Giants • Toronto Blue Jays • Cincinnati Reds • Chicago White Sox • Miami Marlins • San Diego Padres • Los Angeles Angels • Boston Red Sox • Atlanta Braves • Athletics • Tampa Bay Rays • Baltimore Orioles • St. Louis CardinalsFollow the hosts:

This source argues that excessive organizational layers have transitioned from a sign of growth into a significant competitive disadvantage in the age of artificial intelligence. While many firms view AI solely as a tool for automation, its true value lies in its ability to streamline coordination and eliminate the need for dense managerial oversight. Organizations that fail to simplify their internal structures before deploying new technology often face increased burnout and operational confusion rather than improved efficiency. Consequently, the modern market favors agile, flatter architectures that prioritize rapid decision-making over complex administrative processes. Success is no longer determined by the size of a company, but by its ability to minimize friction and maintain clear accountability. Ultimately, the text suggests that reducing unnecessary complexity is the most vital strategy for thriving in a tech-driven economy. https://www.breakfastleadership.com/leadershipos  

Breaking news out of Green Bay has the entire Packers organization and fanbase reeling tonight. Star running back Josh Jacobs turned himself in and was arrested on five domestic abuse-related charges stemming from a disturbance last Saturday. Jacobs and his legal team are vehemently denying the allegations while the investigation remains active and ongoing with very few details released publicly. This is a serious situation that raises immediate questions about Josh Jacobs' future with the team and how the Packers will navigate it under the NFL's personal conduct policy. The facts as we know them right now: On May 23 at approximately 8:37 a.m., the Hobart-Lawrence Police Department was dispatched to a disturbance complaint involving Jacobs. He turned himself in on May 26, was arrested, and booked into Brown County Jail on five charges — battery (domestic abuse), criminal damage to property (domestic abuse), disorderly conduct (domestic abuse), strangulation and suffocation (felony), and intimidation of a victim (misdemeanor). Hobart-Lawrence Police Chief Michael Renkas stated: "This remains an active and ongoing investigation. No further information will be released at this time." Jacobs' response through his attorneys David Chesnoff, Richard Schonfeld, and Clarence Duchac: "Josh vehemently denies the allegations, and this matter is in the early stages of investigation with important evidence that has not yet been made public. We ask for fairness and restraint while the judicial process takes its course." Organizational and league reaction: The Packers said they are aware of the matter and will withhold further comment as it is an ongoing legal situation. The NFL is aware and has been in contact with the club. Head coach Matt LaFleur is scheduled for media availability tomorrow and will almost certainly face questions on this developing story. Roster and season implications: Jacobs signed with Green Bay in free agency in 2024 after five seasons with the Raiders. He had a strong 2025 season (15 games, over 1,200 rushing yards, and 13+ rushing touchdowns) and remains under contract for the next two seasons. We break down what this means for the backfield, potential depth adjustments, and the cloud this situation puts over the offense heading into the summer. This episode is brought to you by PrizePicks! Use code PACKDADDY and visit https://prizepicks.onelink.me/LME0/PACKDADDY to get started with America's #1 fantasy sports app. This one is heavy, and I want to hear from you — tell me your thoughts on this one. How do you think the Packers should handle it moving forward? Drop your takes in the comments. Hit subscribe if you haven't already so you stay up to date on every development, and please leave a review — it helps more than you know. To advertise on this podcast please email: ad-sales@libsyn.com Or go to: https://advertising.libsyn.com/packernetpodcast Help keep the show growing and check out everything I'm building across the Packers and NFL world: Support: Patreon: www.patreon.com/pack_daddy Venmo: @Packernetpodcast CashApp: $packpod Projects: Grade NFL Players ➜ fanfocus-teamgrades.lovable.app Packers Hub ➜ packersgames.com Create NFL Draft Big Boards ➜ nfldraftgrades.com Watch Draft Prospects ➜ draftflix.com Screen Record ➜ pause-play-capture.lovable.app Global Economics Hub ➜ global-economic-insight-hub.lovable.app

Breaking news out of Green Bay has the entire Packers organization and fanbase reeling tonight. Star running back Josh Jacobs turned himself in and was arrested on five domestic abuse-related charges stemming from a disturbance last Saturday. Jacobs and his legal team are vehemently denying the allegations while the investigation remains active and ongoing with very few details released publicly. This is a serious situation that raises immediate questions about Josh Jacobs' future with the team and how the Packers will navigate it under the NFL's personal conduct policy. The facts as we know them right now: On May 23 at approximately 8:37 a.m., the Hobart-Lawrence Police Department was dispatched to a disturbance complaint involving Jacobs. He turned himself in on May 26, was arrested, and booked into Brown County Jail on five charges — battery (domestic abuse), criminal damage to property (domestic abuse), disorderly conduct (domestic abuse), strangulation and suffocation (felony), and intimidation of a victim (misdemeanor). Hobart-Lawrence Police Chief Michael Renkas stated: "This remains an active and ongoing investigation. No further information will be released at this time." Jacobs' response through his attorneys David Chesnoff, Richard Schonfeld, and Clarence Duchac: "Josh vehemently denies the allegations, and this matter is in the early stages of investigation with important evidence that has not yet been made public. We ask for fairness and restraint while the judicial process takes its course." Organizational and league reaction: The Packers said they are aware of the matter and will withhold further comment as it is an ongoing legal situation. The NFL is aware and has been in contact with the club. Head coach Matt LaFleur is scheduled for media availability tomorrow and will almost certainly face questions on this developing story. Roster and season implications: Jacobs signed with Green Bay in free agency in 2024 after five seasons with the Raiders. He had a strong 2025 season (15 games, over 1,200 rushing yards, and 13+ rushing touchdowns) and remains under contract for the next two seasons. We break down what this means for the backfield, potential depth adjustments, and the cloud this situation puts over the offense heading into the summer. This episode is brought to you by PrizePicks! Use code PACKDADDY and visit https://prizepicks.onelink.me/LME0/PACKDADDY to get started with America's #1 fantasy sports app. This one is heavy, and I want to hear from you — tell me your thoughts on this one. How do you think the Packers should handle it moving forward? Drop your takes in the comments. Hit subscribe if you haven't already so you stay up to date on every development, and please leave a review — it helps more than you know. To advertise on this podcast please email: ad-sales@libsyn.com Or go to: https://advertising.libsyn.com/packernetpodcast Help keep the show growing and check out everything I'm building across the Packers and NFL world: Support: Patreon: www.patreon.com/pack_daddy Venmo: @Packernetpodcast CashApp: $packpod Projects: Grade NFL Players ➜ fanfocus-teamgrades.lovable.app Packers Hub ➜ packersgames.com Create NFL Draft Big Boards ➜ nfldraftgrades.com Watch Draft Prospects ➜ draftflix.com Screen Record ➜ pause-play-capture.lovable.app Global Economics Hub ➜ global-economic-insight-hub.lovable.app

This episode is a deep dive on the “organizational singularity”: how AI agents, AI-native workflows, and recursive self-improvement will restructure companies much faster than traditional hierarchy can adapt. Get access to metatrends 10+ years before anyone else - https://qr.diamandis.com/metatrends   Peter H. Diamandis, MD, is the Founder of XPRIZE, Singularity University, ZeroG, and A360 Salim Ismail is the founder of Open ExO, a GP at Exponential Venture Capital/The Organizational Singularity Fund and a sought after global speaker and thought leader. Apply for Salims Pilot Program – My companies: Apply to Dave's and my new fund:https://qr.diamandis.com/linkventureslanding      Go to Blitzy to book a free demo and start building today: https://qr.diamandis.com/blitzy   Your body is incredibly good at hiding disease. Schedule a call with Fountain Life to add healthy decades to your life, and to learn more about their Memberships: https://www.fountainlife.com/peter  _ Connect with Peter: X Instagram Substack Website Xprize Connect with Salim: LinkedIn X Apply for Salim's Pilot Program Subscribe to Salim's YouTube channel Exponential Venture Capital Listen to MOONSHOTS: Apple YouTube – *Recorded on May 16th, 2026 *The views expressed by me and all guests are personal opinions and do not constitute Financial, Medical, or Legal advice. Learn more about your ad choices. Visit megaphone.fm/adchoices

What if the way you lead today was shaped long before your first job, team, or business? In this episode of the Story Engine Podcast, we sit down with Dr. Kevin Mays to explore how early childhood roles—whether you were the oldest, youngest, or an only child—quietly influence your leadership style, decision-making, and even the types of people you attract into your life and work. Dr. Kevin breaks down how these deeply ingrained patterns can either limit or amplify your impact—and more importantly, how to break free from them. This conversation is a powerful invitation to lead yourself first, so you can show up more authentically for your team, your clients, and your mission. Plus, you'll get a behind-the-scenes look at how Kevin is shaping his message and story for an upcoming book—revealing what it really takes to step into your full leadership potential. Highlights: (00:25) – Kevin's origin story: getting kicked out of college and discovering the power of choosing what you want vs. what you should (01:40) – From psychologist to leadership expert: helping high achievers become "inspired executives" (02:45) – The breaking point: realizing a traditional career path wasn't the right fit after a near-dangerous flying experience (03:20) – A radical decision: selling everything, hitting the road, and designing life on his own terms (04:10) – "My age doubled overnight": the moment Kevin stepped into adulthood, leadership, and responsibility (05:00) – Leading through crisis: helping a bank grow during the 2006–2008 financial collapse using conscious leadership (07:18) – The deeper mission: mastering consciousness and applying ancient wisdom (like teachings of the Buddha) to modern leadership (09:10) – What's really leading you: the "invisible patterns" formed in early childhood that drive your behavior (10:00) – The neuroscience of identity: how your brain wires your beliefs, habits, and self-concept before age 3 (10:45) – The "8-lane highway" effect: why most people repeat the same patterns for life without realizing it (11:30) – Birth order explained: how being oldest, youngest, or an only child shapes your leadership style (12:30) – The trap of success: how the traits that made you successful become your biggest limitation (13:20) – The turning point: awareness as the gateway to breaking unconscious patterns (14:44) – Why entrepreneurs struggle to scale: when "doing everything yourself" becomes the bottleneck (16:47) – Leadership ripple effect: how your internal patterns create chaos—or clarity—throughout your entire organization (17:30) – "I work with a bunch of idiots": the hard truth about leadership and taking responsibility for your team (18:39) – The real work: shifting from mastering the external world to mastering your internal one (19:48) – Kyle's breakthrough: how being an only child shaped conflict avoidance and over-responsibility (21:31) – The realization: what got you here won't get you to the next level (23:06) – The process: building awareness as a mental discipline to interrupt and rewrite old patterns (25:27) – A painful lesson: staying too long with a misaligned client and the toll it took on Kevin's life (26:00) – The cost of misalignment: anxiety, stress, and how it impacts your family and well-being (27:27) – The breaking point: finally letting go of what wasn't working (28:17) – The shift: what happens when you create space by removing what drains you (29:00) – Alignment in action: attracting better clients, better opportunities, and more fulfilling work (29:45) – Case study: a high-level executive transforms confidence and lands a better-aligned role (30:20) – Organizational transformation: how one leader's internal shift improved communication, culture, and profitability (31:00) – A powerful story: Kyle reflects Kevin's journey into a compelling narrative of transformation (35:58) – Final insight: you are always writing your story—whether you realize it or not (36:18) – Where to go next: Dr. Kevin shares his book launch and how to begin upgrading your leadership

(Spirit Rock Meditation Center) Right View is seeing in a way that aligns with reality. It is not a static belief or fixed opinion, but an ongoing, dynamic, experiential alignment with what is true. Right View brings the mind and heart into harmony, like a wheel properly set on its axle. With Right View comes clarity. We begin to see the distortions caused by clinging, greed, hatred, and delusion, and that seeing empowers us to act in ways that reduce suffering. One of the most important teachings on wise view, the Sammādiṭṭhi Sutta (MN 9), offers a simple organizing principle—a kind of Dhamma algorithm—that, when practiced, can lead to greater well-being, deeper wisdom, and ultimately freedom from grief, sorrow, lamentation, dukkha, and distress. The slides referenced in the talk can be found at https://links.gullusingh.com/e005e6

In this master's class episode of the Smart Real Estate Coach Podcast, I sit down with Matt Miale for a conversation that is incredibly timely for anyone who has already proven they can hustle, grind, and generate income, but now wants to build something bigger without losing their life in the process. Matt has more than 20 years of experience, has lived through the crash, built a real estate business from the ground up, and now helps agents and team leaders do the hard but necessary work of moving from solopreneur to entrepreneur. And that shift is everything. Because making money on your own is one thing. Building a real business that runs with structure, people, and systems is a totally different game.     We get into what it really takes to scale, why most operators are the bottleneck in their own business, how to identify the work you should never be doing anymore, and why getting in the right room changes everything.    Matt also shares the painful lessons he learned from building a multifamily portfolio before the 2008 crash, how he unwound that mess without bankruptcy or foreclosure, and why learning, proximity, and structured leadership are the keys to long-term growth.    If you are stuck doing everything yourself, trying to grow past your own capacity, or ready to stop building a job and start building a company, this episode is a must-listen.   Key Talking Points of the Episode   00:00 Introduction 00:37 Who is Matt Miale?  01:41 From solopreneur to CEO 04:42 Breaking free from the corporate sales grind 06:27 How Matt got started in real estate investing 09:10 Lessons from surviving the 2008 housing market crash 11:19 What it was like to recover from financial setbacks 12:53 Creative Real Estate Financing: The 3-Paydays System 17:06 The importance of proximity and association in real estate 20:17 How identifying business bottlenecks will help you achieve growth 24:42 How to build a real estate team that scales 25:03 Finding your 10%: Focusing on your business strengths 27:44 The difference between handling "kitchen fires" vs. "dumpster fires" 28:35 Organizational structure and consulting for large teams 30:32 REI Blackbook   Quotables   "More often than not, you are the bottleneck to your own business's growth."   "There's always a room that you're trying to go find.:   "Do as much as you possibly can in your strength, in the thing that you're awesome at, and give away every other thing."   Links   Matt Miale https://www.instagram.com/mattmiale https://www.instagram.com/mattmialeteam/ https://mattmiale.com   3 Paydays® Live https://3paydayslive.com/podcast   Free Discovery Call https://smartrealestatecoachpodcast.com/discovery   3 Paydays® System Mastery Course - Use coupon code for 50% off https://smartrealestatecoach.com/qls Coupon code: pod   Apprentice Program 3PaydaysApprentice.com/Podcast    Masterclass https://smartrealestatecoach.com/masterspodcast   3 Paydays Books https://3paydaysbooks.com/podcast   Partners https://smartrealestatecoach.com/podcastresources

The Pittsburgh Steelers fan base is rabid, and they have several ideas as to what they feel should be happening within the organization. However, the organizational perception is typically a far cry from the fan perspective. Time to hash out why the team might not always do what fans want, and there are plenty of reasons for just that. All this, as well as the Mailbag Segment, on the Wednesday episode of the "Let's Ride" podcast. This podcast is a part of the Steel Curtain Network, a proud member of the Fans First Sports Network. Check out Meinelschmidt Distillery at meineldistillery.com and use the code SCN10 to save 10% at checkout! Learn more about your ad choices. Visit megaphone.fm/adchoices

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.