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Elementality for Financial Advisors | Elements of Financial Planning System™
Jordan shares a comprehensive framework for creating a business manifesto - an essential strategic tool for financial advisors. Learn how this foundational document can become the lens through which you make critical business decisions, differentiate your practice, and create meaningful client connections.
In this episode, Rick Mayo is joined by Chamberlynn to discuss the launch of Alloy's game-changing Learning Management System (LMS). Built entirely in-house, this LMS sets a new standard in fitness franchising by delivering a blend of tactile, visual, and interactive content to ensure new hires understand not just what Alloy does, but why it matters.Chamberlynn, who led the initiative, unpacks the year-long process of curriculum development, testing, and design. Besides education, the LMS is a culture primer for new coaches and managers. The system is a must-complete before any in-person HQ training and is designed to make onboarding scalable and consistent across locations.The episode also touches on how the LMS strengthens Alloy's core mission of delivering personalized care at scale. From operations to programming to client experience, this system covers it all.
Organizational transformation expert Bree Groff, author of a new book called “Today Was Fun: A Book About Work (Seriously),” tells how fun in the workplace is about more than morale – it's the key to building a successful business. Then, journalist Heather Clark's discovery of her grandfather's WWII scrapbook led to a literary novel that asks difficult questions about love, guilt, and healing.
Marina Mayer is an organisational leadership psychologist, chief science officer and co-founder of Sway, a consultancy building resilience in organisations with bodies in mind. Following an early career in elite athletics, Marina has spent 15 years building teams and organisations from the inside out, leading organisational development, talent strategy and human resources. She holds dual Masters degrees in Organisational Psychology and Theology, specializing in an interdisciplinary approach to narrative leadership ethics, sensemaking, social identity and behavior, and has worked in leadership formation to sustain the demands of leadership in high-pressure, male-domiated environments such as industrial, manufacturing, aerospace, military and defense industries. Marina's award-winning research, How Movement Moves Us, explores the untapped potential of our bodies to affect leadership cognition, emotional regulation, and resilience. Through Sway, Marina and her team are focused in developing readiness and resilience in organisations going through growth turbulence and change, such as in private capital investment injections and M&A. ---- SOCIALS: Website: https://www.swayatwork.co/ LinkedIn: https://www.linkedin.com/company/swayscientific/
Hey CX Nation,In this week's episode of The CXChronicles Podcast #263, we welcomed Maxime Marchand, Senior Director of Product Management at GoTo based in Montreal, Quebec, Canada. As the leader in cloud communications and IT, GoTo addresses real-world challenges with practical innovations and a customer-first mindset. They offer secure, reliable, and AI-enabled solutions that are simple to adopt for small and midsize businesses and scalable to enterprises worldwide. Customers around the world rely on our products—GoTo Connect, LogMeIn Rescue, LogMeIn Resolve, GoTo Webinar, Grasshopper, and more—for consistent high performance and unbeatable uptime on any device.In this episode, Maxime and Adrian chat through the Four CX Pillars: Team, Tools, Process & Feedback. Plus share some of the ideas that his team at GoTo think through on a daily basis to build world class customer experiences.**Episode #263 Highlight Reel:**1. Organizational alignment through product management 2. The journey from engineer to CX leader 3. How speed, alignment & focus create growth opportunities 4. One-stop platform for managing customer communications 5. Constant customer listening to drive growth Click here to learn more about Maxime MarchandClick here to learn more about GoToHuge thanks to Max for coming on The CXChronicles Podcast and featuring his work and efforts in pushing the customer experience & customer success space into the future.If you enjoy The CXChronicles Podcast, stop by your favorite podcast player hit the follow button and leave us a review today.For our Spotify friends, make sure you are following CXC & please leave a 5 star review so we can find new listeners & members of our community.For our Apple friends, same deal -- follow CXCP and leave us a review letting folks know why you love our customer focused content.You know what would be even better?Go tell one of your friends or teammates about CXC's content, strategic partners (Hubspot, Intercom, & Zendesk) & On-Demand services & invite them to join the CX Nation!Want to see how your customer experience stacks up to others, ask us about the CXC Healthzone, an intelligence platform that shares benchmarks & insights from companies across the world. Huge thanks for being apart of the "CX Nation" and helping customer focused business leaders across the world make happiness a habit!Reach Out To CXC Today!Support the showContact CXChronicles Today Tweet us @cxchronicles Check out our Instagram @cxchronicles Click here to checkout the CXC website Email us at info@cxchronicles.com Remember To Make Happiness A Habit!!
Organizational leaders and managers understand the responsibility of every true disciple of Jesus to live the faith not just profess it. They understand that the populist paradigm of Christianity is confused about this truth. These leaders and managers recognize their responsibility to live soundly consistent with profound truth. And they recognize their responsibility to disciple their stakeholders according to this truth. As the stakeholders live the Christian faith well, they will work as Jesus did to produce an excellent value proposition that reflects Christian values and principles with integrity. And the fruit of faithfulness to truth will be a lifestyle of redemption that will be a positive testimony for Jesus and the good news of the kingdom of God.
Dive into Episode #151 of the Psych Health and Safety USA Podcast, featuring host Dr. I. David Daniels, PhD, CSD, VPS, and special guests Georgia Bryce-Hutchinson, Dr. Andrew Holter, and Mat Jeanius. The panel for this episode will approach the concept of psychological health and safety from an “Organizational Theraupic Psychology” lens, as a mental health professional that deals with both organizations and the individual within those organizations. - Georgia Bryce-Hutchinson is a returning guest from Episode 24. She is a Marriage and Family Therapist and corporate mental health consultant. - Dr. Andrew Holter is a returning guest from Episode 9. He is an organizational psychologist and manager in a public health organization in the Washington, DC area. - Mat Jeanius is a returning guest from Episode 132. He is a Marriage and Family Therapist who focuses on the wellness of black males. The panel discusses the current state of psychological health and safety in the United States, offering insights into the future.
Send us a textThis episode is hosted by Josh Blum, Chris Stewart, and John Vance.We want your helmet (for the AVB CTC)! Check this out to find out more: https://www.youtube.com/watch?v=Qg5_ZwoCZo0Sign up for the B Shifter Buckslip, our free weekly newsletter here: https://lp.constantcontactpages.com/su/fmgs92N/BuckslipShop B Shifter here: https://bshifter.myshopify.comAll of our links here: https://linktr.ee/BShifterPlease subscribe and share. Thank you for listening!This episode was recorded on August 13, 2025 in Orlando, Florida at Fire Rescue International.The B-Shifter podcast explores the critical importance of risk management on the fireground and how it integrates with strategic decision-making for safer, more effective operations.• Risk management follows Brunacini's risk management model: risk a lot to save lives, risk a little for property, risk nothing for what's already lost• Effective risk assessment requires understanding critical fireground factors including building construction, fire behavior, and occupancy• Risk perception changes as firefighters promote through the ranks, shifting from personal risk acceptance to responsibility for others• Strategic decisions must be reevaluated throughout the incident as conditions change or new information becomes available• Organizational culture around risk management must extend beyond emergency scenes to daily operations and training• A systematic approach to command ensures consistent, safer operations compared to the "we've always done it this way" mindset• Fire departments often implement better systems only after experiencing line-of-duty deaths instead of learning from others' experiences• Continuous improvement requires honest assessment of all incidents, not just those with negative outcomesCome visit the B-Shifter team at FRI in Orlando at booth 1151 in the Tech Zone. Register to win free passes to the Hazard Zone Conference in Sharonville, Ohio.
Change can be daunting, especially in the fast-paced world of business and technology. In this episode of Tech Diva Biz Talks, I sit down with Laura Boone, CEO of Strange Structure Shifts and self-proclaimed "Chief Change Cheerleader." Laura brings a fresh perspective on navigating organizational transformations, focusing on the often-overlooked human element of change.Bridging the Gap Between Strategy and Human Behavior. Laura reveals her unique approach to change management, emphasizing the importance of:Understanding the brain's response to changeRecognizing the predictable patterns of group and individual changeCreating a safe environment for transformationLearn why this approach may be the key to unlocking sustainable transformation in your organization.Laura offers actionable advice for leaders feeling overwhelmed by change initiatives:The importance of self-care and avoiding burnoutTailoring support to different types of adopters within your teamLeveraging brain science and simple tools to drive meaningful changeWhether you're a tech entrepreneur, a seasoned executive, or a team leader facing significant transitions, this episode provides valuable insights on making change stick while keeping the human element at the forefront.Ready to revolutionize your approach to organizational change? Visit structuredshifts.com to access Laura's resources and learn how to lead with the brain in mind.Send us a messageBuzzsprout - Let's get your podcast launched!Start for FREEContent Creator MachineThe integrated all-in-one online marketing, business tool/platform.Digital Business CardsLet's speed up your follow up. Get a digital business card.Altogether Domains, Hosting and MoreBringing your business online - domain names, web design, branded email, security, hosting and more.Small Business Legal ServicesYour Small Business Legal Plan can help with any business legal matter.Mens and Womens HatsSince 1972, American Hat Makers has been dedicated to the art of fine hat making.Looking for Podcast Guests?Keep your podcast schedule full with quality guests from PodMatch.Designrr for eBooks, BlogsCreate eBooks, Blogs, Lead Magnets and more! Riverside.fm Your Own Virtual StudioProfessional Virtual StudioDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showWant to be a guest on Tech Diva Biz Talks? Send Audrey Wiggins a message on PodMatch, here: podmatch.com/hostdetailpreview/audreywiggins To work with Audrey schedule a breakthrough/discovery session.
In Episode 221 of Manufacturing Hub, hosts Vlad Romanov and Dave Griffith sit down without a guest to share valuable real-world lessons on data collection, manufacturing intelligence, and implementing solutions that deliver measurable ROI. This episode wraps up the month's theme on manufacturing intelligence by tying together the insights from previous episodes and putting them into the context of real plant-floor projects.Vlad begins with an in-depth story from his time at Procter & Gamble, where he led an energy monitoring project with the ambitious goal of reducing power consumption by 20 percent. He explains the practical challenges of turning a corporate initiative into an actionable plant-level strategy, from limited baseline data to deciding between standalone meters and integrated monitoring solutions. Vlad shares the lessons learned in balancing cost, data ownership, and scalability, and why a more open solution can sometimes offer greater long-term value than proprietary systems.Dave then takes us into the world of pet food manufacturing, where millions of dollars in raw materials can be lost each year due to inaccurate batching and poor measurement practices. He walks through the process of defining the problem, setting up data collection without overhauling legacy systems, and using that information to identify overages, improve tolerances, and design remediation strategies. The conversation dives into practical engineering decisions, such as when to invest in VFDs for precision dosing, when to redesign process equipment, and how to ensure data insights lead to lasting operational changes.The discussion expands into organizational challenges, including why decision-makers often lack actionable visibility into losses, how to present findings in terms of tangible business impact, and the cultural shift required to actually use the data once it is available. Vlad and Dave also explore examples from discrete manufacturing, where OEE tracking and daily direction setting (DDS) meetings help guide capital allocation, continuous improvement initiatives, and team alignment. They share observations on why some facilities succeed with these systems while others fall back into old habits.Timestamps00:00 Introduction to Episode 221 and monthly theme recap02:00 Vlad's background and approach to modernization projects04:50 Dave's background and focus on data-driven manufacturing solutions06:30 Recap of previous episodes on data collection, historians, and MTP/MCP07:30 Vlad's Procter & Gamble energy monitoring project case study13:40 Addressing power blips, capacitor banks, and ROI considerations19:10 Choosing between proprietary and open monitoring solutions23:40 Dave's pet food manufacturing story and raw material variance29:50 Methods for data collection without disrupting legacy systems34:20 Improving accuracy, process changes, and remediation strategies44:00 Organizational challenges in acting on data insights52:00 OEE, DDS meetings, and capital allocation in discrete manufacturing59:50 Predictions for the future of manufacturing intelligence and AI integrationReferences MentionedIgnition by Inductive Automation – https://inductiveautomation.com/Ignition Community Conference (ICC) – https://icc.inductiveautomation.com/Procter & Gamble – https://us.pg.com/Rockwell Automation – https://www.rockwellautomation.com/Mettler Toledo – https://www.mt.com/Badwater Ultramarathon – https://www.badwater.com/“Can't Hurt Me” by David Goggins – https://davidgoggins.com/book/About the HostsVlad Romanov works with manufacturers to modernize operations by bridging the gap between legacy systems and today's technology. He specializes in assessing current states, designing scalable architectures, and implementing solutions across control systems, SCADA, and MES infrastructures. His mission is to help plants run better from a technical and operational standpoint, whether through unlocking critical data from PLCs or leading full-scale digital transformation initiatives.Connect with Vlad: https://www.linkedin.com/in/vladromanov/Dave Griffith has over 16 years of experience in automation and manufacturing, with a technical foundation in aviation and aerospace. His work spans from OEM manufacturing to food and beverage production, with a strong focus on data-driven projects that deliver ROI. Dave leads teams at Kaplan to unlock operational data, design integration strategies, and deploy solutions that improve efficiencies and reduce waste.Connect with Dave: https://www.linkedin.com/in/davegriffith/
Somya Mehra: From Top-Down to Collaborative—Reimagining Organizational Restructuring Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. During a business unit split and reorganization focused on creating smaller teams, Somya and her fellow Scrum Masters were invited to create the new structure process. After hearing feedback that teams felt excluded from previous changes, they decided to include teams in the reorganization process to give them a sense of control. They started by asking top management for constraints, then applied them to see what was possible. They facilitated workshops with Product Owners to divide the product portfolio and determine team assignments, ensuring people felt involved in the change process. Self-reflection Question: When leading organizational change, how do you balance the need for structure with giving teams meaningful input into decisions that affect them? [The Scrum Master Toolbox Podcast Recommends]
What happens when a global brand famous for saving the planet from itself decides to challenge the very DNA of corporate leadership?In this first episode of The Conscious Capitalists' Summer Series, hosts Timothy Henry and Kate Adams speak with Charles Conn, Chair of Patagonia, co-founder of Monograph, and former senior partner at McKinsey. Together, they explore how conscious enterprises can thrive in a world of radical uncertainty — from geopolitical shocks to disruptive technologies — by rethinking the way leadership works.Charles takes us inside Patagonia's approach to leading with purpose, agility, and trust, showing why the old top-down, control-heavy playbook is no longer fit for a future that demands resilience, innovation, and courage. From breaking hierarchies to empowering frontline teams, he reveals how to build organizations that adapt fast and stay true to their values.This is more than a conversation about business — it's a blueprint for a new era of leadership. Charles shares stories and strategies from the boardroom to the trailhead, illustrating how authenticity, curiosity, and conscious capitalism can create lasting impact in both business and society.Listeners will gain insights into:Why traditional leadership models are collapsing — and what's replacing themPatagonia's trust-first culture and how it fuels innovationHow conscious capitalism drives agility in uncertain marketsThe role of curiosity in making better decisionsPractical ways to shift from hierarchical control to empowered teamsBalancing purpose with performance without losing momentumHow leaders can thrive — not just survive — in disruptive timesWhether you're a CEO looking to future-proof your organization, a startup founder hungry for agile growth, or a leader seeking to balance profit with purpose, this episode offers a rare inside look at what it takes to lead consciously in the face of unprecedented change.**If you enjoy this podcast, would you consider leaving a review on Apple Podcasts/iTunes? It takes only a few seconds and greatly helps us get our podcast out to a wider audience.Please subscribe on Apple Podcasts / Spotify / Stitcher, or wherever you get your podcasts.For transcripts and show notes, please go to: https://www.theconsciouscapitalists.comThis show is presented by Conscious Capitalism, Inc. (https://www.consciouscapitalism.org/) and is produced by Rainbow Creative (https://www.rainbowcreative.co/) with Matthew Jones as Executive Producer, Rithu Jagannath as Lead Producer, and Nathan Wheatley as Editor.Thank you for your support!- Timothy & KateTime Stamps02:02 Introduction to Summer Series00:45 Understanding Radical Uncertainty01:40 Introduction of Kate Adams02:34 The Future of Conscious Enterprise03:57 Introduction of Charles Conn06:17 Rethinking Business Strategy09:17 Organizational and Leadership Changes13:19 Patagonia's Approach to Purpose and Strategy21:08 Leading Through Disruption27:57 Decision Making and Purpose34:48 Leadership for the Future
On this episode I explore Sam Altman's prediction that AI will enable the first one-person billion-dollar company. I outline how this would work through AI agents handling traditional business functions like engineering, design, marketing, and sales, creating an organizational structure where one founder manages multiple AI agents. While technically possible, Isenberg believes this requires perfect conditions and will likely emerge between 2026-2028. Timestamps: 00:00 - Intro 01:13 - Sam Altman's $1B Solo Founder Prediction 01:45 - The new path to building a company 06:38 - 5 mega trends enabling solo billion-dollar companies 10:05 - How to get started as a solopreneur 12:13 - Organizational structure with AI agents 17:12 - AI Agent Framework 18:07 - AI Pricing Framework 19:46 - What can be $1B Solo Business 21:46 - Conclusion on feasibility and timeline Key Points: • Sam Altman predicts a one-person billion-dollar company will emerge in the next few years, enabled by AI • AI-first companies can replace traditional team structures with AI agents handling various business functions • The new path to building a company starts with audience building, then "vibe coding" a product, building community, and automating with AI • Five mega trends making this possible: services becoming software, instant distribution, building on existing platforms, trust in small brands, and high-precision ad platforms • The first solo unicorn is predicted to emerge between 2026-2028 The #1 tool to find startup ideas/trends - https://www.ideabrowser.com LCA helps Fortune 500s and fast-growing startups build their future - from Warner Music to Fortnite to Dropbox. We turn 'what if' into reality with AI, apps, and next-gen products https://latecheckout.agency/ Boringmarketing - Vibe Marketing for Companies: boringmarketing.com The Vibe Marketer - Join the Community and Learn: thevibemarketer.com Startup Empire - a membership for builders who want to build cash-flowing businesses https://www.skool.com/startupempire/about FIND ME ON SOCIAL X/Twitter: https://twitter.com/gregisenberg Instagram: https://instagram.com/gregisenberg/ LinkedIn: https://www.linkedin.com/in/gisenberg/
Send us a textWe break down nine essential traits of successful project managers and provide practical tips for developing these skills to advance your career in the ICT industry.• Leadership qualities including leading by example and making decisions under pressure• Organizational skills for tracking projects and maintaining documentation• Assuming authority appropriately in meetings and client interactions• Focusing on key issues and prioritizing effectively amid distractions• Client relations strategies including setting expectations and communicating without jargon• Communication techniques for clear, brief, and direct messaging• Flexibility to adapt to changing schedules and project requirements• Personal accountability by owning mistakes and keeping promises• Interpersonal skills to build loyalty and encourage collaborationShare this episode with someone who wants to become a project manager or with a current project manager looking to improve their skills. Let's continue the conversation about project management by sharing resources and experiences with each other.Support the showKnowledge is power! Make sure to stop by the webpage to buy me a cup of coffee or support the show at https://linktr.ee/letstalkcabling . Also if you would like to be a guest on the show or have a topic for discussion send me an email at chuck@letstalkcabling.com Chuck Bowser RCDD TECH#CBRCDD #RCDD
Dr. Donyall Dickey delivers a powerful message about America's literacy crisis while offering clear, practical solutions educators can implement immediately. Donyall D. Dickey, Ed.D. is a nationally recognized authority on curriculum, instruction, organizational development, and the administration of schools As founder and CEO of Educational Epiphany, Dr. Dickey brings credibility and real-world experience to this urgent conversation.The four practices Dr. Dickey outlines include creating learning targets that push students toward higher-order thinking, teaching vocabulary through word part analysis, using gradual release of responsibility to build independence, and explicitly teaching writing skills across content areas. What makes his approach particularly effective is the implementation strategy, introducing one practice at a time, ensuring mastery before moving on, and focusing on sustainable change rather than quick fixes.Educators across Montgomery County will have the opportunity to learn directly from Dr. Dickey at the MCIU's Shared Learning session on October 1st. Don't miss this chance to transform your instructional practice and make a real difference in student literacy outcomes.Visit learn.mciu.org/sharedlearning to learn more about this upcoming professional development opportunity with MCIU's Office of Organizational and Professional Learning.
Service Management Leadership Podcast with Jeffrey Tefertiller
In this episode, I reconnect with Jeffrey Wheatman, Senior VP Cyber Risk Strategist at BlackKite and former Gartner analyst colleague. We explore the persistent challenge of organizational silos, examining how security and IT professionals can break down barriers through empathy, cross-functional understanding, and effective business communication strategies.
Ever feel like the first few weeks of school are a tornado of papers, emails, meetings, and missed to-dos? You are not alone. But what if you could start the year with systems that actually stick—and save you time in the long run?Topics DiscussedDigital organizationThe paper monsterCommunication systemsResourceshttps://www.teacherspayteachers.com/Product/Back-to-School-Meet-the-Teacher-or-Open-House-Activities-Forms-Resources-1315984?utm_source=TTPC&utm_campaign=August-Podcast-EpisodesPlease subscribe on your favorite platform so you don't miss an episode. Whether it's Spotify, Apple Podcasts, Google Podcasts, or some other listening app, we encourage you to take a moment to subscribe to The Teaching Toolbox. And if you feel so inclined, we would love a review at Apple or Spotify to help other listeners find us just like you did.This episode may contain affiliate links.Amazon links are affiliate links from Brittany Naujok and The Colorado Classroom, LLC®. I earn a small amount from your clicks on these links.Let's ConnectTo stay up to date with episodes, check out our Facebook page or follow us on Instagram.Join Brittany's 6th Grade Teacher Success group on Facebook.Join Ellie's Middle School Math Chats group on Facebook.Brittany's resources can be found on her website or on TPT.Ellie's resources can be found on her website or on TPT.Reach out to share your ideas for future episodes on our podcast website.https://teachingtoolboxpodcast.com/contact/
Today we're joined by Mike Collins, founder and CEO of Alumni Ventures, a firm that's quietly built one of the most unique and successful venture capital models in the industry.Mike has scaled Alumni Ventures to over $1.5 billion in assets under management by doing something most VCs thought was impossible—building a venture firm primarily around individual investors.⭐ Sponsored by Podcast10x - Podcasting agency for VCs - https://podcast10x.comAlumni Ventures website - https://www.av.vc/Mike Collins on LinkedIn - https://www.linkedin.com/in/mike-collins-362100/
EPISODE 172 | Derek DeWitt, communications specialist for Visix Choosing the right content for your digital signs can feel overwhelming, but an effective strategy is rooted in one key factor: your organization's structure. The way your company is built – whether it's a traditional hierarchy, a dynamic matrix or a decentralized network – fundamentally shapes its culture, workflows and communication needs. This episode unpacks how aligning your visual communications with your company's framework can help you prioritize and produce better messaging. We explore seven distinct organizational structures and give you specific, actionable content ideas designed to reinforce your company's goals, improve the employee experience and make your internal communications more effective than ever. Identify which of the seven most common organizational structures your company uses. Learn to tailor messaging to the communication flows and cultural values of each model. Discover dozens of content ideas for each of the different frameworks. Understand why a call to action is vital for every message and how to craft one. Explore using audience feedback to continuously improve your digital signage content. See the full transcript HERE Want more content ideas and inspiration? Download our Digital Signage Content Guide HERE
Podcast Notes Episode 476 The Most Important Question (Rebroadcast) Hosts: Brian Miller, PCC and Chad Hall, MCC Date: July 31, 2025 In this episode, the hosts dive into the deceptively powerful question: "What's the simplest way to do it?" Inspired by Pat Flynn and Tim Ferriss, the conversation explores how simplicity can lead to more effective systems, communication, coaching, and even business practices. They share personal anecdotes, client stories, and organizational examples to highlight how a bias toward complexity can hinder progress—and how simplicity often brings clarity, momentum, and better outcomes. Key Highlights: The Power of One Simple Question: The episode centers around the life-altering question from The 4-Hour Workweek—"What's the simplest way to do it?"—and its usefulness in nearly every domain. Simplicity as a Core Value: The hosts argue that while not everything is simple, simple usually beats complex in systems, relationships, communication, and business. Real-World Coaching Applications: They illustrate how overcomplicating coaching systems, like building frameworks or using advanced apps, can stall progress—sometimes it's better to just start and build as you go. Organizational and Institutional Over-Complexity: From school systems to churches to marketing strategies, the episode uncovers how institutions often lose sight of their core mission by adding unnecessary layers of complexity. Simplicity in Marketing and Sales: The discussion wraps with advice on making client acquisition simpler—often it's not about having the perfect website or funnel but about having real conversations and asking directly. Takeaways: Ask the Simplicity Question Often: "What's the simplest way?" is a powerful coaching and decision-making tool that can cut through clutter and increase effectiveness. Avoid the Sophistication Bias: Organizations and individuals often equate complexity with value—but simplicity often leads to better results. Manual is Okay (at First): Starting small, personal, and manual—like texting clients—is not just acceptable but often preferable until scale demands more. You Don't Need a Full Framework to Start: Just start coaching. You can build the structure as you go. Talk to People: In both coaching and fundraising, the simplest and often most effective path is direct communication—just ask. Stay Connected: Website: coachapproachministries.org Email: info@coachapproachministries.org LinkedIn: http://www.linkedin.com/company/coach-approach-ministries Facebook: https://www.facebook.com/coach.approach.ministries Youtube: https://www.youtube.com/@coachapproachministries7538 Follow us on social media for updates and resources!
Brian Robertson is Founder and CEO of GlassFrog and creator of the decentralized management and organizational governance system, Holacracy. Brian brings a software architect's lens to fixing organizational ambiguity. He outlines why clarity—not control—is the key to scalable leadership and self-managed teams. Brian explains the benefits of an organizational clarifying framework with dynamic role definitions and boundaries that enhance autonomy and results. He discusses how human-centric systems adaptations enable innovation, AI integration, and support business evolution. KEY TAKEAWAYS [01:34] Brian learns to read on software development books and leaves school early. [02:00] Brian loves the structured thinking and clarity of software development. [02:22] Seeing through a software architect's lens, Brain seeks to fix business's unclear operations. [03:19] Brian starts a company as a lab to explore authority structure, work organization, management and more. [03:54] Holacracy emerges: clarity-driven not consensus-based but everyone has a voice. [06:03] Traditional job descriptions are outdated; clarity makes things easier as everything gets faster. [07:06] Clarity evolves with tweaks for dynamic roles, adaptive processes, and efficient meetings. [07:41] Optimizing decision-making to avoid the tyranny of consensus and top-down control. [09:46] Biggest challenge in scaling is unlearning old habits and identity ties to status. [11:03] Leaders should manage work, not people, and build systems others can lead within. [12:10] Good leaders create clarity to prevent recurring crises and enable autonomy. [13:08] Boundaries must be clear so people feel safe to act independently. [14:15] Limits evolve over time; clarity comes from learning together. [15:21] Roles are distinct functions with purpose, authority, and expectations. [17:12] People hold multiple roles; work is modular and easier to shift or automate. [19:05] Clear roles support influence, coordination, and decision-making. [20:06] Governance allows anyone to adjust roles and expectations transparently. [22:00] A new hire adds expectations to the founder's role in two minutes. [23:12] Lack of clarity persists because defining work well is hard and often skipped. [25:02] Everyone—not just leaders—needs to contribute to organizational clarity now. [27:00] Clarity with adaptability helps tech-minded firms respond quickly to change. [28:01] Zappos added market-based dynamics atop Holacracy to treat teams as micro-businesses. [30:19] GlassFrog simplifies adoption by guiding organizations through incremental change. [31:33] AI turns complaints into improvement proposals when structure is clear. [33:30] Without clarity, AI struggles to support internal workflows. [34:17] Holacracy empowers people to move from complaint to constructive action. [35:10] Visionary leaders or incremental adoption paths enable systemic transformation. [37:12] Teams often start with productivity or agile tools, then build structural clarity. [39:00] Clarity must be continuously updated—not a static achievement. [40:04] Empowerment needs limits; without knowing them, people can't lead. [41:01] Self-leadership means owning your role and acting with confidence. [42:00] IMMEDIATE ACTION TIP: Self-leadership—supporting people stepping up to be CEO of their role—requires clarifying limits to allow people freedom to lead within those limits. RESOURCES Brian Robertson on LinkedIn GlassFrog.com HolacracyOne's website QUOTES “Expertise is used to manage hard problems, to manage the work, not the people.” “If you need a boss who empowers you, you are in a fundamentally disempowering environment.” On leaders: “I've found that the leader's job is to create organizational clarity…They create the clarity that lets people step into their full power, their full freedom and lead… Their job is to obsolete themselves.” “They're defining boundaries. They're defining expectations. They're empowering by creating a system, a framework that is so clear that people don't need them to empower them. They can just simply step up into the power they have, because it's all obvious.” “Companies are complex adaptive systems in a massively complex environment in that kind of system.” “It's hard to use AI internally to companies if you don't have organizational clarity. If the way things work around here is in everyone's head, it's not clear and it's not consistent. It's hard for an AI to work with.” “It's training people to step out of just the victim mindset and into a co-creator mindset, into a ‘I can actually drive change here'.” “We need the kind of environment and the kind of culture that supports people really stepping up and being a CEO of their role.” “How do we consistently generate clarity because clarity is subject to entropy? Whatever clarity we have as our business evolves will rapidly become out of date.” “Clarity itself is only as good as people can actually harness and use it by leading within it, by having that power.”
Anamaria Ungureanu: Practical Strategies for Organizational Tool Rollouts Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Anamaria shares her approach to successfully implementing JIRA across an organization by focusing on practical value rather than forcing adoption. Her strategy involved identifying early believers within teams, conducting open discussions to gather feedback, and demonstrating concrete benefits like improved dependency management. Rather than trying to convince resisters, she concentrated on working with willing teams to showcase the tool's value, providing real-time support during implementation, and ensuring team members felt supported throughout the transition. Her method emphasizes being present to answer questions immediately and building momentum through successful early adopters. Self-reflection Question: When leading organizational change, how do you balance addressing resistance with amplifying the voices of those ready to embrace new approaches? [The Scrum Master Toolbox Podcast Recommends]
Freunde zu supporten, bedeutet auch, ihnen einen Safe Space zu bieten. Ilija ist dankbar für seine Freundin Laura, bei der er sich sicher fühlt. Eine Soziologin und ein Psychologe sagen: Reflexion und Privilegien-Check sind wichtig für gute Allys.**********Ihr hört: Gesprächspartner: Ilija, hat als queere Person in Laura eine Ally gefunden Gesprächspartnerin: Janine Dieckmann, Sozialpsychologin am Institut für Demokratie und Zivilgesellschaft in Jena, forscht zu Allyship Gesprächspartnerin: Tobias Herrmann-Schwarz, klinischer Psychologe, hat sich auf die Beratung queerer Menschen spezialisiert Autor und Host: Przemek Żuk Redaktion: Ivy Nortey, Stefan Krombach, Nina Bust-Bartels Produktion: Susanne Beyer**********Quellen:Namer, Y. et al. (2024). Intersectional Challenges to Cohesion? On Marginalization in an Inclusive Society. Campus Verlag, Frankfurt am Main.Pereira-Jorge, I. et al. (2025). Organizational norms and gender identity contexts shape when pronoun-sharing is perceived as disingenuous allyship: Evidence of a normative eclipsing effect. Journal of Experimental Social Psychology, 120.Knott-Fayle, G., Kehler, M., & Gough, B. (2023). Navigating allyship: straight and queer male athlete's accounts of building alliances. NORMA, 19(2), 80–95.Pietri, E.S. et al. (2024). A framework for understanding effective allyship. Nat Rev Psychol 3, 686–700.Cumming-Potvin, W. (2023). LGBTQA+ allies and activism: past, present and future perspectives. Continuum, 38(3), 338–352.**********Mehr zum Thema bei Deutschlandfunk Nova:Das queere ABC – Teil 1: "Niemand in der Community sagt 'divers'"Allyship: So werden Männer gute Verbündete für FrauenQueer auf dem Land: Wie wir unsere Community finden**********Den Artikel zum Stück findet ihr hier.**********Ihr könnt uns auch auf diesen Kanälen folgen: TikTok und Instagram .**********Meldet euch!Ihr könnt das Team von Facts & Feelings über Whatsapp erreichen.Uns interessiert: Was beschäftigt euch? Habt ihr ein Thema, über das wir unbedingt in der Sendung und im Podcast sprechen sollen?Schickt uns eine Sprachnachricht oder schreibt uns per 0160-91360852 oder an factsundfeelings@deutschlandradio.de.Wichtig: Wenn ihr diese Nummer speichert und uns eine Nachricht schickt, akzeptiert ihr unsere Regeln zum Datenschutz und bei Whatsapp die Datenschutzrichtlinien von Whatsapp.
What if burnout isn’t caused by working too much—but by caring too much without the right systems to support you? In this episode of Engineer Your Success, Dr. James Bryant talks with Peter Atherton, leadership consultant and former engineering firm principal, about high-performance burnout and building sustainable leadership. From the hidden signs of disengagement to reclaiming agency and purpose, Peter shares a proven, practical approach to transforming burnout into impact. You'll discover how to spot burnout before it takes over, how to lead without falling into the “hero on a hamster wheel” trap, and why time ownership is the most powerful skill no one teaches. Whether you're a technical leader feeling stretched too thin or a high achiever seeking a healthier path forward, this episode will help you build a career that works—for you and those you lead.
Organizational psychologist and University of New Hampshire professor Vanessa Urch Druskat has spent decades studying what separates the best teams from the rest. Spoiler: It's not hiring superstars. It's about creating emotionally intelligent norms.
Finding meaning at work impacts organizational culture.Organizational culture impacts our ability to retain and hire the necessary talent for our mission driven organizations.Finding talent to fill our key positions is essential to the success of our "organizations that matter".In this week's episode, I discuss this phenomenon cut against the backdrop of the rapidly changing (i.e., for-profitization) of the hospice industry.
Let's be real—every shop says they make quality parts. But doing it consistently? That's a whole different game. In this episode of the MakingChips Machine Shop MBA series, we break down what it actually takes to build—and sustain—excellence in quality control. From quoting parts you can actually make, to in-process inspections, to how your shipping paperwork could delay your cash flow, this episode covers the full spectrum. We dive into real-world strategies for building quality into every step of the process—from the first RFQ to the final shipment. We talk about ownership, team structure, risk-based IPC strategies, final inspections, and how a simple $100 reward created a culture of accountability on the shop floor. Whether you're building your first quality system or tightening up an already dialed-in process, this conversation will challenge you to think beyond just tolerances and calipers. You'll hear how quality isn't just about measuring—it's about quoting smarter, communicating across departments, and building a shop culture where excellence is everyone's job. This episode is packed with sharp insights and real-world stories from three shop leaders who know what it takes to deliver consistent, swit-level quality. Segments (0:50) Get excited for Top Shops 2025! (1:14) Why listening to MakingChips is SWIT (2:40) Why quality starts in quoting—before a chip is ever made (4:36) Aligning your manufacturing plan with your quality plan (6:35) Why you should track which tool cuts which feature (7:23) Probing vs. offline inspection: finding the right balance (8:27) Should quality report to operations? (Organizational insights) (11:41) Why balloon drawings still matter—and the tools to make it easier (14:30) Incoming and outgoing inspections for outside processing (16:48) When (and why) to keep quality in-house (17:41) First articles, first parts, and final inspection clarity (20:18) Grow your top and bottom line with CLA (20:57) Should machines sit idle during inspection? Risk vs. throughput (22:47) Calibration musts: Why you can't trust dropped tools (24:08) Catching bad tolerances before they hit the floor (26:00) Deviation requests: When it's worth asking (27:00) Rotating inspection plans and in-process strategies (29:53) Building inspection frequency around quantity and value (30:35) Peer checks and the $100 bill that changed everything (32:05) What “final inspection” really means at Hill Manufacturing (36:02) When paperwork mistakes delay payment—and damage quality ratings (37:37) Systematizing delivery to meet each customer's expectations (39:16) The bottom line? Quality is everyone's job (40:21) 3 reasons to check out Buy the Numbers Resources mentioned on this episode Get excited for Top Shops 2025! Grow your top and bottom line with CLA High QA Lights Out Automation Trap Series Connect With MakingChips www.MakingChips.com On Facebook On LinkedIn On Instagram On Twitter On YouTube
Send us a textWe want your helmet (for the AVB CTC)! Check this out to find out more: https://www.youtube.com/watch?v=Qg5_ZwoCZo0Sign up for the B Shifter Buckslip, our free weekly newsletter here: https://lp.constantcontactpages.com/su/fmgs92N/BuckslipShop B Shifter here: https://bshifter.myshopify.comAll of our links here: https://linktr.ee/BShifterPlease subscribe and share. Thank you for listening!Nick Brunicini, Terry Garrison, and Pat Dale examine the vital connection between internal department culture and external customer service in the fire service.• Core services involve technical aspects of firefighting while added value services humanize customer interactions• Customers rarely write letters about equipment or tactics but frequently comment on how firefighters made them feel• Treating members of the organization with kindness and respect creates the foundation for excellent public service• Leadership must consistently model the expected behaviors and hold everyone accountable to the same standard• The "push broom story" demonstrates how leadership decisions either support or undermine organizational culture• Being nice doesn't mean avoiding accountability—it means addressing issues with dignity and respect• Effective leaders establish personal authority through consistent behavior rather than relying solely on positional power• Organizational culture is shaped by how leadership responds to challenges and treats team members• Modern fire service leadership requires balancing tradition with evolving professional standardsJoin Pat and Terry at this year's Blue Card Hazard Zone Conference, September 29-October 3 at the Sharonville Convention Center near Cincinnati.
In this episode of In The Breakroom, host Bill Grob (shareholder, Tampa) is joined by Melissa Bailey (shareholder, Washington, D.C.) to discuss the viral Coldplay concert scandal involving high-profile executives. Melissa and Bill discuss the implications of workplace relationships, the importance of HR integrity, and the legal ramifications for companies, including the PR and financial consequences of going viral. Tune in to hear their analysis on how employers should navigate these tricky situations and the broader impact on organizational trust and culture.
Episode Overview Retailers recognize the need to transform, but most are missing the crucial first step. In this episode of Talk Retail to Me, Parker Avery's Dan Wittner joins Snowflake's Freddy Guard for a candid discussion about one of the most underestimated barriers to retail innovation: disconnected, messy, and misgoverned retail data. Whether it's launching AI initiatives, reshaping supply chains, or reimagining omnichannel experiences, true retail transformation begins with a solid data foundation. But legacy systems, siloed functions, and a lack of clear governance continue to block progress, even for Fortune 500 retailers. Dan and Freddy break down why transformation fails without clean, connected data and outline how progressive retailers are finally getting it right. From AI-enabled data cleanup to demand planning and inventory visibility, they share actionable steps for retailers ready to transform and realize meaningful, sustainable business results. Featuring Dan Wittner – Chief Revenue Officer, The Parker Avery Group Freddy Guard – Industry Principal, Retail & Consumer Goods, Snowflake Key Takeaways Transformation begins with data. No technology can deliver ROI without a clean, unified data foundation. Retail is at an inflection point. Channel complexity, evolving shopper behavior, and economic volatility demand better data visibility and governance. Data strategy must be a business strategy. Aligning IT and business objectives is crucial for driving meaningful change. Start small to scale fast. Break inertia by focusing on a high-impact use case, then use that momentum to drive enterprise-wide transformation. AI is no longer the barrier. With modern tools, data cleanup and governance are now finally scalable, enabling faster decision-making and smarter planning. Organizational change management is critical to successful transformation. Technology alone doesn't transform a business; people and culture do. Success requires vision and leadership. Winning retailers are pairing strategic roadmaps with empowered business champions to drive sustainable change. Episode Highlights Why retailers must rethink data as a transformation enabler, not just a technical asset The disconnect between AI hype and data reality How legacy thinking is holding back progress What meaningful change looks like, from inventory chaos to demand-driven agility Real-world case study: how a global grocer unlocked enterprise-wide transformation by modernizing data Why transformation efforts fail without business alignment and culture change How to build the right capabilities roadmap: assessment, strategy, and execution Related Content & Resources Video Replay on YouTube: https://youtu.be/j7GJLoeOEmM Parker Avery Retail Consulting Services https://parkeravery.com/retail-consulting/ Learn more about Snowflake http://www.snowflake.com/ Blog Post | Optimizing Data Readiness for AI in Retail https://parkeravery.com/optimizing-data-readiness-for-ai-in-retail/ Talk Retail to Me Podcast | Winning with Data and Hyper-Localized Assortments https://parkeravery.com/winning-with-data-and-hyper-localized-assortments/ Insights | The Expert Guide to Data Governance in Retail https://parkeravery.com/data-governance-in-retail/ Case Study | New Strategy for Master Data Supports Core Merchandising Transformation https://parkeravery.com/industry-experience/new-strategy-for-master-data-supports-core-merchandising-transformation/
In this episode, Ricardo discusses a case involving the CEO of Astronomer, who was caught with a subordinate during a concert, leading to both of their departures from the company. The episode highlights three main lessons: (1) A leader's reputation is a strategic asset, directly linked to the company's image. (2) There is no longer a separation between personal and professional life; behavior outside of work also impacts the organization. (3) Organizational culture begins with leadership, and misconduct can compromise the company's governance and credibility. The case serves as a warning about how individual attitudes can negatively impact projects, teams, and business broadly and immediately. Listen to the podcast to learn more!
Have you ever felt like a fraud or doubted your accomplishments? In this episode, Kevin welcomes Aoife O'Brien to discuss the often-misunderstood phenomenon of imposter syndrome. Aoife shares research that led her to identify five distinct imposter identities: The Overachiever, The Comparer, The People Pleaser, The Procrastinator, and The Success Fearer, and explains how these behaviors show up and affect individuals and teams. They also talk about how common imposter syndrome is in the workplace, how it can hurt performance and confidence, and how leaders can recognize and support team members who might be struggling. Aoife also introduces her simple ABCDE framework as a practical tool for overcoming imposter thoughts. Listen For 00:00 Intro to Imposter Syndrome 00:30 Welcome to the Remarkable Leadership Podcast 01:25 Kevin introduces his book “Flexible Leadership” 02:10 Introducing Aoife O'Brien 03:00 Aoife's professional journey and inspiration 05:00 Organizational culture and work fulfillment 06:00 Connecting imposter syndrome to workplace happiness 07:00 Aoife's personal imposter syndrome story 08:30 Being featured in a national newspaper 10:00 Defining imposter syndrome 12:00 The impact on individuals and teams 13:00 Imposter syndrome vs. confidence 14:00 How widespread is imposter syndrome? 15:30 Common triggers and barriers 17:00 What leaders can look for in team behavior 18:40 Examples of behavior linked to imposter syndrome 20:00 Real-world feedback from the audience 21:20 Aoife's 5 Imposter Identities 23:15 The Overachiever 23:45 The Comparer 25:20 The People Pleaser 26:15 The Procrastinator 28:00 The Success Feeler 30:00 Aoife's ABCDE Framework 31:00 Acknowledge 31:40 Build Belief 32:30 Courageous Action 33:30 Do It Anyway 34:00 Everyday Practice 35:00 What Aoife does for fun 35:50 What Aoife is reading 36:30 Where to find Aoife online 38:00 Kevin's “Now What?” challenge to listeners Aiofe's Story: Aoife O'Brien founded Happier at Work in 2019 because she witnessed firsthand the impact of poor workplace culture on both organizations and employees. Using her research-based Happier at Work framework, she partners with Global Talent & HR Leaders to cultivate human-centered workplace cultures that prioritize wellbeing, career growth, and meaningful impact. She supports employees to build their confidence, gain career clarity and reach their full potential, while driving increased engagement and retention in organizations. Her clients hire her to speak, train and deliver corporate programs. She has worked with global organizations like Meta, MSD, Ciena, AbbVie, Logitech, and HubSpot. Her award-winning podcast, Happier at Work®, has a global audience of over 125k. This Episode is brought to you by... Flexible Leadership is every leader's guide to greater success in a world of increasing complexity and chaos. Book Recommendations The Happiness Trap (Second Edition): How to Stop Struggling and Start Living by Russ Harris Flexible Leadership: Navigate Uncertainty and Lead with Confidence by Kevin Eikenberry Like this? Love Your Imposter with Rita Clifton Join Our Community If you want to view our live podcast episodes, hear about new releases, or chat with others who enjoy this podcast join one of our communities below. Join the Facebook Group Join the LinkedIn Group Leave a Review If you liked this conversation, we'd be thrilled if you'd let others know by leaving a review on Apple Podcasts. Here's a quick guide for posting a review. Review on Apple: https://remarkablepodcast.com/itunes Podcast Better! Sign up with Libsyn and get up to 2 months free! Use promo code: RLP
In this no-holds-barred solo rant, AJ peels back the layers of what's really driving (or stalling) organizational transformation in 2025. This one's for the CHROs, COOs, and strategic operators who are actually in the trenches—grappling with reorgs, AI adoption, middle management drag, and sluggish decision-making structures that choke scale and stunt innovation.With 75% of orgs facing workforce shifts and 51% of HR leaders citing slow decision-making as their biggest barrier to transformation, AJ delivers a fast-paced breakdown of what must change—now. From internal talent marketplaces to AI-assisted decision tools, cross-functional pods to change ambassadors, he challenges leaders to radically reimagine autonomy, accountability, and alignment.This episode is part sermon, part strategy blueprint, part organizational therapy—and all fire. If your org is scaling, stalling, or somewhere in between, there's a playbook hidden in this episode that you need to hear.
In this episode of Learning Matters, we sit down with Adam Hickman, VP of Organizational and Employee Development at Partners FCU, to explore what truly makes a great leader in today's workplace.From his early days cleaning flea markets to leading L&D strategy for a Disney-affiliated credit union, Adam shares his real-world insights on leadership transitions, practical applications of AI in learning, and why grit and gratitude are the keys to long-term success.We discuss:✔ What separates good managers from great ones✔ The overlooked skill of decision-making in leadership✔ Practical ways AI is transforming L&D today✔ The truth about hybrid work and generational myths✔ How to build career pipelines that actually work✔ Why “coaching” should be at the core of every leadership rolePlus, Adam gives us a behind-the-scenes look at his book Grit and Gratitude and shares advice he'd give his younger self. Whether you're in HR, L&D, or just trying to grow as a leader, this is an episode you don't want to miss.Connect with Adam Hickman on LinkedIn: https://www.linkedin.com/in/adamghickman/Check out his book: Grit and Gratitude: The Science and Art of a Successful Career LifeCatch up on Adam's writing with Gallup: https://www.gallup.com/people/198032/adam-hickman.aspxStay locked in to Adam's articles with HR Grapevine: https://www.hrgrapevine.com/us/search?keywords=Adam+HickmanAt ttcInnovations, we help businesses create lasting change with immersive learning experiences. Through instructional strategy, design, and content development we empower employee confidence, performance, and results.
Dive into Episode #149 of the Psych Health and Safety USA Podcast with host Dr. I. David Daniels, PhD, CSD, VPS, and special guest Simmone Bowe, leadership development consultant and founder of Limitless Life, a boutique training and HR consulting firm helping business leaders refine people strategy, performance improvement, leadership development, executive and career coaching, and mentorship.Organizational limits can become psychosocial hazards when they create stress, uncertainty, or negatively impact employees' mental well-being. Here's how:• High Job Demands: Excessive workloads, unrealistic deadlines, and constant pressure can lead to chronic stress and burnout.• Lack of Control: When employees have little say in how they perform their work or are given limited decision-making authority, it can lead to frustration and helplessness.• Poorly Managed Organizational Change: Frequent restructuring, downsizing, or mergers without clear communication can cause anxiety and insecurity.• Unclear Roles and Expectations: Conflicting responsibilities or vague job descriptions can lead to confusion and stress.• Limited Support: A lack of social support from colleagues or supervisors can make employees feel isolated and vulnerable.• Inadequate Reward and Recognition: Feeling undervalued or underappreciated can lead to demotivation and resentment.Ms. Bowe's expertise in training, development, HR, and leadership provides a unique perspective on how individuals and organizations can break through these limits to become truly limitless.
Summary In this episode, Dennis and Mark Perna discuss the essential professional skills needed to thrive in an AI-driven workplace. They explore the importance of communication, teamwork, leadership, problem-solving, and other skills that will set individuals apart in the evolving job market. Mark emphasizes that while AI is a powerful tool, it cannot replace the human touch and the unique skills that people bring to the table. The conversation highlights the need for continuous development of these skills to stay relevant and effective in the workplace. Takeaways AI is a tool that enhances human capabilities, not a replacement. Communication skills are paramount in the workplace. Teamwork is essential, especially in remote settings. Verbal and written communication must be clear and effective. Organizational skills help manage personal and professional tasks. Interpersonal skills foster connections and engagement. Computer literacy is crucial for leveraging technology effectively. Leadership is about inspiring and guiding others, not just authority. Problem-solving skills are highly sought after by employers. Attention to detail can prevent costly mistakes and ensure success. 10 Professional Skills You Need To Stay Ahead Of The AI Curve 1. Communication Skills No surprises here. Communication seems to top every list of soft skills ever compiled. The ability to communicate clearly prevents costly misunderstandings and mistakes, reducing frustration and burnout on teams. Clear communication not only allows you to convey your ideas and needs effectively, but also helps you listen actively to what others are saying. It's little wonder that this skill is in such high demand across all industries. 2. Effective Teamwork Whether you work in person or remotely, the quality of the team you're on can make or break your experience. Strong teams are simply more effective than those distracted by infighting or simply disengaged. That's why being able to work well with others is a skill that will elevate you above other candidates. The good news is, you can practice being a strong team member even if others on your team aren't by taking initiative. 3. Verbal Communication It's interesting that among the top four soft skills Pearson uncovered, three have to do with communication. Verbal communication is growing in value while return-to-office mandates increase, bringing employees into face-to-face contact perhaps more than any other time in the last five years. Being able to communicate effectively in person isn't just about how well you speak. It's also how well you make eye contact, listen to others and express interest in their point of view. 4. Written Communication AI can write everything for us these days, right? No. It is my belief that no matter how good AI gets, there will always be a premium placed on words written solely via human agency. Even if we do use AI-generated content as a starting point, it can only produce what we tell it to. Organizing ideas, composing a compelling argument and putting the final touches on a written work are human-level skills we all still need. Being able to compose and communicate your thoughts effectively will never become obsolete. 5. Organizational Skills We live distracted lives and many of us toggle between personal and professional tasks many times a day, or often, many times an hour. Executive function, or those cognitive skills which help us organize our lives by managing tasks, planning ahead and problem solving, is key to staying on top of everything we have to get done. Organized individuals have good executive function and can adapt to and prioritize the needs of the moment. 6. Interpersonal Skills I frame interpersonal skills as the ability to create and sustain human connection. To connect with someone is to make them feel seen, heard and valued. No matter how brief or sustained their interaction with you, it means you make others feel their thoughts and feelings matter to you. Strong interpersonal skills encourage increased motivation, engagement and a positive attitude about whatever you need to accomplish together. Simple ways to connect with others more effectively with those in your sphere is to practice eye contact, active listening and validation of what they're saying. It doesn't mean you have to agree with it, but let them know their perspective is worth hearing. 7. Computer Literacy Is this tech skill really a professional skill? I believe so, because what's the purpose of using a computer? Somewhere, somehow, everything we do online ultimately affects others. Computers exist to help humans. Your ability to navigate the digital world with ease allows you to be a better team member because you can focus on the work and people at hand, rather than the mechanics of using the technology. 8. Leadership Skills Leadership is not about the title you hold. Anyone who influences others in a positive direction is a leader. We need more people like this. While only 6% of Gen Z workers aspire to senior leadership roles within their organization, that will not prevent them from exercising the core skills of great leaders: vision, purpose, negotiation, empathy, teamwork, communication and more. In a way, all professional skills are on display in great leadership. It's the skill that requires all the rest in order to be effective. 9. Problem Solving Before I hire someone, one of the most important skills I look at is their ability to solve problems. Every day presents a new set of challenges to overcome and employers need people who can tackle these problems without a lot of handholding. Though critical thinking is a vital component to good problem solving, I find that it's more about the attitude people bring to problems than their actual abilities to solve them. A smart, tech-y person who nevertheless displays a give-up attitude in the face of challenges is not a problem solver. We should all strive to meet problems head-on and work proactively on a solution before leaning too heavily on those around us to solve it. 10. Attention To Detail I'm thrilled this skill made the top 10 because it's one that I prize in every member of my own team, and I don't think it gets enough attention. Attention to detail is what sets the great apart from the good. People who are motivated to pursue perfection in the small things are the ones who produce the best work. Details matter and can make all the difference in the final result. That said, I'm not advocating for perfectionism, but I will advocate all day for caring enough about the outcome to get the details right. People who care at that level about the work they produce are in high demand.
Angela Lapovsky, a seasoned business strategy and operations consultant and Fractional COO with over 15 years of experience driving transformational change and sustainable growth. As Founder of ARL Elevate, Angela helps organizations and teams across a variety of industries translate the vision for their business into reality by helping them solve complex business problems and creating a business strategy to target those challenges. Angela specializes in enhancing operational effectiveness, leading change initiatives, and empowering leadership teams through Fractional COO support, project-based services, and as a strategic advisor. Drawing on her deep expertise across Fortune 500 companies as well as small businesses, Angela brings a collaborative and results-driven approach to navigating organizational shifts
This week, Anne chats with special guest Dr. Tyler Amell, about the science behind the aging process .
By request, a special episode on how I've seen ADHD manifest in women! Organizational issues, impulsivity, hyperfocused courtship and dramatic drop out of the honeymoon stage, and more!Subscribe if you love the DPM show! https://creators.spotify.com/pod/show/drpsychmomshow/subscribe and you'll get all my awesome bonus episodes! Most recent: "Chat GPT Has MASSIVE LIMITATIONS As A Therapist."For my secret Facebook group, the "best money I've ever spent" according to numerous members: https://www.facebook.com/groups/drpsychmomFor coaching from DPM, visit https://www.drpsychmom.com/coaching/For therapy or life coaching, contact us at https://www.bestlifebehavioralhealth.com/
Remember that gut-clenching fear of speaking up in class? Organizational psychologist Rafael Chiuzi reveals how that same feeling shows up in the workplace, limiting productivity and the free exchange of ideas. Backed by decades of research and hands-on consulting, he unpacks the science of psychological safety — and shares three actionable steps to build teams where curiosity thrives and courage replaces fear.Want to help shape TED's shows going forward? Fill out our survey!For a chance to give your own TED Talk, fill out the Idea Search Application: ted.com/ideasearch.Interested in learning more about upcoming TED events? Follow these links:TEDNext: ted.com/futureyou Hosted on Acast. See acast.com/privacy for more information.
Organizational adjustments at the NCAA office, House plaintiffs attorneys stack cash and more.We would love to know what you think of the show and you can let us know on social media @D1ticker.If you are not subscribed to D1.ticker, you can and should subscribe at www.d1ticker.com/.
7.10.25 Hour 2, Kevin Sheehan, Producer Max and callers give their picks for Commanders players that are locks for the NFL Top 100 list and which Commander will be ranked the highest. Barry Svrluga from The Washington Post joins the Kevin Sheehan Show to discuss the direction of the Nationals organization and structure after the firings of Davey Martinez and GM Mike Rizzo.
Pascal Papathemelis: Selecting the Appropriate Agile Values for Organizational Impact Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Pascal defines success for Scrum Masters through his recent mantra of "effectiveness over efficiency," "outcome over output," and "create value for the customer." Working with a client introducing a new digital platform, he focuses on understanding the value for both the organization and end customers while minimizing confusion in the process. Pascal emphasizes the importance of ensuring work sustainability over time by focusing on Agile values and principles and their deep understanding. He customizes the Agile Manifesto's values and principles for each organization, such as focusing on customer value, collaboration, and constant learning. Pascal strategically highlights the principles and values that address the biggest challenges facing the organization at any given time, making Agile concepts relevant and actionable for the specific context. Featured Retrospective Format for the Week: Sailboat Pascal recommends the sailboat retrospective as his preferred format, though he emphasizes that the choice depends on context and team focus. He values this metaphor-based retrospective because it helps teams discuss critical aspects of their work through different perspectives. The sailboat format allows teams to explore what propels them forward (wind), what holds them back (anchors), what they need to watch out for (rocks), and their destination (island). Pascal also uses timeline retrospectives and stresses the importance of varying retrospective formats to prevent teams from falling into routine patterns that might limit their ability to bring fresh insights to their work. He believes that good data and effective visualization are essential components of any successful retrospective format. Self-reflection Question: How effectively are you customizing Agile principles to address your organization's specific challenges and context? [The Scrum Master Toolbox Podcast Recommends]
Mastering Disaster Preparedness and Business Continuity: Expert Insights from Kenneth EdmondsIn this episode of The Thoughtful Entrepreneur, host Josh Elledge sits down with Kenneth Edmonds, CEO & Founder of 22nd Century Management, to explore the critical importance of disaster preparedness and business continuity. Kenneth shares his extensive experience helping companies safeguard operations, prevent catastrophic losses, and create actionable strategies for resilience. From cybersecurity threats to natural disasters, this conversation is a powerful wake-up call for any business owner who wants to protect their people, profits, and reputation.Why Disaster Planning Is Non-NegotiableKenneth emphasizes that proactive disaster planning is not just a safety net—it's a business imperative. With 40% of businesses never reopening after a major disaster, the stakes couldn't be higher. He illustrates this with the story of a limousine company that survived 9/11 thanks to a well-executed plan, gaining a competitive advantage while others faltered. Kenneth urges leaders to treat disaster planning as an ongoing process that builds organizational readiness and agility.He breaks down how companies can identify critical functions, assess vulnerabilities, and use tools like AI to inform risk assessments. Kenneth also highlights often-overlooked areas, such as untested data backups and vague communication protocols, that can make or break recovery efforts. His advice: test, revise, and engage your team regularly to ensure your plan is both comprehensive and executable.From creating incident command structures to running simulation drills, Kenneth lays out a roadmap that transforms disaster planning from a dusty binder into a dynamic, life-saving strategy. His expert insights help leaders prepare for the worst while empowering their teams to act with clarity and confidence when crises hit.About Kenneth Edmonds:Kenneth Edmonds is the CEO & Founder of 22nd Century Management and a seasoned disaster preparedness expert. With decades of experience, Kenneth has helped businesses develop comprehensive continuity plans, mitigate risk, and navigate crises with confidence. His work integrates AI-driven assessments, team training, and best-in-class frameworks to help organizations stay resilient in the face of any disruption.About 22nd Century Management:22nd Century Management specializes in disaster preparedness, business continuity planning, and risk mitigation for businesses of all sizes. With a hands-on, customized approach, the firm helps clients protect their operations, empower their teams, and stay competitive even in times of crisis.Links Mentioned in this Episode:Kenneth Edmonds on LinkedIn22nd Century Management WebsiteEpisode Highlights:40% of businesses never reopen after a major disasterKey elements of a comprehensive disaster planReal-world case study: A limo company's survival post-9/11Why cybersecurity insurance and tested backups are crucialBuilding incident command structures and running simulationsConclusionKenneth Edmonds delivers a compelling message: disaster planning isn't optional, it's essential. His strategies help businesses not only survive the unexpected but emerge stronger and more competitive. This episode is a must-listen for leaders ready to safeguard their future...
Is your home packed with emotional baggage... and maybe a few fondue sets you haven't touched since 2003? Organizational expert Tracy McCubbin joins us to talk about the emotional side of clutter—why it builds up, how it weighs us down, and what to do when your sentimental stuff is quietly running the show. Meanwhile, Joe and OG dig into another kind of mess: the billions retirees lose by claiming Social Security too early. Timing isn't just everything—it's the difference between thriving in retirement and wondering where all the money went. In this episode, we cover: Why sentimental clutter is more than just "stuff"—and how to finally let it go. How donating intentionally can breathe new life into your old things (and clear some mental space). The tough conversations adult kids need to have with parents about downsizing and letting go. Strategies to help you avoid making costly Social Security decisions. A surprisingly thoughtful take on the Taco Bell Hotel (yes, it's real... and yes, it sold out in minutes). Plus: a listener question, some truly questionable fashion choices, and one more reason not to hoard your retirement benefits—or your holiday dishes. Learn more about your ad choices. Visit podcastchoices.com/adchoices
In this episode, The Thoughtful Counselor welcomes Kenneth Edwards to discuss how professional counselors can engage in organizational consulting. Kenneth and contributing host Theo Burnes discuss the multiple ways that counselors can use their skills to facilitate and empower organizational change. Topics addressed include advocacy efforts within professional organizations in counseling, engaging in organizational counseling, and mentoring for students and early career professionals who are interested in professional consultation. For more on our guests, links from the conversation, and APA citation for this episode visit https://concept.paloaltou.edu/resources/the-thoughtful-counselor-podcast The Thoughtful Counselor is created in partnership with Palo Alto University's Division of Continuing & Professional Studies. Learn more at concept.paloaltou.edu
#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com Abi Adamson, founder of the Culture Partnership, shares her journey from a working-class background in London to becoming a leading voice in workplace culture and inclusion. Abby discusses her experiences with bias and elitism in hiring practices, the impact of name bias on job opportunities, and the importance of empathy in addressing workplace challenges. She emphasizes the need for organizational change and the role of psychological safety in fostering inclusive environments. Abi shares her experiences with classism and racism in the workplace, detailing her journey from working in corporate environments to starting her own business. She discusses the challenges women of color face in HR dynamics, the importance of psychological safety in organizations, and the need for an authentic company culture. The conversation also highlights positive changes in workplace culture and Abi's aspirations for the future, including her desire to engage in more speaking opportunities and share her insights on culture and inclusion.Takeaways Abby's background shaped her perspective on workplace culture.Experiences of bias can drive individuals to seek change.Name bias significantly affects job opportunities for people of color.Elitism in hiring practices limits diversity in organizations.Challenging the status quo requires strategic navigation.Organizational change often starts with small, incremental steps.Toxic work environments can be identified through early red flags.Empathy and awareness are crucial in addressing biases.Diversity in the workplace enhances creativity and innovation.Personal experiences can fuel professional passion and purpose. Classism can be as damaging as racism in the workplace.Starting a business was a response to negative experiences in corporate settings.Women of color often face unique challenges in HR dynamics.Psychological safety is crucial for employee well-being.Authenticity in company culture is essential for true inclusion.Positive changes in workplace culture are happening, but more is needed.Organizations must be open and honest about their cultural challenges.Diversity and inclusion initiatives should be genuine, not performative.Career advice: The magic is within you, and you are the MVP.If there's no seat at the table, build your own table. Chapters 00:00 Introduction to Abby Adamson and Her Work03:08 Abby's Journey into the People Business05:59 Experiences of Bias in the Workplace08:59 The Impact of Name Bias on Job Opportunities11:57 Challenging Elitism in Hiring Practices14:58 Navigating Organizational Change17:48 Experiences in a Toxic Work Environment24:53 Confronting Classism and Racism in the Workplace25:56 The Decision to Start a Business29:57 Experiences with HR and Workplace Dynamics34:04 Creating Psychological Safety in Organizations37:56 The Importance of Authenticity in Company Culture44:00 Positive Changes in Workplace Culture49:02 Future Aspirations and Career Advice
The Learning Leader Show with Ryan Hawk Go to www.LearningLeader.com for full show notes This is brought to you by Insight Global. If you need to hire 1 person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world have the hustle and grit to deliver. www.InsightGlobal.com/LearningLeader Larry Connor is an entrepreneur, non-profit activist investor, and adventurist. In business, he is best known for founding The Connor Group, a real estate investment firm, and growing it from $0 to $5 billion in assets. Outside of work, Larry lives an adventurous life. Within a 12 month period Larry did something that had never been done before. He completed 3 dives to the deepest part of the ocean (the Mariana Trench) AND traveled to the International Space Station as an astronaut. In addition to that, Larry is a private pilot and was part of a Le Mans racing team that has won championships. “At The Connor Group, we don't have, and never will have, a mission statement. We have culture. When you have the latter, the former is not necessary.” The culture is built on 5 core values, on which we don't compromise: Do the right thing People count Live the Circle of Success Think long-term, not short-term Relentless pursuit of excellence “We exist, quite simply, to be the best.” “We don't hire for experience. We don't hire for knowledge. We don't care where you went to school. We hire for personality traits. Especially in leadership roles. You have to have the big 6. You have to have all 6. They are: 1. Be able to motivate and inspire others. 2. Self-accountability and ability to hold others accountable in an honest, direct manner. 3. Organizational multi-tasking. The speed of the game is fast. 4. Cultural fit. 5. Grit. Doing the thing that others say are impossible. 6. Work orientation. If you want to come in at 8:30, take a 90-minute lunch, and leave at 4:30, The Connor Group is not for you. “People never outperform their own self-image. So aim high!” “Mediocre people don't like high achievers and high achievers don't like mediocre people.” “By definition, if you want to be exceptional, you have to be different. If you're like everybody else, you're going to end up like everybody else.” In 2008, Larry said, “We simply decided we weren't going to participate in the global recession.” 3 P's - People, Plan, Process People's performances are measured through daily, weekly, and monthly IAMs (Individual Accountability Meetings). Clear expectations and clear management. When I asked him about becoming a billionaire, Larry immediately jumped to the impact he's having on others. “There are far more important standards than money. How well have you treated your associates? Have you made them better people? How much have you done to help other people? Have you made a difference?” All of that is available to all of us regardless of us being a billionaire or not. The company headquarters are next door to a hangar that houses a working model of the “Wright B Flyer” - The Wright Brothers' first production airplane.
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