Podcasts about organizations

Tuesday marks the deadline for journalists to decide whether to comply with the Pentagon's new rules for keeping credentials. Virtually every news organization, including PBS News, have refused to sign it, arguing that it infringes on First Amendment protections. Geoff Bennett discussed more with Nancy Youssef of The Atlantic and David Schulz of the Media Freedom and Information Access Clinic. PBS News is supported by - https://www.pbs.org/newshour/about/funders. Hosted on Acast. See acast.com/privacy

In this episode of the HR Mixtape podcast, host Shari Simpson welcomes Dave Garrison, co-founder of Garrison Growth, to discuss the critical role of leadership in fostering a culturally intelligent and collaborative workplace. With a wealth of experience as a CEO and board member, Dave shares insights on how leaders can inspire their teams to engage fully and create an environment of psychological safety. This conversation is particularly timely as organizations navigate the evolving employee experience landscape, emphasizing the importance of purpose-driven leadership and inclusive practices. Listener Takeaways: Learn how to cultivate psychological safety by prioritizing human connection over tasks. Discover why aligning on a compelling purpose can enhance employee engagement and retention. Explore strategies for effective feedback that reinforces trust and encourages open dialogue. Hit “Play” to gain valuable insights that can transform your leadership approach and improve team dynamics! Guest(s): Dave Garrison, Co-founder, Garrison Growth

Why is it so important to meet employees where they are—emotionally, professionally, and generationally? Deon MacMillan, Chief People Officer at Pax8, shares her approach to cultivating a dynamic, people-first culture amidst hypergrowth. Her leadership philosophy revolves around balancing high-tech innovation with high-touch human engagement.   Highlights include: The need to honor each employee's current journey, using thoughtful development strategies, AI fluency, and a deep understanding of multi-generational needs. “Meeting them where they are” drives tailored learning paths, stronger engagement, and authentic brand ambassadorship from within. Navigating the tension between scaling a global organization and preserving its unique culture. From one-on-one rituals to employee listening programs, she focuses on creating alignment between purpose and performance. "Organizations that can balance hi tech and high touch will win".   Connect with Deon on LinkedIn and visit Pax8.com to stay informed about the community.   Timestamps: [08:28] Dispel the fear around AI [09:10] The 5 Generation Workforce [15:43] Developing talent around the globe [24:24] Leading Horizontally   --- more ---   If you want to master the art of audience engagement while learning how to conquer speaking anxiety, deliver persuasive presentations, and close more deals, this is the program for you. Twins Talk It Up is hosted by identical twin brothers Danny Suk Brown and David Suk Brown, who share leadership communication strategies designed to help professionals embrace the power of their authentic voice.   Together, we'll explore tips and tools to unlock the full potential of your voice, dominate every stage you step onto, and elevate your influence and value. Along the way, we'll crush goals and share plenty of laughs.   Book a Free 15-minute discovery call: dsbleadershipgroup.com/schedule-a-call/ Website: appmeetup.com/twinstalkitup/ Community: facebook.com/groups/publicspeakingpoints Patreon: patreon.com/twinstalkitup

In this episode, we have Erica N. Reed, a psychotherapist, corporate trainer, and adjunct professor, uses her clinical expertise to help leaders and employees “lead from within.” After leaving a toxic agency job and launching a private practice fifteen years ago, she eventually reframed herself as a CEO and began pairing individual wellness work with organizational training. Her mission is to improve employee satisfaction and mental health, arguing that when people feel valued and emotionally safe, they become more productive and stay longer with the company. She emphasizes that true leadership isn't just about skills or credentials, but about emotional intelligence and the human element of business. Website: www.ericanreed.com Free Offer – managestressatwork LinkedIn – ericanreedlcswc Facebook Group – SelfCareforSuperwomen Previous Episode: iam367-psychotherapist-teaches-organizations-to-optimize-strengths-of-employees Check out our CEO Hack Buzz Newsletter–our premium newsletter with hacks and nuggets to level up your organization. Sign up HERE.    I AM CEO Handbook Volume 3 is HERE and it's FREE. Get your copy here: http://cbnation.co/iamceo3. Get the 100+ things that you can learn from 1600 business podcasts we recorded. Hear Gresh's story, learn the 16 business pillars from the podcast, find out about CBNation Architects and why you might be one and so much more. Did we mention it was FREE? Download it today!

Welcome back to the Talent Development Hot Seat Podcast! In today's episode, host Andy Storch sits down with Dr. Colin Fisher, Associate Professor of Organizations and Innovation at University College London's School of Management, to dive deep into the hidden processes that make teams—and organizations—thrive. From his unique journey as a professional jazz musician to becoming a renowned researcher on group dynamics and creativity, Colin shares insights from his latest book, The Collective: Unlocking the Secret Power of Groups.Together, Andy and Colin explore why we're so attached to the myth of the lone genius, what most team-building exercises are getting wrong, and how the structure of a team—right from its inception—can make or break its success. Drawing from science, real-world examples, and personal experience, they break down the essential elements for building high-performing, synergistic teams, and discuss practical strategies for leadership, rewards, and navigating the post-Covid world of remote and hybrid teamwork.Whether you're a talent development professional, team leader, or just passionate about helping people and organizations achieve more together, this conversation is packed with actionable advice and thought-provoking research you won't want to miss!Order Own Your Brand, Own Your Career on AmazonApply to Join us in the Talent Development Think Tank Community!This episode is sponsored by Mento which offers a unique 80/20 mix of coaching and mentorship so that your people can increase performance and success. This episode is also sponsored by LearnIt, which is offering a FREE trial of their TeamPass membership for you and up to 20 team members of your team. Check it out here.Connect with Andy here: Website | LinkedInConnect with Colin: LinkedIn: LinkedInKeynotes:1. Colin's Professional Journey and Origins in Collective Intelligence2. Studying Teams: Gaps and Structural Issues3. The Structural Foundations of Team Performance4. The Myth of the Lone Genius and Value of Teams5. Balancing Individual Recognition with Team Success6. The Science of Team Building: What Works and What Doesn't7. Creating Synergistic Teams8. Practical Guidance for Talent Development Professionals9. Harnessing Competition within Teams10. Managing Remote and Hybrid Teams11. Leadership and Coaching Impact on Group SuccessMentioned in this episode:Check out Learnit! For fantastic on-demand learning, check out learnit.com/hotseatTry Mento for coachingFor coaching with real-world experience, check out Mento.co

Show Notes: Brian Potter, author of The Origins of Efficiency, explains his core model of efficiency, which includes five levers: production method, increasing production rate, lowering input costs, removing steps, and reducing variability. The Work behind the Book Brian discusses his background in the construction industry and his initial struggles in writing the book, including difficulties in explaining his thesis simply and coherently and the inspiration behind writing the book. He describes his process of iterating and refining his ideas, eventually classifying various strategies for improving productivity into a few key buckets.  Economies of Scale in the Construction Industry The conversation turns to the book's argument that construction costs have not decreased, contrasting it with other manufactured goods. Brian explains the unique challenges in achieving economies of scale in construction, such as the difficulty in transporting buildings and the high costs of building materials and labor. He discusses the historical lack of economies of scale in large home builders and the challenges posed by different building codes, permitting jurisdictions, and environmental requirements. Brian emphasizes the difficulty of reducing input costs in construction due to the fixed nature of building materials and labor costs and explains how it compares to other industries and products.  How Transport Impacts Costs in Construction The book explores the importance of reducing transport costs for efficiency gains, and Brian explains how the development of railroads in the 19th century enabled large-scale production by reducing transport costs and improving reliability. He discusses the impact of container shipping on modern manufacturing, highlighting the cost advantages of larger container ships due to geometric scaling and fixed cost scaling. Brian also mentions the historical example of iron stoves becoming more common after the development of railroads, which made it economical to transport them long distances. How Changing Production Methods Reduce Cost  Brian is asked for an example of how changing production methods can unlock efficiency, and he talks about the discovery of a new process for making steel, which dramatically reduced the cost and time required to produce steel compared to the cementation process. He explains how the Bessemer process allowed for the widespread use of steel in construction, enabling the construction of buildings with steel frames. Brian highlights the importance of technological advancements in reducing the cost and increasing the efficiency of production methods. Examples of Efficiency Gains: Increasing Production Rate When asked for an example of how increasing production rate can lead to efficiency gains, Brian refers to container shipping, where larger ships have reduced costs per container due to geometric scaling and fixed cost scaling. He explains how spreading fixed costs over a larger output can make production more efficient. Brian mentions the example of Japanese factories in the 1980s, which were cheaper to build because they needed to store less inventory due to lean manufacturing principles. How Lowering Input Costs Leads to Efficiency Gains Brian explains how thread is an example of how lowering input costs can lead to efficiency gains. Thread became much cheaper due to technological advancements in spinning and weaving. He explains how cheaper inputs can lead to lower costs in the final product, making it more affordable for consumers. Brian also mentions the example of Iceland producing a large amount of aluminum due to its cheap hydroelectricity, which is a significant input cost in aluminum production. Improving Efficiency Gains by Removing Steps Brian shares an example of removing unnecessary steps in the production process at Tesla, such as removing sound-absorbing mats in the car that did not add value and the robots were having great difficulty installing. When they ran tests they found the mats didn't actually improve noise reduction. Brian explains how minimizing unnecessary steps can reduce costs and improve efficiency. He talks about common steps that can be removed ,and the importance of minimizing inventories and buffers in lean manufacturing to reduce costs and improve flow. Reducing Variability to Improve Efficiency Gains Brian discusses the example of semiconductor manufacturing, where reducing variability can significantly increase yields and reduce waste. He explains how precise control of the manufacturing process can lead to more reliable and efficient production. Brian mentions the importance of reducing errors and failures in production processes to improve efficiency and reduce costs. Evolution of Construction Physics Brian explains how his Substack started focusing on construction and housing but expanded to include topics like the energy grid, energy tech, institutions, innovation dynamics, and global production. He explains how his work at a construction startup influenced the topics he covered in the Substack, and how he began by just following his interests. However, later a thinktank became a fan of his Substack and sponsored him. Brian also mentions the support he received from the Institute for Progress, which helped him expand his reach and focus on broader topics. The Role of Institutions and Organizations as a Production Technology  Brian explains that organizations and the way work is structured can be a significant factor in productivity improvement. He discusses the importance of lean manufacturing and other industrial improvement methods in rearranging work to improve efficiency. He also mentions that organizations and their patterns and behaviors can embody important technological knowledge and practices. Research and Primary Sources   Brian shares that he is primarily a text-based researcher and relies on books, manuals, and other written sources for his research. He explains that his experience working in the construction industry informs his understanding of different industries and production methods. He also discusses the importance of finding sources that provide detailed information about production processes and technological advancements, and why he doesn't talk to much about manufacturing in China. Future Plans and Final Thoughts Looking ahead, Brian has ideas for new books, including a short history of the shipbuilding industry. He also discusses his ongoing work on the Substack Construction Physics and his focus on following his interests and learning more about various topics. Timestamps: 00:02: Origins of Efficiency: Introduction and Core Model  05:07: Challenges in Construction Efficiency  09:37: Transport Costs and Economies of Scale  14:10: Examples of Efficiency Gains: Production Methods 18:55: Examples of Efficiency Gains: Increasing Production Rate  21:16: Examples of Efficiency Gains: Lowering Input Costs  24:10: Examples of Efficiency Gains: Removing Steps 27:38: Examples of Efficiency Gains: Reducing Variability  Links: Substack: Construction Physics  (embedded link on that phrase should be: https://www.construction-physics.com/p/my-book-the-origins-of-efficiency?r=oq1t&utm_campaign=post&utm_medium=web&showWelcomeOnShare=false The Book: The Origins of Efficiency   (link should be: https://amzn.to/3IN38ii   Unleashed is produced by Umbrex, which has a mission of connecting independent management consultants with one another, creating opportunities for members to meet, build relationships, and share lessons learned. Learn more at www.umbrex.com.  

There’s relief in both Israel and Gaza as the pause in fighting appears to be holding. As Israeli forces pull back in Gaza, humanitarian organizations prepare to move in to increase the flow of desperately needed aid. Before the ceasefire took hold, Nick Schifrin spoke with Antoine Renard, the World Food Program’s director for the Palestinian territories, about conditions inside Gaza. PBS News is supported by - https://www.pbs.org/newshour/about/funders. Hosted on Acast. See acast.com/privacy

Dr. Geoff Dow, CEO of 60 Degrees Pharmaceuticals and former malaria drug developer at Walter Reed, joins the Tick Boot Camp Podcast to unpack the science and strategy behind treating babesiosis. Drawing parallels to malaria, Dow explains why tafenoquine (brand: Arakoda), FDA-approved for malaria prevention, is being studied for Babesia, how coinfections (Borrelia, Bartonella) complicate care, and why chronic illness needs a different clinical approach. He previews an upcoming Mount Sinai trial for chronic babesiosis focused on fatigue outcomes and discusses real-world diagnostics using FDA-approved blood donor screening plus PCRs from Galaxy Diagnostics and Mayo Clinic. The conversation also touches on prophylaxis concepts, immune dysregulation, and building a clearer path from anecdote to evidence for the tick-borne disease community. Guest Geoff Dow, BSc, MBA, PhD CEO & Board Member, 60 Degrees Pharmaceuticals Background: Biotechnology (Perth, Australia), PhD in malaria drug discovery, decade at Walter Reed Army Institute of Research, MBA in the U.S. Leads clinical programs exploring tafenoquine for babesiosis. Key Topics & Takeaways Malaria ↔ Babesiosis Parallels: Both are red-blood-cell parasites; acute symptoms driven by red cell destruction. Similar drug targets justify testing some anti-malarials against Babesia. Why Tafenoquine (Arakoda): An 8-aminoquinoline that induces oxidative stress in RBCs; distinct mechanism from atovaquone + azithromycin combo (current standard for acute babesiosis), potentially useful for resistance management. Chronic vs. Acute Disease: Acute babesiosis in immunocompetent patients often responds to standard care; chronic illness remains under-defined and underserved. Coinfections Are Common: Many chronically ill patients present with Borrelia, Bartonella, and Babesia together; diagnostics and treatment need to acknowledge polymicrobial reality. Upcoming Clinical Trial (Mount Sinai): Population: Chronic babesiosis with disabling fatigue, plus Babesia symptoms (e.g., air hunger, anemia) and lab evidence in the last 12 months. Regimen: 4-day loading dose then 200 mg weekly of tafenoquine for 3 months. Outcomes: Patient-reported fatigue (quality-of-life) + monthly molecular testing (FDA blood donor test, Galaxy Diagnostics PCR, Mayo Clinic PCR) during treatment and 3 months post-therapy. Goals: Demonstrate symptom improvement, assess eradication signals, and validate accessible diagnostics against an FDA-accepted assay. Prophylaxis & Post-Exposure Ideas: Animal data suggest short-course tafenoquine can eradicate early Babesia; human prophylaxis trials face feasibility and regulatory hurdles. Diagnostics Gap: Need for standardized, sensitive tools to define chronic babesiosis and track response. This trial also serves as a real-world diagnostic comparison. Immune Dysregulation & IACI: Overlap among long COVID, ME/CFS, post-treatment Lyme—shared theme of immune dysregulation with possible persistent antigen stimulation. Safety Notes: G6PD deficiency is relevant to 8-aminoquinolines; established safety database exists for malaria prevention dosing—critical as studies expand to babesiosis. Notable Quotes “You've got to put some lines in the sand—run the trial, collect data, and move the field forward.” “The best we can do for chronic disease starts with defining it—and validating the diagnostics we use to track it.” “8-aminoquinolines offer a different mechanism than current babesiosis standards—key for resistance and combinations.” Resources Mentioned Arakoda (tafenoquine): FDA-approved for malaria prevention; under study for babesiosis. Diagnostics: FDA-approved Babesia blood donor screen; Galaxy Diagnostics PCR; Mayo Clinic PCR. Organizations & Events: ILADS, Global Lyme Alliance, tick-borne disease conferences. Research Partners: Mount Sinai (NYC), Tulane University (Bartonella/Borrelia collaboration). Who Should Listen Patients with chronic Lyme or chronic babesiosis symptoms (fatigue, air hunger, anemia) Clinicians seeking updates on Babesia treatment research and diagnostics Caregivers and advocates tracking IACI and immune dysregulation science Researchers exploring antimalarial repurposing for tick-borne diseases Call to Action Subscribe to Tick Boot Camp and share this episode with someone navigating chronic tick-borne illness.

There’s relief in both Israel and Gaza as the pause in fighting appears to be holding. As Israeli forces pull back in Gaza, humanitarian organizations prepare to move in to increase the flow of desperately needed aid. Before the ceasefire took hold, Nick Schifrin spoke with Antoine Renard, the World Food Program’s director for the Palestinian territories, about conditions inside Gaza. PBS News is supported by - https://www.pbs.org/newshour/about/funders. Hosted on Acast. See acast.com/privacy

Summary In this episode of the AI for Sales podcast, host Chad Burmeister speaks with Ignacio Pastor, AI Engineering Director at Singular and co-founder of Conectoma.ai. They discuss the transformative impact of AI on customer experience, the evolving role of consultants in AI integration, and the importance of understanding AI's limitations. Ignacio emphasizes the need for a personal touch in automation, highlights emerging technologies, and shares essential skills for salespeople in an AI-driven world. Takeaways AI is reshaping customer experiences across various industries. Consulting is evolving, not disappearing, as businesses seek guidance in AI integration. Organizations are looking for cost-effective solutions and in-house development capabilities. AI can help automate processes, allowing consultants to focus on strategic guidance. Misconceptions about AI include the belief that it can operate without human oversight. Personal touch remains essential, even in an automated environment. Emerging technologies like agentic tools are crucial for future automation. Salespeople should focus on system thinking and no-code tools for automation. Quality of interactions can improve with AI-driven automation. Understanding process mining is key to enhancing sales performance. Chapters 00:00 Introduction to AI in Sales 01:42 Transforming Customer Experience with AI 05:52 Innovative AI Use Cases 09:14 Debunking AI Misconceptions 12:24 Maintaining Personal Touch in Automation 15:10 Emerging Technologies and Automation Tools 16:45 Maximizing Sales Potential with Automation 20:45 Essential Skills for Sales Professionals The AI for Sales Podcast is brought to you by BDR.ai, Nooks.ai, and ZoomInfo—the go-to-market intelligence platform that accelerates revenue growth. Skip the forms and website hunting—Chad will connect you directly with the right person at any of these companies.

The Indianapolis Airport has lost grant funding for renewable energy at the direction of the Trump administration. A disabled artist in Indiana is being recognized for his creativity and resilience. The Indianapolis Colts will host a free watch party this Sunday for their game against the Falcons. Grassroots Pride events are growing even as the Trump administration has turned federal policy sharply against LGBTQ people. Want to go deeper on the stories you hear on WFYI News Now? Visit wfyi.org/news and follow us on social media to get comprehensive analysis and local news daily. Subscribe to WFYI News Now wherever you get your podcasts. WFYI News Now is produced by Drew Daudelin, Zach Bundy and Abriana Herron, with support from News Director Sarah Neal-Estes.

MY NEWSLETTER - https://nikolas-newsletter-241a64.beehiiv.com/subscribeJoin me, Nik (https://x.com/CoFoundersNik), as I sit down with AI expert Elizabeth Knopf (https://x.com/leveragedupside) for a deep dive into Anthropic's Claude 4.5 Sonnet—the latest AI breakthrough for entrepreneurs and business automation in 2025.Watch as Elizabeth demonstrates game-changing features that transform Claude AI from static outputs into dynamic web applications through API integration and parallel tool execution. We explore extended AI thinking capabilities (up to 30 hours of processing), which delivers higher quality outputs for complex business tasks without constant iteration errors or AI hallucinations.The highlight? Claude generates a 22-page competitive analysis and content strategy for my YouTube channel versus Chris Koerner's "Corner Office"—complete with viral frameworks, audience insights, and growth recommendations. This deep AI research previously required specialized tools like Perplexity AI.We break down practical AI productivity strategies including building your AI second brain, prompt engineering libraries, context document management, and AI agent development for business operations. Elizabeth shares her framework for mastering AI tools like a fighter pilot—developing true AI literacy beyond basic prompting.QUESTIONS THIS EPISODE ANSWERS:What are Anthropic's key new updates for Claude 4.5 Sonnet and Claude Sonnet 4.5?How do dynamic AI artifacts and parallel tool execution speed up business workflows?How can extended AI thinking improve output quality for complex entrepreneurship tasks? What are the necessary components for building a functional AI second brain? How should entrepreneurs approach maximizing value from AI productivity tools? What's the difference between Claude AI and ChatGPT for business automation? How can first-time entrepreneurs use AI to build their first million-dollar business?What are the best AI tools for startup founders and small business owners? How do you create an AI operating system for personal productivity? What are practical AI use cases for entrepreneurs in 2025?__________________________Love it or hate it, I'd love your feedback.Please fill out this brief survey with your opinion or email me at nik@cofounders.com with your thoughts.__________________________MY NEWSLETTER: https://nikolas-newsletter-241a64.beehiiv.com/subscribeSpotify: https://tinyurl.com/5avyu98yApple: https://tinyurl.com/bdxbr284YouTube: https://tinyurl.com/nikonomicsYT__________________________This week we covered:00:00 Building Your AI Second Brain02:43 Anthropic's Claude Updates and Dynamic Artifacts06:07 Advanced Reasoning and Parallel Task Execution09:00 Enhanced Decision-Making and Contextual Awareness11:43 Creating Comprehensive Outputs and Research Strategies15:02 Navigating AI Technology and Personal Frameworks17:52 Managing AI Across Life's Pillars21:03 Building a Personal Operating System for AI23:54 The Future of AI in Organizations

Organizations and conference organizers hire William C. Davis to transform managers into true leaders who inspire, retain, and elevate their teams because most companies struggle with siloed departments, unresolved conflicts, and costly turnover, so he helps them to build relationship-driven leadership cultures where collaboration thrives, people stay engaged, and performance accelerates. Bottom line: William turns struggling managers into leaders people want to follow — creating happier, more productive, and future-ready teams that drive sustainable growth. He is the author of The Ultimate Leadership Blueprint: How to Lead Without Just Managing and Building Genuine Relationships: The Leader's Guide to Connecting.

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Corporations were built for stability, hierarchy, and control—but the world now moves in networks, flows, and continuous change.In this episode of The Value Creators Podcast, Hunter Hastings speaks with Dr. Ross Wirth, a world-renowned organizational transformation expert with decades of experience in the energy industry, in academia, and in hands-on consulting. Wirth explains why “change management” as a project is doomed, why old structures suffocate adaptability, and how radical decentralization and entrepreneurial intent can reshape organizations for the future.Key insights include:Why industrial-era mindsets create rigidity—and how to replace them with continuous adaptability.How radical decentralization and autonomy empower teams far beyond “delegated authority.”Why organizations must evolve—not through revolution, but by systematically removing barriers to freedom and innovation.This is a blueprint for leaders who want to shift from outdated structures to dynamic ecosystems where entrepreneurship thrives inside the firm.Resources:➡️ Learn What They Didn't Teach You In Business School: The Value Creators Online Business CourseArticles by Dr Ross Wirth on LinkedIn:Constraints on Organizational Adaptability The Org-change Manifesto for the New EraFrom Change-as-persuasion to Change-as-cocreationConnect with Dr. Ross Wirth on LinkedInConnect with Hunter Hastings on LinkedInSubscribe to The Value Creators on Substack

Dan Thornton is the Co-founder and CEO of Goldphish. He is a former Royal Marine Commando who channeled his operational expertise into cybersecurity. Today, Dan leads a security awareness training company, helping organizations turn their people into their strongest defense with over 2.1 million learners trained worldwide. In this episode… Threat actors don't just target large corporations. Small and medium-sized businesses (SMBs) are finding themselves in the crosshairs of attackers who use automation, AI, and social engineering to cast a wide net of cyber threats. From convincing phishing scams that capture credentials to AI deepfakes that mimic trusted voices, the methods used to manipulate and exploit unsuspecting employees are becoming more sophisticated. So how can organizations protect themselves when even the most vigilant staff can be fooled? Organizations that believe they are too small to be targeted by threat actors often learn the hard way that one single mistake can have devastating consequences. Yet improving cybersecurity posture and building awareness doesn't have to be overwhelming or costly. SMBs can take simple steps, such as enabling multifactor authentication (MFA) for all business accounts, updating software and systems, and maintaining regular backups. Security training is also critical because it helps employees recognize threats and avoid mistakes that often lead to incidents. By combining basic security measures with security awareness training, businesses can foster a culture that strengthens their defenses against cyber threats. In this episode of She Said Privacy/He Said Security, Jodi and Justin Daniels chat with Dan Thornton, Co-founder and CEO of Goldphish, about how small and medium-sized businesses can enhance their cybersecurity defenses. Dan emphasizes that attackers do not discriminate based on company size and that common blind spots, such as over-relying on technology, neglecting incident planning, and staying silent after mistakes, can leave organizations vulnerable. He explains why steps like enabling multifactor authentication, performing regular backups, and conducting employee security training make a big difference in reducing risk. Dan also shares insights on how companies can counter the growing threat of AI deepfakes and why business email compromise (BEC) remains one of the most effective scams.

     PREVIEW HEADLINE: Questioning the Validity of China's Increased GDP Expectations GUEST NAME: Fraser Howie SUMMARY: John Batchelor speaks with Fraser Howie about the World Bank/IMF raising GDP expectations for China. Howie suggests these organizations reluctantly avoid public negativity about China and rely on models. He notes results depend entirely on inputs, calling the process "classic rubbish in, rubbish out."

PREVIEW HEADLINE: Questioning the Validity of China's Increased GDP Expectations GUEST NAME: Fraser Howie SUMMARY: John Batchelor speaks with Fraser Howie about the World Bank/IMF raising GDP expectations for China. Howie suggests these organizations reluctantly avoid public negativity about China and rely on models. He notes results depend entirely on inputs, calling the process "classic rubbish in, rubbish out."

On July 21st 2025, the FDA convened a hearing on maternal use of antidepressants during pregnancy and the impact this use has on fetal development. Around 400,000 children in the United States are born each year whose mothers took antidepressants while pregnant, and so it's easy to see the societal importance of this topic. What are the risks to the fetus, the newborn, and the long-term development of that child? Adam Urato and Joanna Moncrieff were members of that FDA panel, and so too were several others well-known to MIA readers, including David Healy and Joseph Witt-Doerring. The purpose of the panel was to assess whether the FDA needed to put a warning on antidepressants related to their use in pregnancy, and most on the panel spoke of research that told of the need to do so. However, after the panel concluded, the American Psychiatric Association and other medical associations, most notably the American College of Obstetricians and Gynecologists, responded with what can only be described as howls of outrage, issuing press releases and telling the public that the panel was biased and that the real risk during pregnancy was untreated mental illness. These medical organizations asserted that the increased risk of adverse outcomes for children born to depressed mothers is due to the illness and not the drug, and that there was plenty of evidence that antidepressants were a helpful and even life-saving treatment for maternal depression. Here is where we are today. That FDA hearing put two narratives on public display, and most media reports embraced the narrative put forth by the medical organizations. What we will do today is review the evidence that exists on this topic and the response by the medical guilds to a public airing of that evidence. Dr. Adam Urato is Chief of Maternal and Fetal Medicine at the Metro West Medical Center in Framingham, Massachusetts, and he has been speaking and writing about the risk of medications used during pregnancy for years. Dr. Joanna Moncrieff is a UK psychiatrist and researcher who was a co-founder of the Critical Psychiatry Network and is well known for her research on the safety and efficacy of psychiatric drugs. *** Thank you for being with us to listen to the podcast and read our articles this year. MIA is funded entirely by reader donations. If you value MIA, please help us continue to survive and grow. https://www.madinamerica.com/donate/ To find the Mad in America podcast on your preferred podcast player, click here: https://pod.link/1212789850 © Mad in America 2025. Produced by James Moore https://www.jmaudio.org

Organizations are moving from DEI to data-driven decision-making, embedding fairness and transparency into everyday processes to reduce bias, build trust, and drive innovation without the political baggage of traditional DEI. That's the key take-away message of this episode of the Wise Decision Maker Show, which discusses why organizations should shift from DEI to data-driven decision-making.This article forms the basis for this episode: https://disasteravoidanceexperts.com/why-organizations-should-shift-from-dei-to-data-driven-decision-making/

#319: The AI infrastructure landscape is evolving rapidly, but the gap between marketing hype and practical reality remains significant. While vendors promise revolutionary changes with each new model release, the true challenge lies not in accessing more powerful AI tools, but in developing the organizational workflows and individual expertise needed to use them effectively. Most people claiming AI proficiency are barely scratching the surface, lacking experience with prompt engineering, vector databases, and custom agent development. The future points toward increased specialization, moving beyond general-purpose models toward AI systems optimized for specific domains like infrastructure management, database security, and application development. This shift mirrors the historical progression from local spreadsheets to enterprise databases, but compressed into a much shorter timeframe. Organizations will need to invest heavily in secure, scalable infrastructure to support company-wide AI adoption, while individuals must start building their own agents now - these custom tools will likely become the new resume for technical professionals. Infrastructure requirements are shifting dramatically toward a dumb terminal model where local computing power becomes less relevant than access to cloud-based AI services. The conversation between Darin and Viktor reveals that while $200 monthly AI subscriptions might seem expensive for individuals, they represent remarkable value for organizations when measured against productivity gains - essentially the cost of two cups of coffee per employee per day.    DevOps AI Toolkit https://github.com/vfarcic/dot-ai   AI Meets Kubernetes: Simplifying Developer and Ops Collaboration https://youtu.be/8Yzn-9qQpQI   YouTube channel: https://youtube.com/devopsparadox   Review the podcast on Apple Podcasts: https://www.devopsparadox.com/review-podcast/   Slack: https://www.devopsparadox.com/slack/   Connect with us at: https://www.devopsparadox.com/contact/

In hour 2, Spadoni and Shasky discuss how bad organizations can ruin good players (i.e. Baker Mayfield and the Browns). The guys also discuss what it takes to be a 'Made Man' in pro sports.

When a QB fails, more often than not it is because the organization was just BAD, not the QB,

Got a question or comment? Message us here!What's the real difference between a penetration test and a red team engagement, and how can each benefit your SOC? In this episode, Andrew is joined by Tanner, to unpack how pentests uncover vulnerabilities, how red teams stress-test defenders, and why every organization should be leveraging these exercises.Support the showWatch full episodes at youtube.com/@aliascybersecurity.Listen on Apple Podcasts, Spotify and anywhere you get your podcasts.

The nonprofit sector continues to reshape with AI, but its power comes with responsibility. The ethical use of AI is essential to ensure technology serves human values rather than replacing them. Organizations need to balance hope and fear, embrace accountability, and create policies rooted in empathy, equity, and integrity. Evolving beyond awareness to action requires responsible experimentation and open conversations, always prioritizing humanity over utility. Change takes time, but consistent effort secures trust, human dignity, and also empathy and compassion that define a thriving society.     In this episode, Nathan sits down with Meena Das, CEO at NamasteData.org, a first-gen immigrant, data, research, and analytics consultant, author, certified life coach, and mentor. She supports nonprofits by blending storytelling, conversions, and human-centric data tactics. HIGHLIGHTS [01:46] Self-reflection and ethical standards.   [03:33] The importance of showing up.   [05:07] Meena's story.   [07:46] Data and AI equity.   [13:25] The origin story of the AI equity project.   [18:50] The primary objective.   [23:10] The importance of a healthy debate.   [26:53] Awareness and action.   [30:53] Asking the right questions.   [35:19] Trust, humanity, experimentation, and accountability.  [43:19] Upholding care, empathy, and integrity.   RESOURCES    Connect with Meena Das  LinkedIn - linkedin.com/in/meenadas/   Connect with Nathan and Scott: LinkedIn (Nathan): ⁠⁠⁠⁠⁠⁠⁠⁠⁠linkedin.com/in/nathanchappell/⁠⁠⁠⁠⁠⁠⁠⁠⁠ LinkedIn (Scott): ⁠⁠⁠⁠⁠⁠⁠⁠⁠linkedin.com/in/scott-rosenkrans⁠⁠⁠⁠⁠⁠⁠⁠⁠ Website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠fundraising.ai/⁠⁠

Today, we're exploring what it means to stay human in the age of AI and what it truly entails to create a human-centered organization in these challenging times. To help us explore this topic, my guest today is Edwin Mouriño-Ruiz. He's the president and founder of Human Intelligent Workplace, and he is dedicated to prioritizing human intelligence at work in the area of artificial intelligence. We dive into the impact of AI, among other things that are creating challenges for creating these human-centered workforces. We're going to provide some ideas for consultants and coaches who work on culture and people practices. How can they succeed in an environment where, let's face it, current legislation is definitely creating barriers to creating those welcoming workplaces? In this episode, you'll hear: How Dr. Edwin Mouriño's journey from the Air Force to academia inspired his focus on Human Intelligent Workplaces. What it really means to build human-centered organizations that prioritize leadership, culture, engagement, and psychological safety. Why AI should be seen as a tool to enhance, not replace, human intelligence—and how to keep our creativity and critical thinking alive in an AI world. How consultants and leaders can balance technology with empathy, authenticity, and compassion at work. The truth about DEI backlash and why many companies are simply rebranding their inclusion work and what demographic trends make this work essential. Practical advice for consultants helping clients create people-first cultures despite shifting legislation and cultural headwinds. What it takes for leaders to truly “stay human”: investing in personal growth, modeling healthy behaviors, and creating workplaces where people thrive. Where to dive in: (00:11) Human Intelligence in the Workplace(08:03) Navigating AI in People-Centered Workplace(12:48) Balancing AI and Human Creativity(23:31) Leadership Development and Diversity Strategies(28:27) Navigating Diversity Challenges in Organizations(40:13) Building Human Intelligence in the Workplace Next Steps: Revisit your leadership approach: Reflect on how you're modeling empathy, authenticity, and care within your organization or with your clients. Audit your use of AI: Identify where technology enhances your work and where it might be replacing critical thinking or genuine connection. Reframe inclusion efforts: Keep building welcoming, human-centered workplaces by embedding DEI principles into everyday leadership and culture practices, even if the terminology changes. About the guest: Dr. Edwin Mouriño Ruiz, is an Air Force veteran, author, and leadership expert who helps organizations and leaders grow through emotional intelligence, DEI, and human-centered strategy. As founder of Human Intelligent (HI) Workplace, he combines decades of experience—from Fortune 100 consulting to academia—to empower teams to lead with purpose. His work bridges research and real-world impact, focusing on leadership development, organizational change, and building more human workplaces. About the host: Betsy Jordyn is a business mentor, brand messaging strategist, and former Disney consultant who helps purpose-driven consultants and coaches build profitable businesses rooted in their unique strengths. With over 20 years in the industry and a knack for turning big ideas into clear positioning, she's your go-to for strategy that aligns with your calling. Ready to turn your expertise into a business that makes both impact and income? Work with me: https://www.betsyjordyn.com/services

In this conversation, Phil Brown and Jimmy Burroughes delve into the critical issue of burnout in the workplace, exploring its definitions, symptoms, personal experiences, and the broader implications for organizations. They discuss the alarming statistics surrounding employee engagement and burnout, emphasizing the need for effective strategies to combat these issues. Jimmy shares his personal journey through burnout and the lessons learned, while also providing actionable advice for leaders and organizations to foster a healthier work environment. The conversation highlights the importance of understanding burnout not just as an individual issue, but as a systemic challenge that affects overall organizational health and productivity.   Burnout is defined by the imbalance between expectations and ability. Key symptoms of burnout include anxiety, isolation, and a lack of care. Many high achievers are at risk of burnout due to their commitment. The workplace has become more demanding, leading to increased burnout rates. Effective communication and role clarity are essential in preventing burnout. Leaders must model healthy boundaries and the ability to say no. Creating headspace is crucial for reflection and prioritization. Simplifying processes can help teams work more effectively. Reducing burnout can significantly enhance productivity and engagement. Organizations must recognize the financial implications of burnout. Learn more about Jimmy - https://www.jimmyburroughes.com/ Connect with Jimmy - jimmy@jblhighperformance.com  Connect with the podcast - podcast@high5adventure.org Support the podcast - www.verticalplaypen.org Music and sound effects - www.epidemicsound.com  

David shares his experience of starting and growing multiple successful organizations. He discusses the vital ingredients of vision, risk taking, skills and abilities, and building the right team. Oelfke goes in depth on each topic and how they contribute to a winning combination. Every resident faces challenges at some point in life. But what happens when an entire community is struck by a crisis? The Carpenters share their experiences supporting residents in the aftermath of the devastation caused by Hurricane Harvey.  

When we discuss artificial intelligence, what metaphors do we use to illustrate what we mean? Is artificial intelligence some sort of robot—like Ultron—or is it an organism—like a beehive? What happens to our expectations, our thinking, and our conclusions when we change these metaphors, say, from an entitative metaphor (say, an agent) to a relational metaphor (say, belonging to our work network)? We discuss these points with and who wrote a very interesting paper on how management scholars think about artificial intelligence.   Episode reading list Ramaul, L., Ritala, P., Kostis, A., & Aaltonen, P. (2025). Rethinking How We Theorize AI in Organization and Management: A Problematizing Review of Rationality and Anthropomorphism. Journal of Management Studies, . Berente, N., Gu, B., Recker, J., & Santhanam, R. (2021). Managing Artificial Intelligence. MIS Quarterly, 45(3), 1433-1450. Alvesson, M., & Sandberg, J. (2020). The Problematizing Review: A Counterpoint to Elsbach and Van Knippenberg's Argument for Integrative Reviews. Journal of Management Studies, 57(6), 1290-1304. Berente, N. (2020). Agile Development as the Root Metaphor for Strategy in Digital Innovation. In S. Nambisan, K. Lyytinen, & Y. Yoo (Eds.), Handbook of Digital Innovation (pp. 83-96). Edward Elgar. Pepper, S. C. (1942). World Hypotheses: A Study in Evidence. University of California Press. Brynjolfsson, E., Li, D., & Raymond, L. R. (2025). Generative AI at Work. The Quarterly Journal of Economics, 140(2), 889-942. Russell, S. J., & Norvig, P. (2010). Artificial Intelligence: A Modern Approach (3rd ed.). Prentice Hall. Jarrahi, M. H., & Ritala, P. (2025). Rethinking AI Agents: A Principal-Agent Perspective. California Management Review Insights, . Boxenbaum, E., & Pedersen, J. S. (2009). Scandinavian Institutionalism – a Case of Institutional Work. In T. B. Lawrence, R. Suddaby, & B. Leca (Eds.), Institutional Work: Actors and Agency in Institutional Studies of Organizations (pp. 178-204). Cambridge University Press. Iivari, J., & Lyytinen, K. (1998). Research on Information Systems Development in Scandinavia-Unity in Plurality. Scandinavian Journal of Information Systems, 10(1), 135-186. Alvesson, M., & Sandberg, J. (2024). The Art of Phenomena Construction: A Framework for Coming Up with Research Phenomena beyond ‘the Usual Suspects'. Journal of Management Studies, 61(5), 1737-1765. Brunsson, N. (2003). The Organization of Hypocrisy: Talk, Decisions, and Actions in Organizations. Copenhagen Business School Press. Floyd, C., Mehl, W.-M., Reisin, F.-M., Schmidt, G., & Wolf, G. (1989). Out of Scandinavia: Alternative Approaches to Software Design and System Development. Human-Computer Interaction, 4(4), 253-350. Grisold, T., Berente, N., & Seidel, S. (2025). Guardrails for Human-AI Ecologies: A Design Theory for Managing Norm-Based Coordination. MIS Quarterly, 49, . Forster, E. M. (1909). The Machine Stops. The Oxford and Cambridge Review, November 1909, .   

Organizations in real estate and hospitality are facing an increasingly complex risk landscape, from rising catastrophic exposures to operational and cybersecurity challenges. These sectors, while both asset-heavy, encounter distinct risks that require tailored and agile risk management strategies. In this episode of Risk in Context, Marsh's Duncan Ellis and Brian Taliaferro explore the evolving and unique risk environments for real estate and hospitality companies and share key risk mitigation strategies to help these businesses stay resilient amid current and emerging threats. You can access a transcript of the episode here. Register for our Real Estate and Hospitality Conference. Read more about the impacts of social inflation and nuclear verdicts here. For more insights and insurance and risk management solutions, follow Marsh on LinkedIn and X and visit marsh.com.

Organizations stuck in urgent crises often sacrifice long-term planning, focusing only on immediate fixes. This short-term mindset creates a cycle of unpreparedness that repeats itself. Building awareness of this pattern is the first step toward breaking free and planning for a more sustainable future.

Artificial intelligence is changing everything.How we work, how we make decisions, and how we connect with one another. But as powerful as AI is, it also carries the risk of reinforcing the very inequities many of us have spent years trying to dismantle.Inclusion in AI isn't just a technical issue — it's a human one. As we continue to integrate AI into everyday life — from hiring and lending to healthcare and education — we must ensure these systems reflect the full diversity of the people they serve.The Problem with Biased DataAI systems are only as good as the data we feed them. When that data is incomplete or biased, the results can be harmful.A facial recognition system trained primarily on lighter skin tones struggles to identify darker ones.A healthcare algorithm trained on white patients misdiagnoses patients of color.These aren't “what if” scenarios — they're real-world examples of what happens when inclusion isn't built in from the start.Bias in AI happens when development teams lack diversity, when datasets don't represent real populations, and when ethical concerns are treated as add-ons instead of fundamentals.Valuing Diversity in AI DevelopmentInclusion starts with who's at the table.When teams are diverse across race, gender, culture, and lived experience, they bring perspectives that identify blind spots others might miss.This isn't just about fairness — it's about better outcomes. Diverse teams design more adaptive, ethical, and market-ready tools.Organizations must embed values, equity, and accountability into their AI strategies — not as PR afterthoughts but as guiding principles. A truly inclusive culture listens to those most impacted, prioritizes accessibility, and makes ethical conversations part of how innovation happens.Empowering Communities to Lead SolutionsCommunities know their own needs best. When we empower them with the tools and data to solve problems, solutions become more sustainable and relevant.In AI, this means involving communities in design, not just testing.When farmers use AI to predict droughts based on local data — or healthcare systems integrate community health data into diagnostics — the outcomes are more accurate, fair, and impactful.Consumers also play a role by being conscious of how our data is used and advocating for transparency and fairness. Inclusion in AI is a collective effort — not just a corporate one.Inclusive Culture = Responsible AIResponsible AI starts with culture. Psychological safety within organizations allows people to raise concerns about bias or harm without fear. That's how innovation and accountability grow together.True AI governance requires more than just engineers — it needs ethicists, sociologists, and community voices. Responsible AI isn't just about algorithms; it's about aligning technology with human values like fairness, trust, and equity.Inclusion Drives Business SuccessLet's be clear — inclusion isn't just a moral imperative. It's a strategic advantage.Inclusive organizations make better decisions, innovate faster, and attract top talent. In AI and data science, diversity of thought leads to better products and fewer ethical pitfalls.When technical and non-technical teams collaborate effectively, they build tools that serve broader audiences and strengthen brand trust — the foundation for sustainable growth.The Power of Community ConnectionAt the heart of all innovation is connection.AI may be powered by data, but its impact is deeply human. Strong communities — within organizations and across sectors — are what make inclusive, ethical technology possible.When people feel connected, supported, and valued, they bring the creativity and courage needed to build tools that reflect the world we want, not just the one we have.Community isn't just about belonging; it's about resilience — aligning purpose with progress.Final ThoughtInclusion in AI is not optional — it's essential.It's how we ensure technology serves humanity, not the other way around.By valuing diversity, empowering communities, and building inclusive cultures, we can create AI systems that are ethical, responsible, and reflective of the best of who we are.Innovation and inclusion must move forward together.What's your take?Have you seen examples — good or bad — of how AI is impacting inclusion in your industry? Share your thoughts in the comments or reply to this week's DEI After 5 episode featuring Catherine Goetz. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

Artificial intelligence is reshaping drug safety, but governance is just as critical as innovation, according to Marie Flanagan of IQVIA Safety Technologies. Speaking on The Top Line podcast, Flanagan said responsibility for AI in healthcare must be shared across compliance, technology, business teams and regulators. Strong governance, she said, ensures AI systems are ethically designed, technically validated, transparent and adaptable to continuous oversight. Organizations can prepare by grounding their strategies in guiding principles such as human oversight, fairness and accountability, Flanagan said. She emphasized the need to embed governance in AI design from the start, rather than adding controls later. Compliance teams, she added, can shift from being seen as barriers to acting as enablers of safe innovation. From constant monitoring to feedback loops, the conversation highlights practical steps for managing AI in life sciences. Hear the full episode of The Top Line for a deeper look at how companies can balance innovation and responsibility.See omnystudio.com/listener for privacy information.

We've all had that moment: working at a job we dislike, then moving to a nearly identical role at a different company, and suddenly loving it. The work didn't change, the industry didn't change, and the location didn't change. So what did? The answer is the environment. In today's Leadership Spark, we explore why employee experience has become the foundation of modern workplaces. Drawing on research, case studies, and over 150 executive interviews, I share why employee experience is not about perks, but about fundamentally changing how organizations shape the environment in which work gets done. Every employee's experience comes down to three things: culture, technology, and physical space. Organizations can't control the work employees choose to do, but they can control the environment around it, and that environment determines whether people love or hate their jobs.   ________________ Start your day with the world's top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleadership.substack.com/

A $6 soldering iron that catches fire the first time you use it versus a snap-on tool that still works perfectly after 35 years the difference between cheap tools and quality equipment mirrors the challenge many blue-collar businesses face with workforce compensation and expectations.The conversation starts with tool brand loyalty Milwaukee versus DeWalt versus Ryobi - and evolves into a deeper question about value. When you buy snap-on tools, you know exactly what you're getting. When you hire employees, do you have the same clarity about what you're paying for and what you expect to receive?The challenge isn't just about finding good people or paying competitive wages. It's about understanding how to break down compensation into meaningful components and setting clear, measurable expectations. Most organizations fail because they interview for hard skills but fire people for soft skill failures.The discussion reveals a fundamental problem: organizations set expectations but don't capture data to measure against them. Without proper tracking systems, foremen end up covering for problem employees rather than addressing real issues. This creates cycles where owners think they're getting poor value while employees feel unfairly judged.The solution involves restructuring compensation into three components: production value (what you pay to get work done), loyalty value (what you pay to retain someone), and wisdom value (experience that prevents costly mistakes). This framework enables meaningful conversations about pay differences between workers with different experience levels.Highlights:Tool brand loyalty mirrors employee expectations - you get what you clearly define and measure.Most firing happens due to soft skills, but most hiring focuses only on hard skills.Organizations set expectations but fail to capture data proving those expectations are met.Compensation should break into three components: production, loyalty, and wisdom value.Clear expectation setting requires both communication and measurement systems.Time tracking prevents wage theft and removes emotional decision-making from management.Ready to stop wondering if you're getting what you pay for from your workforce? Start thinking like a tool buyer define exactly what you need, measure what you get, and structure compensation to reflect real value.Subscribe to Blue Collar BS for more honest conversations about compensation, expectations, and building accountability in blue-collar businesses. Share this episode with any business owner struggling to balance fair wages with performance expectations.Get in touch with us:Check out the Blue Collar BS website.Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Nonprofit Sector Faces Challenges Amid Government Shutdown and Advocacy Efforts In this week's episode the focus is on the implications of the U.S. government shutdown and recent advocacy efforts within the nonprofit sector. The episode tackles two primary topics: the immediate impacts of the government shutdown on nonprofits and a coalition's response to political challenges against the Open Society Foundations. Government Shutdown Impact on Nonprofits The episode begins with a discussion on the current government shutdown, the first since 2018. George and Nick outline the immediate consequences, such as non-essential federal employees facing furloughs and potential delays in grant disbursements. This could lead nonprofits to seek high-cost loans, cut services, or reduce staff if the shutdown persists. Organizations like food banks and those relying on government contracts are particularly vulnerable. The hosts suggest nonprofits explore temporary lines of credit to manage cash flow during this period. Advocacy Against Political Retaliation The episode also highlights a broad coalition of nonprofits, including the ACLU and NAACP Legal Defense Fund, condemning political retaliation against the Open Society Foundations. The coalition argues against the Department of Justice's investigation, viewing it as a threat to free speech and democratic values. The hosts emphasize the importance of advocacy and coalition building in protecting civil society from political interference.

On this episode of Coaching Call, Sifu Rafael welcomes Otis W. McGregor III, CPD, CPC LTC, Special Forces, US Army, Retired. Otis is a seasoned leader whose life's work has been dedicated to building stronger individuals, organizations, and communities. His passion for helping people succeed began during his 25 years of service in the U.S. Army, where he rose to the rank of Lieutenant Colonel and served as a Green Beret.From driving tanks older than himself, to working as an engineer in the harsh Arctic, to leading Special Forces missions in Iraq and Afghanistan, Otis' career spanned some of the most demanding and dangerous environments on the planet. Beyond combat and command, he played a vital role in establishing new military units and transforming them into cohesive, high-performing organizations. His experiences also extended to NATO Special Operations Headquarters, further broadening his global impact.Since retiring in 2009, Otis has continued to live out his mission of creating better leaders. He believes that better leaders create better organizations, which in turn build stronger communities, and ultimately, a better world. Today, he channels his military expertise, coaching rugby background, and leadership philosophy into guiding others to unlock their potential and lead with clarity, courage, and conviction.Sifu Rafael is a master instructor and the founder of Speaking Prowess, where he combines expertise in communication and leadership to help individuals unlock their full potential. As a professional speaker, solutions expert, and executive coach, Sifu Rafael leverages years of experience to guide clients toward their goals with clarity, purpose, and strategic insight. His mission is to make the art of effective communication accessible to all, empowering personal and professional growth. Sifu Rafael's unwavering dedication to improving communication skills has earned him a reputation as a trusted mentor and coach. His vision is clear to enhance communication worldwide, one individual at a time. To connect with Sifu Rafael, visit https://sifurafael.comThis episode is brought to you by Sifu's Mind Body Method, a 90-day lifestyle transformation that blends movement, mindset, nutrition, hydration, fasting, journaling, and faith. Learn more at www.sifurafael.com/smbmCatch the full episode on YouTube and share it with someone who needs encouragement today: https://www.youtube.com/@sifurafaeltv?sub_confirmation=1#coachingcall #sifurafael #leadership #specialforces #greenberet #veteranleaders #personaldevelopment #communication #success

JR gives his top six worst organizations in sports. | JR takes your calls on his list. |

In this milestone episode of the Fit4Privacy podcast, host Punit Bhatia is joined by three distinguished privacy experts — Dr. Kerry Miller (AI Governance Expert, U.S.), Heidi Waem (Partner, DLA Piper, Brussels), and Dr. Valerie Lyons (COO, BH Consulting; Academic & Author) — to reflect on 7 years of GDPR and explore what lies ahead. Whether you're a privacy professional, business leader, or just curious about how data protection shapes our digital lives, this conversation offers both a critical reflection on GDPR's first seven years and foresight into its future role in AI and trust. KEY CONVERSION 00:03:25 Panelist Introductions and Initial Thoughts on GDPR 00:09:06 Significant challenge that remains in up to 7-9 years of GDPR 00:18:10 Has there been a fair amount of reporting on compliance failures over the years? 00:21:11 EU Compliance Gaps and How Companies Can Avoid Them  00:29:56 Has the GDPR has been successful in balancing the power equilibrium of organization and data subjects?  00:35:35 Role of trust after 7 years of GDPR  00:41:39 From GDPR compliance in AI World, what can be done additionally? ABOUT GUEST Heidi Waem is the head of the data protection practice at DLA Piper Belgium and specialized in data protection and privacy. She assists clients with all aspects of EU Regulatory Data Protection compliance including the ‘structuring' of data processing and sharing activities to achieve an optimal use of data, advising on data transfers and the processing of personal data by means of new technologies (AI, facial recognition,…).Dr. Cari Miller is the Principal and Lead Researcher for the Center for Inclusive Change. She is a subject matter expert in AI risk management and governance practices, an experienced corporate strategist, and a certified change manager. Dr. Miller creates and delivers AI literacy training, AI procurement guidance, AI policy coaching, and AI audit and assessment advisory services.Dr. Valerie Lyons is a globally recognized authority in privacy, cybersecurity, data protection, and AI governance. Holding a PhD in Information Privacy along with CDPSE, CISSP, and CIPP/E certifications, she serves as a trusted strategic advisor to regulatory bodies and organizations across both public and private sectors. Valerie has played an influential role in shaping EU-wide data protection frameworks and enforcement strategies, and is an active member of the European Data Protection Board's pool of experts, as well as other global cyber and data protection bodies. ABOUT HOSTPunit Bhatia is one of the leading privacy experts who works independently and has worked with professionals in over 30 countries. Punit works with business and privacy leaders to create an organization culture with high privacy awareness and compliance as a business priority. Selectively, Punit is open to mentor and coach professionals. Punit is the author of books “Be Ready for GDPR' which was rated as the best GDPR Book, “AI & Privacy – How to Find Balance”, “Intro To GDPR”, and “Be an Effective DPO”. Punit is a global speaker who has spoken at over 30 global events. Punit is the creator and host of the FIT4PRIVACY Podcast. This podcast has been featured amongst top GDPR and privacy podcasts.As a person, Punit is an avid thinker and believes in thinking, believing, and acting in line with one's value to have joy in life. He has developed the philosophy named ‘ABC for joy of life' which passionately shares. Punit is based out of Belgium, the heart of Europe. RESOURCESWebsites ⁠⁠www.fit4privacy.com⁠⁠,⁠⁠www.punitbhatia.com⁠⁠, ⁠⁠https://www.linkedin.com/in/heidiwaem/⁠⁠, ⁠⁠https://www.linkedin.com/in/cari-miller/⁠⁠, ⁠⁠https://www.linkedin.com/in/valerielyons-privsec/⁠⁠ Podcast⁠⁠ ⁠⁠⁠⁠https://www.fit4privacy.com/podcast⁠⁠ Blog ⁠⁠https://www.fit4privacy.com/blog⁠⁠ YouTube ⁠⁠http://youtube.com/fit4privacy⁠⁠

The Ten Across Resilience Network convened in Jacksonville, Florida, in April to share strategies from their communities—the hottest in the nation—for mitigating the mortality and economic loss caused by extreme heat, and to identify common obstacles to both long-term planning and immediate response. Representatives from the Federation of American Scientists (FAS) joined the exercise to discuss and document the findings.  With co-author Dr. Melissa Guardaro, Senior Global Futures Scientist for ASU's Global Futures Lab, FAS's Grace Wickerson has drafted a set of policy recommendations for all levels of government and non-governmental actors, “Framework for a Heat-Ready Nation.” This document draws heavily upon the recommendations, challenges and successes raised by Ten Across participants and outlines a series of steps that can be taken to protect people and their livelihoods from rising temperatures nationwide.  In this episode, Grace walks us through the five high-priority measures defined in the report;  how these points were determined and what it will take to see them carried out. A scientist recognized for their policy advocacy work by last month's 2025 Grist 50 list, Grace discusses the importance of decisions based on sound science, and how to move forward even as most federal climate policy is rolled back.   Relevant Articles and Resources  Framework for a Heat-Ready Nation (Ten Across/Federation of American Scientists, July 2025)  2025 Heat Policy Agenda (Federation of American Scientists, January 2025)  “As summer ends, Maricopa County is on track to see fewer heat-related deaths than last year” (KJZZ, September 2025)  “Ten Across Joins 60+ Organizations in Supporting Federal Policy Agenda for Tackling Extreme Heat” (Ten Across blog, January 2025)  “Here's why an Arizona medical examiner is working to track heat-related deaths” (NPR, June 2024)  Relevant Ten Across Conversations Podcasts  ASU Researchers Tackle Extreme Heat Relief as Phoenix Temps Soar  Urban Planners: The Unexpected Champions of the U.S. Heat Resilience Effort  What Some of the Hottest Cities on The 10 Are Doing to Address Deadly Heat  CreditsHost: Duke ReiterProducer and editor: Taylor GriffithMusic by: Dew of Light and Lennon HuttonResearch and support provided by: Kate Carefoot, Rae Ulrich, and Sabine Butler  About our guest  Grace Wickerson is senior manager of Climate and Health on the Climate and Environment team at the Federation of American Scientists. Grace leads programmatic work to showcase how a changing climate impacts health outcomes and public health and healthcare systems through emerging threats like extreme heat and wildfire smoke. Grace holds a master's of science in Materials Science and Engineering from Northwestern University and was named to this year's Grist 50 list of climate and justice advocates to watch.

SUBSCRIBE, REVIEW & SHARE the SHOW! Elona at the Life School helps Entrepreneurs and Organizations grow legacy purpose driven life and businesses for major Impact & Income.   Website: www.elonaloparicoaching.com   Follow our Page on Facebook:  https://www.facebook.com/profile.php?id=100063162853244&mibextid=LQQJ4d Join our Facebook Group Community here: https://www.facebook.com/groups/entrepreneursofthelifeschool   Connect with us on Linkedin: https://www.linkedin.com/in/elona-lopari/   Follow us on Instagram: https://www.instagram.com/elona_lopari/   Podcast Hosted at The Cafe Lounge in Brooklyn NY   Instagram: https://www.instagram.com/cafeloungenyc?igsh=MWxtYXo5OWx1ZXU1Zg%3D%3D&utm_source=qr   Tik Tok: https://www.tiktok.com/@cafelounge1?_t=ZT-8zSHjUAKkZ5&_r=1  

Nonprofit Sector Faces Challenges Amid Government Shutdown and Advocacy Efforts In this week's episode the focus is on the implications of the U.S. government shutdown and recent advocacy efforts within the nonprofit sector. The episode tackles two primary topics: the immediate impacts of the government shutdown on nonprofits and a coalition's response to political challenges against the Open Society Foundations. Government Shutdown Impact on Nonprofits The episode begins with a discussion on the current government shutdown, the first since 2018. George and Nick outline the immediate consequences, such as non-essential federal employees facing furloughs and potential delays in grant disbursements. This could lead nonprofits to seek high-cost loans, cut services, or reduce staff if the shutdown persists. Organizations like food banks and those relying on government contracts are particularly vulnerable. The hosts suggest nonprofits explore temporary lines of credit to manage cash flow during this period. Advocacy Against Political Retaliation The episode also highlights a broad coalition of nonprofits, including the ACLU and NAACP Legal Defense Fund, condemning political retaliation against the Open Society Foundations. The coalition argues against the Department of Justice's investigation, viewing it as a threat to free speech and democratic values. The hosts emphasize the importance of advocacy and coalition building in protecting civil society from political interference.

Send us a textRevenue cycle management isn't just a back-office operation—it's a strategic tool for strengthening care delivery in Tribal communities. This episode, REDW National Tribal Practice Leader Wes Benally sits down with Melissa C. Goad, CRCR, CPA, MBA, a healthcare finance veteran with 30 years of experience spanning both payer and provider perspectives. Melissa shares her transformative journey as CFO of a 638 Tribal Healthcare Facility on the Navajo Reservation, where she led a comprehensive revenue cycle optimization initiative that delivered a tenfold return on investment.From fixing data flow challenges and reducing denials by up to a third, to implementing culturally sensitive front-end operations and embracing industry best practices, Melissa's insights offer a practical roadmap for Tribal healthcare organizations looking to maximize reimbursements and close gaps in care. Her approach? Take it layer by layer, build cross-functional teams, and remember that optimizing revenue cycles ultimately means securing the resources needed to serve the community better.Chapters·        00:00 - Introduction and Melissa's Healthcare Background·        02:05 - The Importance of Revenue Cycle Management·        04:45 - Assessing Opportunities in Tribal Healthcare Settings·        06:36 - Embracing Industry Best Practices·        12:24 - Denials Management and Registration Challenges·        17:37 - Data Flow and EHR Customization Issues·        20:13 - The Power of Cross-Functional Teams·        25:05 - Cultural Considerations in Tribal HealthcareTakeaways·        Revenue cycle optimization is about ensuring continuity of care and honoring commitments to the community, not just financial health.·        Tribal healthcare facilities face unique challenges including geographic isolation, staffing limitations, complex billing regulations like the All-Inclusive Rate (AIR), and often inadequate technology.·        Starting with a thorough assessment before implementing changes prevents costly assumptions and builds a strong foundation for improvement.·        Registration is one of the most critical points in the revenue cycle—if data starts wrong, it ends wrong.·        Cross-functional teams that include both clinical and revenue cycle staff are essential for identifying and fixing denial patterns.·        Cultural sensitivity in patient-facing operations, including language support and understanding Tribal-specific requirements like CBI collection, strengthens both patient experience and reimbursement accuracy.·        Organizations can expect to see returns within 6 months of implementing systematic fixes, with some facilities achieving tenfold ROI on revenue cycle investments.Ready to Strengthen Your Revenue Cycle?Whether you're considering a 638 transition or looking to improve existing operations, connect with REDW's Tribal healthcare advisors to explore how we can help strengthen your organization's financial health and expand care for your community. 

Trond Aas is CEO and Co-Founder of Attensi, a leader in AI-powered gamified simulation training. Trond shares his background spanning quantum physics, consulting and gaming. He explains how gamification grounded in behavioral science drives engagement which enhances initial and long-term learning especially for younger employees. Trond describes motivation as a critical success factor for sustainable upskilling. He discusses metrics to demonstrate return on investment in skills development and how to improve skills gap issues starting with cultivating a trust-based culture of learning   KEY TAKEAWAYS   [01:17] Trond starts studying quantum physics to explore fundamental questions about nature.   [02:01] After doing research for his military service, Trond goes into industry seeking practical impact.   [02:38] Trond joins McKinsey as a business school type experience before pursuing entrepreneurship.   [03:10] Interest in games stems from early programming and creativity cultivated during university.   [04:08] In gaming, Trond reveals how behavioral science is used to drive engagement and learning.   [06:12] Tribal, team-based successes are key to stimulating successful collaboration online.   [06:25] Fascination with learning and awareness of superficial gamification drives Attensi's founding.   [07:44] Attensi applies science to drive motivation and behavior change with measurable results.   [09:40] Correlating simulated behavior with real-world outcomes to track learning impact.   [10:23] Measuring soft skills progress when observable behavior is hard to track.   [12:10] As technology evolves rapidly, upskilling must be ongoing across high-competence industries.   [12:50] Skill development tailored to specific job challenges is more effective than one-size-fits-all.   [13:45] Self-motivated learners thrive, while others need help to develop the motivation that anchors learning.   [14:47] Many Gen Zers lack key communication skills and may not recognize this development need.   [15:49] Most learning programs fail on motivation, which must be addressed first to succeed.   [16:22] Creating mastery experiences significantly increases learner motivation and outcomes.   [15:15] Game-based learning builds confidence that translates into better real-world performance.   [19:43] Companies underinvest in onboarding due to unclear ROI, hindering workforce readiness.   [20:08] Trond emphasizes data, ROI, and clear impact as critical for better training investment decisions.   [20:34] Attensi's research shows poor onboarding leads to lower confidence and performance.   [23:42] Skill masking arises when employees hide learning gaps, often from lack of psychological safety.   [24:18] Cultivating trust-based cultures is essential to reduce skill masking and promote learning.   [25:48] Focusing on core skills for each role facilitates the shift to becoming a skills-first organization.   [26:44] Skill-based organizations can start small and ensure programs drive skill improvements.   [28:33] Maintaining skill use needs continuous feedback, clear expectations, and learning structures.   [29:13] Organizations must define competencies to stand out and align training with competitive goals.   [30:37] Tailoring programs to learner motivation and challenges supports effective skills development.     IMMEDIATE ACTION TIP: Learning motivation and skills usage are cultivated through mastery. Help employees sense their achievement to encourage their enhanced performance and growth.   RESOURCES   Trond Aas on LinkedIn Attensi's website     QUOTES   "We can use these principles of games to drive engagement, drive interest, drive motivation—and then we should be able to impact real behaviors and measure that with data."   "Most people experience poor onboarding and most people are convinced that it affects their work afterwards."   "Skill masking is that people are actually hiding the challenges that they are having."   "Are your people motivated? And if not, address that—that's what you need to address to be able to develop your organization."   “When you are able to instill a feeling of mastery in people that has a huge effect on their motivation.”   "A lot of people think that one [training] system or one approach will fit with all the different employees... and I think it needs to be a lot more nuanced than that."

In this episode, Thom looks at one of the surprising findings from the 2023 FACT (Faith Communities Today) study. The research shows that more than seven out of ten churches share their facilities with other organizations. Thom explores why so many churches are opening their doors, what kinds of groups they are hosting, and how this trend impacts both the church and the community. The post The Church Number: 70.5% Churches That Share Their Facilities with Other Organizations appeared first on Church Answers.

What does it look like to connect everyday interactions to broader social dynamics? To use our knowledge of interpersonal communication to create the kinds of organizations, communities, and systems we want to make?...Today, Abbie and Kate talk about a relational approach to disorganizing systemic violence in organizations, exploring themes from Kate's new book Transforming Trauma to discuss different ways of knowing (and not knowing) in our bodies, minds, and relationships; flexibility and agility in organizations when responding to trauma; and recognizing discourses that create fearful or curious responses to uncertainty. ...Kate Lockwood Harris, PhD, is an internationally recognized communication scholar, writer, and consultant. Her award-winning research focuses on the relationship between violence and communication. In her most recent book, Transforming Trauma: A Relational Approach to Disorganizing Systemic Violence, Dr. Harris shows how trauma gets stuck in an organization's practices and policies—not just in its people. Moreover, she offers guidance for addressing this organized trauma. In addition to this work, Dr. Harris has published more than 30 peer-reviewed journal articles and chapters in edited collections, and she regularly speaks to audiences in the United States and across the globe. Most recently, Dr. Harris has been authoring the monthly public essay series, CommuniKate with Kate Lockwood Harris. Each essay shows how shifts in everyday interactions can create not only thriving relationships and organizations but also a more just world. Dr. Harris offers individual coaching for people who want to grow their personal and professional communication skills, and she consults with organizations to build climates where violence is rare and where people flourish.  Kate Lockwood Harris is Associate Professor of Communication Studies and a McKnight Presidential Fellow. She uses critical, feminist, and intersectional perspectives to answer the question, “How are violence and communication related?” Dr. Harris assumes that violence is a symptom of inequity, so she pays close attention to gender, race, and related systems of difference. Her research on organizational responses to sexual assault has been widely published in management, communication, cultural studies, and feminist outlets.Her first book, Beyond the Rapist: Title IX and Sexual Violence on US Campuses (Oxford University Press), was recognized with the 2020 Book Award from the European Group for Organizational Studies....Stories Lived. Stories Told. is created, produced & hosted by Abbie VanMeter.Stories Lived. Stories Told. is an initiative of the CMM Institute for Personal and Social Evolution....Music for Stories Lived. Stories Told. is created by Rik Spann....⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Explore all things Stories Lived. Stories Told. here⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.Explore all things CMM Institute here.

Sandra Maria Van Opstal is joined by Pastor Julio Hernández to share stories from the ground in Chicago and Washington, DC. They also discuss ways that the church and Christians can be good neighbors and work together toward collective liberation.Want to have more conversations like this with other CCD practitioners? Check out CCDA's Immigration Network and listen to our conversation with Pastor Carlos Rincon of LA, wherever you get your podcasts! Make plans to join us at the CCDA Conference this November at ccda.org/conference.Sandra Maria Van Opstal, a second-generation Latina, is Co-Founder and Executive Director of Chasing Justice, a movement led by people of color to mobilize a lifestyle of faith and justice. She is an international speaker, author, and activist, recognized for her courageous work in pursuing justice and disrupting oppressive systems within the church. As a global prophetic voice and an active community member on the west side of Chicago, Sandra's initiatives in holistic justice equip communities around the world to practice biblical solidarity and mutuality within various social and cultural locations.The Congregation Action Network (CAN) is a grassroots coalition of faith communities committed to defending the rights and dignity of immigrants and refugees through collective action for housing, healthcare, education, food, and legal protections. Rev. Julio Hernández, Executive Director of CAN, is a Baptist pastor with over 20 years of ministry experience in cross-cultural missions and outreach. A son of Salvadoran immigrants, his faith and heritage ground his passion for justice and his commitment to ensuring all people are treated with dignity and compassion.Connect with CCDA on Instagram, Twitter, Facebook, and LinkedIn. Follow CCDA on YouTube.Organizations and resources mentioned in the episodes: Faith Over Fear Event Unsettling Truths: The Ongoing, Dehumanizing Legacy of the Doctrine of Discovery by Mark Charles and Soong-Chan Rah Bring Kilmar Home - October 6, 2025 United We Dream National Immigration Project Detention Watch Borderlands Ministry American Immigration Council

Pair Team VP Megan Carlson shares how her background in building care navigation systems (e.g. Unite Us) has equipped her to help Pair team enable existing organizations to launch enhanced care management services.  Pair Team is now one of the largest ECM organizations on California.

In this episode, Krista White, coauthor of Culture Design and cofounder of Culture Design Lab explains how leaders can treat culture as a strategic lever rather than an HR initiative.  1. Culture is inseparable from strategy Krista stresses that culture cannot be treated as background. It determines whether strategic plans survive contact with execution. “We were noticing that there was a gap in people knowing how to connect culture with strategy. Our hope is that this book serves as a practical guide.” Leaders who design culture deliberately create alignment and resilience. Those who ignore it risk drift and underperformance. 2. Leadership presence remains essential Digital tools cannot replace visible leadership. “Everyone should be able to get five minutes with you. The CEO should not be a high on a hill person who is not reachable.” Walking the floor and observing frontline conditions show employees what leadership values. 3. Rituals make values real Rituals translate values into behavior. “The rituals that stick are the ones tied directly to your business model and purpose not borrowed from another industry.” 4. Resistance is part of the process Cultural change often meets skepticism. Krista advises leaders to treat adoption like marketing. “Think of it like marketing. You need many touches before someone clicks buy. Culture change requires consistency and repetition.” Consistency reduces resistance. 5. Context shapes culture Best practices cannot be copied blindly. “I used to think there was one right way for culture to look. I learned it is industry and context dependent.” The principle is to design culture that fits your strategy and market position. 6. Leadership lessons that endure Krista learned two lessons from her father James White that remain relevant for executives Discipline and preparation: “Practice makes perfect.” Balance and resilience: Never sacrificing family relationships even under pressure. 7. A broader leadership mission Krista frames her work around freedom and engagement. “My why is to do my part in creating a freer and more joyful world for everyone. For me that is through storytelling.” Organizations perform best when employees can bring their full selves to work.  

Episode 4806: Trump Goes After Far Left Organizations; Raid The Domestic Terrorist Cells