Podcasts about organizations

In this episode of the Rebel HR Podcast, we have the honor of hosting a true expert in the people development space, Kasheef Wyzard. Join us as we delve into his remarkable journey and his passion for empowering underserved and underprivileged kids and individuals, guiding them towards careers in tech.Kasheef's background as a first-generation American born to Caribbean parents and his exposure to educational resources beyond his community have deeply influenced his career alignment with purpose. He believes in the transformative power of interventions and access to opportunities that can bridge the gap for those seeking a better future.As the National Director of Dream.Org's TECH program, Kasheef leads the charge in ensuring the integrity of tech programs, trainings, and materials, aligning them with the organization's mission, vision, and values.Join us as we learn from Kasheef's wisdom and principles in empowering others and driving change. His fascinating story and commitment to making a difference will undoubtedly resonate with our audience.Kasheef's impactful work has earned him features on renowned platforms like College Interns, Blavity, Authority Magazine, and many others. To learn more about him, kindly review the attached media kit with additional featured speaking topics and bio.Don't miss this engaging episode filled with inspiration and valuable insights from Kasheef Wyzard. Tune in now to the Rebel HR Podcast!

"If you have a good way to do things and everybody in your organization does it, you're going to get more business because people are going to love you because it's very consistent." - Lee Cockerell Training without enforcement is like building a grand castle on a weak foundation—it simply won't hold up. Jody and I have a great conversation on the importance of enforcing your training and creating a lasting impact in your business. Organizations should understand the significance of tying together the three pillars of success: training, testing, and, of course, enforcement. Bill Marriott taught me invaluable lessons during my time at Marriott. He emphasized that excellence can only be achieved through training, education, and enforcement. To be clear, enforcement doesn't mean being harsh or oppressive. It's about instilling discipline and accountability. During our conversation Jody and I also touch upon the essential role of enforcement in maintaining brand consistency and building trust. Brands like Chick-fil-A and FedEx excel because they consistently deliver on their promises. They leave no room for doubt or disappointment. Whether it's a sandwich or an overnight package, the experience remains the same, creating a reliable brand that customers can count on. At Disney, where I had the privilege of leading an incredible team of 70,000 employees, enforcing the training of every individual was paramount. From something as seemingly small as a well-polished name tag to upholding our brand's promise of creating magic, every detail mattered. Without proper enforcement, Disney could easily lose its reputation and become just another forgettable carnival. Make sure to listen to this episode to hear more about how enforcing your training can elevate your organization and deliver unparalleled customer experiences. Remember, it's not about being mean; it's about creating a culture of excellence, where every employee understands their role and is empowered to contribute their magic. Make sure you reach out to Magical Vacation Planners. They are consistently engaged in training to make sure you have the trip you dream of. Let them plan your next vacation. You can reach them at 407-442-2694. Resources The Cockerell Academy About Lee Cockerell Mainstreet Leader Episode Highlights [00:01:44] Best leaders lead with empathy, discipline, consistency. [00:03:36] Southwest advises best practices for landing planes. [00:07:13] Power of employees can make or break a business. [00:11:10] Keep name tag on shoes for work. [00:15:48] Manager: open-minded, listen, seek better ideas. Employee suggestions welcomed. Improve daily, enhance customer experience. Explore cockerelacademy.com and contact Magical Vacation Planner.

Tune in Today's SHOW as our well known successful guest speaker shares amazing insight around this very important topic. You will find ways to connect with our GUEST today on the website mentioned in the video and further continue the conversation.   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/

Steve Grzanich has the business news of the day with the Wintrust Business Minute. Chicago’s Grubhub will launch a $1 million grant program for local organizations who provide access to food and meal services. The goal of the grant program is to help combat food deserts in neighborhoods where there are no grocery stores. Grubhub […]

In this episode, Joseph Starchia, a recruiter in the DEI space and Villanova HRD Alum, says we need to “make sure that we're not hiring people into burning buildings and then they're complaining about the smoke and the fire.” Organizations need to create inclusive and healthy work environments if they expect employees to be well and do well. DEI is ultimately intertwined with well-being because people can only fully contribute at work when their physical, mental, financial, and social needs are supported. When diverse voices are included in wellness program planning, only then will diverse needs get met.

In this episode, Scott Behson talks about his interviews with business leaders, CHROs, CEOs and small business owners (the topic of his book called The Whole Person Workplace). His key learning is that the best employers value their employees as whole people. Organizations that recognize, appreciate, and try to help employees rise to meet their life challenges, priorities, and passions outside of work also have employees who engage, who innovate, and who stay. He also talks about working dads' particular struggles and how HR can gear programs to meet dad's needs.

We live in a self-focused world. The self-help and personal development industry is booming. Organizations are cultivating their talent more than ever.Personal development is a GREAT thing — but it's not the ONLY thing.If you're not intentional about the outcomes of your growth mindset, you're short-changing your influence. --- Send in a voice message: https://podcasters.spotify.com/pod/show/hampton-dortch/message

CEOs play a pivotal role in shaping an organization's commitment to ethical practices. Involving CEOs in compliance training, having them share their experiences, and demonstrating a personal commitment to compliance initiatives sets a strong tone from the top. This engagement fosters a culture of ethics and compliance throughout the organization, reinforcing the importance of ethical conduct at all levels.Mary Shirley is a highly regarded authority in the field of ethics, compliance, and corporate governance. She is widely recognized for her expertise in helping organizations navigate the complex landscape of compliance, mitigate risks, and promote ethical practices. With a wealth of experience and insights, Mary Shirley has become a sought-after thought leader, speaker, and author. Her book, Living Your Best Compliance Life: 65 Hacks and Cheat Codes to Level Up Your Ethics and Compliance Program, has earned acclaim for bridging gaps in existing literature on compliance programs.You'll hear Michael and Mary discuss:Organizations can promote ethics and compliance by recognizing and rewarding individuals or teams who exhibit ethical behaviors. This creates a positive atmosphere throughout the company, as employees are more likely to behave ethically if they see that it is valued and rewarded. Additionally, recognizing and rewarding ethical behavior can help to set a good example for other employees and encourage them to behave ethically as well.Engaging leaders from different regions and departments in compliance training programs ensures diverse perspectives and reinforces the importance of compliance at all levels. Leaders from different regions and departments will have different experiences and understanding of compliance issues. By engaging them in training programs, organizations can gain a more holistic view of compliance risks and how to mitigate them. Practical solutions and problem-solving are essential for compliance initiatives. For example, shortening documentation requirements or providing training for HR on investigation best practices can be effective solutions. These solutions can help to reduce the burden of compliance on employees and make it easier for businesses to comply with regulations.One of the critical elements Mary discusses is the significance of building strong relationships within the company. Collaboration and idea implementation are key to success in the compliance world.Collaboration between legal, compliance, and HR teams, along with training for HR on investigation best practices, helps streamline compliance efforts.CEOs play a critical role in setting the tone for compliance within an organization. They are the ones who set the example for their employees, and their actions and words can have a significant impact on whether or not employees comply with regulations. When CEOs are involved in compliance training, it demonstrates that they are committed to ethical practices and that they take compliance seriously.Mary recommends forming task forces to validate compliance ideas at an early stage, fostering a culture of innovation and problem-solving.Encouraging employees to share personal anecdotes related to compliance principles humanizes the process and fosters a culture of ethical work. When employees feel like they can share their own experiences with compliance, it helps them to understand the principles on a deeper level. It also helps to create a sense of community and belonging, as employees see that they are not alone in their commitment to ethical behavior. KEY QUOTE“One of the things that I learned way later that I wish I had was that when you involve people in the conceptualizing aspect [of] building a compliance initiative… and they feel [like they are] part of it… you're in a much better position to get buy-in when you [implement].” - Mary ShirleyResourcesMary Shirley on LinkedIn Order Mary's new book: Living Your Best Compliance Life

You may have recently heard the story of Lizzie Marbach who shared a tweet, "There's no hope for any of us outside of having faith in Jesus Christ alone." Lizzie was fired for this tweet, and no, she didn't work for Google or some other woke company. She worked for Ohio Right to Life! That's right, Lizzie was fired from a pro-life organization for sharing the gospel. Join us for this shocking interview where Lizzie exposes the rot that is going on within Pro-Life Organziations and conservative politicians!Abolitionists Rising YouTube Channel - https://www.youtube.com/@AbolitionistsRisingEnd Abortion Now (Jeff Durbin) - https://endabortionnow.com/jeff-durbin/Thanks for tuning in! Be sure to check out everything Proverbs 9:10 on our website, www.proverbs910ministries.com! You can also follow us on Facebook, Instagram, Rumble, YouTube, Twitter, Truth Social, and Gettr!

Carrie Grimes is the Director of the M.Ed. in Independent School Leadership at Vanderbilt University's Peabody College of Education and Human Development. Carrie is a Professor in the Department of Leadership, Policy and Organizations, and teaches across master's and doctoral programs at Peabody College. In addition to her teaching and scholarship, Carrie facilitates workshops and learning sessions for independent schools and associations on topics such as leadership, storytelling, strategic fundraising, and organizational flourishing. Carrie has over 20 years of professional experience in independent school leadership in New York, California, and Maryland. Carrie's scholarly interests include emotionally intelligent leadership, program design, institutional advancement, and social identity and community building within school settings.

Sometimes in life, you've got to do what you can to make the best out of a bad situation. For Shanae Chapman, that meant using a bad post-graduation job market to launch her own agency, Nerdy Diva. Now she's setting her sights on bigger goals and doing what she can to help others achieve success in tech and design.We began by talking about how Shanae started her agency, and we discussed the current state of AI tools and the changing landscape of UX research and design. She also spoke about growing up in St. Louis, attending college, and shared how she used her collective work experiences to dive deeper into the world of UX. For Shanae, hard work and motivation have been the keys to her success!LinksNerdy DivaNerdy Diva on InstagramNerdy Diva on LinkedInFor a full transcript of this interview, visit revisionpath.com.==========Donate to Revision PathFor 10 years, Revision Path has been dedicated to showcasing Black designers and creatives from all over the world. In order to keep bringing you the content that you love, we need your support now more than ever.Click or tap here to make either a one-time or monthly donation to help keep Revision Path running strong.Thank you for your support!==========Follow and SubscribeLike this episode? Then subscribe to us on Apple Podcasts, Spotify, or wherever you find your favorite shows. Follow us, and leave us a 5-star rating and a review!You can also follow Revision Path on Instagram and Twitter.==========CreditsRevision Path is brought to you by Lunch, a multidisciplinary creative studio in Atlanta, GA.Executive Producer and Host: Maurice CherryEditor and Audio Engineer: RJ BasilioIntro Voiceover: Music Man DreIntro and Outro Music: Yellow SpeakerTranscripts are provided courtesy of Brevity and Wit.☎️ Call ‪626-603-0310 and leave us a message with your comments on this episode!Thank you for listening!==========Sponsored by Brevity & WitBrevity & Wit is a strategy and design firm committed to designing a more inclusive and equitable world. They are always looking to expand their roster of freelance design consultants in the U.S., particularly brand strategists, copywriters, graphic designers and Web developers.If you know how to deliver excellent creative work reliably, and enjoy the autonomy of a virtual-based, freelance life (with no non-competes), check them out at brevityandwit.com.Brevity & Wit — creative excellence without the grind.==========Sponsored by the School of Visual Arts - BFA Design & BFA AdvertisingThe BFA Design program at the School of Visual Arts consistently produces innovative and acclaimed work that is rooted in a strong foundational understanding of visual communication. It encourages creativity through cutting-edge tools, visionary design techniques, and offers burgeoning creatives a space to find their voice.Students in BFA Advertising are prepared for success in the dynamic advertising industry in a program led by faculty from New York's top ad agencies. Situated at the center of the advertising capital of the world, the program inspires the next generation of creative thinkers and elite professionals to design the future.School of Visual Arts has been a leader in the education of artists, designers and creative professionals for over seven decades. Comprising 7,000 students at its Manhattan campus and more than 41,000 alumni from 128 countries, SVA also represents one of the most influential artistic communities in the world. For information about the College's 30 undergraduate and graduate degree programs, visit sva.edu.

The day we have all been waiting for. Tonight we launch ASOTU CON, but this morning we still have the UAW to check in on, dealers seeing the EV tax incentives in a new but old light, and Spotify testing some voice replication features!The UAW strike has expanded to include 38 GM and Stellantis parts distribution centers across 20 states, affecting the dealerships' service business, however, talks with Ford have seemingly made good progressThis action highlights the issue of wage disparities. Parts depot employees typically earn between $16-$24 an hour, compared to up to $32 at assembly plants.Eric Ray, a worker at GM's Ypsilanti Processing Center, stated: "We do just as much work as they do in the automotive plants. We do the same thing, we should be treated the same way."UAW President Shawn Fain is committed to eliminating varying wage rates, emphasizing that "The PDCs in particular, they've been stepped on a lot in the past."Notably, UAW made "real progress" in negotiations with Ford Motor Co., choosing not to add any Ford plants to the targeted strike, highlighting Ford's willingness to address key union prioritiesHarkening back to the time of Cash for Clunkers, some dealers fear that EV tax incentives may take a long time to come through.Beginning in 2024, eligible EV buyers can transfer federal tax credits to dealers, using these funds as a down payment. The move is part of the Inflation Reduction Act's provisions to support new and used EV purchases.Tyler Slade, operating partner at Tim Dahle Nissan Southtowne, expressed nervousness, citing history and concerns about waiting for government reimbursement: "You're going to have plenty of dealers that aren't going to be comfortable with that risk … waiting for the government to pay, much like Cash for Clunkers."Organizations like AIADA and NADA are actively working to streamline the point-of-sale transaction and ensure swift and accurate reimbursement from the government to avoid the issues faced during the Cash for Clunkers program.Spotify is launching a new beta test that will take the voice of a few select podcasters and translate them to other languages using AI.The innovative tool is initially translating podcasts into Spanish and French, with German translations in the pipeline.It not only translates the podcast into different languages but also synthesizes it in the podcaster's own voice, providing a genuine and immersive listening experience for global audiences.Concerns about safety and privacy have led to a measured release of this technology. Spotify and OpenAI are currently limiting the availability of this tool, testing it with a select group of podcasters, ensuring it meets standards and expectations while safeguarding users' privacy and information.Hosts: Paul J Daly and Kyle MountsierGet the Daily Push Back email at https://www.asotu.com/ JOIN the conversation on LinkedIn at: https://www.linkedin.com/company/asotu/ Read our most recent email at: https://www.asotu.com/media/push-back-email ASOTU Instagram: https://www.instagram.com/automotivestateoftheunion

Tune in Today's SHOW as our well known successful guest speaker shares amazing insight around this very important topic. You will find ways to connect with our GUEST today on the website mentioned in the video and further continue the conversation.   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/

In this episode of Pit Stops To Podium, we're honored to welcome Bill Schaninger, Senior Partner Emeritus at McKinsey & Company, international speaker, author, researcher, and advisor to senior executives. Bill, a LinkedIn Top Voice, shares his insights on reimagining the role of the manager. He emphasizes that managers are pivotal in the war for talent, stressing the importance of strong people skills to attract and retain the best talent. Bill also discusses the need for managers to transition from rule enforcers to rule challengers, acting as critical stopgaps for ineffective or obsolete rules. Moreover, he highlights the value of not promoting good managers out of their roles, but instead recognizing their contributions and allowing them to advance within their positions. Chapters: 00:00 - Intro 00:56 - Bill's Background & Who's McKinsey & Company 05:27 - Fads, Crises, and Shifting Power Dynamics 07:34 - Who's Bill Outside Work 10:25 - The Vital Role of Middle Managers in Modern Work 17:54 - Middle Managers' Role in Boosting Recruitment and Retention 23:48 - Fostering Empowerment and Authenticity in Middle Management 28:14 - Nurturing and Valuing Middle Management Expertise 30:14 - Balancing Individuality and Membership in Organizations 32:57 - Engage with Bill //ENGAGE WITH BILL Bill's LinkedIn Bill's Email //MENTIONS Matt Guthridge Horst Schulze //BOOKS Power to the Middle by Bill Schaninger //SUBSCRIBE! Subscribe to RevPartners YouTube Channel New "pit stops" every week. Join our growing community!   //STAY AWESOME &  DO IT BIG!! Website: revpartners.io Listen on Spotify and Apple Podcasts

The After Party returns this week while DISGRACELAND takes a break from our full season on the Wu-Tang Clan, and Jake is talking the Wu's influences, Ringo Starr, Bruce and Brandon Lee - and of course your voicemails, texts, and DMs. What other artists are worthy of a full season in Disgraceland? Let Jake know at 617-906-6638, disgracelandpod@gmail.com, or on socials @disgracelandpod, and come join the After Party. After Party is brought to you by FUM - go to https://tryfum.com/ and use the code DISGRACELAND to save 10% off when you get the Journey pack today. After Party is brought to you by Blueland - get 15% off your first order by going to https://blueland.com/disgraceland Learn more about your ad choices. Visit megaphone.fm/adchoices

This episode, we celebrate the anniversary of beloved game Star Wars: The Force Unleashed with a look at the Force Unleashed Campaign Guide! Or more specifically, we cover the specifics regarding creating your own Homebrew Organization! Stephen was so kind as to bring us his version of the Rebel Alliance organization, specifically tuned for his Zero Distance campaign.ZenithSloth's Rebel Alliance Rank Table and Org Score CalculatorTristan's RPGHorrorStoryFollow us on Twitter: twitter.com/DarkTimesSWSEEmail us at: DarkTimesSWSE@Gmail.comLogo designed by: @MothPunkHelpful SWSE LinksThe SWSE Wikir/SagaEdition on RedditJoin link for the Saga Edition Wiki DiscordSupport the show Hosted on Acast. See acast.com/privacy for more information.

Dr. Matt Dyson, DU Canada waterfowl research scientist, and Dr. Mike Brasher join forces to discuss the exciting growth and application of science in waterfowl and wetland conservation across Canada. Matt shares insights on the ecology of boreal forests, effects of wildfires on waterfowl, difficulties of studying ducks in this vast landscape, and new science by DUC colleagues. Matt also recalls stories from his upbringing and accepts the challenge of identifying his favorite fish. www.ducks.org/DUPodcastwww.ducks.ca

Welcome to another episode of Post-Fades & Cheesesteaks! Remember to like, share and tell your friends! ------------------------- On this week's episode, Tim and Dakota discuss their weekly recap of action in the NFL: complete with game recaps, Eagles talk, Studs & Duds, Too Much Whiz, predictions for next weeks games and power rankings! . . . Post-Fades and Cheesesteaks Social Media Channels: Instagram ► https://www.instagram.com/pfandcs/​​​Twitter ► https://twitter.com/PFandCS​​​PODCAST ► Apple: https://podcasts.apple.com/us/podcast... Spotify: https://open.spotify.com/show/0Rdtzff... MERCH ► https://www.etsy.com/shop/DakotaHirst... *Hoodies, tee's, crewnecks, hats and more!!* This dynamic duo consists of two Philly boys, Tim and Dakota, and their opinions on sports! Each week we provide a new episode talking about sports; it could be the NFL, NBA, March Madness or even Rugby! Stay tuned for our thoughts on Sports news and rumors, player interviews, mock drafts, power rankings, stat analysis and more! *Our opinions are of our own research and observation and in no way does that correlate to our thoughts on each Professional Sports Teams and Organizations as a whole. This is all for fun and any player who makes their way onto an Professional Sports roster is already a great player regardless of what we say about them*

On this episode of Industrial Talk, we're onsite at Accruent Insights and chatting with T.C. Kaiser and Tom Ash with Accruent about driving innovation in your building management system.  Here are the key takeaways: Industrial innovations and trends at a conference. 0:04 TC, a Senior Vice President at Accruent, discusses the company's focus on asset management and how it has evolved since the pandemic. TC shares his experience in the industry, including working with sales colleagues to demonstrate and validate technical solutions during the sales process. Real estate challenges and solutions. 4:35 Unknown speaker discusses challenges in commercial real estate market, including high vacancy rates and changing work behaviors due to the pandemic. TC's representative offers solutions to help owners and operators manage their properties and deliver better products to clients, including a comprehensive approach across various areas of life. Unknown speaker discusses how companies are redefining their office spaces to fit their changing needs, and how consultants like the speaker can help with this process by optimizing space usage and investments. The speaker emphasizes the importance of understanding how companies want to operate and use their assets, and provides solutions for optimizing conference rooms and other spaces based on usage data. Managing commercial real estate assets. 10:09 Tom: Struggles with managing assets across different locations, including lease expirations and space needs. Tom: Seeks a professional approach to manage multi-property assets, citing $11 trillion in assets still managed on spreadsheets. T.C.: Organizations need to manage their assets, including leases and sales, to avoid loss of opportunities. Workplace flexibility and technology integration. 14:29 Scott MacKenzie and T.C. discuss the challenges of managing real estate costs for businesses, with a focus on flexibility and optimizing costs. Tom highlights the importance of collaboration and flexible work environments, citing higher education institutions as examples. T.C.: "We need to make real estate experiences more personalized and efficient, leveraging technology to eliminate friction and make it like an Amazon experience." Scott MacKenzie: "By integrating technology, we can create a smarter building that knows who you are and what you want, making it a personalized and efficient experience." Also, get your exclusive free access to the Industrial Academy and a series on “Why You Need To Podcast” for Greater Success in 2023. All links designed for keeping you current in this rapidly changing Industrial Market. Learn! Grow! Enjoy! T.C. KAISER'S CONTACT INFORMATION: Personal LinkedIn: https://www.linkedin.com/in/tc-kaiser/ Company LinkedIn: 

Welcome to another episode of Her HypeSquad with Bosstrack! This week I sat down with Yvette Durazo, CEO of Unitive Consulting and author of Conflict Intelligence Quotient - Conflict-IQ (R) : The Missing Piece to Turbocharge Conscious Leaders' and Organizations' Emotional Intelligence. We talk about conflict IQ, negotiating for what you want or need at work, active listening and resolving conflict. You can find the show notes on our show site: https://thebosstrack.com/her-hypesquad/ About Yvette Durazo Yvette Durazo, author of the book "CONFLICT INTELLIGENCE QUOTIENT "CONFLICT-IQ™," is the founder of Unitive Consulting, specializing in workplace effectiveness, conflict management, and leadership development. With a master's degree in Conflict Resolution, Negotiation, and Peacebuilding from California State University Dominguez Hills, Yvette holds a PCC coaching credential from the International Coaching Federation. She brings innovative techniques to promote positive workplace cultures, trust, and inclusion. Services offered include conflict mediation, training, anti-bullying prevention, settlement negotiations, and addressing diversity, equity, and inclusion (DEI) issues. Yvette is a former consultant at Santa Clara County, experienced in change management and conflict transformation. Additionally, she serves as a professor at various universities and actively participates in ADR associations and the wellness community. Contact Yvette LinkedIn: @yvette-durazo Website: www.unitiveconsulting.com

What does Filipino-American History Month (October) actually mean? Is it ube-flavored lattes and lumpia? Is it Manny Pacquiao and an obsession with Kobe Bryant? Leah and Trizzy dive deeper into the contributions, success, trials, and culture of Filipino-Americans and their history and shaping of the United States.  Even though Leah is a first-generation Filipino-American, she didn't truly feel connected to or understand her Filipino roots until going off to university. Listen in on the stories, questions, and anecdotes to make us think more carefully about the way we celebrate history versus heritage.This episode is sponsored by Rhino, a social app that focuses on diversity in travel, and enables people from every background to share and discover travel experiences through photo and video. Download Rhino for free today in the Apple App Store or in Google Play.Filipino-American Small Businesses & Organizations:  Sunkissed Pinay • FILLED Market LA • Pick Your Plate • Tita Celia • Hood Famous • The Sarap Shop • Señor Sisig • Kasama • Varraco Coffee • Teofilo Coffee Company • San & Wolves Bakeshop • Dollar Hits • B Sweet • Big Boi • Kuya Lord • Lasita • Sari-Sari @ Grand Central • Max's Restaurant • Seven Syllables Coffee • SoCal Filipinos • FACT San Jose • Kultivate Labs  Resources used in this episode:• "10 Ways to Celebrate Filipino-American History Month" - Google Arts & Culture • The Delano Manongs • This Filipino American Life• One Down Media• Asian Nation• "Take Out with Lisa Ling" on Max----Always protect yourself on your travels: Sign up here to get your own SafetyWing NomSupport the show*Subscribe* to our Youtube Channel: Ticket 2 Anywhere PodcastListen to our podcast everywhere you stream:Spotify, Apple, Google Podcast, Stitcher, Pocket Casts & iHeartMusic : Tropical ChillMusic produced by OrangeHeadWatch : https://youtu.be/UsI6VbzGlIAWebsite : http://www.orangehead.netProduction by Trizzy of TrizzInc

No one can predict the future, but quantitative futurist Amy Webb is doing her best. In this episode of WorkLab, Webb shares the most plausible outcomes for what the future looks like with AI and what business leaders can do today to make sure their organizations are set up for success. Webb is the first guest for season 5 of the WorkLab podcast, in which host Molly Wood has conversations with economists, technologists, and researchers who explore the data and insights into why and how work is changing.  WorkLab Molly Wood [host] Amy Webb [guest]      

Tune in Today's SHOW as our well known successful guest speaker shares amazing insight around this very important topic. You will find ways to connect with our GUEST today on the website mentioned in the video and further continue the conversation.   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/  

Alla Weinberg, CEO of SPOKE & WHEEL, says that the key to designing relationships that resolve (even avoid) workplace tensions is to have different conversations than the ones we're currently having. Our relentless focus on the work, she explains, distracts us from focusing on the people and making sure that we have created an organization … The post 119 / Building Resilient Organizations and Safe Cultures, with Alla Weinberg appeared first on ITX Corp..

In this EMERGENCY BONUS episode, Jason talks with Don Rank of Backcountry Hunters and Anglers. Don is the PA Chairman of the BHA and a returning guest. He fills us in on a specific amendment to HB 1300, a state budget bill. This amendment redirects (STEALS) $150 million from the Game Fund and allocates that money for alternate spending. Listen in as Don explains how this is a terrible financial decision for the Pennsylvania Game Commission, hunters, conservationists, and outdoors people of all kinds. Organizations in opposition to the amended bill: Audubon Mid-Atlantic, Chesapeake Bay Foundation, Conservation Voters of PA, Ducks Unlimited, Foundation for Pennsylvania Watersheds, Lancaster Farmland Trust, Natural Lands, PennFuture, Pennsylvania Environmental Council, Pennsylvania Parks and Forests Foundation, Pennsylvania Recreation and Park Society, Rails-to-Trails Conservancy, Sierra Club PA Chapter, The Conservation Fund, The Nature Conservancy PA/DE Chapter, The Trust for Public Land, Theodore Roosevelt Conservation Partnership, Trout Unlimited, WeConservePA, Western Pennsylvania Conservancy, American Sportfishing Association, Backcountry Hunters and Anglers, Congressional Sportsmen Federation, Delta Waterfowl, Hunters for Sunday Hunting, National Deer Association, National Wild Turkey Federation, Pennsylvania Federation of Sportsmen and Conservationists, Pheasants Forever/ Quail Forever, Ruffed Grouse Society, SCI: First for Hunters...AND GROWING!

Organizations are scrambling under a barrage of anti-work trends. Whether it is the great resignation, quiet quitting, quiet firing, or simply a variety of unfilled positions, many employers are stunned and asking what's next.  In fact, in just June of 2022, the US Labor Department reports 4.2 million workers quit during the month.   This week on The Coffee with Rhonda Show, we'll explore the current state of anti-work trends. We'll discuss actions companies can take to create anti-work, trend-resistant cultures where employees thrive.   Special guest Brandy Ferrer joins the coffee table. I'm ready. Roz Jones is ready, and Mireille Toulekima is ready.    Are you ready? Don't forget to share what's in your cup! Visit our website to learn more about leadership coaching, development and training: https://ATGLeadership.com

Organizations often unknowingly send mixed signals to their employees. For example, they might encourage innovation but punish failure. Dr. Uri Gneezy joins the Talent Angle to explain how organizations can structure incentives to unlock the full potential of employees. He explains how HR leaders can use incentives to nurture intrinsic motivation in employees and create habits in the workforce that support organizational performance. Dr. Uri Gneezy is the Epstein/Atkinson Endowed Chair in Behavioral Economics and professor of economics and strategy at the Rady School of Management at the University of California, San Diego. Before joining the Rady School, Gneezy was a faculty member at the University of Chicago, Technion and Haifa. Gneezy received his Ph.D. from the Center for Economic Research in Tilburg. Gneezy was born and raised in Israel, where he learned applied game theory firsthand in the streets of Tel Aviv. Jessica Knight is a vice president of research in the Gartner HR practice. She leads research teams to identify best practices and new opportunities to address HR executives' most urgent challenges. Her areas of focus include employee experience, organizational culture, change management, and the future of work.

Organizations still struggle with DDoS, ransomware, and personal information exfiltration. In order the prevent these attacks, we first need to understand the ‘types' of DDoS and emerging threat techniques used by the adversary. In this interview, we explore these attacks in the context of edge computing. As edge computing use cases evolve, organizations need to understand the intersection of edge computing, networking, and cybersecurity. We discuss the risks associated with edge computing, the controls that can mitigate these risks, and how to plan for implementation, including security budgeting. Segment Resources: https://www.akamai.com/blog/security/defeating-triple-extortion-ransomware This segment is sponsored by AT&T Cybersecurity. Visit https://securityweekly.com/attcybersecurity to learn more about them! In the leadership and communications section, Board Members Struggling to Understand Cyber Risks, Cybersecurity Goals Conflict With Business Aims, Navigating Change: The Essence of Agile Leadership, and more!   Visit https://www.securityweekly.com/bsw for all the latest episodes! Follow us on Twitter: https://www.twitter.com/securityweekly Like us on Facebook: https://www.facebook.com/secweekly Show Notes: https://securityweekly.com/bsw-320

In this episode of The Brainy Business podcast, Melina Palmer speaks with ethnographer Dr. Felicity Heathcote-Marcz about the significance of ethnographic research in understanding customer behavior and organizational culture. Ethnography, a research methodology rooted in anthropology, has found new relevance in the business world. Felicity explains that ethnographic research involves immersing oneself in the studied context, actively interacting with people, and collecting qualitative data to gain deep insights. The episode emphasizes ethnography's value in the transport industry, highlighting various projects that have uncovered valuable insights into future mobility trends and incident management. Felicity also addresses challenges such as time constraints and the Hawthorne Effect. Business professionals looking to make informed decisions and improve organizational culture will find this episode informative and practical, offering a comprehensive introduction to ethnographic research and its applications. In this episode: Uncover the profound effects that ethnographic research has on interpreting customer behavior and shaping organizational culture. Tackle the burdens of integrating ethnographic research into a business context and explore practical solutions. Gain an understanding of the longitudinal character and direct benefits of ethnographic research. Deconstruct the Hawthorne effect and its significant role in any research project you might take on. Discover the emerging role of behavioral science and nudges in revolutionizing transportation research. Show Notes: 00:00:00 - Introduction, Melina Palmer introduces the episode and the guest, Dr. Felicity Heathcote-Marcz. She mentions that ethnography is an important method for understanding customers and lays the groundwork for the upcoming episode on observation skills with Christian Madsbjerg. 00:02:21 - What is Ethnographic Research?, Dr. Felicity Heathcote-Marcz explains that ethnographic research originated in anthropology and involves studying cultures and local contexts to gain a deep understanding of people and their behaviors. She discusses how ethnography has evolved and how it is now used in business to gain insights into customers and organizational culture. 00:08:29 - Role of an Organizational Ethnographer, Dr. Felicity Heathcote-Marcz describes her role as an organizational ethnographer at Atkins, an engineering and transport consultancy. She explains that she studies the culture within organizations, conducts research on future trends in the transport industry, and collects immersive data by observing and interacting with customers in their natural environments. 00:11:05 - Impact of Ethnography on Organizations, Felicity discusses how ethnography can provide organizations with a deeper understanding of their customers and employees. She explains that ethnographers can identify opportunities for improvement, inform decision-making, and facilitate cultural change within organizations. 00:13:26 - Ethical Considerations in Ethnographic Research, Felicity emphasizes the importance of reflexivity and self-awareness in ethnographic research. 00:16:19 - Ethnographic Methodologies in Business Contexts, Felicity discusses the challenges of utilizing ethnographic methodologies in a business context, where time constraints often limit the depth and richness of the data collected. While some purist academic ethnographers may object to condensed time periods, Felicity suggests spending as much continuous time as possible with a specific group to establish rapport and gain valuable insights. 00:18:09 - Accompanied Drives and Ethical Considerations, Felicity explains her approach to conducting accompanied drives, where she sits in the passenger seat with the driver and encourages them to share their thoughts and experiences. She emphasizes the importance of maintaining participant anonymity and establishing trust to overcome suspicion and encourage open communication. 00:21:28 - Nudges and Behavioral Science in Transportation, Felicity discusses her work with local transport authorities in the UK, focusing on designing behavioral nudges to encourage residents to shift from private cars to public transport or active modes of travel. She highlights the importance of considering contextual factors, such as weather and incentives, to effectively change behavior. 00:25:10 - The Effectiveness of Nudges in Shifting Behaviors, Felicity presents findings from a study conducted in Manchester, where text message nudges were used to encourage walking, cycling, or using public transport for commuting. The results revealed that the effectiveness of nudges varied depending on contextual factors, such as weather, and suggested that larger incentives may be needed to change behaviors in unfavorable conditions. 00:31:44 - Social Pressure and Incentives for Mask-Wearing, The discussion focuses on the social pressure that exists regarding mask-wearing in different countries and contexts. In some places, there is a need to set up schemes to incentivize mask-wearing, while in others, people automatically conform and penalize those who don't. 00:33:05 - Importance of Ethnographic Research, Ethnographic research is highlighted as a valuable approach to understanding differing opinions and behaviors. By taking interlocutors seriously and stepping into their worlds, researchers can gain insights into their motivations and beliefs. This approach requires being present and observing without bias or preconceived notions. 00:34:13 - Understanding Beliefs and Motivations, Ethnographic research delves beyond surface-level behaviors and artifacts to uncover the deep-seated beliefs, cultural influences, and personal experiences that shape people's actions. By exploring these underlying factors, researchers can gain a comprehensive understanding of individuals and their perspectives. 00:36:22 - Immersion and Risk in Ethnographic Research, To truly understand certain contexts and realities, ethnographers may need to immerse themselves in potentially risky situations. This could involve not wearing a mask in a non-mask space or accompanying individuals into dangerous environments. Immersion allows for a more accurate and complete depiction of people's experiences and challenges. 00:38:16 - Conclusion Melina's top insights from the conversation. What stuck with you while listening to the episode? What are you going to try? Come share it with Melina on social media -- you'll find her as @thebrainybiz everywhere and as Melina Palmer on LinkedIn. Thanks for listening. Don't forget to subscribe on Apple Podcasts or Android. If you like what you heard, please leave a review on iTunes and share what you liked about the show.  I hope you love everything recommended via The Brainy Business! Everything was independently reviewed and selected by me, Melina Palmer. So you know, as an Amazon Associate I earn from qualifying purchases. That means if you decide to shop from the links on this page (via Amazon or others), The Brainy Business may collect a share of sales or other compensation. Let's connect: Melina@TheBrainyBusiness.com The Brainy Business® on Facebook The Brainy Business on Twitter The Brainy Business on Instagram The Brainy Business on LinkedIn Melina on LinkedIn The Brainy Business on Youtube Learn and Support The Brainy Business: Check out and get your copies of Melina's Books.  Get the Books Mentioned on (or related to) this Episode: Engaged, by Amy Bucher Behavioral Science in the Wild, by Dilip Soman and Nina Mazar What Your Customer Wants and Can't Tell You, by Melina Palmer Designing for Behavior Change, by Stephen Wendel Mixed Signals, by Uri Gneezy Connect with Felicity:  Felicity on LinkedIn Felicity on Twitter Top Recommended Next Episode: Hawthorne Effect (ep 117) Already Heard That One? Try These:  Questions or Answers? (ep 4) NUDGES & Choice Architecture (ep 35) How to Finally Change Your Behavior (So it Sticks) (ep 81) How To Set Up Your Own Experiments (ep 63) Colu (ep 113) The Littery (ep 75) Incentives - The “N” in Nudges (ep 272) Finding Confidence in Conflict, with Kwame Christian (ep 107) Mixed Signals with Uri Gneezy (273) Introducing the Behavioral Science Club, with Louise Ward (ep 118) Focusing Illusion (ep 89) Anthropology, Market Research and BE, with Priscilla McKinney (ep 196) Using Semiotics in Retail, with Rachel Lawes (ep 191) Influence Is Your Superpower, with Zoe Chance (ep 308) You Have More Influence Than You Think, with Vanessa Bohns (ep 197) How Minds Change, with David McRaney (ep 210) Vulnerability Loops (ep 229) Other Important Links:  Brainy Bites - Melina's LinkedIn Newsletter

Ryan Spanswick is a relentless servant leader that has spent the last 18 years leading and designing in enterprise organizations like SiriusXM, Starbucks, and IBM. He truly believes that investing in the health and success of people creates the highest quality work and builds design organizations that thrive and endure. He enjoys the challenge of creating impactful and intuitive user experiences that drive significant value for the business.

Organizations still struggle with DDoS, ransomware, and personal information exfiltration. In order the prevent these attacks, we first need to understand the ‘types' of DDoS and emerging threat techniques used by the adversary. In this interview, we explore these attacks in the context of edge computing. As edge computing use cases evolve, organizations need to understand the intersection of edge computing, networking, and cybersecurity. We discuss the risks associated with edge computing, the controls that can mitigate these risks, and how to plan for implementation, including security budgeting. Segment Resources: https://www.akamai.com/blog/security/defeating-triple-extortion-ransomware This segment is sponsored by AT&T Cybersecurity. Visit https://securityweekly.com/attcybersecurity to learn more about them! In the leadership and communications section, Board Members Struggling to Understand Cyber Risks, Cybersecurity Goals Conflict With Business Aims, Navigating Change: The Essence of Agile Leadership, and more! Visit https://www.securityweekly.com/bsw for all the latest episodes! Follow us on Twitter: https://www.twitter.com/securityweekly Like us on Facebook: https://www.facebook.com/secweekly Visit https://www.securityweekly.com/bsw for all the latest episodes! Follow us on Twitter: https://www.twitter.com/securityweekly Like us on Facebook: https://www.facebook.com/secweekly Show Notes: https://securityweekly.com/bsw-320

One-on-one meetings with employees are a crucial aspect of effective leadership. Organizations spent countless hours, money, and other resources trying to find the most qualified talent on board, and then spent more money to keep that talent motivated and engaged. And yet, the single most time time-efficient and effective way to invest in the growth and development of employees is a simple feedback session with their direct supervisor. In this episode, we will delve into the three main sections that make up a successful one-on-one meeting: expectations, feedback, and growth and development. By following this structure, you can ensure that your meetings are productive and meaningful, leading to improved performance and employee satisfaction. 0:00 Introduction 1:57 Expectations 4:27 Feedback 6:06 Growth 9:00 Conclusion One-on-one meetings with employees are a valuable investment of time and effort. By following the threefold structure of expectations, feedback, and growth and development, you can create a supportive and engaging work environment. Candid and honest conversations in these meetings can lead to faster growth and better results than formal annual reviews or performance improvement plans. Remember, the order of the three sections is important, as ending on growth and development helps make the conversation forward-looking and motivating. By setting clear expectations, providing constructive feedback, and supporting your employees' growth, you can foster a culture of continuous improvement and help everyone on your team do their best work ever. //DO YOUR BEST WORK EVER If you liked this video and you want to help your team do their best work ever, check out the free resources we've compiled at https://davidburkus.com/resources //ABOUT DAVID One of the world's leading business thinkers, David Burkus' forward-thinking ideas and bestselling books are helping leaders and teams do their best work ever. He is the best-selling author of four books about business and leadership. His books have won multiple awards and have been translated into dozens of languages. His insights on leadership and teamwork have been featured in the Wall Street Journal, Harvard Business Review, USAToday, Fast Company, the Financial Times, Bloomberg BusinessWeek, CNN, the BBC, NPR, and CBS This Morning. Since 2017, Burkus has been ranked as one of the world's top business thought leaders by Thinkers50. As a sought-after international speaker, his TED Talk has been viewed over 2 million times. He's worked with leaders from organizations across all industries including Google, Stryker, Fidelity, Viacom, and even the US Naval Academy. A former business school professor, Burkus holds a master's degree in organizational psychology from the University of Oklahoma, and a doctorate in strategic leadership from Regent University. //SPEAKING Like what you heard? Find more on David's speaking page (and find out about bringing him to your company or event) at https://davidburkus.com/keynote-speaker/ //CONNECT + LinkedIn: https://www.linkedin.com/in/davidburkus/ + Twitter: http://www.twitter.com/davidburkus + Facebook: http://www.FB.com/DrDavidBurkus + Instagram: https://www.instagram.com/DavidBurkus //MUSIC "Appreciate That" by David Cutter https://www.davidcuttermusic.com --- Send in a voice message: https://podcasters.spotify.com/pod/show/david-burkus/message

Organizations still struggle with DDoS, ransomware, and personal information exfiltration. In order the prevent these attacks, we first need to understand the ‘types' of DDoS and emerging threat techniques used by the adversary. In this interview, we explore these attacks in the context of edge computing. As edge computing use cases evolve, organizations need to understand the intersection of edge computing, networking, and cybersecurity. We discuss the risks associated with edge computing, the controls that can mitigate these risks, and how to plan for implementation, including security budgeting. Segment Resources: https://www.akamai.com/blog/security/defeating-triple-extortion-ransomware This segment is sponsored by AT&T Cybersecurity. Visit https://securityweekly.com/attcybersecurity to learn more about them! Show Notes: https://securityweekly.com/bsw-320

In the first episode of Ben's new series Facts, he exposes NewsGuard and the global organizations controlling billions in ad dollars. Extra 10% Off Summer Skincare Essentials Bundle Featuring the Dark Spot Corrector + FREE SHIPPING for new customers! https://genucel.com/Ben

Dr. Helen Ofosu has been practising Industrial / Organizational Psychology (also known as Work or Business Psychology) in the public and private sectors for over 20 years. In addition to Career and Executive Coaching, her specialties include assessing and developing leadership skills and navigating the complex issues of workplace bullying, harassment, equity, diversity and inclusion. --- Send in a voice message: https://podcasters.spotify.com/pod/show/soulfoodandlemonade/message

So you may be asking “What is a multipreneur”? Just listen to our guest, Anquida Adams, and find out. Anquida is an extremely multifaceted company that helps other companies and organizations grow, develop leaders and internal communities as well and create a sustainable model for the future.   Anquida does all this and, as she will tell us, she has a neurodivergent brain. She has both dyslexia and dysgraphia. Not only does she have challenges in absorbing written material in the same way as we, but she also has challenges in communicating through her own writing.   All the above aside, Anquida has built a successful company and as we learned today she is scaling and expanding it. Talk about unstoppable, that is by any standard Anquida Adams.     About the Guest:   Social Relations Coach, and Multipreneur, Anquida Adams is the Founder/ CEO of the A.L.A. Brand & Being Anquida Brand. She is a self-advocate and disability community advocate for creating a space of emotional and financial fulfillment to live a completely interdependent lifestyle.     As a seasoned expert in her field with several years in education and personal hands experience behind her. She knows what truly drives self-awareness, confidence, trust, and communication intelligence that will promote outcome returns of more productive teams, better managers, confident direct reports towards management, a balanced workplace, interpersonal skill, growth in leadership, strategic strategy, analytical skills, and individual inner growth. Her passion for personal & professional empowerment ignited her current career path as the CEO and Founder of A.L.A. Brand and Being Anquida Brand. The A.L.A. Brand is an enterprise that consists of three companies, A.L.A. Consulting Firm, A.L.A. Event Planning & Management, & A.L.A. World Foundation. All divisions & subdivisions play a key role in building foundations & sustainable aligned systems w/in the human & organizational structure of the workspace culture and the bottom line of the lifecycle of businesses. Our services range from coaching, consulting, development, & implementing transformation for Leadership/Teams, Equity/Inclusion/Diversity+ SJ Development, Disability/Inclusion, Entrepreneurship/ Startup, and The Individual aspect as Personal/ Professional/Family Development, to the Hiring, Development, & Retaining of employees through our signature career fair or private career we host.   About our main brand A.L.A. Consulting Firm: Is a Global Boutique Firm with expertise in Social Relations with a holistic human-center approach to seeing, developing, and implementing systems such as human & or organizational systems.   We have an organized transitional flow w/in and between systems, which creates a learning environment for Organizations' Socio-Emtional/Psychological Development(corporations/ government/ non-profits), Equity, Inclusion, & Diversity (EID), Entrepreneurship/Startups, & Individuals (personal, professional, & the family.) to explore a Holistic/Human-Centered approach to developing skills of creating a higher awareness of Identity intelligence™️, Human Energetic Systems™️ , Human Emotional-Setpoint System™️ & other internal/external environmental stimuli to address next-generation personal and business challenges.   Simply put, we help navigate our clients through times of personal & professional unpredictable circumstances by focusing on our core foundation of Mental self-investigation, Emotional Intelligence, Conversational Intelligence, and Physical/Mental/ Spiritual wellness! To learn more about our A.L.A. Consulting Firm Specific Sevices go over to our page to learn about our other services. Our Being Anquida Brand leading strategic boutique coaching and development practice in relationship systems. Our passion is empowering our clients to achieve a mindset of striving, thinking, and relating to how to navigate human relationships/experiences through transitions of success and failure across an individual's lifespan.     Ways to connect with Anquida:   A.L.A. Consulting Firm-https://linktr.ee/a.l.a.consultingfirm     A.L.A. Entrepreneurship and Startup -https://linktr.ee/a.l.a.startup   A.L.A. Event Planning and Management-https://linktr.ee/alaeventplanningandmanagement      A.L.A. Disabilities Talent Recruiting/Consultancy Solutions-https://linktr.ee/aladisbilitiesrecruiting   A.L.A. World Foundation-https://linktr.ee/a.l.a.worldfoundation ** Savvy Successful Black Business Women-https://linktr.ee/ssbbw   Being Anquida Brand: Being Anquida -https://linktr.ee/beinganquida     About the Host: Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/ https://www.facebook.com/accessibe/       Thanks for listening! Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favorite podcast app.   Leave us an Apple Podcasts review Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.     Transcription Notes    Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i  capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:21 Well, readings once again and welcome to another edition of unstoppable mindset today, we get to visit with Anquida Adams and quita among other things, describes herself as a multi printer. I want to get more information on that it is amazing how we always create these new terms, but I think it probably makes sense. She has the ALA brand and under that are a lot of different things. And she's going to tell us about that. So I'm not going to spoil any of her fun. Please not yet. We may try later, just for grins but for right now. Anquida seriously, welcome to unstoppable mindset. We're really glad you're here.   Anquida Adams ** 02:01 Thank you so much. Thank you for having me, Michael. I am super excited about this actual interview today. I know that we've been talking for a little bit and I love your excitement. And I love what you're doing and what you're continuing to do for people with disabilities within our space. So I'm really excited to be here and I thank you for having me. And I guess going to the question that you had given me around like molto printer printer.   Michael Hingson ** 02:30 Yeah, well, first, first, first of all, what is your disability?   Anquida Adams ** 02:35 Okay, so yeah, so I am neurodivergent have a I'm dyslexic. And then I've, I have dysgraphia. So for me, it's more of like, how do I navigate the big role of like having a business and then having being dyslexic and having dysgraphia is kind of sorta like, that's a big thing to have, which owning all the businesses that only on the things that I do so it's kind of   Michael Hingson ** 03:07 Yeah, discrepancy is what this graph   Anquida Adams ** 03:09 yet it's more of writing. So like for me, with my dysgraphia, I really leave that articles when I'm writing. So yeah. That's how, so it's pretty much. So dyslexia is around reading, and then this graph is around writing.   Michael Hingson ** 03:30 Uh huh. So you, you deal with writing challenges, and you deal with input challenges from reading with dyslexia?   Anquida Adams ** 03:38 Yeah, so like, it's not like I cannot read, but it's like, my brain can go within spaces of different levels of it. So if I read something for me, okay, it can go several different ways that for my dyslexia, I don't know about everybody else. I think everybody else, everybody's different. So for me, like, it can go in many different ways for me, like, oh, they may be talking about this right here. Is that that or just depending on like, if everything I always have to how I put it, I always have to, like clarify. Like, hey, let me clarify the meaning of what this mean. What did you mean by XYZ?   Michael Hingson ** 04:17 Uh huh. Well, so when did you learn that you had dyslexia and dysgraphia?   Anquida Adams ** 04:24 Um, so I guess my story starts out with my mom and I and my brother, my younger brother, we moved to California, Oakland when I was younger, kindergarten pretty much and I did okay in school because I still have my report cards from when I was little. I got from my mom a long time ago, but I moved we moved back to California like our my second or third grade year, and moving from California to Mississippi. I'm the The learning styles are so totally different. Where I was, it was kind of hard for me to actually navigate it. So my teacher put me in special needs classes. And when I got into special needs classes, my, my new teacher said, you're not supposed to be in here. It's just you need help in other areas of teaching you how to actually navigate, I think, because I stayed in those. She didn't, she told me she was going to help me get out. And so I stayed in for a year and a half. And then I got out like, like, maybe two years. And so they usually put you a year a year behind. So I got finished with school, um, and was in regular classes, but until I got into college, that's how I learned that I had dysgraphia. dyslexia and dysgraphia. So yeah.   Michael Hingson ** 05:50 Did you suspect there was something different ahead of time? I mean, so they put you in special needs classes, and they said, You didn't really belong there. But yeah, nobody was really diagnosing or figuring out what was going on with you or what   Anquida Adams ** 06:04 I will, because I was a child, and that's why we'll talk about that later. That's why I want to advocate for parents, and making sure that kids understand the journey, because I think where I was because my mom, my mom used to surprise my mom all the time, she'd say, I was like a kid in an adult's body. And so it was kind of weird, because, but she did not explain, they didn't explain to me all the processes, some adults did, some of those didn't. But I think if along the way of if I would have been told the process, I could have taught them how to navigate me from that time. And I think that if I would have gotten a lot more help, I could have like an n plus Mississippi. I'm not not not to be funny, but like, their I guess, the way that we're taught, especially in public schools, because I went to a public school, I went to a private school in my college years. And public schools there. It's kind of sort of, I don't know, like most schools in United States, they prep you for to take the tests, and is always about testing. And so it wasn't really about like, how do you learn, but we were always prepped in my mind, remembering we're always prepped for the test.   Michael Hingson ** 07:22 Yeah, and the result is that you really didn't get the education that you needed as such. Yeah. And no one diagnosed what was going on. And that happens. So often, I've talked to a number of people here on unstoppable mindset who said they were, for example, on the Autism Autism spectrum. And they didn't know it, or even people who said that they discovered they were dyslexic, or neurodivergent, in some other way. And they didn't discover it until their 30s and 40s. And some of them figured it out themselves.   Anquida Adams ** 07:59 Yeah, yeah. So I mean, it takes a while. Because, again, when you're in a mode of like, exploring of who you are, it takes the time for you to like, kind of figure it out, like, Okay, well, you know, most of us, especially most people who are undiagnosed or just navigating through dyslexia, or whatever type of disabilities, most of the time, like, you're, you're working with it, and you're like, okay, you don't even think that it's a disability, because you're just pushing through. And so when you do get tested, you're like, Oh, I didn't know that. You know, I was I just thought it was a good thing that everyone else has. And I'm just learning how to, like, navigate through that, that that, that that thing that everyone I'm thinking in my head, my story that everyone else had?   Michael Hingson ** 08:47 Yeah. And it really wasn't that way at all. But it took you a long time to discover that. Yes. But you at least you eventually did. That had to be some sort of a relief, or give you some satisfaction to figure out what was really going on that, in reality made you different.   Anquida Adams ** 09:05 Yeah. So even even in college, what it was, it was more of like, how do I help you? How do we help you with navigating this space, so there was a lot of like, teaching me how to like, read it in a way where it's like, so my brain is how my brain work and reading. So I would have to go through because my brain works so fast. I had to go through with my hands once and then the next time highlight everything except the articles and then take an actual piece of paper and with like four and a half and then go go up my brain was scan the words really fast throughout the actual book or paper, whatever. And that's how I literally am able to retain some stuff. So that's how I began to learn how to read like to make sure that I comprehend or I got everything down because it was too much. It's like reading it. So I had to play Deus. It takes a long time. But it helps me out. And I can, you know, I can I get it there.   Michael Hingson ** 10:09 Yeah. But as I said it had to certainly be a relief. And did you? Did you feel like once you figured all this out, you started to make a whole lot more progress in terms of being able to do things and moving forward with your life?   Anquida Adams ** 10:24 Well, I mean, so I didn't. So in high school, I learned how to like, especially in our writing class, I had one teacher, I remember her she was like, if you don't know how to spell a word, and I think that's her, well, that's big to words worse. She's like, if you're not Asheville word, create a sentence that describe the word. And I think that's pretty much I've had teachers along the way, too. And that's to give kids like that, or other tips to kind of help out with, you know, writing or with, you know, our reading or whatever. So I think that we, people who have dyslexia, we've given we've given all these tips, but it does not help us when we're until we learn how to navigate ourselves. It doesn't help us until we're actually in the situation. And those tips, some sometimes don't work, because again, you have to learn how to navigate it. At that particular time. I think I had a conversation with a person a year ago, and I was trying to ask him to help me with a project that I'm doing. And he was like, Well, my child, I paid a lot for my child to go to a school. And they teach him a lot of how to like, learn through, you know, his disabilities. And I looked at my said, I'm a product of that. I was like, they can give us tricks and trades and stuff like that. But if, if the, if the spaces that I'm supposed to be in a workforce are not equipped to work with me, those tricks in whatever tricks and trades don't work. So I think that there's a deeper conversation when it comes to disabilities, and then also disability and inclusion within the workforce.   Michael Hingson ** 12:07 It sounds like just the way you're describing it, that they sort of suspected that you happen to be a person with dyslexia, but they weren't talking to you about it, or really addressing the issue.   Anquida Adams ** 12:19 Yes, all the help that I've gotten, they weren't addressing the issue, they were just given me things to get around it, or to just survive.   Michael Hingson ** 12:30 So they kind of knew it was there, but they weren't telling you or helping you with it.   Anquida Adams ** 12:36 They didn't give me the tools and resources that will that's particularly a mentors router problem. They just tried to like do the surface level, put a bandaid on it? And like, Okay, this is the best way I can teach you to survive in the world go out there to do your best.   Michael Hingson ** 12:57 Do you think they actually figured out that you had that you were a person with dyslexia, though?   Anquida Adams ** 13:04 I mean, again, I because I was a kid. And because I didn't, I knew certain parts, and I didn't know every part of it, I just I advocate Now, sure, it's abilities that parents make sure that their child has a pardon to it, even if they don't know the language, because the language is more more bigger. It's like a big vocabulary for them. At least they know like what it is. And then also like, unless they know a definition of like, what it is, and then they're able to make it applicable in their lives to like, be able to, like, you know, navigate it, like who say, difference if I have this word dyslexia, and I don't, and then and I know, that's what I am. So let me help me to figure out what type of other community people that um, that I can be a part of this like me, that can help me out. And then when you do have tests, you want to tell me everything about the test, let me know at my capacity of where I'm at as a child, where I'm at and then also where you guys are wanting to take me because I think I think they I think like the education institution and also the teachers and also the parents do not allow that child to have I don't want to executive like however this they don't allow the child to have like some type of executive like   Michael Hingson ** 14:34 they don't want you to be your your own advocate or Yeah, but again, and I don't want to put words in your mouth, but am I interpreting it right though that they probably really knew that you had dyslexia but they weren't okay. And and that's so unfortunate. You know, and I know and so many people with disabilities who get in involved in advocacy when we're talking about The end device Individualized Education Plan, the IEP and so on. Yeah, they don't want the kids to be involved in that. And the kids are the first ones who should be involved. Because if we don't learn to advocate for ourselves, then how are we going to truly learn and understand? And also recognize that we're okay. Yes.   Anquida Adams ** 15:21 And that is why I do the work that I do and lead first with self advocacy in whatever manner that I'm connecting with. Because I want to make sure that most people, like understand like, hey, once you understand yourself and navigate yourself, it's easy to navigate yourself in the world around you. And that's why I am like this is it's very important for the parents to allow the kids to be a part of the process. I think with you, I know, like you, you, you have lived with your body and I have moved my body this whole time. So we kind of know what's going on. Oh, we probably don't know how to overpower didn't know how to articulate at that time, but at least we could, like, if we got hints to explain, we will probably be able to actually tell our parents like this is what I need it? Well,   Michael Hingson ** 16:09 I think I was fortunate because my parents were very open and honest about me being blind.   Anquida Adams ** 16:17 That's another story. That's another type of disability. Yeah,   Michael Hingson ** 16:19 it's a different issue. And I appreciate that. But I think they were very upfront. And they were perfectly willing for me to explore and, and sometimes take risks, and they took risk by letting me do that. But that is a different story than what you were having to address and deal with. And no one was really helping you and being upfront and so unfortunate that they didn't do that. But yeah, that happened.   Anquida Adams ** 16:50 Yes, I got I got a chance to have other risk in my life where my parents allowed me to, because so I was dyslexic, or I had a decision, I have a disability. But at the same time, I was wise, you know, I told you earlier, my mom said that I was an adult in a kid's body. So they weren't helpful. It wasn't that much help on that side. But I was really wise. And I, I had I was I had wisdom, and then street smarts, both of you, if you would, like, put it together. So it kind of helped me out a lot.   Michael Hingson ** 17:29 But it also sounds like your parents probably didn't know what to do. And they weren't getting help either. Which is so unfortunate. But I'm, I'm glad you turned out the way you did and that you really appreciate your parents, which is of course part of the whole process. Yes. So you moved by you were in California, then you move back to MIT or to Mississippi. And where did you go to college?   Anquida Adams ** 17:55 So I actually went, this is this is this is that dyslexia and that mindset of like trying to find who I am or whatever. So my first year and a half I went to I went to Oakwood University, and that was a historically black school. And that's why I knew I had enough I had a space where they took their time and they helped me out with, you know, understanding enough for me to get it so I can actually move with my actual dyslexia. They gave me tools, similar to my my dyslexia, but that was a school where literally, I learned like all types of leadership skills there. While I was there, I was part of several choirs. I was a part of an ensemble, I was a a chaplains assistant, or we had to like during Chaplain time, do the whole program. And then also the different buildings were assigned to for like chapel for the different residents, presidential individuals that are on campus. So I got a chance to do a lot. I was a part of the actual president, Ambassador space where we were the first when emotional intelligence came out first came out our president for our ambassador space, like I made sure that we had, like, classes with I mean, we did classes on emotional intelligence. So I'm saying like that because it helped that later on some of the stuff that I do. So I learned a lot at that first school that I went to and then I stayed there for two years. It got really expensive. And so I went to you ah, for a semester because I was trying to figure out what I wanted to do, which is University of Huntsville, Alabama. Okay, so the school Oakwood University is in Huntsville, Alabama. So historical black school for seventh Adventist. Got it? Yes. And so I went to UNH first semester ah, Um, I was trying to figure out what I wanted to do. And at that time, my, my major was, um, physical therapy because my high school year of college, I mean, high school, you have my high school, my senior year of high school, I worked at a PT clinic, and I was a PTA and then I was also a, that's what I told you. I was doing a lot of amazing stuff, and I didn't know it. So I was a PTA and I was a administrative assistant at the at the actual clinic. And then so I was like, Okay, well, I've liked this, let me go into to my school. So at my school, I was on the track of doing a year, a year and a half, two year no two years at Oakwood, and then finish off my PhD at Andrews University. And that's another school that was 78 minute school. And that was a mix School of everyone. So it also in Alabama. No, that was in Michigan. So you moved around. No, I didn't go there. But that was the plan. But I didn't go there. So it got too expensive for me. So I went to u h, and four semesters, kind of figure out what I was going to do. And then after you, ah, I kind of went to Chicago, and stayed there for six months, came back home, went to Michigan State six months, tech came back home. And then last time I came back home to Mississippi. And that's where I'm originally from. I graduated from a community college with honors and with 23 hours, and what I went there for, and I changed my major to psychology and elementary education. And so that summer, I went to Delta State University, and I was getting started with my elementary education degree. And that's when I found out during the summer school, that bush two that was president, then he was talking about inclusion, I was like, I can't do that, because I was like, it's too much, it will be too much for me. And so I left there, I finished off my semester there that summer, and I left Delta State that was in Delta Mississippi, and I went to Mississippi State. And that's where I finished up my degree and sociology, gender studies and leadership skills. So I found my niche. And when I went to, when I went to Mississippi State, I, I'm really good at understanding like society, like I can sit back and kind of figure out, like, what's going on. And so, for me, I've done it all my life, until I got into the classes of sociology, gender studies and leadership skills that took some psychology classes, and also behavior science classes while I was there, but I it felt like it felt like home. And so that's how I got into the work that I do now, because of the sociology, me pairing sociology and psychology together for socio psychology, for me to figure out how do I help help the world. And so for, for me, learning throughout the years, I'm about disabilities and what I did not know, until like a year or two ago, about the eight modalities of intelligence, and switch schools do not teach. And for me, within the eight modalities of intelligence, I possess two of the A modells of intelligence, intra and inter personal intelligence. So I'm good at going into spaces, understanding the culture, and then learning how to create create a better space within that space. So like, again, organizational development. So these are things that they don't teach in schools, and these are the things where, you know, with my understanding, even without disabilities, when I do our organizational development work, I make sure that when I'm doing leadership development, I ask the leader, like, what type of intelligence that they have, and I do an assessment to kind of figure it out. And then I helped to understand their actual client, the mean, not their client, but the employees, but direct reports, because you sometimes even in work, there's several different ways that people learn. And there's definitely different ways that they actually interact, but they don't teach us that in school, about the eight modalities of intelligence. So I'm doing it in a workplace and I'm trying to also do it within the actual school systems of teaching them like how to actually help the students learn through that throughout their, through their eight modalities, and hopefully the school systems that will catch on to it because if I would have known that even with my dyslexia, I would have done a whole lot better instead of going into physical therapy. You know that That's pretty much a part of my gift. But the main two areas, I'm really great at, like, seeing and developing systems. And if we got a modalities, everyone has a different modality that they can go into that that that they can figure out a field that is best for them per their modality.   Michael Hingson ** 25:21 Tell me a little bit more about the modality. You said they're eight modalities. Can you can you talk a little bit about more? What that is?   Anquida Adams ** 25:28 Yeah, sure, I can do that for you. Let me let me pull it up. So I know as inter and Trump are intelligent, those two different modalities, intra and inter, personal, intra and intra and inter intelligence, then there's Kunis kinesiology, then there's looking for, so it's eight of them, but I know my see.   Michael Hingson ** 25:54 Well, and while you're doing that, so when did you actually graduate from college?   Anquida Adams ** 26:03 So I graduated in 2010. Okay,   Michael Hingson ** 26:06 and so you have a bachelor's? Did you go and get an advanced degree at all.   Anquida Adams ** 26:11 So I, I literally, um, so like, um, for me, I. So after that, I left Mississippi State. And then I went to Chattanooga, Tennessee, where I started my clinical mental health counseling degree. And I was gonna, I thought I wanted to be a counselor. But now it's like, I told you, I find finance systems really quick to figure out what I want to do. If I don't want to do it, I don't want to do it. And what I found within the No disrespect for Counselors, and Therapists, it just wasn't for me. Like, it was a weird trick. It was a, how they set everything up. Like it's all about not being sued. And the second part is, it was all about, you know, not allowing the person to navigate their own situation like, like with the therapist, you're there. And you're asking all these questions, but it's just, it's a robust or like, robotic way of doing it. And so I rather I thought, if I did go into it, and like I'm doing right now I'm doing coaching. So I get to, like, do things that I want to do. And then within the space, so like, say, for instance, I have a client, like one person I did coaching with I, she, she dealt with a lot of internal things. And of like, I don't know if I can say it on here, but like, she don't realize her a lot of internal things. And so, for her, we went walking, and for me, I'm very intuitive, and with walking, and allow that person to like, walk and talk. As they're walking and talking, what most people don't connect with the different types of techniques that you can use, especially how I connect my techniques with them to have the way that I think and also connect with that person. I'm with her, we were doing three things. One, she had never out of all the therapist, she told me I have to offer our session. So out of all the therapists issue seen that they have never gotten out of her what I've gotten out of her at that moment, too. While we're walking, I think most people don't understand perception, and also how you connect. So our I call it the human, emotional, human, emotional, sorry, human emotional standpoints. We're walking. She was literally not being triggered, but being triggered a good way of bringing back those memories of what she was saying. But then, also she was metaphorically saying what she was expressing how she was expressing the actual thing or the trauma that she was going through. But then she was still it was like she was whatever burden she had, she was up on lifting and leaving it there as she walked every step she took. So it was like a lot of things going on at the same time. And so that and so as we were talking in m plus how I connect with the my client, I was able to like hold a container for her as we're walking as we're talking so allow her to like, elaborate on some of the things that that happened to her or to happen with her throughout her lifetime. And so she was like, you know, she wants to do more Do more sessions with me because there was a lot of things that were happening at the same time where she was able to release, and forgive. And also think of ways that she could, you know, be better because of the things that have happened. So I say all that to say like, so, going through the program, I realized that it wasn't for me, because I wasn't able to actually, um, go outside of the, the parameters of what psychiatrists, psychologists or therapists do. And so I did a whole year within that program. And I picked what I need to take, because I use again, both psychology and sociology within my therapeutic session. So after there, after Chattanooga, I left there and went to Texas stayed there for four years. And I thought, I want to go back into sociology, and I was gonna start my master's in sociology. And then I figured I was like, No, I don't want to do that again. So I stayed there for four years, going to one semester for that fruit to notice that I didn't want to do it. And within being there, I was like, Okay, well, I don't think this is places for me. So I moved again to Seattle, I've been here for going on 10 years now, this year. And as I got here, I got into corporate and I knew when I got into corporate, some of the things that are happening, when it came to leadership, when it came to culture, I was like, this is where I want to plant my seed. And like doing the work of making sure that we do better with our as leaders, we do better with our employees. And so I actually started my master's degree. And it was organizational psychological development. And as I went through that program, I don't want to be rude to them. But like, I knew that I wanted to do the work. But at the same time, there was a lot of things that were going on at work. And that was going on within that actual organization, or within the program that I could, I wasn't able to deal with the pasty of it. And so I finished that, but I started my I was only one out of the group that actually started my consulting firm. And with and with all the stuff that I've learned within that first year, I was able to kind of hone in to what part of organizational development that I want to go into. And they didn't help me with creating my business, I did everything on my own levels. But by being in that program, it allowed me to understand the different again, I tell you, I can just go into a space and learn a lot of stuff and learn a foundation of things because I see, I can see systems. And so like, as I as I went into that space, I kind of understood and I went out and created my own system, um, by seeing what they did. And so it kind of helped me out with building out my business. A long journey. So yeah,   Michael Hingson ** 33:30 so you did get your master's degree. By the time it was all said and done.   Anquida Adams ** 33:33 I did I did not finish. Finish it. Okay, good. But every time I went into a space, I guess, for me,   Michael Hingson ** 33:43 school wasn't the right thing.   Anquida Adams ** 33:45 Well, I mean, it's not it wasn't the right thing. It was the right thing for the moment that I got the foundation. Right, what I needed, I actually left, right, that makes sense.   Michael Hingson ** 33:57 Yeah, it does with all the other stuff that was going on. So when did you actually start? Well, let me go back. You said you went into corporate? Did you go to work for a company? Or did you just start your business?   Anquida Adams ** 34:08 I worked for several companies. And as well, I'll just be transparent. Like, within this space here, and the Pacific Pacific, or Pacific Northwest. When I first got here, there was less talk around diversity and inclusion. And this is pretty much white culture space. And me being here and me, I'm not getting a memo of like, hey, like, you know, just shrink yourself. And if I didn't get the memo, I didn't care about the memo. So like I learned very first, just first off and being in a corporate spaces that I if I did not take care of take up for myself or to have self advocacy around myself, that I would allow other people to actually bully me or actually be in a space where I felt so I could not breathe. And when I say when I cannot breathe, it's like, you know, me not being able to actually display my talents and my gifts, not in a shirt that show off the way. But like, for me, my my mindset is, um, I have what I need to do what I need to do, I will do it. And I know, I don't need micromanaging. And if you want to micromanage me, maybe you need to do the job yourself. And so that's not to be ugly about it. But it's like, if you hired me, and you know that I can do the job, like I, you know, please don't micromanage me. And so I had like those people who will try to micromanage me, or if they didn't try to micromanage me, they would, one person told me, I can make a foreign company, but not on her watch, he did a lot of stuff that was I told you, there was a lot of things that was happening. So I had to deal with that kind of sort of, in my program to where there was a young lady that in that program who did the same thing to me also where it's like she was bullying me. But at the same time, that's when I started to wake up and start to my, my self advocacy began much more after after those two situations, because I knew that, yes, I speak up for myself, but most people within my demographic group, they don't say anything, because they just want to get along play along so they can kind of like move along. But I knew if I didn't say anything, that's the next person that was younger than me, came in that position, or came in that organization, they will face the same situation that I faced, and I would not be able to, I don't want to cry, I would not be able to look at myself in the mirror, if I wouldn't have said nothing. Or if I wouldn't have said if I wouldn't have you know, did something about it. And most of the adults that were older that because i i When I came into those positions, I was in my early 30s I was 30 and I was just a baby kind of sorta. And so being in those positions, and having someone older than me that looked like me that was brown. You know, tell me don't rock the boat or enquete uh, you know, don't say anything about it, because you're gonna make it hard on everybody else. Like that, to me was that that wasn't that didn't tell what mean. And so for I got in trouble a lot because I spoke up and I spoke out because I was like, I could not leave I for my My motto is if you go into the place, make sure you leave it better than where you found it. Yeah.   Michael Hingson ** 37:46 So when did you actually start your business? Well, I started my business in 16 2016. Okay. And so tell tell us a little bit about the business. You've got several brands and segments under it. That's pretty fascinating, which is, of course, why you describe yourself as a multi printer. So tell us about that. Right. Okay, cool.   38:10 So, um, within, like I told you before, like the origins of this of like, is making sure that organizations Well, let me back up. So ALA brand consists of three areas, ALA consultant, firm, ala event planning and management and aLa foundation. aLa World Foundation, sorry. So I'll go back to ALA consortium or ALA Consulting Firm is a boutique, a global boutique firm with expertise in social relations with a human centered approach to staying developing operating systems on a human side, also the organizational side. So what does that mean? So what that means is you might have a problem in three areas, the human, or the organization and the process are both right. So pretty much we make sure that within that space, we're helping you out with a culture that's the seeing, seeing, seeing the systems, helping out with the systems of your culture, developing that system within your culture, and then implementing what what is there, so like, that's what we do within those spaces, so and unpacking that. So for different divisions, organizational socio emotional psychological development and their services underneath there. Then this the second division is equity inclusion, diversity with the social justice lens. And then the third, division is entrepreneurship and startup coaching and development and the last division is the individual personal professional family Christian development. So all four areas, enter. Have an intersectionality together because of the person you as a pro Sin creates the subculture of the beggar culture, whether it's within any afford those areas.   Michael Hingson ** 40:06 So what exactly do you do? How does it work?   Anquida Adams ** 40:10 So, up underneath the organizational development sector, so there's four. So there's several services, but it's four main services. So there's our so they're a succession planning, always keep that first session planning. And underneath succession planning, there's millennial, multi millennial attention as a strategist, we go in and kind of figure out, you know, the next generation of who's gonna be in charge, that's millennials, right? So making sure that we know who was in your organization, who are the millennials, and then understanding like, okay, um, the second part of that is millennial leadership, development. So like, with that, when we figure out who's the millennials in the space, we're looking at the, the, the, the life, the life, the lifespan of the company. So when you think about the lifespan of the company, need to make sure within those millennials, how are you how you doing leadership development with them, and then also tracking them. So then, when you're able to bring them in the actual positions when the boomers leave, that you have people that are on a succession plan to actually fill those positions. And not only you have the tools to fill fulfill those positions, you have organization that will continue as life is as lifeforce because again, if you're not leading or developing your leaders on all levels, it's going to be hard for you to maintain a great company. So that's two of the actual first two, I secession planning for millennials. And then the second area of it is our ecosystem, Matic structure, leadership coaching and development. And that's for all generations, not just for millennials or generation. And then the second part of that is desk paired with that is ecosystem, Matic team, structure team coaching and development. So what happens is, is that most of the time the leadership get developed, what the team don't, and it's by different people. So we created a actual, a program to where you're, you're, you're doing both development, because if you develop the leader in a manner where they're understanding themselves, and then also understanding how do they lead as a leader, what leadership does they have, or understanding their actual direct reports, and then also understand themselves, because most of the time, most leaders don't have a full unfolding for understanding of how they impact it and print their actual direct reports. And that can lead to a lot of what was the retention, where, you know, people there, you know, lack of retention, because like, pretty much there, people are leaving as a rotating door in and out. So when, when a leader is like, have their actual space in the world and their space within that company, where they're, they're learning of what they do, because most leaders don't get leadership training, they literally are just pushed into a space because they're great at an actual subject, or they're great at actual department or whatever a trait, and they're not able to actually, you know, lead because of that. And I think most of the time, that's why you have people in spaces where they're great at what they do, but they don't know how to lead. And so that's why we help within that space. Now, when it comes to the teams, you have to feel like you're in a safe space to collaborate and to actually you have camaraderie with your peers. So with that of being in a safe space that you know that your leader is leading you and and in a way where they're helping growing the talent and the talent, feel safe, you're going to have a great department and a great culture within your whole organization. So that's the four main areas of coaching and consulting within that space of organizational social, emotional, psychological development.   Michael Hingson ** 44:32 So how do you do how do you do leadership training? How does that work?   Anquida Adams ** 44:37 So again, it's a lot of deep diving. First, creating awareness with them, of their I call it my cornea professional patterns are professional professional origins. It's kind of like our family of origins but is professional origins that I created, most individuals who are and a leadership position, they pretty much mimic the leaders that was before them. And sometimes they picked up good habits, and that's why they could pick up bad habits. And so when they're not developed, they tend to either lane with the patterns that they picked up from their parents, and then in the past, they picked up from the professions of, of, of who they worked for. And so when you think about that, that's a lot of think a lot of things to unpack, and mostly just don't unpack that. And that's why you have a lot of ineffective leaders. And so we work on that inner work of the person first. And then we then work on styles, helping them out with the different types of styles that they can they that they can use per their department of the people that are within our department, because you we teach them how to figure out the actual, the, their employees styles, because a style, you know, each person has a different style. So at least adapted three styles and, and doing a mixture of of one of those three styles to help out with the actual direct reports. Then, after that, we start going into other things that they need to learn that that could be helpful to them that that they have not learned, but then they want to learn around, um, leadership skills. And so especially when it comes to conversational intelligence, that's like embedded in our, our space of like, I'm doing leadership development. So conversational intelligence skills group, it helps the leader to understand how to articulate their thoughts and their feelings. And to be clear, and have clarity when they're actually giving their direct reports. A clear understanding of what they're asked to do as a task. Not only that, but it helps out with conflict, because most of the time, you're dealing with different personalities and different cultures and different ways of living. And so with that, it kind of help out with mediation, because there are cameras or the mediation, they're mediating between, of their self advocacy of how they lead and also between the actual person like of how they is accepting the actual tasks that they're given. Because most of the time, again, we all learn in different ways, and teaching them how to actually work with their their actual direct report around how they learn how they are wanting to be led, and in what styles that actually helped them into motivating them to do well, within the workspace. So all   Michael Hingson ** 48:03 of this that we're talking about comes under the umbrella of ALA consulting. Yes. Okay. Now, do you have a number of people that work with you? Is it just you or how does that work?   Anquida Adams ** 48:17 So, and this is what I have to explain to people, I'm, I'm in big, I'm in this in the space of scaling. So how I created my businesses. Each so by being an entrepreneur, you can have different types of services. Most people tell you to keep keep it at one space. But what happens is when you do one space, within different quarters, different organizations can now only bring you in, but if I have four divisions, and I have services underneath each one, it's easier for me to kind of get an actual get picked to like go into any organization, different in different cores, depending on what services they need, or if there's going to be someone doing it individually. So it helps me out to figure out like how did that work? So because I'm scaling right now I'm able to I'll be able to, like, bring in some more people to do the work with me and or I have some people that I have on the side, if they need to come in to help me out with it, they can help me out with it. Other than that, I'm the person until I began to scale and then so I'm starting to do so yeah,   Michael Hingson ** 49:29 it's cool. Well, you know, the whole issue, of course, is that it's ala consulting, and there's nothing wrong with having more than one consultant or people that work with you. So that that makes sense. But what about I   Anquida Adams ** 49:41 knew I wanted to create a bigger organization and so   Michael Hingson ** 49:47 it makes sense to do that if you can do it in and as they would say with franchises, although this is not but you want to make sure you keep the same flavor and you keep the same process throughout Whoever you work with, needless to say, yes. So a la event planning minute and management.   Anquida Adams ** 50:06 Yeah, so la event planning and management goes hand in hand with La consulting firm because it is event planning and management for organizations. So, we hire, retain, and then develop talent. And so we have four different layers for different divisions to that one too. So there's the career fair. So we have our signature career fair that we're going to start in 2020, but COVID hit, so we had were having to like, throw, you know, like, put it out, and we're gonna try and do it this year. Um, so but what we have been doing for since 2013, is that because we leave on the Astra peripher space, system 13, because we were the only woman event planning and management career management firm here in Seattle, we did over 48 career fairs for career choice, that was the company that chose us to work within their career fairs here in Seattle. And that's how we got started. So, um, by hearing from them, of the, the vendors that want more, more areas, that's when I was like, Okay, well, maybe I need to, to create our signature career fairs. And that's what happened when 2020 hit and I wasn't able to do it, but I started doing it now. And then the second layer of it is organizational events, pretty much we do, um, fun, employee fun day. And then if you don't do any work, just have fun to create commodity. And then camaraderie. And then the second area of that space is team building. And the third area within that space is retreats. And then so the next level of this and so screen of Metellus, showing up the org chart, but the next level, the third level, this is like events. So if you want a one day event to the event or a week event, we can we can help out with a small to medium events. And the last level is our disabilities and inclusion level where we where we do our ala disabilities, transition, transitioning resource summit and Expo. And then this year will be our first year doing it. And then we have our ala team, no ala L A disabilities is Community Connect. And it's like where we get to have people to come together. So whatever, what, whatever quarter it is, by his quarter after the actual Summit is put in place so that the organizations who are wanting to create a disability and inclusion affinity group, they're able to meet with other organizations around the city to work together to actually help out with their affinity groups. And then we coupled that with hiring and people who have disabilities to work with those companies so that we can kind of create jobs for people with disabilities. And then the third piece of that part because there's three initiatives within disabilities. It's our ala disabilities, talent recruiting and consultancy agency, where we do time recruiting and consultancy. So so that this for the wraparound summit there's two other things that will help out. So it's not just you just going to a summit and getting all this things and you're like, Oh, yay, we're happy. But no, we have two other things that will help out. So then you can actually stay on track, but haven't been being intentional about having a space of, you know, a disability and inclusion workspace. So if that makes sense. That's pretty much all of that.   Michael Hingson ** 54:10 So what is ala World Foundation?   Anquida Adams ** 54:14 Okay, so ALAFondation comes into play, where we're able to the foundation part is to work with other organizations, and spotlight nem of saying, Hey, we see you're doing good work. I feel like within the workspace, or within the workforce, we have a lot of people that is quick to say, this is what bad this company is doing. And there's no shining a light on the company that's doing well. And so a big part of our foundation is to partner with other companies to make sure that they other nonprofits, to make sure that they're seen within the actual workspace of doing whatever they need, will that they're doing what they're doing with The individuals that they're working with within the communities that we're working with, and then that's part of the foundation, and then another part of the foundation. And so it's two projects, a project for making sure that organization is being seen. And the other project is to human, the human project and this around homelessness, and we're bringing it bringing awareness around homelessness, um, and several different ways. So it's five phases of that. And this homeless, a lot of, I'm not gonna go into it,   Michael Hingson ** 55:30 that's okay. Up. So what is being Anquida?   Anquida Adams ** 55:34 Oh, that's, so that's like opposite. So I explained in the ss, so ala Brand, it creates foundations, and it helps out society with creative foundations, and getting started on the right feet on, you know, whatever, whatever, whatever area that you're working with, with us, it's just creating that foundation. So being Anquida, is actually a space of creating healthy relationships. So you have the foundations, but now you need to learn how to like, have an ongoing way of learning how to have those healthy relationships to continue the actual foundation that you have created. So that's what being enquete is about. So being Anquida is a small boutique firm, with expertise in relationships. And so within that space of learning about relationship, it starts with you first, not only does it start with you, it's about understanding, that's where the identity intelligence starts out with. So like, we created this formula for all of our work throughout our identity  intelligence. And that's where identity intelligence for our consultant for our elite consulting firm came from. The root of it came from the actual being queasy to being quita is a space where you're able to, first have a relationship with yourself, first, understand who you are, and how to navigate yourself in the world around you. And having identity intelligence create a place where you can actually understand your shadow side and your light, or your fragmented shadow side in front of you in light. And what we're all that, all that is means is, is that we have different duality parts of us. And then if we suppress the parts that we think that, you know, if someone knew about us would make them run away, then we intentionally or unintentionally do things that will make people not like us, and we don't even know it, because we're we ignore the fact that this is part of our shadow side. Does that make sense? That is a lot of it's a lot of unpacking?   Michael Hingson ** 57:53 It does make sense. I think I understand exactly what you're saying. And it does make sense. And you certainly pull a lot of things together, no doubt about it. And clearly you're you happen in person that getting a lot of things accomplished. And you're you're trying to bring a lot of things into the world. And and I hope that you are going to be very successful at scaling. Well, let me ask you, if people want to learn more about you, or reach out to you and maybe engage you or or in somehow become involved with you, how do they do that,   Anquida Adams ** 58:29 um, they can go through our link tree, link to yours. You can say WWW link, and then t  r dot  e e and then slash a dot L dot a consulting firm. And it's unnecessary. I know it's a lot. But if you can look there, or like, the best way is LinkedIn, LinkedIn, you can get get in touch with me really quickly. And then all of what we do is underneath experiences, you can kind of go visit or go visits from LinkedIn from there. And I think that will be the best way. LinkedIn is a whole   Michael Hingson ** 59:04 lot better. What's your LinkedIn handle?   Anquida Adams ** 59:08 So it is Anquida, Adam. So that's pretty much it.   Michael Hingson ** 59:12 A n q u i d a d a m s. Okay. Well, I hope people will reach out, I hope that we've been able to do some good and getting people more acquainted with you and what you do. You are fascinating, you are doing a lot. And that's cool.   Anquida Adams ** 59:29 I write all the things I've done in my lifetime, like, oh, like I know, I talked about a lot but like there's a whole lot of things that I didn't talk about being a part of the Commission for people with disabilities, and then being the co chair of that and then being within that, that space for four years, being a part of the disabilities and inclusion. Well, the Kane county disabilities Developmental Disabilities board, so there's, I've done too, so there's a lot.   Michael Hingson ** 59:58 Well, I think people will definitely Learn about that as they go seek you out and investigate you. And I hope they'll do that. And I want to thank you for giving us the opportunity to learn some about what you do. And for you who are listening out there, I really appreciate you listening. Please give us a five star rating wherever you find unstoppable mindset, we are grateful for it. I know Anquida will be grateful for it. And also, if you'd like to reach out to me, please do so you can reach me at Michaelhi m i c h a e l h i at accessibe A C C E S S I B E .com. Or you can go to our podcast page which is www dot Michael hingson.com/podcast. And Michael hingson is m i c h a e l h i n g s o n. So Michael hingson.com/podcasts Love it. If you go there and in listen to some more podcasts and rate us there as well. We really appreciate it. But most of all, I hope that she'll reach out to Anquida I think that she has offered us a lot of interesting and useful information and a lot of insights and we should definitely feel free to engage her and use her talents and her skills. And clearly there's a lot of it there. So Anquida, one last time, I want to thank you for being with us today and coming on unstoppable mindset and telling us so much more. Thank   Anquida Adams ** 1:01:19 you for having me. And I'm just grateful to be a part of this space. So thank you again, Michael.   Michael Hingson ** 1:01:31 You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge you to invite your friends to join us in the future. If you know of any one or any organization needing a speaker for an event, please email me at speaker at Michael hingson.com. I appreciate it very much. To learn more about the concept of blinded by fear, please visit www dot Michael hingson.com forward slash blinded by fear and while you're there, feel free to pick up a copy of my free eBook entitled blinded by fear. The unstoppable mindset podcast is provided by access cast an initiative of accessiBe and is sponsored by accessiBe. Please visit www.accessibe.com. accessiBe is spelled a c c e s s i b e. There you can learn all about how you can make your website inclusive for all persons with disabilities and how you can help make the internet fully inclusive by 2025. Thanks again for listening. 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