Podcasts about Peer learning

In this episode of Owned and Operated, we shift focus to a critical yet often overlooked pillar of business success: leadership development and management training. With insights from Amir of Snowball Industries, we dig into how identifying and nurturing potential leaders is foundational to scaling tier two and tier three service businesses.The discussion explores the evolution from technical expertise to soft skills as the driving force behind effective leadership. We unpack the core values that matter most—empathy, urgency, financial intelligence, and humility—and how they shape team culture, performance, and long-term growth. John and Amir also examine structured training programs, peer learning opportunities, and practical management tools that enable owners and operators to build sustainable, high-performance teams.For anyone acquiring or operating in remote and niche sectors like HVAC or turf installation, this conversation delivers actionable insight into creating a leadership framework that fuels operational excellence and employee retention.

Lane Hannah and Ange Forde from One New Zealand, alongside Dan Hibberd from Makeshapes, discuss how One New Zealand transformed its learning model to enable consistent, scalable, and engaging learning. The shift was driven by the need to support a diverse workforce across locations and roles, particularly during a major brand transition. The trio explore how peer-to-peer learning, supported by the Makeshapes platform, were used to foster collaboration, build capability, and support innovation - including around the adoption of AI. This episode offers practical advice on designing for social learning and building a modern learning ecosystem. Host: Michelle Ockers Transcript and related resources: https://learninguncut.global/podcast/169/ Podcast information and more episodes: https://learninguncut.global/podcast/

Was passiert, wenn eine Logistikabteilung beginnt, sich selbst neu zu erfinden – ganz ohne offiziellen Auftrag von oben, dafür mit echtem Gestaltungswillen? Bei Frankstahl hat Roman Divoky genau diesen Weg eingeschlagen. In dieser Podcast-Folge erzählt er, wie sich die Abteilung Schritt für Schritt von einer klassisch geführten Struktur hin zu einem agilen, selbstorganisierten Team entwickelt hat. Anstatt auf starre Hierarchien und Change-Prozesse mit PowerPoint zu setzen, vertraute das Team auf Peer-Learning, Eigenverantwortung und eine kontinuierliche Weiterentwicklung aus dem Inneren heraus. Roman teilt offen, was diesen Weg möglich gemacht hat, welche Hürden es zu überwinden galt – und warum gerade Logistik ein ideales Umfeld für New Work ist. Ein inspirierender Erfahrungsbericht für alle, die daran glauben, dass echte Veränderung nicht von oben kommen muss, um Wirkung zu zeigen. Über meinen Gesprächspartner Roman Divoky ist Experte für New Work und agile Transformation – insbesondere in der Logistikbranche. Mit über 30 Jahren Erfahrung in Führungs- und Entwicklungspositionen begleitet er Frankstahl bei der erfolgreichen Umsetzung moderner Arbeitskonzepte und agiler Strukturen. Aktuell ist er Logistikleiter bei Frankstahl, einem führenden Stahlhandelsunternehmen in Österreich. Parallel dazu wirkt er intern als TÜV-zertifizierter Agile Coach und extern als Keynote-Speaker, Workshop-Leiter und Berater. Sein Ziel: Teams und Organisationen auf ihrem Weg in die Zukunft der Arbeit zu unterstützen – agiler, effizienter und nachhaltiger. Als Autor des Buchs „New Work Now“ teilt Roman zudem praktische Ansätze und Strategien für neue Arbeitsmodelle. Für ihn steht fest: New Work ist kein Trend, sondern eine notwendige Weiterentwicklung der Arbeitswelt. Über das Unternehmen Frankstahl ist ein europaweit führendes Stahlhandelsunternehmen mit Wurzeln in Wien seit 1880. Unter der Leitung von Marcel Javor in zweiter Generation verbindet das Familienunternehmen Tradition mit Innovation. Mit über 700 Mitarbeiter:innen in zehn Ländern setzt Frankstahl auf Digitalisierung, moderne Technologien und eine starke, wertebasierte Unternehmenskultur. So bleibt das Unternehmen ein verlässlicher Partner der Stahlindustrie – flexibel, effizient und zukunftsorientiert. The post #58 Frankstahl: Wie eine Logistikabteilung den Wandel selbst in die Hand nahm mit Roman Divoky appeared first on Zukunftspioniere der Arbeitswelt.

In this podcast episode, host Michelle Frechette interviews Kyle Van Deusen, who runs a small web agency in Richmond, Virginia, and founded "The Admin Bar," a community for freelancers and agency owners. They discuss the 2025 WordPress Professional Survey, which Kyle conducted to gather insights from web professionals. The survey, which received 1,233 responses, highlights the experiences and challenges faced by freelancers and agency owners.Top TakeawaysMany Agency Owners Lack Business Fundamentals: A lot of agency owners start by accident, not with a business plan. As a result, many undercharge and lack confidence in setting prices. Kyle pointed out that few are reaching their income goals—not due to market limits, but because they don't know what's possible. This shows a big need for basic business education around pricing, value, and financial planning.Marketing and Networking Are Largely Overlooked: Nearly 60% of respondents aren't doing in-person networking, and many aren't investing in marketing. Too many rely on being found organically, which isn't enough anymore. Kyle and Michelle highlighted that growth requires showing up, building relationships, and actively promoting your services.Community Helps Build Confidence and Clarity: Talking with peers can shift your mindset and pricing strategy. Kyle shared how learning what others charged helped him raise his rates confidently. Community support helps agency owners avoid mistakes, learn faster, and feel less alone in their journey.The Survey Is a Valuable, Underused Resource: Kyle stressed that the real power of the survey lies in how people use it. By digging into the data, agency owners can find paths others have taken to success. The more participation it gets, the more valuable and representative it becomes for the whole community.Mentioned in the Show:https://theadminbar.com/2025-survey/https://theadminbar.com/https://www.facebook.com/groups/2147806538801573

Is the treasury function still confined to risk management and cash preservation? Not anymore. In this weeks' episode with returning guest Joseph Neu, Founder and CEO of NeuGroup, we discover how the role of corporate treasury is undergoing a radical transformation. Treasury is stepping out of the back office and into a strategic spotlight - enabling profit, shaping business decisions, and influencing the future of finance. Learn what it really takes to evolve from technical operator to strategic business partner in a world driven by automation, AI, and cross-functional collaboration.This week, we welcome back a trailblazer in the treasury world – Joseph Neu, Founder and CEO of NeuGroup. With over three decades of experience creating and facilitating peer groups for the world's top finance professionals, Joseph offers a rare, research-driven lens on how the treasury function has shifted and where it's headed next.In this episode, Joseph shares lessons learned from 30+ years of sitting at the table with treasury leaders across industries. From the early days of derivative disasters and newsletters to today's AI-enabled finance transformation, Joseph reveals how treasury has quietly become one of the most impactful functions within modern corporations.Listeners will gain behind-the-scenes insights into how peer learning empowers finance leaders, why treasury must move beyond technical silos, and what skills the next generation of treasurers must develop to thrive in an evolving landscape.Main topics discussed:Joseph's journey from researcher to leader of influential peer groups in the treasury spaceHow the NeuGroup model fosters high-value, curated peer learning for finance leadersThe biggest shifts in treasury over the past 30 years - from derivative disasters to AI integrationWhy treasury is moving from a support function to a strategic business partnerHow AI and automation are reshaping the scope of treasury rolesCommon pitfalls in treasury tech implementations and how to avoid themHow to measure the success and value of treasury teams in a non-profit-generating functionAdvice for current and future treasury leaders at every levelWhy peer networking is non-negotiable for treasury professionalsYou can connect with Joseph Neu on LinkedIn ❓Quick Quiz Link to CTP quiz for Joseph's Episode❓https://treasuryrecruitment.com/?post_type=ays-quiz-maker&p=7502---

In episode 51, Tamara Kocharova explores the transformative world of learning with Clain Udy, VP of L&D at Fortidia. Dive into a conversation that goes beyond traditional training approaches. Clain shares his innovative strategies for franchise-based learning, revealing how AI and technology are revolutionizing employee development. From global training consistency to personalized learning experiences, we uncover the secrets of creating impactful, adaptive learning environments. But this episode is more than a professional journey - it's a deeply personal story. Clain opens up about his mission to reframe autism through a strengths-based perspective. Reimagine what learning can be! Tune in!  Follow Tamara Kocharova, the podcast host and CEO at Lanes AI, on LinkedIn: linkedin.com/in/tkocharovaBook a meeting to learn more about Lanes AI: lanes.ai/demo?utm_campaign=podcast-51-episodeListen all Episodes of LPTP podcast: podcasts.apple.com/us/podcast/lptl-love-people-technology-learning/id1736176315 Follow Tamara Kocharova, the podcast host and CEO at Lanes AI on LinkedIn to stay tuned for future episodes: linkedin.com/in/tkocharovaBook a meeting to learn more about Lanes AI: lanes.ai/demo

Sometimes, not having a plan leads to the best places. That's how my guest, Viktoria Hubner, found talent development. Studying communication science, she thought it might lead her to be a writer or a journalist one day, but after some professional exploration, she pivoted to talent development.  At Dynatrace, she is designing educational programs targeted at people's soft skills. At first, she introduced peer-to-peer learning programs for 1,200 people in our R&D team but is now working on scaling them company-wide. One of her projects, LEAP, is a community of more than 40 Dynatracers passionate about inspiring people's leadership and enhancing communication and collaboration by being a sparring partner for teams or facilitating learning sessions about presentation practice, feedback, collaboration, body language, and critical conversations. Such programs create spaces where people connect and feel safe to grow, experiment, and challenge ideas at Dynatrace, ultimately fostering a sense of belonging. Tune in to hear more about Talent Development's role in tech companies and Viky's career story. Where to find us:      Connect with Sue Quackenbush on LinkedIn  Connect with Viktoria Hubner on LinkedIn  Discover the opportunities at Dynatrace and take your career to the next level: careers.dynatrace.com

Devon Zuegel: How To Create A New Town - [Invest Like the Best, EP.413] My guest today is Devon Zuegel. Devon is the founder and president of the Esmerelda Institute, and she is creating a new town called Esmerelda in California wine country. Learning of Devon and her plan, I couldn't help but wonder why there aren't more people building new towns. She shares the origin story of her project Esmeralda, a modern reinvention of the Chautauqua community she cherished growing up, and we explore her fascinating work building communities and reimaging how we live together. We discuss how environments fundamentally shape human behavior, how cost of space impacts creativity, the financial challenges of town-building despite their potential for strong returns, and the plans in place for Esmerelda. Please enjoy this fascinating conversation with Devon Zuegel.  Subscribe to Colossus Review. For the full show notes, transcript, and links to mentioned content, check out the episode page here. ----- This episode is brought to you by Ramp. Ramp's mission is to help companies manage their spend in a way that reduces expenses and frees up time for teams to work on more valuable projects. Ramp is the fastest-growing FinTech company in history, and it's backed by more of my favorite past guests (at least 16 of them!) than probably any other company I'm aware of. Go to Ramp.com/invest to sign up for free and get a $250 welcome bonus. – This episode is brought to you by Ridgeline. Ridgeline has built a complete, real-time, modern operating system for investment managers. It handles trading, portfolio management, compliance, customer reporting, and much more through an all-in-one real-time cloud platform. I think this platform will become the standard for investment managers, and if you run an investing firm, I highly recommend you find time to speak with them. Head to ridgelineapps.com to learn more about the platform. – This episode is brought to you by AlphaSense. AlphaSense has completely transformed the research process with cutting-edge AI technology and a vast collection of top-tier, reliable business content. Imagine completing your research five to ten times faster with search that delivers the most relevant results, helping you make high-conviction decisions with confidence. Invest Like the Best listeners can get a free trial now at Alpha-Sense.com/Invest and experience firsthand how AlphaSense and Tegus help you make smarter decisions faster. ----- Editing and post-production work for this episode was provided by The Podcast Consultant (https://thepodcastconsultant.com). Show Notes: (00:00:00) Learn About Ramp, Ridgeline, & Alphasense (00:06:00) The Origin of Devon's Obsession with Places (00:08:07) Proximity and Cost of Space (00:10:02) The Chautauqua Inspiration (00:11:31) Building a New Town: Esmeralda (00:13:23) Urban Design and Street Importance (00:15:44) Community Values and Peer-to-Peer Learning (00:18:15) Edge Esmeralda: A Prototype Community (00:21:38) Challenges and Trust Building in Development (00:26:45) The Role of Cars in Urban Planning (00:31:10) Mortgages and Taxes: Shaping Communities (00:42:11) Devon's Journey: From Stanford Review to Esmeralda (00:43:41) Tools for Thought and Feedback Loops (00:46:33) Urban Design and Pop-Up Villages (00:50:06) Exploring Las Catalinas and Car-Free Living (00:52:31) Placemaking and Organic City Development (00:56:25) Frontier Camp and Creating Collaborative Spaces (01:02:39) Building New Towns: Financial and Infrastructure Challenges (01:12:05) The Kindest Thing Anyone Has Done For Devon

Haben Sie sich schon einmal gefragt, wie Sie ein starkes berufliches und persönliches Netzwerk aufbauen können? Working Out Loud (WOL) ist eine bewährte Methode, die durch Peer-Learning, strukturierten Austausch und gegenseitige Unterstützung hilft, Ziele zu erreichen und wertvolle Kontakte zu knüpfen. In dieser Podcast-Episode erfahren Sie: ✅ Was Working Out Loud ist und warum es mehr als eine Networking-Methode ist ✅ Wie ein WOL-Circle funktioniert und warum er so effektiv ist ✅ Warum auch Introvertierte von dieser Methode profitieren können ✅ Wie Sie gezielt ein berufliches & persönliches Netzwerk aufbauen ✅ Tipps zur Anwendung von WOL im Unternehmen oder als Selbstständige*r

In dieser Ausgabe haben wir Christian Kaiser, Leiter Diversity und Transformation bei der DATEV zu Gast. Christian erläutert, wie Transformation, Diversity und Lernen zusammenhängen. Er teilt konkrete Programme und Formate wie regelmäßigen Diversity Talks, Communitys, Digicamps, Diskussionsgruppen und mehr. Zudem gibt Christian Einblick in die Ökosystementwicklung bei DATEV und welche Rolle Peer-Learning und Lernzirkel dabei spielen. Abschließend bietet er wertvolle Tipps, wie Zuhörer Diversity, Inklusion und Transformation in ihren eigenen Organisationen vorantreiben können und aktiv werden können, zum Beispiel in den Formaten der DATEV wie die Lernzirkel. Mehr dazu in den Shownotes.

In 2009 Netflix caused a huge stir in the HR and tech worlds with their 125 page slide deck that set out a new way of leading people. Whilst many companies have now adopted their concepts such as ‘freedom with accountability', the rejection of the idea that businesses are a family, and the so-called Keeper Test, Netflix were the first major corporation to introduce them. In this episode, Kenny Temowo, a senior member of the Leadership Culture & Talent Development team at Netflix, describes the on-going impact of these pioneering principles.  Kenny describes the role of creativity within organizational culture and the importance of an environment that encourages risk-taking and playfulness. We look at how to combine alignment with company-wide approaches with meeting the needs of local teams. And we explore Netflix's distinctive leadership seminars, which foster leadership excellence through engaging stories, poetry, and articles. This approach encourages leaders to navigate real-world challenges without traditional learning objectives, creating an immersive experience that empowers leaders to find solutions collectively.  As an added bonus, we discuss our shared love for British Blue Shorthair cats! Whether you're an HR enthusiast, a leader, or a cat lover, this episode has something for everyone! Chapters (00:03) - Innovative HR Strategies at Netflix (13:50) - Fostering Creativity in Organizational Culture (26:55) - Leadership Seminars and Peer Learning (39:03) - Feline Friends Kenny Temowo https://www.linkedin.com/in/kennytemowo/ Disruptive HR Website: www.disruptivehr.com Join the Disruptive HR Club https://disruptivehr.com/welcome-to-the-future-of-hr/ Email: hello@disruptivehr.com

In episode 182, we're excited to welcome Aliya, Vivek, and Andy from Kernel. We discuss Kernel's origin story, its guiding principles, and its unique approach to education in Web3 that has inspired some of Web3's biggest projects. With applications for the next Kernel Block, KBX, closing on December 20th, we also highlight how you can join this incredible community and embark on your own journey of growth and collaboration.--Key Takeaways--As Web3 continues its rapid evolution, Kernel remains dynamic, continuously refining its content and approach to stay ahead of the curve. By inviting thought leaders from emerging projects, fostering small group discussions on timely topics, and tailoring the curriculum to each fellow's unique work, Kernel ensures a deeply relevant and personalized learning experience.When asking the question, “how can we build a better web for the people we care about?”, it is really about how technology can facilitate relationships with the physical world in healthier ways. This includes building people-centred technology that gives humans greater agency over the web.Applications for Kernel Block X (KBX) are due December 20th, 2025. Individuals with diverse experiences, crafts, and knowledge of Web3 can apply at apply.kernel.community--Full shownotes with links available at--https://www.cryptoaltruism.org/blog/crypto-altruism-podcast-episode-182-kernel-empowering-web3-builders-with-a-peer-to-peer-learning-communityThank you to PIPE gDAO for sponsoring the Crypto Altruism podcast!PIPE gDAO is leveraging blockchain for their University Real World Asset IP Launchpad that helps bring groundbreaking ideas from lab to market. By joining the Pipe Associate Network (aka PAN), associates can create a profile highlighting their skills, be notified of opportunities, and then contribute fractional work to pre-IPO companies in return for equity and tokens.--Support us with a Fiat or Crypto contribution--Learn more at cryptoaltruism.org/supportus

Peer learning is a great technique to use in your training programs because it encourages active participation and networking, ensures diverse perspectives are shared and considered, encourages social and collaborative skills, and so much more.That's why on this episode, I'm sharing five ways you can incorporate peer learning into your nonprofit's learning strategy.▶️ 5 Ways to Incorporate Peer Learning into Your Nonprofit's Learning Strategy ▶️ Key Points:00:58 Should you add peer learning to your training programs?03:01 The benefits of peer learning04:16 Five ways you can incorporate peer learning into your nonprofit's learning strategyResources from this episode:Join the Nonprofit Learning and Development Collective: https://www.skillmastersmarket.com/nonprofit-learning-and-development-collectiveWas this episode helpful? If you're listening on Apple Podcasts or Spotify, follow and leave a review!

Joe Atkinson is the founder of PURPL, a peer-to-peer learning platform for in-house recruiters. Joe is incredibly passionate about the talent partner space and shared insights on:(01:00) intro to PURPL, startup journey(03:30) Joe's career journey(06:30) PURPL's focus and courses(12:10) AI fatigue and prioritising skills over tools(16:20) becoming a content creator on PURPL(19:30) growth, change, future of PURPLI hope you enjoy this episode! Hosted on Acast. See acast.com/privacy for more information.

"Now's the time to invest in your people more than ever. How do you lean in and address their anxiety, their distress? How do you have open conversations? How do you support them and care for them? And how do you invite them to be part of the process?"In this episode of Lead with Culture, Mike Sharrow, CEO of C12 Business Forums, explores the multidimensional aspects of modern leadership. Mike discusses the evolving role of Christian values in leadership, the significance of intentional company culture, and the effective use of peer learning to address professional challenges. He shares experiences from his global travels, comparing leadership practices across markets, and underscores the importance of continuous improvement within organizations. In this episode, you'll discover:Continuously assess and improve using tools like scorecards to address engagement, quality, and growthSeek peer feedback and coaching to gain insights, challenge assumptions, and make better decisionsInvest in employee engagement during tough times to foster loyalty and speed up recoveryThings to listen for:(00:00) Intro(02:19) Global leadership insights(03:46) Cultural differences and challenges(07:39) A unique perspective in faith and business(14:11) The power of peer learning(19:09) The need for cultural change(20:19) The importance of self-awareness in leadership(20:56) Strategies for continuous growth(22:12) How to avoid stagnation in business(26:17) Peer support and crisis management(28:09) The value of honest feedback(31:04) Recommended reads for leaders(33:12) Daily and weekly habits for successResources:Floyd CoachingThe Culture AssessmentMatthew Kelly's BooksFloyd Coaching's BlogConnect with the Host & Floyd Coaching:Kate Volman's LinkedinFloyd Coaching on LinkedinFloyd Consulting on FacebookFloyd Consulting on TwitterFloyd Consulting on YouTubeFloyd Consulting on Instagram

In this episode, author and educator Dr. Kati Begen shares valuable insights on how to effectively incorporate student feedback into your classroom. You'll discover practical tips for streamlining the process, utilizing existing EdTech tools, and fostering a culture of student ownership and peer learning. If you're seeking strategies to enhance student engagement and improve your instructional practices, this episode is a must-listen. Show notes: https://classtechtips.com/2024/10/22/student-feedback-290/ Sponsored by the “Free Stuff” Page on my website: https://classtechtips.com/free-stuff-favorites/  Follow Dr. Kati Begen on social: https://www.instagram.com/teacherbeegs/ Follow Monica on Instagram: https://www.instagram.com/classtechtips/  Take your pick of free EdTech resources: https://classtechtips.com/free-stuff-favorites/   

Die LEX Community der Telekom ist ein internes Wissens- und Lernnetzwerk und steht für "Lernen von Experten". Shakil Awan der Erfinder und Product Owner beschreibt im Podcast, wie sie damit einen agilen, einfachen Wissensaustausch innerhalb der Deutschen Telekom fördern. Wir schauen auf Formate, typische aber auch kuriose Themen und die bisherigen Erfolge. Mit 20.000 Mitgliedern und bisher 25.000 offenen Sessions, Expertenlisten, Chatgruppen und mehr hat sich diese Community schon gut entwickelt. Wie immer schauen wir auch auf Tips und Anregungen für die Etablierung ähnlicher Formate. Mehr wie immer im Podcast.

We're pleased to have connected with David Poirier, CEO, The Poirier Group. David is an accomplished leader having progressed in his earlier career from retail clerk (while in University), to Executive and C-Suite roles in major National Grocery and Retail organizations, as well as an International Health and Life Sciences corporation.  The Poirier Group is a boutique management consulting firm operating throughout North America. They focus on executing your strategy, optimizing your processes, increasing your productivity and reducing your costs. David's innate ability to navigate organizational bottlenecks that impede progress, and his influential style for conflict resolution across all levels of an organization have been key to instilling a culture of teamwork, focus and accountability leading to lasting change for his clients. David is a CEO, Professional Engineer and Professional Logistician. David has won numerous awards for contributions to The University of Toronto, Institute of Industrial and Systems Engineers and for his career achievements in engineering and management. Partner of 20 years to Tina and together they have 10 children and 11 grandchildren. In this episode, Nancy and David discuss how The Poirier Group grew from 5 to over 50 people while having maintained an enviable record of 100% positive client experience, the power of peer learning, and David's elevation in business and science.  TODAY'S BOOK RECOMMENDATION: ⁠Rocket Fuel: the one essential combination that will get you more of what you want from your business, by Geno Wickman and Mark Winters. JOIN A MACKAY CEO PEER GROUP TODAY: ⁠⁠⁠⁠MacKay CEO Forums⁠⁠⁠⁠ brings results-oriented CEOs, Executives, and Business Leaders together to solve their toughest problems and maximize opportunity through peer learning and support. ⁠⁠⁠⁠⁠Learn more.⁠⁠⁠⁠⁠ CONNECT WITH MACKAY CEO FORUMS: ⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn ⁠ | ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠Facebook⁠⁠⁠⁠⁠⁠⁠

Im Corporate Learning liegt der Fokus meist auf Lerntechnologien und -inhalten, als müssten die nur gut genug sein, um eine bestmögliche Weiterbildung zu ermöglichen. Viele Aufgaben und Entwicklungsfelder sind jedoch so komplex, dass sie eine Lernform benötigen, die noch mehr auf Austausch, gemeinsames Ausprobieren und co-kreative Prozesse setzt: Peer Learning.

As an expert in mastermind groups, Jay Fairbrother deeply understands the components and complexities of peer learning.In each episode of Neuroscience of Coaching, host Dr. Irena O'Brien explains the science-based insights behind a particular concept and interviews a coach to discuss how these apply in the real world. Just as she does in her professional programs, Irena “un-complicates” neuroscience and teaches practical, evidence-based tools and strategies that listeners can use in their coaching practices.“A mastermind is like putting pieces of a puzzle together…. you need to figure out what are the components that take advantage of your superpowers.”  — Jay FairbrotherGuest Bio:Jay Fairbrother is a serial entrepreneur, business coach, and mastermind guru with 30 years of experience starting, buying, and selling seven-figure businesses. Jay's story includes losing EVERYTHING after the 2010 financial crisis and rising from the shame to shine as “The Mastermind Guy.”His own participation in masterminds fueled his first business to $10 million in annual revenues before selling it in 2004. During his crash and burn after the Great Recession, where he went from a multi-millionaire living in a mansion to being bankrupt and living in a friend's basement, his mastermind tribe literally gave him purpose and kept him alive.Jay has owned nine businesses in six different industries, and his successes and massive failures are the fuel from which he imparts his wisdom around entrepreneurship, sales, and marketing and scaling businesses. His story is one of resiliency and reinvention.Jay's focus is on helping coaches, speakers, healers, and thought leaders create their own mastermind or hybrid programs to scale their business and deliver massive client transformations. His mission is to create more human connection on the planet... one mastermind at a time.Host Bio:Dr. Irena O'Brien teaches coaches and care professionals how to achieve better results for their clients through neuroscience.She is the founder of Neuroscience School, which helps practitioners understand and apply insights from cutting-edge neuroscience research. She loves seeing her students gain confidence in their ability to evaluate neuroscience findings and use them successfully in their own practices. Her Certificate Program in Neuroscience is certified by the International Coaching Federation (ICF) for Continuing Coaching Education credit.Dr. O'Brien has studied neuroscience for 25 years and holds a Ph.D. in the field from the Université du Quebec à Montréal (UQAM), where she did brain-imaging studies. She completed her postdoctoral fellowship at the Centre for Language, Mind, and Brain at McGill University.Resources mentioned in this episode:MiraseeDr. Irena O'Brien's website: The Neuroscience SchoolJay's website: SixFigureMasterminds.comJay's email: Jay@Fairbrother.comCredits:Host: Dr. Irena O'BrienProducer: Andrew ChapmanAudio Editor: Marvin del RosarioExecutive Producer: Danny InyMusic Soundscape: Chad Michael SnavelyMaking our hosts sound great: Home Brew AudioMusic credits:Track Title: Sneaker SmeakerArtist: Avocado JunkieWriter: Sander KalmeijerPublisher: A SOUNDSTRIPE PRODUCTIONTrack Title: Coo CoosArtist: Dresden, The FlamingoWriter: Matthew WigtonPublisher: A SOUNDSTRIPE PRODUCTIONTrack Title: In This LightArtist: Sounds Like SanderWriter: Sander KalmeijerPublisher: A SOUNDSTRIPE PRODUCTIONSpecial effects credits:24990513_birds-chirping_by_promission used with permission of the author and under license by AudioJungle/Envato Market.To catch the great episodes coming up on Neuroscience of Coaching, please follow us on Mirasee FM's YouTube channelor your favorite podcast player. And if you enjoyed the show, please leave us a comment or a starred review. It's the best way to help us get these ideas to more people.Episode transcript: The Art and Science of a Successful Peer Learning (Jay Fairbrother) coming soon.

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In this episode, Bob Bennett, a seasoned entrepreneur, Founder and former CEO of Microfridge, Invoice Cloud, and EngageSmart, delves into the crucial role of luck in success and life. He shares insights on dispelling the myth that only extroverted individuals can excel in sales, emphasizing the power of building rapport. Bob articulates strategies for effective sales management, including the importance of embracing awkwardness and fostering trust. He discusses his leadership philosophy centered around an inverted pyramid, where leaders work for their team. Lastly, Bob provides actionable advice for new sales leaders, highlighting the significance of being a 'player-coach' and the importance of compounding experiences.  Takeaways: Luck and Adversity as Motivators: Embrace the role of luck and adversity in shaping one's career. Leaders should recognize that seemingly negative experiences can fuel motivation and resilience, driving individuals toward success.The Myth of Extroversion in Sales Success: Understand that successful salespeople do not necessarily fit the extroverted, gregarious stereotype. Introverts can excel in sales by leveraging their strengths, such as listening and focus, which often lead to high performance.Building Genuine Rapport: Encourage your team to build genuine rapport with clients. Invest time in understanding prospects on a personal level, as trust is a cornerstone of successful sales. Teach your team to get 'awkward' early to break down barriers and build authentic connections.4Compound Experience for Success: Promote the importance of putting in extra effort consistently. Small incremental efforts compound over time, resulting in significant experience and expertise, much like compound interest. Encourage your team to go the extra mile consistently.Servant Leadership: Adopt an inverted pyramid approach where leaders see themselves as working for their team. Focus on removing barriers for your team members, providing them with the support they need to succeed, and fostering a culture of mutual respect and collaboration.Embrace and Manage Awkwardness: Teach your team to embrace awkwardness in initial interactions. Use it as an opportunity to develop a bond and establish a peer-to-peer relationship with prospects, which is instrumental in building trust and credibility.Peer Learning and Knowledge Sharing: Foster a culture of knowledge sharing where top performers share their successful strategies with others. This not only helps in leveling up the entire team but also reinforces and rewards collaborative behavior, leading to collective success.Quote of the Show:“dealing with people and helping them grow as individuals is one of the most rewarding things you can do.” - Bob BennettLinks:LinkedIn: https://www.linkedin.com/in/bob-bennett-488b888/ Website: https://www.engagesmart.com/ Ways to Tune In:Spotify: https://open.spotify.com/show/0Yb1wPzUxyrfR0Dx35ym1A Apple Podcasts: https://podcasts.apple.com/us/podcast/coach2scale-how-modern-leaders-build-a-coaching-culture/id1699901434 Google Podcasts: https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy50cmFuc2lzdG9yLmZtL2NvYWNoMnNjYWxlLWhvdy1tb2Rlcm4tbGVhZGVycy1idWlsZC1hLWNvYWNoaW5nLWN1bHR1cmU Amazon Music: https://music.amazon.com/podcasts/fd188af6-7c17-4b2e-a0b2-196ecd6fdf77 Podchaser: https://www.podchaser.com/podcasts/coach2scale-how-modern-leaders-5419703 YouTube: https://www.youtube.com/@Coach2Scale CoachEm™ is the first Coaching Execution Platform that integrates deep learning technology to proactively analyze patterns, highlight the "why" behind the data with root causes, and identify the actions that will ultimately improve business results going forward.  These practical coaching recommendations for managers will help their teams drive more deals, bigger deals, faster deals and loyal customers. Built with decades of go-to-market experience, world-renowned data scientists and advanced causal AI/ML technology, CoachEm™ leverages your existing tech stack to increase rep productivity, increase retention, and replicate best practices across your team.Learn more at coachem.io

Thanks to our Partner, NAPA Auto Care Recorded Live at the NAPA Autotech Research Training Center in Canton, OH, Corey Evaldi and Dave Justice provide a wealth of insights into the importance of systems, operations, and procedures in the automotive industry. By focusing on effective communication, continuous education, incentivizing employees, and building strong client relationships, automotive professionals can drive success in their businesses. The episode also highlights servicing electric and hybrid vehicles, and the value of peer learning and industry networking. Corey Evaldi, Olmstead Auto Care, Olstead Falls, OH. Listen to Corey's Episodes HERE. Dave Justice, Owner, Repair Shop of Tomorrow.  Listen to Dave's other episodes HERE. Show Notes Watch Full Video Episode The importance of communication and leadership (00:00:01) The virtual Remarkable Results Toastmasters for improving communication and leadership qualities in the automotive industry. https://remarkableresults.biz/toastmasters The impact of systems, operations, and procedures (00:03:17) The importance of labor profit management, systems, operations, and procedures in achieving success in the automotive industry. Initial skepticism and eventual acceptance (00:03:55) Corey Evaldi shares his initial skepticism of coaching and his eventual acceptance of the coaching program led by Dave Justice. Implementing systems and procedures (00:05:29) Dave and Corey discuss the implementation of systems, operations, and procedures and the individualized pace of learning. Challenges and acceptance of guidance (00:07:26) The challenges and the need to change and accept guidance to implement new systems and procedures. The positive impact of labor profit management (00:11:12) The positive impact of labor profit management on creating friendly competition, accountability, and celebrating success. The role of incentives and teamwork (00:16:51) Corey emphasizes the importance of individual and group incentives and the role of the entire team in achieving success. Continuous Education (00:18:32) The importance of continuous education for shop owners and their teams. Business Development Group (00:19:40) Dave explains the NAPA BDG and its focus on system operations and procedures. EV Training Program (00:21:53) NAPA's EV training program for technicians and the benefits of attending. Peer-to-Peer Learning (00:23:40) The value of peer-to-peer learning and its impact on business improvement. Standard Operating Procedures (00:25:25) The importance of standard operating procedures and systems in a business. Client Playbook (00:26:04) The use of a playbook to understand a client's business operations and needs. Client Relationship (00:32:25) Dave emphasizes the importance of building client relationships and providing value beyond transactions. NAPA NOW Conference (00:32:51) Dave and Carm discuss the upcoming NAPA NOW conference and its significance for industry professionals. The switch to success (00:36:01) Reaching a turning point and realizing the importance

Vidya Dinamani and Heather Samarin engage in compelling conversation with Lexy Franklin, Founder and CEO of Sidebar. Lexy illuminates his insightful journey from Facebook to establishing Sidebar - a distinctive community uniting the world's most dynamic leaders in small peer groups to expedite goal achievement. He also delves into the influential potential of "Scrappy Research", small experiments, and comprehending customer challenges. Furthermore, Lexy discusses Sidebar's groundbreaking approach to leadership development, underscoring the value of peer learning, and the exchange of actionable insights. 

Welcome to the Director's Club podcast! In today's episode, our host Noelle dives deep into the world of masterminds, exploring their importance for leaders in early education and beyond. Noelle shares her personal experiences from participating in two mastermind groups since 2012 and how these collaborative environments have tremendously supported her growth. She discusses how these groups, based on Napoleon Hill's concept from "Think and Grow Rich," function as powerful forums for collective wisdom, problem-solving, and skill enhancement. Whether it's integrating new management practices, enhancing leadership skills, or gaining fresh perspectives on challenges, Noelle unpacks the myriad ways masterminds can be transformative. Join us as we explore key benefits like peer learning, accountability, diverse insights, and how you can leverage masterminds to propel personal and professional development. Whether you're a seasoned director or just starting out, this episode is packed with valuable insights to help you elevate your leadership and operational effectiveness. Stay tuned!Learn more about our mastermind:  Our Difference - The Directors Club

Jeff Wetzler, co-CEO of Transcend, brings over 25 years of expertise in learning and human potential. With a background spanning business and education, he's served as a management consultant to leading corporations, facilitated learning for global leaders, and held the role of Chief Learning Officer at Teach For America. Jeff holds a doctorate in adult learning and leadership from Columbia University and a bachelor's in psychology from Brown University.He is also the author of Ask: Tap Into the Hidden Wisdom of People Around You For Unexpected Breakthroughs in Leadership and Life. ___Get your copy of Personal Socrates: Better Questions, Better Life Connect with Marc >>> Website | LinkedIn | Instagram | Twitter Drop a review and let me know what resonates with you about the show!Thanks as always for listening and have the best day yet!*Behind the Human is proudly recorded in a Canadian made Loop Phone Booth*Special props

Zech Dahms is a culture strategist and employee experience expert who thrives in efforts that transform workplaces with innovative, meaningful people strategies that lead the future of work. In this episode, Zech joins Nikki Lewallen Gregoryas a fellow advocate for strategic peer learning. They discuss the need for structured mentorship conversations and the rich, sometimes unexpected, outcomes of peer groups, such as new business initiatives. The long-term benefits of deep peer relationships are a focal point, alongside Zech's examples of community programs that bolster HR leadership and skill development. Additional Resources Original Episode  Connect with Zech on LinkedIn  Learn more about achievement Engagement Connect with Nikki on LinkedIn More on PeopleForward Network Follow PeopleForward Network on LinkedIn

Zech Dahms is a culture strategist and employee experience expert who thrives in efforts that transform workplaces with innovative, meaningful people strategies that lead the future of work. In this episode, Zech joins Nikki Lewallen Gregory as a fellow advocate for strategic peer learning. They discuss the need for structured mentorship conversations and the rich, sometimes unexpected, outcomes of peer groups, such as new business initiatives. The long-term benefits of deep peer relationships are a focal point, alongside Zech's examples of community programs that bolster HR leadership and skill development. Additional Resources: Connect with Nikki on LinkedIn Follow PeopleForward Network on LinkedIn Learn more about PeopleForward Network Connect with Zech on LinkedIn  Learn more about achievement Engagement  

 This episode features an in-depth conversation with ParkerHarris, the founder of Junto Global, discussing the significance ofpeer-to-peer learning and personal development. Parker shares his journey fromearly struggles to building Junto Global, emphasizing the importance ofroundtable conversations, mentorship, and challenging one's beliefs to fostergrowth. He draws inspiration from the principles of Benjamin Franklin andadvocates for a peer structure devoid of a singular leader, promoting a dynamicwhere leadership and learning are distributed within the group. The discussioncovers a range of topics including overcoming social isolation among the elderly,the transformative power of asking quality questions within a group, and theshift towards a more collective, horizontal approach to personal development.Parker also touches on the profound effects of reflection, accuratelyidentifying problems beyond surface-level symptoms, the significance ofidentity and courage in personal growth, and the importance of leading byexample to induce change. The episode concludes with actionable advice forlisteners to form their own mastermind groups to discuss and explore ideasdeeply, thereby enhancing their personal and professional lives.     00:00 The Vision of Peer-to-Peer Conversations and SocialIsolation  01:54 Introducing Parker Harris and the Genesis of JuntoGlobal  03:52 The Essence and Impact of Mastermind Group Discussions  05:50 Leveraging Benjamin Franklin's Thirteen Principles inModern Times  08:58 Exploring Personal Development and the Power ofSelf-Reflection  09:47 Navigating Life's Challenges and the Importance ofAccurate Thinking  19:45 The Role of Leadership and Embracing Paradox inSociety  29:56 The Evolution of Personal Development and the Futureof Education  32:41 Practical Advice for Personal Growth and Goal Setting  39:32 A Call to Action: Forming Your Own Mastermind Group    http://junto.global/  https://www.facebook.com/zacharyparkerharris/  https://www.linkedin.com/in/parkerharris/  https://www.instagram.com/zacharyparkerharris/  https://www.youtube.com/@Juntoglobal/  https://www.youtube.com/watch?v=hWLckuGx5UA  

Listeners, please welcome Dr. Sheina Lew-Levy to the show! In this episode Prof. Lew-Levy discusses the importance of social learning among children to the study of evolution. Stick around for some gardening tips! Find the publication discussed in today's episode via these citations: Pretelli, Ilaria, Alyssa N. Crittenden, Edmond Dounias, Sagan Friant, Jeremy Koster, Karen L. Kramer, Shani M. Mangola, Almudena Mari Saez, and Sheina Lew‐Levy. "Child and adolescent foraging: New directions in evolutionary research." Evolutionary Anthropology: Issues, News, and Reviews (2023): e22020. Lew‐Levy, Sheina, Wouter van den Bos, Kathleen Corriveau, Natália Dutra, Emma Flynn, Eoin O'Sullivan, Sarah Pope‐Caldwell et al. "Peer learning and cultural evolution." Child Development Perspectives (2023). ------------------------------------------------------------ Using methods from anthropology and psychology, Prof. Lew-Levy conducts research in hunter-gatherer societies to understand the cultural diversity in, and evolution of, social learning in childhood. Specifically, Prof. Lew-Levy uses quantitative and qualitative methods to study how and from whom children learn through meaningful participation in every day activities. With Forager Child Studies, her interdisciplinary research team conducts cross-cultural reviews and secondary data analysis on the pasts, presents, and futures of forager children's learning. Since 2016, Prof. Lew-Levy has worked with egalitarian BaYaka foragers and their farmer neighbours in the Congo Basin. Her primary research uses behavioural observations to understand social learning. She can be contacted via e-mail: sheina.lew-levy at durham.ac.uk ----------------------------------------------------------- Contact the Sausage of Science Podcast and Human Biology Association: Facebook: www.facebook.com/groups/humanbiologyassociation Website: humbio.org/, Twitter: @HumBioAssoc Chris Lynn, HBA Public Relations Committee Chair Website: cdlynn.people.ua.edu/, E-mail: cdlynn at ua.edu, Twitter:@Chris_Ly Eric Griffith, HBA Junior Fellow, SoS producer E-mail: eric.griffith at duke.edu

In this podcast Raimey O'Boyle, SU VP for Education, chats with Kerry Lawless and Aoife Griffin. They discuss CÉIM, the academic peer support scheme for first-year students at University of Galway. This programme is run as a partnership between students, academic staff and University of Galway Students' Union. CÉIM peer learning sessions are student led and are about working collaboratively in small groups to develop independent learning skills, discuss new topics on the course, prepare for upcoming assignments and exams, and have some fun! Find out more about CÉIM on the webpage - https://ceim.su.universityofgalway.ie/ Or take a look at this video - https://youtu.be/sD2F44V9-bk

In episode of #GrowYourLawFirm host #KenHardison welcomes Ben Leader, a distinguished attorney from Rock Hill, SC, and managing partner at Elrod Pope Law Firm. Ben shares his inspiring journey of significant progress and growth in the legal industry, especially in the challenging landscape of personal injury and workers' comp cases. Dive deep into the transformative strategies and insights that propelled Ben's firm to new heights. What You'll Learn from This Episode: Ben Leader's Professional Journey: His path from Clemson University to becoming a managing partner at Elrod Pope Law Firm. The evolution of his firm over 40 years and how they adapted to the changing legal landscape. The Power of Mastermind Groups: How joining a mastermind group catalyzed Ben's professional growth. The decision-making process and the skepticism that turned into one of the firm's best investments. Revolutionizing Law Firm Marketing: Insights into Ben's role in managing the firm's external relations and marketing strategies. The initial detachment from marketing strategies and the subsequent realignment for better results. Importance of Strategic Planning and Adaptation: Tackling challenges in the legal field and implementing new strategies for steady growth. The impact of embracing innovation and change in the law field. Client Reviews and Their Impact: The transformative effect of focusing on Google reviews and client satisfaction. Strategies to incentivize staff for obtaining positive client reviews and the dramatic increase in the firm's online reputation. Enhancing Intake Processes and Internal Efficiency: The critical role of efficient intake processes in boosting case sign-ups. Ben's experience with auditing and significantly improving the firm's call response rates. Setting and Achieving Ambitious Goals: The firm's journey from signing 160 cases annually to aiming for over 500. The importance of setting achievable targets and the firm's strategies to meet them. The Value of Peer Learning and Accountability: Building relationships and learning from the experiences of peers in the mastermind group. How accountability within the group fosters a culture of continuous improvement and success. Future Aspirations and Continuous Improvement: Ben's goals for the next year, including increasing case sign-ups and enhancing satellite office reviews. Plans to integrate core values into the firm's culture and operations for sustained success. Resources:  @elrodpopelawfirm                      @attorneyleader Facebook - https://www.facebook.com/ElrodPope/   Additional Resources:  https://www.pilmma.org/the-mastermind-effect https://www.pilmma.org/resources https://www.pilmma.org/mastermind

Are you ready to ignite growth in your business by stepping out of your comfort zone? We've just returned from a mind-opening three-day conference, engaging with a diverse group of digital CEOs whose unique approaches triggered our own learning. We're eager to share the enlightening experiences we gathered during this thrilling event and how they challenged and expanded our beliefs. This episode takes you on our journey of self-discovery, where we not only discovered the transformative power of peer learning but also experienced the unexpected benefits of new practices like meditation and working with crystals.Leadership is not about possessing specific traits or personality types; it's about nurturing your team and creating a positive environment. So, let's redefine what it means to be an effective leader. In this heartening conversation, we encourage you to become a 'people gardener' - a leader who pushes boundaries and stretches beyond their norm. Our exploration of leadership doesn't end at owning a small business or managing a team, it's about being open to change and growth, making this discussion relevant for anyone in the professional space. This episode is not only a source of learning but a call to action, challenging you to take the next step in personal and professional growth. Embark on this journey with us, and let's grow together.

We focus so much on learning from external experts and those senior to us – but there is so much untapped wisdom and insight hiding right in our peer networks. Here are some strategies you can use to unlock all that's there.Modern Mentor is hosted by Rachel Cooke. A transcript is available at Simplecast.Have a question for Modern Mentor? Email us at modernmentor@quickanddirtytips.com.Find Modern Mentor on Facebook, Twitter, and LinkedIn, or subscribe to the newsletter to get more tips to fuel your professional success.Modern Mentor is a part of Quick and Dirty Tips.Links: https://www.quickanddirtytips.com/https://www.quickanddirtytips.com/modern-mentor-newsletterhttps://www.facebook.com/QDTModernMentorhttps://twitter.com/QDTModernMentorhttps://www.linkedin.com/company/modern-mentor-podcast/https://www.leadabovenoise.com/

What if you could get 1% better at networking, communicating, or negotiating? What would that mean for your career? What if everyone on your team could get better, even more than 1% better? What would that mean for you, your department, and your company? Mark Herschberg, MIT instructor, CTO/CPO, and author of The Career Toolkit: Essential Skills for Success That No One Taught You, will discuss the skills missing from our workforce and how we can instill them across our organization.

“Globally, a third of all the food we produce each year gets thrown away. Meanwhile, 800 million people go to bed hungry, who could be fed with a quarter of the food we waste in the Western world.” Did you know that roughly one third of the world's food is wasted?Meanwhile, 1 in 9 people on our planet are either starving or malnourished...This is something today's 40 Minute Mentor is on a mission to change. In today's replay episode, we're joined by Tessa Clarke, the Co-Founder and CEO of the popular sharing app Olio. Tessa's career has taken her down many paths, including consulting and publishing to MD of eCommerce at Dyson. We first shared this episode three years ago, and the message is as important as ever, if not more so. Tune in to explore:➡️ Pivoting from consulting to Startup Founder [02:30]➡️ Creating your path in consulting [05:06]➡️ Transitioning from consulting to industry [06:40]➡️ The excitement of feeling the fear in new roles [08:15]➡️ Taking Dyson on a digital journey [09:14]➡️ Leadership lessons from James Dyson [12:53]➡️ The importance of surrounding yourself with people who will challenge you [14:06]➡️ Building a mission-driven career plan, Tessa's journey to entrepreneurship [15:20]➡️ The lightbulb moment that started Olio's journey [17:08]➡️ Tackling the food waste pandemic [18:19]➡️ Ambassadors helping you scale your mission-driven business [19:45]➡️ We are ‘theoretically more connected' but more lonely - a focus on community [23:21]➡️ Championing diversity and prioritising at the board level [24:34]➡️ Advice for diverse Founders tackling biassed questions in fundraising [27:28]➡️ Recruiting from your community to tackle the hiring challenge [30:05]➡️ Top tips: How we can all contribute to combat the global food waste problem [32:54]➡️ Finding mentorship organically and learning from your peers [35:55] ⛳ Helpful links:➡️ Connect with Tessa Clarke: https://www.linkedin.com/in/tecook/➡️ Find out more about Olio: https://olioapp.com/en/➡️ Check out Tessa's ‘Where Are They Now' episode: https://jbmc.co.uk/insights/40-minute-mentor/tessa-clarke-scaling-olio/ ⭐Enjoyed this episode?⭐️Keep up to date with all our latest episodes, by hitting the subscribe button on your favourite podcast platform. And for any feedback on what you enjoy the most and ideas on what we can do to make 40 Minute Mentor even better, please leave us a review on https://ratethispodcast.com/40mm

Skip the Queue is brought to you by Rubber Cheese, a digital agency that builds remarkable systems and websites for attractions that helps them increase their visitor numbers. Your host is  Kelly Molson, Founder of Rubber Cheese.Download the Rubber Cheese 2023 Visitor Attraction Website Report - the annual benchmark statistics for the attractions sector.If you like what you hear, you can subscribe on iTunes, Spotify, and all the usual channels by searching Skip the Queue or visit our website rubbercheese.com/podcast.If you've enjoyed this podcast, please leave us a five star review, it really helps others find us. And remember to follow us on Twitter for your chance to win the books that have been mentioned in this podcastCompetition ends on 20th December 2023. The winner will be contacted via Twitter.  Show references: https://vectis.ventures/https://robin-hill.com/https://blackgangchine.com/https://www.linkedin.com/in/dominic-wray-a1b52766/Dominic Wray is the Parks Director of Vectis Ventures, the parent company of the Isle of Wights two leading attractions; Robin Hill, and the UK's oldest theme park, Blackgang Chine. After 7 years of running Blackgang Chine as the Park Manager, he stepped into his role as Parks Director to play a vital position in the planning and execution of the longer term business strategy. Having been in this role for around 15 months, he has led on some big changes and transformations within the business, as well as navigating what has been a challenging year for the leisure industry as a whole. Dominic attributes much of his success, and enjoyment of his career to the people in it. Sitting on the Management Committee for BALPPA, he is a huge advocate for industry networking and enabling peer to peer learning opportunities. He then uses this platform as a way to the develop the team that he is so passionate about, allowing them to flourish into the industry known experts of their fields. Transcriptions: Kelly Molson: Welcome to Skip the Queue, a podcast for people working in or working with visitor attractions. I'm your host, Kelly Molson. Each episode, I speak with industry experts from the attractions world. On today's episode, I speak with Dominic Wray, Parks Director at Vectis Ventures. We talk about Blackgang Chine, the 180 year old attraction, and Dominic shares his three top tips on transforming processes and developing superstar people. If you like what you hear, you can subscribe on all the usual channels by searching Skip the Queue. Welcome to the podcast, Dominic. It's great to have you on today. Dominic Wray: Thanks for having me. Looking forward to it. Kelly Molson: Everyone says that at the start, and then I give them icebreaker questions, and they hate me. But this is how the podcast always starts, so you have to do them. Right. If you could enter the Olympics for anything, what would you be Olympic level at? And we're not talking it doesn't have to be sports here. It could be like baking or Olympic level complainer. Anything goes. What's your Olympic level at? Dominic Wray: I think I would actually answer the sports based question answered that. I always, when I was growing up, wanted to play in the NBA. Basketball was a big passion of mine. So I'd say I'd want to enter the Olympics as a basketball player. Kelly Molson: Okay. And do you play now? Is this something that you are actually good at? Dominic Wray: Not so much now, no. I don't want to use the old adage if I got injured, but I did. Kelly Molson: Oh, no. Dominic Wray: We'll never know if I could have made it or not. Kelly Molson: Good one. Have you ever been mistaken for someone famous? Dominic Wray: Yeah, actually, yes, twice. Someone once said to me I look like Joel Dormot. I think he's a comedian. And some of the team seemed to think I look like Mark Wright. Kelly Molson: I know this one. So I saw the picture that Laura Baxter posted of your LinkedIn. I have to say, I did a second look, Mark. Dominic Wray: Yeah. I mean, I'll take it. I think Mark Wright's the right looking chap, so could be worse, I suppose. Kelly Molson: Okay. All right. A final one. What one thing would you make a law that isn't already? I've got a good one for this. So if I could be in charge of laws, I would make it a law that nobody could just stop in the middle of the pavement and look at their mobile phone, or walk upstairs with their mobile staring at their mobile phone, not actually looking where they're going, because it just makes me want to swipe people's legs away. Because they just stop in front of you or they walk really slowly up the stairs. That would be one of mine. Dominic Wray: I'd go with, everyone needs to learn how to go through security at an airport. There's nothing more frustrating when you get there and the person in front of you isn't aware of how to go through and then there's a bit that delays the queues. Kelly Molson: Good one. That's a really good one. They get quite shouty, the security people now, don't they? When you're queuing up like, they're shouting at you about your liquids and your jackets and you take your belts off, and I'm like, "If I take my belt off, my trousers are going to fall down. I'm not even halfway there yet." I like that one. Okay, what's your unpopular opinion? Dominic Wray: My unpopular opinion is that motorists ruined the road for cyclists. Which I'm sure will be incredibly controversial. Yeah, that's my unpopular opinion. Kelly Molson: This is going to be a controversial one and I really want to know what you think about this one, listeners. Yeah, I don't agree with you, but you are a hardcore cyclist. I'm going op guess.Dominic Wray: I do pay my road tax, drive a car myself, but yeah, someone that very much enjoys road cycling. Yeah, that is definitely my viewpoint on other motorists. Kelly Molson: I think there needs to be made room for both on the roads. There's not sufficient cycle lanes in areas where there should be sufficient cycle lanes. Although I live just outside Cambridge and Cambridge is pretty good for cyclists. If this was me, I would ban cyclists from cycling through the city centre of Cambridge, because the amount of times I've nearly been run over by cyclists in the city centre is quite a lot. Dominic Wray: I will say. Not every cyclist is respectful of most receivers. It is a two way street, quite literally. Do you understand that? Kelly Molson: I like this. Right, okay, listeners, what do you think about the unpopular opinion? I feel like I've just got myself in hot water with all my Cambridge cycling friends as well. Dominic Wray: They're all going to be kicking off. Kelly Molson: We're all in trouble. We're in trouble together, Dom. It's fine. Right, tell us a little bit about your background, because you have come into attractions not from an attractions background, and I always find this quite fascinating, how people end up within the sector. You've come from banking, right? Dominic Wray: Yes, yes. I started off my career when I left school selling houses, and then I moved into banking after that. I used to work for Lloyds Bank and one of my clients was our current HR director here, lady called Paula, and I used to see her every year. She'd come in, talk about this great place that she worked and all these fun projects she was working on and how magical it was. And I remember sort of sat there thinking, "Gosh, your job sounds really interesting and you're working on these varied projects and you're getting to experience loads of cool things." She was talking to me about fireworks events and dinosaurs and cowboys and pirates. I was thinking, "I'm saya, talking about savings accounts and loans and boring stuff that comes to banking." Dominic Wray: And then one day I saw an advert in our local paper on the island for a Park Manager role for Blackgang Chine. Which is the park that Paula worked at, and I read through it and I thought, “Okay, yeah, I can do this. It sounds like I've got the skill set to do this.” Not really knowing anything about running a visitor attraction at all. So off I went to the interview, got my job and I thought, “Oh, great, yeah, if I can sell houses and I can run a bank, the only I could run a visitor attraction.” It's just taking those skills and applying them across into a different sector. Dominic Wray: Eight or nine years later, still here now and lot of a big learning curve along the way, but yeah, not a traditional route into it, but Blackgang on the island is a very iconic visitor attraction. All the children on the island have been there, had very fond memories of coming here as a child and I just thought, “Wow, what an opportunity to wake up every day and go to work in a fun”, magical place that's the complete opposite from the confines of a bank. So I thought, “Yeah, I'm going to back myself and go for it and do it.”Kelly Molson: How weird is that? Knowing that you went there as a child as well and now you actually run the place. That's massive, isn't it? Dominic Wray: Yeah, when I'm walking around, there's lots of areas of the park that are still the same and happened for many years and they carry great sentiments or walking through certain areas and they hear certain sounds or certain smells in the park and it takes you back to being a kid every day. So it's quite a magical place to work. Kelly Molson: That's really sweet. And so what was that transition like? Because I've just got this vision of you kind of like rocking up on the first day and going, "Where do I start?". Dominic Wray: Yeah. So on day one when I arrived, the gentleman who was doing the role beforehand had left. So I had a laptop set of keys and they sort, "Off you go.. And I was like, "OK, I've got to have to work this out", which I did. I was lucky enough to go to IAAPA in Orlando and I went on a week long training course, management course there around Park Management of Visitor Attractions, which I think was really interesting, really useful, gave me a great insight into the attraction space. And then I've worked through that by learning about the various different departments and functionalities of the business along the way. But it was a big change for me to go from working for a large corporate company to moving to a family owned company. Dominic Wray: Blackgang Chine has been owned by the same family for 180 years, which is the Dabell family. So it was a big shift for me from having multiple layers of people and it taking weeks to get a decision to just having to go and speak to one person as long as they say, "Yes", you're on your way. So it's enjoyable working for a much more dynamic organization where you can pivot more quickly. And that was sort of one of the surprising things, having come from a bigger company, how quickly things can move and change. But I think that's a real positive fallout. Kelly Molson: Yeah, definitely. I love that you did like a crash course, you did like your crash course, your driver's course, you didn't do those week intensive course, you did your weeks intensive course of being a park manager and that was it into the job. So what does your role cover then? Because I know you operate across two parks at the moment, so you've got Blackgang Chine, you've got Robin Hill. What does that look like for you in terms of your role? Dominic Wray: So my role sees me overseeing the parks and the strategic position. So I look after the business of the group as a whole. I was previously the park manager of Blackgang and then over the last twelve months transitioned to a new role, Parks Director, which sees me overseeing the group from more of a strategic position. So everything from opening calendars, pricing strategy, events that we're running, health and safety, you name it, all falls under my room within the business.Kelly Molson: I love that. I guess all of those things must have been the steep learning curve from banking where you clearly are very senior role, but probably not juggling quite so much in a day.Dominic Wray: Yeah, I liken it to running lots of micro businesses. We've got a retail business, food and beverage business and events business, health and safety compliance element of the business. So yeah, lots of micro businesses within the big business as a whole really. But yeah, the regulation from banking around strict processes and procedures does translate quite nicely into business and also into health for safety as well. Kelly Molson: Yeah. And there's some of the things we're going to talk about today. So we've got three topics to cover which I'm really interested in. We've got processes and systems, we've got peer learning that we're going to talk about and then we're going to talk about people and team development. So what you just said there about what you've brought, that's one of the things that I'm really interested in terms of the processes and systems because you've been through quite a transformative process in your organisation with kind of people and process actually. What have you been able to bring from banking into the attractions world that's kind of helped you with those processes and systems? Dominic Wray: I would say I learned a lot from working in a bank. One of the things was how not to do things, I'd say. In terms of life in a bank is very black and white. It's almost sort of a computer says no culture. And that really taught me that actually in real business you've got to operate a bit more in the gray. And it's much more around how can we actually make things happen and how can we do things rather than actually that's not possible. So I always say to feeling, great, well, how are we going to work around that? How are we going to make that possible? So, since I've joined the business, we've gone through quite a large transformation. Dominic Wray: It was fair to say that when I joined, the business was very much running in a sort of historic, family orientated way of we've always done it that way. That was a phrase I heard quite a lot when I first started this. I know we've done it like that because we've always done it that way. There's sort of a lot of, "Okay, explain to me why we've done it that way and what's the approach to that?". And then over the years, we've moved into using far more digital systems. So I'm big on making sure the team can see at the various levels of the organisation, the bigger picture. And I think that then helps them understand exactly what's going on in the business as a whole. And I think that through digital optimisation of systems and processes, that really helps them do that. Dominic Wray: So, for example, on the ride side of the fence, we bought in Mobaro, which is quite a well known safety system for our daily inspections. And that just gives far better visibility right the way from the ride operator, the person checking the rides, to the duty manager, all the way up to our owner if he wants to go in on a day and see what's gone on at 10:00 before the site opens. So it's really been around pivoting the organisation into becoming early adopters of technology and systems and processes. Dominic Wray: We've also recently joined the LEAP scheme, which was quite a big jump for our industry to move away from a historical scheme that had been in place for a number of years. And were some of the first, well, one of the first parks to join that scheme.Kelly Molson: For our listeners, what is the LEAP scheme? What does that mean? Dominic Wray: So we have our rides basically inspected by an independent inspection body. And LEAP is the scheme that then oversees and checks off the regulation of that inspection body in a sort of basic format. But it had historically been done by a different organisation and LEAP have come into the marketplace. And taken a different approach to how that is done, which gives far more transparency to the operators and also the customers that are coming into sites to visit as well. But it was quite a big thing for us to say, "Okay, we're going to move away from that historic way of doing it into a newer way of doing things.". But I think as a company, because we can make decisions quite quickly, we don't have a big gain of sign off to go through as a team. Dominic Wray: We can move quite quickly on things such as that as well. Kelly Molson: I really like that kind of transparent approach that you talked about because it feels like that would help with kind of unifying the kind of organisational culture as well because people have a bit more visibility about what's going on behind the scenes, so to speak. Dominic Wray: Yeah. And I think giving people the most amount of information you can give them within their job role and position within the organisation, that level of transparency just allows them to do their job better. Because if they understand what the key metrics that they're working towards and how they're performing and actually how decisions they make on a day to day basis impact the bigger picture of how the attraction performs over a 12, 24 month ongoing period, that makes them feel much more empowered. Because then they can see, actually, I've made this change over here, and that made an impact onto the bottom line over here. Kelly Molson: Yeah, absolutely. It gives people that sense of ownership about what they're doing as well, doesn't it? Dominic Wray: Definitely. Kelly Molson: So what do you think have been the biggest transformations that you've been able to make over that period? Dominic Wray: I would say collaborative working. The organisation used to very much be I look after food and beverage, I look after retail, I look after operations and we don't talk to each other. That's my lane. Kelly Molson: So those little micro companies just kind of like they worked in their little silos and didn't really talk. Dominic Wray: Yeah, exactly. Whereas what we've done across a number of years is change the structure of the way the parks run on a day to day basis. So each of the heads of those departments do take turns of doing duty management shifts. So that gives them the opportunity to experience the park as a complete 360, interact with different departments, understand how other departments work and function. Most importantly, that gets them in front of customers in different areas of the business as well, then that helps them understand, okay, in retail or operations, we're allowing people into the park in this way. If we do this is a domino effect that then actually knocks onto something that could happen in food and beverage later on. Dominic Wray: So I think again, that goes back to giving them that bigger picture of what's going on in the company and for them to think that actually we are all one team and what someone does in one department does have a knock on effect and impact onto other departments as well. And I think that's really taken place by opening the business up a lot more. Historically, were quite closed off as an organisation, and I've been very big on getting the staff out, seeing other attractions, going, speaking to other people in other attractions, finding out how things work in other parks, other businesses. Dominic Wray: And I think that's really then enabled us to open up a lot more and we've done that also through being members of BALPPA as well, which has been quite a key point of being able us to open up the business a lot more and experience the team, to experience things outside the company as well.Kelly Molson: Yeah. So peer learning is one of the things that I'd love to explore a bit more, because I think just going back to what you said about those organisational visits, you've got a few team members that are really active on LinkedIn, so I see a lot of the things that you do as an organisation, and it's really impressive. So you do strategic team visits to other attractions to look at how they're operating, how their attractions are running, what events. You even go to some of their events and see how they've been put on. And that comes back to this whole thing about the sector being really supportive and collaborative with each other, because that never used to happen in my world. In agency world, we are far more open now than we ever were. Kelly Molson: But I couldn't imagine ten years ago me rocking up to someone else's agency and going, "Could I just sit in on your team while you work through this project and see how your project management process works?". Piss off. I would be able to do that to a number of agencies that I know there. They'd be really happy to share, but it feels like it's kind of always been that way in the sector for attractions. Is that the case? Dominic Wray: Yeah, 100%. I mean, that was one of the biggest things that shocked me coming into a new career, was actually you can go and ask people for help and ask them how they do things and they're more than willing to share the challenges and issues that they have, but also sharing the solutions to those problems as well. I mean, when I worked at Lloyds, I can't imagine ever walking over the road to Natwest and going, "Hi, can you explain to me how you do this?". They'd say, “Bugger of.”Kelly Molson: You all will have exactly the same problem. So working together to solve that problem surely helps the greater good, rather than. Dominic Wray: Everyone has the same problems. They just have it on varying scales of economy, so we might have it on this scale. You go to a bigger park, they've got the same problem, just magnified by ten. Kelly Molson: Yeah, absolutely. But you mentioned BALPPA, which I know is an incredible organisation that you're members of. How has being kind of a member of that organisation what's it brought to the attraction and to yourself? Dominic Wray: I think it's really been transformational for the attraction, myself and the team. I think having an organisation that these business and individuals completely immerse themselves in from a learning standpoint is so valuable to me. I think it's almost like a black book. It is a black book of other attractions that you can gain access to for their knowledge, experience, processes and procedures. And as someone that came into the industry having not worked in it previous to that, I found the organisation so valuable in terms of my own personal learning and the learning of the site as well. So as an attraction, we've massively benefited from being members of BALPPA. We hosted the summer conference this year, which was a big deal for us. Dominic Wray: So everyone BALPPA came to the island and they spent a day at Blackgang Chine and Robin Hill, and we hosted a gala evening dinner at Robin Hill, which was fantastic. And that was great to show it off to peers and people within the industry and for them to kind of understand about what we do. Because obviously I go along to a lot of events with a lot of the other team and we're all sort of banging the drum about the company. But it's great for people to come and experience that firsthand as well. So I think it's helped broaden the profile of the business and also the individuals within the team as well. I think that's been brilliant for the team's personal development, but also really for their learning. Dominic Wray: The fact that there's people in the organisation that you can go and talk to about everything from ticketing strategies through to mechanical issues you've got on rides, or the fact that people are so open that you can ring them up and say, "Hey, I've got this issue with this, how do I fix it?"  I'll bring this chap, he's the person you need to go and call about this. Or, I'm a bit stuck for this spare part. Yeah, phone this person, they'll be able to get it to you quicker." And everyone's so supportive and willing to help each other. It's quite amazing to see, as I said, coming from a space where that is the complete opposite of that. It's brilliant to be involved in an organisation where if all the attractions are winning, the space is winning and the industry is winning. Dominic Wray: And I think everyone's mature enough to realise that we've all got our own individual niches and we're not all competing against each other. So actually, by helping each other and people having amazing experiences across all attractions, it just benefits the industry as a whole. Kelly Molson: Yeah, completely. It just comes back to that whole working in partnerships and not in silos again, doesn't it? You mentioned about people, this is the other thing that I really want to talk about, because you've got brilliant people that work at your organisation and you call them superstar people, which I really love. I guess BALPPA is one of the things that you've put in place to kind of help them because like you said, other team members, not just yourself, can go along to these meetings and they can benefit from the peer to peer learning that you get at those events. And actually just the networking, not even just I've been to a BALPPA event. And what struck me about it was the knowledge that was shared at that meeting. Kelly Molson: And what struck me about it was the knowledge that was shared at that meeting, it was so authentic and so transparent, actually, that you got a lot from just the talks, but actually you get even more from just networking from people that are in the same position as you, at a different attraction again, have those same kind of challenges and same kind of things that they need to talk about. And being able to just have them on speed dial is so beneficial. What else have you kind of put in place to help develop some of your superstar people there, though? Dominic Wray: So, as you mentioned, I think the team going along to BALPPA events has been a big thing for them. I think when you're doing your day to day job, you're running at 100 miles an hour, it's quite hard to sort of benchmark yourself against other people in the industry. And I've noticed that when team members have gone along to BALPPA events, they sort of come back with a sense of,” I could hold a conversation with someone from a bigger park. I'm competent at knowing what I'm doing”, which I know that they know that, but I think that helps reinforce confidence within them as well. And I just think they're fantastic spaces for developing the team's personal confidence and, as you said, their wider personal network as well, and knowledge and understanding. Dominic Wray: I mean, we've seen some of our team members, Laura, who's one of our superstars in our marketing team, she did a keynote speech on Christmas, at the BALPPA marketing conference. And it was so good. I was so proud to see her go there, deliver that, she'd been in the office working hard on it, and then just to stand up and absolutely smash it and see people's reactions to her explaining about that piece was just brilliant. And James, who oversees our site and services, he's due to do a talk on the install of our new rides at the latest BALPPA for Health and Safety Conference that's coming up as well. So I think it's brilliant for the team to be able to be on that platform and develop themselves as well. Dominic Wray: Other things that we do in an organisation as well. I think I'm really big on giving the team space to be able to do their job safely. I think it's good to allow them to give them the space to they're the experts in that area. I very much see my role is overseeing that and making sure all the pieces are coming together. But quite often I will say to them, "Guys, what do you think about this particular thing? Or how should we approach that?". Because ultimately, they're the experts within the business, within their chosen fields, and I'm big on giving them the opportunity to be the experts in those areas. I also think it's great to take some time out to learn more about them as individuals and their roles and their interests within those roles as well. Dominic Wray: So, for example, when Laura joined the business, went on a two day marketing course together. It was a conference that she wanted to attend, but I said, "I'll go with you. I'm keen to learn more about the in depth elements of marketing and I think it'd be a good shared experience for us.". And I think that then just enables the team to feel, actually I'm interested in their department and how they work and operate. And I think there's always something that you can learn from everyone that you meet and interact with. So I'm big on doing that. And then the final thing I'll say is really let them be a star in their area and promote that. Dominic Wray: I mean, the example of Laura with the marketing conference talk was brilliant. It was great to see her on stage representing the business, but also the spotlight was on her and it was about her in that moment, which was fantastic. And I think that's really good when the team feel like they can be superstars in their own arenas of their chosen fields. Kelly Molson: I love that. I remember that talk really vividly. It was really heartwarming, actually. And there was a really personal element to it as well. And you could see how much she was connected to the subject matter that she was speaking to as well. This is something that we talked about prior to coming on today, about how you've kind of supported your team as well as they kind of move through their careers and they move through what they're doing at the attractions. And one of the things that you've really helped them start to develop is their personal brands. Such a hot topic. It's one I love talking about. Kelly Molson: It's something that I've really tried to do as best as I can over the last kind of I think just prior to the pandemic, actually, I kind of started to think about what is it that I want people to remember me about, what's important to me? And if I've got a platform, how am I going to use it to talk about the things that I think are important and that other people should hopefully find as important as me. Kelly Molson: And I think what you've done there is kind of facilitate that for your team, which is really lovely to see because everybody, like you said, is working for the whole of the organisation, but they all have their own kind of individual specialisms. How have you kind of helped people or encouraged people to develop their personal brands? What are the kind of things that you've done there? Dominic Wray: I've encouraged them to get out there, engage with other people, engage within different networks. I think LinkedIn is a great tool for that as well. I think the team all do lots of amazing things every day that we all see and know that they do. But I'm big on encouraging them about, shouting about that. I think as general British people, we're quite sort of we don't like self promotion too much, don't like talking about ourselves too much. And I think having Laura, to be fair, join the team earlier in the year, who's big on her LinkedIn content and big on talking about what's going on out there, has really helped the team and pushed everyone forwards with doing that. And I've really encouraged them. Dominic Wray: You might not think anyone's going to take value from the content you're putting out or discussing that, but actually they will because there's probably someone somewhere looking at that thinking, "How do I overcome that problem?” Or “I've got a similar ride to that we're just in the process of refurbishing, maybe I can reach out to them and find out how they're doing that." So really believing in themselves and that they really are superstars in their area and they should be promoting that and talking about how great they are in the businesses that they work for. Kelly Molson: Have you seen that encouragement kind of help with some of the team's own self confidence as well? They're kind of braver about putting themselves forward for certain things. Dominic Wray: Yeah, yeah, massively. James, who oversees both of our sites from the site and services viewpoint, started off within the maintenance team one of those sites and he's worked his way up through the business. Now he's responsible for health and safety across both of them. He oversaw the install of our new ride which went in at the beginning of the year as well and it's been fantastic to see him grow and his confidence grow and develop within that. And now he's been asked to go forward, as I said, to do a talk next month about that ride install going ahead, which will be his first sort of public speaking gig, and I'll be very much there to support him along with that as well. So it's been great to watch the team develop and grow along with that and their confidence as well. Kelly Molson: That's really lovely to see. Well, I think in the past, people probably haven't wanted to highlight certain people, do you know what I mean? If we put these people out in the world, other people might steal them from us. But I think you have to develop your people and you have to let them shine in the roles that they're in because they'll just get better and better and better. So it's really lovely to see that you're encouraging that. I think it's such an important part of running a successful organisation now.Dominic Wray: Yeah. And I think the team are happier from that. I think if you give them the freedom to go out and experience other attractions and speak to other people at various different levels of organisations, they feel happier where they are. I think if you kind of constrain them and say, "Oh no, we can't allow you to go and speak to these people. We can't allow you to go and visit them because they might poach you or they might offer you a different job." Then they're going to be thinking, "Actually, maybe the grass is greener on the other side.". Kelly Molson: This is not the company for me after all. Dominic Wray: Yeah, exactly. And I think there's nothing wrong with them being having their own personal brand within the wider brand of the business. I think that's good for them. Kelly Molson: Yeah, I think so too. It's really brilliant to see what you've been developing there. Right. I would love it if you could share some top tips for our listeners. We always get our guests to share top tips. Three top tips on processes and people development that you'd encourage other attractions to adopt. Dominic Wray: My first one would definitely be, and I've already mentioned it, but get your team out visiting other attractions. Can't express enough how much they'll learn from those experiences. I think if you set it out in the right position to say, "Okay, guys, we're going to go and visit this event, this is what we're going to be looking for. This is what I want us to take back from that. When we come back, we're going to have a clear debrief to go through key learnings of that and how we're going to implement that into our business. You can still obviously have a great enjoyable experience."Dominic Wray: That's one of the best things about working in this industry is going on an R & D trip, but getting to go on a couple of roller coasters and get scared, go to the scare mazes or whatever else you're going to be doing. I think it's great team building as well. It's great for the team to go and see that. And what I find amazing is it can be anything from the way a site manages its waste or the layout of a queue line or actually I liked on the way in how this person upselled this ticket for me. There's so many things you can gain from that. Dominic Wray: I think when you're going into an attraction, looking at that from that perspective, I just think it's brilliant and there's no kind of training course that you can send anyone on that will deliver that value that they get from going and experiencing it firsthand. Kelly Molson: I'm just laughing at the excitement about waste as well like, "Yeah, we could see how they process their waste." That is exciting. Dominic Wray: That would be something that James would probably come back to say to me. But that's what I mean. Everyone of the team's interested in different things, so it's good. Kelly Molson: On this topic of the visits, do you always go to places that are quite similar to yours as well? Or do you do visits that are in complete contrast to what you do as well? To see the difference. Dominic Wray: We'll do a bit of both. Probably a good example is when we set up our Halloween event over October, when we very first did that, went to visit Tully's Farm, which was sort of, in our eyes, as the gold standard of scare attractions. The first time went there, we just went to see what is it as an attraction? How does that concept work? The overview sort of headline of that. And then over the years, as we've developed Terror Island, which is our Halloween event, which we run here, over October, we've been back to Tully's on numerous occasions. We've had Stuart, who runs that, come down to the site as well, and we're then looking at that from a different perspective. Dominic Wray: So then we moved on to, "Okay, how do we look at improving through, how do we look at improving guest experience? How do we look at upselling F&B? Where are the entrance and exit points of the mazes in relation to the broader site? How's the actual site laid out?". So we're then going back and looking at it in a sort of more detailed layer of that. But no, as a team, we'll go to much larger parks, much smaller parks, because I think there's things you can learn from all different sizes of attractions. We went to Hobbledown last year, which was an interesting experience, and we saw their water pillow there, and we actually put one of those into Robin Hill this year, which was one of our most successful attractions. Dominic Wray: So the guys there were fantastic at explaining about the pros and cons of that attraction, which then enabled us to make an informed decision as to whether to purchase one of those or not. But, yeah, I think there's things to be learned from all different types of attractions. If people are going to them with the right mindset of thinking, “What am I going to learn?”Kelly Molson: What's the objective here? What's the takeaway? Okay, great. So that's top tip one. Dominic Wray: Top tip two would be celebrate personal wins for the team and then let them be stars in that moment. I think when someone in the team does something really well and they've achieved something, it's really important to broadcast that to everyone, let everyone know about that and let them shine in that moment. And for it to be about them as an individual, not so much about the company as a whole. It's them in that moment, and you want to make them feel valued and positive about whatever the experiences that they've achieved. Kelly Molson: Nice. Good tip. Dominic Wray: And then my third one would be let people make mistakes in a safe manner and learn from it. I think in a working environment, people are quite often aware when they've made a mistake or something's gone wrong. They don't leave someone jumping up and down. Yeah, exactly. You know, when you're like, "That didn't work. I know it's not worked well," but I think allowing them to make mistakes in a safe, controlled manner that they can then learn from, because I think quality people understand when something's gone wrong, and they equally understand how to fix it and put their hands up and say, yeah, that's happened. But we're quite quick to acknowledge that and move on to how we're going to resolve it and not allow that to occur again. Kelly Molson: Excellent tips. Okay, as an organisation, what's your biggest opportunity and also your biggest challenge as we head into the winter months? Because I think you're coming to do you close over the season? Do you close down? Dominic Wray: Yes. So Saturday is our last operating day, and we close from November and we open in March. Kelly Molson: Wow. Gosh, you really are coming up to the end of the season. Okay, so what's your biggest opportunity and your biggest challenge as we head into that time? Dominic Wray: It was quite a big challenge, and opportunity for the company is that we made a difficult decision to put one of our sites on the market and we're looking to sell Robin Hill. So that will be the biggest challenge and opportunity for the business in recent years, to be fair. I think it presents a great opportunity for the business to double down and invest further into Blackgang, which is 180 years old this year. So it's a big birthday year for us. Kelly Molson: Incredible. Dominic Wray: And I think that will enable us to be here for another 180 years. Not that I might still be around at that point in time. Kelly Molson: You certainly won't look like Mark Wright at that point. Dominic Wray: No, look like a very aged Mark Wright. But I think it's the biggest challenge for the team and myself personally as we reshape the business and pivot into a new direction, but I equally think it's an exciting one to see what will come out on the other side of that as well. Kelly Molson: It is exciting, isn't it? I can imagine that having two parks to oversee can be a stretch at sometimes in terms of resource and also in terms of strategy and how things work, because I guess that they work similar but different. So, yeah, I can see that as a huge opportunity and something to I guess it's kind of a nice thing to focus on for the start of the new season as well, that's kind of progressing. And then you've got this really big opportunity to focus on this one thing and make it as the very best it could possibly be. Dominic Wray: Yeah. And the team have really taken to it. They're really passionate about driving Blackgang forwards and are very excited about the changes and the plans we've got for the next year and coming years as well. So it's been well embraced by them. Kelly Molson: Good. And I guess you're ending the season on a high as well, because we talked a little bit about your Halloween event, but it has been a really successful Halloween event this year, hasn't it? Dominic Wray: Yes, it's gone down really well. We made the sun top ten events for Halloween attractions. So yeah, it's been really well received. It's a personal favourite of mine. Absolutely love it. It's been a complete passion project for the team, and the team are always up for every event we do, but this is one that they really get behind and are in every possible conceivable bit of detail. And as someone that never used to like horror films and hated being scared, I now absolutely love going through scare attractions and love scaring other people even more than that. Complete 360 for me as well. So you don't know what you like until you try it. Kelly Molson: Exactly. You just never know where you never knew where this role was going to take you, did you? When you started this, Dominic, you never knew you were going to end up as a horror fan. Dominic Wray: Yeah, exactly. Now I'm like, "Oh no, we need to make that person over there look more dead. Or how loud we need the chainsaw louder, or that guy doesn't look scary enough." Way more interesting than ices and loans. Kelly Molson: I love it. A massive learning curve and 180 years old. I mean, that is a phenomenal achievement. There can't be many other attractions that are coming up for that age. So this is really incredible. I think you've had a really brilliant year. Can't do this podcast without talking about Radio One as well because I've been aware of Blackgang Chine for quite a while, but I think it maybe isn't on the radar of many people because it's Isle of Wight, it's not on the mainland. But I was driving back from the gym one morning and I listened to Radio One. Kelly Molson: I listened to the Greg James breakfast show on Radio One in the mornings and they were doing this thing where they had to find one of the presenters and all the presenters were hidden up and down all over the country, and they were talking about the Isle of Wight and they kept saying, Blackgang Chine. And I was like, they're talking about Blackgang Chine. Let Laura know. I need to pull over and let Laura know. Obviously she already knew that you were being talked about, but I think how many times did he say Blackgang Chine? It was a lot. Dominic Wray: It was a lot. I think it was over 50 times. I mean, my phone was going mental, mate. If you've got the presenters because it's because we have an area called Area Five with large animatronic dinosaurs, and they thought we'd hidden them down there and they were like, "God, you're really good at keeping a secret. I can't believe you haven't told us this.". And I'm like, "No, honestly, they're not here.". I don't want to actually believe me. Well, clearly no one did. Kept ringing up Radio One to talk about it, but that was a great bit of brand profile for the business and I guess sort of showed that people were associating the element of dinosaurs to the park as well. So that's obviously positive for us. Kelly Molson: It was really good press, even if we didn't have the presenter there. It was absolutely brilliant. Dominic Wray: Yeah, it was fantastic. And then everyone was almost like, they should have been here. Kelly Molson: They should have been here. We should, we need to get Greg James back over, don't you? I mean, he said it enough, so you should get him there for a visit soon. Dominic Wray: Greg, if you're listening, come down. Kelly Molson: I mean, I'd love it if Greg listened to this podcast, but it's highly unlikely. But if you are, Greg, would you like to come on? I'd love a chat with you. I'm just around the corner of Bishop Stortford. That's where you were born, right? We could be friends. Dom, thank you for coming on the podcast. It's been brilliant to chat today. We always end the interview by asking our guests to share a book that they'd like to share with their listeners. So something that you love can be work related or it can be personal, whatever you fancy. Dominic Wray: Well, I was going to think about saying the Highway Code so people can understand how to overtake cyclists, really, but I won't. My favourite podcast at the moment is a podcast called the Big Fish that's presented by Spencer Matthews. Kelly Molson: What? Hang on. Dominic Wray: Oh, sorry, my second favourite. My second well, obviously ones that I listen to after yours. Kelly Molson: Thank you. Well recovered. Dominic Wray: Once I've listened to the latest episode, I move on to Big Fish after that. Kelly Molson: Sorry, say it again. Big Fish. Who's it by? Dominic Wray: Big Fish by Spencer Matthews, who used to be on Made in Chelsea, I think, and now owns a company called CleanCo, which is a non alcoholic brand, which is quite interesting. But I like it because he interviews lots of CEOs and business owners. It's got a bit of a sports mindset focus to it, but it's also very much around the culture in those businesses, how they've built the businesses and the challenges they face within them as well. So it's quite an interesting one. Kelly Molson: I like the sounds of that. I listen to quite a lot of podcasts like that. All right, I'm going to put Big Fish on my list. Well, there you go, listeners. You can't win a copy of this podcast because I can't give it away, but I encourage you to go and have a little listen. Maybe it'll be your number two podcast as well, who knows? Dom, thanks for coming on today. It's been lovely to have you. Congratulations on 180 years and best of luck with everything that comes next. I think you've got a really exciting new chapter that's about to start and maybe you'll come back on in a year or so and tell us how it's all gone. Dominic Wray: Yeah, sounds good. Thank you very much for having me enjoyed it. Kelly Molson:  Thanks for listening to Skip The Queue. If you've enjoyed this podcast, please leave us a five star review. It really helps others find us. And remember to follow us on Twitter for your chance to win the books that have been mentioned. Skip the queue is brought to you by Rubber Cheese, a digital agency that builds remarkable systems and websites for attractions that helps them increase their visitor numbers. You can find show notes and transcriptions from this episode and more over on our website, rubbercheese.com/podcast.

Marder - ungeliebter Gast oder liebenswerter Zeitgenosse? ; Warum wir unsere Meere retten müssen ; Regen von oben, Schlamm von unten. Jetzt hat es genug geregnet, oder? ; Peer Learning - Bildungstandems in der Schule ; Forensik - Die Wissenschaft der Verbrechensbekämpfung ; Facebook und Insta führen Bezahl-Abos ein: Gut oder schlecht für unser "digitales Ich"? ; Das bedeutet der Klimawandel für Menschen in der Arktis ; Moderation: Marija Bakker. Von WDR 5.

More than just a friendly competition, the Great Lakes Yield Enhancement Network is designed to better understand all the external factors and management decisions that drive wheat yields. Marty Vermey, senior agronomist for Grain Farmers of Ontario, says the network is about not just who grows the most wheat, but also about what’s the real... Read More

Get a unique peer-to-peer learning experience that covers all aspects of MSP and ITSP operations when you become a member of BMK Community's innovative peer team program. Go to https://bmkcommunity.com/ for more information. BMK Community City: Lisle Address: 650 Warrenville Road Website http://www.bmkcommunity.com Phone +1 212 300 3016 Email khaled@beringmckinley.com

In this episode, we debunk myths and lay out actionable strategies to guide you through the deschooling process, empowering you to cultivate a more flexible, individualized, and enriching educational environment for your kids.    

How do we normalize “sustainable seafood” so that it becomes the DEFAULT way of sourcing and buying? Why should we bring diverse (and even opposing) viewpoints TOGETHER to solve the global challenges facing our oceans? And what makes us fall in love with seafood in the first place—what are the moments that make working in this industry SO exciting and fulfilling?  We dive into ALL of that, covering everything from crab boils to eating fish with “Cheeto raspberry yogurt sauce” on the newest episode of The Conch podcast, which features not one, but FOUR innovators from various organizations reimagining the future of fish and seafood!  Episode Transcript  Episode Guide: :00 Intro 00:54 Meet Laura Miller of the Conservation Alliance for Seafood Solutions (CASS), Christina Callegari of the Ecology Action Centre, Corbett Nash of the Monterey Bay Aquarium's Seafood Watch program, and Jenny Barker of FishWise 10:11 Our guests share their favorite seafood memory 19:05 What should the sustainable seafood community and seafood industry pay more attention to? Our guests share what they think Resources:  Click the links to learn more about the Conservation Alliance for Seafood Solutions, Ecology Action Centre, FishWise, and Monterey Bay Aquarium's Seafood Watch. Recommend this episode to one person who is curious about ensuring the survival and wellbeing of the seafood sector for years to come.  

“Sustainable seafood.” The phrase typically brings to mind seafood that is harvested or raised in a way that prioritizes the health of oceans and waterways.  And that's true, but holistic, long-term sustainability is so much more!  The sustainability mindset we all need requires the understanding that our oceans and people are intertwined—successful conservation policies MUST consider how they affect people and vice versa.  That's where the work of organizations like Ocean Outcomes, Sustainable Fisheries Partnership, and Future of Fish (along with SAGE!) intersect—we're all looking to create a seafood industry that has social justice at its center so that both people and the planet can thrive.  Tune into this unique episode of The Conch podcast where we hear from Charlotte Maiden, Perry Broderick, and Stephanie Stinson—thought leaders from these three impactful organizations! Episode Transcript Episode Guide: :00 Intro Meet Perry Broderick of Ocean Outcomes (O2), Stephanie Stinson of Future of Fish, and Charlotte Maiden of Sustainable Fisheries Partnership (SFP) 09:09 Our guests share their favorite seafood memory 13:30 What should the sustainable seafood community and seafood industry pay more attention to? Our guests share what they think Resources: Click the links to learn more about Sustainable Fisheries Partnership, Future of Fish, and Ocean Outcomes. Recommend this episode to one person who is curious about ensuring the survival and wellbeing of the seafood sector for years to come.  

In this episode, I'm joined by Kristen Brooks, Educational Technology Specialist, to discuss peer learning and how EdTech can play a crucial role in making it possible. You'll hear her favorite strategies and digital tools for student video creation plus how to incorporate peer feedback into the learning process effectively. Show notes: https://classtechtips.com/2023/06/06/peer-learning-218/  Sponsored by Britannica Professional Learning: https://britannicaeducation.com/  Follow Kristen Brooks on Twitter: https://twitter.com/KristenBrooks77/  Follow Monica on Instagram: https://www.instagram.com/classtechtips/   

Introduction: Casey Stubbs welcomes listeners to a new episode of the "How to Trade It" podcast, expressing excitement about discussing a key area where traders have been experiencing amazing breakthroughs.The Importance of Being Part of a Small Group: Casey highlights the different mindset of traders who often work alone, emphasizing the benefits of being part of a small group.Eight Key Points of Small Group Trading:The Benefit of Community: Casey highlights the supportive and accountable nature of a small group.Transparency and Problem Identification: Acknowledging the need to admit and address trading problems honestly, Casey explains the focus on individual issues within a small group.Diverse Perspectives: Exploring the advantages of diverse backgrounds, expertise, and experiences within a small group, which foster creativity, innovation, and new ideas.Networking and Collaboration: Casey discusses the opportunities for collaboration, partnerships, and networking that arise within a small group.Skill Sharing: The benefits of members openly sharing skills and knowledge, leading to personal growth and expanded horizons.Peer Learning and Mentoring: Highlighting the value of learning from each other in the small group, both from the mentor and fellow members.Increased Confidence and Motivation: How shared goals and witnessing others' success within the small group can boost confidence and motivation.Emotional and Psychological Support: Casey emphasizes the importance of having a safe space within the small group to openly share challenges, fears, and experiences specific to trading.Conclusion: Casey expresses compassion for traders who have struggled for years and emphasizes the need for a supportive community to share the trading journey.Click Here to  learn more about joining our group coaching.The Physician Syndicate: Angel Investing | Venture Capital | Startups | Personal FinanceThe Physician Syndicate Podcast: A podcast for physicians to jump into the startup world. Listen on: Apple Podcasts SpotifySupport the showConnect with Casey: LinkedIn: https://www.linkedin.com/in/caseystubbs Twitter: https://twitter.com/caseystubbs316 TradingStrategyGuides.com: https://www.tradingstrategyguides.com/ Email: info@tradingstrategyguides.com

Today on Elixir Wizards, Sundi Myint and Owen Bickford are joined by Saša Jurić, distinguished developer, mentor, and author of Elixir in Action. They discuss the future of training and education in Elixir, challenges faced by new Elixir developers, Phoenix generators, peer mentorship, the emergence of types, and when it's time to close the umbrella. Key Takeaways: The functional programming paradigm, the actor model, and concurrency Adapting to the Elixir syntax and tooling The role of community, mentorship, and continuous learning in Elixir education The pros and cons of Phoenix generators for Elixir development Customizing templates in the Phoenix priv directory to better suit individual needs The importance of understanding and adapting generated code for maintainability and proper abstractions Importance of having a clear separation between core and interface Adapting to different opinions and preferences within a development team Refactoring and restructuring code to improve quality and reduce complexity Static typing for better documentation and the limitations of dynamic code Umbrella apps vs. mix configuration and how to avoid complexity Links Mentioned in this Episode: Enter to win a copy of Elixir in Action: https://smr.tl/2023bookgiveaway Elixir in Action by Saša Jurić https://www.manning.com/books/elixir-in-action 35% discount code for book on manning.com: podexwizards20 Saša's Website/Blog TheErlangelist.com (https://www.theerlangelist.com/) Towards Maintainable Elixir - Saša Jurić's Medium Blog Article Series (https://medium.com/very-big-things/towards-maintainable-elixir-the-core-and-the-interface-c267f0da43) Boundary (https://hex.pm/packages/boundary): Managing cross-module dependencies in Elixir projects Site Encrypt (https://hex.pm/packages/site_encrypt): Integrated Certification via Let's Encrypt for Elixir-powered sites Authentication Generator in Phoenix: https://hexdocs.pm/phoenix/mixphxgen_auth.html Ecto query generator for Elixir https://hexdocs.pm/ecto/Ecto.html GraphQL: Query language for APIs https://graphql.org/ Dialyxir: https://hexdocs.pm/dialyxir/readme.html Nx (Numerical Elixir) GitHub Repository: https://github.com/elixir-nx/nx ElixirLS (Elixir Language Server) GitHub Repository: https://github.com/elixir-lsp/elixir-ls Special Guest: Saša Jurić.

Are you feeling overwhelmed and under-skilled in this fast-paced work environment? Well, you're not alone! In this episode, we discuss how peer-to-peer learning and remote work can merge to upskill and reskill the workforce. We also talk about creating a perennial culture and how to be more innovative in the workplace. Our guest, Zech Dahms, shares his insights on peer-to-peer learning and how it fits into the hybrid remote and in-person world. We hear about a nonprofit organization that implemented creativity and innovation sessions for every department, resulting in increased performance, engagement, and retention rates.  Here are just a few of the questions answered in this episode of Geeks Geezers Googlization: 1. What is Perennial Culture and how has it evolved over time? Answer: Perennial Culture started as a practice to design culture and align it with a strategy to achieve engagement, and has grown into a global community of HR and people leaders who are rethinking engagement in the midst of big shifts in the workplace. 2. How is technology related to peer-to-peer learning? Answer: The host initially didn't understand peer-to-peer learning until he realized that technology, such as Chat GPT, can be a form of peer-to-peer learning. 3. What percentage of US workers need upgrading or replacement of their skills? Answer: Burning Glass Institute, Wiley, and Business-Higher Education Forum report that one-third of the skills of US workers need upgrading or replacement. 4. How can peer-to-peer learning and remote work merge in upskilling and reskilling the workforce? Answer: Peer-to-peer learning is an effective way to upskill and reskill people in a remote work environment. 7. What are Peer Assisted Learning Strategies (PALS)? Answer: Peer Assisted Learning Strategies (PALS) is a concept that uses all-star students to help other students in the class who struggle with learning. 8. What is the number one challenge for business leaders? Answer: The number one challenge for business leaders is successfully leading remote teams around the world. 9. Why is remote work desirable for employees? Answer: Remote work is desirable for employees due to the psychological principle of psychological reactants.  

In this episode I discuss with Claire Lemarié her experience working with farmers in the Pays de la Loire region in France, where she is a technical adviser for the chamber of agriculture. She has precious insights into the management of mature hedges, as this region still has a significant amount of bocage: a traditional french hedge layout. In this interview we gain an understanding of why effective information sharing between farmers is crucial to creating innovative agroforestry systems and how she enables peer to peer exchange through the 'Club des Agroforestiers'.• RESOURCEShttps://www.linkedin.com/in/claire-lemari%C3%A9-34b667155/?originalSubdomain=frYoutube video Chambre d'agriculture de la Loire• GET IN TOUCH www.regenerativeagroforestry.org• SUPPORT US www.gumroad.com/regenagroforestry• FOLLOW US on Twitter, Facebook, LinkedIn and Instagram• FUNDING FOR EUROPEAN PROJECTS https://explore.ecosia.org/regenerative-agriculture Hosted on Acast. See acast.com/privacy for more information.

Learn how social and peer learning can help you be intentional and organized, and how to make the most of your learning experiences from others. **** Follow Kevin on LinkedIn: https://linkedin.com/in/kevineikenberry

Rihanna's Blue Bell ice cream is back! Paul has a bizarre churchy day out. How often do you use peanut butter? Does your town have a raffle? Can you fly a plane without a full crew? Scoop mail and Jock Vs. Nerd trivia. See omnystudio.com/listener for privacy information.