Podcasts about performance reviews

8.20.2026 #RolandMartinUnfiltered: Karmelo Anthony Gets New Judge. NAACP Joins Nolan Wells Case. Angie Nixon Scores Upset Win The Memphis City Council approves a 12-month moratorium on new data center permits and rezoning. Tennessee State Representative Justin Pearson will explain what that really means. Atlanta Mayor Andre Dickens blasts the Democratic National Convention after the city loses its bid to host the 2028 convention. In a letter to the city, he says this snub is an example of how the Democratic Party continues to abandon the South and Black voters. A Missouri court is allowing a GOP-favored map to help them hold onto their slim majority in the House. In less than two years, the twice-impeached, criminally convicted felon-in-chief, Donald "The Con" Trump has managed to fulfill every aspect of Project 2025. Michael Harriott will be here to give us a "Project 2025 Performance Review." Chris Cuomo calls out Bill O'Reilly for saying he'd vote for Russian dictator Vladimir Putin before casting a ballot for Senator Jon Ossoff. All over a comment the Georgia Senator made. A special appointed Texas judge is hearing testimony to decide if Karmelo Anthony deserves a new trial. The third annual Back-to-School Community Day Hosted by Wanda Durant and the Durant Family Charitable Foundation is taking place this weekend. She'll be here in the studio to talk about this weekend's event. Black Star Network Partner: ChapterChapter and its affiliates are not connected with or endorsed by any government entity or the federal Medicare program. Chapter Advisory, LLC represents Medicare Advantage HMO, PPO, and PFFS organizations and stand alone prescription drug plans that have a Medicare contract. Enrollment depends on the plan’s contract renewal. While we have a database of every Medicare plan nationwide and can help you to search among all plans, we have contracts with many but not all plans. As a result, we do not offer every plan available in your area. Currently we represent 50 organizations which offer 18,160 products nationwide. We search and recommend all plans, even those we don’t directly offer. You can contact a licensed Chapter agent to find out the number of products available in your specific area. Please contact Medicare.gov, 1-800-Medicare, or your local State Health Insurance Program (SHIP) to get information on all of your options. ____ Download the Black Star Network app at http://www.blackstarnetwork.com! We're on iOS, AppleTV, Android, AndroidTV, Roku, FireTV, and SamsungTV. The #BlackStarNetwork is a news reporting platform covered under Copyright Disclaimer Under Section 107 of the Copyright Act 1976, allowance is made for "fair use" for purposes such as criticism, comment, news reporting, teaching, scholarship, and research.See omnystudio.com/listener for privacy information.

BirdMike: An Inarritu Rewatch Series continues with Part IV on the Oscar Nominated Biutiful starring Lead Actor Nom Javier Bardem. NON-SPOILER REVIEW OF BIUTIFUL: Production Profile - 2:50 Expectations & Non-Spoiler Script Thoughts - 11:11 Performance Reviews - 17:28 Production Values - 20:28 Oscar Lens - 23:25 Spoiler Warning - 27:13 SPOILER FILLED REVIEW: Immediate Carryovers - 28:38 That Ending - 36:04 The Themes - 42:19 Plot Elements That Deserve Further Study & Addiction Addressed - 47:42 Final Thoughts / Final Grades - 59:16 OUTRO: Stay tuned for upcoming BirdMike episodes on Birdman: Or The Unexpected Virtue of Ignorance, The Revenant, Bardo: False Chronicle of a Handful of Truths, and Digger. We also have many more Oscar Race Checkpoints, covering everything from D23 through the Fall Film Festivals through some early season awards on the horizon, and we'll continue to do film studies on contemporary films like Teenage Sex & Death at Camp Miasma, etc. For all our videos and written reviews, please also make sure you're following us on TikTok, Instagram, Letterboxd, X, etc. https://linktr.ee/mikemikeandoscar

Part 3 of BirdMike, our Alejandro G. Inarritu rewatch series is here, and this is the third of seven Oscar Nominated Films of his that we'll cover in this series. Babel stars Brad Pitt, Cate Blanchette, Gael Garcia Bernal, Adriana Barraza, Elle Fanning, Rinko Kikuchi, Koji Yakusho, Mohamed Akhzam, Clifton Collins and Michael Pena, and it was nominated for 7 Academy Awards. NON-SPOILER REVIEW OF BABEL: Production Profile - 1:40 Non-Spoiler Composition Thoughts - 8:56 Performance Reviews - 14:54 Production Values - 19:39 Oscar Lens - 22:48 Spoiler Warning - 24:45 SPOILER FILLED REVIEW OF BABEL: Diving into the Inciting Incident & the story in Japan - 26:28 Sins of the Father - 32:49 The Main Themes - 36:28 That Ending - 41:34 Any more worsts - 46:50 Final Thoughts / Final Grades - 49:07 OUTRO: Stay tuned for upcoming episodes on Biutiful, Birdman, The Revenant, Bardo and Digger. We will also be returning shortly with a few episodes of Oscar Race Checkpoint and some fun new announcements. In the meantime, make sure you're following us on Tiktok and Letterboxd, where we've been the most active in recent weeks and enjoy our all our new video and written content. https://linktr.ee/mikemikeandoscar

Meet Greg, the adviser who built a career on saying what 1,000+ founders didn't want to hear. Protect your family with life insurance from Ethos. Get up to $3 million in coverage in as little as 10 minutes at https://ethos.com/founded. Application times may vary. Rates may vary. The opener to this episode tells you two things about Greg McCallum: he's funnier than most business advisers, and he's more honest about the cost of the founder life than almost anyone we've had on the show. 3 KEY TAKEAWAYS 1. Ask strangers, not friends. The most common founder mistake is failing to ask prospective customers whether the idea is good. Do it early and you're not just validating, you're building a pipeline, learning the language that sells, and writing your first sales playbook for free. 2. Sales is listening, not pitching. Professional sales hires get a three- to six-month ramp before anyone expects a deal, so give yourself the same grace. Never ask for the sale. Understand the need, demonstrate the solution, and let them ask you. 3. Honesty is the strategy. With customers, with investors, and hardest of all with yourself. Audit the skills you actually lack before you buy the domain or design the logo. Self-awareness is cheaper than failure. Greg got kicked out of school at 15. By 16, he was running a restaurant floor. By 18, he'd quietly consulted for almost every bar and restaurant in Oxford. By his mid-twenties, banks were asking him into the boardroom. Then he deliberately took a soul-destroying telemarketing job for a year, because nobody would take his sales advice seriously until he'd done the hard yards himself. That decision led to sales leadership at Booksy (now unicorn status), C-suite roles across startups, and a mentoring practice that has helped over 1,000 founders worldwide, under a name he's turned into a brand: The No Bullshit Adviser. In this episode, Greg gets honest about the mistake almost every founder makes, why working in sales won't teach you founder sales, the AI industry's dirty data secret his new startup Peer is built to solve, and the part nobody talks about: the anxiety, the dark years, and the alliances entrepreneurship never lets you make. Because when it all goes wrong, the question that matters is who you actually call. Please note: this episode contains strong language throughout. Greg is called the No Bullshit Adviser for a reason. WHAT WE COVER - Kicked out of school, child of immigrant entrepreneurs, and managing hospitality floors at 16 - Accidentally becoming Oxford's teenage restaurant consultant - A year of telemarketing to earn the right to give sales advice - Booksy, C-suite roles, and 1,000+ founders mentored - The one bad Trustpilot review that's secretly a five-star review - Why psychometric tests are (mostly) bullshit, and skills audits beat personality labels - Founders Unplugged: the podcast born from client calls that ran three hours over - Peer and the dirty secret of AI: the data ceiling nobody talks about - "Stop preaching work-life balance": Greg's unfiltered take - Anxiety, depression, CBT, and becoming your own therapist - The real sacrifice: friendship, founder loneliness, and why your support network is a survival mechanism - The SaaS bubble, the bootstrapping comeback, and his one piece of advice: two words

THE PERFORMANCE REVIEW Francis has a passion for acting. He eats, drinks, and breathes theater. But the constant pressure he puts on himself to be great comes with a cost. Severe migraines begin to pull him away from the stage, forcing him to step back from the life he loves. With no other choice, Francis takes a quiet 9–5 job at a place known simply as The Company. The work seems simple enough—just sorting paperwork in a calm, structured office. But something about the workplace feels… off. The employees all dress the same. Conversations feel rehearsed. Smiles linger a little too long. What first appears to be a routine office job slowly reveals itself to be something far stranger. As the days pass, Francis begins to realize that The Company may not be what it seems—and that everyone around him may be playing a role in something he doesn't yet understand. TOPICS OF CONVERSATION Corporate life meets the Twilight Zone: Adrian based The Performance Review on his friend Francisco, a former theater actor whose real corporate horror stories were so strange Adrian assumed he was making them up Once an actor, always an actor: Why Francis treats his cubicle job like a performance, and Adrian's belief that everyone acts differently depending on who they're with Yogurt, milk, and dead-eyed smiles: The small, off details that make Francis wonder if the company is a cult, and where Adrian's cult-documentary habit comes in The real laugh in a quiet room: How Fiona announces herself before Francis ever sees her, and why the two of them build a secret signal to catch if either one starts to slip From The Performance Review to the screen: The short film Adrian is scripting with Francisco starring, the connected novel In Between Rooms, and the ideas he's still pulling from notebooks he's kept since he was ten ABOUT THE AUTHOR Adrian M. Mompoint is a horror and thriller writer focused on psychological storytelling and atmospheric tension. Inspired by early exposure to The Shining, he developed a fascination with fear—what creates it, and why it lingers. He is primarily a behind-the-scenes photographer, capturing the unseen moments of film and production. Adrian is also a film actor and stunt performer, as well as a big and tall model. Outside of his creative work, he volunteers in his community by cleaning and restoring graves and helping maintain outdoor spaces. Connect with Adrian Mompoint through linktr.ee/Adrianmompoint for links to his social media and website accounts. Get The Performance Review: https://amzn.to/4wNkwal 

We review 21 Grams, the second film of Alejandro G. Inarritu and the second episode of BirdMike: Our Inarritu Rewatch Series. The film stars Sean Penn, Naomi Watts and Benicio Del Toro and features the cinematography of Rodrigo Prieto and the music of Gustavo Santaolalla. NON-SPOILER REVIEW OF 21 GRAMS: Production Profile - 2:29 Non-Spoiler Script Thoughts - 6:56 Performance Reviews - 13:06 Production Values - 18:02 Oscar Lens - 24:27 SPOILER WARNING - 28:44 SPOILER FILLED REVIEW OF 21 GRAMS: Carryovers: Why & how did he structure the film this way? - 31:09 Discussing The Themes - 40:46 These characters have their vices - 43:54 That Ending - 48:22 The Sean Penn Character Study - 52:22 Final Thoughts & Final Grades - 56:37 OUTRO: Hopefully you continue to tune into future episodes of this series, despite our early wrestling matches with these films. We do want to combat the rest of them, continuing with Babel and Biutiful in the coming weeks. Obviously, we're leading up to Digger starring Tom Cruise in the fall. Otherwise, you can stay tuned for future episodes of Oscar Race Checkpoint and Oscar Profile Movie Reviews, as well as more specials, interviews, etc… as we head into yet another awards season here on MMO. https://linktr.ee/mikemikeandoscar

What makes great executives stand out? I'm thrilled to share Part 1 of a 3-part series that will explore the foundations of positive leadership. Throughout this special set of episodes, I will be sharing the stage with Kevin Ford, the award-winning CEO of Calian who recently stepped down. In this episode, Kevin and I start the conversation by taking an honest look at why leading yourself matters most. We unpack the critical role of self-awareness, sharing a powerful personal journey that moved Kevin from early-career overconfidence to the life-changing benefits of welcoming tough feedback.We also discuss insightful research, amplified with real-life examples that makes the case that self-awareness isn't soft. Our discussion touches on structured approaches (like 360 reviews) and everyday, observational cues that help leaders read the room and adjust in real time. We reframe humility as a leadership strength, curiosity as the operational side of great leadership, and positivity as the superpower needed to weather today's challenges.If you're searching for ways to advance your leadership, build resilience, and foster authentic relationships, this episode provides an actionable roadmap to transform self-awareness from a buzzword into your most valuable asset.What You'll Learn- Self-Awareness is foundational- Feedback is a gift: Receive it well- Embracing (tough) feedback, can be transformative.- Make time for self-reflection.- Curiosity is operationalized humility.- Positive energy matters, especially in tough times.- Legacy is about the journey. Podcast Timestamps(00:00) - Introduction to the 3-Part Series(00:42) - Guest Introduction: Kevin Ford's Leadership Journey(03:26) - The Importance of Leading Yourself(04:11) – The Role of Self-Awareness in Executive Success(06:08) - Transformative Feedback: The Value of Tough Conversations(09:46) - Processing Feedback and Humility in Leadership(12:12) - Creating Upward Feedback Culture(14:24) - Reading the Room: Observational Self-Awareness(16:43) - Internal and External Self-Awareness(17:56) - Addressing Time Constraints and Feedback Reluctance(22:18) - Curiosity as a Driver of Self-Awareness(24:21) - Humility, Curiosity, and Leadership Legacy(29:04) - Self-Awareness and Decisive Leadership(32:59) - Positive Energy and Well-being in Leadership(37:48) - Practical Steps for Sustaining Positive Energy(41:45) - Final Reflections on Self-AwarenessKEYWORDSPositive Leadership, Self-Awareness, Leadership Development, Executive Feedback, 360 Assessments, Upward Feedback, Humility in Leadership, Curiosity, Culture, Authenticity, Positive Energy, Well-Being, Mental Health, Physical Health, Energy Management, Legacy, Organizational Culture, Coaching, Empathy, Constructive Criticism, Personal Growth, Employee Engagement, Resilience, Performance Review, Self-Reflection, Emotional Intelligence, CEO Success

This show is a team, but who answers to whom? Sam does Jodi's "evaluation" and she's shocked to learn his professional takeaways. See omnystudio.com/listener for privacy information.

Why so many people are happily single these days and how being alone can make you a better partner. Then - the debate on whether you wash new clothes before wearing them, and hear the sweet, heavy question about grieving a parent after Murphy's dad's Corvette surprise. Plus, Sam's mom Miss Judy turns 87 and casually wrangles a boa constrictor, and Jodi and Sam navigate a very awkward work performance review.See omnystudio.com/listener for privacy information.

In the Coaching Cafe this week, we continue our conversation around the importance of consistent and regular performance conversations, rather than relying solely on mid-year or annual reviews.This week we specifically focus on performance uplift and how a strengths-based approach enables stronger engagement and improved workplace performance.Research from Gallup and other organisations has consistently shown that a strengths-based approach to conversations creates the kind of uplift organisations are desperately seeking — we are talking about a 36% uplift in performance.Join Dr Natalie Ashdown and leadership and HR specialist Paula Jones-Hunt as we explore:✓ What a strengths-based approach to performance conversations looks like✓ How this approach can enable a 36% uplift in performance✓ A practical case study demonstrating the impact of strengths conversations✓ Coaching questions you can use immediately in your workplaceWhether you are coaching managers, leading teams yourself, or wanting to improve your own performance, this webinar will provide practical tools and insights that can make a genuine difference.Transcripts can be found here: Thanks for listening! If you enjoyed the podcast please leave us a 5 star review wherever you listened to us! It helps promote the podcast to streaming services and other listeners. Also drop the podcast a follow! Watch the webinar of this episode on YouTube or read the blog by visiting our website.Want to join us live every Friday? Register Here!  Engage with The Coaching Café PodcastStay up to date on our socials InstagramFacebookLinkedInEmail us at learn@opendoorcoaching.com.auThanks for listening!

I'd love to hear from you 'text the show'Season 5: Clinic Systems, Processes, and OperationsMost clinic owners are flying blind when it comes to their numbers, and that's a costly mistake. Janice Cook, known as the spreadsheet and numbers guru, reveals the straightforward, strategic approach to turning raw data into powerfully clear business decisions. If you've ever felt overwhelmed by reports or unsure where to start, this episode will change the game.You'll discover the simple framework for regular financial reviews, annual, quarterly, monthly, and how to set targets that keep your growth in check. Janice shares her proven method for breaking down high-level goals into specific, actionable levers such as revenue targets and cost controls, so you can measure progress without getting lost in endless reports. Plus, learn the secret to identifying just five key numbers that tell you everything you need to know, no more wasted time on irrelevant data.We break down how to set up your practice management software for maximum insight, ensuring every service, category, and process is tracked accurately. Janice explains how operational SOPs, yes, those boring procedures, are essential for high-quality, dependable data, giving you clarity on the real profitability of each service and team member. No more guessing, no more winging it, your numbers tell a story, and you're the author.Failing to understand your numbers risks stagnation, missed growth opportunities, and business decisions made from panic rather than strategy. With her step-by-step approach, you'll learn how to plan with precision, spot trends early, and confidently adjust tactics to stay on track. Whether you're a solo practitioner or managing multiple clinics, this episode arms you with the tools to act like a true CEO, making data-driven decisions that drive profit, growth, and peace of mind.Perfect for clinic owners feeling overwhelmed, under-informed, or stuck in reactive mode. If you want clarity, control, and the ability to make small tweaks that lead to big gains, this episode is your must-listen. Tune in and start turning your numbers into your greatest asset.Guest Credibility: Janice Cook is a business strategist specializing in financial clarity for clinics and studios, with a background in corporate IT consulting and charity financial management. She's passionate about helping owners understand what their data really means, and how to use it.Key TakeawaysUnderstanding your numbers is crucial for business success.Regular reviews help in making informed decisions.Set clear goals and measure against them.Data should drive your business decisions, not emotions.Utilise software effectively to track performance.Quality data is essential for accurate insights.Standard operating procedures streamline operations.Start with small changes to see significant impacts.Schedule dedicated time for financial reviews.Outsource financial management if necessary.Treat Your Business podcast is proudly sponsored by Klatch: Results-driven marketing built for healthcare companies. Unlock sustainable growth and maximise ROI with data-driven digital marketing tailored to your business, backed by patient tracking software from search to revenue.Find out more at https://www.klatch.co.uk Resources & Links:Subscribe to our Channel on Youtube: https://www.youtube.com/@thrivebizcoach?sub_confirmation=1Website: https://Thrive-businesscoaching.com  Free Resources: https://treatyourbusiness.com 

Promoting a high-producing advisor into a leadership role without teaching them how to lead isn't development, it's a risk transfer. Ray Sclafani has seen this pattern play out across hundreds of advisory firms: the best advisor gets promoted, the firm assumes leadership will follow, and within months the culture quietly starts to fracture. In this episode, Ray makes the case that leadership development is not a soft-skills initiative as it is an operational and economic imperative that directly shapes growth, retention, client experience, and enterprise value.What You Will Learn in This EpisodeWhy promoting high performers without leadership training is one of the most common and costly mistakes in wealth managementThe five direct questions every leadership team should ask to diagnose their management infrastructureHow to define what "meeting," "exceeding," and "far exceeding" expectations looks like for every leadership role in your firmHow to build a leadership scorecard that makes accountability observable, coachable, and measurableWhy leadership depth, not any single rainmaker or founder, is what allows a firm to grow without breakingKey Insight from This Episode"Promoting a high-producing advisor into a manager or leadership role without teaching that person how to lead is not development. That is a risk transfer."Leadership is not a reward for strong performance. It is a distinct skill set that requires training, structure, and ongoing accountability. The firms that invest in building that infrastructure now will have the bench depth, the culture, and the continuity to compete at the highest level — and to scale without depending on any one person.The Five Questions to Diagnose Your Leadership InfrastructureAsk your leadership team right now:Performance Reviews: Do you conduct performance reviews more than once a year?One-on-Ones: Do managers hold one-on-one meetings with their direct reports at least monthly?Feedback: Do employees receive regular, real-time feedback — not just at review time?Defined Standards: Have you defined what meeting, exceeding, and far exceeding expectations looks like for every role in your firm?Manager Accountability: Are managers held accountable for engagement, retention, and the development of the people they lead?If the honest answer to most of those is "no" or "not consistently," you have a leadership development gap and that gap has a direct cost.The Four-Step Framework for Building LeadersStep 1 — Define the Leadership Role Vague expectations produce vague performance. When a person is promoted to manager, their scope must be explicit and written down: What do they own? Which decisions are theirs to make? Which require alignment? Which belong elsewhere? Clarity here is not bureaucratic, because it is the foundation of effective leadership.Step 2 — Define What Strong Performance Looks Like For every leadership role, articulate three levels:Meeting expectations — Holds regular one-on-ones, provides timely feedback, follows through on commitments, keeps the team alignedExceeding expectations — Develops talent ahead of need, strengthens team capacity, reduces confusion, helps others make better decisionsFar exceeding expectations — Develops leaders who develop other leaders, builds scalable systems, improves retention, reduces the firm's dependence on any single personOnce the levels are defined, performance conversations, calibration, comp decisions, and development plans all improve. People stop guessing.Step 3 — Build a Feedback Cadence Annual reviews are too slow. By the time the review occurs, everyone already knows what should have been said months earlier. Managers should hold regular one-on-ones, provide feedback in real time, and ask the questions that matter: What is working? What is unclear? What needs to change? What support is required? What are you learning? Where do you want to grow? Feedback should not be dramatic. It should be normal.Step 4 — Hold Leaders Accountable for the People They Lead A manager should be evaluated not only on their personal performance or technical competence, but on the engagement, retention, development, and performance of their team. If a leader is personally successful but leaves behind confusion, burnout, or turnover, that is not strong leadership. Create a leadership scorecard for every manager in your firm. Include five measures: communication rhythm, feedback quality, talent development, accountability, and team health. Review it quarterly. Coach to it. Compensate it.Coaching Questions for ReflectionWhich leaders in your firm, including you, have been promoted based on production or contribution, but never trained to lead?Where have you clearly defined performance expectations, and where are people still guessing?Which leadership behaviors should be measured because they directly shape culture and retention at your firm?What would change if managers were held accountable for the growth of the people they lead?Why This Matters for Enterprise ValueManagers shape the firm's lived experience. Not the values poster in the break room. Not the retreat agenda. Not the title structure. Managers decide how feedback is delivered, whether accountability is real, whether talent is developed or ignored, whether high performers are challenged, whether underperformance is tolerated, whether meetings are useful, and whether people feel stretched, supported, and included.SHRM research shows that only 44% of managers globally have received formal management training. More than 90% of HR executives say people managers are critically important to organizational success — and job satisfaction nearly doubles among workers with highly effective managers.For advisory firms, this isn't abstract. Leadership development affects growth and retention, client experience, and ultimately the enterprise value of what you are building.The firms that develop leaders will win — because they will not rely on any single founder, rainmaker, or heroic operator. They will build bench depth. And that bench depth is what allows a firm to grow without breaking.Resources & References MentionedSHRM — Global Management Training ResearchKorn Ferry — Workforce 2025 Research ReportBuilding the Billion Dollar Business is hosted by Ray Sclafani, founder and CEO of ClientWise, the financial services industry's leading executive coaching and team development firm for elite advisors and wealth management teams.Find Ray and the ClientWise Team on the ClientWise website or LinkedIn | Twitter | Instagram | Facebook | YouTubeBuilding The Billion Dollar Business

"The best annual performance reviews are built all year long." Chief, in today's Minisode I run you through how to run Annual Performance Reviews really well, so much so that they are enjoyable, collaborative and result in your people giving sustained extra effort and kicking goals for the company. I know for many of you, these meetings and processes can be stressful and you might not like delivering them. And if that's the case, you might find that the person you're reviewing will definitely not like experiencing them! Today, I walk you through the exact frameworks I use for his process and how you can lead with distinction and be the leader to your people that you always wanted to be.

Schwierige Kolleg:innen sind das eine. Aber was passiert, wenn die eigentliche Eskalation erst dann beginnt, wenn Führungskräfte Probleme kleinreden, Verantwortung wegschieben oder dich mit Aussagen wie “das bildest du dir nur ein” komplett im Regen stehen lassen? Genau an diesem Punkt wird aus einem nervigen Arbeitstag schnell ein ernstes Thema rund um schlechte Führung, toxisches Verhalten, Gaslighting und psychische Belastung im Job.In dieser Episode sprechen wir über reale Fälle aus unserer Engineering Kiosk Community. Wir schauen auf Konflikte mit Vorgesetzten, destruktive Führung, Gehaltsgespräche unter der Gürtellinie, sexuelle Belästigung, strukturelle Probleme in Unternehmen und die Frage, wie du als Individual Contributor professionell reagieren kannst. Wir besprechen, wann Dokumentation hilft, wie du den Impact eines Problems sichtbar machst, woran du ein Teamproblem von einem Kulturproblem unterscheidest und wann Skip-Level, HR, Betriebsrat, Teamwechsel oder Exit-Strategie sinnvoll sein können.  Wenn du dich fragst, wie du mit schwierigen Manager:innen umgehst, ohne direkt innerlich zu kündigen oder emotional zu eskalieren, bekommst du hier konkrete Denkanstöße und Handlungsmöglichkeiten. Und ja, am Ende gibt es trotz schwerem Thema noch Programmiererwitze. Qualität nicht garantiert, Community-tauglich vielleicht schon.Unsere aktuellen Werbepartner findest du auf https://engineeringkiosk.dev/partnersDas schnelle Feedback zur Episode:

America has entered the Optimization Era.Families optimize.Businesses optimize.Workers optimize.Technology optimizes.So why does Washington still operate like it's 1995?This week Chad Law breaks down the biggest political shift nobody is talking about: the rise of the Optimization Voter.From AI and private-sector efficiency to Senate bottlenecks, the SAVE Act, John Cornyn, John Thune, Ken Paxton, and Donald Trump, this episode explores why voters are increasingly demanding results instead of rhetoric.The first phase was identifying bad ideas.The second phase was identifying bad actors.The third phase is identifying bottlenecks.

It's our film study of Curry Barker's film - Obsession, and yes, we debate some Oscar / other Awards chances here for this new horror smash hit. NON-SPOILER REVIEW OF OBSESSION: Production Profile + Reception & Scores - 2:22 Theater Going Stories + Composition Thoughts - 8:46 Performance Reviews - 17:15 More Writing Thoughts + Original Screenplay Oscar Category Forecast - 21:48 Production Value Reviews & Why Comedians Make Good Horror - 27:51 Final Oscar Lens Debate - 32:52 Spoiler Warning - 38:16 SPOILER REVIEW OF OBSESSION: A Fun Love Square - 38:28 MMO Love Advice for all Humanity - 46:45 Who is Wish Nikki? Real Nikki?? - 49:41 Escalations & Curiosities & Objections - 53:39 That Ending, Elevated Horror? & Drawing From The Classic Romances - 59:33 What's next for Barker, this “franchise?” - 1:05:10 Final Grades - 1:06:19 OUTRO: This may indeed be an Oscars contender. Irregardless, we love covering the best in horror year round, building to our Scaries: Horror Movie Awards Show on Halloween. So stay tuned to our feed for more horror movie reviews incoming. Otherwise, we'll be covering the Cannes Film Festival from our perch here in Hollywood East. So you should also stay tuned for all of the Reviewing the Reviewers and Timing the Ovations that we love to hate to love every spring in upcoming Cannes episodes of Oscar Race Checkpoint! https://linktr.ee/mikemikeandoscar

Gute Arbeit liefern und dann darauf hoffen, dass die Beförderung schon irgendwann kommt? Klingt fair, funktioniert in der Praxis aber oft überraschend schlecht. Gerade in einem schwierigen Arbeitsmarkt reichen Hoffnung, Fleiß und ein paar gelöste Tickets selten aus, wenn es um Gehaltserhöhung, Karrierelevel oder den nächsten Titel geht. Wer die Spielregeln nicht kennt, spielt schnell mit einer angezogenen Handbremse.In dieser Episode sprechen wir darüber, wie Beförderungen, Performance Reviews und Gehaltsentscheidungen in Tech-Unternehmen tatsächlich ablaufen. Wir schauen auf Karrierelevel vom Junior bis Staff oder Principal, erklären Leveling Guides, Terminal Levels, Downleveling und Calibration Meetings und diskutieren, warum Promotions oft über Zeit aufgebaut werden müssen. Außerdem geht es um Salary Bands, Compensation Ratio, Marktgehälter, Loyalty Penalty, Promotion Driven Development und die Frage, wie sichtbar dein Impact wirklich ist. Mit dabei sind auch ganz praktische Werkzeuge wie Brag Document, Feedback-Gespräche und externe Gehaltsreports.Wenn du besser verstehen willst, wie Karriereentwicklung in der Softwareentwicklung funktioniert und wie du Beförderung, Gehalt und Total Compensation aktiver mitgestalten kannst, ist diese Folge genau dein Ding.Bonus: Nach dieser Episode weißt du nicht nur mehr über Tech-Karriere und Gehaltsverhandlung, sondern vermutlich auch, warum Siedler von Catan als Karriere-Metapher erstaunlich gut funktioniert.Unsere aktuellen Werbepartner findest du auf https://engineeringkiosk.dev/partnersDas schnelle Feedback zur Episode:

How did Jess do??

Carl Dukes and guest host Abe analyze the Atlanta Hawks' historic playoff loss and debate Jalen Johnson's lack of retaliation after being shoved by Josh Hart. They discuss the team's missing grit, Dyson Daniels' ejection, and respond to a caller's criticism of the front office's roster construction. 01:00 - Jalen Johnson's Lack of Retaliation 04:17 - Debating the Timing of Grit 07:47 - Management and Performance Review

We're back! After a whirlwind few weeks of travel, Tom and Dan reunite to recap the chaos. Tom shares his wild journey through Mexico from checking off a New Seven Wonder at Chichén Itzá to surviving a "Latin-style" wedding involving electrocution games and grasshopper shots (yes, really). Meanwhile, Dan breaks down the highlights from the recent Nottingham coaching event, sharing the gold nuggets from industry leaders like Rachel Henley and Jake. The Content Gap: Why waiting for "permission" is killing your growth. YouTube vs. Instagram: A raw look at Tom's latest video stats and why long-form authority wins every time. Master's Recap: Our take on the drama at Augusta and why pressure breaks even the best. 0:00 Introduction & UK Trip Catch Up 1:32 Tom's Mexico Trip: Houston to Merida 6:34 The Mexican Food Experience 11:15 Mexican Belly & Wild Wedding Traditions 17:10 Reviewing the Nottingham Coaching Event 21:58 Key Takeaways: Passion & Uniqueness in Content 24:20 YouTube Strategy & Performance Review 34:00 The Masters & Golf Talk If you want to work with me in ANY WAY... 121, Group, Free Stuff The links are below. Stay Connected: ✅ Subscribe for weekly fitness news and coaching education.

Why mastering unspoken workplace communication is essential to long-term career success.Succeeding at work doesn't just depend on how hard you work or how smart you are. According to Erin McGoff, it often comes down to whether you understand the “secret language” everyone else seems to be speaking.McGoff is a career creator, Forbes 30 Under 30 honoree, and author of The Secret Language of Work: Hyper Helpful Scripts for Every Situation. Known for her wildly popular AdviceWithErin platform, she helps millions of professionals phrase things more effectively — without sounding stiff or robotic. “It's this hidden curriculum to the workforce,” she explains, describing the unwritten rules of interviews, negotiations, and professional etiquette. “It's not written down anywhere. It's not equally distributed.” Her mission is to make those invisible rules visible — and usable.In this episode of Think Fast, Talk Smart, McGoff and host Matt Abrahams explore how to communicate with confidence, advocate for yourself strategically, and build a professional brand with intention. Confidence, she says, isn't fixed: “Confidence isn't binary. Confidence is a spectrum.” It starts internally, with how we speak to ourselves, and strengthens when we “get really good at what you do.”Episode Reference Links:Erin McGoffErin's Book: The Secret Language of Work202. Own Your Brand: How to Communicate with Presence and Impact Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (04:56) - The Secret Language of Work (06:32) - Building Confidence (08:39) - Creating Your Professional Brand (10:00) - Setting Expectations at Work (12:31) - Advocate Strategically (14:34) - Mastering First Impressions (15:50) - Professional vs. Personal (18:19) - Interview Before, During, After (22:55) - Nonverbal Presence (23:19) - The Final Three Questions (27:18) - Conclusion  ********Thank you to our sponsors.  These partnerships support the ongoing production of the podcast, allowing us to bring it to you at no cost.This episode is brought to you by Babbel. Think Fast Talk Smart listeners can get started on your language learning journey today- visit Babbel.com/Thinkfast and get up to 55% off your Babbel subscription.Join our Think Fast Talk Smart Learning Community and become the communicator you want to be. 

In this episode, Cindy Esliger discusses why receiving feedback can feel so emotionally overwhelming and how it can quietly derail careers if left unchecked. She describes the common experience of replaying performance reviews long after they happen, questioning our abilities, and letting a single piece of criticism overshadow everything else. Cindy focuses on how feedback often triggers imposter syndrome, especially in environments where scrutiny already feels high, and why learning to process criticism effectively is essential for building a resilient and successful career.  Cindy explains that our reactions to feedback are deeply connected to how our brains process perceived threats. Because of the brain's negativity bias, criticism can trigger a stress response that makes us defensive, emotional, or stuck replaying the conversation. She also highlights three red flags to watch for when receiving feedback, helping us recognize when criticism is useful and when it may simply be noise: 1. Distinguish between vague personal attacks and specific behavior-based feedback, 2. Pay attention to timing and setting, and 3. Notice when we start adding our own story.  To help us manage feedback more effectively, Cindy shares eight practical strategies for handling criticism without spiraling and instead turning it into useful information: 1. Pause before reacting to interrupt the emotional response, 2. Develop a feedback filter, 3. Seek clarification when feedback is vague or unclear, 4. Reframe the story we're telling ourselves about the feedback, 5. Look for patterns over time, 6. Respond thoughtfully instead of reacting impulsively, 7. Practice gratitude for the information, and 8. Restate and paraphrase the feedback to confirm understanding. By approaching criticism with curiosity and intention, Cindy reminds us that feedback doesn't have to become a spiral of self-doubt. Instead, it can become a powerful tool for growth, self-awareness, and building the career we truly want. Resources discussed in this episode: Guide to Handling Feedback Gracefully Astronomic Audio Confidence Collective — Contact Cindy Esliger  Career Confidence Coaching: website | instagram | facebook | linkedin | email Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale. To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner. Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com    Takeaways - Ashley Heard emphasizes the importance of proper training for first-time managers. - Promoting strong individual contributors to management roles can lead to failure without support. - Management styles can be categorized into 'tight jeans' and 'cozy joggers' to illustrate different approaches. - The Pause, Consider, Act framework helps managers make thoughtful decisions under pressure. - Intentional leadership is crucial for fostering a positive team environment. - Leadership development should be an ongoing process, not a one-time event. - AI can enhance leadership by providing tools for better decision-making and communication. - Cultural sensitivity is essential for effective management in diverse teams. - Success in leadership is defined by passion for work and a balanced life. - The Manager Method book provides practical frameworks for effective management.   Chapters 00:00 Introduction to Leadership Development 02:54 The Journey to Law and Corporate Life 05:59 The Challenges of Promoting Managers 09:00 Management Styles: Tight Jeans vs. Cozy Joggers 11:46 The Pause, Consider, Act Framework 15:02 Navigating Toxic Management 18:02 The Manager Method Book Launch 20:36 Self-Discovery Through Writing 22:22 The Importance of Continuous Leadership Development 23:38 AI: A Tool for Human Connection 26:57 Using AI to Enhance Team Dynamics 29:14 The Human Element in Performance Reviews 32:07 Evolving as a People Leader 34:44 The Positive Side of HR 35:54 Navigating the Future of Work 37:43 The Journey of Entrepreneurship 39:16 Defining Success in Work and Life

Comment on the Show by Sending Mark a Text Message.Are you aware that some companies are using the guise of artificial intelligence to mask layoffs and create a false sense of innovation? In this eye-opening episode of the Employee Survival Guide®, Mark Carey delves into the alarming trend of "AI washing," a corporate strategy that exaggerates the role of AI in the workplace while often laying the groundwork for job cuts. This tactic has become increasingly prevalent as organizations grapple with economic pressures in the wake of the pandemic, leaving employees in a precarious position.Mark sheds light on how companies may blame job losses on AI capabilities that simply don't exist, leaving employees feeling vulnerable and confused. As an employee, recognizing the signs of AI washing is crucial for your career survival. Mark provides red flags to look out for, such as vague AI announcements coinciding with layoffs or sudden shifts in performance reviews that emphasize AI fluency. Understanding these tactics can empower you to navigate the complexities of modern employment and advocate for your rights.Throughout the episode, Mark emphasizes the importance of documenting your work and understanding your legal rights to challenge biased outcomes stemming from AI-driven decisions. Knowledge is power, and being informed about employment law can be your best defense against workplace discrimination, including age, race, and gender discrimination. Whether you're facing a hostile work environment or navigating potential retaliation, Mark offers practical strategies to protect yourself in a rapidly evolving job landscape.From becoming proficient in AI tools to building a robust professional network, this episode is packed with actionable insights that can help you thrive amidst uncertainty. Mark also discusses financial preparedness for potential job loss, ensuring that you have a plan in place for severance negotiation and navigating employment contracts. If you're seeking to enhance your career development and protect your employment rights, this episode serves as a vital survival manual.Join us for this essential discussion on the Employee Survival Guide® and equip yourself with the knowledge and skills necessary to survive and thrive in today's challenging work environment. Don't let AI washing dictate your career path—take charge of your future and become an empowered employee ready to face whatever comes your way! If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts and Spotify. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

In this conversation, Amas Tenumah and Bob Furniss discuss the intricacies of performance reviews, emphasizing the importance of coaching and effective feedback. They introduce the YMCA methodology as a framework for coaching conversations, highlighting the need for ongoing dialogue and employee ownership in the performance management process. The discussion also touches on the significance of crucial conversations in fostering a productive work environment. Takeaways Performance reviews should not contain surprises for employees. Coaching is essential for success in contact centers. The YMCA methodology helps structure coaching conversations. Effective feedback requires understanding the employee's perspective. Managers should focus on building relationships through dialogue. Crucial conversations are necessary for employee development. Setting clear expectations is vital for performance management. Follow-up is essential to ensure accountability and progress. Employees should feel empowered to own their performance issues. The coaching framework can be applied in various contexts, including personal relationships. Sound bites "We need you there at nine o'clock." "I never fired anyone in my entire career." "It works for your kids too." Chapters 00:00 Winter Weather and Performance Reviews 01:07 The Importance of Coaching in Performance Reviews 04:05 Effective Feedback and Coaching Frameworks 06:01 The YMCA Methodology for Coaching Conversations 11:32 Calibrating Expectations and Actions 17:01 Crucial Conversations and Employee Ownership

In this conversation, Amas Tenumah and Bob Furniss discuss the intricacies of performance reviews, emphasizing the importance of coaching and effective feedback. They introduce the YMCA methodology as a framework for coaching conversations, highlighting the need for ongoing dialogue and employee ownership in the performance management process. The discussion also touches on the significance of crucial conversations in fostering a productive work environment. Takeaways Performance reviews should not contain surprises for employees. Coaching is essential for success in contact centers. The YMCA methodology helps structure coaching conversations. Effective feedback requires understanding the employee's perspective. Managers should focus on building relationships through dialogue. Crucial conversations are necessary for employee development. Setting clear expectations is vital for performance management. Follow-up is essential to ensure accountability and progress. Employees should feel empowered to own their performance issues. The coaching framework can be applied in various contexts, including personal relationships. Sound bites "We need you there at nine o'clock." "I never fired anyone in my entire career." "It works for your kids too." Chapters 00:00 Winter Weather and Performance Reviews 01:07 The Importance of Coaching in Performance Reviews 04:05 Effective Feedback and Coaching Frameworks 06:01 The YMCA Methodology for Coaching Conversations 11:32 Calibrating Expectations and Actions 17:01 Crucial Conversations and Employee Ownership

Comment on the Show by Sending Mark a Text Message.Have you ever felt the weight of an unjust performance review hanging over your career like a dark cloud? In this gripping episode of the Employee Survival Guide®, Mark Carey and his co-host unravel the harrowing tale of Jose Laporte, a corrections officer whose life took a dramatic turn after a single damaging review from a supervisor who barely knew him. This episode dives deep into the complexities of workplace discrimination, shedding light on the often invisible mechanisms that can derail a career. Join us as we explore the stark contrast between Laporte's unjust demotion from a respected sergeant to a stripped rank and the leniency afforded to other officers who committed far more serious infractions. The discussion goes beyond just one man's story; it delves into the broader implications of discrimination in the workplace. We introduce the concept of the 'mosaic of discrimination,' a framework that helps piece together subtle patterns of bias that can support a legal case. As we navigate through the intricacies of employment law, we emphasize the importance of understanding your employee rights and the necessity of thorough documentation in protecting your career. Whether you're facing a hostile work environment, retaliation, or any form of discrimination—be it race, gender, age, or disability—this episode is a must-listen for anyone looking to empower themselves in the workplace. Mark and his co-host provide invaluable insights into how to effectively negotiate your severance package, understand your employment contract, and advocate for yourself when faced with employment disputes. They share insider tips on navigating performance reviews and performance improvement plans, ensuring that you have the tools to survive and thrive in your career. With discussions on employee empowerment and workplace culture, this episode serves as a beacon of hope for those grappling with workplace challenges. Whether you're dealing with the aftermath of a wrongful termination, navigating the complexities of employment discrimination, or simply seeking career development tips, the Employee Survival Guide® is here to help you reclaim your narrative. Tune in to hear real stories, gain practical advice, and learn how to stand up against workplace injustices. Don't let a single review define your career; learn how to advocate for yourself and navigate the murky waters of employment law with confidence. Your survival in the workplace starts here!  If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts and Spotify. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

In this episode of Hiring to Firing, hosts Tracey Diamond and Emily Schifter use the Netflix hit America's Sweethearts: Dallas Cowboys Cheerleaders as a lens to examine best practices in providing effective employee feedback. Joined by Ann Hart, vice president of human resources at ampliFI Loyalty Solutions, they unpack what the show gets right — and wrong —about challenging performance discussions, from high-stakes cuts from the team to real-time coaching.The discussion explores how to turn feedback into a tool for growth, how to leverage annual performance reviews and ongoing dialogue, and how to use performance improvement plans in good faith rather than as mere paper trails. Tune in for concrete strategies to help managers deliver clear, timely, and compassionate feedback that supports employees, strengthens culture, and reduces legal risk.  Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode, Bernhard Kerres shares insights from an unexpected meeting with 30-40 banking executives who just completed an orchestra leadership workshop. Their biggest takeaway? Even world-class musicians practice daily—but leaders rarely rehearse difficult conversations. Plus: Why the PR2 Framework matters, what to do when your opera co-star doesn't sing her lines, and why AI can't replace consultants in high-stakes meetings (yet).Bernhard's leadership framework is based on his opera background:Prepare - Understanding the wider ecosystem, project context, and company environmentRehearse - Working efficiently with your team within strict time limits (like 3-hour orchestra rehearsals with one 20-minute break)Perform - Authoritative leadership when it counts (example: when the house is on fire, you can't discuss feelings)Reflect - The hardest part as you move up in hierarchy; requires people who give you well-founded feedback, not just praiseLINKS:RolePlays.AI - www.roleplays.ai (free feedback scenario available)Onlettvint - www.onlettvint.com (Feedback framework partner)If you run leadership workshops or training programs:Orchestra leadership workshops available (contact Bernhard)RolePlays.AI scenarios can be customized for your organizationFree feedback scenario available for trialReach out: www.bernhardkerres.comThis Week's Challenge:Before your next difficult conversation (feedback, performance review, objective setting):Identify what makes it difficultActually practice it once (even just talking through it)Notice the differenceTry It:Visit www.roleplays.aiTry the free feedback scenarioPractice a conversation you've been avoidingBernhard Kerres is an executive coach, founder of RolePlays.AI, and the first opera singer to become a C-level executive of multi-million Euro tech companies. He was the only artistic director of a world-leading concert house to bring his startup to Silicon Valley. Based in Vienna, Austria, he coaches executives at firms like Henkel, PwC, and Strategy&, and teaches at London Business School.More at: www.bernhardkerres.comLinkedIn: Connect with Bernhard KerresHashtags: #CoffeeAndCoaching #Leadership #Practice #RolePlaysAI #DifficultConversationsLeadership, Executive Coaching, Difficult Conversations, Practice, Feedback, Performance Reviews, Orchestra Leadership, PR2 Framework, AI in Consulting, Banking Leadership, Situational Leadership, RolePlays.AIKey Takeaway: Even world-class performers practice daily. When's the last time you rehearsed a difficult conversation?

Performance Reviews. Schon beim Wort ziehen sich bei vielen die Schultern hoch: zu viel Bürokratie, zu wenig Fairness, zu viel Politik und am Ende bleibt das Gefühl, dass eine Note mehr über das System sagt als über deine Arbeit.In dieser Episode drehen wir das einmal um. Wir schauen uns an, wie Performance Reviews wirklich funktionieren, warum sie in der Tech-Welt so oft anecken und wie du sie als Engineering Manager, aber auch als Individual Contributor aktiv für dich nutzen kannst.Wir sprechen über Ziele wie Feedback, Wachstum und Dokumentation, über Subjektivität, Bias und die Frage, warum "wer schreibt, der bleibt" im Alltag leider erschreckend oft stimmt. Dazu nehmen wir konkrete Modelle auseinander: Peer-Feedback, 360-Grad-Feedback, Self-Assessments, Kalibrierungsrunden und die heikle Kopplung von Gehalt und Beförderungen. Plus: Wie du Glue Work sichtbar machst und warum Outcome fast immer mehr zählt als Output.Wenn du dieses Jahr nicht im Review überrascht werden willst, ist das hier dein Setup. Und ja, du kannst mehr beeinflussen, als du denkst.Bonus: Wenn du nach der Folge anfängst, Impact zu tracken, hat dein Future-Ich beim nächsten Review deutlich weniger Stress.Unsere aktuellen Werbepartner findest du auf https://engineeringkiosk.dev/partnersDas schnelle Feedback zur Episode:

In this episode, the guys talk about Performance Reviews and what these Reviews look like here at Berg.

Comment on the Show by Sending Mark a Text Message.Have you ever wondered how age discrimination can seep into the corporate world, especially during layoffs? In this gripping episode of the Employee Survival Guide®, Mark Carey dives deep into the case of Linfante Hill v. PVH Corp. , shedding light on the unsettling realities of age discrimination in the workplace. This episode is not just about a legal battle; it's a clarion call for age discrimination. employee rights and corporate accountability, particularly in the face of a corporate reduction in force (RIF). Join us as we unravel the complexities surrounding the termination of Christine Linfante Hill, a highly rated executive at PVH, the powerhouse behind iconic brands like Calvin Klein and Tommy Hilfiger. This episode meticulously examines the circumstances leading to Linfante Hill's termination, highlighting the stark contrast between her stellar performance and the company's rationale for her dismissal. We tackle the critical legal standards under the New York City Human Rights Law, which offers a broader lens for proving age discrimination compared to federal law. You'll hear how circumstantial evidence, such as the swift hiring of a younger replacement, raises serious questions about PVH's motives. This episode serves as a crucial reminder of the challenges employees face when standing up against age discrimination and the often murky waters of employment law. With a focus on employee empowerment and advocacy, Mark and his guest delve into the implications of this case for workplace culture, encouraging listeners to be vigilant about their rights. Are you aware of how to navigate employment disputes and protect yourself from discrimination in the workplace? Tune in for insider tips on severance negotiation, understanding employment contracts, and recognizing the signs of a hostile work environment. Whether you're dealing with issues like retaliation, disability rights, or performance monitoring, this episode is packed with valuable insights tailored for every employee. The Employee Survival Guide® is here to equip you with the knowledge to thrive in your career, no matter the challenges that come your way. Don't miss this compelling discussion that highlights the importance of transparency and consistency in corporate decisions, especially during layoffs. It's time to reclaim your power and ensure that discrimination—be it age, race, or gender—has no place in our workplaces. Join us for a transformative conversation that not only informs but also inspires action against workplace injustices. If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts and Spotify. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

[THIS IS A RE-RUN OF A PREVIOUSLY RELEASED PODCAST. ENJOY THIS ENCORE PRESENTATION!!]WELCOME BACK, REFINER!!This time we're getting into the first half of the sixth episode of Season 2 of 'Severance.' This one is called "Atilla."Not gonna lie to you, there's a lot of smooching in this one, Refiner. Innie-Dylan and Gretchen are are all over each other down in the Outie Family Visitation Suite. Mark and innie-Helly R. have taken over an unused work area and turned it into their own 'post-ORTBO' love den.With all of the lovey-dovey happening all over the place not a lot is getting done in MDR. In the management office Seth Milchick is flogging himself over his disastrous Performance Review. Okay, so he's not LITERALLY flogging himself...but he does create a bizarre penance involving a thousand paper clips.We've also got more Reghabi, more reintegration and...a post-nookie nosebleed?Get out your blood pressure cuff, Refiner. It's time to open the file called "Atilla" (PT1).   ***A BIG 'thank you' to Research Volunteer/Producer Refiner Vinny P. Vinny has been providing outstanding research and information during the Season Two Rewatch Episodes. Vinny is also tracking down Interview Victims...er, Subjects!Huge thanks to Adam Scott, star of 'Severance' and host of the Severance Podcast for recording a custom intro for "Severed." Make sure to check out 'The Severance Podcast w/Ben Stiller & Adam Scott" wherever you found this one!A big 'thank you' to friend of the pod Kier Eagan, er I mean Marc Geller! Marc both sat for an interview (make sure to check it out) AND recorded some great bumpers as Kier himself. Follow Marc on Instagram @geller_marc.BIG Thanks to Friend of the Podcast Hayley Erickson-Goelzer. She is Sister to creator Dan Erickson and also a listener. It took getting approval from Dan's Press Person, but thanks to her follow-through we've got a custom bumper from Hayley Erickson-Goelzer!!Yes, that is really and truly Primary Director and Executive Producer Ben Stiller doing a custom bumper for 'Severed.' He actually did this bumper for the show while we were recording an interview for the Official Ben & Adam Podcast. Thank you, Ben for the Bumper and for bringing this incredible show to the screen!!Support the Severed Podcast on Patreon! (Click here)APPLE PODCAST LISTENERS: If you are enjoying "Severed: The Ultimate 'Severance' Podcast" please make sure to leave a 5-star rating (and, if you want, a review telling others to give it a try). Higher rated podcasts get better placement in suggestion lists. It helps more "Severance" fans find the show. Thanks!!! (Unfortunately, I can't respond to any questions or comments made in Apple Podcast Reviews. Send those to: SeveredPod@gmail.com)Season 2 of "Severance" kicked off 1/17/2025 and ran through 3/20/2025. The Second Season of the "Severed" Podcast Rewatch Episodes kicked off on April 24th, 2025. To support the Severed Podcast: (www.patreon.com/SeveredPod) Join the fun on our Facebook page @SeveredPod. I always try to keep page followers  updated on news about the show. Also, let's talk!! Comments? Theories? Corrections? I LOVE 'EM!! Send to: SeveredPod@gmail.comPLEASE MAKE SURE TO SHARE THE PODCAST WITH YOUR FRIENDS WHO ARE 'SEVERANCE' FANS. THE SHOW GROWS THROUGH WORD OF MOUTH!!Needing your own copies of the Lexington Letter and Orientation Booklet? I've got you covered with downloadable PDFs of both documents:LETTER: LEXINGTONLETTER-TheLetter.pdf HANDBOOK: LEXINGTONLETTER-MDROrientationHandbook.pdfYou haven't completely watched 'Severance' until you've listened to 'Severed'.

#174 КаргоКульт 2024 - Вся правда о Performance Review | Как работать с Зумерами | ИИ и увольнения by proConf

Takeaways Congratulations to Aaron on his new baby!Nico I's performance was disappointing this season.Oklahoma's receiving corps did not meet expectations.McKay Hughes was a poor prediction.Denzel Boston is unlikely to be a first-round pick.Zachariah Branch may transfer after the season.Darian Mensa is emerging as a top QB prospect.Hot takes can lead to surprising outcomes.Player performances can be unpredictable.Revisiting predictions is a valuable exercise.  Chapters 00:00 Introduction and Celebrations01:02 Revisiting Hot Takes from the Offseason02:53 Analyzing Bad Hot Takes12:17 Highlighting Good Hot Takes21:42 Aaron's Notable Takes27:33 Denzel Boston's Draft Prospects29:23 Evaluating Denzel Boston's Draft Prospects34:50 Ian Strong's Future and Potential35:51 Kendrick Raphael's Performance Review39:39 Austin Simmons and Zachariah Branch's Uncertain Futures46:29 Darian Mensa's Rise in the QB Rankings   Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

News of Netflix buying WB & Critics Choice Noms opens the show, and then we dive into a full film study review of Chloe Zhao's Hamnet, the sad story of how Shakespeare came to write Hamlet. WB sells to Netflix - 1:01 NON-SPOILER REVIEW: Reception & Awards Profiles - 7:01 Awards Profile Thus Far including Critics Choice Award Noms - 12:01 Movie Watching Stories & Non-Spoiler Script Thoughts - 13:46 Performance Reviews - 18:32 Production Values - 25:07 Oscar Lens & Over/Under for Nominations - 31:29 Spoiler Warning - 38:17 SPOILER FILLED REVIEW: The big emotional scene - 39:05 That Ending & Arguments Against Tragedy Porn - 48:15 7 Stages - 56:55 More Bests and a Few Worsts - 1:01:29 Final Grades - 1:08:19 OUTRO: Please subscribe to our show wherever you get your podcasts and rate, review, like our show to help us grow. https://linktr.ee/mikemikeandoscar Otherwise, stay tuned for more Oscar Profiles, Oscar Race Checkpoints and gambling specials in the near future as we kick awards season into high gear.

This is your leverage window. Q4 is when companies lock budgets, finalize promotions, set equity, and protect retention risk. Translation: decisions are being made about you—often without you. If you stay quiet, you're already behind. In this episode, Dr. Renee Baker joins me to dismantle the myths and give you a real plan to negotiate raises, titles, and equity without begging or breaking.We tear into the fear narrative—layoffs, headlines, “be grateful and wait your turn.” Gratitude without advocacy is servitude. Silence doesn't pay. You are the CEO of you, and if you don't speak up, you've handed away your leverage. We talk about why it's cheaper to keep you than replace you, how bonuses and timing create retention pressure, and how to use that math in your favor.Then we get tactical. Politics often beats performance, so study the breadcrumbs: who gets promoted, how, and why. Don't bring a task list to a review—bring outcomes. Learn to quantify impact beyond sales, frame results the way your firm rewards them, and ask the right questions in your 1:1s so your leaders carry the right story into the room when you're not there.We close with two heavy hitters: titles and “no.” Titles drive pay bands and access—use them. If they say no, convert it into a timeline, criteria, and checkpoints. If that's not respected, that's your signal. This is not about ego. It's about equity, mobility, and your next seat at the table.Watch the full episode on YouTube: https://youtu.be/sN9-MechYpMConnect with Dr. Renee Baker: LinkedIn: https://www.linkedin.com/in/itsreneebaker/ Facebook: https://www.facebook.com/ItsReneeBaker/ Instagram: https://www.instagram.com/itsreneebaker Threads: https://www.threads.net/@itsreneebaker YouTube: https://www.youtube.com/@DrReneeBakerAs always we ask you to comment, DM, whatever it takes to have a conversation to help you take the next step in your journey, reach out on any platform!Twitter, FaceBook, Instagram, Tiktok, LinkedinDISCLOSURE: Awards and rankings by third parties are not indicative of future performance or client investment success. Past performance does not guarantee future results. All investment strategies carry profit/loss potential and cannot eliminate investment risks. Information discussed may not reflect current positions/recommendations. While believed accurate, Black Mammoth does not guarantee information accuracy. This broadcast is not a solicitation for securities transactions or personalized investment advice. Tax/estate planning information is general - consult professionals for specific situations. Full disclosures at www.blackmammoth.com.

My First Million: Read the notes at at podcastnotes.org. Don't forget to subscribe for free to our newsletter, the top 10 ideas of the week, every Monday --------- Get the free investing playbook to invest like Warren Buffet: https://clickhubspot.com/rme Episode 760: Shaan Puri ( ⁠https://x.com/ShaanVP⁠ ) talks to Cathie Wood ( https://x.com/CathieDWood )  about her fund's performance, her biggest bets on AI, and the most misunderstood stock on earth.  — Show Notes: (0:00) McDonald's to Managing Billions (8:54) A day in the life of Cathie Wood (17:29) ARK's Performance Review (30:00) Cathie's #1 stock pick — Links: • ARK - https://www.ark-funds.com/  • The MFM Newsletter Challenge - https://www.beehiiv.com/application/mfm — Check Out Shaan's Stuff: • Shaan's weekly email - https://www.shaanpuri.com  • Visit https://www.somewhere.com/mfm to hire worldwide talent like Shaan and get $500 off for being an MFM listener. Hire developers, assistants, marketing pros, sales teams and more for 80% less than US equivalents. • Mercury - Need a bank for your company? Go check out Mercury (mercury.com). Shaan uses it for all of his companies! Mercury is a financial technology company, not an FDIC-insured bank. Banking services provided by Choice Financial Group, Column, N.A., and Evolve Bank & Trust, Members FDIC — Check Out Sam's Stuff: • Hampton - https://www.joinhampton.com/ • Ideation Bootcamp - https://www.ideationbootcamp.co/ • Copy That - https://copythat.com • Hampton Wealth Survey - https://joinhampton.com/wealth • Sam's List - http://samslist.co/ My First Million is a HubSpot Original Podcast // Brought to you by HubSpot Media // Production by Arie Desormeaux // Editing by Ezra Bakker Trupiano

My First Million Key Takeaways  Tesla as AI's Largest Play: Tesla represents the world's largest AI project, combining robotaxis ($8-10T opportunity, 50% platform capture) and humanoid robots ($26T opportunity in 7-15 years) Embodied AI (physical + digital) is severely underappreciated by marketsElon's recent FSD breakthrough, solving “the last mile” problem, positions Tesla to dominate autonomous mobilityWright's Law Investment Framework: Cost per unit falls by a constant percentage with every cumulative doubling of productionThis mathematical certainty drives exponential adoption in AI compute, EV batteries, robotics, and DNA sequencingEVs have unlimited doublings ahead; internal combustion engines have none—making legacy automotive “no shot” to compete long-termPortfolio Management Beyond Headlines: Selling Nvidia from early entry at $0.20 per share was not necessarily a mistake if proceeds were used to buy another stock that 10x'd in price Opportunity cost matters more than hindsight narrativesARK trades volatility thresholds around conviction holdings without thesis changesBull Market Discipline and Rebalancing: Top-performing stocks go crazy in bull runs; this requires active diversification and profit-taking End-point sensitivity in performance criticism ignores the fund timeframeHer future strategy: aggressive rebalancing guidance to counter fear/greed cycles inherent to retail investor behaviorRead the full notes @ podcastnotes.orgGet the free investing playbook to invest like Warren Buffet: https://clickhubspot.com/rme Episode 760: Shaan Puri ( ⁠https://x.com/ShaanVP⁠ ) talks to Cathie Wood ( https://x.com/CathieDWood )  about her fund's performance, her biggest bets on AI, and the most misunderstood stock on earth.  — Show Notes: (0:00) McDonald's to Managing Billions (8:54) A day in the life of Cathie Wood (17:29) ARK's Performance Review (30:00) Cathie's #1 stock pick — Links: • ARK - https://www.ark-funds.com/  • The MFM Newsletter Challenge - https://www.beehiiv.com/application/mfm — Check Out Shaan's Stuff: • Shaan's weekly email - https://www.shaanpuri.com  • Visit https://www.somewhere.com/mfm to hire worldwide talent like Shaan and get $500 off for being an MFM listener. Hire developers, assistants, marketing pros, sales teams and more for 80% less than US equivalents. • Mercury - Need a bank for your company? Go check out Mercury (mercury.com). Shaan uses it for all of his companies! Mercury is a financial technology company, not an FDIC-insured bank. Banking services provided by Choice Financial Group, Column, N.A., and Evolve Bank & Trust, Members FDIC — Check Out Sam's Stuff: • Hampton - https://www.joinhampton.com/ • Ideation Bootcamp - https://www.ideationbootcamp.co/ • Copy That - https://copythat.com • Hampton Wealth Survey - https://joinhampton.com/wealth • Sam's List - http://samslist.co/ My First Million is a HubSpot Original Podcast // Brought to you by HubSpot Media // Production by Arie Desormeaux // Editing by Ezra Bakker Trupiano

Get the free investing playbook to invest like Warren Buffet: https://clickhubspot.com/rme Episode 760: Shaan Puri ( ⁠https://x.com/ShaanVP⁠ ) talks to Cathie Wood ( https://x.com/CathieDWood )  about her fund's performance, her biggest bets on AI, and the most misunderstood stock on earth.  — Show Notes: (0:00) McDonald's to Managing Billions (8:54) A day in the life of Cathie Wood (17:29) ARK's Performance Review (30:00) Cathie's #1 stock pick — Links: • ARK - https://www.ark-funds.com/  — Check Out Shaan's Stuff: • Shaan's weekly email - https://www.shaanpuri.com  • Visit https://www.somewhere.com/mfm to hire worldwide talent like Shaan and get $500 off for being an MFM listener. Hire developers, assistants, marketing pros, sales teams and more for 80% less than US equivalents. • Mercury - Need a bank for your company? Go check out Mercury (mercury.com). Shaan uses it for all of his companies! Mercury is a financial technology company, not an FDIC-insured bank. Banking services provided by Choice Financial Group, Column, N.A., and Evolve Bank & Trust, Members FDIC — Check Out Sam's Stuff: • Hampton - https://www.joinhampton.com/ • Ideation Bootcamp - https://www.ideationbootcamp.co/ • Copy That - https://copythat.com • Hampton Wealth Survey - https://joinhampton.com/wealth • Sam's List - http://samslist.co/ My First Million is a HubSpot Original Podcast // Brought to you by HubSpot Media // Production by Arie Desormeaux // Editing by Ezra Bakker Trupiano

Send us a textRight now, your manager is in a meeting you're not invited to, deciding your promotion, your raise, and your 2026 compensation. Directors, VPs, and HR are comparing you to people you've never met, asking questions you've never been asked to answer. And by the time you find out what was decided? The budget is locked.Stop leaving your career to chance. In this episode, Kele Belton gives you the strategic playbook to influence these decisions and secure the promotion and compensation you've earned.In this episode, you will learn: ✅ The three-layer budget decision process and who's really in the room advocating for (or against) your promotion. ✅ How to build a business case, not just a performance case, that makes saying "no" to your promotion harder than saying "yes." ✅ The exact language to use when discussing your career path with your manager—whether you're committed long-term or frustrated after being passed over. ✅ How to activate a network of advocates beyond your direct manager, including skip-level leaders, cross-functional peers, and HR business partners. ✅ The documentation strategy that makes you visible in calibration meetings and budget justification reports. ✅ What to do if you don't get promoted this cycle—how to get clarity, create accountability, and decide whether to stay or go.This episode is essential for:Women in middle management who want to get promoted.Aspiring leaders preparing for career advancement.Anyone frustrated by working hard without seeing results in their compensation or title.Connect with Kele for more leadership insights:LinkedIn: https://www.linkedin.com/in/kele-ruth-belton/Instagram: https://www.instagram.com/thetailoredapproach/Website: https://thetailoredapproach.com

In today's episode, Lauren LeMunyan, Executive Coach and Founder of Spitfire Coaching, explores a powerful shift emerging across leadership landscapes: moving from a mindset of constant doing to one of intentional being. Drawing insights from real coaching sessions and leadership cohorts, Lauren unpacks how relying on external validation can limit growth—and how developing self-awareness and internal measures of success can unlock true leadership potential. If you're ready to evolve beyond the checklist and lead with purpose, presence, and impact, this conversation is your catalyst.

David Nothacker, Co-Founder und CEO von sennder, erklärt dir die Herausforderungen beim Aufbau einer effizienten Organisationsstruktur mit 1.000 Mitarbeitern. Er teilt Einblicke in das 13-Level-System, erklärt die Bedeutung regelmäßiger Performance Reviews und warum klare Strategiekommunikation entscheidend ist. Was du lernst: Wie sennder mit 13 Hierarchie-Leveln effizient arbeitet Warum Performance Reviews zweimal jährlich durchgeführt werden Die Bedeutung von regelmäßiger Strategiekommunikation durch All-Hands, Summer Camps und Roadshows ALLES ZU UNICORN BAKERY: https://stan.store/fabiantausch Mehr zu David: LinkedIn: https://www.linkedin.com/in/david-nothacker/  sennder: https://www.sennder.com/de   Join our Founder Tactics Newsletter: 2x die Woche bekommst du die Taktiken der besten Gründer der Welt direkt ins Postfach: https://www.tactics.unicornbakery.de/ 

What does it mean to co-create a future that's not rooted in fear, but in connection, expansion, and conscious choice? In part two of our conversation with intuitive guide Cindy Aaker, we move beyond surface-level spirituality and dive deep into the energetic shifts reshaping our world—from AI and algorithmic decision-making to collective awakening, planetary upheaval, and yes, off-planet visitors too. :DWe also unpack Felicia's recent experience speaking at Startup Boston Week on the ethical dimensions of AI in hiring and performance, and explore how technology can either amplify fear or help us reconnect with each other, depending on how we choose to use it.This episode blends the practical and the metaphysical, the personal and the planetary. It's for anyone who feels like the world is in chaos and wants a reminder that something new is being born and we each have a part to play.Expect big feels, wild truths, and a surprising amount of hope!Listen to Part 1 of our conversation with Cindy hereChapters:(0:00:07) - Felicia and Rachel chatFelicia shares her experience at Startup Boston Week and thoughts on AI at work.(0:15:08) - Welcome Cindy! Navigating Fear in Aquarius AgeCindy reflects on societal changes, confronting hidden issues and navigating fear with higher guidance.(0:27:10) - Exploring Collective Fear and Shifting TimelinesCollective fear, cosmic phenomena, and timeline jumping are discussed in relation to current events and maintaining a positive energy level.(0:34:10) - Navigating Future Visions and Cosmic ShiftsThe Mandela Effect, timeline shifts, global inequality, astrological insights, heart-centered pursuits, and open-mindedness towards change.(0:50:22) - Embracing Positive Possibilities and EnergiesNegativity bias, mental framing, and positive thinking can transform our lives and lead to a fulfilling future.(0:55:25) - Overcoming Fear, System Breakdown, Cosmic ShiftResilience and awakening in the face of challenges, societal structures, generational impact, and preparing for transformative years ahead.(1:08:57) - Reclaiming Power Through Stillness and NatureReclaiming personal and collective power in a world dominated by the 1% and fear, through meditation and connecting with nature.(1:15:15) - The Power of Joy and VibrationPrioritizing joy leads to personal fulfillment, positive influence, and effortless progress in a harmonious world. Visit us at InclusionGeeks.com to stay up to date on all the ways you can make the workplace work for everyone! Check out Inclusion Geeks Academy and InclusionGeeks.com/podcast for the code to get a free mini course.

Series: Part 3 of the 3-part Leadership Myth Busting SeriesMain Idea: More feedback doesn't mean better performanceAllison's Story: A sales team drowning in feedback but stuck in stagnationKey Insight: Most feedback is backward-looking and deficit-basedThe Alternative: Excellence Acceleration — maximize strengths, don't fix weaknessesThree Strategies You'll Learn:Peak Performance Audit – identify and study moments of excellenceStrength Amplification Framework – start with what's working, explore how to scale itExcellence Documentation – capture and share winning processesCase Study: A marketing team that improved 40% by replicating what workedChallenge: Replace one feedback conversation this week with an Excellence Acceleration discussion

The review process is in general not great.  Research says only 21% of your review reflects your actual performance. The other 79%? Reviewer preferences, interpretation differences, and who happened to see you shine—or not. One person's “excellent communicator” is another's “talks too much at meetings.”   Welcome to the land of subjectivity. And let's not forget the recency bias. Most of us can't remember what we had for lunch last week, let alone your Q1 wins. Performance reviews often rely heavily on the last six weeks—which means your January brilliance is now irrelevant. We start with a flawed process that can feel deeply personal, which as we know is a bad mix for our ease, meaning and joy at work. So what can we do? Before the review, ask: What's expected of me? What's the goal of this review? Do you want a response? When? During the review: Listen—sometimes that's enough. Keep your cool—even if your face betrays you. Ask questions—gently, curiously. Buy time—especially if you didn't see it coming. Hunt for the helpful—what's useful, what's noise? Craft your response—thanks, questions, or a plan. If you're underperforming—own it. Ask what improvement looks like. Show don't tell—words are easy, action is powerful. Create a plan—share it, follow up, stay engaged. If you're surprised by feedback, that's probably not failure—it's probably information. Maybe your boss doesn't give real-time feedback. Maybe expectations were never clearly shared. And there are times when we can be just not plugged in and self-aware - considering why we are surprised can be very helpful. And remember: this isn't just feedback on you. It's also a window into your boss, your team, and your company. There's data in how they deliver feedback, what they notice, and what they miss. So take a breath. Accept the review as just one piece of a much bigger picture. Learn what you can. Then, let it go, Elsa. Let it go.   GOOD READS Why You Might Want to Say Goodbye to the Annual Performance Review | Working Knowledge How to Respond to a Performance Review: 9 Tips Employees Need to Know — ManageBetter (32) How to Respond Effectively During Your Performance Review: A Guide to Standing Out and Driving Growth | LinkedIn 17 Phrases To Respond to Constructive Criticism, According to Psychologists - Parade Responding to Feedback You Disagree With Performance Reviews

WELCOME BACK, REFINER!!This time we're getting into the first half of the sixth episode of Season 2 of 'Severance.' This one is called "Atilla."Not gonna lie to you, there's a lot of smooching in this one, Refiner. Innie-Dylan and Gretchen are are all over each other down in the Outie Family Visitation Suite. Mark and innie-Helly R. have taken over an unused work area and turned it into their own 'post-ORTBO' love den.With all of the lovey-dovey happening all over the place not a lot is getting done in MDR. In the management office Seth Milchick is flogging himself over his disastrous Performance Review. Okay, so he's not LITERALLY flogging himself...but he does create a bizarre penance involving a thousand paper clips.We've also got more Reghabi, more reintegration and...a post-nookie nosebleed?Get out your blood pressure cuff, Refiner. It's time to open the file called "Atilla" (PT1).   ***A BIG 'thank you' to Research Volunteer Refiner Vinny P. Vinny has been providing outstanding research and information during the Season Two Rewatch Episodes.Huge thanks to Adam Scott, star of 'Severance' and host of the Severance Podcast for recording a custom intro for "Severed." Make sure to check out 'The Severance Podcast w/Ben Stiller & Adam Scott" wherever you found this one!A big 'thank you' to friend of the pod Kier Eagan, er I mean Marc Geller! Marc both sat for an interview (make sure to check it out) AND recorded some great bumpers as Kier himself. Follow Marc on Instagram @geller_marc.Support the show on Patreon! (Click here)APPLE PODCAST LISTENERS: If you are enjoying "Severed: The Ultimate 'Severance' Podcast" please make sure to leave a 5-star rating (and, if you want, a review telling others to give it a try). Higher rated podcasts get better placement in suggestion lists. It helps more "Severance" fans find the show. Thanks!!! (Unfortunately, I can't respond to any questions or comments made in Apple Podcast Reviews. Send those to: SeveredPod@gmail.com)Season 2 of "Severance" kicked off 1/17/2025 and ran through 3/20/2025. The Second Season of the "Severed" Podcast Rewatch Episodes kicked off on April 24th, 2025. To support the Severed Podcast: (www.patreon.com/SeveredPod) Join the fun on our Facebook page @SeveredPod. I always try to keep page followers  updated on news about the show. Also, let's talk!! Comments? Theories? Corrections? I LOVE 'EM!! Send to: SeveredPod@gmail.comPLEASE MAKE SURE TO SHARE THE PODCAST WITH YOUR FRIENDS WHO ARE 'SEVERANCE' FANS. THE SHOW GROWS THROUGH WORD OF MOUTH!!Needing your own copies of the Lexington Letter and Orientation Booklet? I've got you covered with downloadable PDFs of both documents:LETTER: LEXINGTONLETTER-TheLetter.pdf HANDBOOK: LEXINGTONLETTER-MDROrientationHandbook.pdfYou haven't completely watched 'Severance' until you've listened to 'Severed'.

Summary In this episode, Andy interviews Dave Garrison, author of The Buy-In Advantage: Why Employees Stop Caring and How Great Leaders Inspire Everyone to Give Their All. We've all faced moments where our team seems checked out or disengaged. But what if the real issue is that they don't feel invited to care? Dave challenges conventional approaches to engagement and offers practical, actionable strategies for fostering true buy-in. In this conversation, Dave shares the difference between engagement and buy-in, how traditional methods like bribing or badgering can backfire, and how leaders can use curiosity, clarity, and inclusive decision-making to fuel commitment. You'll learn how to better structure meetings, make feedback more meaningful, and identify red flags that indicate declining motivation. If you're leading teams and looking to create cultures where people don't just show up but they fully buy in, this episode is for you! Sound Bites “It's not about satisfaction. It's about whether people are bringing their head, heart, and gut to work.” “Leaders go last all the time. Except when it comes to vulnerability. Then leaders go first.” “You don't know how you land unless you ask. And you can't ask in a way that intimidates.” "People support what they create." “PB&J? It stands for 'patiently badger and jam it down their throat.' And that doesn't work.” “Three is greater than seven when it comes to priorities. Seven is not a priority list.” “Done with, not done to.” Chapters 00:00 Introduction 01:40 Start of Interview 02:00 What's the Difference Between Engagement and Buy-In? 04:20 Why Are We Facing a Perfect Storm of Low Buy-In? 07:00 What Leaders Do That Actually Makes Buy-In Worse 08:25 The Meaning of PB&J (Patiently Badger and Jam It) 10:26 How Leaders Unintentionally Undermine Buy-In 12:00 Warning Signs of Low Buy-In on Your Team 14:37 Debunking the Myth That Money Is the Main Motivator 15:42 The Difference Between Collective Genius and Consensus 18:00 A Structured Approach to Inclusive Problem Solving 19:58 The Role of Curiosity in Performance Reviews 21:40 The Power of Pre-Reading and Slowing Down for Better Thinking 24:20 How to Prioritize What Matters—From Ideation to Internalization 27:10 Simplifying and Clarifying Priorities 29:40 Ideas for Celebrating in Ways That Actually Matter 31:44 Why Specific Recognition Matters More Than General Praise 34:40 What Cornhole and Cookouts Have to Do With Buy-In 35:20 Applying These Ideas at Home: Buy-In in Parenting 36:49 End of Interview 37:15 Andy Comments After the Interview 42:29 Outtakes Learn More You can learn more about Dave and his work at BuyInBook.com. For more learning on this topic, check out: Episode 428 with Rich Diviney, a former Navy SEAL commander, on unlocking optimal team performance. Episode 94 with Heidi Grant and Tory Higgins, sharing deep research on the science of motivation. Episode 31 with Adam Grant—his first-ever podcast interview! Hear insights from Adam before the world knew him. Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Power Skills Topics: Leadership, Team Engagement, Motivation, Organizational Culture, Buy-In, Decision Making, Psychological Safety, Project Management, Recognition, Meetings, Communication, Employee Retention The following music was used for this episode: Music: Summer Morning Full Version by MusicLFiles License (CC BY 4.0): https://filmmusic.io/standard-license Music: Synthiemania by Frank Schroeter License (CC BY 4.0): https://filmmusic.io/standard-license

How to have the conversations that are most difficult — and most important.Before you can have hard conversations with others, you need to have an honest conversation with yourself. That's the counterintuitive advice from Sheila Heen, who says our own internal narratives often derail our attempts at negotiation and conflict resolution."The first negotiation is actually a negotiation I have with myself about my own story," explains Heen, a Harvard Law School lecturer and co-author of Difficult Conversations: How to Discuss What Matters Most. When entering challenging interactions, she recommends a powerful shift where we consider that our perspective is only one side of the story. "If I can shift my purpose from convincing you of something to just understanding how you see it and why we might see it differently, that actually is more likely to generate a good conversation with less defensiveness for both of us."In this episode of Think Fast, Talk Smart, Heen joins Matt Abrahams to explore effective communication in high-stakes situations. From giving and receiving feedback with her “ACE” framework (Appreciation, Coaching, and Evaluation) to recognizing the "degrees of difficulty" in disagreements, she offers practical strategies for having productive conversations even when emotions run high.Episode Reference Links:Sheila Heen Sheila's Books: Difficult Conversations / Thanks for the Feedback  Ep.144 Communicating Through Conflict: How to Get Along with AnyoneEp.136 The Art of Disagreeing Without Conflict: Navigating the Nuance  Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (01:36) - Managing Anxiety in Tough Conversations (04:15) - Why Emotions Matter (07:23) - Shifting the Story We Tell Ourselves (08:41) - Starting with the Real Issue (10:20) - Getting Unstuck in Conflict (13:18) - ACE: The Three Types of Feedback (16:20) - Making Feedback Actionable (18:40) - Finding Common Ground (20:17) - The Final Three Questions (27:32) - Conclusion    *****This episode is brought to you by Babbel. Think Fast Talk Smart listeners can get started on your language learning journey today- visit Babbel.com/Thinkfast and get up to 55% off your Babbel subscription.Support Think Fast Talk Smart by joining TFTS Premium.       

This week on Office Ladies we break down the Performance Review episode of the Office. We've confirmed 'Chunk It' is an acceptable saying and Jenna and Angela share behind the scenes info about the famous fitness orb cold open. Then Larry Wilmore joins us to talk about his time working on The Office and playing Mr. Brown in Diversity Day. Finally, we chat about Dwight's Motley Crew hallway moment and Jan's big speech at the elevator. Game of Thrones and Star Wars may also come up in this episode, if you don't like it, just chunk it. Check out Office Ladies Merch at Podswag: https://www.podswag.com/collections/office-ladies  Office Ladies Website - Submit a fan question: https://officeladies.com/submitaquestion  Follow Us on Instagram: OfficeLadiesPod Episode Transcript To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices