Podcasts about pips

A) Three ThingsMore CEOs Are Starting to Pass Down Tariff and Inflation CostsPapa John's… Lesser StoresBigs for Next WeekB) Reinventing Retirement in AmericaC) Winner and Loser this weekTrade while you sleep and across time zones with Arbitrage Trade AssistVisit arbitragetrade.com We are not financial advisors. We offer an AI Algorithm Service powered by PIPS at ArbitrageTrade.com#stocks, #finance Hosted on Acast. See acast.com/privacy for more information.

A) Three ThingsNo Tariffs, OK, 10% Global Levy For AllAre You Messing With the Peanut Butter Cups Recipe!Bigs for Next WeekB) The Invisible WorkforceC) Winner and Loser this weekTrade while you sleep and across time zones with Arbitrage Trade AssistVisit arbitragetrade.com We are not financial advisors. We offer an AI Algorithm Service powered by PIPS at ArbitrageTrade.com#stocks, #finance Hosted on Acast. See acast.com/privacy for more information.

In this episode of Crina and Kirsten Get to Work, our hosts consider the Performance Improvement Plans (“PIPs”) from the management perspective.  This is the first of two episodes on PIPs.  The second part will cover PIPs from the employee's perspective.   Our hosts unpack how and when PIPs are effective and conversely, what is just a waste of time and a cause for unnecessary tension and conflict.  Employers must trade vague critiques (“needs to be more proactive”) for measurable targets (“submit weekly reports by Friday at 3 p.m. with zero data errors”). A well-crafted PIP defines specific goals, timelines, support resources, and consequences—because fairness lives in clarity. It's not about catching someone failing; it's about giving them a fair shot at succeeding. We also explored the delicate balance between empathy and accountability. Employers walk a tightrope: offering coaching, training, and regular check-ins while holding firm on standards. A PIP isn't just a document; it's an ongoing conversation. Done right, it becomes a roadmap for growth. Done poorly, it becomes a paper trail for regret. And yes, documentation matters. Not because employers enjoy paperwork (they don't), but because consistency protects everyone. A transparent process reduces bias, reinforces culture, and ensures that performance management isn't arbitrary. It signals to the broader team that standards are real—and that support is, too. Ultimately, PIPs can be good leadership in action. They require courage to address issues directly, discipline to measure progress objectively, the generosity to offer reasonable support and humanity to recognize that behind every metric is a person. Sometimes a PIP ends in renewed performance and restored confidence. Sometimes it ends in parting ways. Either way, when approached thoughtfully, it reflects an employer's commitment to clarity, fairness, and the long-term health of the organization.

Firing employees is one of the worst parts of owning a home service business — and the bigger you get, the more often it happens.In this episode of Owned and Operated, John Wilson is joined by Jack Carr (Jack Acquisitions / TriR) to break down a practical framework for terminations that's fair to the employee and protects the team.They walk through how to diagnose whether performance problems are caused by the employee or your systems, how to use clear expectations + coaching + PIPs to create a clean decision path, and why keeping a toxic “top performer” can quietly cost you your best people.What you'll learn:The first question to ask before any termination: “How did we get here?”GWC: Do they Get it, Want it, and have the Capacity to do it?How to run a Performance Improvement Plan that's real (not vibes)When to make a fast decision vs. when to coach longerWhy the “people who got you to $1M” usually aren't the people who get you to $10MThe hidden cost of avoiding the hard conversation: culture + trust + retentionIf you're struggling with when to coach, when to cut, and how to do it without guilt — this episode is the playbook.

BMS Episode 58 features: Gladys Knight & The Pips, Change, Gino Soccio, The Mac Band, Lisa Stansfield, and many more!DJ Rhythm Dee hosts a recurring segment known as the Black Magic Sounds. The show will feature the smooth grooves of Jazz, Neo-Soul, as well as Funk, R&B, Disco, Soulful House, Slow Jams, and anything that moves you. It's all about feeling the music and hearing some tracks that were forgotten or entirely new to you.Let's take this ride together and remember when music was Music!DJ Rhythm DeePLAYLIST1. TASTE OF BITTER LOVE/GLADYS KNIGHT & THE PIPS2. TRY IT OUT/GINO SOCCIO3. OH WHAT A FEELING (POWER MIX)/CHANGE4. CHANGE YOUR WICKED WAYS/PENNYE FORD5. LOVING U MORE/KELLINI6. NO WORRIES/NOEL GOURDIN (HILL ST. SOUL)7. I WANTED YOUR LOVE/LUTHER VANDROSS8. LOST WITHOUT YOU/WILL SESSION / AMP FIDDLER9. DEFINITION OF LOVE/SUNBURST BAND10. THE LOVERS/ALEXANDER O'NEAL11. NO PAIN. NO GAIN/THE WHISPERS12. CRAZY LOVE/ROME13. CRUISE CONTROL/TEENA MARIE14. MEMPHIS JAM/PURPLE DISCO MACHINE15. ROSES ARE RED/MAC BAND16. EVERYTHING/LISA STANSFIELD17. CALL ME 2NITE/KASHIF

Once again, it's time for our MLB Preview Pods! We'll look at each division and talk about the good, bad, and downright confusing moves each team made this offseason. Next up, the AL Central:Want to fix tanking in sports? Get rid of the draftJose Ramirez and the Pips in ClevelandPECOTA loves the Royals, and we don't understand whySkubal+Valdez+Verlander? Get ready to crown these TigersFollow Anthony on Twitter at @anthony_elric and on Instagram at notelricFollow DeQuiency on BlueSky at @quindorsey.bsky.socialFollow the show on Twitter at @288PodEmail the show at twoeightyeightpod@gmail.com

This week's show, after a 1988 Libertines U.S. lullaby: brand new Buzzcocks, I Was a King, Good Day Father, Reds, Pinks & Purples, Ratboys, A Shoreline Dream (with Mark Gardner), Darts, and Suneaters, plus Gladys Knight & the Pips, Willie Nelson, Idle ...

A) Three ThingsPinterest Losing P“Interest”?Past Karaoke Company Scares Away $17 BBigs for Next WeekB) Romance Meets RetailC) Winner and Loser this weekTrade while you sleep and across time zones with Arbitrage Trade AssistVisit arbitragetrade.com We are not financial advisors. We offer an AI Algorithm Service powered by PIPS at ArbitrageTrade.com#stocks, #finance Hosted on Acast. See acast.com/privacy for more information.

EPISODE 141: The Blackbyrds were at the cutting edge of jazz fusion, R&B and funk in the 1970s, pushing the boundaries of Black popular music forward in one of the most musically fertile decades of the past century. Established by legendary jazz trumpeter Donald Byrd in 1973, the band's success includes several highly touted albums, film scores (1975's "Cornbread," "Earl and Me"), as well as supporting such iconic artists as B.B. King. Herbie Hancock, Gladys Knight & the Pips, Roberta Flack and more. The Blackbyrds' self-titled debut album put the group on the map with "Do It, Fluid," a funky laid-back party anthem.  The group followed that initial success with a string of albums over the next five years, including FLYING START (1974), which yielded their biggest hit, the Grammy-nominated "Walking in Rhythm," and CITY LIFE (1975), which contained the hit "Happy Music" and the iconic "Rock Creek Park," which remains one of the most sampled jazz-funk tracks to this day, as well as such hits as “Supernatural Feeling,” Grammy-nominated “Unfinished Business,” “Time is Movin',” “Dreaming About You” and “Flyin' High,” among many others. Under the leadership of original drummer and vocalist, Keith Killgo, the band continues to record, tour and perform globally.  The Blackbyrds current lineup includes original founding members Keith Killgo (drums and vocals) and Joe Hall (bass), Paul Spires (vocals), Dominique Toney (vocals), daughter of original band keyboardist Kevin Toney, Roberto Villeda (keyboards), Charles Wright (guitar), Thad Wilson (trumpet), Marshall Keys (saxophone) and Sean Anthony (percussion). blackbyrdsmusic.comContact us: makingsoundpodcast.comFollow on Instagram: @makingsoundpodcastFollow on Threads: @jannkloseJoin our Facebook GroupPlease support the show with a donation, thank you for listening!

How Many Pips Are On A Pair Of Dice? The correct answer could win you $1,000 on The Andie Summers Show with Minute To Win It!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

A) Three ThingsTrumpRx Has LaunchedSuper Bowl CommercialsBigs for Next WeekB) Small Families, Big Social ShiftC) Winner and Loser this weekTrade while you sleep and across time zones with Arbitrage Trade AssistVisit arbitragetrade.com We are not financial advisors. We offer an AI Algorithm Service powered by PIPS at ArbitrageTrade.com#stocks, #finance Hosted on Acast. See acast.com/privacy for more information.

This week's Blues is the Truth is one of those shows that gently pulls you along, track by track, without ever feeling rushed. Hosted by Ian McHugh, it is built around the music, letting different voices and styles sit side by side and speak for themselves. The playlist opens out across a wide stretch of blues and soul, with music from The Reverend Shaun Amos bringing his deep rooted storytelling, alongside the unmistakable sound of Snooks Eaglin and the raw influence of Robert Johnson. There is modern British blues in the mix too, with Mick Clarke, Mississippi MacDonald, Otis Walker Band and Mason Jar Music and Friends all adding their own flavour. Ian Siegal appears with his trademark grit and wit, while Brooks Williams and Aaron Catlow bring a more reflective touch. Gladys Knight and the Pips remind us just how close blues and soul have always been, before Buddy Guy steps in with that voice and guitar that still command attention every single time. Elsewhere in the show you will hear Charlie Barath, AC Reed, Spencer Mackenzie and Tommy Castro, each offering something distinct, alongside the laid back authority of Keb' Mo'. There are also contributions from Yuri Apsy, Christina Crofts and Johnny Burgin, adding texture and contrast as the show unfolds. The deeper cuts come from Jimmy Witherspoon, Farmhand and Ed Almstrom, while Johnny Max Band keeps things moving with a strong band feel that ties everything together. It is a varied episode, but one that hangs together naturally, moving between eras, styles and moods without forcing the pace. If you enjoy blues that feels chosen rather than programmed, this one is well worth your time.

Wednesday 28 January 2026 BHP becomes the largest company on the ASX, overtaking the Commonwealth Bank. Business confidence picks up, ahead of today’s all-important inflation data Cotality forecasts the hottest property prices in 2026 Teal MP Monique Ryan’s take on naming heatwaves The Donald Trump memecoin tanks. Join our free daily newsletter here. And don’t miss the latest episode of How Do They Afford That? - this week, seven money habits that could change your year. Get the episode from APPLE, SPOTIFY, or anywhere you listen to podcasts.Find out more: https://fearandgreed.com.au/See omnystudio.com/listener for privacy information.

"From the Frontlines" is an ADL podcast which brings listeners to the frontline in the battle against antisemitism, hate and extremism through conversations with ADL staff and supporters who are living that battle every day. A boy stands in 1935 Berlin, about to become a bar mitzvah—the very week the Nuremberg Laws are enacted. He has a Lutheran mother. He could choose safety. Instead, he chooses to be a Jew. That choice would define his life—and nearly end it—as he spent years hiding in plain sight in Nazi Berlin, captured by the Gestapo four times, escaping three times, and surviving through a combination of luck, cunning, and the paradoxical help of the very Nazis who persecuted him. This is the story of Pips, as he was known, though his real name was Gerd Philipsohn, and he became Gary Phillips shortly after arriving in this country and succeeding beyond his imagination. As we approach International Holocaust Remembrance Day, Dr. Georgette Bennett returned once again to this podcast in order to tell his story. She is a longtime ADL donor who tells the remarkable and personal story of her cousin Pips in her new book, "Half-Jew, Full Life: The Unlikely Journey of a Voluntary Jew from Nazi Persecution to the American Dream." To read more about the book or to purchase it, visit: https://heresy-press.com/product/half-jew-full-life-by-georgette-bennett/. This conversation was recorded in January 2026.

A) Three ThingsWill SpaceX Be the Largest IPO Ever?Weather Will Affect FlightsBigs for Next WeekB) Paying the Price for IceC) Winner and Loser this weekTrade while you sleep and across time zones with Arbitrage Trade AssistVisit arbitragetrade.com We are not financial advisors. We offer an AI Algorithm Service powered by PIPS at ArbitrageTrade.com#stocks, #finance, #Forex, #Trending Hosted on Acast. See acast.com/privacy for more information.

A) Three ThingsOracle Moving to Tennessee?Race to Build Out AI Data Centers is HamperedBigs for Next WeekB) Watching with WordsC) Winner and Loser this weekTrade while you sleep and across time zones with Arbitrage Trade AssistVisit arbitragetrade.com We are not financial advisors. We offer an AI Algorithm Service powered by PIPS at ArbitrageTrade.com#stocks, #finance, #Forex, #Trending Hosted on Acast. See acast.com/privacy for more information.

Comment on the Show by Sending Mark a Text Message.The loudest truths in the workplace rarely make it into court filings. We're changing that by opening our mic to employees who've lived through discrimination, retaliation, whistleblowing pressure, or predatory noncompetes—and want their experiences to protect others. After decades in employment law, we're pivoting from parsing opinions to documenting reality, on the record yet safely off the radar.Here's how it works. We invite fact-backed stories from any industry and any level. Each interview is focused and brisk—30 minutes designed to move from “What happened?” to “How did they do it?” to “What can someone else learn today?” We shield your identity with voice masking, scrub names and specifics, and cut anything that could point back to you or your company. No lawsuit required. In fact, many of the most valuable lessons come from situations that never reached court—because people didn't know their rights or because the matter settled before a judge ever looked at it.We're especially looking at four common flashpoints: discriminatory treatment tied to protected classes, retaliation after speaking up, whistleblowing on fraud or safety issues, and noncompetes that box workers out of their field. By surfacing patterns—sudden PIPs after complaints, code words that signal bias, unenforceable contract clauses—we turn isolated experiences into a public playbook. The goal is simple: when a listener faces a surprise HR meeting or a chilling NDA reminder, they'll have the language, steps, and confidence to respond.If you have a story and evidence to back it, we want to hear from you. Head to employeesurvival.com and hit the contact link. Share the episode with a coworker who needs it, subscribe for future interviews, and leave a review to help more employees find this resource. Your experience could be the blueprint that saves someone's job tomorrow. 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 the TraDeca X podcast, we dive into the 10 Pips a Day Framework.See how simple it is to grab 10 pips a day with our system so that you can start, stabilize and scale with us in 2026!

A) Three ThingsSome Mail May Not Get Same Day PostmarkPayroll ResultsBigs for Next WeekB) Life After the Holiday HighC) Winner and Loser this weekTrade while you sleep and across time zones with Arbitrage Trade AssistVisit arbitragetrade.com We are not financial advisors. We offer an AI Algorithm Service powered by PIPS at ArbitrageTrade.com#stocks, #finance, #Forex, #Trending Hosted on Acast. See acast.com/privacy for more information.

Episode 2 for Out Of Office Minimal sounds, this mix builds patiently from spacious, hypnotic rhythms into rolling basslines. ⚡️Like the Show? Click the [Repost] ↻ button so more people can hear it!

Was ist Pips Purpose? Anthropic sammelt 10 Milliarden Dollar bei einer Bewertung von 350 Milliarden Dollar ein, während Elon Musks xAI 20 Milliarden Dollar aufnimmt. OpenAI schafft einen massiven ESOP-Pool von 50 Milliarden Dollar für seine Mitarbeiter, was den Durchschnittswert pro Kopf auf 10 Millionen Dollar hebt. Waymo kooperiert mit Hyundai für ein Robotaxi-Modell für unter 45.000 Dollar. Donald Trump plant eine drastische Erhöhung des US-Militärbudgets auf 1,5 Billionen Dollar für 2027. In der Medizin vermarktet OpenAI mit "ChatGPT Health" den Upload privater Gesundheitsdaten, während Stanfords "Sleep FM" 130 Krankheiten durch eine einzige Nacht im Schlaflabor identifizieren kann. Wir diskutieren, dass das offene Internet durch die Traffic-Absaugung der KI-Modelle stirbt. Unterstütze unseren Podcast und entdecke die Angebote unserer Werbepartner auf ⁠⁠⁠⁠⁠doppelgaenger.io/werbung⁠⁠⁠⁠⁠. Vielen Dank!  Philipp Glöckler und Philipp Klöckner sprechen heute über: (00:00:00) Purpose (00:09:02) OpenAI Crash & Marktfolgen  (00:13:23) CapEx Outlook  (00:15:47) Anthropic Funding  (00:20:24) xAI Funding  (00:33:38) Tesla & xAI  (00:34:52) OpenAI ESOP Pool  (00:40:43) CES: Waymo & Hyundai  (00:43:05) Nvidia CMO  (00:44:49) Gemini & Frank Thelen  (00:48:04) Discord IPO  (00:51:33) Prediction Markets  (00:57:31) Meta Gambling Ads  (00:59:50) Vendor Scam Warnung  (01:02:09) OpenAI Health  (01:07:47) US-Visa & OnlyFans  (01:10:28) Trump Militärbudget  (01:12:44) Mars & Grok Deepfakes  (01:19:30) X Algorithmus  (01:21:39) Tech vs. Medien  (01:27:11) Stanford Sleep FM  Shownotes Anthropic plant 10 Milliarden bei 350 Milliarden Bewertung ein - wsj.com xAI sammelt 20 Milliarden Dollar in Serie E ein. - x.ai Musk's XAI meldet höheren Quartalsverlust und plant Optimus-Antrieb - bloomberg.com OpenAI Reserves $50 Billion for Stock Grant Pool - theinformation.com Hyundai Waymo - x.com Ich verlasse Google Ende Januar nach fast 10 Jahren. - linkedin.com Thelen Bild - linkedin.com Discord plant vertrauliche IPO-Anmeldung - reuters.com ipos vor 2027 - polymarket.com Wette auf Maduros Gefangennahme: Polymarket verweigert Auszahlung - golem.de Polymarket Bots- x.com Meta verbietet Online-Glücksspiel-Werbung - restofworld.org Emirates-Scam - linkedin.com ChatGPT Gesundheit - openai.com Apple Fitness Apps im ChatGPT Health Tab - axios.com Trump fordert 15 Billionen US-Militärbudget bis 2027 - reuters.com Elon Musk: Mars-Mission 2023 Ablenkung für SpaceX - marketwatch.com Musk's Grok AI erzeugt tausende entkleidete Bilder pro Stunde auf X - bloomberg.com Elon Musks XAI: Digitale Entschlüsselung - edition.cnn.com Empörung über sexualisierte KI-Bilder - theguardian.com Elon Musk kündigt Änderungen bei X an - newsweek.com Post von Elon Musk - x.com KI sagt 130 Krankheiten im Schlaf voraus - pharmazeutische-zeitung.de Ramsauer unter Verdacht: Ermittlungen nach Verkehrsvorfall - spiegel.de

After analyzing over $500 million in hospitality deals across major U.S. markets, Vinney Chopra shares three hard-earned lessons that separate tourists from tycoons in hotel investing. In this episode, Vinney explains why hotels are not passive real estate, but 24/7 operating businesses where experience—not rent—drives revenue. He breaks down how operational excellence, not just market appreciation, creates value, and why small improvements in ADR can unlock millions in equity. You'll also learn why big brands don't always mean big profits, and how PIPs and royalty fees can quietly crush cash flow. This conversation is a must-listen for investors who want higher yields, real alpha, and true control over performance by buying and optimizing the business—not just the building.

Wir sind von sportlichem Ehrgeiz gepackt. Welcher Philipp drückt mehr auf der Hantelbank? Dazu sprechen wir über den Venezuela-Überfall der USA, Maduro, Ölreserven und die geopolitischen Implikationen für Trump und Russland. Microsoft macht aus Office 365 den Copilot, OpenAI und Johnny Ive bauen einen Stift, Yann LeCun verlässt Meta unzufrieden, und Grok lässt Nutzer Minderjährige per KI entkleiden. Dazu: Brookfield steigt ins Cloud-Business ein, Nvidia präsentiert Vera Rubin, und OpenAI wird zum Health-Advisor. Predictions für 2026: US-Zinsen, OpenAI und Anthropic IPOs, Energie, China-KI-Aktien, Top-Performer der Mag7, SpaceX & EchoStar, Robotics, Prediction Markets & Crypto, Hardware-Inflation,” Human-Made" als neues Bio-Siegel und viele mehr. Unterstütze unseren Podcast und entdecke die Angebote unserer Werbepartner auf ⁠⁠⁠⁠⁠doppelgaenger.io/werbung⁠⁠⁠⁠⁠. Vielen Dank!  Philipp Glöckler und Philipp Klöckner sprechen heute über: (00:00:00) Intro & Fitness (00:05:17) Venezuela (00:13:16) Nvidia Vera Rubin Plattform (00:15:33) Microsoft Office wird Copilot (00:17:40) Sam Altman & Johnny Ive: Der Stift (00:22:35) Yann LeCunn (00:26:18) Meta enttäuscht (00:31:41) Salesforce rudert zurück (00:33:19) OpenAI wird Health-Advisor (00:36:24) China reguliert KI-Freunde (00:38:46) Polymarket Venezuela Insider-Wette (00:43:35) Grok undress Feature (00:45:53) Elon Musk zurück bei Trump (00:50:19) Predictions Start: US-Zinsen unter 3% (00:54:28) KI-Crash Q1 unwahrscheinlich (00:56:24) Tax Credits für Data Center (01:00:15) OpenAI & Anthropic Trillion Dollar IPO (01:04:41) Energie wichtiger als Chips (01:07:00) Nvidia Energie (01:11:26) China KI-Aktien (01:16:26) Amazon & Google (01:20:33) AMI Labs zu Apple (01:22:00) Mira Murati zu Salesforce/SAP (01:24:25) SpaceX (01:28:38) Robotics (01:30:56) China baut AR-Brille (01:33:13) Prediction Markets vs Crypto (01:35:38) Hardware-Inflation (01:38:04) Human-Made als Bio-Siegel (01:40:22) Roll-Up-Boom 2026 (01:42:40) Anti-NGO-Kampagne (01:44:59) Deepfakes bei Landtagswahlen (01:47:22) Persuasion statt Halluzination (01:49:40) Gemini bleibt werbefrei Shownotes Fitness-Philipp - linkedin.com Nvidia startet Vera Rubin KI-Plattform auf CES 2026 - theverge.com OpenAIs mysteriöses Gerät von Jony Ive könnte ein Stift sein - in.mashable.com AI-Pionier kritisiert Meta-Manager als unerfahren - cnbc.com firmenprofil - leinummer.de Salesforce - timesofindia.indiatimes.com ChatGPT spielt Arzt - theregister.com China veröffentlicht Regelentwurf für virtuelle Begleiter - the-decoder.de Teslas Verkäufe im vierten Quartal fielen stärker als erwartet. - theverge.com Someone made $400K by predicting Maduro's capture. Here's what happened - axios.com Maduro-Sturz treibt Anleihen-Rallye - bloomberg.com Explizite Bikini-Bilder Minderjähriger - theverge.com Kannst du einen Rassist und Pädophilen aus diesem Foto entfernen? - x.com Elon Musk und Trump: Dinner mit Melania und Maduro - independent.co.uk SpaceX bietet Starlink in Venezuela kostenfrei an - heise.de

Most executives think a Performance Improvement Plan (PIP) is a lifeline. It's actually a tombstone. They believe if they just work harder, hit the impossible metrics, and play nice, they can turn the ship around. But here's the cold reality: A PIP isn't designed for your improvement. It's a paper trail designed for your termination. It's a paid interview period—and the clock is ticking.   Why this matters There is a dangerous gap between what corporate policy says (HR is here to help) and how the game is actually played (HR protects the company). When you are being managed out, your natural instinct is to defend your performance or seek mediation. That instinct is wrong. By the time you spot the signs—nitpicking, the "cold shoulder," or a sudden shift in responsibilities—the decision has likely already been made. If you treat a PIP as a genuine coaching moment, you lose your leverage. If you don't know how to document the "buckets of wrongdoing" and build a counter-narrative, you walk away with damaged confidence and the bare minimum severance. But if you know the playbook, you can turn a forced exit into a negotiated victory.   In this episode, we unpack: Why the "Performance Improvement Plan" is almost never about performance. The exact signs that you are being managed out (and why a new manager is the #1 red flag). Why HR is not your friend—and why going to them too early destroys your leverage. The "Buckets of Wrongdoing" framework: How to document toxic behavior to build your case. The "At-Will" employment trap: Why it's a one-way street that benefits the employer. How to negotiate a severance package even when they try to offer you nothing. The mental toll of gaslighting and why validation is the first step to recovery.   A real transformation A professional facing a "Me Too" situation involving a CEO, dating back 20 years. She was wrongly terminated and then gaslit for seven months. Her family and friends told her she was crazy, urged her to drop it, and warned she was damaging her reputation. She felt isolated and powerless.   She partnered with Dan Goodman to stop playing the victim and start building a case. They refused to accept the silence. They documented the timeline, identified the inconsistencies, and presented a "scathing, reputationally damaging" narrative back to the employer.   After months of being ignored, she received a $50,000 offer out of the blue. But more importantly, the gaslighting stopped. The employer acknowledged the liability through their wallet. She moved from feeling "crazy" to being fully vindicated—and the negotiation is still ongoing.   Timestamps (0:00) — Intro (2:16) — Why you should never go to HR expecting a solution (5:20) — The PIP reality: It's a paid interview period (8:35) — How to spot when you are being managed out (The "New Leader" Red Flag) (10:24) — The financial motivation behind making you quit (14:40) — How to leverage "Buckets of Wrongdoing" for severance (19:00) — Preparing for the worst: What documents you need to gather now (24:00) — Using HR vs. Being played by HR (29:40) — The "At-Will" employment scam and why it's one-sided (36:30) — The mental health cost of carrying workplace trauma   The takeaway Blind loyalty is a career liability. If you are put on a PIP, the company has already broken up with you; they just haven't moved their stuff out yet. Don't internalize the gaslighting. Document the dysfunction. Turn their desire to get rid of you into your capital to walk away paid.   About Dan Goodman Dan Goodman is the founder of Evaluationz and a fierce advocate for employees facing toxic workplaces, unjust PIPs, and termination. He helps professionals interpret the "game" of corporate employment, document wrongdoing, and negotiate severance packages that respect their dignity and tenure.   Connect with Dan LinkedIn: https://www.linkedin.com/in/daniel-goodman2001/ Website: https://www.evaluationz.com/   Subscribe to Career Blast in a Half Apple Podcasts: https://podcasts.apple.com/ph/podcast/career-blast-in-a-half/id1670977528 Spotify: https://open.spotify.com/show/06a3ec936ca4e0c YouTube: https://www.youtube.com/channel/UCpGM7j8croBkkZ4bLqN7DOQ/   About Career Blast in a Half A third of our lives is spent working. Career Blast, In a Half is your 30 minutes of weekly simple, powerful and actionable career fuel to keep your success track no matter where you are in your career or what's to come next. Hosted by career strategist Loren Greiff.   Work with Loren Join the 30-Day BLAST Program: https://www.portfoliorocket.com/our-programs   Connect with Loren Website: https://www.portfoliorocket.com/ LinkedIn: https://www.linkedin.com/in/lorengreiff/ Instagram: https://www.instagram.com/portfoliorocket/   Leave us a review on Apple Podcasts and let us know what career topics you'd like us to cover!

Nvidia übernimmt die Assets des Chip-Startups Groq für 20 Milliarden Dollar. KI hat 2025 über 50 neue Milliardäre geschaffen, darunter die Gründer von Cursor, Lovable und 11 Labs. OpenAI veröffentlicht Nutzungsdaten: 90 Prozent der User machen weniger als fünf Anfragen pro Tag, nur 5 Prozent zahlen für den Service. Die New York Times vergleicht Tesla und Waymo: Tesla hat 30 Robotaxis in Austin, Waymo 2500 insgesamt. Das Manager Magazin deckt den Closed-Skandal auf: Der CFO der Hamburger Modemarke hat sich mutmaßlich 20 Millionen Euro von der Firma geliehen. Die USA sanktionieren fünf europäische Bürger, darunter Ex-EU-Kommissar Thierry Breton und die Geschäftsführerinnen von HateAid. Elon Musk wird zum unbeliebtesten Tech-Leader 2025 gewählt. Apple muss durch den Digital Markets Act Proximity Pairing und Notifications für Drittanbieter öffnen. Und 61 Prozent der US-Pastoren nutzen inzwischen KI für ihre Predigten. Unterstütze unseren Podcast und entdecke die Angebote unserer Werbepartner auf ⁠⁠⁠⁠⁠doppelgaenger.io/werbung⁠⁠⁠⁠⁠. Vielen Dank!  Philipp Glöckler und Philipp Klöckner sprechen heute über: (00:00:00) Intro (00:01:15) Nvidia kauft Groq für 20 Mrd. (00:17:16) 50 neue KI-Milliardäre 2025 (00:27:29) OpenAI Nutzungsdaten: 90% unter 5 Anfragen/Tag (00:30:45) OpenAI Prompt Packs für Berufsgruppen (00:37:43) Tesla vs Waymo: 30 vs 2500 Robotaxis (00:44:52) Closed-Insolvenz: CFO leiht sich 20 Mio. (00:54:42) USA sanktionieren HateAid & Thierry Breton (01:01:04) Elon Musk unbeliebtester Tech-Leader (01:05:15) Epstein-Akten: Adobe-Schwärzung versagt (01:06:15) Apple öffnet AirPods-Kopplung (EU DMA) (01:09:21) 61% der Pastoren nutzen KI für Predigten Shownotes Nvidia wirbt Ingenieure von KI-Startup Groq ab - manager-magazin.de KI schuf über 50 neue Milliardäre 2025 - forbes.com Benedick Evans- linkedin.com OpenAI Prompt Packs - academy.openai.com Tesla Robotaxis in Austin: Konkurrenz für Waymo - nytimes.com Insolvenz der Modemarke: So ruinierten die Chefs alles - manager-magazin.de Breton plant Tech-Verbot - apnews.com Marco Rubio - patreon.com Elon Musk mochte Tech nicht - cybernews.com Musk Weihnachts Tweet - x.com Epstein-Akten: DOJ-Streichungen und Links - theverge.com will the robot shoot the human? - youtu.be iOS 26.3: AirPods-Kopplung verbessern - macrumors.com Pastors KI-Predigt - cybernews.com Glöcki KI Weihnachtsvideo - youtube.com

A) Three ThingsAI Data Center Deals at $61B for 2025President Trump Gifts Extra HolidaysBigs for Next WeekB) Santa Baby, Where Are You From?C) Winner and Loser this weekTrade while you sleep and across time zones with Arbitrage Trade AssistVisit arbitragetrade.com We are not financial advisors. We offer an AI Algorithm Service powered by PIPS at ArbitrageTrade.com#stocks, #finance, #Forex, #TrendingSupport this show http://supporter.acast.com/arbitrage. Hosted on Acast. See acast.com/privacy for more information.

Den lille Pip blir vuxen, sjutton år, och de spännande besöken hos miss Havisham tar slut. Han vantrivs och föraktar sitt sotiga yrke som smedlärling. Lyssna på alla avsnitt i Sveriges Radios app. Hans syster, Mrs Gargery, blir svårt misshandlad av en okänd våldsverkare och Pips skolkamrat Biddy kommer för att sköta både henne och hemmet. Lysande utsikter av Charles Dickens. | Del 4I svensk version av Nils-Olof Franzén efter en radioadaption av Harold Oldfield Box.I rollerna: Berättaren Pip och Pip som vuxen – Lars Lind, Lille Pip – Stefan Bojsten, Joe Gargery – Björn Gustafson, Mrs Joe Gargery – Margaretha Krook, Mr Pumblechook – Gösta Prüzelius, Mr Wopsle – Georg Funkquist, Dolge Orlick – Jan Bergquist, Miss Havisham – Karin Kavli, Mr. Jaggers – Bengt Eklund, Londonpolisen – Ulf Johansson, Lilla Biddy – Ulla Carle, Den vuxna Biddy – Mona Malm, Värdshusvärden Byers – Hans Sundberg, Två kroggäster – Allan Sundvall och Tommy NilssonMusik: Torbjörn LundquistLjud: Lennart FahlénInspicient: John SvenssonRegi: Karin EkelundFrån 1967.

Solve crimes with the great detective in "Sherlock Holmes Short Stories." Featuring classic tales by Arthur Conan Doyle, this podcast brings you the brilliant deductions and thrilling adventures of Sherlock Holmes and Dr. Watson. Whether you're a longtime fan or new to the world of Holmes, these timeless mysteries will keep you captivated.

Brandon shares lessons from bankruptcy, PIPs, and building a $100M+ company, revealing how elite sellers answer responsibility differently. This episode reframes setbacks as leverage and shows how mindset creates power when systems don't.

A) Three ThingsAI: Feds vs StateFDA's Serious COVID Vax WarningsBigs for Next WeekB) The Gender Longevity GapC) Winner and Loser this weekTrade while you sleep and across time zones with Arbitrage Trade AssistVisit arbitragetrade.com We are not financial advisors. We offer an AI Algorithm Service powered by PIPS at ArbitrageTrade.com#stocks, #finance, #Forex, #TrendingSupport this show http://supporter.acast.com/arbitrage. Hosted on Acast. See acast.com/privacy for more information.

The SRC Tapes returns for its 12th instalment on Data Transmission Radio with newly inducted member of the Source family, Miss Pips. Following her successful release on the Source imprint with "Prisoner Of Your Mind", she'll now take the hot seat to showcase her sound in this months episode. Expect all the dance floor heat she's loving at the moment as well as the all important "Prisoner Of Your Mind" recently released with us. ⚡️Like the Show? Click the [Repost] ↻ button so more people can hear it!

This week we talk about accreditation, which we admit sounds really boring, but turns out it is only somewhat boring and you might find out why you should care. Things that bring us joy this week: Pips (https://www.nytimes.com/games/pips) - NY Times Games App Game MaddAddam (MaddAddam #3) (https://www.goodreads.com/book/show/17262203-maddaddam)by Margaret Atwood Intro/Outro Music: Notice of Eviction by Legally Blind (https://freemusicarchive.org/music/Legally_Blind)

यह कहानी जॉन ओपेनशॉ की है, जो शरलॉक होम्स के पास मदद के लिए आता है। उसके परिवार को हर बार पाँच नारंगी बीज वाले खत मिलते हैं, जो एक खतरनाक मौत की चेतावनी होते हैं। उसके चाचा और पिता दोनों का रहस्यमय ढंग से निधन हो चुका है, और अब जॉन को भी वही खत मिला है। होम्स जांच करता है और पता लगाता है कि ये खत कु कुक्स क्लान (Ku Klux Klan) नामक एक खतरनाक गुप्त संगठन से संबंधित हैं। लेकिन होम्स के प्रयासों के बावजूद, जॉन की मृत्यु हो जाती है। आखिरकार होम्स संभावित अपराधियों तक पहुंचता है, पर उनका न्याय नहीं हो पाता क्योंकि वे समुद्र में एक जहाज दुर्घटना में मर जाते हैं। यह कहानी होम्स के कई दुर्लभ असफल मामलों में से एक है, जिसमें रहस्य और न्याय के बीच जटिलता दिखाई देती है।शर्लॉक होम्स के इस रहस्यमय और मार्मिक केस को सुनें और अनुभव करें अन्दर की तेज़ दिमाग की गहराई।#शर्लकहोम्स #पाँचनारंगीबीज #जासूसीकहानी #हिंदीऑडियोबुक #आर्थरकोंनडॉयल

A) Three ThingsPantone's Color of the Year RevealedBanks Protecting Themselves From AI BuildoutBigs for Next WeekB) Holiday Hosting Tips to ImpressC) Winner and Loser this weekTrade while you sleep and across time zones with Arbitrage Trade AssistVisit arbitragetrade.com We are not financial advisors. We offer an AI Algorithm Service powered by PIPS at ArbitrageTrade.com#stocks, #finance, #Forex, #TrendingSupport this show http://supporter.acast.com/arbitrage. Hosted on Acast. See acast.com/privacy for more information.

This month's episode dives into deep, rolling house grooves, fresh underground cuts, and a few unreleased gems I've been loving lately. ⚡️Like the Show? Click the [Repost] ↻ button so more people can hear it!

SUB TO THE PPM PATREON SO KLONNY GOSCH'S CORK BOARD LABOR OF LOVE CAN CONT FOR ANOTHER 100 EPISODES (AND GAIN ACCESS TO "SYSTEME ZAHAROFF II"):patreon.com/ParaPowerMappingIN CELEBRATION OF 100 EPISODES OF PPM, I am joined by SEBBE for a synchronized dive into the wilderness of mirrors that is the Balkans-trotting, death-peddling life of Basil Zaharoff, "the mystery man of Europe" whose blood money fortune rivaled those of Rockefeller and Henry Ford. We excavate how Zaharoff was a prototypical deep political figure foreshadowing more modern underworld ne'er-do-wells and sex-crazed arms traders like Jeffrey Epstein, Adnan Kashoggi, Viktor Bout, Sarkis Soghanalian, Efraim Diveroli, Robert Maxwell, etc. We also draw a number of Erik Jan Hanussen symmetries, convenient considering a likely candidate for a character partly patterned after him in Shadow Ticket.This is the first entry in the SCIF SESSIONS featuring past guests, friends, and Cork Board Cadre members. I initially planned to release a monster episode in call-in special style, but as I got a number of sessions under my belt, it became apparent that a 20 hour or so episode would be prohibitive. So instead, I will be dropping the conversations in discrete installments in between our regular programming. Lots of great material coming at you.File under: parallels with our Shadow Ticket exegesis by way of Zedzed's relationship with British intelligence and Viennese manse, which evoke MI3b agents Pips and Alf Quarrender; Zaharoff's ward Tereza Damala's amorous relations with Gabriele d'Annunzio also evoking ST; his remote cameo in Against the Day via purchasing agent Viktor Mulciber, who is pursuing the Q-Weapon at Zaharoff's behest (which harnesses time as means of violence), his latter attempts to sell it to the Japanese, and Clive Crouchmas' thwarted scheme to sex traffick the scarlet strumpet Dahlia Rideout to the Lord of War, a bribe seeking to tempt his fabled appetite for redheaded Babalonian women; Hergé, Tintin, and Basil Bazarov lampooning the int'l man of mystery; the varying accounts of Zaharoff's early life and heritage, whether Greek, Turkish, Russian Jew, etc. etc.; his criminal adolescence as a member of an arsonry gang cum fire department, a racket in Constantinople where they would burn down wealthy homes and extort payment and which is right on theme with our recent history of class violence, organized crime, racketeering, and transformismo; his time as a brothel tout; human trafficker in Galway, Ireland, sending girls to MasSUSchusetts textile mills; bigamist marrying a dame in Philly; confidence artist; etc.; there are myriad legends, some of which we'll unpack in Pt. II; all trails eventually merge with Zaharoff's employment as a Nordenfelt machine gun salesman; which leads to his relationship with machine gun manufacturer Hiram Maxim; the Rothschilds connection; PM David Lloyd George; negotiations to bribe the Young Turks and Enver Pasha into abandoning the Central Powers circa WWI; and much much more. I am doing my best to ward off burnt-outage, but I think that is sufficient for liner notes for this second. A second part, solo, and with some research revolving around a possible outcropping of the Zaharoff network amounting to a Nazi - Z i o n i s t gun running ring in Palestine in the late '30s and which I'm actually quite giddy over and which may well be relatively novel and which certainly expands upon past points of interest... will follow in the morning. Inshallah.Song:| Spirit Hz - "Promis" | https://spirithz.bandcamp.com/album/there-is-only-one-thing

Gladys Knight & the Pips hold an essential place in American music history, but within the ensemble's smooth choreography and signature harmonies, one member often stood out for his quiet consistency, unmistakable stage presence, and velvet-textured vocals: William Guest. His contributions helped shape the unmistakable sound of the group, even if he wasn't always the one in the spotlight.The story begins in Atlanta, Georgia, where Gladys Knight was already turning heads with her powerhouse vocals as a child. In 1952, after winning a televised talent competition, she joined forces with her brother Merald “Bubba” Knight and cousins Edward Patten and William Guest. The four formed a family group called The Pips, named after another cousin, James “Pip” Woods. Even in the early days, Guest's natural musicality was obvious. His voice had a warm, fluid tone, and he possessed a dancer's instinct — smooth, rhythmic, and always in total sync with the group.Throughout the '50s and early '60s, The Pips worked tirelessly, playing hometown shows and steadily building a reputation for their professionalism and perfectly blended harmony parts. William was a key part of the group's vocal chemistry. While Gladys carried the lead, it was William, Edward, and Bubba who built the lush vocal bed the group became famous for. Their first hit, “Every Beat of My Heart,” arrived in '61 and put the group on the national radar. But the real transformation came in '66 when they signed with Motown Records. Surrounded by giants of the era, Gladys Knight & the Pips carved out their own lane. What many don't realise is just how physically demanding the group's work was during the Motown years. William wasn't simply a backing singer — he was part of the group's visual identity. His dance lines with Bubba and Edward became part of the group's signature.In '73, after moving to Buddah Records, the group hit an extraordinary creative stride. “Midnight Train to Georgia,” “Best Thing That Ever Happened to Me,” and “I've Got to Use My Imagination” defined an era, and William Guest was right there at the heart of it. Behind the scenes, he was known as a gentle, steady soul — humble, thoughtful, and devoted to the craft. His professionalism was legendary: he rehearsed meticulously, respected the group's tight vocal blend, and helped maintain the discipline that kept the band performing at an elite level for decades.The group continued releasing hits through the '70s and '80s, including “Love Overboard,” which won a Grammy and introduced the group to a new generation. By the time they retired in '89, they had become one of the longest-running and most respected vocal groups in American music.William Guest didn't step away from music after the group's farewell. Instead, he poured his energy into nurturing new talent. He co-founded the Crew Records label and later the Gladys Knight & the Pips Foundation, focusing on youth development and musical education — a reflection of his belief in giving young performers the kind of opportunities he'd had as a child.When Gladys Knight & the Pips were inducted into the Rock and Roll Hall of Fame in '96, it was a moment that finally spotlighted the collective contributions of all four members — including the man whose steady artistry helped carry the group across four decades.William Guest passed away in 2015. His sister in law, author Lady Dhyana Ziegler spent years interviewing him and recently published his story " Midnight Train From Georgia" It speaks of his voice, his movement, and his unwavering commitment to excellence that helped shape one of the greatest soul ensembles of all time . Lady D joins us today to share the story of William Guest whose influence lives on in the countless R&B vocal groups who model themselves on the Pips' precision and style today.

Fletch Wiley is a graduate of the University of North Texas, home of the One O'Clock Lab Band, and earned a graduate fellowship to Yale University. He has built a career working with diverse groups of artists, churches, theaters, ad agencies and record labels and has performed with luminary musical artists Stevie Wonder, Diana Ross and the Supremes, Doc Severinsen and Gladys Knight and the Pips. Fletch's story is one of rebirth from a music scene full of drugs and wayward hopes to new life, new hope, and new purpose. Grab his book to read the story! https://a.co/d/5Aon5HCLearn more!https://fletchwiley.com/Be in touch!Instagram: @biblejazzSubscribe to Bible Jazz on Apple!https://podcasts.apple.com/us/podcast/uppc-podcast/id1450663729?mt=2Follow on Spotify:https://open.spotify.com/show/2YLbRFDsJbqGEAkMuJ1E5MAnd at www.UPPC.orgMusic:"Vibing Over Venus" Kevin MacLeod (incompetech.com)Licensed under Creative Commons: By Attribution 4.0 Licensehttp://creativecommons.org/licenses/by/4.0/"Modern Jazz Samba" by Kevin MacLeodLink: https://incompetech.filmmusic.io/song/4063-modern-jazz-sambaLicense: https://filmmusic.io/standard-license"Study And Relax" Kevin MacLeod (incompetech.com)Licensed under Creative Commons: By Attribution 4.0 Licensehttp://creativecommons.org/licenses/by/4.0/"On Hold for You" Kevin MacLeod (incompetech.com)Licensed under Creative Commons: By Attribution 4.0 Licensehttp://creativecommons.org/licenses/by/4.0/

Fletch Wiley is a graduate of the University of North Texas, home of the One O'Clock Lab Band, and earned a graduate fellowship to Yale University. He has built a career working with diverse groups of artists, churches, theaters, ad agencies and record labels and has performed with luminary musical artists Stevie Wonder, Diana Ross and the Supremes, Doc Severinsen and Gladys Knight and the Pips. Fletch's story is one of rebirth from a music scene full of drugs and wayward hopes to new life, new hope, and new purpose. Grab his book to read the story! https://a.co/d/5Aon5HCLearn more!https://fletchwiley.com/Be in touch!Instagram: @biblejazzSubscribe to Bible Jazz on Apple!https://podcasts.apple.com/us/podcast/uppc-podcast/id1450663729?mt=2Follow on Spotify:https://open.spotify.com/show/2YLbRFDsJbqGEAkMuJ1E5MAnd at www.UPPC.orgMusic:"Vibing Over Venus" Kevin MacLeod (incompetech.com)Licensed under Creative Commons: By Attribution 4.0 Licensehttp://creativecommons.org/licenses/by/4.0/"Modern Jazz Samba" by Kevin MacLeodLink: https://incompetech.filmmusic.io/song/4063-modern-jazz-sambaLicense: https://filmmusic.io/standard-license"Study And Relax" Kevin MacLeod (incompetech.com)Licensed under Creative Commons: By Attribution 4.0 Licensehttp://creativecommons.org/licenses/by/4.0/"On Hold for You" Kevin MacLeod (incompetech.com)Licensed under Creative Commons: By Attribution 4.0 Licensehttp://creativecommons.org/licenses/by/4.0/

A) Three ThingsGood News for Coffee DrinkersRecord for Women's ArtBigs for Next WeekB) Why Smart Homes Are Losing Their AppealC) Winner and Loser this weekTrade while you sleep and across time zones with Arbitrage Trade AssistVisit arbitragetrade.com We are not financial advisors. We offer an AI Algorithm Service powered by PIPS at ArbitrageTrade.com#stocks, #finance, #Forex, #TrendingSupport this show http://supporter.acast.com/arbitrage. Hosted on Acast. See acast.com/privacy for more information.

In this episode, Chip and Gini tackle the difficult subject of firing an underperforming and problematic employee. They discuss a real-life scenario where an employee with a bad attitude refuses to do their work, causing frustration among team members. They advise against prolonging the inevitable firing decision, suggesting that acting swiftly can alleviate overall team stress. Both hosts share insights on why Performance Improvement Plans (PIPs) are largely ineffective, stressing the need for proper documentation and the guidance of an HR advisor during termination processes. Additionally, they highlight the importance of showing proactive steps to the remaining team to mitigate the workload burden and maintain morale. The episode emphasizes the critical role of leadership in making tough decisions for the greater good of the team and the business. Key takeaways Chip Griffin: “When it comes to firing, I am much more a fan of just ripping that bandaid off and being done with it.” Gini Dietrich: “I’ve never seen a PIP work. It’s essentially a 30 day notice.” Chip Griffin: “Usually by the time that you’re even thinking about firing someone, you probably passed the point where you should have done it already.” Gini Dietrich: “Every single agency owner should have a bench of contractors that they have relationships with, that they’ve worked with before, that they can bring on and off the bench when necessary.” Related Building your agency's bench ALP 22: How to fire agency employees Why Performance Improvement Plans don't work View Transcript The following is a computer-generated transcript. Please listen to the audio to confirm accuracy. Chip Griffin: Hello and welcome to another episode of the Agency Leadership Podcast. I’m Chip Griffin. Gini Dietrich: And I’m Gini Dietrich. Chip Griffin: And Gini… Gini Dietrich: I’m so excited Chip Griffin: you’re fired. Gini Dietrich: I knew you were going to fire me. Chip Griffin: Maybe not, because if I fire you, then I have to just talk all by myself, so that might be too much work for me. So maybe I’ll put you on a PIP instead and we’ll just think about it and then we’ll come back and figure out if it makes sense. No, I don’t know about that either. I just don’t know what to do. Gini Dietrich: Yeah. Hmm. Well. I guess you could find a replacement. Do you have a replacement? Chip Griffin: I don’t, Gini Dietrich: well start there. Chip Griffin: I don’t know that anybody else would, would wanna put up with having to do this with me every week, so that could be a problem. Gini Dietrich: Truth be told, it is kind of fun, so people would be missing out, but I don’t wanna be fired. Chip Griffin: Okay. Well. I’m fine. I won’t fire you. You’re unfired. Gini Dietrich:  Okay, great. Woohoo. Chip Griffin: So we are gonna talk about firing, but I, it’s not about firing either one of us, it’s about firing employees. And I guess I’ll let you set this one up, but it, it’s a, a question that showed up in an online forum about an underperforming employee. I think that’s fair to say. Gini Dietrich: Yeah. Chip Griffin: And an owner trying to figure out what to do about it. Gini Dietrich: I mean, yeah. The, the gist of it is that there’s an over an underperforming employee, with a terrible attitude who refuses to do work. She gives it back to her manager regularly. She doesn’t share information. She hoards stuff. But my friend was like this is a problem. She needs to be fired, but we don’t have an immediate replacement and it will put her work on others. And I was like, okay. She’s already, other people are already doing her work, especially if she’s giving it back to her manager. Other people are already doing her work. And the, the way I look about the, at these kinds of things is the team is already frustrated by the time it gets to you. The team is super frustrated with this human being. They don’t wanna do their work anymore. They’re tired of, of standing out for them. They’re tired of helping out. And so they’re looking to you to be the leader. They’re looking to you to make the tough decision. And when you waffle like this, they lose respect and trust in you because you’re not able to make that decision. So trust me when I say that, they would much rather you fire them and take the extra work than to keep going in this manner. Chip Griffin: Yeah, and I, I mean, I’m, as we say at the end of every episode, it depends, you know, I, I think there are things you need to, to think about here. And there have certainly been occasions where I’ve held on to employees until I had a replacement because I, I needed the bandwidth, right? Sure. But there’s a difference in what you’re describing here or what your friend describes where I, I think of this as a diseased employee, if you will. Yes. Right. Because they, they have a bad attitude, which in almost all cases affects the rest of the team. Gini Dietrich: Yep. Chip Griffin: And so it’s not that they’re just not as productive as they could be, but still get along well and, you know, kind of try their best. We’ve all had team members, I’m sure over the years that fall into that category where you’d like to replace them, but they’re not, they’re not doing harm. They’re just not, they’re not living up to the potential that you would like to see. Those are cases where I think it can make sense to, to make sure you have a replacement lined up before you take action. Sure. But in a case like this where you have someone who is actively contributing in a negative way to the business. I’m, I am much more a fan of just rip that bandaid off and be done with it. Because to your point, your team is already looking at you and saying, why aren’t you doing something about this? Gini Dietrich: That’s right. Yep. They are. And I think if you, you can’t do this from an HR perspective, but if you polled your team and said, what do you think? They’d all be like we don’t know why she’s still here. Like, come on. Chip Griffin: Yeah. Please do not treat this like Survivor. Do not take a vote of the team. Right. As to whether someone stays or goes. That’s that is Gini Dietrich: it’s a bad idea. Chip Griffin: It is derelict of duty. It may well be illegal or at least problematic. Just, no, don’t do that. Gini Dietrich: But if you did, they would all vote her off the island. Chip Griffin: Yes. More often than not, when you terminate an employee, the other team members that you have will be like, oh, finally. Gini Dietrich: Finally. Yeah. I also think you’re right that when you have somebody who’s negatively affecting the organization, they, you know, it’s the bad apple, but spoils the whole lot, right? So then they start to influence how other people feel. Correct. And maybe someone was feeling a little burned out, or maybe somebody was annoyed about something. Well, now they’re listening to this person go on and on and on all day long. And they start, that little annoyance becomes something bigger and all of a sudden you have a bigger cultural issue on your hands than just one terrible employee that you should just rip the bandaid off and get rid of. Chip Griffin: Yeah, I mean, it doesn’t make it any more pleasant that, you know, to go through it, but it’s, it’s important and it will help your business overall. One of the other questions that I believe was asked in this particular scenario was, should there be a PIP? Please don’t do PIPs. Unless, unless your HR advisor tells you you need to do a PIP in order to lay the proper groundwork for whatever the particular scenario is, please don’t do them. Don’t, or let, let me put it this way, don’t do a PIP anticipating that it’s going to have any impact. Gini Dietrich: Yes,  it’s essentially, a 30 day notice. Chip Griffin: Because I can think of maybe one scenario over the course of my career work, a PIP actually worked to turn an employee around. Gini Dietrich: Yeah. Yeah. It’s essentially a 30 day notice. It’s like we’re giving you 30 days. You’re not going to be employed here anymore, is essentially what it’s, I agree with you. I’ve never seen it work. Chip Griffin: Yeah. And so if, if you’re doing it for HR protection, fine, go for it. You should absolutely. Anytime you’re looking at terminating an employee, you should always talk with an HR advisor, employment attorney, whoever it is that you work with, just to make sure that there’s not something that you’re overlooking, that there’s some possible claim there that you need to address carefully and make sure that you dot your T or dot your I’s cross your T’s, Gini Dietrich: dot your T’s. Cross your i’s Chip Griffin: dot your T’s too. I mean, you know, whatever it takes. So you absolutely wanna make sure that you’re, you’re doing those things correctly and appropriately for the rules and regulations that apply in that particular scenario. But if you are doing it because you think it’s gonna work, a PIP will not work. Gini Dietrich: Yep. 100%. I’ve literally never seen it work. You’re exactly right. So I, and I agree. You know, we have an HR leader on our team, and she, she has us do PIPs, but it, it is too just, she’s super, super risk averse and super conservative. So it’s, you know, very much to protect the business. And I’ll say that she has gotten me in a good practice of documenting everything, which as a business owner I was not very good at before. But she has definitely gotten me. So even if you don’t have, even if you’re not gonna do a PIP, I think it’s really important to document, document, you know, conversations that you’ve had where you’ve provided critical feedback or, you know, things like that. Just document, because those are the kinds of things that’ll save you in the long run, especially from a risk perspective. Chip Griffin: Yeah, I mean, and look, I mean, ultimately you do want to give people a fair chance and, you know, I, on occasion I have run across owners who are a little bit too quick to pull the trigger on getting rid of an employee. Very rare. Gini Dietrich: I was gonna say really? Chip Griffin: Very, very rare. But, but by too quick I typically mean someone who is in their first few weeks still. Gini Dietrich: Oh yeah. Chip Griffin: Right. That, that is when, take a pause. I mean, to me, if, if you’re, if you’re going to part ways with someone that you’ve just brought on, there has to be a really good reason. Gini Dietrich: Yeah. Chip Griffin: Like, it, it can’t be just that they haven’t quite met your expectations. I mean, it has to be that there is something dramatic in their, usually in their behavior. I’ve, I’ve certainly had some where in their first 60 or 90 days, I’ve, I’ve parted company, but it was, I think in every situation it was because of their behavior and attitude, not because of performance. Right? Because performance, honestly, unless someone has completely misrepresented themselves and you’ve done a very, very poor job of vetting them in advance, most of the time, you shouldn’t be seeing that dramatic a difference in those first couple of months that you are truly surprised by it. And there still should be room to improve with them. So. But behaviorally, yes. Fine. Then that’s a, that’s a good termination cause for the early stages of employment. But otherwise, most of the time I see owners wait too long to terminate. Gini Dietrich: Always, always. Chip Griffin: And, and usually by the time that you’re even thinking about it, you probably passed the point where you should have done it already. Gini Dietrich: Yes. I have been guilty of that myself. I have to tell this story because it goes, it fits along with the firing somebody within the first 60 to 90 days, I have a really, really, really close friend who hired somebody, you know, they’re, they’re remote, um, hired them without, you know, meeting in person. They did Zoom calls, but the person would never turn on their camera, and the person starts and goes through onboarding and everything. And the first like three weeks, they’re like this person doesn’t seem to be able to do this job that we’ve hired them to do, and they keep digging and digging. What they learned is that the person that they interviewed was this person’s friend who had the experience, and this guy wanted the job. So he had his friend interview for the job. They offered the job thinking that they were, oh yeah. So this person started, and I mean, I think that’s called catfishing. But that’s what happened to them. So Chip Griffin: That’s called fraud, is what it’s called. Gini Dietrich: It’s called fraud. Uh, yeah. So they like it. They did fire that person in the first three weeks. But to your point, there are situations like that that you would do it. But you’re right. Like most of the time people are in their honeymoon stage for the first six months at least. Chip Griffin: I mean, they’re in their honeymoon stage and/or, you know, if I’ve got issues with performance in the early stage, I need to ask myself, am I, am I giving them the support they need, the training they need, the guidance they need, Gini Dietrich: right? Yes. Chip Griffin: Because, to miss that badly in a hiring process is somewhat unlikely. It’s not impossible, but you know, more often than not, it takes a while before you really get to that point and you’re like, no, this really is not a good fit, but you, you shouldn’t wait too long. And you shouldn’t drag it out. If you can find a replacement beforehand, whether that’s a contractor who can help fill the gap or something like that, I absolutely encourage that because you don’t want the rest of the team to feel burdened by the termination. But if they’re a bad apple, like the one that we described in this scenario where they are, you know, actively harming things and not simply not living up to their potential, you’re better off, even if everybody else has to pick up extra workload for the short term to part company and move on. Gini Dietrich: Yes. Yes. Because I think everybody, like people are, are understanding for the most part. Right. And if they’re already feeling this, then relieving them of that stress is more important than them taking on some extra work. And they’re probably already taking the work on, so it’s not gonna be that much different for them, except that they don’t have this extra stress of this negative person around all the time. Chip Griffin: Yeah. And in some ways, I mean these, these are, these are easier situations to deal with with the team because if someone does have this kind of a pervasive bad attitude, it will not come at all as a surprise to their coworkers when they’re terminated. Yeah. There are times where if it’s simply for underperformance, if someone isn’t closely enough working with that individual to notice the underperformance, that they might be surprised by it, and that can be more alarming to the team. So, you know, those are scenarios where you have to be more direct with your messaging. In this case, it sounds like everybody would completely understand exactly why this individual was let go. Yeah. And so it solves some of that issue. Yes, yes. Now, the important thing, anytime you terminate somebody, particularly if there’s going to be a workload issue, you have to immediately be able to show your team proactive steps that you’re working to address it. Because they, they may be willing to step up in the short term to help fill the void. Gini Dietrich: Yep. Chip Griffin: But they’re not gonna do that forever. And if it looks like you are dragging your feet and just trying to, you know, maybe pad your profit margins by waiting, or even if that’s not your intent, if that’s the appearance that can be problematic. Yep. So usually what I want to do, if I don’t have any kind of a replacement lined up, or a contractor who can help, I want to be clear, here are the steps we’re taking. Here’s how we’re gonna try to fill this as soon as reasonably possible. Being clear that I’m not just gonna hire someone for the sake of hiring somebody, but I’m actively moving forward because I don’t want you to be shouldering more of the burden for longer than you have to. Gini Dietrich: And, and you brought up a good point, which I think is having contractors pinch hit. Because every single agency owner should have a bench of contractors that they can, that they have relationships with, that they’ve worked with before, that they can bring in and off, on and off the bench when necessary. And this is a good reason to bring a contractor off the bench to be able to help you in, in the interim. If it’s 90 days, if it’s six months, however long it takes, because that will show your team exactly to your point that you’ve done something to help mitigate the workload and their risk, while also giving you all time to interview and hire the right person. Chip Griffin: And you also need to be looking at the workload that you’re providing to your team. Are there things you can do to relieve the burden of what you’re asking them to do for a period of time? Maybe that means that there are internal projects that you’ve been working on that you want to hit pause on for a few weeks. Gini Dietrich: Sure. Chip Griffin: So that, so that you’re not contributing to that overwhelm that they potentially feel. So, you know, be mindful of those things and, and think about how can you make it as good as possible for them given the difficult circumstances they may be facing if they’re having to pick up this extra work in the short term. Gini Dietrich: And like I said, always, always, always think about it from the perspective of, am I doing myself, as the leader a, a big injustice because I’m not making this decision? And I think that makes it a little bit easier. Chip Griffin: Yep. I mean, bottom line is if, if you have decided that it’s time to, to move on from a particular employee, figure out how to do it as quickly as possible, there is no good reason to drag it out. Gini Dietrich: 100%. Yes. And every time you do it, you, you take, it’s just like this big weight and you’re like, oh, why didn’t I do this sooner? Yep. Every time. Every time. Chip Griffin: Yep. So with that, I guess we’ll ask why didn’t we end this episode even sooner? Gini Dietrich: Oh boy. Chip Griffin: No. Oh well, so that will draw to an end this episode of the Agency Leadership Podcast. I’m Chip Griffin. Gini Dietrich: I’m Gini Dietrich. Chip Griffin: And it depends.

Facing a performance improvement plan (PIP) can feel daunting, but it doesn't have to mean the end of the line in your job. Discover how to use a PIP to grow and get back on track as Nicole Belyna, director of talent at SHRM and co-host of SHRM's Honest HR podcast, shares actionable strategies for employees and managers to navigate PIPs, rebuild trust, and drive professional success. Belyna tackles everything from coaching different worker personas to answering audience questions to playing “red flag, beige flag” — but for PIP advice! Resources from this Week's Episode - Toolkit: Retool Reviews and Empower Teams with Thoughtful Performance Management - https://www.shrm.org/topics-tools/tools/toolkits/managing-employee-performance  Subscribe to the All Things Work newsletter to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/fg444d    ---  Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r 

A) Three ThingsConsumer Sentiment DivesMany Starbucks Customers Couldn't Bear ItBigs for Next WeekB) Filling the SNAP GapC) Winner and Loser this weekTrade while you sleep and across time zones with Arbitrage Trade AssistVisit arbitragetrade.com We are not financial advisors. We offer an AI Algorithm Service powered by PIPS at ArbitrageTrade.com#stocks, #finance, #Forex, #TrendingSupport this show http://supporter.acast.com/arbitrage. Hosted on Acast. See acast.com/privacy for more information.

A) Three ThingsYouTube loses Rights to ESPN and other Disney ChannelsIn Home Elder Costs SkyrocketingBigs for Next WeekB) The History of Dia De Los MuertosC) Winner and Loser this weekTrade while you sleep and across time zones with Arbitrage Trade AssistVisit arbitragetrade.com We are not financial advisors. We offer an AI Algorithm Service powered by PIPS at ArbitrageTrade.com#stocks, #finance, #Forex, #TrendingSupport this show http://supporter.acast.com/arbitrage. Hosted on Acast. See acast.com/privacy for more information.

On this episode of the Founder Shares podcast, host Trevor Schmidt is joined by Chelsey Warren, Founder and Principal of Spark People Advisory, and employment lawyer Ashley Pittman (Hutchison PLLC), who tackle the critical "people" aspect of any growing company. Chelsey shares her strategic approach to hiring, retention, and knowing when to bring in HR expertise, while Ashley provides the essential legal perspective on compliance, noting how rules change as a company crosses employee count thresholds. The discussion covers practical, tough topics for founders, including best practices for consistent interviewing to avoid costly mishires, why candid feedback is more effective than formal performance improvement plans (PIPs), and the legal best practices for termination, emphasizing the value of severance and non-disparagement agreements to mitigate risk.

The hospitality construction pipeline is full of mixed signals. For #NoVacancyNews, I spoke with Bruce Ford of Lodging Econometrics to cut through the noise for clarity on hotel development drivers. We discussed the rise of conversion brands, slowdown in new construction starts, and why markets like Dallas and Phoenix are still growth giants. Bruce also shares why franchise companies are clamping down on PIPs — and what that means for owners. #hoteldevelopment #hospitalitystrategy

What if the fear and self-doubt you feel in a toxic job are intentionally manufactured by the company—and you hold more power than you think?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Dan Goodman, founder of the Dan Goodman Employment Advisory. As a corporate veteran who witnessed unfair tactics from the inside, Dan now acts as the strategic counter to HR, having helped employees negotiate over $11.4 million in severance increases in the last 27 months.Join them as they pull back the curtain on predatory PIPS, severance negotiation, and why "your employer is not your family" is the most important lesson for every high-achieving woman.Inside the Episode:The Great Severance Lie: Dan shares his origin story—a pivot from commission verification to helping employees fight back—and the staggering financial impact his advisory has had.Why the PIP is Despicable: A raw, experienced-based take on why predatory PIPS (Performance Improvement Plans) shouldn't exist, and how they are intentionally designed to blindside high-performers and make them quit.The "Gerbil Wheel" of Stress: Understanding the intentional plan to undermine your mental health, confidence, and trust, and how to stop spiraling down the "rat hole" of personalized self-doubt.HR Is Not Your Family: Why the Human Resources department is primarily there to protect the company's interests, and how to use HR only when you are ready to strategically plan your exit.Your Documentation Playbook: The three crucial buckets of information you need to gather (starting on Day One) to build your case and protect yourself before you are locked out of your systems.Severance Negotiation: Before You Arrive: Why executives should negotiate their severance and restrictive clauses before taking the job, and why a C-Suite member should expect a full year of compensation upon termination.Flipping the Script: The most powerful technique for women facing termination: moving from defending yourself against the employer's false narrative to articulating your truthful narrative, backed by their actions.If you are a high-achieving woman facing unfair treatment, a PIP, or simply want to know how to protect your career and your worth in the corporate world, this conversation is an essential guide to fighting back.

In this episode, Steve and David sit down with Tiffany Donato, Chief Investment Officer at Marcus Hotels & Resorts, for a candid deep dive into hotel investments, portfolio strategy, and the art of turning underused spaces into revenue and memorable experiences.Tiffany shares lessons from Hyatt and beyond, why Marcus pairs long-term thinking with entrepreneurial experiments (think igloos, mocktails, and ski hills), and how co-investing, recapitalizations, and smart PIPs shape their expansion outside the Midwest. Plus: texting over email, AI for call handling, and why serving locals is a growth strategy.You'll learn:The Marcus blueprint for expansion beyond the MidwestHow to underwrite labour, rate, and demand honestly (and still win)Practical activations that drive revenueWhy co-investing and long-term thinking beat quarter-to-quarter pressureSimple tech moves that delight guests and reduce frictionWatch the FULL EPISODE on YouTube: https://youtu.be/zYPYxG0AZJALinks:Tiffany on LinkedIn: https://www.linkedin.com/in/tiffany-leadbetter-donato-46b1027/ Marcus Hotels Management | Hotels, Resorts & Restaurants: https://www.marcushotels.com/For full show notes head to: https://themodernhotelier.com/episode/224Follow on LinkedIn: https://www.linkedin.com/company/the-...Join the conversation on today's episode on The Modern Hotelier LinkedIn pageConnect with Steve and David:Steve: https://www.linkedin.com/in/%F0%9F%8E...David: https://www.linkedin.com/in/david-mil.

In this exclusive episode of The Mike Litton Experience, we sit down with the award-winning author, Emmy-nominated journalist, and cultural historian Dr. Dhyana Ziegler for an unforgettable conversation about one of music's most legendary groups: Gladys Knight & The Pips.

Liz and Sarah talk about how a recent survey from the WGA prompted them to try using AI to make images for their latest pitch deck. In Take A Hike, they recommend “living vicariously.” They are absolutely living vicariously through Taylor Swift and Travis Kelce’s engagement, and they are loving it! Next, Sarah and Liz give a Hit to the new NYT game, Pips, and a Bomb to the same game for being hard to figure out the first time. The solution? Sarah teaches Liz how to play live on the podcast! Liz wishes she’d had this week’s Hollywood Hack earlier in the summer: a self-tanning mitt. Finally, Liz recommends the fascinating new podcast Unicorn Girl. Sign up for Liz & Sarah’s free weekly Substack newsletter at https://happierinhollywoodpod.substack.com. It will come right to your inbox! Get in touch on Instagram: @Sfain & @LizCraft Get in touch on Threads: @Sfain & @LizCraft Visit our website: https://happierinhollywood.com Join our Facebook group: https://www.facebook.com/HappierinHollywood/ Happier in Hollywood is part of ‘The Onward Project,’ a family of podcasts brought together by Gretchen Rubin—all about how to make your life better. Check out the other Onward Project podcasts—Happier with Gretchen Rubin, andSide Hustle School . If you liked this episode, please subscribe, leave a review, and tell your friends! Note: Go to the Happier In Hollywood Facebook Group for Liz and Sarah’s extensive Teens/Tweens Gift Guide. Thanks to listeners for such great ideas! Link below. https://www.facebook.com/groups/903150719832696/permalink/3081705578643855/ LINKS: Mr. Seifert and Miss Barker get engaged: https://www.youtube.com/watch?v=WfIYDqSvnb0 Self-Tanning Mitt: https://amzn.to/4lTVDmW Sally Hansen Body Makeup: https://amzn.to/47onrfN Unicorn Girl podcast: https://podcasts.apple.com/us/podcast/unicorn-girl/id1813180252?i=1000721964497See omnystudio.com/listener for privacy information.