Podcasts about reputational

Device security is more critical—and overlooked—than ever. In this episode, Marc Aflalo is joined by Kensington Sales Engineer Matt Sumner to unpack the alarming results of a new global study on physical device theft and discuss simple solutions that could save organizations millions. As hybrid work continues to rise, so do the risks of physical device theft. Matt Sumner breaks down Kensington's latest security study, which found that up to 94% of fully remote organizations have experienced device theft. From stolen laptops in coffee shops to sensitive data left exposed on planes, physical security is often ignored until it's too late. Marc and Matt explore the real-world costs of device loss—including reputational damage, legal fines, and operational downtime—and offer practical solutions like cable locks and privacy screens. They also talk about evolving device form factors, how lock tech has adapted over time, and why even a $30 lock can prevent a $5 million breach. Plus, some rapid-fire questions reveal the craziest places people have left devices and the top excuses for skipping basic security. [Chapters] 0:00 – Intro & banter 0:25 – Why Kensington conducted the device security study 1:02 – Rise in physical theft in hybrid work models 2:15 – Stats: 76% overall, 94% in remote orgs 3:00 – Why physical security is an afterthought 4:00 – The risk of visual hacking in public spaces 6:09 – Real-world impact: breach costs, GDPR fines, downtime 7:30 – Reputational damage and legal fallout 8:49 – Why people ignore physical locks despite awareness 10:03 – Execs vs. mid-level awareness of risks 10:42 – What a good lock costs 11:11 – First steps to improve physical security 11:45 – How Kensington lock tech has evolved 13:00 – Why biometric locks aren't mainstream (yet) 13:46 – Using locks in coffee shops and public spaces 14:17 – Rapid-fire: most ridiculous places devices were lost 15:44 – Travel tips for protecting devices 16:14 – Should locks be mandatory? (Spoiler: yes) 16:49 – Wrap-up & where to learn more

This episode is presented by Create A Video – Charlotte-Mecklenburg Police Chief Johnny Jennings announced that he is considering suing the City of Charlotte for half a million dollars over "reputational damage" he suffered during a public dispute over the purchase of bulletproof vests. Subscribe to the podcast at: https://ThePetePod.com/ All the links to Pete's Prep are free: https://patreon.com/petekalinershow Media Bias Check: If you choose to subscribe, get 15% off here! Advertising and Booking inquiries: Pete@ThePeteKalinerShow.comGet exclusive content here!: https://thepetekalinershow.com/See omnystudio.com/listener for privacy information.

May 2, 2025Today's Reading: Catechism: The Lord's Prayer - The First PetitionDaily Lectionary: Exodus 31:1-18; Luke 6:1-19“God's name is kept holy when the Word of God is taught in its truth and purity, and we, as the children of God, also lead holy lives according to it.”(Small Catechism: The Lord's Prayer - The First Petition, Explanation)In the Name + of Jesus. Amen. Have you ever been blamed for something you didn't do or had someone lie about you behind your back? It can be a devasting experience with enormous relational consequences that are difficult to undo. It is difficult to trust someone again after they have spoken so poorly of you, and sometimes, it can be difficult to get other people to trust you when they heard you were an [insert rumor here]. How we speak about one another is such a big deal that God has dedicated an entire commandment to it (the eighth). Reputational damage matters because it obstructs people's clear view of who you are and gives them a license to devalue you as a forgiven child of God. How much more does it matter when God's name or reputation is damaged? How could God's reputation possibly be damaged? Well, when His Word is taught incorrectly, people have an incorrect view of who He is. Perhaps His Word is taught in such a way that they imagine Him to be spiteful and arrogant, unconcerned with the needs of people. Imagine if His word is taught incorrectly, so they imagine him to be unconcerned with sin and evil. What if they just have absolutely no interest in knowing who God is because His people have behaved in a horrendous way, treating other beloved children of God like trash or vermin, turning them away from His love for them? In order to honor (hallow) God's name, we must concern ourselves with the words He says, how He intends them to be understood, and also how we internalize those words and live them in our lives. I know that probably makes me a bad Lutheran to say that, but we are actually quoting the catechism here, so I'm going to roll with it. Luther tells us plainly that we disgrace God's name when we do not lead holy lives according to His Word. Does this mean that we need to be perfect? Yes and no. According to the law, yes, we need to live perfectly, but don't stop there. God's law isn't the entirety of His Word to us. We can also confess our faith in His gospel when we are eager to confess our sins and failures, to seek forgiveness, and are quick to grant forgiveness to others. The holiest thing we can do is point to our Savior, who saves us from our sins out of His endless mercy, who saves our neighbors from their sins, and proclaim Him clearly by speaking that gospel and behaving as if each of us are sinners grasping for the endless mercies of our gracious God. In the Name + of Jesus. Amen.O Father, grant that by Your grace They may Your will each day embrace; With fruits of faith their lives now bless, Till they at death Your name confess (LSB 599:5)- Deac. Eleanor Corrow, Higher Things Board Member and coordinator in LCMS Missionary ServicesAudio Reflections Speaker: Pastor Jonathan Lackey is the pastor at Grace Lutheran Church, Vine Grove, KY.Andrew R. Jones identifies ten lies Satan uses in attempts to dismantle God's people and His kingdom. Find encouragement in God's Word of Truth and remember the final victory we have in our Savior, Jesus Christ.

In the next episode of our regulatory podcast ReguLaw, Partner and Regulatory specialist, Andrew Pavlovic, and Associate, Liz Pearson are joined by Michael Evans of Byfield. Byfield are market leaders in providing reputation counsel to law firms and individuals facing regulatory investigations and proceedings and Michael has significant experience in this area. Andrew, Liz and Michael discuss how firms and individuals can attempt to manage the consequences of an SRA investigation and potential SDT prosecution at various stages of the process, including: - The investigative stage – the potential for publication at this early stage and the preparatory steps that firms and individuals can take; - The referral stage – how to manage concerns about the impact of publicity on mental/physical health and how individuals/firms can handle the unpredictability of the timing of publication on the SRA's website; - The hearing - the SDT's new Automatic Disclosure Policy, and the impact this is likely to have on the press coverage of proceedings going forwards. We hope you enjoyed this episode of ReguLaw. If you have any questions or would like to feature as a special guest in a future episode, please get in touch with Partner Andrew Pavlovic.

LYNDEE FLETCHER Lyndee Fletcher is CEO of VCheck GLobal and she is one of the foremost experts in the public record and reputational due diligence industry. Since joining VCheck Global in 2016 as the company's sixth hire, she has been an integral part of Vcheck's operations and technology evolution enabling Vcheck to grow 2500%.  Lyndee is by far the youngest CEO in the industry (at 30 years old) and served as President of the company in her late 20's. She also happens to one of the only female CEOs of an institutionally backed financial and business services company.  She is passionate about transforming the speed, quality, and process by which companies mitigate risk by embracing a human-led, tech-enabled approach to diligence and investigations - from IPOs to massive real estate developments to blockbuster leveraged buy-outs to sexy venture capital investments to bank loans, structured credit, limited partner interests, law firm financial diligence and everything in between. The company serves some of the most respected, largest and sophisticated capital allocators, investment firms and financial institutions in the world   Lyndee spearheads a team focused on a human-led, technology-enabled approach to risk mitigation in the industry with strategic use of automation and AI to make diligence faster, more efficient, and higher quality - ultimately a human endeavor enabled by innovative tools. Homeschooled by her mom in a small town in Florida and starting college at 16, she embodies a new kind of leadership in this interesting and important, yet obscure, corner of the economy. Her smarts coupled with her grit and competitive drive are outsized and put her at the top of the game. Disclaimers: (1) I serve as an independent board member of the company. (2) The introduction was generated by Google's Notebook LM. GENERAL INFO| TOP OF THE GAME: Official website: https://topofthegame-thepod.com/ RSS Feed: https://feed.podbean.com/topofthegame-thepod/feed.xml Hosting service show website: https://topofthegame-thepod.podbean.com/ Javier's LinkTree: https://linktr.ee/javiersaade  SUPPORT & CONNECT: LinkedIn: https://www.linkedin.com/showcase/96934564 Facebook: https://www.facebook.com/profile.php?id=61551086203755 Twitter: https://twitter.com/TOPOFGAMEpod Subscribe on Podbean: https://www.podbean.com/site/podcatcher/index/blog/vLKLE1SKjf6G Email us: info@topofthegame-thepod.com   THANK YOU FOR LISTENING – AVAILABLE ON ALL MAJOR PLATFORMS

This week, John and Elliot discuss the OCC's announcement that national banks will no longer be examined for reputational risk, an FTC report on the growth of payment fraud, a report from the University of Trier in Germany showing that money laundering directly causes an increase in housing prices, the decision to stop funding a national database tracking domestic terrorism, hate crimes and school shootings, and other items impacting the financial crime prevention community.

Causing someone shame is a form of damage for which compensation can be demanded. This is בושת. However, פגם is different. פגם diminishes the value of the individual in the eyes of others.Source Sheet

The advertising industry accounts for 3% to 4% of global emissions, twice that of the aviation industry, found research from the IAB. Is it truly making an effort to reduce its impact on the environment?In this episode, Campaign speaks to Stephen Woodford, chief executive of the Advertising Association, on its Ad Net Zero program, the power adland holds in making positive change and whether tech platforms really doing enough.Before we speak to Stephen, Campaign's journalists gather to discuss media's varying impact, what happens to agencies with fossil fuel clients, and AI's impact on the environment. Hosted by tech editor Lucy Shelley, this episode features creativity and culture editor Alessandra Scotto di Santolo, media editor Beau Jackson and deputy media editor Shauna Lewis.Coming up in the Campaign calendar: Campaign Agency of the Year Global Awards deadlineFurther reading:Vodafone cuts media carbon footprint by a third‘Reputational damage comes from hypocrisy': why some agencies are pulling back from fossil fuel clients – and others are notHalf of adland believes advertising has negative environmental impactNo lights, cameras or action: how adland is adapting to production interruption Hosted on Acast. See acast.com/privacy for more information.

As crypto firms and their new government allies rail against U.S. regulators for chasing them out of banking, Powell says such tales are a worry he'll address.~This Episode is Sponsored By Coinbase~ Get up to $200 for getting started on Coinbase➜ https://bit.ly/CBARRON00:00 Intro00:15 Sponsor: Coinbase00:47 Elizabeth Warren grills Powell01:52 Warren's failed interest hike attempt02:18 Powell victory lap03:45 Reputational risk04:14 Powellworried about debanking reports05:13 Lummis & Powell fix crypto debanking07:21 Powell supports Stablecoins08:48 Powell kills CBDC's09:45 Tomorrow10:30 Outro#Crypto #Bitcoin #Ethereum~Jerome Powell Commits To Crypto Banking!

In this episode (151) of the PreparedEx Podcast, we sit down with Christopher Beard, a leading expert from The Crisis Shop, to discuss the crucial role of reputational risk analysis in today's business environment. With reputational risks being as impactful—if not more so—than operational or financial risks, organizations can no longer afford to overlook this […]

Galatians 3:6-9 Thanks to everyone who supports TMBH at patreon.com/thetmbhpodcast You're the reason we can all do this together! Discuss the episode here Music by Jeff Foote

Reflection on an Almost Two-Year Journey of Generative AI in Industry – Maria Sukhareva ​About the speaker: ​Maria Sukhareva is a principal key expert in Artificial Intelligence in Siemens with over 15 years of experience at the forefront of generative AI technologies. Known for her keen eye for technological innovation, Maria excels at transforming cutting-edge AI research into practical, value-driven tools that address real-world needs. Her approach is both hands-on and results-focused, with a commitment to creating scalable, long-term solutions that improve communication, streamline complex processes, and empower smarter decision-making. Maria's work reflects a balanced vision, where the power of innovation is met with ethical responsibility, ensuring that her AI projects deliver impactful and production-ready outcomes. We talked about: 00:00 DataTalks.Club intro 02:13 Career journey: From linguistics to AI 08:02 The Evolution of AI Expertise and its Future 13:10 AI vulnerabilities: Bypassing bot restrictions 17:00 Non-LLM classifiers as a more robust solution 22:56 Risks of chatbot deployment: Reputational and financial 27:13 The role of AI as a tool, not a replacement for human workers 31:41 The role of human translators in the age of AI 34:49 Evolution of English and its Germanic roots 38:44 Beowulf and Old English 39:43 Impact of the Norman occupation on English grammar 42:34 Identifying mushrooms with AI apps and safety precautions 45:08 Decoding ancient languages ​​like Sumerian 49:43 The evolution of machine translation and multilingual models 53:01 Challenges with low-resource languages ​​and inconsistent orthography 57:28 Transition from academia to industry in AI Join our Slack: https://datatalks.club/slack.html Our events: https://datatalks.club/events.html

keywords Offploy, ex-offenders, employment opportunities, peer mentoring, social entrepreneurship, stigma, rehabilitation, community support, inclusivity summary In this conversation, Jacob Hill, founder of Offploy, shares his journey from being a prisoner to creating a peer mentoring organization that supports socially excluded individuals, particularly those with criminal convictions. He discusses the challenges faced by ex-offenders in securing employment, the stigma surrounding their past, and the importance of community support. Jacob emphasizes the need for employers to be more inclusive and understanding, and he reflects on his own experiences with prejudice and the emotional toll of advocacy work. The conversation highlights the societal impact of providing employment opportunities to those who have been incarcerated and the transformative power of second chances. takeaways Offploy supports socially excluded individuals to achieve their goals. Jacob's journey from prison changed his perception of ex-offenders. The fear of prison can be more daunting than the experience itself. Starting Offploy was a way to repay his debt to society. Reputational risk is a major barrier for employers hiring ex-offenders. Employment opportunities can significantly reduce reoffending rates. Employers should focus on the individual rather than their past convictions. Community support is crucial for the reintegration of ex-offenders. Inclusivity in hiring practices benefits both employers and society Self-care and resilience are essential in advocacy work. https://www.offploy.org/

keywords Offploy, ex-offenders, employment opportunities, peer mentoring, social entrepreneurship, stigma, rehabilitation, community support, inclusivity summary In this conversation, Jacob Hill, founder of Offploy, shares his journey from being a prisoner to creating a peer mentoring organization that supports socially excluded individuals, particularly those with criminal convictions. He discusses the challenges faced by ex-offenders in securing employment, the stigma surrounding their past, and the importance of community support. Jacob emphasizes the need for employers to be more inclusive and understanding, and he reflects on his own experiences with prejudice and the emotional toll of advocacy work. The conversation highlights the societal impact of providing employment opportunities to those who have been incarcerated and the transformative power of second chances. takeaways Offploy supports socially excluded individuals to achieve their goals. Jacob's journey from prison changed his perception of ex-offenders. The fear of prison can be more daunting than the experience itself. Starting Offploy was a way to repay his debt to society. Reputational risk is a major barrier for employers hiring ex-offenders. Employment opportunities can significantly reduce reoffending rates. Employers should focus on the individual rather than their past convictions. Community support is crucial for the reintegration of ex-offenders. Inclusivity in hiring practices benefits both employers and society Self-care and resilience are essential in advocacy work. https://www.offploy.org/

On today's episode, we hear some reactions to the autumn budget and discuss new research into the best way to mitigate reputational damage in the wake of a cyberattack.Given the seismic political developments of the past few days in the US, the autumn budget is starting to feel like a long time ago. But business leaders had a lot to say about the measures announced by new Chancellor of the Exchequer Rachel Reeves when we canvassed opinion last week. We bring you some CEO reactions and discuss why the hike in employers' National Insurance contributions could impact wages.Cyberattacks are on the rise and threaten even the best-prepared organisations. Reputational damage can be one of the most significant (if also one of the hardest to quantify) ramifications of a cyberattack. Antonia Garrett Peel discusses new research into why organisations might benefit from adopting a ‘victimhood communication strategy' in the wake of an attack.Links:https://www.managementtoday.co.uk/business-leaders-weigh-autumn-budget/down-to-business/article/1894195https://www.managementtoday.co.uk/research-claiming-victimhood-wake-cyberattack-minimise-reputational-damage/indepth/article/1894858Credits:Presenters: Éilis Cronin and Antonia Garrett PeelProducer: Inga MarsdenArtwork: David Robinson Hosted on Acast. See acast.com/privacy for more information.

In this episode, host Lisa Bilyeu is joined by ex-CIA spy Andrew Bustamante and renowned defense attorney Karen Conti for a riveting discussion on the complex interplay between power, money, and justice in high-profile cases. Focusing on Sean "Diddy" Combs, the panel unravels allegations of abuse, manipulation, and the concealed video evidence that has sparked intense debate. Our guests delve into the mechanisms of reputational protection, the ethics and legality of selective video management by hotels, and the broader implications of federal investigations that could ripple through the entertainment and financial sectors. They also touch on the societal idolization of celebrities and the reluctance to believe victims of abuse, especially in racially charged contexts. The conversation does not shy away from the darker aspects of celebrity culture, including the psychological and legal struggles victims face, and the role of powerful networks in perpetuating harmful behavior. Andrew and Karen provide insights into the strategic use of influence and blackmail, comparing Diddy's case to other notorious figures like Jeffrey Epstein and R. Kelly. SHOWNOTES -Prosecutor challenges: doubt, juror skepticism, evidence. -Normalization leads to acceptance of inappropriate behavior. -Narcissism fueled by adoration led to crime. -Hollywood power and blackmail delayed revelations. -The entertainment industry is extremely abusive. -Reputational protection industry safeguards high-profile individuals. -We define our own privacy, not others. -Diddy appears dazed; Cassie tries escaping situation. -Apology video seemed scripted and well-produced. -Professionals empathize with aggressors, differing amateurs. -Was his organization structured like a business? CHECK OUT OUR SPONSORS Shopify: Sign up for your one-dollar-per-month trial period at https://shopify.com/lisa Masterclass: Right now, our listeners get an additional 15% off any annual membership at https://masterclass.com/lisa. FOLLOW LISA: Instagram: https://www.instagram.com/lisabilyeu/ Twitter: https://twitter.com/lisabilyeu YouTube: https://www.youtube.com/womenofimpact Tik Tok: https://www.tiktok.com/@lisa_bilyeu?lang=en LISTEN AD FREE + BONUS EPISODES on APPLE PODCASTS: apple.co/womenofimpact Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode Lindsey Rogerson and Rachel Wolcott, senior editors in London discuss the growing risk – both reputational and regulatory for financial firms invested or lending to methane-intensive corporates. Methane has 28 times the warming effect of CO2. The two main sources of man-made methane are agriculture and fossil fuels, and increasingly lawmakers are pushing responsibility for reigning in emissions onto the financial services firms. Lindsey and Rachel discuss the various regulations that are in place or in train to ensure banks and investment firms are collecting data on the methane intensity of their loan books and portfolios. These include the Sustainable Financial Disclosure Regulation (SFDR), the Corporate Sustainability Reporting Directive (CSRD), the EU Methane Regulation and the EU Deforestation Regulation. They go on to discuss the growing public interest in who is funding agribusiness and the fossil fuel industry. And how the satellites coming online to monitor methane leaks will increase the scrutiny on banks. And Rachel can't resist a cow joke or two. Links: Planet Tracker Hot Money report: https://planet-tracker.org/wp-content/uploads/2023/01/Hot-Money.pdfBanking on Climate Chaos report from Rainforest Alliance: https://www.bankingonclimatechaos.org/wp-content/uploads/2024/05/BOCC_2024_vF1.pdfEnvironmental Defense Fund Missing Methane: A European Perspective Report: https://business.edf.org/insights/missing-methane-a-european-perspective/Article on satellite monitoring: https://www.thomsonreuters.com/en-us/posts/esg/deforestation-carbon-reduction-technology/The GreenShed project: https://www.sruc.ac.uk/connect/about-sruc/major-projects/greenshed/Article on academic research on bark absorbing methane: https://theconversation.com/weve-discovered-the-worlds-trees-absorb-methane-so-forests-are-even-more-important-in-the-climate-fight-than-we-thought-235233Article on feeding seaweed to cows: https://caes.ucdavis.edu/news/feeding-cattle-seaweed-reduces-their-greenhouse-gas-emissions-82-percent#:~:text=New%20Long-Term%20Study%20Could,the%20University%20of%20California%2C%20Davis.EU deforestation regulation (supply chain); https://environment.ec.europa.eu/topics/forests/deforestation/regulation-deforestation-free-products_enUK deforestation rules (supply chain): https://www.legislation.gov.uk/ukpga/2021/30/schedule/17 Compliance Clarified is a podcast from Thomson Reuters Regulatory Intelligence.Listen to wide-ranging, insightful discussions on all things compliance for financial services firms. We delve into the hot topics of the day, the challenges faced and offer up practical ideas for emerging good practice. We de-mystify regulation and explore the art, as well as the science, of the ever-expanding role of the compliance officer.  Enforcements, digital transformation, regulatory change, governance, culture, conduct risk – anything and everything impacting the compliance function is up for discussion.

Sid Sthalekar is the founder of Neighbourhoods. https://neighbourhoods.network/

Participate in our Listener Feedback Survey. 5 minutes for $50.Narratives matter. In a world where information spreads faster than ever, understanding and managing the stories that shape public perception is crucial. Constellation is an advanced narrative intelligence platform by Blackbird.AI designed to identify and mitigate reputational risks before they spiral out of control.For marketing and public relations professionals, the stakes have never been higher. With a single post capable of damaging a brand's reputation, knowing how to detect and respond to harmful narratives is essential. Listen For:3:23 The Importance of Narrative Intelligence in Managing Public Perception4:41 AI Powered Risk Assessment for Organizations10:30 Real World Applications and Case Studies13:31 Mitigating Narrative-Driven Risks in Financial and Political Sectors Guest: Dan LowdenWebsite| LinkedIn  ArticlesIndian Disinformation Aims to Sow Division in Bangladesh Following Ousting of Prime Minister Go Inside the UK Riot's Harmful Narratives and Disinformation CampaignsApply to be a guest on the podcastConnect with usLinkedIn | X | Instagram | You Tube | Facebook | ThreadsRequest a transcript of this episodeSupport the Show.

Lyndee Fletcher, President of Vcheck Global, and Kimberley Cole discussed the need for a human-led technology-enabled approach to mitigate risks in reputational due diligence. They emphasize the importance of balancing open source and human intelligence, continuous monitoring, identity verification, and reusable credentials. Lyndee also discusses leadership strategies and team building, highlighting the importance of setting a clear vision, enabling team members to capitalize on their strengths, and taking calculated risks. SHOW NOTES02:12 Career Journey04:28 Leadership & Team Building 12:16 Reputational Due Diligence & Common Misconceptions 15:52 AI & Technology in the Industry 26:49 Rants & Revelations Transcript and more great Risk Management content: https://www.riskywomen.org/2024/08/podcast-s7e5-reputational-due-diligence-with-lyndee-fletcher/

Want to learn secrets about improving your business image, enhancing your communication in the boardroom or just want ways to engage and motivate team members? This episode Allison Kluger, whose pedigree goes from Good Morning America to teaching classes along side American idols like A-Rod and Tyra Banks, gives so many tips from her life time of helping people communicate to sell and enthrall. You will have frame works to get team mates on board and give you the confidence to drive in the direction in your life you know you want to.  Don't miss this awesome episode. More about Allison here https://www.allisonkluger.com/ 

Former US national security advisor Zbigniew Brzezinski's warning in 2002 that Israel was losing its global standing as Israeli-Palestinian violence escalated during the second Intifada or uprising against Israeli occupation seemed overstated at the time. However, looking back, Mr. Brzezinski's warning rings prophetic.

Ciara was joined by Niall Conroy, Acting Chief Economist at the Irish Fiscal Advisory Council, to discuss the National Competitiveness and Productivity Council's warning about the reputational risks for Ireland due to persistent deficits in energy and water.

[00:00:00] Vonna Laue: One of the indicators for nonprofits that anyone who hears me speak knows that I'm always going to harp on a little bit, and that is available cash. Not just cash, because you can look at the balance sheet and see, wow, we've got $700,000 in cash. If that's what the board looks at and starts making decisions based on, you could find yourself in trouble because the available cash that I'm talking about takes that cash number, but then it subtracts two things out of there. [00:00:33] Vonna Laue: It subtracts the things that we're going to pay this week. So maybe we've got payroll coming up this week and we've got a bunch of accounts we're going to pay. I'm going to take that out of there. And I'm also going to take out any temporarily restricted funds that have been given by donors for a specific purpose. If those amounts are held in that cash number, I'm going to back those out. If you back out those two things, that $700,000 might be $200,000. And that board and those leaders are going to make significantly different decisions based on $700,000 versus $200,000.  Right? That's a financial metric. ++++++++++++++++ [00:01:10] Tommy Thomas: You and I have a mutual friend, Alec Hill, former President of InterVarsity. And he wrote of some of the pain and suffering he experienced while being the President of Intervarsity. And he writes, if we pause and reflect long enough, pain is a great teacher. Our character can be transformed more through a day of suffering than a month of study. As I think about your book that's coming out here in a couple of weeks, I would imagine that played into the writing of the book. [00:01:39] Vonna Laue: You are absolutely correct. So, the book is Glad I Didn't Know, and then it's subtitled Lessons Learned Through Life's Challenges and Unexpected Blessings, so it absolutely does play into that. The premise of the book is that there are a lot of difficult things that we go through that if we'd known in advance, we would have done everything we could to avoid those, but if we had avoided those, we'd have missed out on what God had planned for us and the lessons that we learned as a result of it. [00:02:12] Vonna Laue: The flip side of that is also the unexpected blessings. And when I look at things like serving on the World Vision Board, if someone had told me in advance, you're going to be on the World Vision Board. I'd have thought, okay, I need this education and I need this experience and I need to network with this person, and I'd have totally messed it up. But I just faithfully follow one thing to the next. And so would totally agree with Alec there. And I'm glad I don't know a lot of the things that I'm going to go through. And each time we go through something, it makes it a little bit easier the next time to look back on the faithfulness of God and realize, okay, we're going to come out the other side of this and there will be blessings as a result of it, even though it's a challenge at the time. [00:03:01] Tommy Thomas: What lesson did you learn from writing this book? A real practical question. [00:03:07] Vonna Laue: Yeah. One of the things that just in the process that I learned initially, I had chapters for the whole book, and I was just going to write their life stories. And then in some discussions and some just careful consideration, I realized if I did that, it would be really easy for a reader to say, oh, that's nice for that person and dismiss it. And the applicability that it had to their lives. And so, within the book, there are 16 other contributors that all contributed a story of their life that they were glad they didn't know. And so, the encouragement there and just the lesson was if we're willing to be honest with ourselves and honest with those around us, we've all got those stories and in sharing them, there is a blessing to be had both by the giver and the receiver. [00:04:09] Vonna Laue: Tommy, I had a number of people that wrote chapters that when they submitted them said something like, I needed to do that. Or it was a blessing to me to go through this, and there were a few people that I had ideas of the stories that they would contribute because I knew specific things about their life. But all of them, I just asked them to do a story. And many of the ones that I thought the story they would do was not the story. They actually contributed. And so fun to see, just how God's orchestrated that. [00:04:45] Tommy Thomas: What's the most dangerous behavior trait that you've seen that can derail a leader's career? [00:04:54] Vonna Laue: I'm going to look at, especially those who have been leading for a long time. A few years ago, I was pondering a few of the leaders that had not finished well. And, you get, I think you use the word distinguished when you introduced me and I translated that to experienced or old, one of the two, some length of time and so as I think about that, it really hit home. Partially because of the people and the disappointment that I had in the situation, but partially because I realized I'm not in the first half of my career. And so, I want to make sure that I do what I can to finish well. And so back to your question. One of the things that really came out to me was the idea of having people speak truth into your life. The more experience we gain in leadership, the scarcer it becomes to have people who will candidly share the truth with us. With time, leaders tend to surround themselves with fewer people who are ready to speak honestly and openly with them. [00:05:51] Vonna Laue: And the longer we lead, the fewer people I find that leaders have around them that are willing to speak truth into them. We talk about being put on a pedestal. That can happen in a number of different ways. It doesn't mean we're famous. Doesn't mean we have all the glory that some of the people you would think of might have. It can happen to any leader, but we rise up far enough in our career or our organization that we just don't have as many close confidants around us that will challenge us. That will speak truth. And I think that when that happens is when people are more likely to not finish well. [00:06:38] Tommy Thomas: I'm sure. Ross Hoskins at One Hope, he says, surround yourself with people who know you better than yourself and will tell you the truth out of love.  This is how we grow. [00:06:49] Vonna Laue: Amen. He just perfectly summarized what I would agree with. Perfectly. [00:06:57] Tommy Thomas: So, if you were going to write another book and this book was going to be about the burdens of leadership that only the president or the CEO can bear, what would be some of your chapter headings? [00:07:10] Vonna Laue: Have to think about that one a little bit……Chapter headings? [00:07:18] Tommy Thomas: Or topics that you think have to be talked about. [00:07:22] Vonna Laue: Yep. I think the topics definitely are similar to what was just said, choosing people that are extremely accomplished to be around you. We talk about having smarter people than you. I'm a big fan of that. I would also say working in a team. We are not as good by ourselves as we are with a team around us. And so, when you're looking at that key leadership position, you're only as good as the team that is around you. I think also you've got to have that personal and spiritual aspect to it. So encouraging leaders, I often find, and as I speak on personal leadership, when I'm at my busiest, the two things that are easiest for me to give up are my workout and my devotion time. The two things I need most when I'm busiest are my workout and my devotion time [00:08:19] Vonna Laue: The two things I need most when I'm busiest are my workout and my devotion time. And so reminding leaders that you're only as good as you are healthy. That's really important and that's, in a number of different way,s that health spiritually that health physically and the health relationally, you know that you don't sacrifice those relationships that are closest to you because you don't get the time back. We often say I'll do that when this project is over. I'll do that when this season is over. And I think all of the people listening to this podcast probably realize there is no normal, right? We used to say when things get back to normal, I'll do this. And that hectic life that we live as Americans, I think is just normal. And so those are a few of the keys that I think are so crucial for leaders. [00:09:18] Tommy Thomas: I remember when I interviewed Rich Stearns and I'm not going to remember the person's name, but he was talking about his career at Parker Brothers, and he said that there was one of the people in the family that didn't know anything at all about toys, but he knew how to hire a team and that was what made the success of Parker Brothers was this man's ability to bring people onto the team that could lead. [00:09:41] Vonna Laue: I would fully agree with that. I mentioned that I usually am doing a lot of different things. So right now, I'm serving as the COO and CFO of an organization and director of internal audit for another one and doing some audit and advisory with a third and some projects, all of that. But the way that works is the teams that are established in each of those places. Within the team, the mission's organization where I serve, the director of global services role that I have, that's like the COO role, that has operations and finance and personnel and IT and security, that's a lot just in and of itself, but I have four phenomenal directors. That they need encouragement. [00:10:31] Vonna Laue: They need a champion, and they need a sounding board. And as long as I can provide those things, they will do their roles far better than I ever could. In fact, I often say when you hire, you better keep them happy and keep them around because you probably can't do their job. +++++++++++++++ [00:10:50] Tommy Thomas:  If you were creating a dashboard to get at a nonprofit organization's health, what would be some of your dials? [00:10:57] Vonna Laue: Oh, I love dashboards. You just spoke one of my love languages there. So, one of the things that I think is key to a dashboard is that I'm a CPA, so it has to have some financial indicators on it, right? [00:11:11] Tommy Thomas: Absolutely. [00:11:13] Vonna Laue: You have to have those. And the basic ones, you're going to have some things like where you are versus, actual. And you're gonna do some trend analysis in that a little bit, I say, this way in a church. Everybody knows it's December. What season of the year is the lowest attendance and the lowest giving season? Always summer, right? And how do we know that? It's because of trends. And so, trend information can be really helpful.  So, I think that a dashboard should include trends. One of the indicators for nonprofits that anyone who hears me speak knows that I'm always going to harp on a little bit, and that is available cash. [00:12:08] Vonna Laue: So not just cash, because you can look at the balance sheet and see, wow, we've got $700,000 cash. If that's what the board looks at and starts making decisions based on, you could find yourself in trouble because the available cash that I'm talking about takes that cash number, but then it subtracts two things out of there. It subtracts the things that we're going to pay this week. So maybe we've got payroll coming up this week and we've got a bunch of accounts we're going to pay. I'm going to take that out of there. And I'm also going to take out any temporarily restricted funds that have been given by donors for a specific purpose. [00:12:46] Vonna Laue: If those amounts are held in that cash number, I'm going to back those out. If you back out those two things, that $700,000 might be $200,000. And that board and those leaders are going to make significantly different decisions based on $700,000 versus $200,000. Right? That's a financial metric. But as far as dashboards as a whole, my real encouragement there is to look at what your key drivers are. So, look at the financial pieces that you need to monitor, but also look at your non-financial and make sure that they are included in that dashboard as well. Maybe it's your turnover percentage. Maybe it's your involvement in X program. How many meals are we feeding? How many beds have we provided depending on what your program is, but that dashboard report ought to tie to whatever your strategic plan is, so the strategic things that you're looking at. Those are the guideposts of that dashboard that you're going to be monitoring to make sure that your strategic plan is being fulfilled. [00:14:00] Tommy Thomas: On a little bit lighter note, but still probably following the same track. If you were a judge on a non-profit version of the Shark Tank and people were coming to you for early-stage investments, what questions would you need solid answers to before you would open your checkbook? [00:14:18] Vonna Laue: I'm always going to want to know what their budgeting process is. Again, you're asking an accountant. I want to understand that. I want to understand who they've vetted this with. What are the focus groups that you've talked to? Who are the mentors or coaches that have processed this with you? What are your strengths? And where you don't have strengths, who are the people that you have identified and already discussed with that are going to come around you to shore up those weaknesses, if you will. So those are a few of the things that I want to make sure that this is well thought out and it's not just the flavor of the week. [00:15:00] Tommy Thomas: Let's go to board service for a few minutes. So, you're now the chairman of the World Vision Board, or the chairperson, I guess I should say. Give us some highlights of what you've learned about the Chairman's role. I know you watched Joan for several years and watched her successes, and I'm sure lack of on some days. What have you learned there?  [00:15:22] Vonna Laue: I will tell you, Tommy, when they asked me if I would consider taking the chair role, the first thing I said was, did you ask this individual? And I named someone from the Board, and they said, yes. And he serves on a couple of large for-profit boards and doesn't have the time and capacity. And I said, okay, as long as you've shown the discernment that you asked him first, we're good. But then I actually went to that individual and I said, if I do this, will you coach me? Would you be willing to debrief with me after the meetings? [00:16:01] Vonna Laue: And honestly, we just finished up meetings on Tuesday this week. And he and I have a call scheduled for Monday. And he said I'd love to do that. He graciously agreed. And so that, to me, was important. Because I didn't know the role. I had served on the board, but that role is different. And so, the relationship between the Board Chair and the CEO is obviously the most critical. We have a pretty, no, we have a very sophisticated board. I'm odd by who God has assembled in that room. And so, when I first came into it, I would say I was just trying not to embarrass myself, but they are such a gracious group of people. "To run an effective Board Meeting, I review agendas and pre-reads in advance, addressing my questions beforehand so meeting time is focused on others' concerns." [00:16:51] Vonna Laue: And it's important to me that the meetings are well run. And that means I want to see the agendas in advance and speak into those. I want to see the pre reads in advance and have gone through all of those so that if I have questions, I can answer them. I'm not asking those questions during the meeting that's reserved for others, and that those may be questions that others would have. So, let's get those addressed in the pre reads or be prepared. So, I think that the preparation that goes into the time before the meetings is critical. ++++++++++++++= [00:17:26] Tommy Thomas: So, here's a couple of quotes about boards and board chairs. And one is the Chair and the CEO must learn to dance together. And neither can stray very far from each other's gaze or proceed independently. [00:17:42] Vonna Laue: Yeah, I would agree with that. Those are two key roles in the organization. And you have to, I'll use the same analogy I used before. You better be pulling in the same direction. The Board Chair has a responsibility to be the voice on behalf of the Board, and so I feel like that's an important responsibility that it's not Vonna's opinion that I take into there. I seek wise counsel from my board and want to make sure that when I'm having conversations with my CEO, that either the board is informed about those things or that, I'm able to speak on their behalf. But on the day-to-day interactions, if you will, or week to week, those two leaders better be aligned. [00:18:30] Tommy Thomas: Another one, Dr. Rebecca Basinger. Governing boards are charged with safeguarding an institution's ability to fulfill its mission with economic vitality. To this I add, responsibility for tending to the soul of the institution. [00:18:50] Vonna Laue: In an institution like World Vision, the soul of that organization to me is very critical. And it's interesting. I chair the World Vision U. S. Board. I have the privilege of also sitting on the World Vision International Board because we are a federated model and there are World Vision offices around the world  and Christ at the center is one of them. It's our foremost principle by which we operate. And, if that's not lived out in the board, the tone at the top is critical for everything. And so, I would agree that the soul of the organization starts with tone at the top. [00:19:32] Tommy Thomas: So, it's been my experience that the good news about having successful executives on the board is they're used to getting things done. The flip side is that they might have a hard time taking off their CEO hat and putting on their board member hat at a board meeting. Have you experienced that? [00:19:53] Vonna Laue:  To the credit of the current board that I have at World Vision US, I would say I don't struggle with that there. There is a spirit of collaboration by God's grace that exists within there. And so, people are willing to share their experiences and their opinions, but they're not sold on them. They're very open. Have I experienced it in other boards? Absolutely. And one of the challenges that I see in the nonprofit sector, Tommy, is that there are experienced board members that come in with for profit expertise. [00:20:32] Vonna Laue: Which, 90 percent of the time, is fantastic. 10 percent of the time can be challenging because there are unique things. I say if you don't believe there are uniquenesses, go ask the local Ford dealership how many contributions they've received this month. You know what I mean? They don't get any of those, right. There are some unique things. There are some unique laws and regulations that either do apply specifically or specifically don't apply. And so in some board settings, I've seen where for profit leaders have a hard time taking off that hat and being able to understand the nuances that are involved in a nonprofit organization, but really, it comes down to the spirit of humility and service. [00:21:21] Vonna Laue: And one of the things that when you contacted me first, I believe that you couched it this way and said, would you be willing to be considered for board service at World Vision? And I tell people that I responded to you, I'm willing to be considered, let me pray about it. And that I said, that's not trying to buy time or push you off. I legitimately meant that because I think that you have to be passionate about a ministry or a nonprofit board that you're going to serve on. And if you don't have that passion for that particular organization, then you find another one that you can be, because I think that passion is really important in the boardroom. [00:22:07] Tommy Thomas: You and I are old enough to remember the Enron crisis and of course much has been written about it. One writer said that certainly part of the problem was that the board didn't dig deep enough into the financial situation at Enron. How do you ensure that your board members are asking the right questions? Of course, you've been a CPA, that might be an easier thing than another board chair, but I think that is critical. [00:22:35] Vonna Laue: It is, and there are so many things that we have to balance in board member selection. We want to balance Equity and Diversity. We want to balance, within that age. I just encouraged us earlier to consider younger board members and what they can contribute. One of the considerations is what is the expertise that they bring to the board and what skill sets do we need on the board? And the reason for that is to ask those right questions. If I've got an audit committee and I don't have anyone that understands audit and finance, that's problematic. And there may be some that just said, of course I can tell you I have presented to a number of audit and finance committees in my career. [00:23:27] Vonna Laue: That they didn't have an auditor finance expert in that entire committee. In this day and age, we're looking at who has digital experience, who has cybersecurity, or IT experience, and it changes over time. The needs of the board today are different from the needs of the board 10 or 20 years ago. So that's a challenge to us individually as board members to continue growing and learning. But it's also a challenge to us to make sure that we're recruiting the right board members. So, to your point, you've got people in there that can ask the questions of, is this a good investment? Is there a legal liability associated with this? [00:24:10] Vonna Laue: Have we got the right protections in place? What's the end result of this potentially going to be? We don't make a short-sighted decision that we're looking at the long-term impact. What are the reputational impacts of these? We have two roles on the World Vision U. S. board that are assigned at every board meeting. And one of those is the keeper of the core documents. So that person is responsible throughout the discussions to be considering how that discussion or that particular agenda item is tied to our core documents, if there's any implications, and one of them is the responsible skeptic, and that is a formal role that person is assigned in those board meetings, and as we're having discussion, we want somebody to be identified that will challenge and say, wait a minute, back up. [00:25:01] Vonna Laue: Let's not get into group think here. What about, and that they know that they're not just putting their opinion in their hat that they've got this particular role. So, I think those two roles have been really helpful in our setting for our board. [00:25:15] Tommy Thomas: I spoke to Dr. Linda Livingstone at Baylor.  I was asking her about this. I didn't use the word responsible skeptic. I guess I had another phrase, but she said, they usually show up. You don't have to appoint them. [00:25:28] Vonna Laue: I heard that. I heard it when she said that. And I laughed and I thought, that's a healthy board actually, for the most part, because Proverbs talks about iron sharpens iron, and that is really helpful if people are willing to speak up. Oftentimes, we're Christian nice and we don't want to challenge each other and we need to be able to speak up and make sure that all of the facts, all of the considerations are on the table. [00:25:58] Tommy Thomas: I sense that probably the role or the function of risk management has increased for a board over the last decade or two. Am I making a good observation or not? [00:26:13] Vonna Laue: The only thing I would say is that might be the understatement of the year, potentially. Absolutely. The risks that we face and maybe I'm going to oversimplify this, but I think, they used to be known, right? You've got trip hazards. That's a physical risk. You've got the risk of fraud. You put controls in place. Those were known risks. What we face now, to me, are a lot of the unknown risks. What's happening in the cyber world? What's happening with opinions? Reputational risk has increased so significantly, and because it's so easy, and I'll be careful to say this is Vonna's opinion, so please don't ascribe this to any organization that I represent, but, because it's so easy on social media and other media, avenues to state an opinion, and it becomes a perceived fact. [00:27:12] Vonna Laue: Thank you. And for an organization to then have to battle something, that's a reputational risk that we have to consider. And yet we can't control, which is a difficult place to be. [00:27:26] Tommy Thomas: Do y'all have a time in each board meeting where you talk about external threats or is that relegated to your CEO to bring those to the board?  How does that work? [00:27:38] Vonna Laue: Practically? Many of the organizations that I'm associated with have an enterprise risk management or a risk assessment process, and there are people within the organization that are specifically identified that are responsible for that. Not that they're responsible for the risks, but they're responsible to make sure that it's updated. The way that I tend to do it with some organizations is, brainstorm across the organization, pulling together leaders from the board. Leaders from different ministries or departments, people in different functional departments, IT, HR, finance, and just let them brainstorm. What are all the risks? [00:28:23] Vonna Laue: I've done this a few times and it's pretty common that you end up with 600-700 risks that are identified and then categorizing those into whatever categories are helpful for you. But things like regulatory, legal, physical, financial, reputational, operational risks. And then once you do that, you can identify what's the likelihood this would happen. And if it did happen, what would the impact be? So low, moderate and high. And that helps you distinguish, like, how significant are these risks? And when you've got them categorized like that, it stands out, like who the owner of that is, right? Those legal risks are either an in-house or an outsourced general counsel, your physical risks might be the facilities people, whoever, but having an owner for those. High and moderate risks should be mitigated through measures such as insurance, internal controls, or policies. High risks, in particular, should be continuously monitored by leaders and the board, to ensure they are well understood and managed effectively. [00:29:16] Vonna Laue: The high and moderate risks ought to have some mitigating measures in place, whether it's insurance or internal controls or policies. And to me, the high risks should always be in front of the leaders and the board. Usually that's an annual process that they would be taking a look at that to make sure that we understand these risks. We're aware of them because we're responsible for them and we also are aware of the mitigating controls that management has put in place and those seem reasonable. So, I don't necessarily feel like at every meeting, sometimes there are committees. World Vision International, I serve on the audit and risk committee. [00:29:59] Vonna Laue: We have it as a specific component of that committee. So every one of our committee meetings, there is a risk component to that we are looking at. But definitely on an annual basis, that ought to be a discussion that boards are having regardless of the size of the organization. +++++++++++++++++ [00:30:15] Tommy Thomas: This could probably be a whole podcast, but maybe we'll probably limit it. But I would be remiss if I didn't ask an artificial intelligence question. I guess that could fall under risk. It could fall under opportunity. Your thoughts as you sit at 50,000 feet looking down on the nonprofit sector, what's going to happen in the coming years that we need to be aware of? [00:30:41] Vonna Laue: I think it's all of the above. It's opportunity. It's risk. I mentioned earlier that boards are encountering different things now than they did 10 years ago, and they have to be learning individually. And as a board, this is a perfect example of that. We, as board members, have to be learning. We have to adjust to and understand this new technology. Actually, our board had the privilege of sitting in an hour-long session this past week with an AI expert. I think we all walked out of there a little terrified and a little concerned about what this looks like. And that's a great place to be, right? [00:31:25] Vonna Laue: Because it means we know that we've got to lean in. I remember a number of years ago, I think it was about 2006, Walt Wilson, who started Global Media Outreach, he had been one of the initial executives at Apple, and I remember sitting with Walt at that time, and he said, the day will come where you just use apps for everything. And I was like, what's an app? And he's like oh, you'll just push a button. And then it'll bring up all the information for that company. And you'll do everything on this app. And I don't know Walt's age exactly, but I would say he was probably in his early seventies at that time. And I was like, that's crazy. [00:32:10] Vonna Laue: And then I realized, now, he was absolutely correct. And he had the foresight to see that. And I tend to believe that's where we will be with AI. This is here. We better figure out how to harness it. We better figure out how to use it well.  Organizations are just starting to formulate AI policies, what they will allow, what they won't allow. I fully believe that we'll look back on those initial policies five years from now and laugh at ourselves. But we've got to start somewhere and the ability that it will give us and the doors that it opens. I don't think we should be scared of it. But I think that we have a responsibility to do it. Worry less about being supplanted by a chatbot and more about being outpaced by someone adept at using AI to drive corporate success. [00:32:51] Tommy Thomas: I read an article recently and the guy was talking and he said people shouldn't be worried about being replaced by a chat box or something.  They should be more worried about being replaced by somebody who knows how to use artificial intelligence to the advantage of the corporation. [00:33:09] Vonna Laue: Oh, I think that's a great line because the functions that it will be able to take the place of you probably don't need to worry about those, but yeah, the technology that goes along with it, make sure that you're one that knows that. And I'm getting articles from fellow board members on a pretty consistent basis. Some of our staff liaisons in the organizations I serve, there is a lot of information that's out there and I would just encourage any of the board members don't be overwhelmed by it. We all have other responsibilities, right? [00:33:46] Vonna Laue: None of us are going to go get a PhD in AI. But as we start to gain an awareness, I think we'll understand better what our responsibility might be as board members. [00:33:59] Tommy Thomas: Let's try to bring this thing to a close. I've taken probably more of your time than you had allocated for me today and I'm grateful.  If you could get a do over in life, what would that be? [00:34:12] Vonna Laue: I mentioned earlier, there were probably a couple of meetings, partner meetings that I wish had gone differently. Quite honestly, Tommy, that's the only do over I might take, but I am very thankful to have lived my life without regrets. And that, to your point about failures and everything else, there's value to be had in the experiences that we have encountered, and to lose out on those. I'd probably just mess something else up. So, I think maybe I'll keep the ones that I have. [00:34:50] Tommy Thomas: Do you have an “I wish I had started this earlier moment in your life?” [00:34:57] Vonna Laue: Oh, I would say the one that I've done often on, that I wish that I was more consistent about, is just memorizing scripture. So I know a lot of people that are good at that. I have gone back to that, incorporating that on a daily basis. And if that's where the foundation of my decision making is coming from, I wish that I had a little bit more of that ingrained. [00:35:25] Tommy Thomas: Final question. If you could give a younger version of yourself a piece of advice, what would it be? [00:35:32] Vonna Laue: I learned this a little bit later. It wasn't too late in life, but one of the most important leadership principles that I feel like I've learned over the years, I'd love to just close with for your group, for your audience. And I think it applies that I would have wanted to know this. As soon as I could, and that is when we have a person in a position that they're not succeeding in, we often in the Christian ministry world feel like we're Christians, we can't let somebody go and I believe that when God calls us to something, he doesn't call us to be miserable or ill equipped for it. [00:36:18] Vonna Laue: And so, when we keep somebody in a position that they are not competent or capable of, we're doing a disservice to them. To two people in two organizations, at least we're doing a disservice to that person because we're keeping them where they can't thrive. And it's very hard to make a change. When I stepped away from the managing partner role, that was incredibly difficult. Most of us don't like change. And so even if we're not happy, and fulfilled in a position, it's still comfortable. So, we're doing a disservice to them. We're doing a disservice to our organization because we don't have the right person in the job. We're doing a disservice to whoever ought to be in that position because we haven't opened it up for them to be there. [00:37:03] Vonna Laue: And we're doing a disservice to whatever organization this person is supposed to work for because we haven't released them to go do that. And so I guess I'd come full circle with something I said earlier, and that is people are the key to what we do, throughout life, in personal matters and professional matters. And so, stewarding the people in our life well is something that I think we all need to do. And it would have been great if I'd have learned that earlier on as well.   Links and Resources JobfitMatters Website NextGen Nonprofit Leadership with Tommy Thomas The Perfect Search - What every board needs to know about hiring their next CEO Glad I Didn't Know: Lessons Learned Through Life's Challenges and Unexpected Blessings   Connect tthomas@jobfitmatters.com Follow Tommy on LinkedIn Follow Vonna on LinkedIn   Listen to NextGen Nonprofit Leadership with Tommy Thomas on: Apple Podcasts | Spotify

Guest post by Anna Eliatamby is Director of Healthy Leadership, CIC and co-author with Grazia Lomonte of Healing-Self Care for Leaders and their Teams, out now and available on Amazon Organisations, regardless of size, are fragile social systems of people and the accompanying relationships. The culture is the collective social system and equally delicate. Just the presence of one bully can disrupt the social system and the culture. Clearly, when more than one person, or worse, a group, torments others, the impact of bullying is significantly amplified. Why you need to address workplace bullying The bottom line Regardless of how organizations define their bottom line - from financial to social and environmental - it is affected by negative behaviours. The American Psychological Association estimated the cost of bullying to be near $300 billion. The National University of Ireland, Galway estimated that the cost to the national economy of Ireland is 239 million euros per year. And workplace bullying causes the loss of 1.7 million days of work. There are many other effects of tolerating bullying. When people experience bullying or witness it, they are affected. They will have high levels of stress and fear, waiting for that next moment or comment. Their ability to focus and concentrate, think clearly and make good decisions deteriorates. They lose self-esteem and motivation and energy. This then affects their ability to be productive and even creative. They will not feel loyal to the organisation. Some will become more vulnerable to mental health problems, such as higher levels of anxiety and depression. Physical health can be affected. As people's health deteriorates, the cost to the organisation's health insurance will increase. People will spend time and effort avoiding the bully or bullies. Or not work so hard, just doing the bare minimum. Presenteeism increases. People can spend more than half their time focussed, not on work but on avoidance or seeking support or looking for other jobs. As people leave because of the bullying and associated negativity, then the costs of recruitment increase. It can take nine months of a salary to recruit into a position. Reputational damage can occur, especially if an employee takes legal action. When this happens, the company will incur legal costs. Bullying Is ongoing and repeated. And includes behaviours that are harmful from banter to sidelining, withholding key information, abusing power and to more significant acts such as physical aggression. It can be direct or indirect. For example, a group of individuals would deliberately falsify information about a manager and then ensure that they could not carry out their tasks. Humiliation is often the aim. Anyone has the propensity to bully, except that most of us choose not to. Bullies can be insecure, have experienced bullying themselves, lack management expertise, and not know what else to do. They may want to gain power and authority to feel in control. Often, they continue their bullying because no one will address their actions and help them change. Tacit reinforcement. Those who are bullied often possess competence and ability, but they may lack self-confidence or appear vulnerable. Bullies sense this and exploit it. The perpetrators often are emotionally intelligent but choose to misuse this skill. Reclaiming the bottom line Starts with admitting the presence of bullying behaviour. Acknowledging its deleterious impact and then deciding to act to address it, beyond gathering data on its incidence. This will take courage as most will avoid doing something because it is frightening, and they feel they lack the skills or ability. However, if you decide to act, then you learn that you already possess the people skills and fortitude to act. It also requires persistence because the bullies won't believe your intentions at first. Ensure that the message is clear to one and all. It is time for healthy, decent and supportive relationships, e...

Welcome to The Nonlinear Library, where we use Text-to-Speech software to convert the best writing from the Rationalist and EA communities into audio. This is: The social disincentives of warning about unlikely risks, published by Lucius Caviola on June 17, 2024 on The Effective Altruism Forum. If you knew about a potential large-scale risk that, although unlikely, could kill millions, would you warn society about it? You might say yes, but many people are reluctant to warn. In ten studies, Matt Coleman, Joshua Lewis, Christoph Winter, and I explored a psychological barrier to warning about low-probability, high-magnitude risks. In short, we found that people are reluctant to warn because they could look bad if the risk doesn't occur. And while unlikely risks probably won't happen, they should still be taken seriously if the stakes are large enough. For example, it's worth wearing a seat belt because, even though a car crash is unlikely, its consequences would be so severe. Unfortunately, reputational incentives are often not aligned with what's most beneficial for society. People would rather keep quiet and hope nothing happens rather than be seen as overly alarmist. Below, I summarize some of our studies, discuss the underlying psychology of the phenomenon, and suggest possible strategies to encourage risk warning in society. If you want more information about the studies, you can check out our research paper (including all data, materials, scripts, and pre-registrations). Reputational fears of warning about unlikely risks In Study 1, we asked 397 US online participants to imagine they were biological risk experts and believed there was a 5% chance of a new, extremely dangerous virus emerging within the next three years. They could warn society about the risk and recommend a $10-billion investment to develop a vaccine that would prevent all possible harm. If no vaccine is developed and the virus emerges, it will kill millions of people and lead to billions of dollars of economic damage. But if the virus doesn't emerge, nobody will be harmed, and the money invested in developing the vaccine will have been wasted. Participants were then asked how likely or unlikely they would be to warn society about the risk, and how concerned they would be that society would blame them for warning about the virus. We hypothesized that people would be reluctant to warn about an unlikely risk due to fear of blame. If true, they should be more willing to warn anonymously. So, we told half the participants their identity would be public if they warned, and the other half that their identity would remain anonymous. We assured both groups that key decision-makers would take their warnings seriously. As expected, participants were less likely to warn society about the risk publicly than anonymously (M = 4.56 vs. M = 5.25, on a scale from 1 to 7, p < .001). And they were more concerned about being blamed for warning about the risk publicly than anonymously (M = 4.12 vs. M = 2.90, p < .0001). Warning disincentives are specific to unlikely risks If you warn about a low-probability risk, the most likely outcome is that the risk won't materialize, and you'll look naive or overly alarmist. In contrast, if you warn about a high probability risk, the risk probably will materialize, and you'll look smart. Thus, we hypothesized that people would be particularly reluctant to publicly warn about unlikely risks compared to likely ones since for the latter, they know that their prediction will probably turn out to be true. To test this, in Study 2a, 539 US participants imagined they believed that there was an extremely damaging storm that could emerge within the next three months. They were planning to warn society about the risk and recommend that the government invest in minimizing harm from the storm. To test our hypothesis, we randomly varied the likelihood and severity of the storm. It had either a 1% chance of killing 100 million people or a 99% chance ...

Generative AI may be the first form of artificial intelligence that we can all interact with directly, with no skill needed apart from the ability to write or speak a set of instructions. And while it's arguably the hottest topic right now, other AI tools and applications can elevate capabilities and help communicators and marketers move up the value chain.  In this episode of The Trending Communicator, host Dan Nestle ventures once again into the transformative potential of AI in the communications field with guest Danny Gaynor, Head of Kelp (which he co-founded) at Signal AI. Danny's journey from a political strategist and corporate communications executive to an AI innovator offers a unique perspective on how technology can reshape the way we approach storytelling and reputation management. Dan and Danny explore the critical role of AI in enhancing the precision and impact of communications strategies. They discuss the limitations of traditional methods like surveys and focus groups, which often provide outdated and narrow insights. Instead, Danny introduces the concept of discriminative AI, a powerful tool that uncovers the nuanced context of topics and entities - allowing communicators to identify their true areas of strength, optimize their narratives, and navigate potential risks with unprecedented accuracy. Danny shares practical examples of how this technology can validate intuition, offer reputational ROI, and act as a single source of truth across an organization. They discuss how connecting discriminative and generative AI can be a powerful combination, helping communicators and their colleagues make data-driven decisions and demonstrate their impact. Looking ahead, they envision a future where AI-enabled communicators are not just content creators but strategic leaders who drive decision-making with data-backed insights, painting a compelling picture of the transformative potential of AI in the communications field. Listen in and hear about... How measurement in communications is being transformed by AI, enhancing capabilities significantly. Danny Gaynor's transition from a political and corporate communications expert to co-founding an AI-powered corporate reputation platform. Distinguishing between generative AI and discriminative AI, and their unique roles in enhancing communication strategies. Identifying and leveraging unique proof points to create differentiated corporate narratives. AI's role in helping communicators validate their intuition, provide reputational ROI, and unify information across organizational functions. Why communicators need to experiment with AI, train their own AI models, and showcase the impact of data-driven strategies. Shifts in the role of communicators within organizations, moving from reliance on intuition to becoming strategic, data-driven influencers. Notable Quotes [06:05] "As a communications professional, I think we're all vexed by the exact same question: Am I throwing the right spaghetti at the wall?" - Danny Gaynor [07:18] "A goal without a deadline is just a dream." - Danny Gaynor [40:13] "I very much see the folks embracing AI in communications as being even more influential leaders at their companies, as opposed to being out of a job." - Danny Gaynor [41:18] "If you're stuck with 'Oh well, if AI takes this away, what am I going to do?' then frankly, you probably deserve not to do anything once AI takes your job away." - Dan Nestle [57:50] "You can make AI your own, you can make the ingredients your own, and you can make the outputs your own in a way that is more accessible than ever before." - Danny Gaynor [59:52] "It's a very rare moment in the history of capitalism where we can develop something that will be industry standard and that will be reputational ROI, that will be quantifying the impact of communications." -DannyGaynor Resources & Links Dan Nestle The Trending Communicator | Website Daniel Nestle | LinkedIn Dan Nestle | Twitter Danny Gaynor Signal AI | Website Kelp | LinkedIn Daniel Gaynor | LinkedIn Timestamped summary for this episode (generated by ChatGPT) [00:01:09] Daniel's career journey Daniel Gaynor shares his career trajectory from politics to communications and his focus on measurement and AI. [00:05:35] Understanding discriminative AI Daniel Gaynor explores the concept of discriminative AI and its role in communication and measurement. [00:09:29] The need for data-driven insights The discussion turns to the limitations of traditional research methods and the potential of technology to provide better audience research and insights. [00:15:53] Leveraging AI for communication The benefits of using AI to analyze big data and craft communication strategies based on authentic proof points are explored. [00:19:44] Discriminative AI vs. generative AI The conversation contrasts discriminative AI with generative AI and highlights its role as a complement tool in communication and creativity. [00:20:42] Generative and Discriminative AI An explanation of generative and discriminative AI and their potential synergy for content evaluation and categorization is provided. [00:21:56] Limitations of Boolean Searches The limitations of using keywords and the need for discriminative AI to evaluate accuracy and create reputational ROI are discussed. [00:22:25] Identifying Areas of Strength How discriminative AI can help communicators identify narrative strengths and weaknesses in competitive landscapes is discussed. [00:25:17] Challenges in Identifying Strengths The difficulties communicators face in identifying narrative strengths and the importance of foundational theory and horizon scanning are discussed. [00:27:26] Training AI Topics The process of training topics in discriminative AI to ensure accuracy and relevance in content categorization is explained. [00:28:35] Tweaking Topic Definitions The process of refining individual topic definitions until reaching high accuracy and the benefits of a broad horizon scan are discussed. [00:29:33] Narrative Validation The need for narrative validation and specificity in corporate narratives to ensure credibility and relevance is emphasized. [00:30:41] Analyzing Message Effectiveness Understanding where messages are falling flat and the importance of focusing on fewer, deeper storylines is discussed. [00:31:50] Risk Avoidance and Reputation Threats Using discriminative AI to determine material threats to reputation and focus attention on critical issues is discussed. [00:33:01] Data Insights and Strategic Reports The importance of providing data insights through dashboards and strategic reports to make data digestible for communicators is highlighted. [00:36:29] Generative AI and Product Development The potential for communicators to become product developers by leveraging generative AI and retooling the power of discriminative AI is discussed. [00:40:13] AI as a Convening Force The role of AI in communications as a single source of truth that provides quantitative rationale and reputational ROI is discussed. [00:41:18] Abundance Mentality with AI The speaker encourages embracing AI as an additive element and to have an abundance mentality towards change and upskilling. [00:42:17] Embracing AI in Communication The potential of AI tools and the need to experiment and gain expertise in AI are discussed. [00:44:23] Strategic Shift in Communication The evolving role of communicators from writing press releases to being strategic advisors and decision-makers is discussed. [00:46:40] Professional Advancement and Recognition The need for the communication profession to be recognized for AI expertise and strategic input within the organization is emphasized. [00:47:10] Training AI and Socializing Data The importance of training AI, socializing data-driven messaging, and demonstrating data-driven impact is discussed. [00:50:09] Utilizing AI for Analysis Ways to use AI for benchmark analysis and deep dive analysis to demonstrate the capacity of AI and big data are explored. [00:54:53] Corporate Environment and AI Ownership The need for AI ownership shared across different teams and the importance of recognizing AI's potential are discussed. [00:57:50] Humanizing Messaging with AI AI's role in humanizing messaging and making communications more relatable, digestible, and emotionally resonant is discussed. [00:59:22] Hopeful Future of AI Predictions about the future impact of AI and the development of industry-standard reputational ROI metrics are made. [01:02:48] Adapting AI to Unforeseen Avenues The speaker encourages embracing disruptive innovation and adapting AI to new and unforeseen applications. [01:03:48] Reputational shifts in less sexy industries Experimentation with AI in non-household name industries to manage reputational shifts is encouraged. [01:04:42] Connecting with Daniel Gaynor Information on how to find and connect with Daniel Gaynor on LinkedIn and Signal AI is provided. [01:05:53] Future mini-series and show and tell Discussions on making a mini-series within the Trending Communicator ecosystem and a potential show and tell video demonstration are mentioned. [01:06:44] Closing remarks and call to action The speaker expresses appreciation, salutation, and a call to action for subscribing, sharing, and leaving reviews for the podcast.  (Notes prepared by humans with the assistance of a variety of AI tools, including ChatGPT and Flowsend.ai)

GUEST: Kokkie Kooyman | Executive Director & Portfolio Manager at Denker Capital| See omnystudio.com/listener for privacy information.

What is reputational security for states? And what exactly do officials do to protect states' reputations? How has social media and other communication technologies affected states and efforts to protect their reputations? This discussion is centered around Nickolas J. Cull's book Reputational Security: Refocusing Public Diplomacy for a Dangerous World. [ dur: 58mins. ] Nicholas … Continue reading Scholars' Circle – Book Author interview: Reputational Security, with insight into its importance in public diplomacy today – March 17, 2024 →

Jaya is a seasoned operational executive with a rich history of promoting animal welfare in the food retail sector. As the Co-founder and Chief Program Officer of Global Food Partners, a Singapore-based multinational consulting firm, he helps food and hospitality businesses implement their cage-free egg policies across Asia and reduce the cost of cage-free sourcing.A fascinating episode as we unpick the many advantages of working collaboratively with the industry to advance animal welfare. We chat about the key challenges to this type of work right now, animal welfare challenges in Asia generally and try to understand some of the key barriers for companies implementing improved animal welfare standards for the animals in their care.Jaya has an absolute wealth of knowledge and experience in this area so it was a real pleasure to hear about his important work and strategic approach. A great listen.Relevant links to things mentioned throughout the show:Global Food Partners websiteWelfare Matters fellowshipAhimsa fellowship in IndiaCurious Vedanth podcastAsia agribusiness podcast (& newsletter)Global Food Partners Podcast Global Food Partners NewsletterChapter Headers:0:02:38 Why GFP works collaboratively with companies0:06:10 Market forces and why they matter0:12:01 Making progress for cage free0:18:21 Key insights from cage free work in India and Asia0:20:11 Reputational risk and its limitations in Asia0:25:59 Forecasting the Asian animal movement0:31:18 The impact of global welfare commitments on Asian companies0:36:45 The importance of social proof0:39:39 Consumers or companies responsibility0:50:00 Offset credits for cage-free procurement0:54:51 Cost implications of going cage free1:08:46 Pushback from other animal advocacy groups1:12:30 GFP plan for expanding in more countries1:19:00 Cage free vs broiler commitments in Asia1:20:22 The need for ecosystems and GFP's work1:23:02 Career advice for advocates in Asia1:26:20 Cultivating personal motivation1:29:24 Closing questionsIf you enjoy the show, please leave a rating and review us - we would really appreciate it! Likewise, feel free to share it with anyone who you think might enjoy it. You can send us feedback and guest recommendations via Twitter or email us at hello@howilearnedtoloveshrimp.com. Enjoy!

Ending last year with a crisis and facing a new financial reckoning after a mid-air fuselage blowout in January, Boeing has acknowledged it needs to improve its work and win back its reputation.But the company has had to delay more 737 Max deliveries after incorrectly drilled holes were found in them. The boss of Emirates airline Sir Tim Clark warned that Boeing is in the "last chance saloon", saying he had seen a "progressive decline" in its performance.Also in the programme, we find out who the real creator of Bitcoin is, and will Taylor Swift's recent Grammy change the male-dominated music industry.

In this episode, I dissect the FTC's investigation into OpenAI regarding the reputational harm caused by ChatGPT, delving into the implications and potential consequences for the AI industry. Invest in AI Box: https://Republic.com/ai-box Get on the AI Box Waitlist: https://AIBox.ai/ AI Facebook Community

Stay updated on the unfolding investigation as the Federal Trade Commission delves into OpenAI, focusing on the alleged reputational harm attributed to ChatGPT. Unpack the controversies and potential consequences of this inquiry into a major player in the AI field. Get on the AI Box Waitlist: https://AIBox.ai/Join our ChatGPT Community: https://www.facebook.com/groups/739308654562189/Follow me on Twitter: https://twitter.com/jaeden_ai

In this episode, we discuss the Federal Trade Commission's investigation into OpenAI, focusing on the reputational concerns surrounding ChatGPT. Join me as we unravel the regulatory landscape and its implications for the AI community. Invest in AI Box: ⁠https://Republic.com/ai-box⁠ Get on the AI Box Waitlist: ⁠https://AIBox.ai/⁠ ⁠AI Facebook Community Learn About ChatGPT Learn About AI at Tesla

Editor and business analyst Bill Saporito has some recommendations for an iconic company with a tarnished reputation.

Explore the unfolding investigation by the Federal Trade Commission (FTC) as it scrutinizes OpenAI over accusations of reputational harm caused by ChatGPT. Navigate through the legal complexities and potential consequences in the AI landscape. Get on the AI Box Waitlist: https://AIBox.ai/Join our ChatGPT Community: https://www.facebook.com/groups/739308654562189/Follow me on Twitter: https://twitter.com/jaeden_ai

Uncover the details of the Federal Trade Commission (FTC) investigation into OpenAI, focusing on allegations of reputational damage stemming from ChatGPT. Explore the legal nuances and potential ramifications surrounding this AI controversy. Get on the AI Box Waitlist: https://AIBox.ai/Join our ChatGPT Community: https://www.facebook.com/groups/739308654562189/Follow me on Twitter: https://twitter.com/jaeden_ai

Explore the developments as the Federal Trade Commission initiates an investigation into OpenAI, specifically examining the alleged reputational damage caused by ChatGPT. Dive into the controversies and potential implications of this notable inquiry. Get on the AI Box Waitlist: https://AIBox.ai/Join our ChatGPT Community: https://www.facebook.com/groups/739308654562189/Follow me on Twitter: https://twitter.com/jaeden_ai

Join Sabrina as she speaks with Nir Kossovsky, CEO of Steel City RE and reputational risk management expert, as they discuss reputational risk management approaches for the third sector. Relevant links:Time Stamp, Topic, URL 08:30 Prediction: Resilience Monitor https://steelcityre.com/predict-reputation-risk/ 10:11 2022 Νobel Prize in Economics – Key research paper on bank runs https://www.journals.uchicago.edu/doi/abs/10.1086/261155 11:35 Video showing what a surge in reputation risk looks like https://steelcityre.com/wp-content/uploads/2023/08/Resilience-Monitor-Part-1.mp4 24:47 Greenspan quote on trust https://www.globalbankingandfinance.com/risk-management-frameworks-cant-handle-the-truth-about-reputation-risk/ 25:05 Rolls Royce Case Study https://www.iam-media.com/article/rolls-royce-avoids-reputation-storm 26:45 The big 6 https://www.insurancebusinessmag.com/us/opinion/reputation-resilience-110342.aspx 30:00 Value created by risk management disclosure https://www.prweb.com/releases/reputation-and-esg-insurance-provide-strategic-defenses-and-coverage-to-mitigate-impacts-of-shareholder-derivative-litigation-steel-city-re-819447962.html 31:47 Amelia Earhart quote https://www.pinterest.com/pin/319685273554805712/ 38:06 Intelligence gathering best practices https://steelcityre.com/wp-content/uploads/2023/10/Article-directorship_2023_q4fall_digital-web.pdf 39:35 Mission: Intangible https://steelcityre.com/2010/02/24/missionintangible/ 39:57 Reputation, Stock Price, and You https://steelcityre.com/2012/11/01/reputation-stock-price-and-you/ 40:30 Publications, mentions and newsworthy articles by topic https://steelcityre.com/news-and-commentary/topics/

In this episode Stella interviews the Chief Executive of the CIPR (Chartered Institute of Public Relations) Alastair McCapra. They talk about FTSE 100 businesses and the lack of PR expertise in executive leadership teams and on boards in the UK. Alastair and Stella explore the reasons for this; including reputation management being viewed as a ‘when it happens' scenario right through to senior opinions on the financial value of PR. Alastair Shares examples of what can happen when PR and reputation isn't being considered at board level and the risks businesses face financially. This episode is relevant to PR people in all sectors. It's full of advice from Alastair and the CIPR on what you and your team can do to raise awareness of the importance of corporate reputation management in your organisation and with your clients. Together we can raise the profile of PR at a senior level where it belongs. Special Guest: Alastair McCapra.

Markets digesting impacts of a government shutdown Moody's warns US about its credit rating. Stocks stick to the program – seasonal trends hold. Wondering – are strikes the new inflationary thorn?   Check this out and find out more at: http://www.interactivebrokers.com/ Follow @andrewhorowitz Looking for style diversification? More information on the TDI Managed Growth Strategy - HERE Stocks mentioned in this episode: (TLT)

In this episode, we unravel the intriguing story of the FTC's investigation into OpenAI's ChatGPT and its potential reputational impact. Join us as we dive deep into the regulatory scrutiny surrounding AI and its societal consequences. Gain valuable insights into the evolving landscape of artificial intelligence and the implications for both technology creators and users. Get on the AI Box Waitlist: https://AIBox.ai/Join our ChatGPT Community: ⁠https://www.facebook.com/groups/739308654562189/⁠Follow me on Twitter: ⁠https://twitter.com/jaeden_ai⁠

The San Francisco Giants' season is all but over. Losing three of four in LA sealed the Giants' fate, even if they're not technically eliminated just yet. The 2023 Giants season certainly had its positives, but the negatives will stand out more. According to a report in The Athletic, the SF Giants may have damaged their reputation this year by quickly moving pitchers Sean Manaea, Ross Stripling, and Alex Wood to the bullpen after early struggles, and benching or platooning high-paid players like Mitch Haniger.While there is probably some truth to the Giants' damaged reputation, it shouldn't stem from those examples. All of those players played their way into their roles, with the one exception being Manaea, who probably deserved to go back into the rotation much earlier than the last couple of weeks. Manaea has quietly been very effective for four months, mostly in a "bulk innings" role out of the 'pen. Losing director of pitching Brian Bannister could harm the Giants as well, and could be part of a much larger shakeup with the coaching staff after this failed season.But things weren't all bad this year for the San Francisco Giants. Rookies Patrick Bailey, Luis Matos, Marco Luciano, Kyle Harrison, Tristan Beck, Keaton Winn, Ryan Walker, Blake Sabol, and others were all imperfect in their own ways, but all provided promise for the future. Among them, several look like long-term major leaguers, and there may even be a star or two among their ranks.Find and follow Locked On Giants:

The San Francisco Giants' season is all but over. Losing three of four in LA sealed the Giants' fate, even if they're not technically eliminated just yet. The 2023 Giants season certainly had its positives, but the negatives will stand out more. According to a report in The Athletic, the SF Giants may have damaged their reputation this year by quickly moving pitchers Sean Manaea, Ross Stripling, and Alex Wood to the bullpen after early struggles, and benching or platooning high-paid players like Mitch Haniger. While there is probably some truth to the Giants' damaged reputation, it shouldn't stem from those examples. All of those players played their way into their roles, with the one exception being Manaea, who probably deserved to go back into the rotation much earlier than the last couple of weeks. Manaea has quietly been very effective for four months, mostly in a "bulk innings" role out of the 'pen. Losing director of pitching Brian Bannister could harm the Giants as well, and could be part of a much larger shakeup with the coaching staff after this failed season. But things weren't all bad this year for the San Francisco Giants. Rookies Patrick Bailey, Luis Matos, Marco Luciano, Kyle Harrison, Tristan Beck, Keaton Winn, Ryan Walker, Blake Sabol, and others were all imperfect in their own ways, but all provided promise for the future. Among them, several look like long-term major leaguers, and there may even be a star or two among their ranks. Find and follow Locked On Giants:

Will O'Callaghan was joined by football journalist Martin Lipton to discuss Jordan Henderson's decision to leave Liverpool for Saudi Arabia. Joining up with his former teammate - and now manager - Steven Gerrard at Al-Ettifaq, Will and Martin considered what this lucrative and extremely controversial move will do to Henderson's reputation at home. Furthermore, the lads considered what is likely to happen with Harry Kane this summer and whether or not he has any future at Tottenham Hotspur.

In this episode, we delve into the recent investigation by the Federal Trade Commission into OpenAI, focusing on the alleged "reputational harm" caused by its language model, ChatGPT. We'll dissect the controversy, discuss the implications for AI ethics, and explore the potential impact on the AI industry's future. Get on the AI Box Waitlist: https://AIBox.ai/ Investor Contact Email: jaeden@aibox.ai Facebook Community: ⁠https://www.facebook.com/groups/739308654562189/⁠ Discord Community: https://aibox.ai/discord Download Selfpause: https://selfpause.com/Podcast ⁠Inflection AI Report⁠

All links and images for this episode can be found on CISO Series. Security professionals talk a lot about the reputational damage from breaches. And it seems logical, but major companies still do get breached and their reputation seems spared. What's the reality of what breaches can do to a company's reputation? Check out this post for the discussion that is the basis of our conversation on this week's episode co-hosted by me, David Spark (@dspark), the producer of CISO Series, and Geoff Belknap (@geoffbelknap), CISO, LinkedIn. We welcome our guest Cecil Pineda, CISO, R1. Thanks to our podcast sponsor, Brinqa Understand your cyber assets, prioritize vulnerabilities, automate remediation, and continuously monitor cyber hygiene across the entire attack surface — infrastructure, applications and cloud — with Brinqa. See how at brinqa.com. In this episode: Security professionals talk a lot about the reputational damage from breaches, so why do companies still get breached? What's the reality of what breaches can do to a company's reputation? Does a breach really result in lasting reputation damage? Are we more accepting of breaches now?

468 Mary Henderson - Reputational BrandingWelcome to episode 468 of The Today's Leader Podcast, Building Tomorrow's Best Leaders Today. Today we share with you an amazing conversation we had with Mary Henderson on one of critical conversations for leaders today.Mary is a Transformational Leader and an internationally recognised Personal Branding & Online Business Specialist. Mary helps Service Industry Experts systemise, digitalise and commercialise their knowledge, wisdom, and skills into a scalable & profitable online business and a brand so they become an authority in their niche or industry.Mary has 20+ years of experience building 7 & 8 figure businesses & building high-performance sales teams in the IT sector and 15 years delivering online solutions for large and small businesses. She has been featured in many publications and is regarded as a thought leader in the digital sector.Mary's point of difference is her Personal Branding technology, a SaaS platform that has the ability to define a person's s brand essence with precision that can be applied across all communication touchpoints. Prepare yourself for an amazing conversation and please welcome Mary to the podcast.--------------------------------------------------Show LinksWebsite - https://www.maryhendersoncoaching.com/apply/ Linkedin - https://www.linkedin.com/in/maryhendersoncoaching/ ————————————————Video versions of this podcast are available on Youtube at https://www.youtube.com/@TonyCurl/Our Podcast is hosted at https://www.spreaker.com/show/the-todays-leader-podcastOur podcast is recorded on the Riverside.fm Platform https://riverside.fm/?utm_campaign=campaign_1&utm_medium=affiliate&utm_source=rewardful&via=tonyIf you are looking to build better leadership skills, check out The Today's Leader website at todaysleader.com.auWe are driving a leadership revolution and BUILDING TOMORROW'S BEST LEADERS, TODAY!Today's Leader is a collective, The mindset to make a difference and the ability to create an impact. Our Emerging Leaders Masterclass can be found at https://www.tomorrowsbestleaders.com/course/emerging-leaders-roundtable-masterclass#/homeThink & Grow Business Hosts our Today's Leader Masterminds. TAGB where we focus on personal, professional, and business growth. Book your free 30-minute discovery call at https://thinkandgrowbusiness.com.au/book-your-free-discovery-call/You are standing Stronger, Braver, and Wiser. Don't forget the golden rule “ Don t be an A-HoleWatch our Video Podcasts on Youtube https://www.youtube.com/c/TonyCurl/Follow on Linkedin https://www.linkedin.com/company/the-todays-leader-podcast/Check Out our Top 10 Leadership Podcasts: https://todaysleader.com.au/the-best-leadership-podcasts-for-2021/#purpose #leadership #communication #conversations #clarity #todaysleader #blindspot #tomorrowsbestleaders #mentoring #mondaymentoring #development #developmentplan #highpotentiall #impostersyndrome #careerskills #management #people #process #crisisleadership #storytelling #productivity #legacy #lead #fear#personalgrowth #leadershipgrowth #business #eq #responsibility

468 Mary Henderson - Reputational BrandingWelcome to episode 468 of The Today's Leader Podcast, Building Tomorrow's Best Leaders Today. Today we share with you an amazing conversation we had with Mary Henderson on one of critical conversations for leaders today.Mary is a Transformational Leader and an internationally recognised Personal Branding & Online Business Specialist. Mary helps Service Industry Experts systemise, digitalise and commercialise their knowledge, wisdom, and skills into a scalable & profitable online business and a brand so they become an authority in their niche or industry.Mary has 20+ years of experience building 7 & 8 figure businesses & building high-performance sales teams in the IT sector and 15 years delivering online solutions for large and small businesses. She has been featured in many publications and is regarded as a thought leader in the digital sector.Mary's point of difference is her Personal Branding technology, a SaaS platform that has the ability to define a person's s brand essence with precision that can be applied across all communication touchpoints. Prepare yourself for an amazing conversation and please welcome Mary to the podcast.--------------------------------------------------Show LinksWebsite - https://www.maryhendersoncoaching.com/apply/ Linkedin - https://www.linkedin.com/in/maryhendersoncoaching/ ————————————————Video versions of this podcast are available on Youtube at https://www.youtube.com/@TonyCurl/Our Podcast is hosted at https://www.spreaker.com/show/the-todays-leader-podcastOur podcast is recorded on the Riverside.fm Platform https://riverside.fm/?utm_campaign=campaign_1&utm_medium=affiliate&utm_source=rewardful&via=tonyIf you are looking to build better leadership skills, check out The Today's Leader website at todaysleader.com.auWe are driving a leadership revolution and BUILDING TOMORROW'S BEST LEADERS, TODAY!Today's Leader is a collective, The mindset to make a difference and the ability to create an impact. Our Emerging Leaders Masterclass can be found at https://www.tomorrowsbestleaders.com/course/emerging-leaders-roundtable-masterclass#/homeThink & Grow Business Hosts our Today's Leader Masterminds. TAGB where we focus on personal, professional, and business growth. Book your free 30-minute discovery call at https://thinkandgrowbusiness.com.au/book-your-free-discovery-call/You are standing Stronger, Braver, and Wiser. Don't forget the golden rule “ Don t be an A-HoleWatch our Video Podcasts on Youtube https://www.youtube.com/c/TonyCurl/Follow on Linkedin https://www.linkedin.com/company/the-todays-leader-podcast/Check Out our Top 10 Leadership Podcasts: https://todaysleader.com.au/the-best-leadership-podcasts-for-2021/#purpose #leadership #communication #conversations #clarity #todaysleader #blindspot #tomorrowsbestleaders #mentoring #mondaymentoring #development #developmentplan #highpotentiall #impostersyndrome #careerskills #management #people #process #crisisleadership #storytelling #productivity #legacy #lead #fear#personalgrowth #leadershipgrowth #business #eq #responsibility