Podcasts about retaining talent

In a tech-driven world, human connection is more critical than ever. In this episode of DevOps Diaries, Jack McCurdy sits down with Jon Cline to explore the power of a people-first approach in the Salesforce ecosystem and beyond. Discover strategies for navigating high-pressure situations, resolving conflict with emotional intelligence, and turning chaos into compliments. Learn how to foster a culture that attracts and retains top talent by focusing on what truly matters: your people.About DevOps Diaries: Salesforce DevOps Advocate Jack McCurdy chats to members of the Salesforce community about their experience in the Salesforce ecosystem. Expect to hear and learn from inspirational stories of personal growth and business success, whilst discovering all the trials, tribulations, and joy that comes with delivering Salesforce for companies of all shapes and sizes. New episodes bi-weekly on YouTube as well as on your preferred podcast platform.Podcast produced and sponsored by Gearset. Learn more about Gearset: https://grst.co/4iCnas2Subscribe to Gearset's YouTube channel: https://grst.co/4cTAAxmLinkedIn: https://www.linkedin.com/company/gearsetX/Twitter: https://x.com/GearsetHQFacebook: https://www.facebook.com/gearsethqAbout Gearset: Gearset is the leading Salesforce DevOps platform, with powerful solutions for metadata and CPQ deployments, CI/CD, automated testing, sandbox seeding and backups. It helps Salesforce teams apply DevOps best practices to their development and release process, so they can rapidly and securely deliver higher-quality projects. Get full access to all of Gearset's features for free with a 30-day trial: https://grst.co/4iKysKWChapters00:00 Introduction to the Salesforce Ecosystem03:02 The People-First Method: Transforming Teams06:05 Conflict Resolution and Project Success09:08 Embracing Discomfort in Professional Growth11:48 The Importance of Face-to-Face Interactions14:50 Navigating High-Pressure Situations17:50 The Future of Human Engagements20:53 Recognizing Dynamics in Team Interactions26:19 Navigating Political Challenges in Team Dynamics29:16 The Power of Small Talk in Team Collaboration30:43 Establishing a Culture of Values and Recognition33:41 Attracting and Retaining Talent in a Competitive Market35:31 Demonstrating Authentic Company Culture36:32 Transforming Chaos into Compliments40:50 People-First Approach to Leadership and Change

In this episode, the hosts discuss the growing importance of cybersecurity training in Africa, highlighting initiatives aimed at bolstering the ranks of cybersecurity professionals on the continent. They explore the economic implications of these efforts, the rising cybercrime rates, and the potential for Africa to become a significant player in the global cybersecurity landscape. The conversation emphasizes the need for investment in education and infrastructure to support this growth and the importance of retaining talent within Africa. Article: Cybersecurity Training in Africa Aims to Bolster Professionals' Ranks https://www.darkreading.com/cybersecurity-operations/cybersecurity-training-africa-professionals-ranks?fbclid=IwZXh0bgNhZW0CMTAAYnJpZBExeU5QanpldmYzNnZzNTBmNgEeSdoFEHD7kyYmM3xU7u85RovkyflVBA9PLzFrgTtdxbs27u4TnWvobe2nLSw_aem_iaMf6r41FbqvzJseoz94WQ Please LISTEN

Want To Watch The Matt King Show?Watch Here: https://www.youtube.com/@mattkingatx Daniel Ramsey is the CEO and founder of MyOutDesk, who shares his two decades of experience in helping companies scale with virtual assistants.Connect with Daniel and explore MyOutDesk's strategy at their website through a free consultation to see how virtual professionals can transform your business. https://www.myoutdesk.com/ Moments From The Show00:00 Introduction to Daniel Ramsey and MyOutDesk00:20 Early Influences and Entrepreneurial Drive00:49 Pioneering the Virtual Assistant Industry01:05 Evolution and Challenges in the Virtual Assistant Market03:41 Retaining Talent and Building a Strong Team06:34 The Role of a CEO and Founder08:12 Balancing Business and Family Life14:27 The Importance of Delegation and Leadership16:52 Venturing into the Hotel Business19:33 Mentorship and Growth Journey20:31 Taking Bets and Building Trust22:14 Virtual Assistant Industry Insights24:02 Capabilities of Virtual Assistants26:16 Challenges and Improvements in Hiring29:31 The Importance of Virtual Assistants34:32 Balancing Leadership and Growth35:54 How to Get Started with Virtual ProfessionalsConnect With Matthttps://themattking.com/ Learn More About Gobundancehttps://gobundance.com/tribe Thank You To Our Partners!Lauletta Birnbaum, LLC. - Doing Business Justice®https://www.lauletta.com/ Gobundance Members Email: Gobundance@lauletta.comMyOutDesk - The Workforce That Workshttps://www.myoutdesk.com/ APEX Functional Health -  Take Control of Your Health https://www.apexfunctionalhealth.com/The Matt King Show is a podcast dedicated to uncovering the untold stories of high-achieving individuals—entrepreneurs, athletes, investors, and visionaries—who have forged their own paths to success. Hosted by Matt King, the show goes beyond surface-level interviews, diving deep into the pivotal moments, mindset shifts, and lessons that shaped their journeys. With an engaging and thought-provoking approach, The Matt King Show isn't just about success—it's about the experiences, challenges, and philosophies that define extraordinary lives. This is where ambition meets authenticity, and where listeners gain insights they won't hear anywhere else.

Welcome to another episode of The Bentonville Beacon! In this eye-opening conversation, host Brandom Gengelbach sits down with Dr. Debbie Jones, Superintendent of Bentonville Schools, to explore the school district's critical role as one of the region's largest employers—beyond just educating students. Dr. Jones shares her journey from aspiring truck driver to education leader and dives deep into the pressing challenges of attracting and retaining top talent—issues that resonate across the entire business community. From developing a strong district culture to tackling real-world obstacles like affordable housing and childcare, Bentonville Schools is actively innovating to create an environment where teachers and staff can thrive.You'll hear how the district is pioneering solutions in partnership with local organizations, providing staff childcare, and even spearheading new affordable housing projects for educators. Plus, Dr. Jones talks about the district's efforts to transform under-enrolled city schools with parent choice models, competitive programming, and unique partnerships connecting students to real-world opportunities through the Ignite program.This episode is full of practical insights and forward-thinking strategies for anyone interested in talent attraction, workforce development, and building a vibrant local economy—whether you're in education, business, or community leadership. Tune in and discover how Bentonville is setting a new standard for what a school district can do!

Summary:In this podcast, Richard discusses his career journey in product management, detailing his transition from product manager to Chief Product Officer at Mondaq. He shares insights on navigating organizational changes, the importance of understanding business models, and the future direction of Mondaq, particularly in leveraging data analytics. Richard also emphasizes the significance of retaining talent in a competitive market by providing opportunities for skill development and fostering a positive work environment.Chapters:00:00 Journey into Product Management06:26 Transitioning from Product Manager to CPO13:25 Navigating Large vs. Small Organizations19:31 Understanding Mondaq's Unique Value Proposition35:58 Future Directions for Mondaq39:35 Retaining Talent in a Competitive Marketwww.linkedin.com/in/richard-anderson-ldnwww.mondaq.com

Attracting and retaining talent in the London Market is an evolving concern, with the PwC CEO Survey revealing that 93% of respondents either recognise the need to change or are already adapting their strategies to address it. Let's discuss how! In this special podcast episode done in partnership with PwC, we invited Anna Craston, Senior Manager, to host a panel discussion to explore the critical trends shaping talent management in the London insurance market.  She's joined by fellow PwC colleague Simone Ritson, Phoebe Thomas from CFC, Jacinta Chiang from WTW and Alfie Holt from Marco Capital to share their firsthand experiences and insights. Together, they discuss how companies can build inclusive cultures, the shifting expectations of new talent and what organisations must do to stay competitive in a rapidly evolving landscape. This episode dives deep into why attracting diverse talent is just the beginning and why inclusion, development and purpose are the real keys to retention. Key talking points: Understand why changing employee expectations are reshaping the London insurance market. Learn how AI, automation, and technology are driving new workforce capabilities. Explore the historic challenges in attracting diverse talent to the London market — and how that's starting to change. Examine the impact of culture, career growth, and leadership development on employee retention. Discover the importance of outreach programs to schools and universities in broadening insurance career awareness. Hear why inclusion, not just diversity, is critical for long-term workforce engagement. See how mentorship, reverse mentoring, and visible career pathways can support retention. Get practical ideas for fostering inclusion, from flexible working to cultural days and accessible networking events. For more information, you can read PwC's Transforming the London Market report.  Sign up to the InsTech newsletter for a fresh view on the world every Wednesday morning. Continuing Professional Development This InsTech Podcast Episode is accredited by the Chartered Insurance Institute (CII). By listening, you can claim up to 0.5 hours towards your CPD scheme. By the end of this podcast, you should be able to meet the following Learning Objectives: Describe the current challenges and evolving expectations around attracting and retaining talent in the London market. Explain how diversity and inclusion initiatives can move from hiring strategies to meaningful cultural change that fosters retention. Identify the most effective strategies companies can use to make the London insurance market more appealing to diverse, next-generation talent. If your organisation is a member of InsTech and you would like to receive a quarterly summary of the CPD hours you have earned, visit the Episode 351 page of the InsTech website or email cpd@instech.co to let us know you have listened to this podcast. To help us measure the impact of the learning, we would be grateful if you would take a minute to complete a quick feedback survey.

Learn how to attract and retain top talent by fostering a culture of civility and inclusivity. Hosted by Nicole Belyna, Kenston Henderson, chief empowerment officer of Live With Lyfe, shares what that culture looks like, how to assess your organization for civility, and introduces his REM-C framework to navigate difficult conversations.Episode TranscriptThis podcast is approved for .5 PDCs toward SHRM-CP and SHRM-SCP recertification. Listen to the complete episode to get your activity ID at the end. ID expires May 1, 2026.Subscribe to HR Daily to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/voegyz---Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r Rate/review Honest HR on Apple Podcasts, Spotify, or wherever you listen to podcasts.

New York Times bestselling author Mark Murphy talks about his book “Hiring for Attitude” and new approaches to recruiting, assessing and retaining talent with the right attitude to drive organizational success. Mark is founder of Leadership IQ and he has helped big brands we know; like Microsoft, Walmart, IBM and Ford. Listen for three action items you can use today. Host, Kevin Craine Do you want to be a guest? https://Everyday-MBA.com/guest This episode is supported by the Naveen Jindal School of Management 

When you hear a canary singing in the coal mine, you should stop and listen. Without torturing the metaphor too far, this is how I felt when I started working with Megan Glover at 120Water in 2017 as she started to build her business. The success of a business is predicated on the talent of the people running it, and Megan was important because she was one of the first brilliant CEOs who was truly new to water. She is at the vanguard of exceptionally smart, driven company leaders who appeared at the end of the 2010s and were the predicate essentially of BIV coming into being. We don't get to do our job without enough people as good as Megan. I love this conversation covering everything from strategic marketing to advice to board members. Please enjoy my conversation with my friend Megan Glover. Subscribe to The Fundamental Molecule here: https://www.burntislandventures.com/the-fundamental-molecule For the full show notes, transcript, and links to mentioned content, check out the episode page here: https://podcasts.apple.com/us/podcast/the-fundamental-molecule/id1714287205 ----------- Megan Glover, Co-founder and CEO at 120Water, joins Tom to discuss the role of strategic marketing in her organization's trajectory, emphasizing market analysis, customer understanding, and the importance of a quantitative approach. Together, they delve into the genesis of 120Water, its pivot from a consumer focus to serving municipalities, and the significance of regulatory drivers like the lead and copper rule. Megan reflects on talent in the water sector, the evolution of her role as CEO, and offers advice to founders regarding risk-taking in particular. 00:00 - Why Talent Defines Startup Success 02:52 - The Role of Strategic Marketing in Water Tech 05:17 - Market Research: Understanding Customers Before You Build 07:19 - The Origin Story of 120Water 09:36 - The Business Pivot: From Consumer to Municipal Focus 12:07 - How Water Regulations Create Business Opportunities 14:17 - The Future of Lead, PFAS, and Emerging Contaminant Rules 16:50 - State vs. Federal Water Regulations 19:46 - Consumer Awareness vs. Action in Water Quality 20:56 - The Evolution of Lab Testing & Data Standardization 22:49 - The CEO Journey 24:10 - Navigating Board Relations & Investor Alignment 27:08 - Attracting & Retaining Talent in the Water Industry 29:17 - The Future Vision for 120Water 30:42 - Managing Cash Flow While Scaling in a Slow-Moving Market 32:10 - The Role of Partnerships 33:20 - The Art of Negotiation for Water Entrepreneurs 35:13 - The #1 Advice for Water Entrepreneurs Links: Burnt Island Ventures: https://www.burntislandventures.com/ Megan Glover: https://www.linkedin.com/in/megancglover/ 120Water: https://120water.com/ SM Material Key Takeaways: "The success of a business is predicated on the talent of the people running it." "Before you can create, know who the creative is for." "Regulatory demand is the number one driver for change in the water industry." "Take the risk. The water industry is here to support you and wrap their arms around you." "Partnerships can be a phenomenal tool. Win fast and fail fast." "Manage your cash. Sales cycles in water take twice as long as in other startups." "Every stage requires reflection." "People are concerned about water quality, but not willing to pay for the solution."

Send us a textIt's not enough to build a dream team - you've actually got to make them stay…How exactly do you retain your talent? Ditch the HR manuals and get to the heart of what REALLY matters to your top team, as we return for another coveted ‘Walk & Talk' episode of The Company Doctor Podcast!Key takeaways from this episode:Treat your team like you'd want your kids treatedBe the best boss you've ever hadPeople leave because of their bosses, they stay because of the peopleLinks & references: https://www.thecompanydoctor.com/Gary Gamp: https://www.linkedin.com/in/garygampGeorge Clode: https://www.linkedin.com/in/georgeclodeGary's new book, Career Catalyst - available online now: https://www.amazon.co.uk/Career-Catalyst-Secret-Skills-School-ebook/dp/B0DFYVG6XY/ref=tmm_kin_swatch_0?_encoding=UTF8&qid=&sr=

Thanks to our Partners, NAPA Auto Care, NAPA TRACS and Automotive Management Network Parker Branch of Branch Automotive joins the conversation to discuss shop culture, leadership, storytelling, and business growth in the diesel specialty repair industry. Learn about the importance of employee buy-in, boosting productivity, and ways to build customer trust through thoughtful use of technology. Parker shares his journey from technician to business coach, offering personal experiences and proven strategies for success. Parker Branch, Branch Automotive, Littleton, CO. Show Notes Watch Full Video Episode TST Big Event, March 29th, 2025: https://www.tstseminars.org/ The Institute of Automotive Business Excellence: https://www.wearetheinstitute.com/ Introduction to the Summit (00:00:00) Keynote Insights (00:02:07) Importance of Storytelling (00:04:08) Parker's Background (00:04:52) Business Growth (00:05:12) Culture in Business (00:06:02) Self-Assessment in Leadership (00:08:27) Team Accountability (00:09:27) Lean Practices (00:10:26) Building Trust with Customers (00:11:27) AI in Automotive Communication (00:13:33) Motivation and Resources (00:17:26) Attracting and Retaining Talent (00:18:14) Growth vs. Loss (00:18:40) Creating a Positive Culture (00:19:34) Dealing with Toxic Employees (00:20:19) Accountability After Conferences (00:22:22) Cultural Engagement Strategies (00:23:41) Networking and Collaboration (00:24:23) Productivity Challenges (00:28:00) Quarterly Performance Evaluations (00:28:31) Inspiring Change vs. Forcing Change (00:30:20) Seasons of Business (00:31:16) Creating Momentum in Business (00:33:14) Commitment to Success (00:34:21) Thanks to our Partners, NAPA Auto Care, NAPA TRACS and Automotive Management Network Learn more about NAPA Auto Care and the benefits of being part of the NAPA family by visiting https://www.napaonline.com/en/auto-care NAPA TRACS will move your shop into the SMS fast lane with onsite training and six days a week of support and local representation. Find NAPA TRACS on the Web at http://napatracs.com/ Get ready to grow your business with the Automotive Management Network: Find on the Web at http://AftermarketManagementNetwork.com for information that can help you move your business ahead and for the free and informative http://LaborRateTracker.com Connect with the Podcast: -Follow on Facebook: https://www.facebook.com/RemarkableResultsRadioPodcast/ -Join Our...

In this episode, I share one of the most powerful strategies for retaining your best people—reverse recruiting. If you want to keep top talent, you need to know their dreams and consistently help them move toward those goals. I'll walk you through a framework to uncover what truly matters to your team and how to use that knowledge to create long-term retention. Episode Breakdown [00:00] Introduction – The concept of reverse recruiting and why retention starts with leadership. [01:00] Why Top Performers Are Hard to Keep – The best talent is always being recruited, and they won't stay unless they see a future with you. [02:30] The Power of Dream-Based Recruiting – How asking recruits about their long-term goals creates trust and connection. [04:00] People Stop Dreaming—Leaders Must Reignite It – The reality that most professionals stop thinking big, and how you can help them start again. [06:00] Asking the Right Questions – How to uncover a recruit's personal and professional goals with a simple two-question framework. [08:30] Why Most Leaders Miss This Opportunity – Many managers focus on company goals rather than individual dreams, leading to disengagement. [10:00] The Power of Context in Dream-Based Recruiting – How helping recruits see their 10-year future shifts their mindset. [12:30] Creating Buy-In and Loyalty – Why recruits stay with leaders who actively support their personal and professional growth. [14:00] Why Continuous Engagement Matters – How resurfacing a recruit's dreams over time strengthens their commitment to your team. [16:30] Retaining Talent in a Competitive Market – The reality that salary alone won't keep your best people—you need to offer more. [19:00] Final Thoughts & Actionable Takeaway – A challenge to start practicing dream-based recruiting with your current team. Key Takeaways Retention Starts with Leadership – Your top performers will stay if they believe you care about their long-term success. Reverse Recruiting Works – The best way to keep talent is by recruiting them to their own dreams—within your organization. Dreams Create Motivation – People stop dreaming as they settle into careers. Great leaders help reignite their vision. The Right Questions Unlock Loyalty – Asking where someone wants to be personally and professionally in 10 years builds deep connection. Continuous Engagement Builds Retention – Leaders who consistently revisit a recruit's dreams foster loyalty and long-term commitment. Retention isn't about offering the highest salary—it's about helping people achieve their dreams. If you become the leader who champions your team's goals, you'll not only retain your top performers but also create an environment where they thrive. Start today by asking your current team about their long-term dreams, and use that insight to strengthen your leadership and recruiting efforts. Want to improve your retention strategy? Subscribe to my weekly email at 4crecruiting.com or schedule a coaching session at bookrichardnow.com. Let's build a leadership framework that keeps your top talent engaged and committed.

The Robyn Engelson Podcast Ever wish you had a wellness mentor with over decades of experience whispering million dollar health tips in your ear? That's exactly what you will get each week when you tune into The Robyn Engelson Podcast. I'm your host–a sought after autoimmune and wellness expert, corporate drop-out turned serial entrepreneur, and lifestyle transformer. Each week, I'll be bringing you inspiring guests, insights, and mindset tools to empower you to be energized, compress time, and start living instead of existing.    The Candidate Experience   Navigating Hiring, Leadership, and Energy in the Workplace   Hiring is like finding your ultimate Galentine's squad.   Tune in for this insightful conversation on why the candidate experience matters, how leadership shapes hiring, and the role energy plays in attracting top talent.   Gain Insight On: ✅ How leadership impacts the hiring process ✅ The importance of energy in attracting and retaining talent ✅ Strategies to create a seamless and engaging candidate experience   We are bringing Galentine's Day energy into hiring—because candidates deserve to feel valued, supported, and wanted.   As an energy solution coach, my mission is to help leaders optimize their energy, mindset, and strategy to create thriving teams and businesses.   By aligning leadership with intentional hiring practices, you can build a workplace that fosters engagement, innovation, and success.   BIO Lauren Bencekovich is the founder of Lauren Recruiting Group, LLC, a boutique healthcare recruiting firm that matches outstanding leaders with prominent healthcare organizations. After gaining over a decade of experience in healthcare recruiting, Lauren decided to strike out on her own so that she could support hospitals and healthcare leaders at a new level. With Lauren Recruiting Group, she is able to offer a focused, efficient, and personalized recruitment experience that is tailored to the unique needs of hospitals and healthcare organizations.   Lauren holds a BS in Business Administration and an MBA in Executive Leadership. After 15 years in the business, she also has an extensive industry network that she leverages to connect talented leaders with right-fit healthcare leadership teams. She loves knowing that she is making a difference by placing experienced, talented leaders who are driving excellence in patient care at preeminent healthcare organizations.   Outside of work, Lauren loves travel, art, learning, and spending time with her family and pets. She lives in Sarasota, FL and enjoys exploring local beaches and soaking up the sun with her husband and their 5 boys, 2 spoiled Aussies, and 1 fat cat. CONNECT WITH LAUREN BENCEKOVICH ▶LinkedIn: www.linkedin.com/in/lauren-bencekovich/      BUSINESS RESOURCES ▶Your ticket to Freedom

"If I wanna pay your kid a million because she's that good, well that's great, but then it's going to cut back on what I can pay others."Louisville women's basketball Coach Jeff Walz on finessing NIL payments, hanging onto players once they're on the team, and the tendency of older coaches to retire from today's portal and payment college coaching realities.

The author of “Going 1099: How To Become Solo Federal Sub-Contractor”, Dale Davidson, joined me on Ditching Hourly to discuss the journey of becoming a solo federal subcontractor.(00:00) - Introduction and Guest Welcome (00:17) - Dale Davidson's Background (00:49) - Navigating Hourly Billing in Government Contracts (01:39) - Transitioning to 1099 Subcontracting (04:01) - Importance of Security Clearance (05:51) - Client Relationships and Consulting (07:06) - Understanding Government Contracting (16:01) - Becoming a Prime Contractor (33:52) - Hiring Employees and Scaling Up (35:41) - Recruiting and Retaining Talent (36:24) - Scaling Up: Employees and Income (37:17) - The Soloist's Dilemma (38:53) - Challenges of Growing a Business (41:17) - The Admin Burden (48:02) - The Hourly Trap (49:39) - Government Contracting Insights (53:12) - Personal Stories and Advice (58:32) - Finding Your Niche and Passion (01:09:15) - Promoting the Book and Final Thoughts DALE'S LINKSDale's BookDale's LinkedInAI SUMMARYIn this conversation, Jonathan Stark and Dale Davidson discuss the journey of becoming a solo federal subcontractor, focusing on the challenges and opportunities within government contracting. They explore the nuances of hourly billing, the importance of security clearance, and the significance of client relationships. Dale shares insights on transitioning from employee to 1099 contractor, the role of subcontracting, and the complexities of government contracts. The discussion also touches on the mental shift required when moving from a corporate environment to self-employment, the importance of setting boundaries, and the value of understanding market demand.TAKEAWAYSHourly billing is the norm in government subcontracting.Security clearance can significantly increase your value in government contracting.Building strong client relationships is crucial for success as a contractor.Transitioning from employee to 1099 contractor offers more freedom and control.Subcontracting is a common practice in government work and can provide opportunities.Understanding the different types of government contracts is essential for contractors.Fixed price contracts are rare but can be negotiated successfully.Finding opportunities in government contracts requires diligence and networking. ----Do you have questions about how to improve your business? Things like:Value pricing your work instead of billing for your time?Positioning yourself as the go-to person in your space?Productizing your services so you never have to have another awkward sales call or spend hours writing another custom proposal?Book a one-on-one coaching call with me and get answers to these questions and others in the time it takes to get ready for work in the morning.Best of all, you're covered by my 100% satisfaction guarantee. If at the end of the call, you don't feel like it was worth it, just say the word, and I'll refund your purchase in full.To book your one-on-one coaching call, go to: https://jonathanstark.com/callI hope to see you there!

Blue Is The New White #185 Building a successful business isn't just about revenue—it's about people, culture, and operational efficiency. In this episode of Blue Is The New White, Rick Miller, founder of RLM Hospitality, shares his journey and the lessons he's learned about: Attracting and retaining top talent in challenging markets. Creating a culture of alignment, respect, and growth within your organization. Balancing entrepreneurial passion with the structure needed for sustainable growth. Rick's unique background in hospitality and management brings a refreshing perspective to leadership in the skilled trades. Topics Covered: Why culture is the foundation of every successful team. The importance of transparent leadership and communication. Strategies for operational efficiency without sacrificing team morale. Balancing passion with long-term business sustainability. Don't miss this insightful conversation packed with actionable advice for business owners and leaders looking to scale their teams and operations.

saas.unbound is a podcast for and about founders who are working on scaling inspiring products that people love, brought to you by https://saas.group/, a serial acquirer of B2B SaaS companies. Episode 32 is the special episode where Tim Schumacher takes over the hosting of the podcast to welcome Shane Cheek from Continua Software, an Australian-owned software holding company that acquires, operates and grows B2B software businesses. -----------Episode's Chapters----------- 00:00 - Shane's Journey in Technology and Capital Markets 04:46 - The Formation of Continua Software 06:49 - Constellation's Influence and Market Positioning 08:34 - Acquisition Strategy and Target Metrics 09:56 - Transitioning Legacy Software to SaaS 13:54 - Balancing Growth and Profitability 18:48 - Market Dynamics and Valuation Challenges 21:45 - Operational Independence and Management Approach 24:38 - Hiring and Retaining Talent in SaaS 30:48 - Advice for Founders Seeking an Exit Tim Schumacher - https://www.linkedin.com/in/timschumacher/ Shane Cheek - https://www.linkedin.com/in/shanecheek/ Subscribe to our channel to be the first to see the interviews that we publish twice a week - https://www.youtube.com/@saas-group Stay up to date: Twitter: https://twitter.com/SaaS_group LinkedIn: https://www.linkedin.com/company/14790796

#293: As we edge closer to the end of 2024, companies grapple with the complexities of workforce retention and attraction. Companies must navigate post-COVID realities and adjust to altered market conditions. The enduring quest for stability in these uncertain times shapes employee priorities as they seek job security amidst market volatility. In this episode, we speak with Michael Zuercher, CEO and co-founder of Prismatic, about the challenges and opportunities businesses must address while trying to attract and retain talent.   Michael's contact information: LinkedIn: https://www.linkedin.com/in/michael-zuercher/   YouTube channel: https://youtube.com/devopsparadox   Review the podcast on Apple Podcasts: https://www.devopsparadox.com/review-podcast/   Slack: https://www.devopsparadox.com/slack/   Connect with us at: https://www.devopsparadox.com/contact/

Text us your thoughts about this episode or ideas for future episodes!Chris Chavez returns to the Singletrack Podcast to discuss the latest developments at Citius Mag, the influence of Netflix's Sprint series on Track and Field, shifts in the sports media landscape, his key content and event strategies for 2025, and his perspective on Michael Johnson's "Grand Slam Track" league.Timestamps:2:00 The Evolution of Citius Mag and Track and Field Media9:49 Retaining Talent in a Competitive Media Environment20:50 The Impact of Media on Track and Field26:59 The Future of Track and Field Media32:19 "Sprint" And The Evolution of Sports Documentaries39:51 Challenges in Media Access In Track and Field45:04 Grand Slam Track50:04 The Role of Influential Figures (Michael Johnson) in Sports55:27 Business Strategies for Sports Media SuccessPartners:Naak - use code SINGLETRACK20 at checkout on their website (https://www.naak.com/) to get 20% off your purchase.Rabbit - use code Singletrack10 at checkout on their website (https://www.runinrabbit.com/) to get 10% off your next order.Pillar Performance - use code SINGLETRACK at checkout on their website (https://pillarperformance.us/) to get 15% off your next order.deltaG Ketones - use code Singletrack20 at checkout on their website (https://www.deltagketones.com/SINGLET...) to get 20% off your next order.Additional Links:Follow Finn on Instagram, Strava, Twitter, Youtube, and PatreonSupport the show

The advertising industry faces an annual turnover rate of 27%, costing companies their talent, creativity, and momentum. On this episode, Ren Akinci speaks to Brad Simms, Founder & CEO of GALE, about how his agency has tackled this challenge with investing $1M dollars in learning, training and development initiatives. From dedicated career coaches to an […]

Peter Tateishi is the CEO of AGC of California.   In this episode of the Specified Growth Podcast, Peter talks about his passion for politics and policy, and how he made his way to his current role at AGC of California. He also discusses retaining talent in the construction industry, what we need to be doing to attract the next generation of trade professionals, and more. Don't miss this episode of the Specified Growth Podcast!   Please reach out if you have any feedback or questions. Enjoy!    Twitter: @TatsuyaNakagawa Instagram: @tats_talks LinkedIn: Tatsuya Nakagawa  YouTube: Tats Talks www.tatstalk.com www.castagra.com Learn more about your ad choices. Visit megaphone.fm/adchoices

How do we make technology more accessible to our frontline manufacturing workforce? In this episode of Workforce 4.0, your host Ann Wyatt sits down with the Founder of Team Engine, Carlos Del Pozo as they talk shop on the importance of enabling and empowering your frontline workforce through technology. As the Founder of a small business and former military veteran, Carlos and Ann take a deep dive into the challenges between operational and HR leadership in recruiting and retaining talent, how AI can improve HR technology and the ultimate importance of creating a sustainable frontline workforce. This insightful conversation also sheds some light on re-shoring of American manufacturing, the future of blue-collar work and the multifaceted approach needed to address labor shortages.In This Episode:-06:05: The Importance of Workforce Development-11:10: Challenges in Recruiting and Retaining Talent-17:21: The Role of Technology in HR and Workforce Management-24:04: Leadership Lessons from the Military-28:39: Future Predictions for Technology and Workforce-37:57: Closing Thoughts and Contact InformationMore About Carlos Del Pozo:Carlos del Pozo is a co-founder of Team Engine, a text-first software platform that helps companies in industries with a distributed workforce (such as landscaping, construction and manufacturing) grow and retain their teams. Prior to founding Team Engine, Carlos served as an Infantry Officer in the US Army and grew up in a small business family in San Diego. He lives in Boulder, Colorado. To learn more about Carlos, connect with him here.The Future of Work (and this Episode) Is Brought To You By Secchi:Secchi is a revolutionary workforce engagement tool created for organizations to make data-driven frontline decisions in real-time. By measuring and combining multiple people-related lead indicators, Secchi provides in-the-moment visibility into individual frontline employee performance, team performance, engagement/turnover risks, and positive employee behaviors all while removing the traditional barriers of administrative burden on leaders. To learn more about Secchi, check them out here.

Are you hesitant to invest in training for your team because you're worried about losing the investment if folks leave?  In this episode, I discuss why upskilling isn't just a perk—it's essential for team growth, productivity, and even loyalty. Learn how proactive investment in your team can make a difference in outcomes, and discover what you risk by skipping it. Whether you're a business owner or team leader, this episode will show you how to turn training into a powerful tool for motivation and success.Key Topics Covered:What Happens if They Stay [0:00]Discover why not investing in your team's growth could cost more than you think.Balancing Costs vs. Benefits [6:32]How to measure the value of training your team for long-term gains.Creating a Learning Culture [12:15]Ways to cultivate a culture that values upskilling and continuous improvement.Empowering and Retaining Talent [18:20]Understand the connection between investing in people and retaining top talent.Did you know I lead team workshops on all the topics I cover here? I work with everyone—from large companies like Google to startups, agencies, and small businesses like law firms and med spas. Whether it's making feedback conversations easier, guiding teams through change, or empowering your team to step up as owners, I provide tools to tackle tough team challenges with confidence. Reach out at hello@leahgarvin.com or share my info with your decision maker, and let's make team management simpler and more fun. --WORK WITH LIA:How many times have you thought "I wish this whole managing people thing was a little easier" or better yet - "tell me what to do to be a better manager and I'll do it"?I've got you covered ;) Head to liagarvin.com/actiontracker for my list of 10 things you can do each week to get better results from your team and make your job easier.  Want some support for yourself or your team, let's chat! Schedule a call here: calendly.com/liagarvin/scaleup-strategy CONNECT WITH LIA:Website: https://www.liagarvin.com/Linkedin: https://www.linkedin.com/in/liagarvin/Instagram: https://www.instagram.com/lia.garvin/Music by: https://www.instagram.com/isaacy8s/

Join us for an in-depth panel discussion on BitTensor and its native token, TAO, featuring top analysts in the crypto and AI space. Michael Rinko from Delphi Digital hosts Nick Hotz (Tangent), Sami Kassab (OSS Capital), and Seth Bloomberg (Messari) as they dive into the intricacies of BitTensor's decentralized AI network. This comprehensive conversation covers: ► BitTensor's core mission and how it aims to decentralize AI development ► The network's structure, including subnets, miners, and validators ► TAO tokenomics and the upcoming Dynamic TAO upgrade ► Challenges and potential solutions in incentive mechanism design ► Comparisons with traditional AI development models ► The future of BitTensor and exciting milestones to watch Watch more sessions from Crypto x AI Month here: https://delphidigital.io/crypto-ai --- Crypto x AI Month is the largest virtual event dedicated to the intersection of crypto and AI, featuring 40+ top builders, investors, and practitioners. Over the course of three weeks, this event brings together panels, debates, and discussions with the brightest minds in the space, presented by Delphi Digital. Crypto x AI Month is free and open to everyone thanks to the support from our sponsors: https://olas.network/ https://venice.ai/ https://near.org/ https://mira.foundation/ https://www.theoriq.ai/ --- Follow the Speakers: - Michael Rinko on Twitter/X ► https://x.com/mrink0 - Nick Hotz on Twitter/X ► https://x.com/Nick_Hotz - Sami Kassab on Twitter/X ► https://x.com/Old_Samster - Seth Bloomberg on Twitter/X ► https://x.com/bloomberg_seth --- Chapters 00:00 The Genesis of BitTensor: A Decentralized AI Solution 07:00 Understanding the Incentive Mechanism in BitTensor 13:14 Interfacing BitTensor with Real-World Applications 19:29 The Role of Validators in BitTensor 22:50 TAO: The Utility Token of BitTensor 39:26 Understanding TAO Emissions and Their Impact 45:11 The Role of Validators and Emission Allocation 52:43 First Mover Advantage in Decentralized AI 01:00:10 The Challenge of Retaining Talent in BitTensor 01:10:55 Future Prospects and Exciting Developments in BitTensor Disclaimer All statements and/or opinions expressed in this interview are the personal opinions and responsibility of the respective guests, who may personally hold material positions in companies or assets mentioned or discussed. The content does not necessarily reflect the opinion of Delphi Research, which makes no representations or warranties of any kind in connection with the contained subject matter. This content is provided for informational purposes only and should not be misconstrued for investment advice or as a recommendation to purchase or sell any token or to use any protocol.

In this insightful episode of the Intentional Agribusiness Leader Podcast, host Mark Jewell sits down with Jordan Thiel, U.S. Sales Manager at ATP, to discuss the power of intentional leadership, building trust, and managing teams effectively in the agribusiness industry.Key Takeaways:The Importance of Caring and Intentionality in Leadership:Jordan shares his belief that the core of successful leadership and sales is showing genuine care. Without demonstrating care, it's difficult to gain trust or inspire others to follow your lead.Sales, particularly in agribusiness, is not about being pushy but about building relationships and trust with customers.Navigating Leadership Challenges:Jordan recounts his personal journey in stepping into leadership roles at a young age, managing teams with more experience than him. His approach of being humble, admitting his lack of experience, and asking for help created strong bonds of trust.Vulnerability and humility, rather than ego, are essential qualities in leadership.Overcoming Tough Days in Leadership:Both Jordan and Mark discuss the reality of burnout and the struggle of staying motivated, especially in high-pressure environments. Jordan shares his personal strategies for rejuvenating his energy and focus, including family time and self-reflection.They emphasize the importance of reinvesting in oneself through learning, mentorship, and coaching during moments of low motivation.Retaining Talent in a Competitive Environment:Finding and keeping good talent is one of the biggest challenges in agribusiness. Jordan shares his perspective on helping employees succeed by removing obstacles, encouraging open communication, and fostering a culture of growth and trust.An effective leader helps employees grow within the company, giving them more responsibility and development opportunities to keep them engaged and committed.Culture Creation and Building a Trusting Environment:In a growing organization, establishing a positive and trusting culture is vital. Jordan explains how ATP emphasizes the "why" behind their work, helping employees understand the deeper purpose of their roles and creating alignment with company goals.Lessons in Leadership from Humility and Ownership:Jordan reflects on his early management roles, where he learned to admit mistakes openly and take responsibility for errors. This built credibility and trust with his team, further enhancing his leadership effectiveness.Mark highlights the importance of extreme ownership, a concept that resonates with many leaders as they navigate the challenges of leading others.Public Speaking and Communication:Jordan discusses his personal goal of improving his public speaking skills, aiming to deliver presentations that engage and connect with audiences rather than relying heavily on slides. He sees effective communication as a critical part of leadership.Books and Resources:Jordan recommends two influential books:Good to Great by Jim Collins, highlighting the importance of getting the right people in the right seats on the bus.Who Moved My Cheese? by Spencer Johnson, a simple yet powerful read about adapting to change and seizing new opportunities.Personal Life and Work-Life Balance:Jordan shares how spending time with his family, particularly his young son, helps him stay grounded and energized

►This time we are talking with Evan Tzivanakis! He is a Talent Development Facilitator, Adjunct Professor, Executive Coach, he has managed employees across 8 countries, and travel creator!Evan Tzivanakis, a talent development facilitator, adjunct professor, and executive coach, discusses his multidisciplinary approach to teaching and coaching. He emphasizes the importance of self-development, adaptability, and emotional intelligence in leadership.Links:https://www.linkedin.com/in/evantzivanakis-leadershipdevelopment/https://www.youtube.com/@BusinessLifeTravel/videoshttps://www.facebook.com/executivecoachasia/https://www.amazon.com/LEADING-VUCA-TIMES-Elevate-Influence/dp/B0BZ6HCNM3/ref=tmm_pap_swatch_0?_encoding=UTF8&qid=&sr=https://www.instagram.com/evan_tzivanakis/

NECA Recap - What's new in the Electrical Industry. $1 Trillion Opportunity in Solar, EV, and Battery Storage. Hiring, Recruiting, Training and Retaining Talent. Plus - How to Make The Most of Every Conference You Attent. Comment your thoughts below and don't forget to like, SHARE and subscribe! Sign up for Dillon Mitchell's Straight Shooting Construction Letter http://kowabungastudios.hubspotpagebuilder.com/constructionletter Connect with Dillon Mitchell LinkedIn - https://www.linkedin.com/in/dillon-mitchell-kowabungastudios/ Instagram - https://www.instagram.com/dillonAMitchell Kowabunga Studios - https://www.kowabungastudios.com/ Instagram - https://www.instagram.com/kowabungastudios/ Facebook https://www.facebook.com/kowabungastudios Want to speed up your Revit production and take your time back? https://www.kowabungastudios.com/products/

Today's guest is Fabio Raffone, Vice President of Customer Service Operations for Americas at Tetra Pak. Tetra Pak is a Swedish multinational company specializing in food packaging and processing solutions. The company provides a range of offerings, including packaging materials, filling machines, and processing equipment for various products such as dairy, beverages, cheese, ice cream, and prepared foods. Fabio joins Emerj Senior Editor Matthew DeMello on the program today to discuss the pressing challenges faced by field service leaders and the growing relevance of AI in overcoming these hurdles. With a team of 700 field service professionals across the Americas, Tetra Pak is navigating complex market-specific challenges, from attracting and retaining talent in a growing U.S. economy to advancing competence development in other regions.

The Buzz is Supply Chain Now's regular Monday livestream, held at 12 noon ET each week. This show focuses on some of the leading stories from global supply chain and global business, always with special guests – the most important of which is the live audience!In this week's episode of The Buzz, hosts Scott Luton and Marty Parker welcome special guest Kristi Porter, with Vector Global Logistics, to the show. Listen in as they discuss:The current needs for Vector's Leveraging Logistics for Ukraine initiativeWhat's next for the Logistics With Purpose podcast The threat to two-day or less shipping that Americans have come to expectThe slowing economy of the US compared to the resiliency of the global economyHow Supply Chain Leaders are Attracting and Retaining Talent in 2024And more!Additional Links & Resources:Recent edition of With That Said: https://bit.ly/4cBvcOs2024 Q2 U.S. Bank Freight Payment Index: https://bit.ly/scn-us-bankThe two-day or less shipping Americans have come to expect faces a climate change threat: https://bit.ly/3Mln7mfLogistics for Ukraine: https://vectorgl.com/stand-with-ukraine/Check out Logistics with Purpose: https://supplychainnow.com/program/logistics-with-purposeRecent Logistics with Purpose Episode with Better Shelter: https://bit.ly/3Ma3jSRU.S. Slows a Little but Global Economy Proves Resilient: https://bit.ly/3WYUAI1Optimizing Procurement Operations with Group Purchasing Organizations with OMNIA Partners: https://bit.ly/3yKnaVBHow Supply Chain Leaders are Attracting and Retaining Talent in 2024: https://bit.ly/3X0pxvxMarty's recent LinkedIn post: https://bit.ly/3X36mB5Connect with the Supply Chain Now community and programming: https://linktr.ee/SupplychainnowConnect with Kristi on LinkedIn: https://www.linkedin.com/in/kporter9876/Learn more about our hosts at: https://supplychainnow.com/aboutLearn more about Supply Chain Now: https://supplychainnow.comWatch and listen to more Supply Chain Now episodes here: https://supplychainnow.com/program/supply-chain-nowSubscribe to Supply Chain Now on your favorite platform: https://supplychainnow.com/joinWork with us! Download Supply Chain Now's NEW Media Kit: https://bit.ly/3XH6OVkWEBINAR- 5 Key Considerations for Supply Chain...

In this conversation, Matt discusses Dynapower, a global manufacturing business specializing in custom equipment for various markets. He emphasizes the importance of company culture, purpose-driven work, and the impact on the global community. Matt also shares insights on attracting and retaining talent, connecting with customers, and the company's future direction.Keywordsmanufacturing, company culture, purpose-driven work, talent retention, customer relationships, global impact, energy independence, market integration, clean energyTakeawaysCompany culture and purpose-driven work are essential for attracting and retaining talent.Connecting with customers as partners and friends, rather than just customers, creates a strong bond and loyalty.The younger generation seeks purpose and impact in their work, making it important to connect the work to a larger, meaningful outcome.Global expansion and market integration require hiring locally and building relationships within the market.The future of Dynapower involves helping legacy manufacturing businesses become energy independent and adapt to the changing world.Sound Bites"We talk about our customers as family and friends and partners.""People don't buy on logic. They buy on emotion.""The generation changed. We're income driven, but we're also emotionally driven."Chapters03:00 Cultivating Purpose-Driven Work and Company Culture in Manufacturing06:47 Connecting with Customers as Partners and Friends09:50 Attracting and Retaining Talent in the Manufacturing Industry12:03 The Future of Dynapower: Energy Independence and Market IntegrationConnect With Matt:Website: https://dynapower.com/ Support Titans of the Trades: If you found this episode insightful, please subscribe, share, and leave a review for Titans of the Trades. Your support goes a long way in helping us bring more impactful discussions your way.

In this episode of the Everyday Business Problems podcast, Dave Crysler is joined by Steve Penkala from Binding Edge, who brings over 48 years of experience in the print-related industries. Steve shares his journey navigating the ever-changing world of print, paper converting, and trade binding. The conversation delves into his leadership philosophy, the evolution of the industry, and the strategies he uses to retain and motivate his team. Steve also discusses the importance of understanding what employees value and how flexibility and innovative recruitment methods have helped his business thrive. What You'll Discover: Steve's leadership philosophy and how it has evolved over nearly five decades in the print industry. The importance of understanding and addressing what employees value beyond just monetary compensation. How to manage flexibility in work schedules while maintaining operational efficiency. Innovative methods for attracting and retaining talent in a traditionally challenging industry. The impact of new technologies and equipment on the print and binding industry. Strategies for navigating industry challenges and maintaining a competitive edge. Insights into the future of the print industry and opportunities for growth and acquisition. The role of enthusiasm and leadership in fostering a motivated and engaged workforce.

What happens when you sell your successful franchise to pursue a dream?A dream that you ended up being denied? You do everything in your power to overcome the obstacles and hurdles until that dream becomes a reality.Today, we are joined by Bridget Jones. Bridget is a former owner of a Just Between Friends franchise and a current owner of a Chick-fil-A franchise.Bridget candidly shares her journey from a teacher battling cancer to becoming a savvy entrepreneur and the rewards and challenges along her journey.She talks about her journey into the Chick-fil-A franchise that started with her being rejected from being an owner to how she learned everything she could and worked her way into being a current Chick-fil-A franchise owner.Bridget shares the importance of taking calculated risks, how humility has had a profound impact on her leadership style, the power of having mentors, emphasizing the importance of core values and employee value propositions, and so much more!So, if you are ready to listen to Bridget's story of resilience and leadership that is truly inspiring, press play and let's go!Episode Highlights:Bridget's journey to franchisingBridget's purchase and sale of Just Between FriendsBridget's journey through buying a Chick-fil-A franchiseOvercoming adversity and navigating risksImportance of mentorship and learningSystemizing core values and employee value propositionConnect with Tracy Personal LinkedIn: https://www.linkedin.com/in/tracy-panase/ JBF LinkedIn - https://www.linkedin.com/company/jbfsale JBF Franchise System - https://jbfsalefranchise.com/ Email: podcast@jbfsale.com Connect with Shannon Personal LinkedIn - https://www.linkedin.com/in/shannonwilburn/ JBF LinkedIn - https://www.linkedin.com/company/jbfsale

Hiring and Retaining Talent – Belk on Business – Episode 191 1) Clarity in both the listing and interview process -set clear expectations – be clear and concise as to what is expected in the work and in the candidate – people want to know what they will be doing and what type of person fits best in your culture – it's not just about the position and salary. Consider questions they may have. “Is the position and culture collaborative or not?” “Do I have what it takes, and will I fit in?” 2) Provide both positive and negative or constructive feedback – recognize their strengths and weaknesses– be purposeful about having “check-ins” so you can lead well and show you do care not just about the work but the person 3) If possible, provide flexibility with time, location and work environment 4) Lead by example – work harder than your team – work in vs. on the business – report back to the team when working on the business – roll up sleeves and work along side them, don't sit in an ivory tower – open door policy 5) Provide opportunities for growth – not just moving up the corporate ladder but developing within their role and as a person – develop just not with work skills but interpersonal as well 6) Allow for feedback to you as a leader – where are you succeeding as a failing as a leader, as a boss, as a manager – be transparent with the team in meetings – what did you learn, where are you struggling – how can you better serve the team? 7) Foster a positive and inclusive company culture – a culture that is supportive and enjoyable. Build a culture where the team stays motivated and engaged. Subscribe on these platforms: Apple Podcast: https://apple.co/2Zp6hgj Spotify: https://lnkd.in/gcWDnFZ Stitcher: https://bit.ly/34aRgO2 YouTube: https://youtu.be/3LUktiPgMKQ

Today on the show we have Joe Leech, a Coach to CEOs with 18 years of tech experience, working with over 30 startups and FTSE100 giants.In this episode, Joe shares his insights on retaining top talent and preventing team churn.We discussed the common mistakes leaders make in micromanagement and hiring and we wrapped up by exploring effective onboarding strategies for new leaders.Mentioned ResourcesJoe Leech cxpartners Marriott.comeBayDavid Darmanin    HotjarName It to Tame It Churn FM is brought to you by Vitally, the all-in-one Customer Success Platform and Chargebee, SaaS for effective revenue growth management.

Kick-start a new era in accountancy with Alan Whitman, the former CEO of Baker Tilly US. Using his invaluable experience as a CEO for nearly 8 years, Alan will share novel insights on transforming traditional CPA firms into modern, sustainable, and innovative powerhouses. This session delves into people development, strategic growth, service models, and methods for breaking from long-standing conventions that hinder progression. It's time to BREAK THE MOLD (TM) and lead the transition toward the future of professional services and the CPA industry. If that's your ambition, this session was designed with you in mind.(Originally recorded on May 8, 2024, on Earmark Webinars+)SponsorShareFile - https://earmarkcpe.promo/sharefileChapters(01:48) - Alan Whitman's Journey to CEO (03:32) - Breaking the Mold in CPA Firms (07:06) - Challenges of Traditional Models (16:48) - Ethics and Systemic Issues in Accounting (18:37) - Advising Firms on New Business Models (25:46) - Developing and Retaining Talent (29:33) - Navigating the Future of Advisory Firms (32:44) - Transforming the Practice: Multidisciplinary Approach (34:22) - Building Businesses Within a Business (37:40) - Journey to CEO: Building International (40:41) - Rebranding and Global Expansion (42:00) - The Importance of Branding in Professional Services (42:55) - Recruitment and Retention Challenges (46:52) - Education and Training in Accounting (50:29) - The Future of the Accounting Profession (01:00:50) - Final Thoughts and Advice for Firm Owners Sign up to get free CPE for listening to this podcasthttps://earmarkcpe.comDownload the Earmark CPE App Apple: https://apps.apple.com/us/app/earmark-cpe/id1562599728Android: https://play.google.com/store/apps/details?id=com.earmarkcpe.appConnect with Our Guest, Alan WhitmanLinkedIn: https://www.linkedin.com/in/alan-whitman-357ab91/Connect with Blake Oliver, CPALinkedIn: https://www.linkedin.com/in/blaketoliverTwitter: https://twitter.com/blaketoliver/

Welcome to "The Full Desk Experience" podcast! In this episode, host Kortney Harmon engages with special guest Alex Chausovsky, an esteemed economist and market researcher, delving into the intricacies of sales and marketing strategies crucial for business growth. The discussion navigates through a landscape of economic trends, workforce dynamics, and the looming influence of emerging technologies like AI and robotics. With actionable insights and practical advice tailored for the staffing and recruiting industry in 2024 and 2025, this episode offers a deep dive into talent retention strategies, industry disruptions, and the evolving power dynamic between organizations and employees. Join us as we unravel real-world wisdom to equip you with the tools needed to scale thriving teams and tackle the challenges of tomorrow.More about Alex:Alex Chausovsky is the Director of Analytics and Consulting for the Bundy Group. He is a highly experienced market researcher and analyst with more than two decades of expertise across subjects including economics, manufacturing, automation, advanced technology trends, and business cycle analysis. He has consulted and advised companies throughout the US and Canada, Europe, South America, and Asia. In his investment banking advisory role, Alex is a trusted source of information for owners and executives of privately held firms who are seeking a business sale, acquisition, or financing.Alex has delivered over a thousand presentations, webinars, and workshops to small businesses, trade associations, and Fortune 500 companies across a spectrum of industries, and is the go-to source of industry data and insights for business owners and leaders. Alex's analysis has been featured in the Wall Street Journal, on the BBC, and on NPR, and he is a Top Voice on LinkedIn._______________________Follow Alex Chausovsky on LinkedIn: https://www.linkedin.com/in/alexchausovsky/Follow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/ Subscribe to our newsletter:  https://www.crelate.com/blog/full-desk-experience

In this episode, Bryce Batts outlines what the labor market looks like right now and the best ways to attract and retain talent. This includes how marketing can improve the processes in place to align new employees with company culture and attract top talent using marketing best practices. Bryce has been a recruiter in the AEC industry for 15+ years and is a certified Career Coach and Speaker. She met her husband in college, and they have two daughters and a Bernedoodle. She attended NC State University for her bachelor's degree and received her MBA at Nova Southeastern. She was a college dancer and cheerleader and loves to cheer professionals on as they gain clarity and confidence when it comes to their career goals. She's the co-CEO of Career Collective, an AEC recruiting and coaching firm and podcast host of Wine After Work. Career Collective was founded with a Singular Vision: Providing Both Candidates and Employers with Premier Access to the Best in AEC Industry Opportunities. Guided by Bryce Batts and Edwin Powali, Career Collective stands at the forefront of AEC recruitment. Bryce's passion for career coaching and dedication to enriching both the careers of individuals and the teams of employers they serve is truly inspiring. LinkedIn: https://www.linkedin.com/in/bryce-batts-recruiter/ https://www.mycareercollective.com/

Paul Young is the Chief Financial Officer at Liberty Bank. Established in 1825, Liberty Bank is the largest and oldest independent mutual bank in the United States. In this conversation, Paul shared how he and his colleagues at Liberty Bank began investing in apprenticeship programs in order to develop and retain talent inside the finance organization. Paul also spoke about the opportunities and business benefits that he was able to deliver as a result of investing in their workforce through apprenticeship programs, his ideas and aspirations for future plans for developing talent, and his advice for how talent and hr professionals can partner with their peers in the finance function to better invest and retain talent to drive business results. LinksPaul's LinkedIn: https://www.linkedin.com/in/pyoungcpa/News article: https://www.aicpa-cima.com/news/article/aicpa-and-us-department-of-labor-sign-inaugural-employers-to-apprenticeship

In the midst of meme stock craziness, Robinhood CEO Vlad Tenev shared his most eye-opening insights from running the company that transformed the game for retail investors. He talks about Robinhood's new Gold Card, his views on crypto, the media side, how artificial intelligence could change finance, and more. (00:00) Intro(03:27) The Origin of the Name 'Robinhood'(08:43) Navigating the GameStop and Meme Stock Saga(10:52) Rebuilding Trust and Brand Impact(19:10) Crisis Communication and Leadership Lessons(23:54) Industry Insights and Future of Trading(31:00) AI and Financial Services(33:34) Crypto and Regulatory Challenges(40:14) The Viral Launch of Robinhood(47:01) The Gold Card Launch and Customer Strategy(50:08) The Vision Behind Robinhood's Credit Card(53:50) Building vs. Buying: The X1 Acquisition(56:12) Integrating X1 into Robinhood(57:11) The GM Structure and Its Benefits(58:42) Challenges and Trade-offs of Decentralization(01:01:08) Financial Modeling and Customer Economics(01:04:48) Navigating Remote Work and Returning to the Office(01:09:14) Managing Stock Price Expectations(01:13:23) Hiring and Retaining Talent(01:17:11) Fundraising and Investor Relations(01:31:09) Launching Sherwood Media(01:38:56) Reflections and Future Aspirations Executive Producer: Rashad AssirProducer: Leah ClapperMixing and editing: Justin Hrabovsky Check out Unsupervised Learning, Redpoint's AI Podcast: https://www.youtube.com/@UCUl-s_Vp-Kkk_XVyDylNwLA

Join us for an inspiring episode as Dr. Stephanie Wigner, founder of The Wealthy Practitioner, shares her journey from successful chiropractor to business consultant and coach. Stephanie unveils invaluable insights into building a thriving service-based business, emphasizing the importance of systems, leadership, and vision.Discover how having systems and SOPs in place can transform brick and mortar businesses, and learn the art of motivating and enrolling your team by being a visionary leader. Stephanie reveals the power of profit sharing and creating Ascension plans to retain talent and drive growth.Explore the world of events with Stephanie as she discusses the key factors to consider when planning impactful gatherings. From purpose and pricing to backend opportunities, learn how events can elevate your business.Stephanie also shares the secrets of consistency and self-belief, essential elements for achieving success. Hear how attending mastermind groups, like Chamber, and surrounding yourself with high-level individuals can propel your business forward.Gain actionable strategies and insights from Dr. Stephanie Wigner to make a bigger, broader impact in your service-based business. Tune in now and elevate your business to new heights!If you want to connect with Dr. Stephanie Wigner, visit www.stephaniewigner.comChapters00:00 Introduction and Event Planning02:00 From Chiropractor to Consulting and Coaching03:34 Bottlenecks in Brick and Mortar Businesses05:06 Retaining Talent and Pay Structures07:03 Scaling and Fixing Internal Issues08:35 Good Pay Structures and Hierarchy10:38 The Impact of Chamber and Mastermind Groups11:50 Lessons from Hosting Events14:11 The Momentum and Back End of Events19:32 The Power of Consistency and Betting on Yourself21:17 Final Thoughts and Where to Follow

Join Quinn Heimann, Director of Strategic Sales at Aerotek, and her colleague Jason Wetherford, Strategic Account Executive for Aerotek, as they delve into the complexities of today's labor market. With over 36 years of combined experience in the staffing industry, Quinn and Jason bring valuable insights into the challenges companies face in attracting and retaining talent. From the impact of competitive wages to the importance of diversity, equity, and inclusion, they explore key strategies for organizations to thrive in an ever-evolving workforce landscape.Connect with Us:LinkedIn: https://www.linkedin.com/company/ifmaFacebook: https://www.facebook.com/InternationalFacilityManagementAssociation/Twitter: https://twitter.com/IFMAInstagram: https://www.instagram.com/ifma_hq/YouTube: https://youtube.com/ifmaglobalVisit us at https://ifma.org

What will you learn about Gradiant, the first-ever Water Tech Unicorn, if you listen to this week's release of the Podcast? Well, I have seven insights for you, starting with number one:Innovative Business Model and Focus on Proprietary Solutions: A significant portion of Gradiant's projects (60%) are sole-sourced, meaning they face no competition for these projects because they develop the solution from scratch for their client. This approach underscores the importance of offering bespoke, innovative solutions to clients' unique problems, a strategy that can be crucial for startups, sure, but also for anyone aiming to differentiate themselves in the competitive and sometimes commoditized water market!Emphasis Rapid Technology Development: Gradiant's success is partly attributed to their philosophy of pushing technology to market quickly, embracing the concept of Minimum Viable Product (MVP). They focus on developing technologies that are good enough to solve the problem at hand and getting them into the field for testing, rather than waiting for a perfect solution. This approach accelerates adoption and allows for real-world feedback to refine that said technology.Attracting and Retaining Talent through Generous Incentives: If Prakash is so certain that Gradiant's special sauce lies in its people, it's no wonder that Gradiant has set a high industry standard by allocating 7% of the company for employee participation, excluding the founders. This generous approach to employee equity is indicative of the value they place on their team's contribution to the company's success and can serve as a model for how startups might consider structuring their own incentive programs.Building a Strong Company Culture and Team: I just touched on how Gradiant attributes a large part of their success to the quality of their team and the company culture they have cultivated. Well, this emphasis on assembling a talented and culturally cohesive team highlights the importance of not just technical skills, but also the alignment of values and vision within the company.Leveraging Acquisitions for Strategic Growth: Gradiant's strategic acquisitions, particularly in markets where organic growth would be too slow or challenging, demonstrate the value of targeted M&A activities to rapidly expand capabilities and market presence. There's again a talent aspect to this, as their approach to keeping and incentivizing the talent within acquired companies further emphasizes the importance of people in Gradiant's growth strategy. Adapting Business Models to Market Needs: Gradiant's ability to adapt their business model, such as the Build-Own-Operate (BOO) approach that got them started in Oil & Gas and still gets applied today on certain projects, showcases their flexibility in meeting client needs and market demands. This adaptability is a critical strategy for navigating the complex and varied global water market. Note as well that they don't claim they've been super clever in using this approach; they actually "stole" it from their customers! Listen and adapt; there's win-win potential in that.Emphasis on R&D and Innovation Centers: The establishment of innovation centers in strategic locations underscores Gradiant's commitment to continuous innovation and development of bespoke solutions. This approach not only fuels their pipeline of proprietary technologies but also positions them as a globally local leader in water tech and in the water industry. I could have taken more, but I think seven is a good chunk to go out and apply, so here you have it. If you think I've missed one that's even more important than those seven, come tell me on LinkedIn or by mail (my mail is in the description). Full Episode: https://dww.show/how-gradiant-became-the-first-and-only-water-tech-unicorn/

Welcome to a special series where I interview industry leaders LIVE during the NADA Show! Join my live conversation on stage with Michael Thomas and Daniel Govaer, esteemed colleagues, clients, and friends, renowned for their leadership roles at a high-performing Mercedes dealership. With years of experience and a shared passion for cultivating excellence, Michael and Daniel offer invaluable insights on attracting and retaining top talent in the competitive automotive industry. Michael and Daniel share their insights and strategies into the art of building a thriving organizational culture that fosters employee loyalty and engagement. From modern incentives to the significance of team building through community initiatives, they emphasize the importance of creating a workplace where individuals not only excel professionally but also feel valued and supported. Sharing their innovative approach to leadership, Michael and Daniel highlight the power of trust, communication, and individual empowerment in driving team success. They discuss the pivotal role of asking thought-provoking questions and encouraging open dialogue to understand employees on a deeper level and nurture their potential. Unveiling their secrets to employee retention, Michael and Daniel reveal the impactful strategies they implement, from quarterly surveys and team feedback mechanisms to small gestures like free ice cream Fridays and personalized incentives. By instilling a sense of trust, empowerment, and genuine care within their team, they have created a culture where employees feel valued, motivated, and inspired to deliver their best work. Discover the keys to building a high-performing team, fostering a culture of trust and empowerment, and nurturing lasting relationships with employees as Michael and Daniel share their wisdom and experience in this insightful episode. Tune in to learn how you can attract, retain, and empower the right people to drive success in your dealership and beyond. Daniel Govaer, Dealership Executive | Check out his LinkedIn! The Michael Thomas Method | 330.595.4580 direct | www.themichaelthomasmethod.com

In any organization, in any industry, the most important role of a leader boils down to these three things: Finding, attracting and retaining top talent. Everything else is secondary. In today's Flash Cast, we're talking about why these priorities are so critical to your organization's growth, and how you can succeed through your top performers. Chapter Breakdown 00:00 - Intro 00:42 - Three Things to Achieve Success 01:04 - Finding + Attracting Talent 05:18 - Retaining Talent 6:45 - Outro --- Send in a voice message: https://podcasters.spotify.com/pod/show/get-forward-focused/message

Andrew Lauver is a dynamic young professional in the agriculture industry with significant experience in various facets of the field. With a rooted background in farming—being a part of a fifth-generation farming family—Andrew brings insightful perspectives on agribusiness leadership. Currently engaged with Farm Journal, his career touches upon government relations, precision agriculture technology, and advocacy, serving a social purpose within the agricultural community. Andrew's passion for agriculture is matched by his intentional approach to career development and industry impact.Episode Summary:In this thought-provoking episode of the Intentional Agribusiness Leader podcast, host Mark is joined by Andrew Lauver of Farm Journal for an in-depth conversation. The episode dives into Andrew's journey within the agribusiness sector and his unique approach to leadership and innovation in agriculture. The discussion navigates through the essence of being intentional in one's career and the significance of understanding and engaging with the farming community at a deeper level.Andrew and Mark discuss the importance of developing a workplace culture that empowers young leaders and retains talent through trust, purpose, and strategic communication. The episode also explores the challenges of adapting to change and the role of personal experiences in shaping one's professional life. Drawing from historical references and personal anecdotes, the dialogue is a blend of meaningful strategies and leadership insights designed to resonate with industry professionals.The importance of self-awareness and setting goals based on individual strengths for intentional career progress.Techniques to engage and retain young talent in agribusiness, emphasizing the roles of responsibility, social purpose, and consistent check-ins.The critical role that company culture plays in the success of an organization, including the need for it to be articulated recurrently and to be backed by mission alignment and empathetic leadership.Andrew's personal account of career challenges while transitioning into new agricultural domains and overcoming personal losses by drawing on historical inspiration.Best communication practices for professional settings, including the preference for direct phone calls over text messaging for nuanced discussions.Key Takeaways:Being intentional in agribusiness entails combining self-awareness with a clear goal-setting strategy.Young talent retention requires a mix of responsibility, purpose-driven roles, and regular engagement.A consciously crafted and articulated culture is crucial for organizational adaptability and growth.Overcoming professional hurdles often involves leveraging your strong points and learning from both the past and your surroundings.Direct communication, like phone calls, is still paramount for addressing sensitive issues in a professional environment.Notable Quotes:"The opportunity to advocate and to carry forward with a social purpose drive and be intentional with that has really been an area of passion for me." - Andrew Lauver"Never underestimate the contributions that an individual just coming into the workplace can make." - Andrew Lauver"The more intentional you are about [succession planning], especially from a leadership standpoint ... it certainly eases it." - Andrew Lauver"There's at least one opportunity or challenge that seems to arise weekly that then you can discuss with a manager in a weekly one to one." - Andrew Lauver"The other element too, that I think is important is understanding the mission. What is our progress to date? What have we achieved? But where are we going?" - Andrew LauverTune in to the full episode for a deep dive into intentional...

Meet (Anad Rolyat) Construction supply business serving a local region (Anad Rolyat) Female owner, married with two children Retail and supply business serving a local region Been in business for 11 years Massive reputation for community engagement Working 6.5 days per week Thinking about work even when at home The bigger problem was this…when we reviewed her 2015 P&L…here is what it said… $5mm worth of sales… $50k of Net Profit (1%) 1%! $5mm worth of effort, work, marketing, sales, coordination, fear, worry, concern, frustration, stories, and people… $50k worth of Net Profit to show for it…she could go work for someone else and yield far more in far less time.   TO add insult, Anad's employee turnover was similar to a Taco Bell… Employees coming and going, turning over like a car that just would not crank. Anad was suffering from a variety of ills that plague the majority of business owners.   Only 4% of businesses ever see their 10th birthday?   NO…#1 reason is = they get tired and pull the plug Tired of hoping that next employee hire will fix everything and then left feeling broken Tired growing sales and rarely seeing or enjoying the profit Tired of being blind sided by the constant details of their business Tired of showing up to events hoping for a silver bullet and realizing that the only silver bullet available is that is relentless implementation of the basic fundamentals how business operates. Everytime you feel momentum, you are short circuited by chaos lurking around the corner in your blind spot.   “But I don't have a blind spot”  I didn't think I did either. But you do… The human eye has a location that cannot pick up light even why the eye is wide open…google it. I want to reveal four business blind spots that we all suffer from, and what you can do to solve them so that you can… Find and retain talent Grow your CASH profit (not just your P&L) Be liberated from chaos to make time for what matters most FIRST blind spot is our unspoken commitment to chaos…chaos has almost become a defacto strategy in our day to day business “Scott, I'm so addicted to chaos I don't know what I would do if things were slow and quiet!” Khaos = Chasm or a gaping hole. The sweat, effort, attention, and focus you give chaos is guaranteed to return very little long term.   SOLUTION #1 Commit to clarity over chaos.  How? Clarity comes by illumination, and illumination comes through light and understanding foundational things Many of us started a biz without even considering how the organism of a biz is built CONSTRUCTION OF A BUSINESS 5 Foundational Cornerstones Vision Mission Values Team Meetings Hiring Process Concrete Slab of documented processes 4 Systems (walls) of a business: Marketing, Sales, Operations, and Administration Stop obsessing over your product, and commit to building your process TRUTH: “Your product is not your product…your process is your product.” ACTION → write a clear and compelling vision of where your business is going is seven categories SECOND blind spot is micro-management We say micro-management, but no one has defined it. Even The Office tried to get it right, and here is how it sounded, (RIP AUDIO FROM THIS YOUTUBE (:00 to :13) (INSERT BLANK SLIDE) Why does talent fly fly away?   Is it because nobody wants to work anymore?  NO…millions of people want to work and want new challenges It is because they don't want to be babysat, or left all alone…they want leadership, and leadership is not micro-management.  They showed the RPM's of great leadership… Repetition - they did the right things over and over and over Predictability - they provided stability by doing those repetitive things Meaning - and they baked a professed meaning into the repetition and predictability I want you to think about your situation. Would you be accused of doing meaningful things, repetitively, in a way that creates the peace of predictability? Or… Would you be accused of reacting to small fires, chaotically, in a way that makes your team, your customer, and your partners confused? One simple way to avoid micro-management is to simply ask the right questions at the right time and avoid the wrong questions at the wrong time. The THIRD blind spot is admitting how much time is wasted everyday… Putting out fires that would put themselves out Recreating the wheel that could easily be delegated You bring someone new in who has “experience” and you expect them to know how to… Run a job like you run a job Run a report like you run a report Talk to a customer like you talk to a customer It must be trained at EVERY level of your business. Coach Bill Walsh is one of the most Repetitive, Predictable, and Meaningful coaches in the history of the NFL. In a book Coach Walsh co-authored he shares that he was so meticulous about scripting that… he would script the first 10-15 plays of every game He scripted how the 49er's receptionists answered the phones Is the first 10 to 15 days of a new employee scripted day by day?   Or do we practice the more popular strategy of “throwing them to the wolves”?  And excusing it with “well they said they had experience!” Or hiding behind the excuse “that's just common sense!” Potential employees can smell chaos, and all existing employees will eventually run away from chaos at their first opportunity. Want to retain the team you have so that it doesn't cost you a minimum of $10k to $20k per lost employee? SOLUTION #3 is to create a Master Process Roadmap so you can move to higher value tasks. ACTION → Write out a simple Master Process Roadmap, and brain dump every possible process you can think of. Review the MPR weekly during your team meetings and pick one process and take 3 to 5 mins to train on it every week.   You will bypass the crippling blind spot of wasting so much time, and create clarity for your team. CLARITY will keep your team more than any other strategy.   The Final Blind Spot is the myth that all money is your money. We all suffer from the same challenge as business owners.  When a receivable comes into our one or two or three bank accounts, our brains believe that most if not all of it is ours.   And because it is all lumped into 1, 2, or 3 accounts we feel way more cash heavy than we really are. Anad was generating about $420,000 EVERY MONTH…and yet only about $20,000 of it was actually hers to retain BEFORE taxes, depreciation, etc.  $420,000 → $20,000 Her brain said she was rich…her bank sent a very different message. Ever feel like the front door of your business is really small (where the money comes in)... And the back door is twice the size and WIDE OPEN? How can you increase your cash, and actually not have to increase your Total Revenue? You must begin a) subdividing every dollar that comes in, and then b) directing those subdividing dollars into their individual homes.   Do this over time and track it every week…you will watch your cash so it doesn't leak. Anad was totally unaware of her blind spots, but once she allowed someone else to open her eyes to them, she implemented these four solutions, and today… employes 65 people,  has 5 locations has a net income to sales of 9% (AND THE CASH to prove it)...up from 1% (with no cash) Every year takes 4 to 6 weeks away from her business while it grows without her Are you ready to be liberated from the chaos of your blind spots and creating a culture where people want to stay?  

Nick Schiffer discusses strategies for hiring and retaining talent as a builder, including implementing thorough job descriptions, formal performance improvement plans, and an extensive employee handbook to clearly outline expectations, goals, policies and benefits in order to align employees with the goals of the business and provide accountability for performance. Construction Company Handbook The Modern Craftsman: linktr.ee/moderncraftsmanpodcast Find Our Hosts:  Nick Schiffer Podcast Produced By: Motif Media Modern Craftsman Merch: 2 Pencils  Stone Paper Notebook Tyler's Top Blogs: How I Started My Business Books that Build Site Protection Principles My Preconstruction Process: Part 1 Becoming Proficient in Multiple Trades

Jason Bauch, the trailblazing founder of Broker's Edge, unravels the intricacies of the freight brokerage industry. From the challenges faced by freight brokers to the importance of branding, differentiation, and effective cold calling strategies.To connect with Jason Bauch, visit www.360freightsolutions.com and www.brokerzedge.comChapters00:00 Introduction and Background03:00 Challenges in the Freight Brokerage Industry08:00 Marketing and Cold Calling Strategies12:00 Managing Growth and Building a Team18:00 Lessons Learned and Personal Growth25:00 Retaining Talent and Scaling the Business27:00 The Vision for the Future32:00 Connecting with Jason Bauch

I've heard it said that 96% of businesses will not see their tenth birthday. A study conducted by the Exit Planning Institute reveals 30% of those businesses that survive will make it through their 2nd generation. Of what little remains, only 12% of the very limited 2nd generation businesses will make it through the 3rd generation. Business is hard.  Regardless of product, regardless of industry, regardless of market, leadership, and sustainability; business is hard. A modern refrain among owners and leaders is that “nobody wants to work anymore”. Older generations look down the pathway of a younger lineage and sense a mood of apathy and lack of resolve. We then begin to conjecture as to why “nobody wants to work anymore” and begin unwrapping and applying the band-aids of bygone solutions that worked in the past hoping desperately for the tried-and-true to spur renewed action into the future.  And then they don't. In a culture of significant fluctuation and innovation, it is the older generation (this author being one) that will need to confess modern blind spots and inspire adjustments in our leadership to begin mobilizing a younger into their own accountability and leadership. There are four blind spots in particular that paralyze a business in the posture of a hail-mary-like hope; fingers crossed that the next silver bullet is just around the corner. The “Purpose” Blind Spot Culturally, a business will pay enthusiastic lip service to the needed purpose directions of any business (written vision story, mission statement, and unique core values).   We host workshops to identify purpose and statistically take the beautifully captured binders that we have created and sit them on the shelves for years while lamenting that “we have no aim”.   A common blind spot for most business falls under a common myth,  “If we can nail the right brand then everything will be alright.” We confuse brand (the perception of what exists) as purpose (the reason for which a thing exists). For a business to have clarity, arguably the number one retainage tool for both employees and customers, it must first radically commit to writing out three elements of purpose. First, a clarifying vision story is a detailed snapshot of the future of the business in at least seven categories (term of the vision, family & freedom, financial, product, team, customer, and culture). Second, a power-packed, less than 10-word, memorizable mission statement tells the rest of us why (not how) you are headed towards the vision you articulated. Third, a unique set of 3 to 5 core values (not respect, integrity, excellence…those are common values) that serve as our lone filters for cordless decision-making. The “People” Blind Spot Global sports are obsessed with superstars.  If you research the organizations that are at the top tiers of any sport you will not just find the one or two superstars that garner network highlights. Instead, you will consistently find tens or hundreds of others who help to set the stage for the superstars to perform. Take away the laundry person within the sports team and even Lebron James looks silly walking out on the court in smelly, unkept clothes. The second blind spot says, “If we can just hire the right person, then everything will be alright.”   Pinning your hopes on one talent has historically led to an arrogance-fueled downfall. Counteracting the people's blind spot requires a system that trains every single person in the organization rather than one talent coming from the outside.  No one person can ever carry an organization; when it does it typically marks the beginning of the end.  History is not in favor. The “Process” Blind Spot With the millennial sunrise of the internet, an entire new world of snake-oil sales people were hatched. Every industry in the world is now graced with the opportunity to find new marketing specialist in their field where for just a few thousand a month you will be ushered into a hidden world of magic leads and effortless sales. Equally as full are the graves of those marketing ideas that never formed. The third blind spot that stimies opportunities for new business is the exasperated myth declaring, “If we can just find the silver bullet for marketing, then everything will be alright.” Marketing is not magic or aspiration.  Marketing is a process. Marketing only works when the process of finding new audiences and new customers is written, followed, tracked, reviewed, adjusted, and repeated…over and over and over again. Marketing is more about repetition than hope. The “Profit” Blind Spot Finally, we've been conditioned to believe that “sales solves everything.” Without sales, there is no fuel, but without marketing, administration, and operations there is no spine to hold the weight of sales. The fourth myth naively insists, “If we can just make more sales then everything will be alright.” Sales doesn't equal profit; healthy systems equal profit. You want to find and retain talent?  You want to grow profit without having to skyrocket revenue?   Stop subscribing to the ultimate blind spot thinking that your product is not your product. Your PROCESS is your product. Scott Beebe is the founder of Business On Purpose (mybusinessonpurpose.com) and speaker for the AEC industry and author of the book Let Your Business Burn: Stop Putting Out Fires, Discover Purpose, and Build a Business That Matters.  Business On Purpose works with business owners to articulate purpose, people, process, and profit to liberate owners from chaos and make time for what matters most.