Podcasts about rifs

Are you a professional that works for the federal government or another organization? Are you feeling some anxiety because of the RIFs or company reorg? Well, this episode is for you if you are experiencing career uncertainty. This episode will give you tips on effectively navigating career uncertainty.For Career Coaching, Resume Writer or Interview Prep:info@nikehspeaks.com or www.nikehspeaks.comSocial Media Platforms:https://www.linkedin.com/NicholetteHhttps://www.facebook.com/fb.me/nikehspeaksllchttps://www.instagram.com/nike_h_speaks_llc_

Send us a textNavigating a job loss or corporate shakeup? In this must-listen episode, career expert John Neral explains the real differences between restructuring, reorganization, layoffs, and RIFs, and how mid-career professionals can stay grounded through uncertain times.Whether you're affected by government DOGE initiatives, private-sector downsizing, or just sensing change ahead, you'll learn how to:Recognize what you can controlProtect your well-being and set strong boundariesUnderstand how leadership makes tough callsPrepare a solid career contingency planIdentify your transferable skills and stay marketableBuild financial security and emotional resilienceThis episode offers clarity, compassion, and concrete steps to help you weather workplace change and protect your career.Learn more and join the Mid-Career GPS Membership Community for coaching, resources, and support: johnneral.com/membershipSupport the showThank you for listening to The Mid-Career GPS Podcast. Please leave a rating and review on Apple Podcasts here. Visit https://johnneral.com/resources to get The Mid-Career Job Search Jumpstart and join The Mid-Career GPS Membership Community. Visit https://johnneral.com to join The Mid-Career GPS Newsletter, a free, twice-weekly career and leadership resource for mid-career professionals. Connect with John on LinkedIn here.Get John's New Mid-Career Journal on Amazon here. Follow John on Instagram @johnneralcoaching. Subscribe to John's YouTube Channel here.

You don't need to work longer; you just need a better plan. Schedule a peace of mind visit for your retirement planning with this link: https://calendly.com/charlesdzama/dzamatalk-complimentary-15-min-phone-call"Financial security means knowing your benefits, your rights, and your options — even when the future is uncertain."Chapters 0:00 - Weekly RIFs and Mental Toll at the IRS0:45 - DSR: What Happens If You Get RIF'd - Vera-Like Qualifications You May Already Meet2:02 - Minimum Retirement Age (MRA)? - Supplemental Payment: What You Need to Know3:03 - No COLA Until Age 62: What That Means for You 3:50 - Collecting Unemployment After a Layoff - What IRS Employees Might be Forgetting to ClaimConnect with CD Financial for More Insights:Twitter: /CDFinancial_LLCInstagram: /CDfinancial.llcFacebook: /CDFinancialLLCLinkedIn: /cd-financial-llc Visit our Website: https://cdfinancial.org/Subscribe and Stay Updated: Don't miss out on crucial advice for your financial journey. Subscribe now for weekly insights and strategies to secure your retirement.Get More from CD Financial: Looking for personalized advice? Schedule a consultation with Charles to tailor a plan that suits your unique financial situation: https://calendly.com/charlesdzama/dzamatalk-complimentary-15-min-phone-call#RetirementPlanning #VERA #RIF Advisory services are offered through CD Financial LLC dba CD Financial, an Investment Advisor in the State of California. Insurance products and services are offered through CD Financial & Insurance Services LLC, an affiliated company.Opinions expressed herein are solely those of CD Financial and our editorial staff. The information contained in this material has been derived from sources believed to be reliable but is not guaranteed as to accuracy and completeness and does not purport to be a complete analysis of the materials discussed. All information and ideas should be discussed in detail with your individual adviser prior to implementation.Support the show

oe Curry is a Certified Financial Planner and the founder of Retirement Planning Simplified. He is also the host of the Your Retirement Planning Simplified podcast, where he helps Canadians navigate the complexities of retirement with a focus on clarity, simplicity, and purpose-driven planning. Today he explains: Company stocks and pensions as sole retirement funds CPP and OAS, the GIS, RRSPs, TFSAs, RIFs and LIFs common retirement planning mistakes eliminating or reducing any threats to retirement the Retirement Navigator: goals… but values first transitioning from saving to spending the non-financial aspects of retirement Such great information and then Joe says all the right things about feeling comfortable with your retirement/financial planner. Listen now and then share this episode! Find Joe at https://www.retirementplanningsimplified.ca/ Learn more about Joe and find all his links at https://boomwithabang.com/the-boomer-womans-podcast-joseph-curry/  

Many federal employees are seeing a familiar email land in their inboxes. A number of agencies have revived the fork in the road offers. They're telling employees they can choose to quit now in exchange for a few months of pay. The renewed offer comes as many agencies are beginning to conduct reductions in force. Here with more Federal News Network's Drew Friedman. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Many federal employees are seeing a familiar email land in their inboxes. A number of agencies have revived the fork in the road offers. They're telling employees they can choose to quit now in exchange for a few months of pay. The renewed offer comes as many agencies are beginning to conduct reductions in force. Here with more Federal News Network's Drew Friedman. Learn more about your ad choices. Visit podcastchoices.com/adchoices

The Trump administration tells agencies to ignore collective bargaining agreements that interfere with the ability to conduct reductions in force, or RIFs. A new memo from the Office of Personnel Management argues that contracts with federal unions cannot supersede an agency's ability to lay off its employees. The OPM memo says agency management has the right to determine its number of employees, and make headcount adjustments as needed. The guidance comes just ahead of agencies' expected RIF plans, which are due to the White House by this Friday. Learn more about your ad choices. Visit podcastchoices.com/adchoices

The Trump administration tells agencies to ignore collective bargaining agreements that interfere with the ability to conduct reductions in force, or RIFs. A new memo from the Office of Personnel Management argues that contracts with federal unions cannot supersede an agency's ability to lay off its employees. The OPM memo says agency management has the right to determine its number of employees, and make headcount adjustments as needed. The guidance comes just ahead of agencies' expected RIF plans, which are due to the White House by this Friday. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Chaos may tarry for the night, but the Partnership for Public Service has come out with its Best Places to Work rankings for 2024. Some familiar agencies earned the top spots. The Partnership also found that last year, federal employees reached highest ever engagement scores. Well now agencies from both the top and the bottom face major workforce overhauls under the Trump administration. Here to summarize everything going on for us, Federal News Network's Drew Friedman. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Chaos may tarry for the night, but the Partnership for Public Service has come out with its Best Places to Work rankings for 2024. Some familiar agencies earned the top spots. The Partnership also found that last year, federal employees reached highest ever engagement scores. Well now agencies from both the top and the bottom face major workforce overhauls under the Trump administration. Here to summarize everything going on for us, Federal News Network's Drew Friedman. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Mansfield City Schools is facing a difficult reality—a planned reduction in force (RIF) for the 2025-2026 school year. With 29 certified and seven classified positions on the chopping block, the district is working quickly to finalize decisions and provide clarity to those affected. In this episode, we break down the reasons behind the cuts, the process for determining who stays and who goes, and what this means for the future of Mansfield schools. Read more about this story: Mansfield school union leader hopes to finalize RIFs by Easter Headlines: No Lucas students injured in school bus-motorcycle crash on Tuesday ODOT contributing additional $3 million to Mansfield’s Main Street project Larry Wayne Estep Sr. Shelby police arrest 158 in 2024 for drug, alcohol-related offenses Support the show: https://richlandsource.com/membersSee omnystudio.com/listener for privacy information.

Just what do you get if you're caught up in a reduction in force? And what about if you decide to retire early? Federal retirement expert Tammy Flanagan has been getting lots of these questions lately. She joins me now with a few answers. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Today on the Federal Drive with Tom Temin Looking for a post-government job? There's a database for that How to stay good with EEO even without DEI Some answers to questions about RIFs and early retirement Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Just what do you get if you're caught up in a reduction in force? And what about if you decide to retire early? Federal retirement expert Tammy Flanagan has been getting lots of these questions lately. She joins me now with a few answers. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Today on the Federal Drive with Tom Temin Looking for a post-government job? There's a database for that How to stay good with EEO even without DEI Some answers to questions about RIFs and early retirement Learn more about your ad choices. Visit podcastchoices.com/adchoices

In this episode of Spilling Secrets, Epstein Becker Green attorneys Daniel R. Levy, Aime Dempsey, and George Carroll Whipple, III, explore trade secrets through the lens of Oscar-nominated films, offering insights into protecting sensitive information in today's competitive landscape. Whether looking at a magical spellbook from Wicked or groundbreaking architectural designs in The Brutalist, the discussion underscores how trade secrets intertwine with innovation, employee training, and organizational culture. Discover how Hollywood's biggest stories offer practical lessons for safeguarding your business's most valuable assets. Visit our site for this week's other highlights and links: https://www.ebglaw.com/eltw379. Spilling Secrets is a special monthly podcast series about the future of non-compete and trade secrets law. We invite you to view Employment Law This Week® – learn about significant developments in employment and labor law and workforce management in a matter of minutes every #WorkforceWednesday®. Watch the series and subscribe for email notifications: http://www.EmploymentLawThisWeek.com. These materials have been provided for informational purposes only and are not intended and should not be construed to constitute legal advice. The content of these materials is copyrighted to Epstein Becker & Green, P.C. EMPLOYMENT LAW THIS WEEK® and #WorkforceWednesday® are registered trademarks of Epstein Becker & Green, P.C. ATTORNEY ADVERTISING.

We clarify the often-confusing employment terms that have surfaced recently, such as Deferred Resignation, Buyouts, and RIFs. Understanding these concepts is crucial for making informed career decisions. We explore the differences between voluntary and involuntary separations, providing you with the insights needed to navigate your options effectively.Join us at a Fed Pilot workshop (webinar or in-person) and not only learn about your benefits, but how to prepare for retirement. The earlier in your career, the better.Register: https://fedpilot.com

In episode 187, Coffey talks with Leah Stiegler about best practices for the intake process for workplaceinvestigations.They discuss when employers must investigate complaints versus when they can decline; examples ofinvestigations that revealed unexpected findings; handling confidentiality requests from complainants;documentation requirements for complaints and investigations; managing employees who don't wantformal investigations; proper record retention practices.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For moreinformation about our commitment to quality and excellent customer service, visit us athttps://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visithttps://goodmorninghr.com.About our Guest:Leah can walk employers through any workplace situation. From complex personnel matters, toimplementing client-specific performance management practices, Leah advises employers to navigatethese issues to keep them out of court. Her counseling covers the entire employment spectrum:recruitment, onboarding, workplace culture, pay equity audits, RIFs, terminations and severancepackages. Leah handles workplace investigations and defends actions before administrative agenciessuch as the EEOC, DOL, and NLRB. Leah has extensive litigation experience, defending employers in stateand federal court on claims including but not limited to: Breach of employment agreementsHarassment, discrimination, and retaliation (Title VII) Whistleblower complaints ADA or religious-basedfailure to accommodate claims FMLA non-compliance Workplace violence and negligent supervisionFLSA unpaid overtime, misclassification and off-the-clock claims Workplace safety, OSHA, or VOSHactions.Leah also represents employers navigating union issues, labor relations arbitrations and collectivebargaining. Every workforce loves Leah's dynamic public speaking style. Having traveled the Mid-Atlanticto train front-line employees, upper management, HR and other industry professionals, Leah createscustom workforce training programs with her team and has fun doing it!Leah also maintains a higher education practice. She provides day-to-day compliance advice to publicand private higher ed institutions on employment and student-related matters. These include navigatingTitle VII, Title IX, and code of conduct investigations, faculty, administrative, and athletic coach contractsand severance packages, tenure and promotion processes, and pay equity audits. Leah also trains schoolleadership, such as Deans and Chairs, on improving documentation and engaging in performancemanagement of faculty.To see Leah in action, check out What's the Tea in L&E!Leah is perpetually single with lots of free time to fine-tune her stand-up comedy routine. When not inthe office, you can find Leah crossing up (and trash talking) opponents on the basketball court or bustingout a less-technical, overly passionate Moon Walk at hip hop class.Leah Stiegler can be reached athttps://www.woodsrogers.com/https://www.linkedin.com/in/leah-stiegler-28aa7a62/About Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, andregistered yoga teacher.In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averseclients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporateclients across the US, and, through its PFC Caregiver & Household Screening brand, many more privateestates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business ofthe year, and is accredited by the Professional Background Screening Association.Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, whereeach week he talks to business leaders about bringing people together to create value for customers,shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized asthe North Texas HR Professional of the Year.Mike serves as a board member of a number of organizations, including the Texas State Council, wherehe serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; theTexas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of theTalent Committee.Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Instituteand a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher(RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Identify when informal complaints trigger an organization's duty to investigate2. Develop effective intake procedures that protect both the organization and complainant whilemaintaining appropriate documentation3. Implement systematic investigation processes that follow proper scope and documentationprotocols regardless of complaint severity

President Donald Trump is directing agencies to prepare for large scale reductions in force and a new executive order. Trump also caps agency hiring and further institutionalizes the power of Elon Musk's DOGE. For the latest Federal News Network's Justin Doubleday joins me. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

President Donald Trump is directing agencies to prepare for large scale reductions in force and a new executive order. Trump also caps agency hiring and further institutionalizes the power of Elon Musk's DOGE. For the latest Federal News Network's Justin Doubleday joins me. Learn more about your ad choices. Visit podcastchoices.com/adchoices

The Trump administration appears unlikely to see the workforce reductions it's hoping for through its deferred resignation program, at least not now. The program is also on pause after a federal court issued a temporary restraining order yesterday, but the Trump administration is still pressing forward on its promise to cut down that federal workforce. Agencies are bracing for what's likely coming next, a reduction in force. Here with the latest, Federal News Network's Drew Friedman and Jared Serbu. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The Trump administration appears unlikely to see the workforce reductions it's hoping for through its deferred resignation program, at least not now. The program is also on pause after a federal court issued a temporary restraining order yesterday, but the Trump administration is still pressing forward on its promise to cut down that federal workforce. Agencies are bracing for what's likely coming next, a reduction in force. Here with the latest, Federal News Network's Drew Friedman and Jared Serbu. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Kelli and Nolan start with a heartfelt discussion about LA fires before diving into the art of handling CEO mandates for attrition targets. They reveal insider strategies for transforming harsh directives into meaningful performance frameworks, while warning against becoming the dreaded "person of no."*Email us your questions or topics for Kelli & Nolan: hrheretics@turpentine.coFor coaching and advising inquire at https://kellidragovich.com/HR Heretics is a podcast from Turpentine.—

Mersch, Britta www.deutschlandfunk.de, Campus & Karriere

Ce mardi 5 novembre, les Américains ne votent pas que pour élire les grands électeurs et le Président des États-Unis. Ils vont également choisir les députés à la Chambre des représentants, 1/3 des sénateurs, mais aussi des gouverneurs, des juges, des conseillers municipaux et même des shérifs ! Près de 150 référendums sont également soumis au vote des Américains. Écoutez 2 minutes pour comprendre avec Sophie Joussellin du 05 novembre 2024.

Ce mardi 5 novembre, les Américains ne votent pas que pour élire les grands électeurs et le Président des États-Unis. Ils vont également choisir les députés à la Chambre des représentants, 1/3 des sénateurs, mais aussi des gouverneurs, des juges, des conseillers municipaux et même des shérifs ! Près de 150 référendums sont également soumis au vote des Américains. Écoutez 2 minutes pour comprendre avec Sophie Joussellin du 05 novembre 2024.

Ce mardi 5 novembre, les Américains ne votent pas que pour élire les grands électeurs et le Président des États-Unis. Ils vont également choisir les députés à la Chambre des représentants, 1/3 des sénateurs, mais aussi des gouverneurs, des juges, des conseillers municipaux et même des shérifs ! Près de 150 référendums sont également soumis au vote des Américains. Écoutez 2 minutes pour comprendre avec Sophie Joussellin du 05 novembre 2024.

Ce mardi 5 novembre, les Américains ne votent pas que pour élire les grands électeurs et le Président des États-Unis. Ils vont également choisir les députés à la Chambre des représentants, 1/3 des sénateurs, mais aussi des gouverneurs, des juges, des conseillers municipaux et même des shérifs ! Près de 150 référendums sont également soumis au vote des Américains. Écoutez 2 minutes pour comprendre avec Sophie Joussellin du 05 novembre 2024.

Ce mardi 5 novembre, les Américains ne votent pas que pour élire les grands électeurs et le Président des États-Unis. Ils vont également choisir les députés à la Chambre des représentants, 1/3 des sénateurs, mais aussi des gouverneurs, des juges, des conseillers municipaux et même des shérifs ! Près de 150 référendums sont également soumis au vote des Américains. Écoutez 2 minutes pour comprendre avec Sophie Joussellin du 05 novembre 2024.

durée : 01:26:43 - Les Nuits de France Culture - par : Albane Penaranda - Le Far West est un monde violent, chaotique, dans lequel il faut bien mettre un peu d'ordre de temps en temps. C'est alors qu'intervient le shérif. En 1980, ce documentaire des "Nuits magnétiques" retrace cet univers où ceux qui font régner la loi sont aussi violents que les hors-la-loi. - réalisation : Virginie Mourthé - invités : Elise Marienstras Historienne, professeur émérite à l'Université Paris-Diderot.

In this episode, we start by talking about Berkshire Hathaway's record cash holdings which have now reached 277B.  Simon then goes over the mechanics of RRIFs and LIFs, offering a detailed breakdown of how these retirement income funds work. He also shares learnings following the conversion of his parent's investments to RIFs and LIFs. We also revisit a Canadian small-cap company, MDA, which Braden had previously flagged as one to watch and why it's still on his radar.  Finally, we'll discuss Bitcoin's recent volatility, examining how the unwinding of the Yen Carry Trade has impacted the market..   Tickers of Stocks & ETF discussed: GM, F, SPOT, DIS, BMW, VOW, PARA, WBD, RY.TO, TD.TO Check out our portfolio by going to Jointci.com Our Website Canadian Investor Podcast Network Twitter: @cdn_investing Simon's twitter: @Fiat_Iceberg Braden's twitter: @BradoCapital Dan's Twitter: @stocktrades_ca Want to learn more about Real Estate Investing? Check out the Canadian Real Estate Investor Podcast! Apple Podcast - The Canadian Real Estate Investor  Spotify - The Canadian Real Estate Investor  Web player - The Canadian Real Estate Investor Sign up for Finchat.io for free to get easy access to global stock coverage and powerful AI investing tools. Register for EQ Bank, the seamless digital banking experience with better rates and no nonsense.See omnystudio.com/listener for privacy information.

Discover how you can coach leaders and managers to lead with their legacy in mind. Join Gallup's Amatoga Jeremie and Jim Collison and help leaders purposefully craft a legacy that is in line with their strengths and values.View the complete transcript for this webcast, along with audio and video, at https://www.gallup.com/cliftonstrengths/en/645590/helping-leaders-craft-their-legacy.aspxLearn more or purchase the new CliftonStrengths for Leaders report: www.gallup.com/cliftonstrengths/en/403427/cliftonstrengths-for-leaders.aspxAre you enjoying this podcast? Make sure you follow us or leave a comment or review, so more people can learn about their natural talents.Other ways to stay connected:Follow us on LinkedIn: https://www.linkedin.com/showcase/cliftonstrengthsFollow us on Instagram: https://www.instagram.com/cliftonstrengths/Follow us on Twitter: https://twitter.com/CliftonStrengthFollow us on Facebook: https://www.facebook.com/CliftonStrengthsFor more information about strengths, visit gallup.com/cliftonstrengthsSubscribe to our CliftonStrengths Newsletter: https://www.gallup.com/cliftonstrengths/en/348236/cliftonstrengths-newsletter.aspx

Discover how you can coach leaders and managers to lead with their legacy in mind. Join Gallup's Amatoga Jeremie and Jim Collison and help leaders purposefully craft a legacy that is in line with their strengths and values.View the complete transcript for this webcast, along with audio and video, at https://www.gallup.com/cliftonstrengths/en/645590/helping-leaders-craft-their-legacy.aspxLearn more or purchase the new CliftonStrengths for Leaders report: www.gallup.com/cliftonstrengths/en/403427/cliftonstrengths-for-leaders.aspxAre you enjoying this podcast? Make sure you follow us or leave a comment or review, so more people can learn about their natural talents.Other ways to stay connected:Follow us on LinkedIn: https://www.linkedin.com/showcase/cliftonstrengthsFollow us on Instagram: https://www.instagram.com/cliftonstrengths/Follow us on Twitter: https://twitter.com/CliftonStrengthFollow us on Facebook: https://www.facebook.com/CliftonStrengthsFor more information about strengths, visit gallup.com/cliftonstrengthsSubscribe to our CliftonStrengths Newsletter: https://www.gallup.com/cliftonstrengths/en/348236/cliftonstrengths-newsletter.aspx

Let me start today's episode by saying loud and clear: EVERYONE has setbacks and obstacles in their career. NO ONE has a perfectly linear journey, where they leave each job at the height of achievement, only to land in an even better job – no gaps in employment, no difficult bosses or coworkers, no layoffs or RIFs, no personal or family issues requiring extended time off work.  For me, it started early. I completed my undergraduate degree in December and started working as the director of the Sims Baldwin Family Music Center right away. I trained in Tampa, then started working in Tallahassee.  Only a few months later, the doctors gave my mom three weeks to live. I took leave of my new job to be at her side in St. Petersburg, during which time my boss gave my job to someone else without notifying me.  After I buried my mom in June of that year, I returned to no job. Fortunately, one of the parents of my music students knew about an opening at a church in Tallahassee for a camp music director – which turned out to be one of the most fun jobs I've ever had.  I got a public-school music teaching position that fall, which I held for three years. I left to get married and move for my husband's work. I ended up selling Amway makeup and hostessing at an airport hotel restaurant.  Then there was my three years with the now defunct Eckerd Drug Company as an Area Training Coordinator – they realigned the district and I would have had to move to Macon, Georgia to keep my job. My husband and I looked into the possibilities for him, but ultimately decided to stay in Columbus, Georgia and I would look for another job.  I could go on with a few more, but hopefully you can see that my career path has been anything but simple and straightforward.  The question becomes: What do you do when the inevitable happens? I want to break this down into actions you can take, and the mindset you'll need to navigate.  MindsetMindset is everything when you are dealing with a career setback or obstacle. Think of it this way: The thing that happens to you is just a thing that happens – it's neutral until you have a thought about it.  Here's an example from clients I've worked with who have been laid off: With the exact same set of circumstances, one client will think: “This is terrible. I'll never get another job. I'm going to go broke and lose my home.” Another client will think: “I've been thinking about leaving for so long – I'm actually glad this happened. I have a severance package so I can take my time to find just the right position.”  You can probably imagine the difference in how these two people would move forward from their job loss – and the results they would get.  Here then are my recommendations for minding your mind during this period: #1 – Give yourself a day or two to grieve and process.Acknowledge the setback and reflect on what happened. Accept responsibility for any role you played in what happened and let go of that which was out of your control. Spend time thinking about what you can learn from this experience.  #2 – Think about what you want next.If you have lost your job, give some serious thought to what you want your next move to be. Many people take a knee-jerk approach to this – jumping back into the job market without thinking about what they really want and need. This often leads to more of the same.  Let's say the setback was a promotion you didn't get, or a project you weren't asked to lead. Is this a sign that the handwriting is on the wall at your current employer – do you need to start looking elsewhere? Or is this an opportunity for you to gain additional skills or experience so you'll be more competitive next time around?  This is also an opportunity to reassess your goals – just make sure your work in this area is coming from a positive, forward-focused mindset, rather than a reactive, hurt mindset.  #3 – Cultivate a strong positive belief in yourself and your future. You don't have to become a delusional hyper-optimist, but neither do you have to be Eeyore. Here are a couple of tools for this: -Focus on what you KNOW you do exceptionally well. This might mean directing your focus away from the huge mistake you just made to how good your sales numbers were last quarter – or focusing on your outstanding job performance rather than how you lost your job.  -Be a realist. If you just lost your job, but have never lost a job before, tell yourself that truth. If you blew a presentation for the first time ever, tell yourself that truth. Don't turn this into an indictment on your entire career.  -Ladder your thoughts. If you just had a terrible performance review, rather than telling yourself you're a terrible employee/person/human, tell yourself you can improve on the area your boss was most concerned about. Instead of “I'm really bad at managing my employees,” you might tell yourself “I can learn how to be a better manager.”  Action StepsNext, let's talk about steps you can take to overcome the setback or obstacle you've just faced. Of course, this is very dependent on exactly what you've just been through, but here are some general steps: #1 – Stay persistent. This is not the time to wallflower it or phone it in – keep pushing forward in your career goals. If, after some self-assessment you've decided to revise your goals, then get busy achieving them.  #2 – Stay adaptable. If circumstances at your work are in a state of constant change and turmoil, the ability to adapt is crucial for moving forward. The challenge is in knowing when it is time to cut bait – this is something only you can decide for yourself.  #3 – Seek support.Lean on your mentor(s), significant others, and a career coach if possible. Keep in mind that continuing to talk about the problem will only further solidify the problem. Maintain a focus on finding solutions. Most importantly – don't isolate yourself at this time. You need to be around people who believe in you and will support you – and help you through.  #4 – Up your self-care game. This is a time for you to take extra good care of yourself. If you are out of work, do you have the resources for a vacation – perhaps an extended one you've never had time for before? Is there a hobby you'd like to cultivate during this time?  If the setback is of the smaller variety, let's say your boss just raked you over the coals for your performance on a recent project, can you schedule a day at the spa or a day hiking in the woods? What does restoration and renewal mean to you? DO IT.  #5 – Decide what your story will be. You have a choice: You can be a victim in your story, or you can be the hero. Decide what you will tell people – including future employers. There could very well be a great behavioral interview answer in how you navigated this situation and what you learned from it.  I love what one of my previous coaches used to say: “We're all delusional. We might as well be delusional in our own favor.”  #6 – Celebrate progress. This is always important – and never more so than when there's been a setback. No matter how small, celebrate your wins – it will help boost your confidence and motivation.   Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you're worth.  If you're ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2

In this week's episode we talk about the market's response to geopolitical risks, Jane Street's atypical transparency around Q1 earnings ahead of their bond issuance, and what to do if you get laid off from your Wall Street job.  The Funds4Teachers event is happening the dates below:Locations/DatesAtlanta - Apr 25Boston - June 6Chicago - June 18New York - Sep 26To learn more about how to support this initiative and register click here: https://iconnections.io/funds4teachers/Follow us on Instagram and Tik Tok at @thewallstreetskinnyhttps://www.instagram.com/thewallstreetskinny/

Chapter 1: Exploring Wealth Enclaves - Implications & TrendsIn this chapter, we delve into the implications of affluent individuals residing in wealthy enclaves. We begin by examining a study revealing that residents of a specific area in Notting Hill, London, pay more in capital gains tax than the combined populations of Liverpool, Manchester, and Newcastle. This sets the stage for a discussion on the broader trend of wealth concentration in certain cities and regions, where the very affluent are increasingly clustered. We explore the benefits, such as access to high-quality amenities and a sense of security, as well as concerns about distorted perceptions of wealth, lack of empathy, and diminished personal happiness due to constant comparisons with even wealthier neighbors. Ultimately, we advocate for a nuanced understanding of wealth and happiness, emphasizing the importance of broader social cohesion and empathy.Chapter 2: Buy-to-Let Market Shift: Landlords Selling UpIn this chapter, we analyze the shifting landscape of the UK's buy-to-let market, with research indicating that nearly one in three landlords plan to sell up in the next 12 months. We explore the reasons behind this trend, including the rise in the average loan value for buy-to-let property purchases and changes in borrowing patterns among different age groups. Additionally, we examine the decline in buy-to-let mortgage approvals and its impact on the market, along with insights into regional variations and the role of key players such as Lloyds in the mortgage industry.Chapter 3: Reserved Investor Fund (RIF) LegislationThis chapter focuses on the introduction of draft legislation for the Reserved Investor Fund (RIF), a new fund structure aimed at professional and institutional investors in the UK. We explore the objectives and eligibility conditions of the RIF, including its primary focus on holding UK real property and compliance with non-resident capital gains tax rules. We delve into the proposed tax treatment, procedural requirements, and potential Stamp Duty Land Tax (SDLT) seeding relief for RIFs investing in qualifying UK property. Additionally, we highlight the consultation process and the role of stakeholders in shaping the final legislation.Chapter 4: Housing Cost Struggles: Barclays' InsightsIn this chapter, we examine the challenges faced by homeowners and renters in meeting mortgage or rental payments, based on insights from Barclays. We analyze survey data indicating uncertainty among Londoners and wider concerns across the UK regarding housing costs. We explore strategies adopted by households to cope with escalating expenses, such as budgetary adjustments and income generation through renting out spare rooms. Additionally, we discuss the impact of rising housing expenses on consumer behavior, the stabilization of housing costs, and predictions for future trends in interest rates and consumer spending.Chapter 5: Property Tax Concerns & Real Estate Industry AppealsThis chapter discusses concerns raised by real estate groups regarding proposed changes to property taxation in England. We examine the implications of plans to abolish multiple dwelling relief on stamp duty, including potential impacts on investment in rental housing and construction projects. We analyze arguments presented by industry stakeholders, such as the British Property Federation and major real estate companies, urging the government to reconsider the decision. Additionally, we explore the Treasury's defense of its decision and ongoing engagement with the build-to-rent sector to address concerns raised by property groups.Maximize your property wealth with London Property. Turn challenges into opportunities. With expert knowledge and reach, we tackle the complexities and inefficiencies of the property market with you.

Join Franczek attorneys Amy Dickerson and James Petrungaro for a focused 30-minute discussion on preparing for spring teacher staffing issues. This discussion will cover tried and true best practices as well as new legislation affecting probationary teacher non-renewals, reductions in force and teacher tenure. 

Right now, it seems that every employer is cutting costs, laying off employees, or trying to find ways to restrict compensation. As an employee, you need to keep a pulse on economic, environmental, and organizational change. In this episode, I share my favorite tips for spotting organization RIFs and share tips on what you should do before it happens to you.

(0:00) Bestie intros! (1:37) Markets rip on strong economic data (17:05) Media's broken business model, death spiral (35:47) Texas defies the Biden Admin on the Southern Border after SCOTUS votes in favor of the federal government (1:04:18) Ethics of publishing non-public financial data (1:13:07) Fintech's reckoning (1:26:27) ARkStorm 2.0 Follow the besties: https://twitter.com/chamath https://twitter.com/Jason https://twitter.com/DavidSacks https://twitter.com/friedberg Follow the pod: https://twitter.com/theallinpod https://linktr.ee/allinpodcast Intro Music Credit: https://rb.gy/tppkzl https://twitter.com/yung_spielburg Intro Video Credit: https://twitter.com/TheZachEffect Referenced in the show: https://www.cnbc.com/2024/01/25/gdp-q4-2023-the-us-economy-grew-at-a-3point3percent-pace-in-the-fourth-quarter.html https://www.barrons.com/livecoverage/stock-market-today-012524 https://abcnews.go.com/Business/dow-closes-above-38000-record-high/story?id=106576234 https://www.cnbc.com/2024/01/11/cpi-inflation-report-december-2023-consumer-prices-rose-0point3percent-in-december-higher-than-expected-pushing-the-annual-rate-to-3point4percent.html https://www.nytimes.com/2024/01/05/business/economy/jobs-report-december-2023.html https://finance.yahoo.com/news/gas-prices-national-average-hit-by-mid-winter-blahs-on-way-to-3gallon-165833984.html https://www.cnbc.com/2024/01/24/tesla-tsla-earnings-q4-2023.html https://www.federalreserve.gov/newsevents/pressreleases/monetary20240124a.htm https://www.bloomberg.com/news/articles/2024-01-23/china-mulls-stock-market-rescue-package-backed-by-278-billion https://twitter.com/paulkrugman/status/1750529905627128154 https://fiscaldata.treasury.gov/americas-finance-guide/national-debt https://twitter.com/RealEJAntoni/status/1750537238578930101 https://news.gallup.com/poll/266807/percentage-americans-owns-stock.aspx https://fred.stlouisfed.org/series/FEDFUNDS https://www.forbes.com/sites/bradadgate/2023/12/19/media-companies-have-slashed-over-20000-jobs-in-2023 https://twitter.com/maxwelltani/status/1750507633247678531 https://www.nytimes.com/2024/01/23/business/media/los-angeles-times-layoffs-newsroom.html https://www.nytimes.com/2023/11/01/business/media/conde-nast-business.html https://www.cnn.com/2024/01/23/business/conde-nast-staffers-walkout-layoffs/index.html https://www.latimes.com/entertainment-arts/business/story/2024-01-18/la-times-guild-calls-for-one-day-walkout-to-protest-looming-staff-cuts https://www.nytimes.com/2024/01/19/business/media/sports-illustrated-mass-layoffs.html https://www.npr.org/2024/01/18/1225446347/pitchfork-faces-layoffs-and-restructuring-under-conde-nast https://fortune.com/2023/11/30/yet-another-media-company-is-laying-off-workers-as-the-industrys-retrenchment-hits-vox-media-for-the-second-time-this-year https://variety.com/2023/digital/news/jezebel-shutting-down-go-media-layoffs-1235785877 https://www.npr.org/2023/05/15/1173260377/vice-media-bankruptcy https://twitter.com/BillAckman/status/1750537848447533207 https://trends.google.com/trends/explore?date=today%205-y&geo=US&q=wsj.com,Businessinsider.com,twitter.com,nyt.com&hl=en https://www.latimes.com/california/story/2021-08-20/recall-candidate-larry-elder-is-a-threat-to-black-californians https://www.cbp.gov/newsroom/stats/nationwide-encounters https://www.wsj.com/us-news/illegal-immigration-record-border-6db29cad https://www.cbsnews.com/news/migrant-crossings-u-s-southern-border-record-monthly-high-december https://www.scotusblog.com/2024/01/court-allows-border-patrol-to-cut-texas-razor-wire-along-rio-grande https://www.texastribune.org/2024/01/22/texas-border-supreme-court-immigration https://gov.texas.gov/uploads/files/press/Border_Statement_1.24.2024.pdf https://nypost.com/2023/08/19/biden-sells-border-wall-parts-to-thwart-gop-push-to-use-them https://www.nytimes.com/2023/09/07/nyregion/adams-migrants-destroy-nyc.html https://www.cbsnews.com/news/cbs-news-opinion-poll-americans-border-crisis https://www.foxbusiness.com/politics/california-offer-illegal-immigrants-free-healthcare-deficit-soars-population-shrinks https://einvestingforbeginners.com/average-gross-profit-margin-by-industry https://twitter.com/TexasLindsay_/status/1750427983448256552 https://twitter.com/WhidbeyWXGuy/status/1750006365790282175 https://twitter.com/US_Stormwatch/status/1749669643634233384 https://twitter.com/Weather_West/status/1750619800840110131

(0:00) Intro(0:38) Taking the CEO job at MongoDB(2:34) First things Dev changed at MongoDB(5:53) When unicorns were actually rare(7:50) Overcoming Monetization Challenges of Open Source(9:54) MongoDB Atlas and the license change?(19:18) What is the job of the CEO?(22:49) Vulnerability is a strength(27:03) The power of self-awareness as a Leader(29:37) Building an A+ culture(32:43) Holding people accountable(35:04) Keeping feedback loops tight(36:22) How hybrid work helps MongoDB thrive(38:09) RIFs(40:20) 3 steps for holding people accountable(42:03) Why you should always be recruiting(43:55) Dev's unique recruiting tactics(45:56) Favorite interview questions(46:53) Hiring internally vs externally(50:53) Finding passion for sales(52:58) The perfect job doesn't exist(55:00) Running BladeLogic(57:18) Ben Horowitz, Mark Andreessen, and John McMahon(1:02:36) How does AI compare to past tech trends?(1:05:47) Conventional Silicon Valley wisdom Dev disagrees with Mixed and edited: Justin HrabovskyProduced: Rashad AssirExecutive Producer: Josh MachizMusic: Griff Lawson 

Andrew Bartlow, Co-Founder of the People Leader Accelerator, joined us on The Modern People Leader.  We talked about why this is the year of productivity, the data you should be looking at when making decisions on remote vs. in-office, and getting brilliant at the basics of HR. ---- (1:56) Good news stories (6:15) Andrew went to school for HR (13:02) Being a Head of HR at age 23 (14:30) People Leader Accelerator (21:38) How challenging the work of the people leader is (25:30) Layoffs and RIFs (29:09) This is the year of productivity (32:00) Data points you should be looking at when thinking about hybrid, in office, or remote (37:10) Remote productivity (43:56) What's expected of a people leader today that wasn't a few years ago (46:00) There's a risk of chasing the shiny new things and not being brilliant at the basics in HR first (49:06) Getting brilliant at the basics (51:12) Getting clarity on what's important (53:46) Most CEOs don't know what a good CPO looks like (57:35) Rapid fire questions ----

Avec un effectif grandement renouvelé Oklahoma State arrivera-t-il à retrouver les sommets de la conférence ?

Jason Lemkin is the Founder @ SaaStr one of the best-performing early-stage venture funds focused on SaaS. In the past, Jason has led investments in Algolia, Pipedrive, Salesloft, TalkDesk, and RevenueCat to name a few. Prior to SaaStr, Jason was an entrepreneur, selling EchoSign to Adobe for $100M where it is now a $250M ARR product. Rick Zullo is the Co-Founder and General Partner at Equal Ventures. Prior to co-founding Equal Ventures, Rick was an investor at Lightbank, Prior to Lightbank, Rick worked with investment firms Foundation Capital, Bowery Capital, and Lightview Capital. In Today's Episode We Discuss: 1. Why Venture Capital Needs It's Jerry Maguire Moment: Why does Rick believe that VC needs it's "Jerry Maguire" moment? What needs to change? What needs to stay the same? Why does Jason believe we will see even more mega funds in 2024 and 2025? 2. Unicorns are So 2019: Why does Jason believe that "unicorn investing is mostly dead for bigger funds and none of them are looking for a $1BN outcome anymore?" Why does Rick believe that multi-stage fund investing at seed simply does not make sense? What does Rick believe many founders need to know when they take multi-stage money at seed? Of the over 1,000 unicorns created over the last few years, how many of them do Rick and Jason feel are actually unicorns today? 3. Efficiency and Growth: We Need it All: Why does Jason believe, as a founder you should be embarrassed if you ever had a RIF (reduction in force)? Last year many founders got a pass on growth as they were more efficient. Is that pass over? Do they need to get back to growth? What is the single biggest reason that companies do not scale from seed to Series A? What happens to the many companies with years of runway but no product-market-fit? Are we entering a new age of efficient company building or will we go back to high burn environments and excessive spending? 4. Entering the World of LPs: If Jason and Rick were to advise LPs today on how much to discount the value of their venture books, what advice would they give? How have markups completely corrupted the venture ecosystem? How does LPs being incentivized by paper-marks make the industry even more screwed? What are the single biggest misalignments between GP and LP?

Today's show: Wilson Sonsini Partner Becki DeGraw joins Jason on the latest edition of Startup Legal Basics! In this episode, they discuss the contrast between late-stage and seed-stage investing(2:52), repricing stock options(5:48), the adoption of AI legal industry(23:29), and much more! * Time stamps: (00:00) Wilson Sonsini Partner Becki DeGraw joins Jason (1:19) The increase in tech layoffs and AI startups (2:52) Late-stage vs. early-stage investing and the seed-stage value chart (5:48) Repricing stock options when underwater (14:05) Disclosing revenue, burn rate, and growth rate (18:08) RIFs and knowing your employees (20:57) The long-term effects of remote work (23:29) The use of AI and chatbots in law * Check out Wilson Sonsini: https://www.wsgr.com * Read LAUNCH Fund 4 Deal Memo: https://www.launch.co/four Apply for Funding: https://www.launch.co/apply Buy ANGEL: https://www.angelthebook.com Great recent interviews: Steve Huffman, Brian Chesky, Aaron Levie, Sophia Amoruso, Reid Hoffman, Frank Slootman, Billy McFarland, PrayingForExits, Jenny Lefcourt Check out Jason's suite of newsletters: https://substack.com/@calacanis * Follow Jason: Twitter: https://twitter.com/jason Instagram: https://www.instagram.com/jason LinkedIn: https://www.linkedin.com/in/jasoncalacanis * Follow TWiST: Substack: https://twistartups.substack.com Twitter: https://twitter.com/TWiStartups YouTube: https://www.youtube.com/thisweekin * Subscribe to the Founder University Podcast: https://www.founder.university/podcast

This Week in Startups is brought to you by… OpenPhone. Create business phone numbers for you and your team that work through an app on your smartphone or desktop. TWiST listeners can get an extra 20% off any plan for your first 6 months at openphone.com/twist Embroker. The Embroker Startup Insurance Program helps startups secure the most important types of insurance at a lower cost and with less hassle. Save up to 20% off of traditional insurance today at Embroker.com/twist. While you're there, get an extra 10% off using offer code TWIST. Roots is a real estate investment platform for all investors. There are no entry fees, and you can start with as little as $100. Head to investwithroots.com/TWIST to sign up and start investing today! * Today's show: MongoDB CEO Dev Ittycheria joins Jason to discuss recent tech trends (10:58), the move towards remote work (17:58), his strategy for building winning teams (37:17), and much more! * Time stamps: (00:00) MongoDB CEO Dev Ittycheria joins Jason (2:32) Dev's background and how MongoDB operates (9:28) OpenPhone - Get 20% off your first six months at https://openphone.com/twist (10:58) The last 9 months in tech and the pace of AI (13:57) RIFs and staffing a modern-day tech company (17:58) Remote, Hybrid, or back to the office (22:25) Embroker - Use code TWIST to get an extra 10% off insurance at https://Embroker.com/twist (25:33) Hiring and inspiring the next generation (28:47) The trust but verify operating philosophy (31:32) Entitlement in the tech industry (35:52) Roots - Head to investwithroots.com/TWIST to sign up and start investing today! (37:17) Great leadership and managing a team (41:14) Bad management and the feedback cycle (53:30) Recruiting talent in the U.S. * Check out MongoDB: https://www.mongodb.com Follow Dev: https://twitter.com/dittycheria * Read LAUNCH Fund 4 Deal Memo: https://www.launch.co/four Apply for Funding: https://www.launch.co/apply Buy ANGEL: https://www.angelthebook.com Great recent interviews: Steve Huffman, Brian Chesky, Aaron Levie, Sophia Amoruso, Reid Hoffman, Frank Slootman, Billy McFarland, PrayingForExits, Jenny Lefcourt Check out Jason's suite of newsletters: https://substack.com/@calacanis * Follow Jason: Twitter: https://twitter.com/jason Instagram: https://www.instagram.com/jason LinkedIn: https://www.linkedin.com/in/jasoncalacanis * Follow TWiST: Substack: https://twistartups.substack.com Twitter: https://twitter.com/TWiStartups YouTube: https://www.youtube.com/thisweekin * Subscribe to the Founder University Podcast: https://www.founder.university/podcast

Much has been written about an historically low unemployment rate, and the related challenges that manufacturing employers face in trying to fill a significant backlog of job openings. Despite this glut of available jobs, the need to implement reductions in force (RIFs) does present itself more often than might be expected, for a wide range of business reasons that are disconnected from unemployment figures. And like other aspects of employment law, there are associated rules and best practices that can go a long way to reducing, or even eliminating, the risk of legal missteps on the part of management. Manufacturing employers should take care to become familiar with these rules and best practices, to minimize the threat of business disruption that often accompanies RIFs. In this three-part episode of Manufacturing Success, host Mike Carrouth is joined by Fisher Phillips attorneys J. Hagood Tighe, David Kresser, and Terri Stewart for discussions around the three core elements of a successful RIF; layoff planning, notice requirements, and severance agreements. For more information about RIFs, please refer to: An Employer's 7-Step RIF and Layoff Blueprint for 2023 RIF/WARN Toolkit

Much has been written about an historically low unemployment rate, and the related challenges that manufacturing employers face in trying to fill a significant backlog of job openings. Despite this glut of available jobs, the need to implement reductions in force (RIFs) does present itself more often than might be expected, for a wide range of business reasons that are disconnected from unemployment figures. And like other aspects of employment law, there are associated rules and best practices that can go a long way to reducing, or even eliminating, the risk of legal missteps on the part of management. Manufacturing employers should take care to become familiar with these rules and best practices, to minimize the threat of business disruption that often accompanies RIFs. In this three-part episode of Manufacturing Success, host Mike Carrouth is joined by Fisher Phillips attorneys J. Hagood Tighe, David Kresser, and Terri Stewart for discussions around the three core elements of a successful RIF; layoff planning, notice requirements, and severance agreements. For more information about RIFs, please refer to: An Employer's 7-Step RIF and Layoff Blueprint for 2023 RIF/WARN Toolkit

Much has been written about an historically low unemployment rate, and the related challenges that manufacturing employers face in trying to fill a significant backlog of job openings. Despite this glut of available jobs, the need to implement reductions in force (RIFs) does present itself more often than might be expected, for a wide range of business reasons that are disconnected from unemployment figures. And like other aspects of employment law, there are associated rules and best practices that can go a long way to reducing, or even eliminating, the risk of legal missteps on the part of management. Manufacturing employers should take care to become familiar with these rules and best practices, to minimize the threat of business disruption that often accompanies RIFs. In this three-part episode of Manufacturing Success, host Mike Carrouth is joined by Fisher Phillips attorneys J. Hagood Tighe, David Kresser, and Terri Stewart for discussions around the three core elements of a successful RIF; layoff planning, notice requirements, and severance agreements. For more information about RIFs, please refer to: An Employer's 7-Step RIF and Layoff Blueprint for 2023 RIF/WARN Toolkit

Austen is the CEO and founder of BloomTech, an education platform famous for pioneering income sharing agreements instead of charging tuition. His company has forever altered thousands of students' lives for the better, but having a huge positive impact doesn't make actually running and growing a company easy. Host Jesse Genet and co-host Erik Torenberg talk to Austen about navigating legal and regulatory minefields, shifting internal culture amidst layoffs, and mental models for resilience. RECOMMENDED PODCAST: The HR industry is at a crossroads. What will it take to construct the next generation of incredible businesses – and where can people leaders have the most business impact? Hosts Nolan Church and Kelli Dragovich have been through it all, the highs and the lows – IPOs, layoffs, executive turnover, board meetings, culture changes, and more. With a lineup of industry vets and experts, Nolan and Kelli break down the nitty-gritty details, trade offs, and dynamics of constructing high performing companies. Through unfiltered conversations that can only happen between seasoned practitioners, Kelli and Nolan dive deep into the kind of leadership-level strategy that often happens behind closed doors. Check out the first episode with the architect of Netflix's culture deck Patty McCord. https://link.chtbl.com/hrheretics TIMESTAMPS: (00:00) Introducing Austen Allred, CEO of BloomTech (02:48) Setting the scene for BloomTech's pivotal moments (07:42) Sponsor: Pesto.tech (08:21) Layoffs and aftermath (11:08) Resetting internal culture (13:18) Making decisions amidst ambiguity (16:20) Lawsuit, regulations, and company name change (28:28) Compartmentalizing as a CEO (33:20) Mental models for “running into the darkness” (40:27) Companies that execute their PR really well (46:30) Hiring with a selection filter (54:34) Hard Choices Officer TWITTER: @jessegenet (Jesse) @eriktorenberg (Erik) @austen (Austen) @InTheArena_pod SPONSOR: Head to Pesto.tech if you want to hire remote developers today

I talked in episode #268 about leading through a reduction in force – today I want to talk about the signs that your company might be about to do a RIF – and how to be prepared. Here's the link to episode #268: http://exclusivecareercoaching.com/posts/2023-04-12-268-leading-through-a-reduction-in-force-rif  Let's talk about the preparation piece first. I've talked on this podcast numerous times about ARFO – Always Ready For Opportunity. If you take that approach, your resume, LinkedIn profile, qualifications, and job search plan are always up to date and ready to go at a moment's notice. If you haven't updated your resume or LI profile lately, that should be a first step. Are there any credentials or qualifications you need to get or renew, or training you need to make you more competitive? Get that training. The thing I most hate to see is when clients are either not seeing the handwriting on the wall – or are blissfully choosing to ignore it. You don't want to be caught flat-footed when the pink slips start coming – nor do you want to be at the back of the line for available opportunities at other companies in your industry and field. Whether you see RIFs on the horizon or not, updating your marketing materials, ensuring your credentials and education are competitive, and having a job search strategy in place is always a good idea, because you just never know. Another aspect of ARFO is keeping your network current and active. The best practice is to spend a small amount of time on a regular basis maintaining your network. If you haven't done that, you'll need to allot a larger amount of time to revitalize your networking efforts. What are the signs your company may be planning a significant reduction in force? 1.    Key projects and assignments going to someone else. 2.    Nonessential perks start being cut. 3.    New products, initiatives, or expansions are being put on the back burner. 4.    The budget is under a microscope, such as heightened scrutiny on expense reimbursements, additional procedures for purchase approvals, or targeted or across-the-board budget cuts. 5.    There's a merger or acquisition – creating duplicate positions. 6.    You're being kept out of the loop and in the dark. 7.    Executives seem more stressed out than usual, and communication dries up.  These are indicators that you need to start looking elsewhere immediately: 1.    Your company is bleeding money – missing revenue targets for successive quarters. 2.    The essential budgets are being cut to the bone, like sales & marketing. 3.    There is a hiring freeze. 4.    There is a mass exodus, often without any notice, from the c-suite and other key executives. Especially when the exodus includes top performers. 5.    There's talk of restructuring the company. 6.    There has already been at least one round of layoffs. 7.    Your boss or HR is suddenly interested in the specifics of your job duties – perhaps even asking you to write them down. 8.    You're getting locked out of files or not included in emails.  Are you in the wrong job that chips away at you every day? The CareerSpring document and coaching program will help you find a job that uses your zone of genius, recognizes your value, and pays you what you're worth.  If you're ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2    

Karin Hurt, CEO of Let's Grow Leaders, shares insights on how leaders can help their teams cope with changes resulting from RIFs and layoffs. The post Status Go: Ep. 205 – Navigating the Aftermath of a Layoff appeared first on InterVision Systems.

In today's episode, Laura and Kevin cover the birth of the Internet, Secret PIPs, RIFs, Garter Magic Quadrants and More in a Freewheeling Conversation with Malcolm Hawker. We even get into the heyday of the Washington Wizards and the craziness of Florida.Malcolm Hawker, the Head of Data Strategy of Profisee, is a thought leader in the field of Master Data Management (MDM) and Data Governance. He is a frequent public speaker on data and analytics best practices. As the Head of Data Strategy for Profisee, his mission is to raise the awareness of the value of MDM and Data Governance to senior leaders at companies across the globe. MDM and Data Governance remain a significant challenge to most companies, but through the application of practical and outcome-driven data management best practices, his goal is to empower companies with the confidence and knowledge needed to become truly data-driven.

Gone are the days of internal-only communication. Every internal message is now at the risk of being shared externally, creating more pressure to skilfully craft statements surrounding economic, societal, or company impact events (RIFs, outage, data breach, etc.). As a result, the role of Corporate Communications has never been more in demand and vital to a company's long-term reputation. So, why does the function still report to marketing, a department typically focused on short-term tactics for direct ROI? In this episode, Grace Williams, SVP of BLASTmedia, shares her opinion and makes the case for Chief Communications Officers and other high-level corp comm leaders reporting directly to the CEO. Connect with Grace: https://www.linkedin.com/in/gracecoylewilliams/ Connect with Lindsey: https://www.linkedin.com/in/lindseygroepper/ Learn more about BLASTmedia: https://www.blastmedia.com/

An increasing number of employers, especially those in the tech industry, are conducting layoffs or reductions in force. What happens to foreign workers in these situations, whose work visas are often tied to their jobs? What options are available to foreign nationals who are in the process of obtaining permanent residency or are seeking to retain employment so as not to jeopardize their visa status? What notification requirements do employers have in these situations? In this podcast, Senior Counsel Tasneem Zaman and Associate Elizabeth Whiting with Littler's Immigration and Global Mobility Practice Group, answer these and other questions that arise when downsizing impacts an employer's immigration law obligations.

Scott discusses what the increasing layoffs and reductions in force (RIFs) actually mean for our economy. He then gives insight on how to build economic stability through your investments, and ends with advice to a young professional dealing with a toxic work environment. Music: https://www.davidcuttermusic.com / @dcuttermusic Learn more about your ad choices. Visit podcastchoices.com/adchoices

Esther Lee has over 14 years of experience in learning, culture building, DEIB, and leadership development across different industries. She returns to the podcast to join host Mike Palmer to share her wisdom around how to navigate layoffs in the current market on both sides of the impact. You can check out her recent LinkedIn article to get more from her on this topic. We learn how Esther is telling her story while building community and relying on her network to get through the challenges of reductions in force. She's taken great risks throughout her career to impact different types of companies from matrixed organizations to hyper-growth global startups, which have led to multiple layoffs and RIFs. We appreciate her courage to put herself out there as someone who is managing through all of this and emerging stronger in the process. Subscribe to Trending in Education wherever you get your podcasts. Visit us at TrendinginEd.com for more sharp takes on learning and the future of work.

In this podcast, Katie Desmond and Katherine MacIlwaine, members of Ogletree Deakins' Immigration Practice Group, review the challenges that employers and employees face when a reduction in force (RIF) or layoff affects the employment of foreign nationals. The speakers review the varying considerations to keep in mind for workers with non-immigrant work visas, those who are in the green card process, and students with F-1 status. Katherine and Katie also provide information regarding grace periods, review the options that may be available for those in the green card process, and discuss other key topics regarding workforce reductions.

Multiple time guest and friend of the pod Keith Rabois is back! Jason and Keith talk 2023 macro outlook (1:00), big tech's impact on startups (10:01), advice for founders (18:24), Meta's risky VR bet (27:22), ChatGPT vs Google (39:05), and more! (0:00) Jason intros today's guest: Keith Rabois! (1:00) Keith's 2023 macro outlook and thoughts on startup valuations (8:54) Vanta - Get $1000 off your SOC 2 at https://vanta.com/twist (10:01) What are big tech hiring freezes and RIFs doing to the startup market? Entitlement era coming to an end (18:24) Advice for different archetypes of founders (25:50) Acquire.com - Sign up for FREE at https://try.acquire.com/twist (27:22) Importance of founder authority, Tim Cook taking over for Steve Jobs at Apple, Meta's risky VR bet (37:34) Apply for the LAUNCH Accelerator: https://launchaccelerator.co (39:05) Keith's thoughts on ChatGPT, a new approach to search, and Microsoft taking on Google (53:37) What types of founders is Keith looking to invest in right now? (59:25) OpenDoor thoughts + a little politics FOLLOW Keith: https://twitter.com/rabois FOLLOW Jason: https://linktr.ee/calacanis FOLLOW Molly: https://twitter.com/mollywood

Welcome to Reimagining Company Culture, a series discussing emerging trends and priorities shaping the future of workplace culture and employee wellbeing. We highlight thought leaders who are constantly evolving their strategy and can provide insight to folks about how to address new business challenges.  AllVoices is on a mission to create safe, happy, and healthy workplaces for all, and we're excited to learn from experts who share our mission. In this episode of Reimagining Company Culture, we're chatting with  Laurie Tennant, Principal, People Advisory at Norwest Venture Partners. Laurie has more than 20 years of experience in various human resources leadership roles in both start-up and large company environments.Tune in to learn Laurie's thoughts on leading with empathy during a reduction in force, creating space for employees post RIF, what not to do during a RIF, and more!About AllVoices In today's workforce, people often don't feel empowered to speak up and voice their opinions about workplace issues, including harassment, bias, and other culture issues. This prevents company leadership from making necessary changes, and prevents people from feeling fulfilled, recognized, and included at work. At AllVoices, we want to change that by providing a completely safe, anonymous way for people to report issues directly to company leaders. This allows company leadership real transparency into what's happening in their companies—and the motivation to address issues quickly. Our goal is to help create safer, more inclusive companies.

Bill Cohan joins Peter to unveil Wall Street's latest anxiety—reduced deal flow (at least compared to the high water mark of ‘21), which means reduced bonuses and even RIFs (banker jargon for layoffs). What does the future hold? And then Eriq Gardner drops by to explicate the nightmare that the Roe reversal has created for big business. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Pour cet épisode, l'équipe d'Inspecteurs des Rifs s'intéresse aux mensonges...La Playlist : ROLLINS BAND: LiarTHE CASTAWAYS: Liar, LiarBILLIE HOLIDAY: it's A Sin To Tell A LieMILES DAVIS: PINOCCHIOTHE LYRES: She's Got Eyes (That tell Lies)ADRIANO CELENTANO: Don't Play That Song For Me (You Lied)VIJAY IYER: FalsehoodZAÏKO LANGA LANGA : C'est La VéritéCHARLES MANSON: Close To Me/Look At Your GameALAIN BASHUNG : La Nuit Je MensKERMIT & MISS MOUSY: How Could You Believe Me When I Said I Loved You When You Know I've Been A Liar All My LifeAKA MOON: Aka TruthVANISHING TWIN: Truth Is BoringTHE JAM: Time For truthEDDIE CONDON: you Can't Cheat A CheaterJAMES BROWN: Don'T Tell A Lie About Me And I Won't Tell The Truth On YouMOTÖRHEAD: Dead Men Tell No TalesMICHEL POLNAREFF :B.O.F/ La Folie Des GrandeursLEE MORGAN: The SpeedballLA SONORA SANTANERA: Bonita Y MentirosaTHURSTON MOORE: Blood Never LiesNINE INCH NAILS: Terrible Lies

Pour cet épisode, l'équipe d'Inspecteurs des Rifs s'intéresse aux mensonges...La Playlist : ROLLINS BAND: LiarTHE CASTAWAYS: Liar, LiarBILLIE HOLIDAY: it's A Sin To Tell A LieMILES DAVIS: PINOCCHIOTHE LYRES: She's Got Eyes (That tell Lies)ADRIANO CELENTANO: Don't Play That Song For Me (You Lied)VIJAY IYER: FalsehoodZAÏKO LANGA LANGA : C'est La VéritéCHARLES MANSON: Close To Me/Look At Your GameALAIN BASHUNG : La Nuit Je MensKERMIT & MISS MOUSY: How Could You Believe Me When I Said I Loved You When You Know I've Been A Liar All My LifeAKA MOON: Aka TruthVANISHING TWIN: Truth Is BoringTHE JAM: Time For truthEDDIE CONDON: you Can't Cheat A CheaterJAMES BROWN: Don'T Tell A Lie About Me And I Won't Tell The Truth On YouMOTÖRHEAD: Dead Men Tell No TalesMICHEL POLNAREFF :B.O.F/ La Folie Des GrandeursLEE MORGAN: The SpeedballLA SONORA SANTANERA: Bonita Y MentirosaTHURSTON MOORE: Blood Never LiesNINE INCH NAILS: Terrible Lies

We made it to double digits and it's a special Tyson & Alexa episode all about... firing. We'll discuss terminations, RIFs, exits, layoffs, and all the jargon as well as best practices, real stories and hard truths. Tyson tells the story of her best firing, when 'mums the word' and a few rules to fire by... This one's a little spicy kids!  Support our sponsors! People Problems is brought to you by: PERKSCon - The Employee Experience Expo - listeners receive 20% off all 2021 event tickets with code 'PPLProblems' at checkout: https://perkscon.com/events/ The People Ops Society - Your tribe of People peers awaits, join POPS today for a library of resources/templates and playbooks, free courses and educational skill workshops, peer brainstorms and more. Listeners receive 20% off with code 'PPLProblems20' for your first 2 years of membership! https://www.peopleopssociety.com/join-pops Showcase™ - The first and only Employer Experience Platform - like the Hubspot for employer communications and events, let Showcase™ increase your engagement and utilization with personalized employee touchpoints across your experience. Book a demo today for 20% your subscription or a free mobile-app upgrade: https://perksshowcase.com/

WGAN-TV Podcast: CupixWorks 2.0 versus Matterport for Construction Professionals (AEC) Hi All, WGAN-TV CupixWorks 2.0 versus Matterport for Construction Professionals (above) with Cupix Product Manager Gannon Wilder (@Gannon_Cupix) that aired Thursday, 17 June 2021. This WGAN-TV show is for: 1. Architects 2. Engineers 3. General Contractors (large projects) 4. Building Owners 5. Virtual Design and Construction (VDC) teams 6. BIM teams 7. Construction Professionals This WGAN-TV Podcast discusses how CupixWorks 2.0 compares to Matterport for: 1. Reducing Site Visits 2. Reduce Reworks 3. Track Progress 4. Prevent Disputes Cupix Product Manager Gannon Wilder @Gannon_Cupix) also discusses CupixWorks 2.0 integrations, including: 1. Procore Integration 2. BIM 360 3. PlanGrid Integration If you researching Matterport and potential competitors in the AEC space, this WGAN-TV Podcast is for you! I asked Gannon to show and tell us about the CupixWorks 2.0 3D tour viewing experience (compared to Matterport) and how CupixWorks compares to Matterport for: 1. creating as-builts (including exporting to CAD) 2. Side-by-Side: weekly construction documentation 3. Side-by-Side: construction documentation versus BIM model 4. large spaces 5. collaboration (including real-time) 6. site view examples 6. reducing rework 7. dispute resolution among project stakeholders 8. annotation 9. issue tracking 10. field reports 11. building's lifecycle: design, field Operations and handover 12. tight spaces, crowded spaces and dark areas 13. Side-by-Side: Aerial 360 within a Cupix 3D Tour? 14. Side-by-Side: comparison on aerial 360 to BIM? 15. BIM overlay (example) BCF (BIM Collaboration Format) | IFC (Issued for Construction) 16. BIM and point cloud deviation analysis (coming soon) 17. AutoDesk Construction Cloud Integration | AutoDesk Build | AutoDesk Take Off | AutoDesk BIM Collaborate 18. Procore Integration 19. PlanGrid Integration 20. How are RIFs handled? (Requests for Information) 21. 3D measurement 22. 3D annotations 23. CupixWorks Getting Started Hardware Kits 24. LiDAR support I also asked about: 1. shooting (including time to capture; outdoors and which cameras) [single Shot, Multi-Shot, Video] 2. processing 3. hosting 4. viewing 5. backup/storage 6. pricing 7. 3rd party integrations Among my questions: I am the general contractor for a 25-story, 500,000 SQ FT office building renovation. I am considering CupixWorks and Matterport to shoot weekly construction documentation (as-built digital twin). 1. How long does it take to scan this building weekly for CupixWorks? (how)? 2. Using CupixWorks, how does our team compare: BIM to actual weekly construction documentation? 3. Using CupixWorks, how does our team compare: week-to-week construction documentation? Thanks to Gannon Wilder (@Gannon_Cupix) for being on the WGAN-TV Podcast. I hope to have Gannon back to give us a tour of the Cupix backend content management system. Best, Dan Cupix Links ✓ Cupix Website ✓ CupixWorks 2.0 Landing Page ✓ Cupix LinkedIn Profile ✓ Cupix Facebook Page

This episode is a recording of the Law & Candor Live eDiscovery Day webinar. In this episode, co-hosts Bill Mariano and Rob Hellewell kick things off by discussing the first-ever AI Santa Claus in the midst of COVID-19.The co-hosts then bring on Zach Warren of Legaltech News, Ryan O'Leary of IDC and Chris Dahl of Lighthouse to answer to following questions:What are the top trends of 2020?How do you overcome common challenges of key trends in 2020?With these trends in mind, how do you prepare for 2021?Will the pandemic have lasting effects on the ediscovery space?Will this permanently affect how data collections are done?How to prepare for RIFs?Subscribe to the show here, rate us on Apple and Stitcher, connect with us on Twitter, and discover more about our speakers and the show here.Related LinksBlog Post: Trends Analysis: New Sources of Evidentiary Data in Employment DisputesBlog Post: Legal Tech Trends to WatchVideo: Law & Candor Live: Putting 2020 in the Rearview and Looking Ahead to 2021About Law & CandorLaw & Candor is a podcast wholly devoted to pursuing the legal technology revolution. Co-hosts Bill Mariano and Rob Hellewell explore the impacts and possibilities that new technology is creating by streamlining workflows for ediscovery, compliance, and information governance. To learn more about the show and our speakers, click here.

durée : 01:30:00 - Les Nuits de France Culture - par : Philippe Garbit, Albane Penaranda, Mathilde Wagman - Par Pamela Tytell - Réalisation Josette Colin - réalisation : Virginie Mourthé

To view this podcast go to: https://f.hubspotusercontent00.net/hubfs/279002/2020-07-22%2012.00%20Stress%20Test%20Your%20Firm%20to%20Assure%20Financial%20Sustainability%20in%20Uncertain%20Times.mp4?t=1595451976590 Banks do it. Why not you? It may be time A/E/C firms stress test their own P&L. The current economic downturn brought about by the Coronavirus pandemic has firms facing unprecedented financial uncertainty. While many weathered the initial lockdown, there’s a great deal of doubt about future project prospects. Will there be a fast V shaped recovery? Or will the recovery be drawn out over many years in the future? While some market segments may collapse because of lack of government spending, consumer reluctance or fear, or policy missteps, what can we do? Stress testing will help you plan. Such a financial exercise allows you to easily evaluate the effects of non-labor overhead cost cutting measures, temporary salary reductions, and if need be, RIFs, in the face of reduced demand for services and potential client induced discounts. This technique will also point out ways to improve long-term profitability, as well as your firm’s valuation. Meet with Brian Flynn as he covers: • What is financial stress testing and how does it work? • How will such an exercise help forecast and plan • How can profit enhancing techniques improve resistance to a potential downturn • How best to significantly improve your long-term profitability and the value of your business About the presenter: Brian Flynn, P.E., BCEE has spent more than 40 years in the engineering and environmental industry. He was one of the original founding partners of global environmental consulting firm ERM Group and the President of ERM-Southwest in Houston, Texas.

The summer is a great time to check items off your to do list, and this summer will be no different. But your list of priorities for summer 2020 will be very different than in past years as a result of COVID-19. Topics covered will include negotiating the process for appeal of unsatisfactory ratings, check-ins with reluctant e-learners, preparing to resume public board meetings and in-school learning, considerations about the length of the school year, technology and infrastructure concerns, parent engagement and training, and RIFs of support staff, among others. After this episode, you will have a checklist to keep you on track as you prepare for the 2020-2021 school year this summer. 

The summer is a great time to check items off your to do list, and this summer will be no different. But your list of priorities for summer 2020 will be very different than in past years as a result of COVID-19. In this episode, we cover negotiating the process for appeal of unsatisfactory ratings, check-ins with reluctant e-learners, preparing to resume public board meetings and in-school learning, considerations about the length of the school year, technology and infrastructure concerns, parent engagement and training, and RIFs of support staff, among others. After this episode, you will have a checklist to keep you on track as you prepare for the 2020-2021 school year this summer. 

As businesses of all sizes strive to protect their employees and preserve cash flow during the coronavirus pandemic, likely the last thing on most of their minds is employment practices liability (EPL) exposures. But EPL risks are higher during pandemics and other periods when employers are more likely to furlough, lay off or ask employees to work from home.Despite federal legislation aimed at relieving financial burdens on workers and their employers, many businesses face difficult choices – and more complicated record keeping.Featuring:Guest Contributor Kunal Shah Of Counsel Wilson Elser Moskowitz Edelman & Dicker LLP Kunal Shah focuses his practice on labor and employment litigation and counseling. Kunal defends employers from the demand letter stage through the administrative charge process, and eventually, litigation. Kunal also strives to provide clients with day-to-day employment counseling, training and advice as a means of claims prevention. Kunal has extensive experience handling discrimination claims brought under Title VII, FMLA, ADA, ADEA and state employment statutes, along with tort and contract claims related to various employment and independent contractor agreements. He also represents employers in connection with FLSA and state wage claims brought as single-plaintiff and collective or class actions. Kunal routinely advises clients on day-to-day employment issues such as, hiring, terminations, RIFs, complaint investigations, restrictive covenants, trade secret protection and employee classifications. He also conducts audits of employer policies to ensure compliance with state and federal laws, and performs training seminars for management and rank and file employees targeted at claims prevention.Allyson Benda is a Senior Broker in CRC’s Nashville office, and member of the ExecPro Practice Advisory Committee.

Aux États-Unis, le droit d'avoir une arme est inscrit dans la Constitution. L'an dernier, le pays a enregistré un taux record de tueries de masse, le plus élevé depuis les années 1970. Alors, pour éviter ces fusillades, l'État du Colorado a pris des mesures. Mais celles-ci passent mal auprès des habitants, et aussi des shérifs, comme l'expliquent Agnès Vahramian et Fabien Fougère de France 2.

O presidente do Supremo Tribunal Federal, ministro Dias Toffoli, determinou que o Banco Central lhe enviasse cópia de todos os relatórios de inteligência financeira (RIFs) produzidos pelo antigo Coaf nos últimos três anos, tendo obtido, assim, acesso a dados sigilosos de cerca de 600 mil pessoas —412,5 mil físicas e 186,2 mil jurídicas - Áudio do vídeo publicado originalmente no canal da TV Coiote no YouTube.

In this episode of the Proskauer Brief, partners Steven Hurd and Patrick Lamparello discuss recent trends in reductions in force (RIFs) in financial services and some of the main reasons employers are engaging in them. These include automation of jobs or other technological developments, cost reductions, investor preferences, employee redistributions, and even Brexit has been a reason for downsizing.  So be sure to tune in as we discuss best practices an employer can engage in to carry out a RIF as well as practical alternatives an employer can consider to a reduction in force.

Bienvenue au quarantième épisode du Hyped Cast, un podcast animé par Max ''VIICTIIM'' Chiasson & Michael ''DoubleBlackOut'' Sioui. Cette semaine, on réalise que le concept de La Hyped House existe depuis un an & on parle de Red Dead Redemption 2! Le Hyped Cast est diffusé en direct à chaque Dimanche à 7pm EST (desfois, ça change!) sur twitch.tv/doubleblackout Visionnez la version vidéo: https://youtu.be/C4cCAnMNVu8 Suivez-nous sur nos réseaux sociaux: VIICTIIM: - Twitter: twitter.com/VIlCTIIM - Twitch: twitch.tv/viictiim - YouTube: youtube.com/channel/UC8db5dZVE3S0qIakM5RVePg DoubleBlackOut: - Twitter: twitter.com/DoublexBlackOut - Twitch: twitch.tv/doubleblackout - YouTube: youtube.com/channel/UCdXBNoILujg8BHEVpXmyCLg La Hyped House: - Facebook: facebook.com/LaHypedHouse - Twitter: twitter.com/LaHypedHouse - YouTube: www.youtube.com/channel/UCu2AnJn5gum5DqMQlw9m23w - Instagram: www.instagram.com/lahypedhouse Achetez notre merch: streamlabs.com/viictiim/v2/merch Joignez-vous au Discord officiel de La Hyped House: discordapp.com/invite/hFxKb6S

In this episode, Lisa answers the question: Will a strengths approach work in different cultures and countries? She the shares how leaders can use strengths to fulfill the five different needs of Mazlow’s Hierarchy of Needs. Have You Downloaded Your Strengths Tools? Remember to grab the strengths-focused 1x1 and team meeting resource to get your 12 weeks of conversation starters. That will help you start applying the conversations to your cross-culture understanding. Will A Strengths Approach Work In Different Cultures and Countries? Today a question came in from Molly about whether strengths-focused development will work across any culture or country. If you manage a team of people from around the world, or if you’re about to roll out a strengths approach across your company or university — this is an important question to ask! The short answer is, yes strengths-focused development will, in fact, work around the world. Let’s break the question down from a literal translation standpoint and then the conceptual. Can You Translate Strengths Language? Yes! And If you want to give team of people a native language experience, I definitely recommend looking at Clifton StrengthsFinder or the VIA Character Survey. Both of them are available in more than two dozen languages, so whether your native language is Polish, Croatian, or Indonesian, they have you covered. I think that’s an important factor to know because if you’re answering questions about your natural thoughts and feelings and behaviors (on a 20 second timer), you can’t waste time looking up vocabulary words because it would impact your results. The other good thing is that you'll also receive your reports in the native language. Something you might find fascinating or surprising is that even after millions of people have used the tool, the data shows us that the differences are negligible when you break them down by race, gender, age, and nationality. If you’re into the data side of things, you can also find some interesting factoids in different countries, like with CliftonStrengths, the #1 talent theme in India is Responsibility, whereas you see Learner #1 in Mexico, Panama, and Argentina. And then you see Maximizer and Harmony in the #1 and #2 spots in Japan. As you can see, different countries do have some different “typical” top spots, and yes, those differences by country probably tell us something about the strong effect of cultural values. But one thing we haven’t been able to isolate with empirical research is how much of this is nature vs. nurture. Our hypothesis is that it’s both. Your environment, your upbringing, your family values, your experiences, and your DNA all play a role in how your strengths show up and what your unique lineup of talents is. How Strengths Can Bring Understanding Across Cultures This question about whether strengths can bring appreciation across cultures first made me think of Grace. She’s a client in Taiwan. And she was thrilled about StrengthsFinder because she works for an American manager and it gave her a way to map work conversations to her values and her natural way of thinking. If you’ve ever studied different cultural dimensions, you might instantly think about the potential for Grace, with her #1 Harmony and #2 Responsibility to be on a different page from her manager with #1 Individualization and #2 Competition because she’s from a country high on the collectivism scale and her manager is from a country high on the individualism scale. And their personal talent themes happen to reflect their country’s values pretty closely. Using the language of strengths, it gave each of them a way to describe what they bring to the team. And it helped Grace find a language for talking about her potential contributions to the team without feeling like she was running against her country’s values of saving face, being humble, and showing loyalty to the team — even when it means putting her personal agenda last. By the way, if you’ve never studied cultural dimensions, it’s totally fascinating. You can see how each country maps on continuum across 5-6 categories. The super quick preview is that these continuums cover your relationship to people, power, certainty, and time. My favorite resource on cultural understanding is the book Kiss, Bow, or Shake Hands. It helps you understand each country’s government, religion, decision making values, negotiation styles, and how they tend to process information. It goes even further to help you out with gestures, gifts, and clothing so you can be sure that you know the basic expectations and keep you from making a fool of yourself. Different experts use different labels, yet most look something like this: Individualism Collectivism Accepts Unequal Power Rejects Unequal Power Uncertainty Avoidant Accepts Unknown Cooperation Competition Short-Term Orientation Long-Term Orientation To bring this back to strengths, I look at it like another layer of understanding. Cultural differences can run sooooo deep. And we don’t know where we might view a topic differently from another country. I remember the first time I visited India and learned how uncommon it is for men to wear shorts. The more traditional view is that if they have shorts on, something must have happened to their pants! I also found it so fascinating that it’s totally normal to wear a sari to work and show your midriff. Whereas in the US, it would not be okay to show your midriff and work. Don’t even get me started on how hard I worked to tame my left-handedness. It took a few visits to work that one out. My point is, when you are working across cultures, there are a million ways for people to spot their differences. Of course, the visual ones like clothing are the easiest to spot. Then there are many ways to accidentally offend colleagues during conversations. And there are some stressors when team members bring their local assumptions about how work relationships work. And they assign meaning to things differently — not just the meaning of men’s pants. Strengths give you a language to talk about these things in a productive way. For example, Grace, with her Responsibility talent, would naturally see ways that she could jump in to help the team meet its commitments. But before having some strengths-focused conversations, she didn’t volunteer because she was used to a more hierarchical approach where she would wait to be assigned those responsibilities. How Strengths Can Help Leaders Create Significant Meaning For Their Team Now let’s add one more important layer: it’s that basic human needs cut across all cultures. No matter where you live in the world, your team shares the same basic needs. Most people remember hearing something about food, water, and shelter when they think of Maslow’s Hierarchy of Needs. If you do some digging on this topic, you’ll see that there are a bunch of others that managers can impact. And these others are where you’re really helping people feel seen, heard, and appreciated in a way that gives them purpose. And strengths-focused conversations make it easy and natural for that to happen. Let’s look at each of these 5 needs. 1. Physiological Needs If you look at this like the typical pyramid, you’ll see physiological needs at the bottom. Yes, that’s where you get your food, water, shelter, and sleep. After you get past this one, it gets really interesting as you layer in strengths. 2. Safety & Security Needs The next one is safety needs. In Gallup’s extensive leadership research, Stability is one of the four primary “follower” needs. Yes there are some safety needs that have nothing to do with work, but employment stability, social stability, and sometimes health are items that you can address through strengths. Or, you can think about your natural talents and how they might lead you, at your default, to make your team feel un-safe. For example, my Maximizer talent constantly leads me to change things. Over the years, I’ve seen how that can feel unstable because people don’t know what to expect from week to week. And strengths have given me a way to look at that with a different lens because I can acknowledge that people need to feel a sense of stability. 3. Love & Belonging Yes, there are friendships, family, and other parts of life where people fill this human need. Now switch over to work. People want to belong. They love knowing that they’re contributing to the team. They love knowing they’re doing important work — that the 8 (or 12) hours they spend every day is for something that matters. They love accomplishing something bigger than themselves. So when you use strengths, you can use their talents to help them see their superpowers. You can use their strengths as a lens to help you see when to recognize them. And you can help them feel the connection between their actions and the bigger cause they are a part of. If you want to help your team members feel a bigger sense of belonging by connecting their strengths to the contributions they can offer the team, be sure to get the conversation starters in your 12-week Activation Series. Each week, you’ll get a strengths-focused 1x1 conversation starter and quick team meeting topic so you can keep learning more about what puts your team members at their best so that they can feel like they are a meaningful part of the team. 4. Self-Esteem Moving up the scale, you have self-esteem, which includes things like feeling respected, being recognized, knowing their strengths, and achieving. Strengths help you create a culture of recognition. It helps people know what they’re great at. And I call them your “easy buttons” to high performance. If you provide your team members an easier path to high performance, they’ll achieve more and feel better about themselves, which tends to create a virtuous circle where they feel better and better about their contributions and they continue to achieve bigger things for the team. 5. Self-Actualization Finally, you have self-actualization. This includes deeper life meaning and living up to their potential. It’s all about being the best they can be. It even gets into things like innovation and creativity because their outputs reflect a unique view of the work that no one else could bring. Now think about this in terms of strengths and workplaces. When teams are in turmoil with RIFs, re-orgs, and conflict, they revert back to safety mode. They give less because they’re trying to survive the explosion of uncertainty or despair. But if you contrast that with a fully functional team, you can start to imagine some moments and some team members who have been way up in this self-actualization zone. And as a leader, you have the ability to move people through these categories. Of course, it’s not 100% on you. They have to take personal accountability in their lives. Yet, you have a heck of a lot of influence on helping them unlock these other categories. Basic Human Needs Exist Across Cultures It may have surprised you that the question on culture led to this angle for an answer. Yet when I think about international businesses and organizations, the best ones cut across cultural differences by getting to the humanity of it all. We all have some basic needs, and strengths can give you a way to have conversations about these human needs without feeling weird. And when it comes to the cultural dimensions I brought up at the beginning, each person’s talent themes can give you a great doorway into talking about how their personal thoughts, feelings, and actions line up with cultural norms. I can’t tell you how many times someone has told me, “Aha! No wonder I am a fish out of water at this company (or in this country).” And then rather than feeling bad about it, their strengths give them a way to see the other side of it — the side that brings value. Remember to grab the strengths-focused 1x1 and team meeting resource to get your 12 weeks of conversation starters. That will help you start applying the conversations to your cross-culture understanding. It helps you open up topics like their ideal work culture, their untapped strengths, and even get them to fess up about the soul-sucking elements of their job. Each week, it gives you one question to ask in a 1x1 and one question for the team. That way, you can spend your time having these conversations rather than spending a bunch of time trying to come up with new strengths conversations. Enjoyed The Podcast? To subscribe and review, here are your links for listening in iTunes and Stitcher Radio. You can also stream any episode right from this website. Subscribing is a great way to never miss an episode. Let the app notify you each week when the latest episode gets published.

Federal agencies have spent the past year thinking about how they can become leaner and more accountable organizations. They're also looking at how they can reshape their workforces. "Reshaping" can be a scary word. But as Federal News Radio's Nicole Ogrysko tells Federal Drive with Tom Temin that agencies are viewing it as a positive opportunity.

Au sein de l'équipe des Inspecteurs des Riffs, il n'y a pas que des Saints.

Au sein de l'équipe des Inspecteurs des Riffs, il n'y a pas que des Saints.

info@podcastone.com1756997Wed, 30 Aug 2017 11:01:00 PDTMike Causey00:42:04benefits,buyouts,Estate Planning,Mike Causey,Pay,retirement,RIFs,Tom ORourke,Your Money,Your Turnhttps://pdst.fm/e/chtbl.com/track/E2G895/aw.noxsolutions.com/launchpod/ad

Higher education institutions and K-12 schools sometimes implement RIFs, or reductions in force, for economic or other reasons. In this podcast, senior risk management counsel Hillary Pettegrew and senior claims counsel Sarah Braughler from UE offer recommendations on how to conduct RIFs to minimize both potential liability for the school and pain for employees.