Podcasts about RSA

What happens when a VR agency stops leading with compliance—and starts leading with trust? In this episode of Manager Minute, Carol Pankow sits down with Lea Dias, Director of the Hawaii Division of Vocational Rehabilitation, to talk about rebuilding an agency from the inside out. Facing high vacancies, low morale, and years of monitoring pressure, Lea chose a different path—one grounded in listening, kindness, and belief in her people. The result? ✔ Renewed staff engagement ✔ Stronger community partnerships ✔ Improved employment outcomes ✔ A culture moving from survival to purpose This is a powerful reminder that real change doesn't start with spreadsheets—it starts with people.   Listen Here   Full Transcript   Lea: I'm proud when I see my staff here at the administration level, thinking less about what the staff are doing wrong and focusing more on how can we help them, getting resources to help them, reaching out directly to help them. People talk a lot about rapid engagement and forget that ongoing part rapid and ongoing engagement. If you focus on culture first, the numbers I believe will follow. And if you focus only on numbers, the culture will crumble.   {Music} Intro Voice: Manager Minute, brought to you by the Vocational Rehabilitation Technical Assistance Center. Conversations powered by VR. One manager at a time, one minute at a time. Here is your host, Carol Pankow.   Carol: Well, welcome to the manager minute. Joining me in the studio today is Lea Dias, director of the Hawaii Division of Vocational Rehabilitation. Lea recently participated in a panel at the fall CSAVR Conference, sharing Hawaii's journey to improving employment outcomes and what she calls their secret sauce. So how are things going in Hawaii?   Lea: Oh gosh, a lot better now that the shutdown is over. And we got a couple of our grants came through recently. And so that's all good. I think a lot of people think, oh, Hawaii, it's Paradise, right?   Carol: Yes.   Lea: But we have the same sort of issues I think, that many other agencies do. But things are getting better in Hawaii. I'll say that.   Carol: That is awesome to hear. It's so good to see you again. Oh my gosh.   Lea: you too.   Carol: So for years, Hawaii has faced real challenges, including declining employment outcomes, significant work tied to addressing findings from an RSA monitoring report. In fact, you all were monitored the same year I was when I was still with Minnesota Blind back in 2019. And so I remember having a bond with you guys.   Lea: Yeah.   Carol: Because we were all going through it together.   Lea: Yes.   Carol: Now, I know when you stepped into the director role following the former director's retirement, you really brought this stabilizing, steady calmness that the agency really needed. And under your leadership, the team is rebuilding momentum, strengthening systems and really seeing some meaningful progress in the work being done across the islands. So today we're just going to explore that journey. What's changed, what's working and what other states can learn from your experience. So let's dig in.   Lea: Okay.   Carol: Can you start by sharing your journey with Hawaii VR and what led you into the director role?   Lea: Sure, Carol. Well, first of all, aloha, and thank you for having me. I have been with Hawaii Division of Vocational Rehabilitation, we're a combined agency, by the way, for over 30 years. And I started off about 34 years ago as an entry level VR counselor at the general site of our agency. And then in 2000, I moved over to become the supervisor of field services at our Ho'opono, which is our services for the blind branch. And Then I stayed there for a while. I then assumed the role of director of our New Visions Structured Discovery Orientation Center, and eventually I became the administrator of Blind Services, and I was honored to serve in that role until about July of 2023. So the majority of my career so far was spent at home. And I learned so much there, you know, working for a blind agency beyond what I got from my master's degree and all that. I learned so much about consumer empowerment. And, you know, the real dramatic changes that vocational rehabilitation can make in people's lives. So anyway, when the former Hawaii VR administrator left pretty abruptly, our agency was in a tough place. We had a vacancy rate of over 40%, I want to say close to 45% and rising low morale. We had that heavy corrective action plan you talked about from RSA and many staff were feeling really overwhelmed. So initially I stepped in as a temporary assignment just because I care so much about our agency. I love this profession. I care about the people we serve, and I wanted to do what I could to help stabilize and restore hope. And also, I had several staff approach me and ask me to do it, and that meant a lot to me. So I decided to apply after that. And I've been official in this job just a little over two and a half years, since July 2023.   Carol: That has gone really quickly.   Lea: Yes it has.   Carol: Well, and when you said bringing kind of that stabilizing calmness, everybody talks about that. You've been credited with doing that. How did you approach leading through that uncertainty and kind of rebuilding trust.   Lea: Oh gosh. Well, thank you for the compliment. But when I stepped in we were struggling across the board. And I know because I was part of that. Right. Coming from within the agency, we had declining successful employment outcomes way down. And a lot of the outcomes we had, they weren't really careers. In many cases, we had something like 77% of eligible participants leaving us before they even got to the point of IPE.   Carol: Wow!   Lea: Which is really atrocious. Super high vacancies. And because of those super high vacancies, we had counselors having to cover other counselors caseloads. So people were really burned out, overwhelmed. And because we had been working since 2019 to resolve that corrective action plan with RSA, and we had been so focused on that, staff were, I think, drowning in compliance tasks. And not that compliance isn't important because it is, of course, but there was a lot of blaming and overcorrecting in my opinion, and I think the human side of VR had been kind of pushed aside. When I was preparing for my speech for CSAVR, I kind of asked the line staff, I told them what I was going to be doing and asked them what they thought. And one counselor really summed up for me how it was by saying, just quote, we were all just Surviving.   Carol: Oh.   Lea: That's kind of pretty much where it was.   Carol: That's quite a statement.   Lea: Yeah.   Carol: it really is. And I know I worked with your team too throughout that.   Lea: Mhm.   Carol: You know, when we were trying to work on getting corrective actions done and just kind of redoing policies over and over and fifth iteration, sixth iteration.   Lea: Right.   Carol: Oh my gosh. It was.   Lea: Right.   Carol: It was a lot. And you lose that sense of, you know, you lose the sense of the people and the reason you're all there. I can completely understand that being in the midst of that.   Lea: Yeah.   Carol: I know at CSAVR the whole panel was talking about the secret sauce. What do you think has been the biggest impact so far for your agency?   Lea: Well, I focused on listening first and staff told me they felt hurt and they had felt mistrusted and they had felt disrespected. They talked about too many barriers to getting their work done. And, you know, I believed them because like I said, I know.   Carol: Yeah.   Lea: So I developed a pretty tight group of folks on my leadership team up here who I knew I could trust really implicitly to help me, you know, listen to people struggle with and overcome these barriers for our staff and our consumers. And this tight group of people, they shared my vision for the agency and my philosophy of the purpose of this great program called vocational rehabilitation. So we opened up leadership meetings. I decided to bring in frontline supervisors rather than just the people in the quote unquote, ivory tower, and line staff at all levels into our conversations. I really emphasize transparency and consistency and kindness and respect for ourselves. I demanded it to each other and to our consumers, because I really had to rebuild safety and rebuild trust. In the beginning because of the way our agency had been. When I would open up the floor, you know, for people to talk, it was crickets. People just didn't want to speak up. All of that to say, I think there's really to me and I think I said this at CSAVR, I don't think there's really a secret sauce, to be honest. We've made many improvements, but we still have a long way to go, particularly with our data collection and data analysis and reporting are performance measures. Still need a lot of work and my staff and I are learning together. I guess you could say our secret sauce is trust plus autonomy, plus removing barriers and trying to find a way to yes for our consumers and for our staff.   There's lots of little examples, you know, based on feedback that we got from our staff, we started allowing counselors to close their own cases. They weren't allowed to do that, as a result of the reaction to the corrective action plan. I would say we eliminated some things that were outdated or unnecessary, like some financial needs testing language. I stopped the communicating via solely via memo. All communication via memo. Training via memo. I mean, that kind of stuff just doesn't work. It's a good backup, but you can't rely on just written stuff.   Carol: No.   Lea: I cut out what I saw as unnecessary multi-layers of approvals for things as simple as a payment for a service to a consumer would have to come all the way up to the administrator's level if it was, I think, over $2,500. And I was like, this is ridiculous. We really started making a culture shift, I think, from compliance first to people first from distrust, mistrust, and I would say custodialism to communicating my belief, you know, in the skills and judgment of our people tried to make it a less intimidating environment where people could speak their truths and make suggestions for improvements because, you know, like I mentioned, I'm a leader, but I'm also a leader who in a lot of ways has been where they've been. And I know the power of what we can achieve when we all work together and I really believe all those things. I think all those little examples and more have really helped to make a difference.   Carol: I love that because you can always sense your authenticity. Always. I remember meeting you way back, you know, with NCSAB, and we would do work together on committees and all of that good stuff. And it's like, oh my gosh, I always just thought you were amazing because you truly, you walk the talk that you say and people believe you, you know, you're believable. And I think that trust you've put in your people. I could see a difference when we were out there, even last year as a TA center and came for a visit, there was just a whole different sense with that whole group. It was really nice to see. I can just tell. I mean, I can tell from the outside, having seen you all before in meetings where, you know, things were it just felt more chaotic and people didn't feel free to speak. And now you can just see everybody's faces. I mean, it was just their whole affect was so much better.   Lea: Oh, thank you. Thank you for your kindness. That makes me so happy to hear that. I see it, too. But it, I'm always questioning. Is it enough? Am I doing enough? There's still so much to do. But you gotta start somewhere.   Carol: Well, you have to start somewhere.   Lea: Yeah.   Carol: I think you've done an incredible job with that.   Lea: Ahh.   Carol:  What do you feel like? Maybe. What progress are you most proud of? Or. And what maybe lessons would help other agencies because other people are going through this. You are not the only one in the entire, you know, system here. It is all over the country.   Lea: Yeah. Well, I mean, closing out that corrective action plan was a huge milestone. Very proud of that, especially after so many years. So it took from 2019 till just earlier this year, 2025 for us to finally, you know, get out from under that so that we can focus on other things. But we didn't do it alone. You know, like you mentioned, Doctor Chaz Compton, Chaz and you and the entire VRTAC QM team were really instrumental in helping us get there, and you guys really walked alongside us with empathy and clarity and unwavering support. Even with the time difference and, you know, being an ocean away. I mean, you guys were always there. And, you know, after I assumed this role, you know, Doctor Compton visited us twice so far for in-person, all staff meetings. So I brought in all staff, not just counselors, not just rehab teachers, everybody on staff for in-person sessions. Zoom is great for a lot of things, but sometimes you need everyone there in person for kind of a call to action, you know what I mean?   Carol: Yeah.   Lea: Anyway, those sessions that we had together with Chaz were, I think, really helped us along in this transformation. His ability to connect with staff and reframe challenges helped us ignite what we're calling our Reimagine and Renew initiative. I also want to acknowledge you, Carol, you know, your leadership at the VRTAC QM and the way, you know, you mentioned you and your team guided our agency and you helped us see this journey not as a series of failures, which is how we felt, but really an opportunity more so for growth and renewal. So what am I most proud of? I am most proud when I see our line staff coming up with these fantastic suggestions and being willing to talk to me about it, and then acting on those where we can and making those changes.   I am proud that I see in so many of them, their passion reigniting. I'm proud that many of them don't just see this as a drudgery, kind of 9 to 5 case manager job sitting in front of a computer all day. They're out in the community a lot more now, engaging with consumers, engaging with other agency partners. And when I say engaging with consumers, things like evenings and weekends, graduations, award ceremonies, things like that might seem like a small thing to some, but I know those consumers remember and they appreciate that and their families. I'm proud when I see my staff here at the administration level thinking less about what the staff are doing wrong and focusing more on how can we help them, getting resources to help them, reaching out directly to help them. I see a lot less finger pointing in both directions, because I know when I was on the line, I'd be like those people in administration and administration, people going, are those people on the line? They don't. I see a lot less of a lot less of that. And I'm really pleased that a lot of our partners in the community are ready to talk to us again. I think a lot of those relationships, for various reasons, had been pretty badly damaged, and that's actually been a big part of my job, too, is rebuilding those relationships. So I would say the biggest lesson for other states is this you can't transform an agency just through compliance tasks alone. You need trusted partners, you need honest conversations, and you really need a willingness to go to the mat to rebuild your agency culture, like from the inside out.   Carol: That is really good advice.   Lea: Yeah.   Carol: I always think in this role it takes a village. Like when you were talking about assistance from the QM. And I know when we come alongside any state agency, we always refer to it like we. We always feel like we're part of you.   Lea: You are.   Carol: You know, even in the when we're meeting with staff and staff, it's like, okay, this is what we're going to do next, or...   Lea: Yeah.   Carol: ...let's work on this. And we always feel like we just become another we're another staff like in the group to help facilitate whatever getting done. And so.   Lea: Yeah.   Carol: That has been so fun and really fun to see. Like your people embracing all of it. You just see such a difference. It really is pretty incredible.   Lea: Yeah. And I want to be really clear. It's not about me. It's not. It's the village. It's everybody together that is making progress. And I think things are looking up.   Carol: But you did make it possible because you open the space and it takes time. Like you said, people at first weren't really willing to talk because there'd been a long time where you couldn't talk about it.   Lea: Yeah, yeah.   Carol: You know, you couldn't bring things up. I remember the whole finger pointing back and forth all the time. People were like, oh, people in Central office. They don't know what's going on out here.   Lea: Yeah, yeah. And it still happens sometimes, you know, I get it, but not, not as much as before.   Carol: Not like before, No, but it takes that. And that took you really coming in and opening up the space. And it's a time factor. Like look at you've been doing it over two years now. Probably another lesson would be it doesn't go quick. Like it takes time to do this and repairing relationships.   Lea: Yes.   Carol: That's a time factor. They've got to trust you and over and over see what you're doing.   Lea: Yeah. And this is probably bad advice, but forget the work life balance thing. For me, it's like I'm at home thinking about this stuff. Like, what can I do? You know what I mean?   Carol: I know I used to sleep, I'd sleep with a pad of paper by my bed, because I'd often wake up in the middle of the night and be like, I'd have an idea, and I'd write it down because I didn't want to lose it for the morning. And then I'd come in. I'd be like, I was thinking last night, and staff would be like, oh my God, you had your pad of paper by the bed?   Lea: Yep, I talked to Siri. Siri, take a note.   Carol: Yes!   Lea: yes.   Carol: Oh, that's so funny. What strategies do you think just a little bit on your, you know, the employment outcomes. And you've done better with those. Chaz was super jazzed about that.   Lea: Yeah.   Carol: What strategies do you think contributed most to those improvements you've had in your employment outcomes?   Lea: I've been thinking about this. I think our internal strategies, people talk a lot about rapid engagement and forget that ongoing part, rapid and ongoing engagement. Talking, you know, just like a broken record, talking with staff about that and the importance of that. And I'm seeing that happening more like I mentioned with those evenings, weekends being out in the field.   Carol: Yeah.   Lea: Streamlining processes, as I mentioned, empowering our counselors and trusting them to do their jobs. I think those were all essential. But and of course, the partnership and the help that we got from the TAC-QM, helping us look at our systems with fresh eyes and supporting us in building some sustainable, long term solutions so that external guidance also gave us confidence and helped accelerate our progress. So with all of those pieces kind of working together, some of our results have really improved dramatically. So you mentioned our successful closures. So between program year 23 and program year 24 our successful closures more than tripled. Okay.   Carol: Amazing.   Lea: The numbers are the numbers are small okay. Compared to like New York or something. But you know, in prog ram year 23 we had 30 closures. In program 24 we had 107.   Carol: That is awesome.   Lea: So yeah, I think that's pretty cool. I'm talking some of them are real careers, too, to real success story.   Carol: Oh, I love that.   Lea: That whole thing with the attrition before IPE has dropped really sharply. University of Hawaii at Manoa. They do a consumer satisfaction survey right for clients post closure, and we had the highest return rates ever and the highest levels of satisfaction ever, according to the university Hawaii, who's been doing these surveys for us. And then just some other stats to throw at you. But from program year 23 to 24, we saw our applications increase by 55%. That's applications for services. Determinations of eligibility increased by 59%, IPE development went up by 52%, and our vacancy rate for our staff has dropped to about 30 something percent. It's still high, but it's a lot lower than it was, and it's continuing to drop. And I've been able to fill some really key leadership positions where we had lost some very good people over those tumultuous years. So yeah, I hope I answered your question, but it's I think it's a lot of factors.   Carol: You did. It's been amazing though. And you look at that. I love that those kind of family sustaining wages, people in careers. That was always super important to me. I didn't want to just, you know, jobs and food, filth and flowers. Although people can do, you know, there are people that do want those jobs, but that isn't the only job that's out there.   Lea: Right. And that thinking long term.   Carol: Yeah.   Lea: You know, Chaz did training with us too. I'm thinking long term, like nurse's aide.  Or have you thought about nurse? Let's see. What are the differences here.   Carol: right.   Lea: Yeah, I like that.   Carol: Chaz is great at that. Bring it all.   Lea: Yeah.   Carol: Oh my gosh. Good for you though. Look at I think that just shows the power of when staff are trusted and they're feeling really good about their work and they're you're all in alignment on the same mission. You can really make huge things happen and including impacting your vacancy rate for employees, because I know you were much higher. I mean, it felt like you were like at 50% or something. So to have it even down to 30 is better.   Lea: Yeah. I'm also looking at revising our CSPD requirements because they're super high right now. And of course, I believe in the master's degree and the CRC and all that, but I think there's some room for us to loosen that up just a bit, still be in line with federal regulations. But that's another thing that I've heard from staff.   Carol: Yeah, that's a good idea. And there's probably a lot of people we could connect you with. Other states have done something similar to...   Lea: Yes.   Carol: ...kind of create space and layers and ways for people to get in and all of that.   Lea: Yes. Now is a good time because of the Unified State Plan is coming.   Carol: Yes. Perfect timing.   Lea: Yes.   Carol: Good pitch to make. It's like take advantage of that state plan. Time to make those changes.   Lea: Yes.   Carol: So what kind of advice would you have for other VR directors navigating tough challenges based on this experience? Do you have any other things you could offer your colleagues across the country? Because we got a lot of new people in, and there's a lot of really tough situations happening everywhere. You had quite a lot on your plate. So is there any other kind of things that could help them?   Lea: Gosh. Well, I would say start by listening. Trust your staff. They already know what the barriers are. Trust yourself. Listen to your consumers. Your consumer organizations encourage, expect, I should say, rapid and ongoing engagement with our consumers. Help them to dream big and to think long term. Find a way to say yes wherever possible. Give our consumers all the skills and confidence that they need to really achieve their life goals. Celebrate wins, even the small ones. Be a broken record if you have to. Keep your mission visible. And just remember, if you focus on culture first, the numbers I believe will follow. And if you focus only on numbers, the culture will crumble.   Carol: Really good advice.   Lea: Yeah, there's just no task too big when it's done together.   Carol: Oh, Lea, look at you go.   Lea: Ahh.   Carol: you made it all happen. Oh my God.!   Lea: Oh, stop it, I'm gonna cry.   Carol: Nah, you've been great. It's so fun to talk to you. I know chaz said at the conference people were crying when you had talked. There were so many people crying and coming up to you and really feeling so engaged and energized.   Lea: And I was surprised how many people came up because I thought our story was going to be like the worst in the whole, you know, all VR. And I had people coming up kind of, yeah, sharing that they had gone or they are going through a similar situation and, people, can I hug you?   Carol: Oh yeah.   Lea: And I was like, oh sure. You know. So no, I, I'm, I'm so humbled and honored that you even asked me to speak here because although I know we've made as a team some progress, we still have a way to go. But we're going to get there.   Carol: Yeah. See I just want other people to hear your message of hope and positivity, because I think we have a lot of directors feeling pretty, pretty sad right now. I'm pretty tough there in some pretty tough spots. And it you kind of you get that all internalized. I know from being a director too. Boy, it's hard to kind of pull out of all of that when you have just all of this piled on top of you, right? And it's hard to see sort of the light at the end of the tunnel. But your, your vision and just your whole message of really the hope and, and living into that mission and really the trust and all the things you've done, you've been doing the right things. And I think other people need to hear it. So I appreciate you doing this so much.   Lea: Oh, thank you so much again. Thank you.   Carol: Well, so I wish you much continued success. Thanks for your time. I hope you have a great day. Thank you.   Lea: Thank you, thank you.   {Music} Outro Voice: Conversations powered by VR. One manager at a time. One minute at a time. Brought to you by the VRTAC. Catch all of our podcast episodes by subscribing on Apple Podcasts, Google Podcasts, or wherever you listen to podcasts. Thanks for listening.

And we're back with the first show of 2026! For once when I started going through my inbox for material to play this week, there wasn't a huge bunch of discs from like August that I still have to go through. Maybe after 28 years(!) of doing this show I've managed to learn a bit. Or get organized. I'm sure it's just a coincidence. So let's enjoy a new episode of RSA before we all have to go back to work/school/etc! Dark Minimal Project - Schlafen! (People Theatre) BlakLight - Blind Vision Monochrome - Unbound Ego Salto - Take Me Up Spektralized - Run and Hide (EP) Projekt-A 'The Dark' - Tanz Der Schatten (Phaser One) Soman - To the Rhythm Mareux - The Perfect Girl (Kontravoid) http://synthetic.org/ https://www.youtube.com/@RealSyntheticAudio

Quand Lucie entre dans le cercle privé, elle vit seule avec ses filles, au RSA, dans un appartement qui fuit. Mais elle sait qu'il y a “autre chose pour elle”. Son parcours, raconté avec une honnêteté rare, est une preuve vivante de ce que la manifestation peut créer… Quand on décide de croire avant de voir.Aujourd'hui, elle est prof, autrice, créatrice d'un jeu reconnu par l'Éducation Nationale, ettoujours une élève engagée de l'HEMC.Pour aller plus loin avec moi : ✨ Rejoins le Cercle Privé : des audios puissants et spontanés pour transformer ta fréquence et ta réalité. ✨ Fais le quizz offert "quel type de manifesteur es tu ?" pour découvrir ta façon unique de manifester (et pourquoi ça change tout). ✨ Inscris-toi ici pour rejoindre l'hemc : https://www.sophiechague.fr/hemcÀ propos de l'invité(e) du jour :

Encryption is often described as the "gold standard" of security, but what happens when the gold itself is targeted? Welcome to the world of cryptanalysis—the high-stakes science of deciphering encrypted data without the key. In 2025, as quantum computing and AI become more accessible, the battle between those who hide secrets and those who hunt them is reaching a fever pitch.In this episode, we break down the most sophisticated techniques hackers use to break even the toughest modern ciphers. We move beyond simple "password guessing" and dive into the mathematical and physical vulnerabilities that can render even AES-256 or RSA vulnerable if not implemented perfectly.

Today on Galway Talks with John Morley:  9am-10am  President Catherine Connolly calls for hope, peace and solidarity in first Christmas message  Light rail system for Galway to be included in Galway Transport Strategy   'Challenging' for Govt to meet 2030 housing target - Central Bank   Will we get a white Christmas? We speak to Alan O Reilly of Carlow Weather    10am-11am Occupied Territories Bill to be limited to goods   Government U-Turn on promise to fix ‘dysfunctional' RSA means more people will die on our roads - according to Irish Road Haulage Association  New research uncovers the psychological impact of home invasions   11am-12pm Galway man preparing to publish two children's book for Charity   GBFM drop Christmas music video - West 17 join us in studio   Sports review 

Last week of the "normal" year as we present to you the penultimate episode of RSA for 2025. For those keeping track, this is episode #1367! The holiday obligations are plentiful, but I've budgeted enough time to get the show finished next week. I was actually surprised by a few tracks that I would have glanced over if I was choosing tracks visually. But listening to every show seems to always strike gold! Elektrostaub - Too Far From The Pack (diarBlack) cut.rate.box - Fireshine (Extended) DSTRTD SGNL & Talla 2XLC - Dreams (Dark Club) Dawn Of Ashes - Faith Desecration (Frontal Boundary) Pending Position - Immer Wenn Es Dunkel Ist Kartagon - Space (Future Lied To Us) Assemblage 23 - Last Zanias - Happy Endings http://synthetic.org/ https://www.youtube.com/@RealSyntheticAudio

In this special, off-script episode of the Ranch Stewards Podcast, host Haylie Shipp flips the mic and interviews Megan Torgerson, founder and host of Reframing Rural, an award-winning documentary podcast that centers the voices and lived experiences of rural people and places. Now in its fourth season, Reframing Rural is focused on succession planning, an issue deeply important to ranching families and to the Ranchers Stewardship Alliance.Haylie and Megan talk about how Reframing Rural got started, Megan's background growing up on a farm in northeast Montana, and why rural stories are so often misunderstood or oversimplified in mainstream media. They also dig into the emotional realities of succession planning including family dynamics, communication, legacy, and the weight of passing the baton.Following the conversation, listeners are invited to hear Episode 1 of Season 4 of Reframing Rural, an intimate and powerful story featuring Howie Hammond and his daughter Andrea Lien near Malta, Montana. The Hammond family are longtime supporters of the Ranchers Stewardship Alliance, and their story is one we hold especially dear.In This Episode You Will Hear:How Reframing Rural grew out of Megan's academic work and lived experienceWhat mainstream media often misses about agriculture and rural lifeThe real statistics and realities around farm and ranch successionWhy emotion, vulnerability, and storytelling are essential to succession conversationsThe diagnosis that accelerated the Hammond family's succession planningThe emotional weight of legal and financial meetings when time feels shortA daughter's fear of being the generation that loses the ranchWhy “equal is not always fair” and why the ranch has to come firstGuest BiosMegan Torgerson Megan is the founder and host of Reframing Rural, an award-winning documentary podcast sharing nuanced stories of rural people and places. She grew up on a farm and ranch near Dagmar, Montana, and began the podcast in 2019 to challenge oversimplified narratives about rural life. Reframing Rural is now in its fourth season.Howie Hammond Howie has farmed and ranched for more than 45 years in Montana's Milk River Valley near Malta. Alongside his wife JoAnn, he built a family operation spanning thousands of acres of rangeland and cropland. Following a rare muscle disease diagnosis, Howie became a vocal advocate for early succession planning and mentors families across Montana.Andrea Lien Andrea manages Hammond Ranch with her husband Wyatt and her parents Howie and JoAnn. After earning a business degree from Rocky Mountain College and working in finance, she returned home to continue her family's agricultural legacy.The Ranchers Stewardship Alliance (RSA) is a rancher-led, grassroots organization, dedicated to improving the quality of life for rural communities throughout the Northern Great Plains. Through collaborative conservation projects, rancher education events, and local community outreach, RSA works to strengthen our rural community, economy, and culture for generations to come.For more on the Ranchers Stewardship Alliance, head to www.RanchStewards.org and follow us on Facebook and Instagram. Your feedback is always welcome. Email info@ranchstewards.org. Want to support our mission? Visit https://ranchstewards.charityproud.org/Donate.

PJ talks to Jonathan whose little fighter Evie-Mae faces Christmas in Crumlin, hears why hauliers are fuming the government backtracked on plans to end the RSA, chats to chef Rory O'Connell about making edible gifts for the holidays. And more... Hosted on Acast. See acast.com/privacy for more information.

Two men and a woman have died in separate road crashes in counties Limerick, Monaghan and Tipperary. Recently, we discussed the decision not to disband the RSA, but are we doing enough for road safety? We discussed further with Leo Leighio, Vice President of the Irish Road Victims Association.

Two men and a woman have died in separate road crashes in counties Limerick, Monaghan and Tipperary. Recently, we discussed the decision not to disband the RSA, but are we doing enough for road safety? We discussed further with Leo Leighio, Vice President of the Irish Road Victims Association.

Welcome to Season 2 of the Orthobullets Podcast.Today's show is CoinFlips, where expert speakers discuss grey zone decisions in orthopedic surgery. This episode will feature doctors Robert Gillespie, Evan Lederman, Christopher Klifto, & Peter Johnston. They will discuss the case titled ⁠"⁠Recurrent Shoulder Instability s/p RSA in 72M⁠.⁠⁠⁠"⁠Follow ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Orthobullets⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ on Social Media:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Twitter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube

Despite previous plans to do so, the Government has now announced that they will no longer be disbanding the RSA. Their original decision followed an independent external review, however their U-turn has left a number of groups disappointed, as they consider the organisation not fit for purpose.To discuss this further, Ciara is joined by Chairperson of road safety group PARC, Susan Grey, and Shane O'Donoghue, of Completecar.ie.

In this episode, Matt sits down with Economic Development Director Michael Scala and Chief Assessor Marybeth Walker to explore how Rochester uses RSA 79-E, a state program that offers tax incentives to developers who rehabilitate underutilized or blighted buildings. They discuss how the program works, the application and approval process, and its impact on downtown revitalization.

New figures show a sharp rise in drug-driving cases, with prosecutions up 37% nationally so far this year and a staggering 105% increase in Clare. More than 2,050 people have appeared before district courts for drug driving in the first ten months of 2025 alone — the highest level on record. 39 people before the Clare district court system on drug driving charges during that period. Ireland South Fianna Fáil MEP Cynthia Ní Mhurchú says these cases are just the tip of the iceberg and is calling for tougher enforcement and expanded roadside drug testing this Christmas. Alan Morrissey was joined by Cynthia Ní Mhurchú to discuss the growing dangers on our roads and what needs to be done to tackle it. Image (c) RSA.ie

Lucas Lundgren berättar hur han jobbar med organisationer och företag – han är en av Nordens mest erfarna och respekterade experter inom offensiv cybersäkerhet. Med över 30 års erfarenhet, och en resa som började vid 12 års ålder, har han identifierat kritiska sårbarheter i energisystem, transporter och globala företag såsom Microsoft, SAP och Amazon. Han har talat på Black Hat, DEF CON, RSA och Sec-T, och hans arbete finns till och med refererat i akademiska forskningsrapporter från Stanford University. Du hör honom i detta avsnitt av Palo Altos podcast För säkerhets skull. Detta är ett kommersiellt samarbete och inte en del av Di:s redaktionella innehåll.

Guest: Bruce Schneier Topics: Do you believe that AI is going to end up being a net improvement for defenders or attackers?  Is short term vs long term different? We're excited about the new book you have coming out with your co-author Nathan Sanders "Rewiring Democracy".  We want to ask the same question, but for society: do you think AI is going to end up helping the forces of liberal democracy, or the forces of corruption, illiberalism, and authoritarianism?  If exploitation is always cheaper than patching (and attackers don't follow as many rules and procedures), do we have a chance here?  If this requires pervasive and fast "humanless" automatic patching (kinda like what Chrome does for years), will this ever work for most organizations? Do defenders have to do the same and just discover and fix issues faster? Or can we use AI somehow differently? Does this make defense in depth more important? How do you see AI as changing how society develops and maintains trust?  Resources: "Rewiring Democracy" book "Informacracy Trilogy" book Agentic AI's OODA Loop Problem EP255 Separating Hype from Hazard: The Truth About Autonomous AI Hacking AI and Trust AI and Data Integrity EP223 AI Addressable, Not AI Solvable: Reflections from RSA 2025 RSA 2025: AI's Promise vs. Security's Past — A Reality Check  

Live from sunny California, Martin Hunt joins Matthew – who is live from cold, gloomy Birmingham. Martin is Principal Cornet of the Western Territory Staff Band, Songster Leader at Pasadena Tabernacle and works at Territorial Headquarters as Assistant Programme Secretary. Martin tells us about his early influences, why he moved to the USA and where his ultimate carolling gig would be!Staff Bandsman Jonathan Evans completes his in-depth look at RSA's masterpiece, ‘At the edge of time'.Major Ian Standley leaves cold, gloomy Birmingham for the hot and sunny Arid Island. Surely, being December, he's packed a Christmas album?Christmas Bandmastermind and Sparsely Scored complete another episode.Hosted by Matthew FrostProduced by Simon Gash Published by Music Editorial Audio extracts used with permission of SP&S Hosted on Acast. See acast.com/privacy for more information.

Lester Kiewit speaks to Nick Dreyer, founder of Made in RSA, a newly launched growth tech platform which will help strong South African brands break into the lucrative EU and US markets. Good Morning Cape Town with Lester Kiewit is a podcast of the CapeTalk breakfast show. This programme is your authentic Cape Town wake-up call. Good Morning Cape Town with Lester Kiewit is informative, enlightening and accessible. The team’s ability to spot & share relevant and unusual stories make the programme inclusive and thought-provoking. Don’t miss the popular World View feature at 7:45am daily. Listen out for #LesterInYourLounge which is an outside broadcast – from the home of a listener in a different part of Cape Town - on the first Wednesday of every month. This show introduces you to interesting Capetonians as well as their favourite communities, habits, local personalities and neighbourhood news. Thank you for listening to a podcast from Good Morning Cape Town with Lester Kiewit. Listen live on Primedia+ weekdays between 06:00 and 09:00 (SA Time) to Good Morning CapeTalk with Lester Kiewit broadcast on CapeTalk https://buff.ly/NnFM3Nk For more from the show go to https://buff.ly/xGkqLbT or find all the catch-up podcasts here https://buff.ly/f9Eeb7i Subscribe to the CapeTalk Daily and Weekly Newsletters https://buff.ly/sbvVZD5 Follow us on social media CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567See omnystudio.com/listener for privacy information.

In this episode, host Kim Jones examines the rapid rise of enterprise AI and the tension between innovation and protection, sharing an RSA anecdote that highlights both excitement and concern. He outlines the benefits organizations hope to gain from AI while calling out often-overlooked risks like data quality, governance, and accountability. Kim is joined by technologist Tony Gauda to discuss why AI represents a fundamental shift in how systems and decisions are designed. Together, they explore AI-driven operations, cultural barriers to experimentation, and how CISOs can adopt AI responsibly without compromising security. Want more CISO Perspectives? Check out a companion ⁠⁠blog post⁠⁠ by our very own Ethan Cook, where he breaks down key insights, shares behind-the-scenes context, and highlights research that complements this episode. Learn more about your ad choices. Visit megaphone.fm/adchoices

We hear from those affected across the country as well as Barry Kenny, Corporate Communications Manager with Irish Rail; Siobhan Wynne, Regional Manager at the ESB; David Martin of the RSA; and Blake Boland of Dublin Bus

Bongani Bingwa chats with Jonathan “Khabazela” Fairbairn about what many dim unnecessary fear their parents passed down to them. 702 Breakfast with Bongani Bingwa is broadcast on 702, a Johannesburg based talk radio station. Bongani makes sense of the news, interviews the key newsmakers of the day, and holds those in power to account on your behalf. The team bring you all you need to know to start your day Thank you for listening to a podcast from 702 Breakfast with Bongani Bingwa Listen live on Primedia+ weekdays from 06:00 and 09:00 (SA Time) to Breakfast with Bongani Bingwa broadcast on 702: https://buff.ly/gk3y0Kj For more from the show go to https://buff.ly/36edSLV or find all the catch-up podcasts here https://buff.ly/zEcM35T Subscribe to the 702 Daily and Weekly Newsletters https://buff.ly/v5mfetc Follow us on social media: 702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702See omnystudio.com/listener for privacy information.

After a week from hell, I did manage to spend most of my Friday night blissed out and listening to music for RSA. There's some really neat stuff in here this week, including an interesting cover. All tracks now are eligible for the best of 2026 next year. But I think I have about half of the anual year end show picked. If you have any suggestions, please feel free to email me! Spektralized - Strange Reactions Soman - The Killer DSTRTD SGNL & Talla 2XLC - Dreams (Club) Faderhead - We All Smile Here (Nothing's Fine) Assemblage 23 - Lunatics Pending Position - Starsign FragileChild - Another You SCALA - Den Sista Dansen (Peters Version) http://synthetic.org/ https://www.youtube.com/@RealSyntheticAudio

In this episode of the Ranch Stewards Podcast, we dig into the growing world of agritourism and how creative ideas can bring new opportunities to working lands. From educational offerings to niche on-the-ground experiences, agritourism is becoming an increasingly valuable way for farms and ranches to diversify and connect with visitors in meaningful ways.Guests Shannon Arnold and Tamara Robertson join the conversation to talk about what agritourism looks like in Montana today, how producers get started, and why interest in these kinds of enterprises continues to grow across farm and ranch country.GuestsDr. Shannon ArnoldProfessor of Extension and Non-Formal EducationMontana State UniversityA quiet powerhouse behind Montana's agritourism movement, Shannon has spent years building programs, gathering resources, and helping producers explore what's possible. Her work has opened the door for agritourism to grow statewide.Tamara RobertsonWandering AcresForsyth, MontanaTamara and her family run a cow-calf operation — and they added an unexpected twist: a niche flower farm that has grown into a unique agritourism experience in eastern Montana. Her story shows the creativity and adaptability that make agritourism so promising.What We Talk AboutWhat agritourism is and the wide range of activities it can includeAgritourism as an added revenue stream for working operationsReal producer perspectives on branching into agritourismWhy charging for experiences can feel uncomfortableInsurance considerations when welcoming visitors onto the landHow people discover agritourism businessesThe creation of the Montana Agritourism AssociationResources & LinksMontana Agritourism: MontanaAgritourism.comEnjoying the Show?Help us keep these conversations going:Share the podcast with friends, neighbors, and fellow land stewardsSubscribe so you don't miss future episodesLeave a rating or review to help others find the showThanks for listening and for being part of this community.The Ranchers Stewardship Alliance (RSA) is a rancher-led, grassroots organization, dedicated to improving the quality of life for rural communities throughout the Northern Great Plains. Through collaborative conservation projects, rancher education events, and local community outreach, RSA works to strengthen our rural community, economy, and culture for generations to come.For more on the Ranchers Stewardship Alliance, head to www.RanchStewards.org and follow us on Facebook and Instagram. Your feedback is always welcome. Email info@ranchstewards.org. Want to support our mission? Visit https://ranchstewards.charityproud.org/Donate.

In this powerful new episode of Manager Minute, host Carol Pankow sits down with renowned researcher and educator Dr. Jim Herbert to unpack one of the most urgent challenges in vocational rehabilitation today: counselor turnover and retention. Drawing from his brand-new national study on RSA-funded personnel, Jim breaks down the real factors that influence whether VR counselors intend to stay — or walk away. From organizational support and supervisor relationships to workload, generational values, and work–life balance, Jim reveals why retention is a "whole system issue," not a single-variable problem. He also shares bold, practical solutions for VR agencies, including flexible scheduling, paid internships, rehiring retirees, strengthening supervision practices, and his attention-grabbing recommendation of a 32-hour workweek at full pay. As a new partner with the VRTAC, Jim also previews upcoming national recruitment and retention initiatives — including a new toolkit for VR HR teams and direct clinical supervision work with a selected state VR agency. This is an episode every VR director, supervisor, and counselor needs to hear. Listen now and join the conversation about the future of the VR workforce.   Listen Here   Full Transcript:   {Music} Jim: Supervisors play an understated but really critical role in the relationship with their counselors and how that contributes to them staying or leaving. What I suggested was moving to a four day, 32 hour workweek at the same pay. What are you doing to try to address this? What's working for you, and then be able to kind of put that in a toolkit or a resource? We want to share that nationwide. So I'm looking for a state VR agency of supervisors and say, yep, let's tangle with that academic from Penn State. Let's do it.   {Music} Intro Voice: Manager Minute, brought to you by the Vocational Rehabilitation Technical Assistance Center. Conversations powered by VR. One manager at a time, one minute at a time. Here is your host, Carol Pankow.   Carol: Well, welcome to the manager minute. Joining me in the studio today is Doctor Jim Herbert. Jim's a long time researcher, educator and advocate for the field of rehabilitation counseling, and I'm thrilled to share that he will also be working with us on the VRTAC grant in some exciting new recruitment and retention efforts. And today, we get to talk not only about Jim's earlier research on counselor turnover, but also his brand new national study on the long term effectiveness of RSA training and what predicts whether VR personnel intend to stay or leave. So, Jim, this makes me laugh to ask you this. How are things going in your retirement?   Jim: That's right. Yes. As you know, I recently retired, quote unquote, effective July 1st. I'll just tell you that I'm in what they refer to as the honeymoon phase. So basically it's like, oh, I love it. So while I continue to do academic work, such as the project that we're working with you guys on, I'm really super busy with nonacademic projects like gardening and landscaping. And as you saw, we just got a new puppy who consumes quite a lot of my time, so it's going wonderful.   Carol: I love it, I just have to chuckle because you are the busiest retired guy I know, so we were glad we could snag you.   Jim: I'm glad to be snagged.   Carol: That's awesome. So today we're going to dive into a topic that hits close to home for every VR professional. Why rehabilitation counselors leave the field, and what keeps others committed for the long haul. So let's start by imagining a counselor with a full caseload, endless paperwork, competing demands someone who came into this work to make a difference, but they're now struggling to stay motivated. What makes some counselors walk away while others find ways to stay the course? So let's dig into your work. So, Jim, what first drew you to studying counselor retention and turnover in VR?   Jim: Well, as we'll discuss a little bit further, everything else in terms of VR and my work in VR, I have a long history and frankly, a long affection for state counsellors. 40 some years ago when I got into this field, I got to work with a lot of VR counselors and I have so much respect for them in the work that they do. And over the last couple of decades in particular, things are becoming increasingly more and more difficult. And so as we'll  talk a little bit, maybe we can get into like your first questions about, well, which I think is a critical one, like, well, why is it that some counselors stay and why do others leave? And so, you know, when you look at that a little bit and feel free to interrupt me because, you know, many academicians, we tend to be a little bit long-winded.   Carol: You're a talker, Jim.   Jim: There you go. So, you know, when you look at it, it's really a combination of individual and situational factors. You know, when you ask counselors, well what attracted you to this? And I think people get drawn into the profession because they want to make a difference. They see people that need help and they feel like, hey, I'm in a position maybe I can offer support or direction and services can make a difference in their lives. So I think that's a big part of it. And then also as a result of that, why they get into that field, I think what happens is over the years, things start to change. They start thinking like, geez, you know what? I thought I got into this field, the job was going to be this way. And really now what I'm finding is it's not that way, or what happens is the thing that drew me in terms of the interaction with people and making the impact. I find myself spending more time with the documentation process and all the rules and regulations, and not as much time to really that I would like to having that one on one contact with people. So I think what happens is their job, their satisfaction changes as a function of kind of, you know, over that period. The other thing I'll just say to expand on why some people stay and why they walk away. I think one of the things in the beginning, especially with new counselors, their knowledge about the world of work and the job as a state VR counselor.   They have a different understanding of what that's all involve. Okay. And one of the things that I think is important to, particularly those individuals, maybe in your audience who are thinking about being a rehab counselor, either switching in or pursuing training. One of the things that I try to stress with my students is make sure you get lots of experience. So while you're going to school and getting your education, do that volunteer work. Do a practicum. Do an internship with a state VR agency. I've said this a thousand, but certainly lots of times I'll say you'll learn more in the field from any lecture that I'm going to give or any rehab professor. So I think what happens with particularly newer counselors, they have a limited understanding about what is this job about and what do you need to do to be a successful rehab. So we only know what we know. So their expectations, I think they get a little disillusioned. A second thing though, as I said, the work of a VR counselor counselor's tough stuff. You know, you look at the research over the decades about things that impact rehab counselors decision and what is the things that they don't like. So lower salaries, comparison to other kind of counseling positions, high caseloads, the paperwork, lack of supervisory support, particularly in the area of clinical supervision.   And we get a chance. I can talk about that a little bit further. There's also, I think, an incongruity between what a counselor has interest in their needs and what they're motivated by and what exists in the work environment. Those factors definitely contribute to work satisfaction. And the other thing we can talk about this in terms of our study, lack of autonomy, the inflexibility, you know, with work schedule and then obviously, you know, kind of personal reasons. So you've got all these factors that counselors have to have some resiliency to try to navigate all these kinds of challenges. And I think that's the key difference. What is it that counselor a can because they all have all these same challenges. Why is a say I can negotiate this whereas counselor B and I can't do that. And I think that probably over simplistic explanation is there is a resiliency for that. Counselors like I can take all of these and then I can look at yep, these are problems. But these other things still are important to me. And I can still kind of navigate that. And then the final thing, and I've become more and more aware of it over the last couple years, multi-generational workforce. So people are living longer. I mean, I, you know, I'm a baby boomer. I think technically I think I'm a late baby boomer, but so basically I'm ancient.   But we have people, you have the Gen Z, and I think that's the group from 97 to 2012. You got the millennials born, you know, 81, 86. You got the Gen Xers and those when you talk with people from different generations. When I talk with my students who mostly the Gen Z millennial type. They have a different view about the world of work. And basically if I had and again, this I don't mean to stereotype, but I think there's some validity in this. And I have a son who's 28 years old and he'll say, dad, you work too damn hard. And so the thing is, is like what he's saying is, and I think others of his generation, there's more to life than work. And so when I look at work, while that's important, I don't have the same kind of importance necessary that you might attach to it. And in fact, what I'm really looking for is a better balance, work life balance. And this is where state VR agencies, I think, kind of fall down because we need to kind of how do we kind of create that better balance so that we have, particularly the younger ones who we invest a lot of money, effort, we want to retain them. We don't want to lose them. So that's probably more than what you wanted.   Carol: It's all good. I have a 28 year old son, too, and we just had this conversation yesterday about work life balance, and I just said how lucky he was to work for a company coming right out of college where he was getting five weeks of vacation a year.   Jim: Yes.   Carol: And I talked to him like when I first started my first five years with the state. You got two weeks? Yeah. And it wasn't until five years you got a little more. And now you can get, like, two and a half or something. It was something horrible like that. But that view that this generation has, it is I think it's healthier, actually, than what we all did. We just put up with some pretty miserable. Yes. Working situations?   Jim: Yes. Absolutely. You're correct.   Carol: Can you walk us through the big picture, what your study set out to understand and why it's so important right now?   Jim: Yeah, yeah, yeah. I like your phrase of the big picture. So let me see if I can cut to the chase. Maybe. And so I mentioned a little bit earlier that my work began here a couple of years ago as a result of kind of a pilot study. But basically I was interested because RSA provides a lot of funding for people trying to work as rehab counselors. But my pilot study about 4 or 5 years ago. So the big picture, to put it simply, is we got to do a better job of screening people who are interested in doing this work. And once we do that, we have to do everything we can to make sure that they continue in that. So my research basically is trying to well, let's dive into that and figure out why is it who stays and who leaves.   Carol: So what did your research reveal about the biggest factors that predict whether the counselor stays or leaves?   Jim: Yeah, yeah. All right. Now this one's going to be a little bit more detail a little bit more, uh, hopefully not convoluted.   Carol: For lay people Jim Lay people.   Jim: Yes. That's right. Exactly. Yeah, yeah. So without diving too much in statistical models and all that kind of stuff, basically what we were trying to figure out is this if we ask a rehab counselor, are you planning to stay for the next 12 months. Are you planning to leave? So we use that as kind of. Our big question is who's likely to say yes, I'm planning to stay or no, I'm planning to leave in 12 months. So we developed based on the literature that we saw, a hypothetical model that we said essentially this the amount that an organization supports their employees. So what is it that in this case, what is it that the state VR agency does that is designed not only to benefit the organization but also benefit the worker. So providing them with a decent salary, benefits, training, the opportunity for telework, telecommuting, flexible work hours, greater contact with clients. So we said, okay, well, that we know from the literature that seems to be kind of an important component. We also know from and this is work that I've done over the last couple of decades, supervisors play, in my opinion, an understated but really critical role in the relationship with their counselors and how that contributes to them staying or leaving.   And so the degree and type of supervisor support we felt, well, that will impact the employees perception of their jobs, whether they like their jobs, the career opportunities that exist within the agencies, and help them develop the skills that they'll need to grow to move on. So you've got supervisor support, you've got organizational career support. But we said, well, are there any other things? How does that kind of impact. And what we found was, well, we know that if you have a I'll just say for lack of a better simplified way to look at it, a supportive work culture that includes, you know, the supervisor that we know that that can impact the counselors hopefulness about their jobs and the level of engagement that they have. So the degree of vigor, if you will, the dedication that the worker performs, which also impacts job satisfaction. So our conceptual model basically says, well, if we could understand the complex relationship between all of the kinds of organizational supports of which there are many and we haven't identified, but just using that general term, the perceptions of how our individual council feels that they're doing in that job, the degree of satisfaction they get from it, and the amount of supervision, the level type of supervision supervisor provides.   If all those factors are positive, if you will, they're more likely to stay as opposed to if they find the organization not supportive. They don't have a supervisor who's supportive, they don't feel engaged in the work that they do. So that's basically kind of what our model and what we found was that that combination of Organization support being hopeful about the job that I do. Having a supportive supervisor that promotes work engagement. Let me just use this analogy. If I had a pizza pie that said, this pizza pie represents all of people's intention to leave. Okay, well, what I just said that was if you have good support, organization supervisor, you're engaged. Half of that pizza pie is attributed to those factors. So that's a lot of pizza. All right. That's a big part of it. So what that means is if we think about for state VR agencies, what is it that we do as an organization that tries to promote that kind of support? What do we do in terms of our supervisors that are engaging with their councils and provide that kind of support? If we can take a look at those factors, then we're more likely for those counselors say, you know what, I'm going to stick around.   Carol: So did you have any findings that surprised you?   Jim: Yeah, there were a couple of things. One of the things I know we're talking about state voc rehab. Our study of 1000 rehab counselors did not only address state VR, but also those in private for practice proprietary public nonprofit agencies and facilities. We also looked at counselors and administrators. So we're kind of interested in, well, is the intent to leave the same regardless of what your job title? In other words, does a counselor sort of have a different kind of intent than a supervisor, than an administrator? And we're also interested in well, does a counselor's intent vary as a function of the work settings? So in other words, our state VR counsel is more likely to express an intent to leave than those in private for practice rehab or nonprofit rehab. And basically what we found was when you look at all those outcome variables that we talked about work engagement, career support, job satisfaction, supervisor support, reasons for leaving, reasons for staying. When we look at that, what we found, and this was somewhat surprising to me, we found that there's really no difference whether across setting or job type. So in other words, the factors that motivate someone to stay or to leave are pretty much the same, regardless of your work setting or your job title. So that to me was a little bit surprising, because in my conversations and talking with counselors at various settings, somehow I always, I guess going into this truthfully, I was expecting that there would be a difference and particularly be more dissatisfaction with state VR than the other settings. And what we found was that's not the case. So the reasons for staying or leaving are essentially the same across settings and work title. So I just raised this finding because I think state VR unfairly receives criticism that their work environments particularly challenging and trying to retain workers. So I'll just say that every work setting has its own unique aspects to it.   Carol: Yeah, the grass is not always greener. You always think that. And I have found over time, like working with people where you have that grass is greener mentality. No matter where they go, they always run into the same issues, no matter where they've changed the job. There's some people I've known for several decades who have always been kind of unhappy in the current setting, and they go to the new one and they're happy for a hot minute, but then they're unhappy there, too. So it's kind of more about them and whatever they're bringing to that or how they relate to those new jobs. It's so interesting. That strikes me as an interesting finding.   Jim: Yeah, a lot of this was gleaned from interactions and stories and things that I heard from counselors, like, why do you stay? Why do you leave? And again, to me it's just amazing Easing that the similarity that exists. So clearly, while there's some nuances that, you know, a counselor will complain about large caseloads or noncompetitive salaries, limited schedule and flexibility, those kinds of things. One of the things that while there are some differences in terms as you move up the career ladder, if you will, as an administrator, maybe a little bit different, but the role of the supervisor, I think this was another thing that was a little bit I kind of knew, but it really reinforced it was how important their role is in contributing to the work climate of the counselor. And like I've said to the supervisors, and I've trained a lot of folks across the country, counselor job is tough. Supervisor's job is way tough because they have a lot of times. And what's happening now with the vacancies, the supervisors are now asked to pick up caseloads of counselors. So not only do they have to do the job of managing 5 to 10 counselors, now they have components, so it makes it really difficult. And I think when I listen to the stories, those are the things that kind of like really strike me as unfortunately, I think just getting tougher and tougher each year.   Carol: 100%, kind of in reading some of your information and you go, okay, yeah. You think the counselor, all right, now they're going to be the supervisor. And it's going to be better and easier somehow easier. And it's not like they just realize how exponentially the job gets so much tougher. It doesn't necessarily get better. You might get paid a little more as you move up the food chain, but the work gets more complex, and then you're dealing with all the people part of the job.   Jim: Absolutely. And you really hit it on. An important part is that unfortunately, most super like I do training in clinical supervision. So basically I train supervisors how to help their counselors become better counselors and the relationship they have with their clients. But what you find is, I'd say 99% of the supervisors that I've worked with, what do they know about clinical supervision? And, well, really not too much. And well, why is that? Because they didn't get that in their training. So they'll get all about the administrative components, the policies and procedures. And that's important. But how do you help your counselor with the relationship that they have with their individual customers? That relationship is so critical because if that relationship isn't positive, you're going to have a poor voc rehab outcome.   Carol: Well, and those supervisors may have also not been you know, they didn't get any sort of clinical supervision when they were a counselor, so they moved to supervisor. It's not like they magically had that appear somewhere, right? So they don't have no frame of reference on how to even do that.   Jim: Yeah, you're absolutely correct.   Carol: So I know you stated, so some VR counselors, the state VR counselors, you know, they report more stress and paperwork, but yet they still find satisfaction in stay. So what distinguishes that? Like what distinguishes those who stay from those who leave.   Jim: Yeah, yeah. Well, this gets to the earlier thing. We were kind of talking a little bit about the issue about resiliency, the issue about when the stresses of the job, when things are happening, sometimes will happen. Counselors will kind of take that on and they pay kind of a high emotional price, the investment with that. And so it's the counselor who can kind of keep that in check, cannot sort of internalize that. I can still do good work. Yes. It would be nice if I had lower case loads. Yes, it'd be nice if I got more money. Yes, it would be nice if this and that changed. So I think we talked a little bit about this earlier, but I think what really kind of differentiates those two counselors is just that ability to not kind of internalize that and as a result, still able to kind of negotiate the things that are necessary to move the client forward. Because if you kind of take all this in, you know, you go home at the end of the day, you're just kind of wiped. And so that's really to me, kind of a key component.   Carol: Do you think that's something that can be taught like, or is that kind of how people are? That's the thing I wonder, like, Can you really teach someone how to, like, not get so emotionally involved into the situation? I mean, I suppose there's some techniques or something, but yeah, it might very well be just kind of the person you are and how you respond to things around you just in your life overall.   Jim: Right. Yeah, that's a good point. And some would certainly say, and there's something to be said, sort of the nature nurture environment kind of issue. Yeah. There's clearly people that in terms of just kind of their makeup, this is how they, you know, they just they see the world half full, the glass is half full. I had a clerical person years and was the most upbeat. In fact, I used to call her Susie Sunshine. It's like no matter what, she just didn't get down. And I thought, is this for real? Are you on some sort of happy? What's this all about? So that's there's a part of that. But yes, it can be taught. And so a lot of it is, you know, in terms of our behaviors as well, how's that influence its influence in our thinking. So you can get very catastrophic. Like, you know, I got a caseload of 150. I'm stressed. You know, I can't get to all my clients. And, you know, I should be able to, you know, answer them within a 24 hour period. And if somebody asks to see me, I should be. Yeah. Well, there's a lot of things that you should. And yes, it would be nice, but you have to kind of ask yourself, given the resources that I have, I have to be realistic about this. And so it sounds maybe a little trite, but in some ways it's kind of like, you know, you got to cut yourself some slack. You have to kind of say, yes, if I had 25 clients, yes, life would be different, but I don't. Sometimes you can explain this to your consumers and sometimes, yeah, they get it. In other cases it's not. But you can't let that define who you are because if you do, you're setting yourself up for unrealistic expectations which aren't going to be fulfilled. So you're going to be kind of frustrated and yeah, probably leave the organization. You know, I was like, hey, this isn't for me.   Carol: So it's really a practice thing. I mean, it's probably a time thing and a practice to kind.   Jim: Of has to be. Yeah, it has to be intentional. And this is where in terms of a good supervisor working with the council, it's like, you know, boy, you seem kind of, you know, really stressed. What's that about? What's going on. What's the belief system that you're operating from. What are your expectations you're placing on yourself? And sometimes it seems so obvious to the outsider. And I can just say in my own personal life, I mean, how many times is like, you know, hey, this is really obvious to somebody else. she's new news to me.   Carol: Yeah.   Jim: sometimes. Yeah. You gotta have that outside perspective to kind of like, let's take a look about what? What are those messages you're telling yourself? And are they realistic?   Carol: Right. What do you think are the most actionable steps that VR agencies can take right now?   Jim: Well, I wanted to give a shout out to a couple scholars. Yes, I've done some work in this. Doctor Landon from Utah State has done some work in this. Doctor Wu from northeastern Illinois, doctor McFarland from San Diego State. Yes, I know Fred's retired, but you know his legacy. So besides my own work, those folks, if you look at some of their work and my work and the team that I've worked with, there's a couple things. And this is like a long, long list because I started kind of writing a few things out here. The obvious thing is offer competitive salaries, but given the historical and current climate, it doesn't bode well for states are going to say, oh, we're going to increase your budget by 15% or 20%, which would allow you to hire more counselors at a competitive rate. So with that being said, I proposed at a CSAVR conference a couple years ago what seemed to be kind of a radical recommendation. Let me start with the most radical thing first, and then we'll get into some other. So the radical thing that I proposed was I recommended that we move from a five day to a four day workweek. Now, I'm not talking about 40 hours, ten hours a day, four days of work. Because remember, we're talking about the culture and the climate. So working those extra two hours every day is like, well, yeah, I'd have a day off, but is that really going to be meaningful? So given that states a lot of times don't have as much influence in their budget, what I suggested was moving to a four day, 32 hour workweek at the same pay. Now, I can imagine some of you...   Carol: Heads blew up, They did, yeah.   Jim: Yeah. That's right. Yeah, exactly. Like, who is this academic? What the heck does he know? So before you discount that, let me just kind of invite those that might push back on that and say, well, just for a moment, just indulge me. Just say like, well, let's just say if we did that. Okay. Well, first off, I would offer that the average work week, I think, for most state VR counselors is 37.5, so it's not really technically 40 hours of work. You'll remember my earlier comments about the younger generational workers. They want to see that kind of work life balance. So having greater time to devote to myself, my family, recreation, other pursuits, those become increasingly important. And again, I'll just offer this. We didn't talk about this as a result in the study, but if you need any further evidence of the support for this recommendation, one of the research questions that we asked an ancillary one, but we basically asked them about what are your thoughts or feelings about a 32 hour workweek? And we looked at intent to leave and surprise, surprise, yeah, that was a significant predictor in terms of yeah, that would cause me to stay.   All right. Let's unpack this a little bit further. I would offer to the State Council because again, we know what we know. We've always been 40 hours a week. And as I talked at the conference and I wrote in a Journal of Rehab article, you know, before the work week used to be 50, 60 hours a week, that was normal. You work Saturdays. All right. And it wasn't until Henry Ford said, you know what? Maybe we gotta rethink this thing. And, you know, he was proposing. Let's move to a 40 hour. Well, that was just heresy, because we just knew what we knew. So when we asked counselors and supervisors how much of an impact a 32 hour work week with no salary reduction, 75% of counselors and supervisors say that has a significant or very significant influence in me remaining on their jobs. My thought is, given we're not going to get more tip, most likely not a whole influx in terms of additional revenue for states. What can we control? Is this something that we can control? So that's like my radical. Okay.   Carol: Yeah. You're Henry Ford now Jim.   Jim: Yeah, I'm Henry Ford.   Carol: I love it, I love it.   Jim: I wish I was, at least I wish I was. I wish I was a descendant of Henry. so a less controversial recommendation. And frankly, it's funny because I see us kind of going back now and not in a good way. State VR agencies, while they offer telework, there are more and more state VR agencies are kind of like, well, let's get back to the good old days. Well, first off, I'm not sure that was kind of the good old days. I mean, clearly the pandemic contributed to a major societal change about rethinking about our work schedule. Before that, if council said, hey, I'd like to stay at home for about three days a week and do my work. They'd say, that ain't happening. And so actually, what we find is, yes, you can do this job from home. And, you know, we have the markers, the accountability in terms of our statuses and, you know, the progress that you're making. So I mean, that's the bottom line. Are you getting closed successful rehabilitations with your clients. But now kind of what's happening is that we seems, at least what I've heard through talking with counselors and supervisors throughout the United States is there seems to be kind of a return of offering on site rehabilitation services. You know, that's something that I would ask us to really kind of take a look at that, and not only in terms of the telework, but let's think about the work flexibility. How often do we offer our counselors part time work or even evening hours? A lot of people retiring. That's a tremendous amount of experience that's going out the door. And you just wonder sometimes like, okay, so you want to retire. Great. Wonderful. But well, it's kind of like that's kind of what happened.   Carol: That's what happened to you, Jim.   Jim: That's right. So then the thing is kind of say, well, what if you work part time? What if you work X amount of hours a day or a week or whatever? So rehiring maybe recently retired workers. And again, let's focus on those that had proven track records. So, hey, they're a great rehab counselors and, yeah, we'd like to have them back. That's something could be done. Another thing that I think that could be done, and we used to do this in Pennsylvania, and unfortunately, it's at least as far as I know, we're not currently doing it. And if we are. My apologies to Povor, but provide paid internships and if possible, offer employee benefits to graduate students who complete their clinical internships with the state VR agency. And the great thing about this from a state VR, you get to see, you know, when you interview and screen, a candidate, maybe you spend an hour or two with them. That's a lot different from seeing somebody five days a week over a, you know, five, six month period. You got a lot of information about this person. And also you have then kind of a buy in from them like, yeah, this gives me some idea about what this job is all about. So you know, doing that and I know in Pennsylvania historically, they would hold back some of their training dollars to help kind of support that.   Maybe that's something could we look at? If we do? Just a little ancillary comment I'd make. Students graduate in May, August and December. So if you can somehow when you know, like, okay, we're going to have a vacancy, it'd be wonderful if you can kind of coordinate that with the times they graduate. So if, you know, for example, someone's going to retire and maybe they're going to retire in May rather than waiting May to start that job search, maybe start that job search March or April. And then because of the two months, oftentimes it takes to go through the screening and all the documentation and all that, then you can kind of coincide that, you know, and target it with those dates. Because I've had a number of students say, yeah, I'd like to work for the state VR, but I'm not waiting around 2 or 3 months. I need to get a job. I need to start making some money. So related to that, another recommendation I have is and some states are doing this trying to reexamine their screening procedure. So let's take a look and say look, what can we do to reduce the time between when we know a vacancy exists and the time of hire. So, as I said, most people, whether you're a student or not, unless you're currently working, you can't wait for 2 or 3 months.   Other things that they could do is, you know, we talked earlier about the importance of the work climate. You know, we've got to monitor that. So we said that one's intention to leave that's mitigated based on whether the counselor feels they're engaged in that process. So that's an important predictor. And as it relates to that specific variable it's about 40%. Well that's a big deal. So the message is if I feel engaged in this process I'm more likely, more likely to stay. So we talked also about the role of the supervisor and how a lot of supervisors, unfortunately, while they do really great on the administrative components, the clinical components, the sit down with the counselor and let's take a look at your relationships with your clients and what I can do to try to help you to have a good, effective working relationship because I know if the counselor has that relationship with you, they're going to be more likely to get successful rehab. So constant assessment about what's going on now, how can we do that better? And, you know, through maybe stay interviews or, or even exit interviews to find out what did we do wrong. Is there anything we could do better? It's difficult because we have to be able to hear kind of things that maybe we don't like to hear.   Carol: We don't like to hear.   Jim: Yeah. And as you know, that's kind of a big part of where we're going in terms of my work with you guys.   Carol: Yes. So on that note, you are going to be working with the new VRTAC and some recruitment retention pieces. So you want to talk a little bit about that. What that works going to look like.   Jim: Yeah yeah yeah. And you know sometimes somebody said yes I'm very excited. And no you're not. No I actually I am very excited about this work and I really feel very fortunate. You guys offer me the opportunity to partner with you. So building on some of the stuff, we talked a little bit about, one of the things that we plan to do is develop this toolkit. And basically what that means is we're hoping to provide a resource for human resource managers, in particular, who work in the state VR program to try to help them and also state VR leadership teams, but also to help them address kind of the recruitment and retention problems that have been so well documented over the years. So I've begun looking at some of the existing literature as a way to kind of framework. Okay, so we've talked about a lot of this already. What is it that predicts who's going to stay? Who's going to leave? We haven't talked too much about the recruitment aspect, but that's another thing that we're going to address to say, okay, what do we know already in terms of the literature? But that's only a part of it. And the other thing that I'm really kind of excited about is the opportunity to work with the HR Resource Professional Group, professional teams. John Walsh I know has been involved with that as well. And basically what I'm hoping to do is because I know when you talk with states leadership team, sometimes a state will be doing something. I'm getting excited. Just kind of talk about I can't even get my words out.   They'll be doing something you think, man, you know, that is really cool. That's a great idea. Yeah. I wonder how nobody else, you know, knows about that. So it's amazing to me kind of the creativity that people have, but they just don't know about it. And so what I'm hoping to do is engage in a series of kind of focus groups, questions that gets to that, like not just what are the problems. I think we have a pretty good handle on that. But then what solutions? What are you doing to try to address this, what's working for you, and then be able to kind of put that in a toolkit or a resource that all states can use. So from the collective experiences from the various state VR agencies, we want to share that nationwide. And if everything goes according to plan, we're hoping to have that available in about a year, I think.   Carol: Yeah, a little less than a year.   Jim: Oh, a little.   Carol: Okay, a little less Jim. Let's see.   Jim: Okay.   Carol: Reining it in.   Jim: Yes, yes.   Carol: And then the other fun thing, you'll get to work with a state.   Jim: That's right. Thank you. The other component I've done clinical supervision training for about 12 different states. And I've met with each over the last probably 15 years. Each time I do it, I refine it a little better, a little better. And so I think I've got things down pretty good now. So I'm really interested now to work with the state to try to help their supervisors to work more effectively with their counselors, and in particular, how can I help supervisors to help their counselors become more effective as a counselor? And I have four kind of group supervision approaches that I know from. My research has proven pretty effective. So I'm looking for a state VR agency of supervisor and say, yep, let's tangle with that academic from Penn State. Let's do it. So that's the other component to it as well. Yes.   Carol: Yeah, we're really excited about that work. So Jim, thanks again for joining us on the manager minute. I really appreciate you being here. And for our listeners, if Jim has said something that is sparking your interest, especially with some work he's going to do with the VRTAC, please do reach out to us if you are interested in that for your agency. And until next time, everyone keep doing the great work that changes lives. Appreciate you. Have a great day!   {Music} Outro Voice: Conversations powered by VR. One manager at a time. One minute at a time. Brought to you by the VRTAC. Catch all of our podcast episodes by subscribing on Apple Podcasts, Google Podcasts, or wherever you listen to podcasts. Thanks for listening.

Dans cet épisode d'Ai-je le droit ?, Roland Pérez explique tout sur la prime de Noël, une aide financière versée chaque année aux foyers modestes. Créée en 1998, elle est attribuée automatiquement aux bénéficiaires de certains minima sociaux (RSA, ASS, AER) pour les aider à passer les fêtes. Le montant varie selon la composition du foyer (152 € pour une personne seule, plus de 300 € pour une famille). Versée entre le 15 et le 20 décembre, aucune démarche n'est nécessaire. Roland évoque aussi les rumeurs de restriction à venir et rappelle l'importance de ce dispositif.À retenir :Prime automatique pour bénéficiaires de minima sociaux, sans formalités.Montant variable selon la taille du foyer (152 € à +300 €).Versement mi-décembre, dispositif crucial pour les fêtes.Notre équipe a utilisé un outil d'Intelligence artificielle via les technologies d'Audiomeans© pour accompagner la création de ce contenu écrit.Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

The 2025 RDI address will be delivered by incoming Master Johanna Gibbons RDI, founding partner of J&L Gibbons and founding director of Landscape Learn.Johanna is a Landscape Architect, Founding Partner of J&L Gibbons established in 1986 and Founding Director of social enterprise Landscape Learn. She studied at Edinburgh College of Art and is a Fellow of the Landscape Institute and the RSA, and a Research Partner of Urban Mind with Kings College London with an international profile as design panellist, juror and speaker.Jo was awarded Royal Designer for Industry in 2019 for her ‘pioneering and influential work combining design with activism, education and professional practice'. She is respected for routinely and seamlessly incorporating ecology, organismal biology, urban planning, conservation, community organising, the arts, and pedagogy, being driven by a keen awareness of climate change, biodiversity loss, and social need.Her many award-winning, collaborative and innovative designs span over four decades of practice, mostly within the cultural and public realm sector. They range from urban regeneration, heritage and estate planning to artist collaboration and the landscapes of cathedrals and museums, including the Natural History Museum London, Inger Munch Pier Oslo, Horniman Museum and Gardens, St Albans Cathedral and The British Library.Prior to the Address, 5 new Royal Designers for Industry (RDI) and 2 new Honorary Royal Designers for Industry will be welcomed to the Faculty.The title ‘Royal Designer for Industry' is awarded annually by the RSA to designers of all disciplines who have achieved sustained design excellence, work of aesthetic value and significant benefit to society.The RDI is the highest accolade for designers in the UK. Only 200 designers can hold the title. Non-UK designers may become honorary Royal Designers.The ‘Royal Designers' are responsible for designing the world around us, enriching our cultural heritage, driving innovation, inspiring creativity in others and improving our quality of life.Speakers:Johanna Gibbons RDI, founding partner of J&L Gibbons and founding director of Landscape LearnCharlie Paton RDI, founder and director of Seawater Greenhouse Ltd and RDI MasterChair:Sir Loyd Grossman CBE, chair of trustees, RSADonate to the RSA: https://thersa.co/3ZyPOEaBecome an RSA Events sponsor: https://utm.guru/ueembFollow RSA on Instagram: https://www.instagram.com/thersaorg/Like RSA on Facebook: https://www.facebook.com/theRSAorg/Listen to RSA Events podcasts: https://bit.ly/35EyQYUJoin our Fellowship: https://www.thersa.org/fellowship/join

Aujourd'hui, nous abordons l'une des propositions de réforme sociale les plus clivantes : le plafonnement des aides sociales – RSA, APL, allocations familiales, etc. – à 1 500 euros par mois et par foyer. Faut-il y voir une mesure de bon sens budgétaire ou une menace pour les plus fragiles ?Les partisans de ce plafonnement, dont la figure de proue est Agnès Verdier-Molinié de la Fondation iFRAP, avancent un argument de poids : celui de l'économie publique. Cette mesure permettrait de réaliser une dizaine de milliards d'euros d'économies par an. C'est un montant colossal qui pourrait soulager les finances publiques, confrontées à une dette massive.Mais au-delà de l'aspect purement comptable, cette proposition répond à une forte attente populaire. Un sondage réalisé par Odoxa pour la Fondation iFRAP a montré que 72% des Français se disent favorables à un tel plafonnement. Cette adhésion majoritaire s'explique souvent par la volonté de mettre fin à ce que certains appellent l'« assistanat » : l'idée qu'il ne doit jamais être plus avantageux de percevoir des aides que d'occuper un emploi. Le plafonnement servirait donc à rétablir une justice sociale par le travail en garantissant que le revenu du travail reste toujours supérieur au revenu issu uniquement des transferts sociaux.Cependant, les économistes et les associations de lutte contre la pauvreté mettent en garde contre les effets pervers d'une mesure aussi uniforme. L'aide sociale n'est pas un bloc unique ; elle est constituée de dispositifs ciblés pour des besoins précis. Par exemple, l'APL est liée au coût du logement, et les allocations familiales au nombre d'enfants.Plafonner à 1 500 euros pourrait se révéler une catastrophe pour les foyers les plus vulnérables. Imaginons une mère isolée avec trois enfants vivant dans une zone où les loyers sont élevés. Son cumul d'aides peut dépasser ce seuil non pas par 'luxe', mais par la nécessité structurelle de couvrir le loyer, la garde d'enfants et les dépenses alimentaires. En imposant un plafond, on risque de plonger ces familles directement dans la grande précarité, voire de les empêcher de se loger dignement.La question n'est donc pas seulement de savoir si l'État peut économiser 10 milliards d'euros, mais si ces économies ne se feront pas au prix d'une augmentation de la pauvreté, engendrant à terme des coûts sociaux encore plus élevés.Le débat sur le plafonnement incarne la tension classique entre la rigueur budgétaire souhaitée par une majorité de Français et l'impératif de solidarité nationale. La solution réside peut-être dans une réforme plus fine, qui distinguerait les aides selon leur finalité – garantir le minimum vital, encourager le retour à l'emploi, ou compenser les charges familiales. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

This weekend I get to play SysAdmin as my homelab (which stores all of my RSA material) had a disk failure in one of my servers. It's all parity protected, but I'm spending a good 20 hours moving data off another disk that I'm kinda suspicious of. If anyone wants to donate a stack of 16TB SATA drives to me, I wouldn't say no at this point. But because I have lost data in the distant past, I've already learned my lesson. But this doesn't directly affect RSA at all, as we've got a great show for everyone. A higher tempo than usual, but the first track I selected was 150 bpm(!), that sets the tone for the rest of the show! Zanias - Human Prometheus Flame - March On Blaze Vexillary - Kill Shot Seelennacht - Grey Apartment Show Faderhead - Cold Chrome Exsequor - Asymmetric War Phaser One - Rise From Within (Larcon) DSTRTD_SGNL - Zick Zack http://synthetic.org/ https://www.youtube.com/@RealSyntheticAudio

Cyberattacks against U.S. government employees surged by 85% during the recent government shutdown, with projections estimating over 555 million attacks by the end of November 2025. These attacks, characterized as targeted digital assaults rather than generic phishing attempts, exploit vulnerabilities during periods of financial stress, particularly affecting essential employees in agencies like the Department of Veterans Affairs and the Department of Justice. Experts warn that the implications of these cyber threats extend beyond immediate breaches, potentially undermining recruitment and trust in government institutions.In a related development, the Federal Communications Commission (FCC) voted to remove several cybersecurity regulations established after breaches by Chinese hackers targeting major telecommunications companies. This decision, made along party lines, reverses requirements for telecoms to enhance cybersecurity measures and submit annual risk management certifications. FCC Chairman Brendan Carr argued that voluntary efforts from carriers would be more effective, despite concerns from Democratic lawmakers about increased public vulnerability. Additionally, the U.S. Securities and Exchange Commission dismissed its case against SolarWinds Corporation, which had been accused of failing to disclose vulnerabilities related to the 2020 Sunburst attack.The episode also highlights the growing complexity in the technology landscape, with vendors rolling out new identity tools and autonomous agents that increase operational challenges for Managed Service Providers (MSPs). OpenAI introduced group chats in ChatGPT, enhancing collaborative capabilities, while RSA launched RSA ID Plus for Microsoft, aimed at improving security in regulated sectors. TeamViewer unveiled TIA, an intelligent agent for autonomous IT support, and Sophos integrated its services with Microsoft Security Suite, further complicating the identity management landscape.For MSPs and IT service leaders, the key takeaway is the need to establish a clear identity baseline and governance model amidst a rapidly evolving threat landscape and regulatory environment. As cyber threats become more targeted and regulations loosen, MSPs must proactively define their security standards and operational strategies. The increasing fragmentation of identity solutions and the rise of autonomous agents necessitate a focus on risk management and operational clarity to maintain client trust and ensure effective service delivery. Three things to know today 00:00 Targeted Federal Cyberattacks Surge as FCC Rolls Back Telecom Rules and SEC Ends SolarWinds Case, Leaving MSPs to Fill the Governance Gap05:42 Identity Wars, Agent Sprawl, and Rising Collaboration Expectations Put New Pressure on MSP Governance10:42 AI Isn't Just a Tool Anymore — It's Reshaping MSPs, Risk Strategy, and the Future of Agent MarketplacesThis is the Business of Tech.     Supported by:  https://saasalerts.com/mspradio/

As the Government looks to appoint a new Freelance Champion for the creative industries we delve into the findings of the latest State of the Nations report from Creative PEC on Arts, Culture and Heritage workforce.Dr Mark Taylor will unveil the findings and plot the freelancer journey in the creative industries. A panel of guests including Yasmin Khan, Director for Individual Practitioners, Arts Council England, Philippa Childs, Deputy General Secretary, of the Broadcasting, Entertainment, Communications and Theatre Union, Amy Tarr, Head of Policy and Public Affairs, Creative UK, and Alexander Jacob, freelance television director, will explore how creative freelancers can be better supported and what the priorities should be for the new government champion. Chaired by Bernard Hay, Head of Policy, Creative PEC. Followed by Q&A and soft drinks reception.The new State of the Nations report, Who stays and who leaves?: Mapping arts, culture and heritage careers, will be released and available to download on the day.The Creative PEC is funded by the AHRC and led by Newcastle University with the RSA.Speakers:Speakers:Yasmin Khan, Director for Individual Practitioners, Arts Council EnglandPhilippa Childs, Head of BectuAmy Tarr, Associate Director, Policy & Research, Creative UKDr Mark Taylor, Research Lead for Arts, Culture and Heritage at Creative PEC, and Senior Lecturer in Quantitative Methods, University of SheffieldAlexander Jacob, Freelance television directorChair:Bernard Hay, Head of Policy, Creative PECDonate to the RSA: https://thersa.co/3ZyPOEaBecome an RSA Events sponsor: https://utm.guru/ueembFollow RSA on Instagram: https://www.instagram.com/thersaorg/Like RSA on Facebook: https://www.facebook.com/theRSAorg/Listen to RSA Events podcasts: https://bit.ly/35EyQYUJoin our Fellowship: https://www.thersa.org/fellowship/join

Guests: Alexander Pabst, Deputy Group CISO, Allianz Lars Koenig,  Global Head of D&R, Allianz  Topics:  Moving from traditional SIEM to an agentic SOC model, especially in a heavily regulated insurer, is a massive undertaking. What did the collaboration model with your vendor look like?  Agentic AI introduces a new layer of risk - that of unconstrained or unintended autonomous action. In the context of Allianz, how did you establish the governance framework for the SOC alert triage agents? Where did you draw the line between fully automated action and the mandatory "human-in-the-loop" for investigation or response? Agentic triage is only as good as the data it analyzes. From your perspective, what were the biggest challenges - and wins - in ensuring the data fidelity, freshness, and completeness in your SIEM to fuel reliable agent decisions? We've been talking about SOC automation for years, but this agentic wave feels different. As a deputy CISO, what was your primary, non-negotiable goal for the agent? Was it purely Mean Time to Respond (MTTR) reduction, or was the bigger strategic prize to fundamentally re-skill and uplevel your Tier 2/3 analysts by removing the low-value alert noise? As you built this out, were there any surprises along the way that left you shaking your head or laughing at the unexpected AI behaviors? We felt a major lack of proof - Anton kept asking for pudding - that any of the agentic SOC vendors we saw at RSA had actually achieved anything beyond hype! When it comes to your org, how are you measuring agent success?  What are the key metrics you are using right now? Resources: EP238 Google Lessons for Using AI Agents for Securing Our Enterprise EP242 The AI SOC: Is This The Automation We've Been Waiting For? EP249 Data First: What Really Makes Your SOC 'AI Ready'? EP236 Accelerated SIEM Journey: A SOC Leader's Playbook for Modernization and AI "Simple to Ask: Is Your SOC AI Ready? Not Simple to Answer!" blog "How Google Does It: Building AI agents for cybersecurity and defense" blog Company annual report to look for risk "How to Win Friends and Influence People" by Dale Carnegie "Will It Make the Boat Go Faster?" book

Noch gelten die meisten modernen Verschlüsselungsverfahren als ziemlich sicher. Doch manche der heute gängigen Algorithmen können durch hinreichend leistungsstarke Quantencomputer nicht nur geschwächt, sondern geradezu nutzlos werden, beispielsweise RSA. Denn Quantencomputer eignen sich hervorragend, um mathematische Probleme wie die Primfaktorzerlegung extrem effizient zu lösen. Dass es solche Rechner jemals geben wird, ist zwar noch nicht zu hundert Prozent ausgemacht. Nach aktuellem Forschungsstand ist aber davon auszugehen, dass der "Q-Day" keine Frage des "ob" mehr ist, sondern nur noch eine des "wann". Sowohl Banken und Versicherungskonzerne als auch Behörden und andere staatliche Institutionen tun also gut daran, sich auf dieses Szenario vorzubereiten. Sie müssen die Verschlüsselung ihrer Kommunikation auf Algorithmen umstellen, die nach heutigem Kenntnisstand auch von Quantencomputern nicht gebrochen werden können. "Post Quantum Cryptography" ist das Schlagwort dazu, kurz PQC. Das klingt nach Raketenwissenschaft (ist es auch irgendwie), doch es gibt auch eine gute Nachricht: PQC-Algorithmen existieren durchaus und werden in einigen Bereichen auch schon in der Breite eingesetzt. Im c't uplink sprechen wir über allerhand Fragen zu PQC und Quantencomputern. Vor welchen praktischen Herausforderungen stehen etwa Banken? Warum sind manche Algorithmen gefährdet und andere nicht? Wie rechnet ein Quantencomputer? Wie kann man sich Qubits vorstellen – und wie sieht die Hardware eines Quantencomputers eigentlich aus? ► Unseren Schwerpunkt zu Post-Quanten-Kryptographie lesen Sie bei heise+: https://www.heise.de/ratgeber/Wie-Quantencomputer-Banken-und-Versicherungen-bedrohen-10646496.html ► sowie in c't 23/2025: https://www.heise.de/select/ct/2025/23/2525815470955601129

Noch gelten die meisten modernen Verschlüsselungsverfahren als ziemlich sicher. Doch manche der heute gängigen Algorithmen können durch hinreichend leistungsstarke Quantencomputer nicht nur geschwächt, sondern geradezu nutzlos werden, beispielsweise RSA. Denn Quantencomputer eignen sich hervorragend, um mathematische Probleme wie die Primfaktorzerlegung extrem effizient zu lösen. Dass es solche Rechner jemals geben wird, ist zwar noch nicht zu hundert Prozent ausgemacht. Nach aktuellem Forschungsstand ist aber davon auszugehen, dass der "Q-Day" keine Frage des "ob" mehr ist, sondern nur noch eine des "wann". Sowohl Banken und Versicherungskonzerne als auch Behörden und andere staatliche Institutionen tun also gut daran, sich auf dieses Szenario vorzubereiten. Sie müssen die Verschlüsselung ihrer Kommunikation auf Algorithmen umstellen, die nach heutigem Kenntnisstand auch von Quantencomputern nicht gebrochen werden können. "Post Quantum Cryptography" ist das Schlagwort dazu, kurz PQC. Das klingt nach Raketenwissenschaft (ist es auch irgendwie), doch es gibt auch eine gute Nachricht: PQC-Algorithmen existieren durchaus und werden in einigen Bereichen auch schon in der Breite eingesetzt. Im c't uplink sprechen wir über allerhand Fragen zu PQC und Quantencomputern. Vor welchen praktischen Herausforderungen stehen etwa Banken? Warum sind manche Algorithmen gefährdet und andere nicht? Wie rechnet ein Quantencomputer? Wie kann man sich Qubits vorstellen – und wie sieht die Hardware eines Quantencomputers eigentlich aus? ► Unseren Schwerpunkt zu Post-Quanten-Kryptographie lesen Sie bei heise+: https://www.heise.de/ratgeber/Wie-Quantencomputer-Banken-und-Versicherungen-bedrohen-10646496.html ► sowie in c't 23/2025: https://www.heise.de/select/ct/2025/23/2525815470955601129

Noch gelten die meisten modernen Verschlüsselungsverfahren als ziemlich sicher. Doch manche der heute gängigen Algorithmen können durch hinreichend leistungsstarke Quantencomputer nicht nur geschwächt, sondern geradezu nutzlos werden, beispielsweise RSA. Denn Quantencomputer eignen sich hervorragend, um mathematische Probleme wie die Primfaktorzerlegung extrem effizient zu lösen. Dass es solche Rechner jemals geben wird, ist zwar noch nicht zu hundert Prozent ausgemacht. Nach aktuellem Forschungsstand ist aber davon auszugehen, dass der "Q-Day" keine Frage des "ob" mehr ist, sondern nur noch eine des "wann". Sowohl Banken und Versicherungskonzerne als auch Behörden und andere staatliche Institutionen tun also gut daran, sich auf dieses Szenario vorzubereiten. Sie müssen die Verschlüsselung ihrer Kommunikation auf Algorithmen umstellen, die nach heutigem Kenntnisstand auch von Quantencomputern nicht gebrochen werden können. "Post Quantum Cryptography" ist das Schlagwort dazu, kurz PQC. Das klingt nach Raketenwissenschaft (ist es auch irgendwie), doch es gibt auch eine gute Nachricht: PQC-Algorithmen existieren durchaus und werden in einigen Bereichen auch schon in der Breite eingesetzt. Im c't uplink sprechen wir über allerhand Fragen zu PQC und Quantencomputern. Vor welchen praktischen Herausforderungen stehen etwa Banken? Warum sind manche Algorithmen gefährdet und andere nicht? Wie rechnet ein Quantencomputer? Wie kann man sich Qubits vorstellen – und wie sieht die Hardware eines Quantencomputers eigentlich aus? ► Unseren Schwerpunkt zu Post-Quanten-Kryptographie lesen Sie bei heise+: https://www.heise.de/ratgeber/Wie-Quantencomputer-Banken-und-Versicherungen-bedrohen-10646496.html ► sowie in c't 23/2025: https://www.heise.de/select/ct/2025/23/2525815470955601129

The Burditt family has a long association with the Canadian Staff Band (CSB). Following in his father's footsteps, earlier this year Andrew Burditt was appointed as Bandmaster of the CSB. Matthew talks to Andrew about his life, his music and his aspirations for the band.From one Staff Bandmaster to another… International Staff Bandmaster (elect) Jonathan Evans continues his in-depth look at RSA's masterpiece, ‘At the edge of time'. This analysis will be completed next month.Bradley Stires leaves the ‘happiest place on earth' to spend a month on one of the loneliest! Live from LAX airport, Bradley tells us what album he'll be taking with him to keep him company.Bandmastermind and a new Sparsely Scored complete another episode.Hosted by Matthew FrostProduced by Simon Gash Published by Music Editorial Audio extracts used with permission of SP&S Hosted on Acast. See acast.com/privacy for more information.

On today's Strategy Series program, sponsored by General Atomics Aeronautical Systems, Lt. Gen. Dave Bassett, USA Ret., the former director of the Defense Contract Management Agency who is now a senior counselor at the Cohen Group, former Pentagon industrial base chief Steve Grundman now with the Atlantic Council and Executive in Residence at the RSA consultancy, and Dr. Jerry McGinn, a former deputy industrial base chief who now leads the Center for the Industrial Base at the Center for Strategic and International Studies, join Defense & Aerospace Report Editor Vago Muradian to discuss Defense Secretary Pete Hegseth's sweeping drive to revamp the Pentagon's acquisition architecture to accelerate the fielding of capabilities that address operational problems, adopt more commercial products that address military needs, scale production of weapons and systems, and increase sales to allies and partners.

C dans l'air du 7 novembre 2025 - Budget : pas de cadeaux à Noël…Aura-t-on un budget pour les fêtes de Noël ? À un mois et demi de la fin des débats sur le budget, le gouvernement s'échine à chercher des pistes pour réduire le déficit de la sécurité sociale (23 milliards d'euros). Dernière proposition polémique : diviser par deux l'enveloppe globale allouée à la prime de fin d'année pour les allocataires du Revenu de solidarité active (RSA). Pour faire simple, les 1,2 millions de bénéficiaires du RSA sans enfants ne la toucheraient plus. La mesure est loin d'être adoptée, mais le gouvernement cherche à tout prix à tailler dans les dépenses depuis l'annonce de la suspension de la réforme des retraites. Mercredi, les députés ont cette fois adopté la hausse de la Contribution sociale généralisée (CSG) de 9,2 à 10,6 %. Malgré l'échec de la taxe Zucman, rejetée par l'Assemblée, la gauche continue à négocier avec la majorité.Ancien héraut des socialistes, candidat malheureux à l'élection présidentielle de 2017, Benoît Hamon commente depuis quelques mois la crise politique qui frappe la France. PDG de l'association Singa et président de la Chambre d'économie sociale et solidaire, il dénonce les coupes budgétaires pour les associations. Selon une étude menée en septembre par le mouvement associatif, 40 % des associations ont déclaré réduire leur masse salariale, et 9 % procéder à des licenciements ou à un plan de sauvegarde. "Très concrètement, on fait une économie sur le retour à l'emploi et la possibilité de travailler de dizaines de milliers de personnes déjà vulnérables", s'indigne Benoît Hamon. L'ancien socialiste dénonce également la "faute morale" consistant à s'attaquer au budget des classes populaires (via le RSA par exemple), plutôt qu'à taxer davantage les plus riches : "C'est révoltant en termes sociaux, mais c'est révoltant aussi sur le plan moral."Si les débats s'annoncent toujours houleux à l'Assemblée nationale, une bonne nouvelle est arrivée fin octobre dans les bureaux de Bercy. La croissance française atteint 0,5 % au troisième trimestre, en hausse par rapport aux deux trimestres précédents. Le ministre de l'économie Roland Lescure s'est félicité d'une "performance remarquable" : "Malgré les soubresauts politiques et les incertitudes internationales, nos entreprises investissent, exportent et font progresser le pays." Certaines ont même décidé de renationaliser leur production, à l'image de la manufacture horlogère Yema, 15 millions d'euros de chiffre d'affaires et 50 salariés, dont une trentaine en Suisse. Depuis l'annonce des droits de douane américains de 39% sur les exportations Suisse, l'entreprise a décidé de se concentrer sur le made in France. Une équipe de C dans l'air est allée à la rencontre de son patron.Qui pourrait être touché par les nouvelles taxes votées sur l'épargne salariale des Français ? Comment expliquer le mal-être du secteur associatif en France ? Et comment expliquer le regain de croissance de l'économie française ?LES EXPERTS :- Bruno Jeudy - Directeur délégué et éditorialiste - La Tribune Dimanche- Nathalie Mauret - Journaliste politique - Groupe EBRA- Benjamin Morel - Constitutionnaliste, professeur de droit public à l'Université Paris-Panthéon-Assas- Christine Kerdellant - Journaliste économique et essayiste

Nightfall AI is pioneering AI-native data loss prevention (DLP) for enterprises navigating cloud, SaaS, and AI application proliferation. Founded in 2017 by former Uber engineers who witnessed data breaches firsthand, Nightfall addresses the architectural limitations and false positive problems plaguing legacy DLP solutions. By leveraging machine learning and large language models across three distinct layers—content classification, risk assessment, and forensic investigation—Nightfall delivers 10x accuracy improvements while enabling secure AI adoption. In this episode of Category Visionaries, I sat down with Rohan Sathe, Co-Founder & CEO of Nightfall AI, to explore their strategy for displacing entrenched incumbents and positioning as the security enabler for organizational AI deployment. Topics Discussed: Nightfall's founding thesis addressing DLP coverage gaps created by cloud and SaaS migration Three-layer AI architecture: content classification, behavioral risk analysis, and agent-assisted forensics Positioning against legacy DLP's rules-based approaches and exact data match workarounds Market education shift post-ChatGPT: from "don't use AI" to "enable AI securely" Purple brand differentiation strategy in security's dark-themed visual landscape Conference ROI reallocation: executive suite meetings versus booth presence at RSA and Black Hat Mid-market to enterprise expansion pattern through peer-to-peer word-of-mouth Founder-led LinkedIn strategy balancing market education with competitive displacement narratives Sales team composition: domain practitioners versus traditional sales profiles GTM Lessons For B2B Founders: Structure POVs to prove quantifiable superiority on one dimension: Rohan revealed Nightfall benchmarks against Google and Microsoft DLP APIs, demonstrating 10x accuracy improvements during proof-of-value cycles. When challenging mature categories, identify the single metric where you demonstrably outperform and architect evaluations to surface that gap. The key isn't claiming superiority—it's creating controlled comparisons where buyers verify it themselves. Deploy AI across three workflow layers, not as a monolithic feature: Nightfall applies AI distinctly at content classification (identifying sensitive data with high precision), behavioral analysis (distinguishing risky data movement from standard workflows), and investigation assistance (helping analysts focus forensic efforts). This creates compounding value and defensibility. Map where AI can reduce friction at multiple decision points in your customer's workflow rather than treating it as a single capability. Replace field marketing spend with curated CISO access: Nightfall redirected budget from RSA and Black Hat booths to private suites hosting scheduled executive meetings. Rohan emphasized engaging "chief information security officers who sign the checks" in intimate settings rather than booth traffic. For enterprise sales, calculate cost-per-meeting with economic buyers and reallocate spend accordingly. Design 8-person dinners as vendor-neutral industry forums: Nightfall hosts 3-4 annual dinners with 5-7 prospects and 2-3 team members (founders, head of product) structured around industry developments—like OpenAI's agent workflow builder and security implications—not product pitches. The format positions Nightfall as thought leaders while qualifying prospects through discussion quality. Agenda topics, not sales decks, drive conversion. Hire former practitioners into quota-carrying roles: Rohan identified hiring former DLP security operations analysts as account executives or solutions architects, mirroring trends in legal tech (hiring lawyers) and HR tech (hiring recruiters). For technical categories with sophisticated buyers, domain fluency in customer-facing roles outweighs traditional sales experience. This isn't solutions engineering—it's putting practitioners in quota-carrying positions. Use LinkedIn for two narratives: market education and competitive wins: Rohan posts thought leadership on DLP evolution and AI security implications alongside selective announcements of competitive displacements at enterprise AI companies and top 10 banks. He noted role postings also drive engagement, signaling growth momentum. The pattern: educate on category gaps, prove you're winning deals in those gaps, show team expansion. Avoid pure product promotion. Leverage AI adoption mandates as your demand generation engine: Post-ChatGPT, Rohan noted "board mandate and CEO mandate from every company to use as much AI as you can" created new security requirements. Nightfall shifted positioning from "prevent data loss" to "enable AI adoption securely." When macro shifts create executive-level mandates in your category, realign messaging around enabling that mandate rather than preventing its risks. Challenge category conventions through education, not assertion: Rather than simply claiming exact data match (EDM) is obsolete, Nightfall explains EDM emerged as a workaround for rules-based approaches' false positive problems—and ML eliminates the need for workarounds entirely. When displacing established practices, reveal why current solutions exist (what problem they patch) before explaining why your approach eliminates the underlying issue. //  Sponsors:  Front Lines — We help B2B tech companies launch, manage, and grow podcasts that drive demand, awareness, and thought leadership. www.FrontLines.io The Global Talent Co. — We help tech startups find, vet, hire, pay, and retain amazing marketing talent that costs 50-70% less than the US & Europe. www.GlobalTalent.co // Don't Miss: New Podcast Series — How I Hire Senior GTM leaders share the tactical hiring frameworks they use to build winning revenue teams. Hosted by Andy Mowat, who scaled 4 unicorns from $10M to $100M+ ARR and launched Whispered to help executives find their next role. Subscribe here: https://open.spotify.com/show/53yCHlPfLSMFimtv0riPyM

Markets got the treat they were waiting for with a Fed rate cut and pause on quantitative tightening, but prices still fell. Why? This week, Ryan and David break down why the markets got spooked, what Powell really said about December cuts, and what it means heading into November. We also cover MegaETH's oversubscribed ICO, Monad's airdrop, Polymarket's confirmed token, and JP Morgan's $34B Base token estimate. Plus Solana's new ETF, Western Union's stablecoin, Circle's controversial L1 launch, the X402 payment boom, and the latest on Consensys and Securitize IPOs. ------

Who's afraid of the Quantum Wolf?  Anyone who uses encryption, that's who!  FEATURING:Jesse  (https://x.com/dr_Orangepill)Oskar Giese (https://www.unchain-convention.com)Christian Rootzoll (https://x.com/rootzoll)Thomas Hunt (https://twitter.com/MadBitcoins)THIS WEEK:  ———When a Quantum Computer Is Able to Break Our Encryption, It Won't Be a Secret | RANDhttps://www.rand.org/pubs/commentary/2023/09/when-a-quantum-computer-is-able-to-break-our-encryption.htmlChinese researchers break RSA encryption with a quantum computer | CSO Onlinehttps://www.csoonline.com/article/3562701/chinese-researchers-break-rsa-encryption-with-a-quantum-computer.htmlWhat is Quantum-Safe Cryptography? | IBMhttps://www.ibm.com/think/topics/quantum-safe-cryptographyThe Federal Reserve Is Bringing In A ‘New Era' Of Cryptohttps://bitcoinmagazine.com/markets/federal-reserve-enters-a-new-crypto-eraGrubles on X: "I don't think people understand. The intention of uploading Tank Man to the Bitcoin blockchain was explicitly to try and get the authoritarian Chinese Communist Party to go after Bitmain. This is precisely the same attack vector as what Luke and everyone else are fearmongering" / Twitterhttps://x.com/notgrubles/status/1980705382436610248?s=46Bitcoin price tops $110,000 as JPMorgan to allow top cryptocurrencies as collateralhttps://finance.yahoo.com/news/bitcoin-price-tops-110-000-140341519.htmlCoffeezilla on X: "TRUMP PARDONS CONVICTED BINANCE FOUNDER CZ PER WSJ CRIME IS LEGAL.  https://t.co/PFslTkckWq" / Twitterhttps://x.com/coffeebreak_yt/status/1981384720429564199?s=46Coffeezilla on X: "Backstory to CZ's pardon Nov 2023 Binance and CZ plead guilty, $4B+ fine Mar 2025 Trump WLFI launches stablecoin USD1 Mar 2025 $2B investment into Binance by MGX May 2025 $2B investment was paid for in USD1 May 2025 CZ admits he applied for a pardon Oct 2025 CZ gets a pardon" / Twitterhttps://x.com/coffeebreak_yt/status/1981397423562936374?s=46Adam Cochran (adamscochran.eth) on X: "This is DISGUSTING - even for Trump. CZ admitted to sanctions violations/ Twitterhttps://x.com/adamscochran/status/1981380747547332630?s=46Aaron Rupar on X: "COLLINS: Today you pardoned the founded of Binance. Can you explain why you did that? TRUMP: Which one was that? COLLINS: The founder of Binance TRUMP: I believe we're talking about the same person, because I do pardon a lot of people. I don't know. He was recommended by a https://t.co/yl8WKhfmyt" / Twitterhttps://x.com/atrupar/status/1981455304060534903?s=46Adam Cochran (adamscochran.eth) on X: "Proves that Jin and others are getting inside information from the White House / Twitterhttps://x.com/adamscochran/status/1981470331286991075?s=46Trump family's American Bitcoin, Bitmain deal signals market realityhttps://www.axios.com/2025/10/21/trump-american-bitcoin-bitmainHow CNN tied multiple fraud reports to one single crypto ATM machine | CNN Politicshttps://www.cnn.com/2025/10/19/politics/crypto-atm-scams-bitcoin-analysis'I knew it was a scam': Valley woman loses $8,000 just before Arizona tightens crypto ATM rules | 12news.comhttps://www.12news.com/article/money/scam-valley-woman-loses-thousands-just-before-arizona-tightens-crypto-atm-rules/75-bfe2f59c-6ee6-4c02-9a42-9cc575a7f36d85-year-old Texan saved from a Bitcoin ATM scam by ‘guardian angel' — the $250M warning all Americans should heedhttps://finance.yahoo.com/news/85-old-texan-saved-bitcoin-182000613.htmlBitcoin ATMs increasingly used by scammers to target victims, critics say - ABC Newshttps://abcnews.go.com/US/bitcoin-atms-increasingly-scammers-target-victims-critics/story?id=126305810Crypto ATM Fraud on the Rise Nationally, Prompting Montana Regulatory Push - Flathead Beaconhttps://flatheadbeacon.com/2025/10/22/crypto-atm-fraud-on-the-rise-nationally-prompting-montana-regulatory-push/Bitcoin Price Prediction: Analyst Warns the Quantum Dilemma Could Lead To Serious Bitcoin Bear Markets - Is BTC Going Down?https://cryptonews.com/news/bitcoin-price-prediction-analyst-warns-the-quantum-dilemma-could-lead-to-serious-bitcoin-bear-markets-is-btc-going-down/Dormant Bitcoin Whale With $442M Awakens for First Time in 14 Years Amid Quantum Fearshttps://finance.yahoo.com/news/dormant-bitcoin-whale-442m-awakens-091020448.htmlBitcoin Faces Quantum Computing Threat in Just 2-8 Years, Warns Charles Edwards - The Daily Hodlhttps://dailyhodl.com/2025/10/15/bitcoin-faces-quantum-computing-threat-in-just-2-8-years-warns-charles-edwards/________________________________________________________________World Crypto Networkhttps://www.worldcryptonetwork.com/On This Day in World Crypto Network Historyhttps://www.worldcryptonetwork.com/onthisday/---------------------------------------------------------------------------Please Subscribe to our Youtube Channelhttps://m.youtube.com/channel/UCR9gdpWisRwnk_k23GsHf

When I sat down with James Mannion to talk about the educational polycrisis back in July, his long-time colleague, friend, and collaborator Kate McAllister was right there by his side. After the recording, Kate & I spent a long time catching up about her work and its intersection with our own, and we immediately vowed to remember to hit record the next time we chatted.Kate McAllister is both a co-founder of The Human Hive and the founder of The Hive in Cabrera, a school for ChangeMakers in the Dominican Republic, where she joined me from for this conversation. Kate has over 20 years' teaching experience and has spent much of that time training and developing teachers and educators all over the world. She is a passionate educator, published author, fellow of the Chartered College of Teachers and The RSA. The Hive, founded back in 2020, is Kate's answer to the question "what if?" What if learning could be different? What if we did education with not for others? What if we can become more self-determined in our learning? What if education can help regenerate the planet?And as you'll hear in this episode, Kate's personal and educational journey is a remarkable reflection of her dedication to the fully human messiness of growing and learning in community with others.The Human Hive

Downtober drags on… but not all is bearish. On this week's Weekly Rollup, Ryan and David break down why sentiment feels cold despite strong BTC, and the three ways this cycle could play out. Plus, gold is ripping! Can crypto catch up? We also cover Dankrad's jump to Tempo, Coinbase's Echo deal, Polymarket's NHL play, the Fed's potential FedWire opening, and the AI trading showdown. ------

In this personal and heartfelt episode, host Haylie Shipp shares how a major health crisis in her family in 2024 changed the way she views wellness on the ranch. Ranchers plan for drought, markets, and succession, but rarely for themselves. Preventative healthcare is another kind of ranch insurance. It protects the most important asset on any operation: the people who keep it running.Haylie visits with Dr. Kevin Ross of Frances Mahon Deaconess Hospital, a critical access hospital serving northeastern Montana, and rancher and registered nurse Carmen Salveson. Together, they discuss what preventative care looks like in rural communities, how access to healthcare is evolving, and why taking care of yourself is one of the smartest investments you can make in your ranch's future.In This Episode:Why preventative care is essential ranch insuranceHow Frances Mahon Deaconess Hospital supports rural health as a critical access facilityThe importance of early detection and regular screeningsAddressing the stigma surrounding mental health in rural communitiesBuilding a culture of care that sustains families and operationsIf you're going to do the bare minimum, what are a doctor's suggestions?Resources Mentioned:Depression Self-Assessment (Mayo Clinic): https://anxietycoach.mayoclinic.org/depression-coach/depression-self-assessment/Frances Mahon Deaconess Hospital, Glasgow, MontanaAaniih Nakoda College “Grow Our Own” nursing programThe Ranchers Stewardship Alliance (RSA) is a rancher-led, grassroots organization, dedicated to improving the quality of life for rural communities throughout the Northern Great Plains. Through collaborative conservation projects, rancher education events, and local community outreach, RSA works to strengthen our rural community, economy, and culture for generations to come.For more on the Ranchers Stewardship Alliance, head to www.RanchStewards.org and follow us on Facebook and Instagram. Your feedback is always welcome. Email info@ranchstewards.org. Want to support our mission? Visit https://ranchstewards.charityproud.org/Donate.

Jessica reports LIVE from Jakarta on all the details from day two of women's podium training. World Championships Headquarters  Videos, Interviews, Podcasts, Fantasy, Guides Extended Episode + Live Q&A (Members) +30 extra minutes of analysis, behind-the-scenes secret stories, plus member questions. Here's how to ask questions live. Can't make it live? Add Club bonus episodes to your favorite podcast player (instructions here). Chapters 00:00 – Show Intro 01:02 – Zhang Qingying beam world champion prediction 03:00 – FIG Press Conference recap: AI D-scores and visa issue 08:40 – Spencer's updates: where to watch & fantasy game deadlines 11:45 – U.S. Women's Team podium training report (Josc, Skye, Dulcy, Leanne) 17:20 – Can Josc vault? Exclusive Olympic Channel interview 19:45 – Equipment update: white mats and “China mat overlay” 22:10 – Mixed Zone highlights (Malabuyo, South Africa, Asia's coach impression) 25:05 – Italy updates: Perotti, Asia D'Amato, Fioravanti AA potential 29:45 – Melnikova and Russia (AIN) podium impressions 31:30 – Flavia Saraiva's 10.0 leotard and Brazilian updates 33:10 – Funniest & coolest skills of the day (Chile, India, Portugal) 33:55 – BTS Teaser begins 34:00 – Embarrassing moments & Watanabe press conference story 36:40 – Beam fall hilarity (NZL gymnast) 38:15 – Opposite of Canadian medical intervention 40:00 – The great Indonesian tampon saga 42:25 – Sub 4: NZL, LIE, USA, CRO, BAN, GBR, POL 45:10 – Ruby Evans Amanar, GB bars, Alia Leat injury update 47:05 – Sub 5: MAS, SUI, ITA, FRA, VIE, ISL, MAR 49:00 – Thelma's floor, Osyssek's beam, Ming Van Eijken vaults 51:05 – Sub 6: AUS, EGY, BEL, LAT, ROU, MGL, SWE, CRC 53:00 – Voinea full Gothic mode, Golgota AA, Romanian updates 56:20 – Sub 7: INA, TUN, COL, PHI, MEX, SYR 58:00 – Finnegan & Malabuyo AA, Seema Tello debut 1:00:10 – Sub 8: NOR, BRA, QAT, IND, RSA, CHI 1:02:15 – Flavia & Brazil updates, Rooskrantz, Chilean grandmas 1:05:00 – Sub 9: AIN, NAM, POR, THA, BUL, SLO, CMR 1:07:25 – Melnikova Cheng, Cameroon floor joy, AIN medal watch 1:10:10 – Sub 10: ESP, AIN, HUN, HKG, CHN, KZN, CZE 1:12:25 – Zhou Yaqin & Zhang Qingying on beam, Deng Yalan vault 1:15:30 – Alba Petisco all-around standout 1:17:10 – Feedback: listener comments from Dr. Ben & Absolutely Not 1:21:20 – Show Close: Women's qualifying preview & thanks How Do I Watch the Competition? All sessions of the competition will be streamed on Eurovision Sport. Follow along here! Gymnastics Indonesia's YouTube channel will stream all qualification sessions Live scores from the FIG and Swiss Timing Check out NBC's behind-the-scenes mini-doc on the US Women's World Trials Headlines What happened at podium training today? Should we be worried about the US women? From the Olympic Channel: Joscelyn Roberson has been struggling to "find her block" on vault Skye's HUGE front-handspring front on beam Who else from Florida came to join the 2025 World Championships party? Giulia Perotti (Italy) looks ready to win all the medals Who will be the second Italian competing all-around? The D'Amato vs. Fioravanti dilemma Angelina Melnikova is so back How did her vaults look? WE NEED TO TALK ABOUT BRAZIL'S GENIUS LEOS Flavia showed beam and floor - how'd it go? Who wins the award for coolest/best/most fun skill from podium training? What were Jessica's mixed zone highlights? The FIG held a press conference today. What information did we learn? The FIG announced that "spectators will be able to see AI D-scores," but what does this mean? The FIG addressed the visa vs. FIG rules issue. What did FIG president Watanabe have to say? Jakarta Updates GymCastic Updates Subscribe to our YouTube Channel Coming Up 6 days of LIVE podcasts at World Championships in Jakarta Club members get extended coverage and can join us live to ask questions immediately after the meet Play our World Championships Fantasy Game! Win a Club Gym Nerd Scholarship: Go to our Forum > Show Stuff > GymCastic Scholarship We are matching every new sponsorship If you would like access to the club content, but aren't currently in a position to purchase a membership, all you need to do is fill out the form that's linked in our message board If you would also like to sponsor a scholarship, please email editor@gymcastic.com. Thank you! Support Our Work Club Gym Nerd: Join Here Become a Sponsor: GymCastic is matching all donations Nearly 50 scholarships have been awarded so far Learn More Headstand Game: Play Now Forum: Start Chatting Merch: Shop Now Thank you to our Sponsors Gymnastics Medicine Beam Queen Bootcamp's Overcoming Fear Workshop Resources Jakarta schedule & times: See our live podcast times on the Worlds HQ schedule Guides: Download the quick-reference guide on the Jakarta Headquarters page The Balance Beam Situation: Spencer's GIF Code of Points Gymnastics History and Code of Points Archive from Uncle Tim Kensley's men's gymnastics site Neutral Deductions   Unlock the Extended Episode Join Club Gym Nerd → Choose a plan Complete checkout — your site account is created. Log in here → /my-account/ Return to this page and refresh. The extended player appears automatically.

So all of the Yanks are out protesting today (NO MORE KINGS), Europe is pre-drinking, and the west coast is just getting through brunch. Sounds like a perfect time to drop this weeks RSA! We delve ever so slighly into the ethics of using AI and what its place might be in music production. This also includes a snippet of an AI song that one of our long term listeners has been noodling with. Its quite eye opening. But the most important part of all is getting some great new music out to everyone! DSTRTD_SGNL - Android Teknovore x Grabyourface - Autonomy LPV - Nukleus Lights Of Euphoria - Darkest Addiction BlakLight - Leave A Light On (Axe) TOY - To The Stars With Me Apres la Nuit - Save Your Soul (Club Mix) Happy707 - Your Body Black (Black Light Smoke) http://synthetic.org/ https://www.youtube.com/@RealSyntheticAudio

Jeramie Rose is back again on today's podcast to touch base on the rapid developments we've noticed in the solar industry. We go through the logistics and scale commercial solar, the rise of the RSA, and surprising market trends that everyone needs as a frame of reference for their careers going forward.FIRST PODCAST WITH JERAMIE: Apple Podcasts | SpotifyCLICK HERE: https://apply.solarpreneurs.com/ https://zendirect.com/ https://crmx.app/ https://zapier.com/ https://www.solarscout.app/taylor TOP 10 MOST DOWNLOADED EPISODES OF ALL TIME https://www.youtube.com/@solarpreneurs goals.solarpreneurs.com oneliners.solarpreneurs.com https://solciety.co/ - JOIN SOLCIETY NOW! SIRO APP - LEARN MORE

Ufi VocTech Trust and the RSA are delighted to unveil the recommendations of the Digital Badging Commission.Over the past 18 months, the Digital Badging Commission has brought together leading minds across education, technology, policy and employment to reimagine and define the essential steps required for digital badges and credentials to transform learning, recognition, and opportunity in the UK. Our collective vision is clear: now is the time for digital badges and credentials to unlock a more inclusive, dynamic and skills-rich economy. The recommendations offer a clear roadmap to revolutionise the UK's skills system by using digital badges to: Make skills more visible, portable and economically valuableSupport employers to source and develop the skills they needEnable the government to unlock talent and address the challenges of economic inactivity and regional growthJoin Ufi VocTech Trust, the RSA, Phil Smith and senior leaders from education, industry, politics and technology as we reveal the Commission's far-reaching recommendations for practical, transformative system-wide change. BackgroundThe UK's current systems for recognising skills and experience are not fit for purpose. They are failing to keep pace with the needs of learners, employers and the broader economy, contributing to persistent economic inactivity, skills gaps and stalled productivity. The weaknesses impact everyone: individuals cannot easily demonstrate their capabilities, employers struggle to assess them, and regions and national governments lack precise data on who has what skills and where they are located. Since its launch, the UK's Digital Badging Commission has engaged extensively with forward-thinking employers, pioneering education leaders, influential policymakers and technology innovators. At its heart, the DBC has pursued a bold, game-changing ambition: creating a trusted, unified approach to digital badges and credentials with the potential to transform the UK skills system. Our recommendations outline a roadmap to empower individuals to clearly showcase their unique talents, help employers identify the skills they urgently need, and position the UK economy to thrive with increased agility, inclusivity, and productivity. The Commission suggests that a UK-wide digital credentialing ecosystem, which combines formal qualifications and digital badges in interoperable digital skills wallets, could generate substantial economic value by addressing inefficiencies in training, hiring, and workforce mobility. Analysis conducted for the Commission suggests that such a system could reduce duplicated training across sectors, lower recruitment costs through faster hiring, and improve workforce retention through better-recognised upskilling. We're pleased to announce that Phil Smith, CBE REng, Chair of Skills England, will kickstart the conversation, followed by a panel discussion featuring some of the UK's leading voices in skills and innovation.Keynote speakerPhil Smith, CBE FREng, Chair of Skills England and the Digital Skills CouncilPanel membersDr. Patrina Law, Digital Badging Commission, The RSAProf Sir Chris Husbands, Co-Chair of the Digital Badging CommissionRebecca Garrod–Waters, Chief Executive of Ufi VocTech Trust and Co-Chair of the Digital Badging CommissionAlexandra Willans, Careers and Technical Education Partnership Director, Bradford CouncilAbout the Digital Badging CommissionThe Digital Badging Commission, a collaboration between Ufi VocTech Trust and the RSA, has explored how digital badges can be developed and adopted to strengthen the UK's skills infrastructure. It is working to design a national approach to digital badging and credentials, helping to recognise learning, participation and skills wherever they happen. Find out more at www.badgingcommission.orgDonate to the RSA: https://thersa.co/3ZyPOEaBecome an RSA Events sponsor: https://utm.guru/ueembFollow RSA on Instagram: https://www.instagram.com/thersaorg/Like RSA on Facebook: https://www.facebook.com/theRSAorg/Listen to RSA Events podcasts: https://bit.ly/35EyQYUJoin our Fellowship: https://www.thersa.org/fellowship/join

Over 13% of 16-24-year-olds in the UK are now classified as NEET – not in education, employment or training – with a growing number also economically inactive and disengaged from the workforce altogether.This crisis is costing the UK economy billions in lost productivity and social support, while placing young people at greater risk of poor mental health, lifelong unemployment, and social exclusion.What's driving this troubling trend? From falling apprenticeship opportunities and rising school exclusions to an overstretched mental health system and declining entry-level jobs, the challenges are complex and urgent.A panel of leading voices is coming together at RSA House to unpack the root causes of rising NEET rates and outline what cross-sector collaboration can do to build real opportunity for a generation at risk.SpeakersDr Vikki Smith, Executive Director, Education and Standards at the Education and Training Foundation (ETF)Mo Isap, CEO of IN4 GroupJade Azim, Head of Policy and Advocacy, Good Growth FoundationChairDr Patrina Law, Lifelong Learning Lead at the RSADonate to the RSA: https://thersa.co/3ZyPOEaBecome an RSA Events sponsor: https://utm.guru/ueembFollow RSA on Instagram: https://www.instagram.com/thersaorg/Like RSA on Facebook: https://www.facebook.com/theRSAorg/Listen to RSA Events podcasts: https://bit.ly/35EyQYUJoin our Fellowship: https://www.thersa.org/fellowship/join 

Join us for the final event in our global partnership with the UK at Expo 2025.With the 2030 deadline for the Sustainable Development Goals fast approaching, the UK has made ambitious, mission-driven commitments to integrate climate change measures into national policies and planning and to accelerate a just transition to a net-zero, nature-positive future.Linking speakers in the historic Great Room of the RSA in London and in the UK Pavilion at Expo 2025, this event will feature leading public thinkers, policy influencers and innovators who are driving breakthrough progress on climate action. From pioneering clean energy technologies to powerful, community-driven movements for regeneration and resilience, discover the ideas and solutions that are seeding a flourishing future for people, places, and the planet we all share.Speakers:Prof Masako Konishi, Showa Women's University, director at WWF Japan, former news presenter and weather forecaster (Osaka)Derek Walker, Future Generations Commissioner for Wales (Osaka)Mete Coban MBE, Deputy Mayor of London for Environment and Energy (London)Rachael Orr, CEO, Climate Outreach (London)Chairs:Ben Sheppard, Co-founder and Chair, Design for Good (London)Carolyn Davidson, Commissioner General for the UK at Expo 2025 Osaka Kansai (Osaka)RSA and UK at Expo 2025 Osaka, KansaiA bold new events partnership celebrating the UK as a place to come to study, visit and invest, and as a country of innovation and creativity where the world can come to build the future.With the deadline to the UN's 2030 Sustainable Development Goals just five years away, the RSA and UK at Expo 2025 partnership will tackle global issues from inequality to climate change, exploring the progress that has been made and the work still to be done to secure health and wellbeing, peace, justice, and prosperity for communities worldwide.Donate to the RSA: https://thersa.co/3ZyPOEaBecome an RSA Events sponsor: https://utm.guru/ueembFollow RSA on Instagram: https://www.instagram.com/thersaorg/Like RSA on Facebook: https://www.facebook.com/theRSAorg/Listen to RSA Events podcasts: https://bit.ly/35EyQYUJoin our Fellowship: https://www.thersa.org/fellowship/join

In this episode, we're joined by Dr. Kassam to explore the origins and evolution of Reverse Shoulder Arthroplasty (RSA), from its early rationale in treating RTC arthropathy to the groundbreaking Grammont design. We discuss the core components of RSA, the critical role of center of rotation (COR), glenoid and humeral lateralization, and their impact on biomechanics. We also talk about surgical considerations like scapular notching prevention, baseplate positioning, inlay vs onlay humeral stems, and the significance of neck-shaft angles. Dr. Hafiz Kassam is a board-certified orthopedic surgeon specializing in shoulder reconstruction. He serves as HOI's medical director of shoulder reconstruction. Dr. Kassam has extensive experience in complex shoulder and elbow reconstruction and sports injuries. Dr. Kassam pursued his education and training at world-class institutions in three countries. After completing his undergraduate work and medical training in the United Kingdom, he completed his residency at the University of Toronto, which is one of the largest and most academically productive programs in North America. He then moved to the USA and completed his shoulder and elbow fellowship training at Yale University. He is an expert in minimally invasive techniques in shoulder and elbow joint replacement as well as advanced arthroscopy, traumatic reconstruction and non-operative treatments. He has performed more than 1,000 shoulder replacements and arthroscopic reconstructions in his career so far. Believing in evidence-based choices for his patients and improving outcomes in modern orthopedics, Dr. Kassam is a well-published clinician-scientist. He has authored numerous original scientific research studies, technique guides, and textbook chapters, presenting his work on both the national and international stages. He is the program chair for the Northern California Shoulder and Elbow Course and sits on the Editorial Board for the Journal of Shoulder and Elbow Arthroplasty. Goal of episode: To develop a baseline knowledge of RSA design. In this episode, we provide answers to questions you may have on reserve shoulder arthroplasty, like: What was the original reason for RSA? What are the basic components of an RSA?  What is the importance of COR with regard to RSA? What is glenoid lateralization, and of what importance is it? Does it matter where you get your lateralization from? Is inferior placement of the baseplate on the glenoid a good thing to do? And much more!