Podcasts about Senior Consultant

In Episode 424 of Hidden Forces, Demetri Kofinas speaks with Kamran Bokhari, Senior Director at the New Lines Institute for Strategy & Policy, who has served in the U.S. State Department and as a Senior Consultant with the World Bank. Bokhari first appeared on the podcast shortly after the October 7th attacks to discuss the violence ignited by Hamas, the nature and scope of Iranian involvement, and how various regional actors exploited the growing disorder to their advantage, as the Biden administration struggled to stabilize a region on the brink of another major war. In subsequent appearances, Bokhari has provided the Hidden Forces audience with critical context for understanding U.S.-Israeli and Iranian strategic aims and limitations, the interests and constraints of other regional states (including Saudi Arabia and Turkey), how the events in the Middle East are perceived in Beijing and Moscow, and how the situation may evolve from here. The broader conflict with Iran, which has consistently framed these discussions, has now directly involved the United States following its recent deployment of fourteen 30,000-pound bombs targeting three Iranian nuclear sites: the Fordow Uranium Enrichment Plant, the nuclear facility in Natanz, and the Isfahan Nuclear Technology Center. What happens next—and whether the White House's actions will ultimately prove beneficial to America's long-term strategic objectives—forms the central focus of this two-hour conversation. In the first hour, Bokhari and Kofinas update listeners on recent developments, assessing the initial successes and failures of U.S. and Israeli strategic planners, the Iranian response, immediate risks to the United States and its allies, and how this war is likely to reshape the economic and security order of the Middle East over the next five years. In the second hour, Demetri and Kamran widen their aperture to examine how the conflict will affect the economic and military imperatives of the United States and China, along with their respective alliances and trading networks. They also discuss the potential economic repercussions and secondary impacts resulting from America's attack on Iran. The episode concludes with an examination of best- and worst-case scenarios, ranging from a new investment supercycle in the Middle East to the deployment of battlefield nuclear weapons and heightened risks of international terrorism in the United States and Europe. Subscribe to our premium content—including our premium feed, episode transcripts, and Intelligence Reports—by visiting HiddenForces.io/subscribe. If you'd like to join the conversation and become a member of the Hidden Forces Genius community—with benefits like Q&A calls with guests, exclusive research and analysis, in-person events, and dinners—you can also sign up on our subscriber page at HiddenForces.io/subscribe. If you enjoyed today's episode of Hidden Forces, please support the show by: Subscribing on Apple Podcasts, YouTube, Spotify, Stitcher, SoundCloud, CastBox, or via our RSS Feed Writing us a review on Apple Podcasts & Spotify Joining our mailing list at https://hiddenforces.io/newsletter/ Producer & Host: Demetri Kofinas Editor & Engineer: Stylianos Nicolaou Subscribe and support the podcast at https://hiddenforces.io. Join the conversation on Facebook, Instagram, and Twitter at @hiddenforcespod Follow Demetri on Twitter at @Kofinas Episode Recorded on 06/23/2025

Previously Terii was Talent and Change-Asia Pacific head for British American Tabacco; Executive Officer and Vice-President, Business Engagement Leader-Special Projects, MetLife; Talent Partner APAC-Director UBS; Senior Consultant, Human Partners/Citadel Consulting; Organization Development Executive British American Tabacco Japan. He has a BA from Macalester College and an MBA from McGill University.   ·      “You can't change Japan, so you're the one that's going to need to change.” ·      “If you say something, you've got to follow through with it—that's how you build trust.” ·      “I believe in uplifting the team more than the team executing my directives.” ·      “Patience doesn't mean doing nothing; it means putting in the time to build understanding.” ·      “Feedback means you care—if you stop giving feedback, you've stopped caring about their development.”   Terii approaches leadership in Japan through the lens of authenticity, patience, and servant leadership. His cross-cultural background and career in multiple industries provide him with a nuanced view of leadership dynamics, but it is his ability to adapt to the Japanese context that defines his success. In Japan, he recognises that building rapport and trust takes significantly longer than in other markets like Singapore or Hong Kong. This delay, however, is not a barrier but a gateway—he invests heavily in relationships and sees trust as something earned through consistent action and personal engagement. He stresses the importance of understanding before implementing change. Entering a new industry, Terii refrained from immediate restructuring. Instead, he observed, listened, and built relationships with stakeholders at every level. By not coming in as the outsider intent on overhauling everything, he earned credibility and buy-in. He believes in creating a culture where feedback is delivered constructively and mistakes are viewed as learning opportunities, not grounds for punishment. Trust, for him, is built on follow-through, consistency, and psychological safety. He makes an intentional effort to have his team's back, especially when things go wrong, and avoids public reprimands. Emotional control and a steady demeanour are key to maintaining trust—he's acutely aware that employees are constantly reading their leader's signals. Terii has driven Hilton's cultural transformation in Japan by focusing on both hygiene factors, such as leave policies and compensation, and emotional engagement through peer recognition and celebration of human milestones. Under his leadership, Hilton Japan rose from being unranked to third best place to work in the country and number one in hospitality. He values grassroots input, launching Gemba-level focus groups to surface insights from the frontline. For new leaders in Japan, his advice is clear: be patient, don't expect to change the country—change yourself. Invest time in relationships, identify internal influencers, and adapt communication for clarity and resonance. Above all, leadership for Terii is about dreaming big, inspiring others, and making things happen—with humility, empathy, and persistence.  

Today, I'm excited to speak with Amy Wirtz, Senior Consultant with The Family Business Consulting Group. Amy works closely with families to identify their goals around values, ownership, and financial wealth, and helps them establish family offices, councils, and enterprise governance systems to support these goals. She served as a lawyer for 27 years, with the last 10 years practicing collaborative law. In addition, Amy is a trained mediator and skilled facilitator in conflict resolution, communication, and listening skills. She serves on multiple family business advisory boards and frequently teaches and speaks at business forums, including YPO, YPO Family Office, Private Company Governance Conference, and The Exit Planning Institute. In today's conversation, we'll zoom into generation-skipping trusts, which are both powerful and popular estate planning vehicles deployed by UHNW families and their advisors. We start with the basics, and Amy providing a definition of what generation-skipping trusts are and why are they so commonly utilized by families of wealth. Like all estate planning, risk management, and tax optimization strategies, there are both pros and cons and complexities associated with generation-skipping trusts. Amy talks about the long-term implications for families who establish and subsequently must live within these legal structures. Amy offers some practical tips and suggestions for families who are just starting to consider generation-skipping trusts, helping outline what they should know and beware, and how they should prepare the family for these structures. Amy then offers some pointers and advice for families who already have established generation-skipping trusts, sharing her insights into how they can live their lives in accordance with their goals and preferences while still managing and complying with the complexities of these existing legal structures. Please enjoy this deeply insightful conversation with one of the leading practitioners and consultants in the area of trust and estate planning for UHNW families.

In this episode of The Dish on Health IT, host Tony Schueth sits down with two of the industry's sharpest minds leading the charge to fix one of health IT's most persistent headaches: digital consent management. Janice Reese, Senior Consultant at Point-of-Care Partners and Program Manager for the FHIR at Scale Taskforce (FAST), and Mohammad Jafari, Co-Lead of FAST's Consent Work, offer an unflinching look at why consent is still so messy—and what it'll take to make it scalable, interoperable, and actually work for patients.The conversation kicks off with a reality check. While the question “Who can access what data and when?” might sound simple, it quickly falls apart in practice. Consent today is often paper-based, fragmented, non-interoperable, and rarely computable. Mohammad explains how even digitized forms—often scanned PDFs—are barely better than paper when it comes to machine-readability and cross-system portability. The burden lands on both sides: patients are stuck filling out redundant forms at every touchpoint, and providers face access barriers that can delay or limit care.But the episode isn't just a critique, it's a roadmap forward. Janice and Mohammad walk listeners through how FAST is approaching consent differently. Rather than focusing on the content of specific consents (like for research or behavioral health), the team is building a foundational infrastructure: a FHIR-based implementation guide that supports core consent operations, like requesting and revoking consent, delegating authority, and syncing consent decisions with digital identity and security frameworks. In other words, FAST is working on the plumbing that everyone else can build on.What sets this work apart is its real-world grounding. The team has prioritized broad stakeholder input through public calls and is actively incorporating lessons from pilot participants. Janice highlights that many organizations don't even know where to start—some have APIs, patient portals, or identity systems in place, but lack a cohesive strategy for managing consent. That's where FAST can help, not just with standards but with education and architectural guidance.The discussion also tackles the elephant in the room: policy fragmentation. With states having vastly different rules—sometimes even conflicting ones within the same region—scaling consent can feel impossible. But rather than trying to standardize policy, FAST is focused on standardizing structure. That means creating frameworks flexible enough to accommodate policy differences without hardcoding for each new rule change. Mohammad notes this kind of flexibility is key to making systems resilient and future-proof.Both guests agree that the time to act is now. Technology has matured, regulators are engaged, and public expectations for privacy and control over personal data are higher than ever. As Janice puts it, the stars are aligning. With CMS showing growing interest in digital identity and consent, and with FAST's security IG set to be required for FHIR under TEFCA in 2026, organizations can't afford to sit this one out.Whether you're a health plan, HIE, health tech vendor, or public health department, this episode makes one thing clear: scalable, patient-centered consent management isn't just possible—it's already underway. And FAST is laying the groundwork.To get involved, attend a public call (2nd & 4th Fridays at 1:00 Central/2:00 Eastern), reach out to Janice directly at janice.reese@pocp.com, or contact the team at fast@hl7.org. Now's the time to shape the future of consent—before it shapes you.

What's your firm really worth—and how do you unlock that value? In this episode, David DeCelle sits down with Scott Leak, CFP® and CEPA, Senior Consultant at FP Transitions, one of the most trusted firms in the advisory M&A and valuation space. With over 17,000 valuations under their belt and 100+ M&A deals last year alone, FP Transitions has a unique vantage point on what makes firms valuable—and what holds them back. Scott shares his journey from a 22-year run at TD Ameritrade to helping advisors navigate valuations, succession planning, and equity strategies at FP Transitions. Whether you're thinking about selling, merging, or simply growing smarter, this episode is packed with guidance you won't hear at your typical industry event.    

What is the Broadband Equity, Access, and Deployment (BEAD) Program, how did it originate, and where do we currently stand? Join us for this episode where industry experts unpack the BEAD program, the policy change to allow for performance bonds as an alternative to letters of credit for required security, and what surety professionals need to know and consider. You'll hear how surety professionals can approach BEAD grant recipients and internet service providers so they understand the advantages of bonding. Check out the BEAD Program Surety Bond Information Kit mentioned during this episode and subscribe to NASBP's Focal Point to stay up-to-date on BEAD and other key legislative and regulatory developments related to surety. With special guests: Lawrence LeClair, Director, Government Relations, NASBP, Philip Macres, Principal, Klein Law Group, PLLC, Cory Sanderson, Home Office Underwriting Manager, The Hartford, and Joseph Henson, Senior Consultant, Widelity Hosted by: Kat Shamapande, Director, Professional Development, NASBP and Mark McCallum, CEO, NASBP Sponsored by EMC Bond!

In this three part series, Exile Group CEO Dan Sheriff speaks to Gaby Buck, Founder & Managing Director, GKB Ventures and Chris Leeds, Senior Consultant at UKEF, on the ghosts of export finance past, present, and future. In this final instalment, our guests look to the future of export finance.

In this episode, Rachel Owen is joined by Tomi Johansson, Head of Enterprise Architecture & Digital Development at Caruna, Mike Jackson, Senior Consultant at Loihde, Aki Peuralahti, Chief Technology Officer at Vitec Tietomitta Oy, and Eduardo Hofmann, Head of Engineering at Thales Cyber & Digital. They discuss how to drive digital transformation using DevOps and cloud technologies, covering enterprise architecture, cloud adoption, and the integration of cybersecurity into digital strategies.

This podcast episode has been developed for those who would like to understand how to develop an effective legacy strategy. The episode is being run by Dr Lucy Lowthian who is a Senior Consultant at Legacy Voice and who helps a number of charity clients to develop and implement their legacy strategies. The episode will cover the importance of having a legacy strategy and a breakdown of the planning framework. This includes how to conduct an audit, agreeing the vision, mission and strategic pillars, setting objectives, defining tactics and deciding upon the measures that will be used to monitor the strategic plan. Key learnings from this episode: - Why is s legacy strategy important - What to include in a legacy strategy - How to conduct an audit Click here to subscribe to our email list for exclusive fundraising resources, early access to training, special discounts and more If you enjoyed this episode, don't forget to hit follow and enable notifications so you'll get notified to be first to hear of future podcast episodes. We'd love to see you back again! And thank you to our friends at JustGiving who make the Fundraising Everywhere Podcast possible.

I podcasten TEKNOLOGIOPTIMISTENE møter du beslutningstakerne for de store IT-investeringene i bransjen, personene som leder de mest fremoverlente IT-selskapene, personene som løser de viktigste samfunnsoppdragene og menneskene i investeringsselskapene som muliggjør rask vekst hos IT-selskapene. Menneskeskapte klimaendringer er vår tids største trussel, og det grønne skiftet er avhengig av teknologioptimister.Målet vårt med podcastserien er å gi beslutningstakerne innenfor IT i energibransjen kunnskap for bedre beslutninger.Medvirkende:Mathias Egeland, Senior Consultant, Gritera Advisory Simen Ringdahl, Senior Consultant, Gritera AnalyticsProgramleder: Chul Christian Aamodt, Europower Hosted on Acast. See acast.com/privacy for more information.

Savannah Applegate, Ph.D. is a Senior Consultant at Elanco Poultry Food Safety. Dr. Applegate received her B.S. degree in Meat Science from Ohio State University and her M.S. degree and Ph.D. in Applied Food Microbiology from Texas Tech University. Her areas of expertise are meat and poultry food safety, and she specializes in diagnostics and pathogen mitigation.  In this episode of Food Safety Matters, we speak with Dr. Applegate [1:10] about: The importance of diagnostics for ensuring food safety and implementing effective disease management protocols in the poultry industry Common misconceptions among industry about diagnostics and how to effectively implement diagnostic tests on-farm Key first steps to integrating effective diagnostic testing protocols alongside biosecurity programs The difference between serotyping data versus quantitative data, and the importance of both to determining the effectiveness of Salmonella vaccines for poultry Support and solutions offered by Elanco for collecting and interpreting serotyping and quantification data to improve poultry food safety outcomes. Sponsor Elanco We Want to Hear from You!Please send us your questions and suggestions to podcast@food-safety.com

In this episode of the SMSF Experts Podcast, Shelley breaks down the often-overlooked issue of underpaying a pension in self-managed super funds. While it may seem minor, failing to meet pension payment requirements can lead to serious compliance and financial consequences.To help unpack this complex topic, Shelley is joined by Peter Crump, Senior Consultant in Private Wealth at BDO Adelaide. With over 35 years of experience advising the SMSF sector and high-net-worth clients, Peter brings deep insight into the evolving regulatory landscape and the significant changes recently introduced around pension underpayments.Together, they explore the rules that govern pensions, why even small errors matter, and what trustees need to do to stay compliant in light of the new rules. [03:45] – What is a Pension in an SMSF?[06:00] – Minimum Pension Standards & Why They Matter[08:00] – Consequences of Underpayment[10:30] – Taxable vs Tax-Free Components[12:00] – Are Payments Still Valid if You Miss the Minimum?[13:45] – Why Underpayments Happen[15:15] – Direct Debits & Best Practices[17:00] – ATO Relief: The 1/12 Rule[20:00] – ATO Discretion & Trustee Mistakes[23:00] – Upcoming Rule Changes in 2025[26:30] – Timing & Repercussions of the New Rules[30:00] – Backdating & Legal Risks[32:00] – Auto-Correction Clauses: Useful or Risky?[35:00] – Administrative Challenges for Accountants[38:30] – Software, Tagging & Reporting[40:00] – ATO's Motivation for the Change Follow Shelley: LinkedinFor more episodes and to sign up for the ASF Audits newsletter, please visit asfaudits.com.au

In this three part series, Exile Group CEO Dan Sheriff speaks to Gaby Buck, Founder & Managing Director, GKB Ventures and Chris Leeds, Senior Consultant at UKEF, on the ghosts of export finance past, present, and future. In today's episode, our guests discuss what the export finance market looks like today, and how this could impact the industry's future.

Here's something our CEO Bob Chapman recently wrote in a post on our Truly Human Leadership blog:  The people our leaders lead, they do not “report to” that leader, they are within that leader's span of care. Just that simple deviation from the normal way of phrasing things completely changes the dynamic of the relationship. Per a Google search, the literal definition of “report to” someone is “to work under the supervision of or take instructions from someone who is in a higher position. It implies a hierarchical relationship where the person reporting is accountable to the individual they report to.” But when you talk about being within a leader's span of care, it helps to change the way leaders think. It suggests the sense of responsibility a leader should feel to those they lead. Our children do not “report to” us. Our spouses certainly don't. When we invite someone to join our team, we are bestowed with the awesome responsibility to provide the care and inspiration and support that that precious human being needs to become everything he or she was meant to be. As Bob says here, just a simple phrase like “span of care” can change our perspective as a leader. And this takes us to our conversation today. Chapman & Co. Leadership Institute is Barry-Wehmiller's consulting arm that specializes in helping other organizations unleash the extraordinary in their businesses and their people. They do this by helping those organizations identify, develop, and equip their leaders. On this podcast, Ben Huebner, a Senior Consultant at Chapman & Co. Leadership Institute is going to talk to a couple of leaders from Metlife, who I'm sure you've heard of. Since 1868, MetLife has been of the world's leading financial services companies, providing insurance, annuities, employee benefits and asset management to individuals and institutions around the world. Ben's conversation is with Anna Lavery, Vice President, Market Enablement and Andrea Douglas, Vice President, Regional Business Service & Implementation. The three talk about the work Chapman & Co has done with Metlife for a few years now, mainly with what Chapman & Co calls Truly Human Service and Truly Human Language. Notably, you'll hear the impact using the phrase “span of care” has made in their organization.  

In this three part series, Exile Group CEO Dan Sheriff speaks to Gaby Buck, Founder & Managing Director, GKB Ventures and Chris Leeds, Senior Consultant at UKEF, on the ghosts of export finance past, present, and future. In our first episode, guests reminisce about some of the exciting transactions they were part of in the 1990s, considering how yesterday's landscape encouraged more innovative deals.

In this episode, Cherise is joined by Robin Urquhart, Senior Consultant and Building Enclosure Engineer and Cameron Chorney, Senior Engineer at RDH Building Science. Due to recent events, they discuss a very real and critical subject - Wildfire Resistant Construction and Design. You can see the project here as you listen along.Wildfires pose a growing risk to buildings throughout North America, but wildfire resilience remains an overlooked aspect of building design. RDH is committed to strengthening wildfire-resistant construction through extensive testing, research, and partnerships with governments, industry leaders, and communities.If you enjoy this episode, visit arcat.com/podcast for more. If you're a frequent listener of Detailed, you might enjoy similar content at Gābl Media. Mentioned in this episode:ARCATemy

In this special episode of The Science of Personality, Ryne and Blake interview guests in person at the 2025 Society for Industrial and Organizational Psychology (SIOP) Conference in Denver. Featured guests include:-  Rob Kaiser, President, Kaiser Leadership Solutionso   Topic: Using Hogan in private equity-  Ellen Lovell, PhD, Principal Workforce Transformation Consultant, Perceptyxo   Topic: Trends in organizational wellbeing -  Jessie McClure, Senior Consultant, Hogan Assessmentso   Topic: Trends in organizational wellbeing-  Rebecca Feder, Principal Consultant, Princeton HR Insighto   Topic: Should there be regulations in executive coaching?-  Emilie Seyfang, Consultant, Hogan Assessmentso   Topic: Should there be regulations in executive coaching?

This week on the podcast is part two of our interview with David Holmes. He's an Educational Programming Manager at Candid, where he helps nonprofits and individuals find funding. He also coordinates national trainings and educational programming for the Midwest region.​David returned to Candid in 2015 from a position as Senior Consultant at Grants Plus, writing grants and doing research for a variety of large and small nonprofit clients. In his initial nine-year tenure with Foundation Center, Dave served in various roles including Regional Training Specialist, Interim Director of Foundation Center – Cleveland, and the Director of Capacity and Leadership Development.If you've ever wanted to write a grant, learn where you can find information about grants, or learn more about the grant writing process, you won't want to miss our interview with David!  https://candid.org/

Join Catherine Beare, Regional Director of Business Assurance (UK & Iberia), and Nkiruka Ubah, Senior Consultant, Sustainability at Intertek Assuris, as they unpack the essentials of greenhouse gas (GHG) assurance. From regulatory expectations to real-world implementation, this episode dives into what companies need to know to build trust in their climate data and stay ahead of evolving standards. Whether you're just starting or strengthening your sustainability strategy, don't miss these practical insights from two industry leaders.Presenters:Catherine Beare, Regional Director - Business Assurance (UK & Iberia)Nkiruka Ubah, Senior Consultant, Sustainability, Intertek AssurisFollow us on- Intertek's Assurance In Action || Twitter || LinkedIn.

In this episode of the Happy Women Podcast, hosts Jen Horn and Katie Gorka are joined by Emma-Jo Morris, former deputy politics editor at the New York Post and journalist at Breitbart, now the Senior Consultant at Beck & Stone. Emma-Jo recounts her recent attendance at the White House Correspondents' Dinner and Canadian Prime Minister Mark Carney's visit to the White House. She also delves into the media's handling of the Hunter Biden laptop story. Emma shares her experiences and insights on the media's biases, the implications of the Hunter Biden revelations, and the shifting dynamics in Canadian politics following the election of a new prime minister. Visit today's sponsors: www.cozyearth.com - To celebrate Moms everywhere Cozy Earth is giving my listeners a special promo: 40% off!! Use code HAPPYWOMEN to take advantage of this! Shedeserves the best! www.myphdweightloss.com See omnystudio.com/listener for privacy information.

Three guests join to help navigate the marketing technological swamp, from TrinityP3, Dr Kate Gunby, Senior Consultant, Anton Buchner, Business Director and Adrian Treahy, Senior Consultant. There is no denying that technology continues to significantly disrupt business and particularly marketing, media and advertising. The explosion of digital advertising platforms, the rise of e-commerce, programmatic advertising, the associated big data and now artificial intelligence are all providing challenges and opportunities to marketers in an increasingly complex world. We discuss how can marketers and their agencies navigate this complexity and what are the emerging practices we see to address the increasing demands and expectations being placed on marketers. Listen on Apple: https://podcasts.apple.com/au/podcast/managing-marketing/id1018735190  Listen on Spotify: https://open.spotify.com/show/75mJ4Gt6MWzFWvmd3A64XW?si=a3b63c66ab6e4934  Listen on Stitcher: https://www.stitcher.com/show/managing-marketing  Listen on Podbean: https://managingmarketing.podbean.com/  For more episodes of TrinityP3's Managing Marketing podcast, visit https://www.trinityp3.com/managing-marketing-podcasts/  Recorded on RiversideFM and edited, mixed and managed by JML Audio with thanks to Jared Lattouf.

In this episode of the Happy Women Podcast, hosts Jen Horn and Katie Gorka are joined by Emma-Jo Morris, former deputy politics editor at the New York Post and journalist at Breitbart, now the Senior Consultant at Beck & Stone. Emma-Jo recounts her recent attendance at the White House Correspondents' Dinner and Canadian Prime Minister Mark Carney's visit to the White House. She also delves into the media's handling of the Hunter Biden laptop story. Emma shares her experiences and insights on the media's biases, the implications of the Hunter Biden revelations, and the shifting dynamics in Canadian politics following the election of a new prime minister. Visit today's sponsors: www.cozyearth.com - To celebrate Moms everywhere Cozy Earth is giving my listeners a special promo: 40% off!! Use code HAPPYWOMEN to take advantage of this! Shedeserves the best! www.myphdweightloss.com See omnystudio.com/listener for privacy information.

Medical science is advancing at an astonishing rate. Today we talk with leading expert Eric Topol about two aspects of this story. First, the use of artificial intelligence in medicine, especially in diagnostics. This is an area that is a perfect match between an important question and the capabilities of machine learning, to the point where AI can out-perform human doctors. And second, our understanding of aging and what to do about it. Eric even gives some actionable advice on how to live more healthily into our golden years.Blog post with transcript: https://www.preposterousuniverse.com/podcast/2025/05/05/episode-313-eric-topol-on-the-changing-face-of-medicine-and-aging/Support Mindscape on Patreon.Eric Topol received and M.D. from the University of Rochester. He is currently the Gary and Mary West Chair of Innovative Medicine in the Department of Translational Medicine at Scripps Research. He is also the Founder, Scripps Research Translational Institute, and Senior Consultant, Scripps Clinic, Division of Cardiovascular Diseases. Among his awards are the Hutchinson Medal from the University of Rochester and membership in the National Academy of Sciences. His books include Deep Medicine: How Artificial Intelligence Can Make Healthcare Human Again, and Super Agers: An Evidence-Based Approach to Longevity.Web siteScripps web pageGoogle Scholar publicationsWikipediaSubstackBlueskySee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Today's guest is someone who turned sweet success into a passion for helping others launch their dream businesses. Marc Cole is a Senior Consultant with The You Network, and he's on a mission to guide aspiring entrepreneurs toward the right franchise fit. From B2B gifting to franchise matchmaking, Marc brings heart, clarity, and a deep belief in knowing your ‘why' before making any major move. If you're thinking about business ownership, don't miss this one."

This week on the podcast is part one of our interview with David Holmes. He's an Educational Programming Manager at Candid, where he helps nonprofits and individuals find funding. He also coordinates national trainings and educational programming for the Midwest region.​David returned to Candid in 2015 from a position as Senior Consultant at Grants Plus, writing grants and doing research for a variety of large and small nonprofit clients. In his initial nine-year tenure with Foundation Center, Dave served in various roles including Regional Training Specialist, Interim Director of Foundation Center – Cleveland, and the Director of Capacity and Leadership Development.If you've ever wanted to write a grant, learn where you can find information about grants, or learn more about the grant writing process, you won't want to miss our interview with David!  https://candid.org

In this insightful episode, Scott Stirrett speaks with Annelies Tjebbes, CEO of Roots & Rivers, and Hayley Rutherford, Senior Consultant and Operations Director, about a rarely discussed topic: how entrepreneurs can successfully take extended leaves of absence. Annelies shares her experience taking an eight-month parental leave where she completely disconnected from her business, including the practical "hacks" she implemented to maintain boundaries. Hayley offers the complementary perspective of stepping into an interim leadership role, highlighting the challenges of relationship transitions and the unexpected growth opportunities that emerged. Together, they reveal how a founder's absence can actually strengthen an organization by forcing the decentralization of knowledge, evolving processes, and shifting from a founder-centric identity to a more mature team-based structure. Whether you're an entrepreneur contemplating a leave for parental responsibilities, health reasons, or simply a sabbatical, this episode provides practical guidance on preparation, knowledge transfer, and relationship management.

⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠It's YOUR time to #EdUpIn this episode, brought to YOU by HigherEd PodConYOUR guests are Frank Casagrande, Senior Consultant, & Dr. David Bauer, Director, Casa Grande Institute for Higher Education EffectivenessYOUR host is ⁠⁠⁠⁠Dr. Joe SallustioHow did Frank Casagrande donate his consulting firm to Viterbo University?What unique credibility comes from a higher ed consultancy embedded within a university?Why do faculty compensation perspectives differ across institution types?How does the "margin for mission" approach benefit students at Viterbo?What new services is the Institute developing beyond executive & faculty compensation?Topics include:Understanding compensation structures across higher educationNavigating faculty perceptions of fair compensationCreating appropriate benchmark groups for compensation analysisExploring academic program mix analysis for institutional effectivenessBuilding transparency in compensation decision-makingExpanding into grant evaluation & servant leadership developmentListen in to #EdUpDo YOU want to accelerate YOUR professional development?Do YOU want to get exclusive early access to ad-free episodes, extended episodes, bonus episodes, original content, invites to special events, & more?Then ⁠⁠⁠⁠⁠⁠BECOME A SUBSCRIBER TODAY⁠⁠ - $19.99/month or $199.99/year (Save 17%)!Want to get YOUR organization to pay for YOUR subscription? Email ⁠⁠⁠EdUp@edupexperience.comThank YOU so much for tuning in. Join us on the next episode for YOUR time to EdUp!Connect with YOUR EdUp Team - ⁠⁠⁠⁠⁠⁠⁠⁠⁠Elvin Freytes⁠⁠⁠⁠⁠⁠⁠⁠⁠ & ⁠⁠⁠⁠⁠⁠⁠⁠⁠Dr. Joe Sallustio⁠⁠⁠⁠● Join YOUR EdUp community at ⁠⁠⁠⁠⁠⁠⁠⁠⁠The EdUp Experience⁠⁠⁠⁠⁠⁠⁠⁠⁠!We make education YOUR business!

In this episode, we explore the shifting landscape of DEI with Nikki Davies, a globally recognised DEI strategist, coach, and entrepreneur based in Hong Kong. Drawing from our recent UK HR Trends Report, which revealed a shift in DEI's priority amongst organisations, Stuart Elliott asks: why is this happening—and what does it mean for the future?Nikki shares insights from her 30-year career in coaching and consulting, and how organisations are facing a "day of reckoning"—separating those truly committed to DEI from those who have simply followed trends. We dive into the global trends, the importance of psychological safety, and why sustainable, authentic inclusion efforts—not reactionary ones—will define successful businesses moving forward.We also explore how factors like the US election, demographic shifts, and the rise of AI are impacting DEI conversations, and why resilience and leadership authenticity are more crucial than ever. Nikki offers advice for HR leaders on how to keep DEI embedded within business strategy and how small, consistent actions can lead to real, lasting progress.Who is our guest? Nikki Davies is a former HR executive with MNCs including Morgan Stanley, Credit Suisse, and Prudential plc. She is now the founder of coNEXTion, her consulting and ICF ACC accredited coaching business, serving clients from start-ups to global organisations and is also the Senior Consultant for Pixel Alchemy Collective. A recognised global DEIB strategist, Nikki has over 20 years' experience crafting strategies to drive inclusion, equity, and belonging. She supports executives as a coach and advises organisations on adapting global initiatives to local markets, always aligning DEIB outcomes with strategic business goals.Nikki's approach uses human-centred design to identify systemic challenges and create action-based plans with measurable results, helping leaders build thriving, inclusive organisations. Her impactful initiatives include Diverse Talent Sponsorship Programmes, Inclusive Recruiting, Global DEIB e-learning, Employee Resource Group frameworks, and Inclusive Marketing strategies.Key Timestamps:04:00 - Intro into Nikki Davies 06:20 - Results from our survey11:00 - The shift in the prioritisation of DEI17:39 - Is the shift being seen globally? 22:56 - The emergence of other aspects of DEI30:40 - Impactful DEI initiatives 37:17 - The importance of keeping DEI on the agenda and advice for HR leadersYou can listen to and download HR Insights from Apple Podcasts, Google Podcasts, Spotify and other popular podcast apps. Please subscribe so the latest episodes are directly available! You can also join our HR Community by following us on LinkedIn.Thank you for listening and please do review and rate us wherever you listen!

Two Major ALM Conferences back-to-back … they said it couldn't be done.  Legal Speak believed it … and went there to see it for themselves. For over 20 years, the General Counsel Conference Midwest has been the premier event in the industry.  Delivering key insights and practical solutions that today's general counsel need to manage and better leverage C-Suite relationships, successfully overcome a litigation crisis and do more with fewer resources just to name a few.  For the 2nd year, Legal Speak was there live to bring you interviews with interesting attendees as well as moderators and speakers from various panels from this year's event in Chicago.   In this episode, host Patrick Smith is joined by Kiley Kio, a Senior Consultant of Technology at FTI Consulting.   Host: Patrick Smith Guest: Kiley Kio Producer: Charles Garnar    

In this episode of Gold Rush Hour, Taylor Kenney and ITM Trading President Eric Griffin dig into the hidden warning signs of a dying dollar, rising volatility, and what history tells us about currency resets. With gold hitting new highs and the Fed denying reality, we ask: are we already in the final stage of the dollar's life cycle? Special guest Fernando, a Senior Consultant at ITM, shares his family's experience living through a currency collapse—and what gold did for those who were prepared. If you want to understand what's coming and how to protect yourself, don't miss this one.Questions on Protecting Your Wealth with Gold & Silver? Schedule a Strategy Call Here ➡️ https://calendly.com/itmtrading/podcastor Call 866-349-3310

Nathan's journey reflects a life of service, leadership, and transformation. After 11 years in the military, including time with the 173rd Airborne Brigade and 10th Special Forces Group, he trained forces for near-peer conflict, led senior leader courses for the U.S. Space Force, and helped shape strategy at U.S. Space Command. He later served as a Senior Consultant at Deloitte before transitioning into financial services. Now, through his company Strategic Ascent, Nathan empowers others to grow their wealth, lead with purpose, and live fulfilled lives.Chapter Times and Titles:Introduction and Military Background [00:00 - 15:00]Welcome and introductionsStory of the "Originals" (10th Special Forces Group)Military service backgroundTransition to Wealth Management [15:00 - 25:00]Career transformation storyApplying military discipline to financeBuilding credibility in a new fieldEthics in Financial Leadership [25:00 - 35:00]Importance of ethical practicesBuilding trust with clientsProfessional standardsGrowing the Pie [35:00 - 45:00]Collaborative approach to wealth managementLeadership principles in financeBuilding sustainable relationshipsKey Takeaways and Wisdom [45:00 - End]Lessons learned from military to civilian lifeEthically driven professional practicesFinal thoughts and contact information#10xYourTeam #CamAndOtis #NathanWheeler #SpecialForcesToFinance #EthicalLeadership #MilitaryDiscipline #WealthWithIntegrity #VeteranLeadership #TrustInFinance #ProfessionalTransformation #10thSpecialForces #FinancialAdvisorLife #FromServiceToSuccess #HighStandardsAlways #LeadershipInEveryField #MissionDrivenMindset #WealthManagementWisdomNathan WheelerWebsite: https://www.nathanuwheeler.com/Facebook: https://www.facebook.com/nathanuwheelerInstagram: https://www.instagram.com/nathanuwheelerTikTok: https://www.tiktok.com/@nathanuwheeler

Robbyn Kistler, Senior Consultant in the Social Impact Media Program at KFF, tells us about recent syphilis videos that ASTHO, KFF, and CDC created; Theresa Arriola, discusses the importance of face-to-face interactions at ASTHO's Spring Leadership Forum; ASTHO has several tools that can help your team during National Child Abuse Prevention Month; and an ASTHO webinar on Thursday focuses on how to navigate AI-Enabled Community-Inclusive Preparedness. ASTHO Web Page: Syphilis Testing and Prevention Videos ASTHO Report: Adverse Childhood Experiences Prevention Policy Tool ASTHO Web Page: Actions to Build Capacity for ACEs Prevention  ASTHO Web Page: Adverse Childhood Experiences Capacity Assessment Tool Roadmap ASTHO Webinar: INSPIRE – Readiness – Navigating AI-Enabled Community-Inclusive Preparedness  

Send us a textIf your career is stuck in neutral, maybe it's not your résumé—it's your relationships.In this powerful episode, I sit down with Dominic Imwali, Senior Consultant at Deloitte and founder of DX Consulting, to unpack why genuine, face-to-face connections are the real catalyst for career growth—especially in mid-career transitions.Dominic takes us behind the scenes of his unconventional rise, from a frustrating pandemic moment to an assignment leading global consulting work in Indonesia. As Dominic says, “You don't need to know the right people—you need to become the right person for others to know.”Whether you're aiming for your next promotion, preparing for a pivot, or trying to revive your career momentum, this episode gives you practical, real-world strategies to build a Personal Board of Directors, deepen your network, and approach relationship-building with intention.Key Takeaways:The real secret to career advancement? Authentic relationships—not perfectly timed applications or flawless LinkedIn profiles.Dominic's mid-career mindset shift: How frustration turned into fuel during lockdown, leading him to prioritize exposure, generosity, and connection.Build your Personal Board of Directors: Learn how to identify 3–5 trusted advisors who offer honest feedback, real support, and strategic insight.Networking the right way: Why 1–2 meaningful conversations per week outperform mass LinkedIn outreach every time.From Cleveland to Jakarta: What Dominic's 3-month assignment in Indonesia taught him about managing stress, cultural barriers, and uncertainty.Avoid these common mistakes: Generic messages, transactional asks, and over-automation are killing your networking potential.Where to begin: Start where it's easy—alumni groups, interest communities, and shared values.Connect with Dominic ImwalleLinkedIn | Newsletter Support the showThank you for listening to The Mid-Career GPS Podcast. Please leave a rating and review on Apple Podcasts here. Visit https://johnneral.com/resources to get The Mid-Career Job Search Jumpstart and join The Mid-Career GPS Membership Community. Visit https://johnneral.com to join The Mid-Career GPS Newsletter, a free, twice-weekly career and leadership resource for mid-career professionals. Connect with John on LinkedIn here.Get John's New Mid-Career Journal on Amazon here. Follow John on Instagram @johnneralcoaching. Subscribe to John's YouTube Channel here.

“No one goes to school for fleet management—so if you're in this role, you're already on an unconventional journey. The only question is: what are you doing to bridge the gap?”Drawing on 35+ years of experience and 450+ consulting engagements across North America, Tony shares hard-earned insights into the two major career paths that land someone in a fleet manager seat—and more importantly, the gaps each path leaves behind. Whether you're lacking technical knowledge or strategic business management experience, this episode offers concrete solutions to help you grow into the leader your fleet needs.You'll walk away with actionable ideas—from leveraging CAFM/CPFP certifications to local networking, intentional culture, and even why shadowing your techs might be the best crash course you could ask for.Key TakeawaysTwo Paths, Two Gaps: Shop techs lack management skills; outside hires lack fleet-specific knowledge.CAFM and CPFP: Essential certifications to build business acumen and operational awareness.Intentional Culture: Not fluff—an actual strategy for leading people and improving performance.Invest in Yourself: Books, courses, conferences—no excuses. Leadership is a skill, not a title.The Legacy Factor: Real leadership is measured by how many leaders you develop.Speaker BiosJosh TurleyCEO of RTA: The Fleet Success Company. A third-generation leader, Josh brings passion and practicality to the fleet world. Co-author of The Fleet Success Playbook and champion of intentional culture and leadership development.Tony YankovichFleet Hall of Famer and Senior Consultant at RTA. With 35+ years in fleet and 25 years in consulting, Tony has helped over 450 fleets improve operations. He's a walking encyclopedia of what works—and what doesn't—in public and private fleet management.#FleetSuccess #FleetManager #FleetLeadership #CAFM #FleetTraining #FleetManagement #LeadershipDevelopment #RTAFleet

Source's Natasha Campbell, Principal Thought Leadership Consultant, and Nicola Kostrzewska, Senior Consultant, caught up with Emma Carroll, Head of Content, on the latest episode of our The Future of the Firm podcast.  Natasha and Nicola shared the themes and findings from Source's latest Quality Ratings of Though Leadership report, including:  Being relevant to your target audience isn't just about making your presence continually felt in the market, but also about showing that you deeply understand your clients' current and future—even latent—needs. For firms to improve their resilience scores in Source's Quality Ratings report, they should make sure they are not merely naming authors but are also including biographies that outline their experience and knowledge to boost credibility. There is little transparency about how firms have been using GenAI in their thought leadership—and firms could be making an error here: Our quarterly survey found that clients actively want firms to demonstrate their use of AI. This year's report found that there was less thought leadership made in collaboration with think tanks, universities, or other organisations—but firms would benefit from using partnerships to foster innovation, expand reach, and amplify content.  If you enjoyed this conversation, don't miss our sister podcast, Business Leader's Voice. In a recent episode, we talked to Francine Bennett, Board Member at the Ada Lovelace Institute, about the opportunities and risks of AI for client organisations.

We're excited to share our conversation with Eliza Leoni, Senior Consultant at Decker Communications, who has extensive experience coaching senior leaders on high-stakes communication. Eliza's expertise spans a range of critical areas—from leading presentations to large audiences, managing organizational change, and navigating difficult conversations. In this episode, we dive into the role of narrative in driving change, especially for Executive Assistants. You'll hear how storytelling can shape team dynamics, keep everyone aligned during uncertainty, and help influence without formal authority. This is a must-listen for anyone looking to strengthen their communication skills and make an impact in their organization. Don't miss out on the valuable insights Eliza has to offer!

Aditi's legal career started in the Delhi High Court,As a senior consultant, she provides privacy support.For an LLM, Aditi went back to school,Now, she helps her clients comply with privacy rules!

On this special HIMSS25 recap episode of The Dish on Health IT, host Tony Schueth, CEO of Point-of-Care Partners (POCP), is joined by co-hosts Brian Bamberger, POCP's Life Sciences Lead, and Vanessa Candelora, Senior Consultant and Program Manager of the HL7 Gravity Project. Together, they break down the biggest themes from the conference, covering interoperability, artificial intelligence (AI), FHIR adoption, and the growing focus on improving data quality in healthcare innovation. Find all of our network podcasts on your favorite podcast platforms and be sure to subscribe and like us. Learn more at www.healthcarenowradio.com/listen

In this episode of Digital Workplace Impact, we welcome Oscar Berg, a senior consultant, renowned author, content creator, and speaker with extensive expertise in intelligent collaboration and AI. Oscar joins our host Nancy Goebel in the podcast studio where the topic under discussion is generative AI, the catalyst for intelligent collaboration today and beyond. This episode was inspired by one of Nancy's 2025 predictions for the digital workplace. The prediction sets out the future of intelligent collaboration and how generative AI is transforming team collaboration. During this fascinating conversation, Oscar and Nancy delve into the challenges and opportunities of AI-driven collaboration. Together, they share insights on navigating this evolving landscape to support advanced teamwork. Could generative AI become an extension of your team? Will culture eat AI for breakfast? Why is having a clear goal for AI adoption so essential? And what's the role of the digital workplace leader in all of this? Listen now to this highly topical discussion on intelligent collaboration and its relevance in the rapidly changing digital workplace. (Show notes, links and transcript for this episode.) Guest speakers: Oscar Berg, Senior Consultant at Exobe Hosted on Acast. See acast.com/privacy for more information.

True well-being isn't just about what you do—it's about how you feel, think, and evolve over time. As we continue our conversation with Chelsea Laub and Haley Prophet, they share how their perspectives on health, success, and balance have shifted, revealing the power of emotional awareness, nervous system regulation, and redefining hustle culture. They open up about parenting, generational change, and the importance of prioritizing self-care without guilt. Their journeys prove that growth isn't about doing more—it's about doing what truly aligns with your energy and values. As we wrap up the Things I Wish I Would've Known series, this conversation serves as a powerful reminder that by taking care of yourself first, you create a ripple effect that benefits every area of your life. Key Takeaways: Emotional well-being is just as important as physical and mental health—learning to acknowledge and regulate emotions can lead to greater clarity and resilience. Prioritizing self-care isn't selfish—it's the key to showing up as your best self for your family, career, and personal goals. Hustle culture isn't sustainable—real success comes from balancing ambition with rest, self-awareness, and intentional living. Generational growth is about learning from the past while using today's knowledge and resources to create a healthier, more mindful future. True well-being is ever-evolving—staying open to change and continuously learning allows you to grow in ways you never imagined.   About Haley Prophet: Workplace Well-being Leader - Sr. Engagement Consultant, Wellbeing, Lockton - Speaker & Facilitator, Wellbeing, Haley Prophet LLC With two decades of corporate wellbeing mastery under her belt, Haley isn't just a consultant; she's a catalyst for vibrant change. With a passion as infectious as her energy, Haley champions a holistic approach to cultivating thriving environments within individuals, organizations, and communities alike. Guided by the mantra "live well to thrive," Haley embodies authenticity in every endeavor. She's not just about ticking boxes; she's about igniting transformation. Drawing from a colorful palette of creative strategies, she crafts bespoke wellbeing initiatives that pulse with innovation, seamlessly weaving them into the fabric of company goals, values, and culture. For Haley, resilience isn't just a buzzword; it's a way of life. She knows that true vitality stems from effective energy management, and she's not afraid to shake up the status quo to ensure happier, healthier, and more productive workplaces. Through her dynamic speaking engagements and engaging facilitation, Haley sparks a revolution, advocating for workplaces to thrive when their employees thrive. Her impact speaks volumes. Haley's trailblazing contributions to workplace wellbeing have touched countless lives and she has received multiple awards, recognition, and national honors for such over the years. By nurturing human flourishing, Haley paints a canvas of sustained wellbeing that extends far beyond individuals, permeating entire the ethos of a workplaces with a harmonious energy where thriving isn't just a goal—it's a way of life. Haley is a Senior Consultant at Lockton and a sought-after speaker and facilitator. Certified Workplace Wellness Program Manager Certified Mindfulness Facilitator Certified Resilience &Thriving Facilitator Certified Life &Wellbeing Coach Speaker at local and national well-being conferences; member of industry-specific professional organizations Recognized as a Kansas City Small Business Superstar by the Greater KC Chamber (2023 &2024) Nominee for the Young ATHENA (2022) and ATHENA (2023) Awards. Co-Chair to AdventHealth Living in Vitality (LIV) Conference (2019 &2020) Board Chair for Fore the Kids Foundation E.S.U. HPER Hall of Honor Inductee (2016) 50 Top Wellness Professionals (2016); 100 Top Wellness Professionals (2014)   About Chelsea Laub: Chelsea Laub blends a robust background in Financial Services with a fervent passion for emotional intelligence and personal growth. As an Accredited Enneagram Practitioner and founder of Mingle, Chelsea has influenced thousands of people globally in her work with everyone from entrepreneurs to Fortune 500 companies in finance, healthcare, technology, and more. With a career shaped by strategic insights and a commitment to helping others thrive, Chelsea brings a unique approach to understanding and leveraging motivation. Her work focuses on integrating the Enneagram framework with actionable strategies to enhance self-awareness, integrity, curiosity, and connection to achieve greater trust, collaboration, and success. Driven by the advice, “get to know as much about yourself as possible,” Chelsea is dedicated to helping individuals and organizations realize their potential through a blend of innovation and practicality.   Connect with Dr. Michelle and Bayleigh at: https://smallchangesbigshifts.com hello@smallchangesbigshifts.com https://www.linkedin.com/company/smallchangesbigshifts https://www.facebook.com/SmallChangesBigShifts https://www.instagram.com/smallchangesbigshiftsco   Thanks for listening! Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below! Subscribe to the podcast If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favorite podcast app. Leave us an Apple Podcasts review Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.  

Succession planning is essential for businesses navigating leadership changes due to retirement, promotions, or new opportunities. Erin Hoffman, Partner and Senior Consultant at Collaboration Business Consulting shares key strategies for success. Long-term exit strategies (3, 5, and 10 years) help ensure a seamless transition. Key considerations include: How will the company evolve? Will the current management team remain? Who needs leadership development? Aligning stakeholders—whether family or business partners—is crucial. Addressing emotions like frustration or uncertainty and acknowledging these feelings can ease transitions. A solid game plan should outline financial considerations, role transitions, and leadership development. Regular management meetings and third-party reviews help maintain accountability. Ongoing leadership development and multiple succession pathways provide flexibility. Transparency in succession planning builds confidence and stability, ensuring business continuity through leadership changes. Resources:         221: Future Proof Your Wine Business with Omnichannel Communication Collaboration Business Consulting Collaboration Business Consulting Speaking Engagements Collaboration Business Consulting Resources Vineyard Team Programs: Juan Nevarez Memorial Scholarship - Donate SIP Certified – Show your care for the people and planet   Sustainable Ag Expo – The premiere winegrowing event of the year Sustainable Winegrowing On-Demand (Western SARE) – Learn at your own pace Vineyard Team – Become a Member Get More Subscribe wherever you listen so you never miss an episode on the latest science and research with the Sustainable Winegrowing Podcast. Since 1994, Vineyard Team has been your resource for workshops and field demonstrations, research, and events dedicated to the stewardship of our natural resources. Learn more at www.vineyardteam.org.   Transcript [00:00:00] Beth Vukmanic: Succession planning is essential for businesses navigating leadership changes due to retirement, promotions, or new opportunities. [00:00:13] Welcome to Sustainable Wine Growing with the Vineyard Team, where we bring you the latest in science and research for the wine industry. I'm Beth Vukmanic, Executive Director. [00:00:22] In today's podcast, Craig Macmillan, Critical Resource Manager at Niner Wine Estates, with longtime SIP certified vineyard and the first ever SIP certified winery, speaks with Erin Hoffman, Partner and Senior Consultant at Collaboration Business Consulting. [00:00:37] She explains that long term exit strategies from three, five, even 10 years helps ensure a seamless transition. [00:00:44] Key considerations include how will the company evolve? Will the current management team remain in place? And who needs leadership development? [00:00:53] Aligning stakeholders, whether it's family or business partners is crucial. Addressing emotions like frustration or uncertainty. And acknowledging these feelings can ease transitions. [00:01:03] A solid game plan should outline financial considerations, role transitions, and leadership development. Regular management meetings and third party reviews will help maintain accountability. Ongoing leadership development and multiple succession pathways provide flexibility. Because things are likely to change, transparency in succession planning builds confidence and stability ensuring that the business continues successfully throughout the leadership change. [00:01:29] If you want to be more connected with the viticulture industry but don't know where to start, become a Vineyard Team member. Get access to the latest science based practices, experts, growers, and wine industry tools through both infield and online education so that you can grow your business. Visit us at vineyardteam. org and choose grower or business to join the community. [00:01:48] Now let's listen in.  [00:01:53] Craig Macmillan: Our guest today is Erin Hoffman. She's a senior business consultant and partner at Collaboration Business Consulting. [00:01:59] And today we're going to talk about succession planning. Thanks for being on the podcast, Erin. [00:02:03] Erin Hoffman: Yes. Thank you. [00:02:05] Craig Macmillan: This is part of the SIP certified certification and one that I think is often overlooked and a lot of people don't really understand, but I think it's important no matter who you are. To take this into account. [00:02:15] So let's just start from the very basics. what is succession planning in business? [00:02:19] Erin Hoffman: Great question. Succession planning is really making sure that somebody besides you is available and ready to take on the reins or responsibilities when you leave or when you get promoted. And I think one of the things that people often overlook is they want to take on more responsibilities, but they're not thinking about, okay, if I'm doing that, who am I shifting some of those responsibilities down to? [00:02:42] Craig Macmillan: I noticed you mentioned in terms of also promotion. So there may be actually be some internal things within departments even that this could be important for. [00:02:49] Erin Hoffman: Absolutely. So often we think about succession planning of taking over the business or taking over the reins of the business or managers or leaders departure that can also mean, you know, I think managers, it's important to be thinking about their own promotion or taking on responsibilities as the business grows. [00:03:05] Craig Macmillan: And so why is this an important topic for people? [00:03:08] Erin Hoffman: This is probably the single most challenging issue for managers and leaders of businesses. Something that they often come to us and say, I wish I was more prepared or I wish I would have. Been doing this a few years ago. And it, it can really be a challenge for a business because there's a lot of institutional knowledge that is held within those managers and leaders. [00:03:26] And if they were to leave the business or when they want to retire, where does that transition go? It could take years to really get somebody up and ready. So that's why it's so important to think about. [00:03:36] Craig Macmillan: I'm guessing that this looks different for different types of businesses, different sizes of businesses. How would things be different for a small, let's say, family owned, family run business, as opposed to something that's maybe a little bit larger maybe it's a corporation, still perhaps owned by the family, but maybe a little bit different structure. [00:03:53] Erin Hoffman: Great question. All businesses, it starts with having a long term plan, but let's start with those smaller family businesses. It really starts with taking a look at what is that long term plan when we work with clients, we always look three, five years, and then maybe 10 or beyond what's that eventual retirement or exit plan and starting to align those actions with that. [00:04:13] So I'll give an example of a vineyard that maybe the owner is thinking about retiring in 10 years. They should be starting to think, what does that look like? Do I want it to remain a family business? Do I want management to remain in the business? If so, do I have those people in in place? So starting to think first, what is that long term goal? [00:04:33] And then we can start to work backwards into who needs to be developed or where there might be gaps. [00:04:39] Craig Macmillan: So what does this process actually look like? Like, when a client comes to you how does this actually play out? [00:04:44] Erin Hoffman: Great question. When we work with a client on this we start exactly there, what I, where I mentioned at the long term plan. So asking the leader or business owners, , what is that goal? What is that Long term strategy, not only for yourself and your retirement, but also for the business and what you want that legacy of the business to be and getting really clear on that. [00:05:05] Often there's especially family businesses, but also non family businesses. There's partners. So getting alignment between those partners on what that long term goal is. And from there, then we would make sure that we bring in, it. Potential successors. Often these are family members, sons or daughters bringing them into that process. [00:05:24] Once the owner is clear of what their goals are, , we want to bring in that the successor to start talking about what that looks like and make sure they're also aligned with the goal. [00:05:33] So that's our first step. The couple of things that we run into when going through that process is. Uncertainty of what that looks like for the person that's departing and really working through getting that clarity. [00:05:47] The other thing that we run into quite frequently is the emotions that are tied up in these types of changes. And we work with that throughout the whole process. So when we start, we let. Folks know that they're going to go through some stages similar to the stages of grief when they go through a succession planning process and as they go through that process because they will start to feel frustration or anger or, you know, frustration that the person that they're handing it off to isn't doing it the way they want it or not stepping up. [00:06:16] So there's a lot of different planning, but also emotion that comes into it. [00:06:20] Craig Macmillan: I can imagine this must be a very scary process for a lot of folks, because you're kind of looking at what, oh, wait a minute, like what's going to happen and what's possible to happen. And then there's the question of what's the best outcome. And that's where you're talking about getting the partners and the family involved. [00:06:37] So they're all sharing that same, that same vision. How do you facilitate that step? How do you get the players to kind of come together? [00:06:46] Erin Hoffman: You know, the 1st, as I mentioned, we start with if we're working with a business owner, we start with them because it really is about their desired outcomes and timeline. But we start with individual interviews and talk with each of the key. Individuals, partners key personnel in the business and also potential successors to really understand the motivations and desires, but also the other factors that might be impacting the business, the roles, the talent, et cetera. [00:07:15] So from there, once we have a good understanding and had a chance to hear everybody one on one, we bring everybody together in the decision making team. So this would be like your owners or partners or family and discuss, Hey, here's our findings. Here's where there's commonalities. [00:07:28] Here's where there's some, there may be differences. The first step is getting everybody on the same page with what, we're trying to achieve. [00:07:35] Craig Macmillan: Are these processes normally put into place or started by the leader, the, the owner, the CEO, whatever type of business it's structured as or is there some pressure from folks that see that there's going to be an exit at some point and they're like, Hey I'd like some stability here. I don't want to wake up one day and find out that my entire world has just came crashing down which is, which has happened to me [00:07:59] Erin Hoffman: Surprise. Yeah. Yeah, that's a, great question. And the answer is both. We've had both the , owner proactively come in and say, this is something they've been thinking about. And the successor the most common thing we hear from both parties is, Hey, we've been talking about this for a while and we haven't been able to make any headway. [00:08:18] It's not so much that it's not discussed or , they don't know. It's just. It's been this vague, long term kind of nebulous goal that there's always work to be done, it's always busy, and it doesn't get picked up. So when we talk to folks, either the successor or the leader is saying, Hey, we've been trying to do this and we just haven't seemed to figure it out. [00:08:39] Can you help us? And that's where we come in and we really have a structure to be able to start to Put all the pieces in place. We find that once people have a game plan, they're really good at carrying out the plan. usually business owners only go through this once in their lifetime. So it's really, there's not a blueprint. [00:08:54] Craig Macmillan: And this plan, I'm guessing, takes the form of a written living document [00:09:01] Erin Hoffman: We have a couple documents that we come away with. So the first one is going to be a partnership agreement. So typically. If the plan is to bring somebody into ownership, there's a period of time where and this is again, this is more for ownership. It might not be in for management teams, but if if there is a period of time where there's going to be some co ownership, we want to get everybody very clear on what is the decision making. [00:09:28] What is that going to look like as partners? What's the expectation for that retiring partner? And that the process of how that looks, this is where some of the things can go south or. Okay. Get ugly for families or businesses because nobody wants to talk about the money components of it. But then if there's misunderstandings, they could go south really quickly. [00:09:47] So we get clarity on that. That's 1 document. The other document is we create a milestone document, which is a year over year, or sometimes quarter over quarter plan of these are the shifts that are going to happen in the roles. Here's who's going to take on those responsibilities, maybe even days of the week. [00:10:04] How many days a week is that person going to be working? Maybe they're starting to step back all of that. [00:10:08] Craig Macmillan: So there may be some very specific things in terms of like job description, tasks assigned. Like you said, time allotted. How do you keep track of that moving forward? Because you're going to revisit this year to year. I imagine that these benchmarks need to be hit in order to keep things on track. [00:10:26] How does that process work? You put it on the calendar. Okay, next year on March 1st, we're going to meet and we're going to go over this again. [00:10:32] Erin Hoffman: We definitely want to build in that accountability to the plan because it's really easy to fall back into the habits of just doing it the way you've always done it. We recommend at the very least. That the the leaders are having a monthly management meeting, and this is getting talked about on a monthly basis. [00:10:49] We don't wanna put it in a drawer for a year and then pick it back up. And there should be some some openness to be able to hold each other accountable of, Hey, we're behind track on this, or we need to move forward on this. Uh, So that's, that's one of the things that we recommend. [00:11:02] The other piece. Our team can come in and help or getting somebody that's maybe that third party that , you're setting a meeting with maybe monthly or quarterly, or even semi annually, just to check in of where you're at. Increase that extra accountability of yes, we're sticking to the plan. It's like seeing your personal trainer and having to say you didn't do any of your push ups. [00:11:23] Craig Macmillan: Right, right, right, right. I like that analogy. That's a good one. That's a really, really good one. Accountability makes a big difference. [00:11:30] Erin Hoffman: for sure. [00:11:31] Craig Macmillan: yeah, I've worked on projects around that before. It's fascinating. Just simply saying, I am going to do this to another person goes a long way towards getting that thing done because you, you know, you made a promise. [00:11:42] Erin Hoffman: Yeah, I get a lot of that from our clients of, Oh, Erin, we knew we were going to meet with you next month. So we, we had to sit down and like, you know, knock it out. So it's like just that accountability of. [00:11:52] Craig Macmillan: What are some of the most common mistakes businesses make around succession planning? [00:11:58] Erin Hoffman: It's another great question. , there's a few. I think that one of the biggest ones that comes to mind, especially when it's a family business or an employee to an employer where that is stepping into the leadership. Often discount that person who's stepping into the role, how much they respect the person that's already in that role. [00:12:17] Let's say they're the, you know, the owner in this example. So they, one of the mistakes is that the owner is like, Oh, I'm just waiting for this person to step up. And in the meantime, I'm just going to keep doing the role. Like I've always done. They don't realize that that person under them respects them too much to say. Move out of the way. Let me, you know, I need to do this now. [00:12:37] So they there's a natural kind of deferment and it's even if that person is your parent and it's gonna even, you know, increase that. So really understanding that that's a natural dynamic that's going to happen and that . It's we're having that plan and being able to speak to the plan on a regular basis really comes into play. [00:12:55] So that's probably 1 of , the, the mistakes as I mentioned, talking about it, but not really moving anything forward is 1. [00:13:01] I think the other piece goes back. Into the, that the stages of grief or the emotion that comes in you know, I think it can be really difficult when suddenly feeling like, okay, what is my role in the business? [00:13:15] I hear that a lot from folks that are, even though their goal, they, they have a retirement in sight and that's their goal. There's a definite frustration or confusion of, okay, what now? What's next? And so there's. Tends to be you know, they go through bargaining. We had one client that was I think they were a week away from signing off a hundred percent of ownership to his son and came in and goes, know, I think we could extend this another three or four years, you know, just like, it was like they were working the plan and, [00:13:42] Craig Macmillan: Right. [00:13:43] Erin Hoffman: But it really comes from a place of just that uncertainty and change that people run into. [00:13:48] So I think that's the other problem is when faced with that change in those emotions, sometimes they. Blame the process or the person and not that just recognizing that those are natural emotions. [00:13:58] Craig Macmillan: This is a little bit of a side, but how, how do you advise people around these emotional issues? Because you're moving from being a business consultant into being a therapist at this point. [00:14:07] Erin Hoffman: Yeah, a little bit. [00:14:09] Craig Macmillan: A little bit. A little bit. [00:14:10] Erin Hoffman: I think anybody that's in business and that, you know, deals with people realizes that that's, you know, that's the big component of it is you know, the working with people and , through all the challenges of emotions and things that happen. But One of the best things is knowing, normalizing it, letting people know this is normal and this is going to happen. [00:14:30] It really helps when somebody is going through that, those feelings to just know that they're normal and it's okay. And that they can feel it. It really is a relief for a lot of business owners, especially when they're having a consultant that's gone through it. to say, expect this to happen. It's completely normal. [00:14:49] It really can help just settle everything down. [00:14:52] Craig Macmillan: Without naming names, can you give us an example of a transition? And ownership or management that could have gone better. There's some thought had been put into secession planning earlier. Or at all. I would imagine some folks are coming to you kind of behind the curve on this, from what you're telling me. [00:15:10] Erin Hoffman: Sure. Absolutely. I think of one winery owner that came to us and he said, you know, I, I wanted to retire five years ago at this point he was in his seventies and so that that's always hard because the, the people on his team weren't. You know, I hadn't really started to develop yet. [00:15:29] So , that can be frustrating. And I think that it can be a real detriment to the business if that person just says, you know what, I'm done, you guys have it, you know, like, or I'm going to just sell it. It might not be the outcome that everybody would have hoped for. In this case you know, it worked the plan and it actually did work out well. [00:15:47] And, I went through all of the, you know, some of the challenging emotions, but actually came to us later and said, you know, I'm actually really enjoying, what I'm doing, because he was able to really scale back his role. So it's, it's never too late, but I think it's also never too early. It's always good to start thinking about this and always be. [00:16:04] And know what that long term plan is you know, God forbid unexpected things happen to have another client where, you know, suddenly a you know, two business partners and one unexpectedly was incapacitated and there was no planning, advanced planning, not really a lot of development of other team members. [00:16:21] So it took years for that partner to really sift through all of that, the challenges of building the business back up and, and dealing with that. I [00:16:31] Craig Macmillan: talking to your team, let's say you're the leader, let's say you're the owner and CEO of the company. You've been doing it forever. Like you said, people will tend not to develop unless there's space. To develop into what kinds of advice do you have for folks that are in that ownership, management, leadership to develop their team so that those folks are ready to move up to these new roles. [00:16:59] Erin Hoffman: think it's first starts with intention, so it takes the owner really sitting down and thinking through his or her role and where he'd like to see people develop and get penciling that out and even thinking about who on the team do they see the capability and the desire to develop the next step is really you know, talking to that person, making sure there's buy in we, if we don't want to create a development plan for somebody without getting them bought into that, that's actually what they want. [00:17:28] But then creating that space, I think once, you know, , we've identified some of those skills and responsibilities, we've talked to the person, then it's time to create some space. So really, it, is a little bit of for the owner or. Leader to, you know, sit back, sit on their hands a little bit, let that person take on some of the the responsibilities. [00:17:47] I always use the example of, it's like when you teach your kid to ride a bike. They're going to fumble. They're going to, you know, kind of wobble back and forth. You're going to give them some training wheels, but at no point do you get back on that little pink huffy and say, I can do it better. [00:18:00] Let me just show you how to do it. Right. You've got to, you've got to let them do it a little bit. And ideally, if you're, if you're planning ahead, As you know, any business leader should be thinking forward. You're, you're doing this in advance and building their skills up over time and not just, in a short burst where you need them to develop all at once. [00:18:18] Craig Macmillan: It's better to maybe have some swimming lessons than just to be tossed into the deep end. [00:18:22] Erin Hoffman: Yeah, yeah, exactly. [00:18:23] Craig Macmillan: Yeah, I can see that. I can definitely see that. Are there surprises sometimes that come up and there's one type of situation that I'm familiar with, I've seen before where a winery owner or vineyard owner, , they started all this mid career probably, or maybe even early career with the intention that this would be a family legacy. And then come to find out later on down the road, the family really isn't that interested in carrying on this legacy. That's gotta be a very difficult situation. If you find that you don't have your team, [00:18:59] Erin Hoffman: I, I think the one way to think about it is always have. Multiple roads or multiple plans that are going in the same direction, because it is common that somebody that you're developing decides that that's not for them and they drop out, or the family member decides that they don't want to be in that business, or that an opportunity comes to merge or to sell. [00:19:23] And that it really, you know, it's not what you thought it would be, but it turns out to be a really good solution. one of the things that we always advise is to be . Going in the path that all of these roads work out well, which is really starting to make sure that you're not the only person that knows how to run the business. [00:19:40] So if it's a family member, for example, we've had family members that say, you know what, I'm not really interested in working in the business and some businesses that were able to stay a family business, hire a general manager that was an employee and still sustain that family legacy. That's the one option, but. [00:19:56] it came from that owner being able to start to shift some of those responsibilities to, and create a clear job description of a leader or management team that could run the business. So I think always be prepared for those types of scenarios because we have seen people drop out or plans change. [00:20:15] I had one client just recently where it was an employee purchase and the employee. Kind of the final hour said, you know what? I just, this isn't for me. I don't want to move forward. And they felt like all their plans were for nothing. But they just came back to me. It was about a year later and they said, we have a new employee. [00:20:33] He's great. All of the plans that we've already put in place are. Already in place. So it's, it's already set up for us to start getting this person ready. You always want to be prepared for that. [00:20:44] Craig Macmillan: yeah, that could be exciting for a lot of folks too. I think you may be in a spot where you're in the middle and you're kind of doing your thing and you just don't really see any chance for advancement because. Mom and dad are still running the show and he seemed pretty happy doing that. If there is kind of a, a plan and a vision, I would say of where I can be in five years, I would imagine that probably helped with buy in from the whole team, I would think. [00:21:10] Erin Hoffman: That kind of speaks to another thing that business owners are afraid of, of even talking about this with their team. Oh, I don't want to talk about retirement because I might scare people and they leave, but what we found is the opposite is true. When you're sharing, hey, we're really thinking over the long term. [00:21:25] We have a long term plan. Here's potential opportunities that can be inspiring for folks. People feel more comfortable because they know that there's a plan. Don't make the mistake of being really hush, hush about it because people are more afraid of the unknown than the known. That's the fact that you're thinking about it and making plans. [00:21:42] People will feel good about it. The other thing that's interesting is especially for those family business owners out there. When doing a process like this, we tell people you have to separate the family hat from the employee hat. And because often you started the business family and working in the business is one in the same, but you have to be able to separate like what what's ownership. [00:22:07] And what are those responsibilities and what are the roles and responsibilities of an employee? Like, could I hire a general manager to come in and do these responsibilities? And then what's the responsibilities of that and risk of the owner. [00:22:21] Craig Macmillan: This is very realistic. I can imagine there's some folks who have aspects of their job that they really enjoy and they're really good at. And then if they're looking at new roles, there probably might be some things that they're not so excited about doing. And it's perfectly all right from understanding it to say, hey, this little gap here, we can fill it a different way. [00:22:38] We can meet. What the business needs in a couple of different creative ways of doing it. We don't all have to be scared and freaked out. Let's just be very clear on what it is that you like to do, that you will do, that you can do in the areas where maybe we need some help. [00:22:52] Erin Hoffman: Yep, exactly. We want to really understand knowing what the business need is, and then where people can really fit into a role where they're going to thrive and enjoy it. [00:23:01] Craig Macmillan: This reminds me again, this is from personal experience where there was a transition and the owner wanted to sell. The business and it was a family business and the general manager was family. I was a hired gun. And when he came to us and said, Hey, I want to, I'm going to sell this thing. Both the grandson of myself like freaked out. [00:23:20] We were like, Oh no, we put all this effort into this and it's all going to go away. And he said, no, no, no, no, no. You're part of the package. You are the vineyards and the buildings and all that. Then there's you, you guys are part of what I'm selling because you do such a great job. [00:23:34] Erin Hoffman: Yeah. [00:23:35] Craig Macmillan: Is, is that a real thing? [00:23:37] Like if you, if you're own a business and you're talking to a potential buyer is that buyer going to be interested in who you have and how they work and what your team is like, or is it going to be clean house? [00:23:46] Erin Hoffman: Great question. I absolutely, they're interested. So think about it. If I'm, going to buy a business, number one. If the owner is doing all of a lot of the work and has a lot of the knowledge, and I know that owner is leaving as soon as I buy the business, that's a big risk. So what I don't want is I don't want that owner to be heavily involved in the day to day. [00:24:06] And I don't want that owner to be the sole source of any information, especially about business operations. However, if. That business has a strong management team that have experience, loyalty to the business, knowledge. And when I purchased that business, their knowledge is going to come with that as long, you know, as long as I treat them well, that's highly desirable. [00:24:28] if the owner is heavily involved and there's no management team, then the business is going to be heavily discounted by that buyer, because , there's a lot of work that needs to be done to get that business up and running to the point where it's self sufficient. [00:24:43] Craig Macmillan: Yeah, I've often wondered about that because I I see two models. I see folks that have built up a business, they sell it and then they go to Hawaii and that's it. They walk away. And then I've seen businesses where the, the owner who's selling sticks around for a period of time and usually has a contract that says I will be available for these things for the next so long. [00:25:03] How long is a reasonable transition period? If I'm planning on retiring and I'm like, okay, I'm, I'm good to go. But I got to do this. How much time do I need to think I'm going to be involved? [00:25:15] Erin Hoffman: It's a great question. If it depends on if it's a sale to an outside party or an internal, you know, I think if it's a employee succession, there may be, it's going to be a longer off ramp period. And often it makes sense for that business owner to either stay on as a consultant or an employee for a period of time. [00:25:35] Not only for. The kind of retirement plans of that owner, but also for the benefit of the the business and continuing on that being said if it's an outside buyer, I would say it'll limit it at a year. , it's a real difficulty with maybe the option to renew, but I've seen some owners that have entered into longer contracts with the buyers. [00:25:57] years. And. in some situations that works out, but in some situations that they really start to change because somebody comes in and they're starting to make all kinds of changes to what was your business. You're now an employee after being an owner for a period of time. And honestly, you're kind of ready to go and do the next thing. [00:26:13] So. You think about how long can you work under that that kind of contract situation. Sometimes the financial looks positive, but lot of people are unhappy, especially if it's over a year of doing something like that. [00:26:28] Craig Macmillan: so this doesn't have to stretch out forever, [00:26:29] Erin Hoffman: It does not have to stretch out forever. And honestly, I think that, again, it can be uncomfortable for both parties. [00:26:34] The owner seeing changes and they, you know, maybe that they wouldn't have done. And then the new buyers and they're kind of. Having to be mindful of the owner's feelings about what they might be doing again. There's, there's all different scenarios, but typically when done well as a faster transition that works well, I think still being available to answer questions is like on a per contract or per as needed basis is useful, but not as a, like a contract employee. [00:27:00] Craig Macmillan: right? In all of your experience with this, is there a again, without naming names, is there a really great success story that you've seen? [00:27:09] Erin Hoffman: Yes, we've seen a lot of really great success stories, and we've seen it for different reasons. You know, I give a couple of different scenarios. One was a multi generational business. So they were actually going from 2nd generation to 3rd generation and had. By this point had a lot of family members working in and out of the business and had also some family dynamics and fighting conflict that was happening. [00:27:33] And so by getting really clear on what the expectations of that owner had and versus working in the business and what the requirements were, and really making the requirements for somebody working in the business. You had to fit the job description and qualifications. That was a huge success and really brought that family back together, but also the success of the business. [00:27:54] The other one that we've seen. Success. I mentioned earlier, the owner that, you know, a week before transitioning the business to his son was said, you know, maybe I'll stay on for a few more years they stuck with it. They, they signed it over and the business is thriving. It's, it's continuing to grow the energy of the son coming in. [00:28:16] He's developed a management team under him and. The father is now having, now that he's actually had the chance to go through it, is feeling really satisfied as being an advisor and seeing the success of the business, but not being tied to the business. He was ready to retire. [00:28:32] Craig Macmillan: That's really great. And I hope everybody has that kind of experience. Is there one thing that you would tell folks on this topic? One piece of advice or one insight? [00:28:42] Erin Hoffman: One piece of insight is. We, you know, talked about starting sooner than later, but the other one is, you know, planned for the unexpected. it never goes 100 percent like you think it will. And sometimes I'll explain it like you dump out a puzzle and all the puzzle pieces are upside down. [00:28:57] So you're just taking time to flip over the puzzle pieces and figure it all out. Plan for a few unexpected things to come in there, you know, maybe midway through your finance person decides they're leaving or the loan that they thought the buyer was going to get falls through. There's all kinds of different scenarios. [00:29:13] So I think having that flexibility and knowing that that's part of the process and planning those multiple paths is really important. [00:29:21] Craig Macmillan: That's good. Great advice. Where can people find out more about you? [00:29:25] Erin Hoffman: They can visit our website. It's collaboration llc. com. We're based in San Luis Obispo. We've been on the central coast for over 20 years. So we'd definitely be happy to talk to anybody if they're interested about this topic. [00:29:40] Craig Macmillan: Fantastic. And we will have lots of links and and resources on the show page. So please feel free to check those out. I guess today was Erin Hoffman. She is a senior business consultant and partner in collaboration, business consulting. And I just really want to thank you for being here. This is really interesting. [00:29:57] It's a topic that most people don't think about. [00:29:59] Erin Hoffman: Yeah, great. Well, thank you for having me. It's really great to talk about it.   [00:30:07] Beth Vukmanic: Thank you for listening. [00:30:08] Today's podcast was brought to you by Vineyard Industry Products, serving the needs of growers since 1979. Vineyard Industry Products believes that integrity is vital to building a long term customer, employee, and vendor relationships, and they work hard to provide products at the best prices they can find. Vineyard Industry Products gives back by investing in both the community and the industry. [00:30:32] Make sure you check out the show notes for links to collaboration, business consulting, and their informative blog. [00:30:38] Plus sustainable wine growing podcast episode. 221, future proof your wine business with omni channel communication.  [00:30:46] If you liked the show, do us a big favor by sharing it with a friend, subscribing, and leaving us a review. You can find all of the podcasts at vineyardteam.org/podcast, and you can reach us at podcast at vineyardteam. org. Until next time, this is Sustainable Wine Growing with the Vineyard Team.   Nearly perfect transcription by Descript

In this heartfelt episode of UNSCRIPTED, host Sarah Nicastro sits down with Ged Cranny, Senior Consultant with Konica Minolta's International Service Business, as he reflects on his remarkable 45-year journey in field service on the cusp of retirement. From navigating the evolution of service from cost center to strategic advantage, to insights on balancing technological innovation with human connection, Ged shares candid perspectives on leadership, diversity, and the enduring importance of customer relationships. Whether you're a seasoned service leader or rising through the ranks, this conversation offers valuable wisdom on building successful service organizations while maintaining the 'family feel' that makes field service special.

Welcome back to the Alt Goes Mainstream podcast.Today's episode dives into one of the most topical trends in the evolution of wealth management platforms and their adoption of private markets.We are joined by Tom Cohn and Amita Schultes of Cerity Partners, where they discuss the recent combination of their two respective businesses, Cerity Partners, the $100B+ national wealth management firm, and Agility, a leading OCIO business.Tom and Amita discuss their merger, why there was a need to create customization for wealth investors in private markets, and how bringing on a leading OCIO business takes Cerity Partners' capabilities to a new level as a solutions provider in private markets.Tom is the Chief Solutions Officer and a Partner in Cerity Partners' New York office. He's a member of the firm's Leadership Team. He has over ten years of experience in various investment management roles, previously serving as an Investment Analyst at Spero-Smith Investment Advisors, where he was responsible for due diligence and analysis of third-party managers and assisted in global market and asset allocation research.Amita is a Partner in Cerity Partners' New York office, managing Cerity Partners' OCIO client portfolios. She's a member of the OCIO Investment Committee. Amita brings over 20 years of experience as an investment consultant to bear to the firm. Before joining Cerity Partners, Amita was a Partner and Client Portfolio Manager at Agility, where she served as a voting member of Agility's Investment Committee. Prior to Agility, she was a Partner, Managing Director, and Senior Consultant at Colonial Consulting, serving as an investment consultant for endowments, foundations, and pension plans. She also served as a Senior Consultant at Ibbotson Associates.Tom, Amita, and I had a fascinating discussion. We covered:The why and the how behind Cerity Partners' merger with Agility.How wealth management platforms can balance customization and scalability.Why scale matters in wealth management.How alternative asset managers can differentiate when engaging with the wealth channel.Thanks Tom and Amita for coming on the show to share your views and wisdom on wealth management and private markets.A word from AGM podcast sponsor, Ultimus Fund SolutionsThis episode of Alt Goes Mainstream is brought to you by Ultimus Fund Solutions, a leading full-service fund administrator for asset managers in private and public markets. As private markets continue to move into the mainstream, the industry requires infrastructure solutions that help funds and investors keep pace. In an increasingly sophisticated financial marketplace, investment managers must navigate a growing array of challenges: elaborate fund structures, specialized strategies, evolving compliance requirements, a growing need for sophisticated reporting, and intensifying demands for transparency.To assist with these challenging opportunities, more and more fund sponsors and asset managers are turning to Ultimus, a leading service provider that blends high tech and high touch in unique and customized fund administration and middle office solutions for a diverse and growing universe of over 450 clients and 1,800 funds, representing $500 billion assets under administration, all handled by a team of over 1,000 professionals. Ultimus offers a wide range of capabilities across registered funds, private funds and public plans, as well as outsourced middle office services. Delivering operational excellence, Ultimus helps firms manage the ever-changing regulatory environment while meeting the needs of their institutional and retail investors. Ultimus provides comprehensive operational support and fund governance services to help managers successfully launch retail alternative products.Visit www.ultimusfundsolutions.com to learn more about Ultimus' technology enhanced services and solutions or contact Ultimus Executive Vice President of Business Development Gary Harris on email at gharris@ultimusfundsolutions.com.We thank Ultimus for their support of alts going mainstream.Show Notes00:00 Introduction to our Sponsor, Ultimus Fund Solutions02:05 Guest Introduction: Tom Cohn and Amita Schultes07:32 Merger Benefits and Synergies08:19 Client Services and Customization09:32 OCIO and Wealth Management Integration10:45 Why Partner Now?11:40 Cultural Alignment and Expertise12:38 Amita's Perspective on the Partnership13:16 Wealth Management as Institutional LPs14:23 Cerity Partners' Institutional Approach14:54 Private Markets Evolution16:25 Operational Excellence in Private Markets17:35 Research and Manager Selection20:56 Investment Objectives and Customization22:27 Institutional and Wealth Client Synergies28:16 Access and Long-term Relationships30:06 Customization and Scalability32:20 Educational Component in Client Investments32:36 Framework for Custom Portfolios33:10 Resource Allocation for Customization33:47 Importance of OCIO Business34:16 Next Innovation in Investment Solutions34:38 Turnkey Solutions for Operational Complexities35:39 Model Solutions and Manager Selection36:34 Combining OCIO and Wealth Management Practices37:32 Evolving Structures in Private Markets37:54 Workflows and Technology in Private Markets38:39 Client Experience and Operational Expertise39:37 Defining Private Markets41:13 Importance of Clear Definitions41:54 Role and Goals of Private Market Investments44:15 Partnerships and Mergers at Cerity Partners47:05 Evaluating Investment Managers49:06 Trust in General Partner Relationships51:16 Identifying Manager's Edge53:24 Training and Methodology in Manager Selection55:51 Challenges for Managers with Wealth Channel Capital56:47 Operational Challenges for Smaller Managers58:06 Future Trends in Alternative Investments01:01:00 Conclusion and Final Thoughts Editing and post-production work for this episode was provided by The Podcast Consultant.

In this special HIMSS25 recap episode of The Dish on Health IT, host Tony Schueth, CEO of Point-of-Care Partners (POCP), is joined by co-hosts Brian Bamberger, POCP's Life Sciences Lead, and Vanessa Candelora, Senior Consultant and Program Manager of the HL7 Gravity Project. Together, they break down the biggest themes from the conference, covering interoperability, artificial intelligence (AI), FHIR adoption, and the growing focus on improving data quality in healthcare innovation.HIMSS25 once again proved to be a crucial gathering of healthcare leaders, vendors, and policymakers, drawing nearly 28,000 attendees. Vanessa notes the continued focus on interoperability and trust, with a clear divide between experienced stakeholders refining their strategies and newcomers trying to grasp the fundamentals of FHIR. Brian, a HIMSS veteran, points out that first-time attendees often struggle with the complexity of both the conference itself and the discussions around health IT's latest advancements, particularly AI and its real-world applications.To add perspectives from the conference floor, Tony introduces a series of interviews with HIMSS25 attendees and industry leaders, including Anna Taylor, Associate Vice President, Population Health and Value-Based Care of MultiCare, Erin Weber, Chief Policy & Research Officer, CAQH, Mariann Yeager, CEO, The Sequoia Project, Matthew Holt, Founder/Writer of The Health Care Blog, and Lynne Nowak, Chief Data and Analytics Officer. Each interview provides insights into the real-world implementation of interoperability and FHIR, the evolving use of AI, and how data privacy and governance are shaping health IT strategy.FHIR adoption was one of the topics covered in the interviews. Some, like Mariann Yeager and Erin Weber, expressed optimism about FHIR's expanding role in clinical data exchange, while others, such as Anna Taylor, highlighted persistent scalability challenges and limited adoption for administrative functions like prior authorization. Matthew Holt offered a broader view on data exchange, arguing that while data mobility has improved, the real challenge is how organizations actually use and integrate that information. Vanessa underscores that while FHIR is gaining traction globally, large-scale implementation remains a work in progress. The panel agrees that translating theoretical frameworks into real-world adoption is the next crucial step.AI was another dominant topic, with a mix of enthusiasm and skepticism surrounding its potential. The HIMSS interviewees discuss AI's growing role in streamlining administrative workflows, summarizing patient records, and enabling ambient listening for clinical documentation. However, as Brian bluntly puts it, the “magic” of AI is still far from reality—many tools promise seamless EHR integration but lack the ability to write back into clinical systems, requiring manual intervention. Lynne Nowak and others emphasized that AI's effectiveness is directly tied to data quality—bad inputs will only lead to bad outputs. The consensus? AI has real potential to enhance workflows but cannot replace clinicians, and health IT leaders must focus on governance, usability, and ensuring AI supports, rather than replaces, human decision-making.As the conversation wraps up, Vanessa highlights the critical role of policy and strategic innovation in shaping the next wave of health IT progress. With new regulatory shifts and uncertainty around TEFCA, organizations must stay agile while ensuring that patient privacy, data integrity, and consent management remain top priorities. Brian brings the discussion back to life sciences, stressing the importance of leveraging patient insights and real-world data to drive treatment adherence and improve outcomes.HIMSS25 reinforced that while FHIR, AI, and interoperability remain hot topics, the industry is now at a critical inflection point—shifting from theory to execution. Organizations must filter out hype, focus on data quality, and build scalable solutions that improve both clinical and administrative functions.For those who couldn't attend HIMSS25 or want a deeper dive into what's next for health IT, this episode provides a comprehensive breakdown of the major takeaways. Subscribe to The Dish on Health IT on Apple Podcasts, Spotify, or your preferred platform. The podcast is also available on HealthcareNOW Radio. Full video versions are also available on POCP's YouTube channel. As always, health IT is a dish best served hot. 

This Devotional address with Elder Jorge M. Alvarado was delivered on March 18th at 11:30 AM MST in the BYU-Idaho I-Center. Elder Jorge M. Alvarado was sustained as a General Authority Seventy on April 6, 2019, at age 48. At the time of his call, he had been serving as a high councilor. He has served as a counselor in the Caribbean Area Presidency and is currently serving at Church Headquarters in various councils and committees. Elder Alvarado has served in a number of Church callings, including full-time missionary in the Florida Tampa Mission, ward mission leader, branch president, district council member, mission executive secretary, stake president, Area Seventy in the North America Southeast and Caribbean Areas, president of the Puerto Rico San Juan Mission, and counselor in a bishopric. Elder Alvarado studied management at the University of Puerto Rico in 1992. He has worked as a manager for Sam's Club, regional training manager for Walmart Puerto Rico Inc., and Organizational Development manager/Partner and Senior Consultant for Franklin Covey. Most recently, he worked as an international manager for Self-Reliance Services at Church headquarters. Jorge Miguel Alvarado Pazo was born in Ponce, Puerto Rico, on November 21, 1970. He married Cari Lu Rios in 1992. They are the parents of three children.

First, we talk to The Indian Express' Aditi Raja who discusses the Vadodara accident that has sparked concerns over reckless driving by a law student which claimed a life and left seven others critically injured. Next, we speak to Dr. Suranjit Chatterjee, Senior Consultant of Internal Medicine at Indraprastha Apollo Hospitals about whether or not you need to take the flu vaccine.Lastly, we discuss the detention of the BJP leaders in Tamil Nadu ahead of a planned protest against TASMAC.Hosted by Ichha SharmaProduced and Written by Shashank Bhargava and Ichha SharmaEdited and mixed by Suresh Pawar

Stepping into the unknown can be overwhelming, but it can also be the most rewarding decision you ever make. Our guests, Chelsea Laub and Haley Prophet, open up about their journeys from corporate careers to entrepreneurship, sharing the challenges, mindset shifts, and lessons that have shaped them. From overcoming loneliness to mastering energy management, they reveal the realities of building a career aligned with passion while juggling life's responsibilities. Through resilience, self-awareness, and a strong support system, they prove that growth isn't about avoiding failure—it's about learning from it. If you've ever felt stuck or unsure about your next step, this conversation will inspire you to trust your intuition, embrace change, and surround yourself with people who lift you higher. Key Takeaways: Managing your energy, not just your time, is crucial for success and well-being. Pay attention to what drains you and what fuels you. Entrepreneurship can be isolating, but intentionally surrounding yourself with people who support and challenge you makes all the difference. Instead of fearing failure, reframe it as an opportunity to learn, grow, and build resilience. The people you surround yourself with shape your mindset, motivation, and opportunities. Choose relationships that energize and uplift you. Fear and uncertainty are natural, but recognizing your strengths and trusting your instincts will guide you in the right direction.   About Haley Prophet: Workplace Well-being Leader - Sr. Engagement Consultant, Wellbeing, Lockton - Speaker & Facilitator, Wellbeing, Haley Prophet LLC With two decades of corporate wellbeing mastery under her belt, Haley isn't just a consultant; she's a catalyst for vibrant change. With a passion as infectious as her energy, Haley champions a holistic approach to cultivating thriving environments within individuals, organizations, and communities alike. Guided by the mantra "live well to thrive," Haley embodies authenticity in every endeavor. She's not just about ticking boxes; she's about igniting transformation. Drawing from a colorful palette of creative strategies, she crafts bespoke wellbeing initiatives that pulse with innovation, seamlessly weaving them into the fabric of company goals, values, and culture. For Haley, resilience isn't just a buzzword; it's a way of life. She knows that true vitality stems from effective energy management, and she's not afraid to shake up the status quo to ensure happier, healthier, and more productive workplaces. Through her dynamic speaking engagements and engaging facilitation, Haley sparks a revolution, advocating for workplaces to thrive when their employees thrive. Her impact speaks volumes. Haley's trailblazing contributions to workplace wellbeing have touched countless lives and she has received multiple awards, recognition, and national honors for such over the years. By nurturing human flourishing, Haley paints a canvas of sustained wellbeing that extends far beyond individuals, permeating entire the ethos of a workplaces with a harmonious energy where thriving isn't just a goal—it's a way of life. Haley is a Senior Consultant at Lockton and a sought-after speaker and facilitator. Certified Workplace Wellness Program Manager Certified Mindfulness Facilitator Certified Resilience &Thriving Facilitator Certified Life &Wellbeing Coach Speaker at local and national well-being conferences; member of industry-specific professional organizations Recognized as a Kansas City Small Business Superstar by the Greater KC Chamber (2023 &2024) Nominee for the Young ATHENA (2022) and ATHENA (2023) Awards. Co-Chair to AdventHealth Living in Vitality (LIV) Conference (2019 &2020) Board Chair for Fore the Kids Foundation E.S.U. HPER Hall of Honor Inductee (2016) 50 Top Wellness Professionals (2016); 100 Top Wellness Professionals (2014)  https://www.linkedin.com/in/haleyprophet/   About Chelsea Laub: Chelsea Laub blends a robust background in Financial Services with a fervent passion for emotional intelligence and personal growth. As an Accredited Enneagram Practitioner and founder of Mingle, Chelsea has influenced thousands of people globally in her work with everyone from entrepreneurs to Fortune 500 companies in finance, healthcare, technology, and more. With a career shaped by strategic insights and a commitment to helping others thrive, Chelsea brings a unique approach to understanding and leveraging motivation. Her work focuses on integrating the Enneagram framework with actionable strategies to enhance self-awareness, integrity, curiosity, and connection to achieve greater trust, collaboration, and success. Driven by the advice, “get to know as much about yourself as possible,” Chelsea is dedicated to helping individuals and organizations realize their potential through a blend of innovation and practicality. https://www.facebook.com/chelsea.e.laub https://www.instagram.com/chelsealaub/  https://www.linkedin.com/in/chelsealaub/  https://www.chelsealaub.com/ https://www.evokeeq.com/    Connect with Dr. Michelle and Bayleigh at: https://smallchangesbigshifts.com hello@smallchangesbigshifts.com https://www.linkedin.com/company/smallchangesbigshifts https://www.facebook.com/SmallChangesBigShifts https://www.instagram.com/smallchangesbigshiftsco   Thanks for listening! Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below! Subscribe to the podcast If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favorite podcast app. Leave us an Apple Podcasts review Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.  

In this bonus episode of Recycled Content, guest host and leader in the recycling space, Maite Quinn, President of Re-Colab and Resource Recycling, Inc. interviews Marisa Adler, Senior Consultant at RRS, and Beth Forsberg, Senior VP & Chief Sustainability Officer at Goodwill of Central and Northern Arizona, to highlight Resource Recycling's first-ever Textile Recovery Summit at the Plastics Recycling Conference. The conversation explores the growing importance of textile recovery, the innovative solutions driving circularity in the textile industry, and the role of synthetic fibers in textiles. They also dive into how lessons from plastics recycling can be applied to textiles and the future of recovery technologies. Tune in to hear about exciting new opportunities and initiatives for sustainability in the textile industry, and don't miss the Textile Recovery Summit from March 24th-26th!

Episode Notes: -Served in a wealth of roles within education from teaching, coaching, to administration. -Contract work for curriculum companie and Senior Consultant for Learning Forward -Mentoring Program through Learning Forward- a learning cycle with three parts. 1. Diagnose 2. Coaching Support 3. Monitoring Progress and Reflect -The mentors only goal is to help the mentee grow professionally. You have to communicate effectively through  listening, paraphrasing, questioning, and giving quality feedback. -Work life balance and time management are two big factors that can be barriers for new teachers, as well as big behaviors.  -We can support and retain teachers through the use of a specifically assigned mentor. Also having a good, collaborative team can be a huge difference in morale and make you not feel alone in this difficult job.  -Monthly mentor/mentee check in meetings are also powerful in supporting our newest educators. -This job does not get easier, you just get better - because you have more tools and resources in your toolbox.  -Establish strong and trusting relationships. Develop partnership agreements to foster that strong relationship- sets the purpose of the relationship.  -We assign mentors as soon as is possible. We want to be proactive in building that relationship and that  they are part of a team and a culture.  -Mentor check ins - agenda - and tailor to strategic points in the year to ensure we are checking in and providing support. Your success is our success! -Observation and feedback are essential to growing as an educator. Utilize SMART goals between mentor and mentee. Make it timely and attainable, so the mentee can feel that success in a timely manner. -Coaching is a way to scale your impact, a way to impact more students through educators. Every educator needs a coach.  -If you could fix one thing about this situation, what would it be? If you could wave a magic wand and it would fix the hardest parts of this situation, what would it be? In a perfect world, what would this look like?   Connect with Leslie: -X: @ldhirsh -Learning Forward Consulting Services -Mentoring New Teachers: A Learning Cycle Approach go to LearningForward.org —> Bookstore

Today we are jumping back in time to the beginnings of the PowerTips Podcast.  For the past 20 years, Tim has worked with remodeling companies, large and small, to help improve profits by creating smooth, efficient production systems. As a Senior Consultant and “Master of Production” for Remodelers Advantage, Tim's field and business ownership experience... The post Zero Punch List Production with Tim Faller – [Best of PowerTips Unscripted] appeared first on PowerTips Unscripted.