Podcasts about senior vice

It's the story of a guy on a road trip across the country, checking out America's classic greasy spoons. And the adventure is all about finding the restaurant owners and creative cooks serving up the very best of down-home style food. That's the premise of the hit series Diners, Drive-Ins, and Dives starring everyman chef Guy Fieri. Today we're going to talk with the show's creator, two-time Emmy Award winning food journalist and executive producer David Page. Interview Transcript David, I can't wait to talk to you about the show. But before we dive in and talk about the specifics, how long did the show run and how many episodes were done? My impression it's still on and it's always been there. Yes. I created it in 2006, 2007. I did the first 11 seasons and moved on. And funny story, in the first month of the show we had a couple of strong initial outings. And everyone was all excited thinking maybe this will be a hit. A food network executive called me up to tamp down my expectations and said, look, this is all fine and dandy, but this thing isn't gonna go more than a season or two. There's just not that many restaurants. And you know, to quote the great screenwriter William Goldman whose rule of Hollywood is 'no one knows anything.' I did 11 seasons. It's now in season 40 or something, I think. Holy cow. I could just think of enough restaurants around me to do a couple of seasons worth. So, tell us the origin story. How did Diners, Drive-Ins and Dives come about? Well, I had left a career in network news and moved to the Twin Cities because I thought I wanted to be in business for a public corporation. And I took a job as the Senior Vice president at a home shopping channel, and I was all excited, and I hated it. It was just horrible. I did not want to sell second rate gold jewelry to shut ins. So, I quit, and I opened a production company and began to starve because I wasn't selling anything. Then I called Al Roker, who has a production company and who had technically worked for me, although stars don't work for executive producers in the real world. When I was the co-producer of the Weekend Editions of the Today Show. Al was on the weekend show at the time. He hadn't yet moved up to the big show. And I said, hey, Al, I'm starving. You got any work you could throw me? And he said, yeah, I'm doing a lot of stuff for the Food Network. I'll subcontract some of it to you. Which was good for both of us. I got to work, and Al got to take a cut without doing anything. So, that hooked me up with the Food Network. I started working for them and Al and I both knew I wasn't gonna get rich doing a pass-through deal, so I started pitching them directly. And I was getting nowhere. There was this very nice development exec who would talk to me on the phone. And everything I proposed she would shoot down. And one day I'm on the phone with her and we're going through a pitch call and I'm proposing this and proposing that, and she's saying, no, no, no. Finally, the Food Network had asked Al to do a documentary on diners and the history of diners and such. And Al had subcontracted it to me. So, this development exec had a frustration and I think pity for me and finally said to me on this call, don't you have another thing on diners? And I immediately, I said, oh, absolutely. I'm developing a show called Diners, Drive-Ins and Dives. And I told her all about it. And this was like late on a Thursday or Friday afternoon. And she said, 'you know, that sounds good. We have a development meeting Tuesday. Get me a writeup on Monday.' And I got off the phone elated because it was the first time she'd expressed interest in anything. But also, I'd kind of put myself in a jam because I was not developing a show called that. I had literally pulled the title out of thin air. Or a body part, depending upon how scatological you want to get. And that gave me the weekend to try to put a pitch together. So, this was in the old days when you didn't email people, you called them. I did as much research as I could, and I started calling restaurants around the country. And on Monday I sent her a pitch for a one-hour special with, I think, it had seven restaurants in it. And, they had their meeting on Tuesday and here here's, you know, you get lucky. Guy Fieri had just won their second Food Network Star competition. Back then they naively believed that that contest was gonna generate them a new star every year. Someone who would be a big deal for it. In fact, Guy is the only one who ever made it and, when I'm drunk and immodest, I take a lot of credit for having taught him how to make it. But he has immense natural talent. Anyway, they wanted to make Guy a star. And they were trying to get a primetime show for him. And big deal, major league production companies had been asked to come up with proposals, which had not come back yet. They figured, what the hell, let's do a special with Guy just to keep on the air so people wouldn't forget about him. So, they picked up this special from me. It was gonna be a one-shot deal. We did it. I think they were kind of stunned by how well it did. And then something really great happened for me. They looked at the proposals from the big boys and didn't like them. And they were kind of stuck. They were desperate to get Guy on the air in prime time. So, they figured, well, you know, let's pick up a very short season of this thing. And they bought, I don't know if it was eight or 10 episodes, but they committed to that. And very quickly, we became a hit and off we went. It's an amazing story. So many people have seen so many episodes of that show. But nobody would have any idea that's how it got started. It's wonderful to hear about that. Once you got going and got your feet on the ground with this, what were you hoping to accomplish through this show? Well, look, TV's about storytelling. I've been a storyteller, hell, for 50 some odd years now as a mostly broadcast journalist. You learn, if you're any good, that the best stories come from and are about people. I conceive this not as a food show, but as an opportunity for the viewer to meet really cool, passionate people doing something they cared about. You know, independent restaurant owners make a buck 3.80 at best. They're passionate about making good food. If they're any good. They're often trying to keep family legacies alive. And more than anything else to succeed in the food biz you gotta wanna serve people. You gotta wanna make people happy. So, I went out to document the stories of some of the coolest people in America. Now, it was in the food world, which is a world of shared experience. We all eat. Most of us have favorite foods. Most of our favorite foods are the kinds of foods that I featured on Diners. TV is about one thing: hanging out with someone you want to hang out with. That's why Tom Selleck remains a star; whatever crappy TV show you put him in. That's why for your older audience, Tyne Daly kept getting series after series, or James Garner. There are just people you want to hang out with and that's all television is. Guy is someone people want to hang out with. His personality comes through the screen in a particular way. And you know, I said earlier, frankly or implied, that I taught him a lot about how to make TV. I did, but that's because at heart, he is the most naturally talented performer I've ever worked with in 50 years in the business. And was brilliantly able to soak up anything he learned along the way. I mean, it's like a chef. If you're a good chef, a better chef can make you better. But if you're not a good chef, you'll never be a good chef. To be good on TV, you have to have it. I can't define IT, but to quote the Supreme Court justice about pornography, I know it when I see it. And Guy has IT. So basically, this show put together people you wanted to hang out with and brought them into your living room or your bedroom or whatever room you watch in. The show is very compelling and you're right, you get to know the chefs, the restaurant owners in these little places, and there's something wonderfully wholesome about it. It's so good that you came up with this idea. You know, I was reminded as you were talking about a conversation you and I had when we first got to know each other by Zoom a few weeks ago. And I was mentioning I was going to do a self-guided drive called the Blues Triangle Tour. Starting in Memphis going down to Tupelo, over to Mussell Shoals, ending up in Nashville. And immediately you started telling me about places I needed to go. You said, oh, there's this wonderful place in Memphis. It's down an alley and down these stairs. Yeah, the rendezvous. Yes. They have the best Memphis dry rub ribs. I thought, oh my God, I'm, I can't tell you how grateful I am for that recommendation. Well, did you go? I'm going plan my trip around that. And then as I was reading your book, Food Americana, which we've discussed in a separate podcast, you mentioned the hot wings in Nashville. You mentioned former Mayor of Nashville, Bill Purcell, who was an inspiration for the hot wing festival they have there. Well, I happen to know him. And because our professional paths intersected around some health and wellness things, and he's a wonderful guy. So, you inspire me to get back in touch with him. You know, I wrote to him, I said, I'm going to be in Nashville. Let's go out for some hot wings. You know, at the place where they were invented. How wonderful is all this? Well, the story behind them is phenomenal. Apparently, the guy, Prince I guess was his last name... he was not a real faithful husband or boyfriend. I'm not sure if he was married to the woman. But he came in one night after gallivanting around and told his partner, told apparently, didn't ask, to make him some wings. And she was so teed off at him that she made them hotter than hell and he liked them. And you know, an industry is born. Or so the story goes. That's so interesting. Tell us some of your most memorable experiences doing the show. And some of the places you were, the people you met. There must be so many that stand out and you did so many. But give us a few examples. Well, I understand I kind of lost out on part of this after the first season. I, I was back at home base putting the show together. So, okay, my in-person experiences were somewhat limited. Although I made some phenomenal friends in the course of it. Louie Miller's Barbecue in Taylor, Texas. Which, I visited. It's a legacy joint. Opened 80 some odd years at this point in a converted, they always include the word girls, a converted girls basketball gym in this small town in Texas. And when we went to shoot there, Louis Miller had passed away. His son Bobby was running the place. Bobby has now passed away and his son Wayne has the place. But I just fell in love with Bobby, who was, mm-hmm, dry as a bone and hilarious. I mean, Guy says to him, well, what are you gonna cook these over? You know, expecting post oak or mesquite. Bobby looked at 'em and said, wood. I said, oh, so that's how it's gonna go. And, and that's how it went. Now we started at three in the morning. That's when they start the fire. And, you know, we're in the middle of an interview in front of one of the pits, which was at that point, I don't know, maybe 60 years old. And without looking, without checking, Bobby turns around and starts moving briskets from one part of the pit to the other. And either I or Guy said, why are you doing that? How do you know to do that? He said they needed it. It's that kind of innate understanding of his food, his technique, the pit - which had a personality of its own - and he understood it. It was just extraordinary. It's the best barbecue I've ever had. The brisket there is extraordinary. It's unbelievable. They make their own sausage, out of bull meat. You know, again, food of the poor. Barbecue started as a way to salvage tough cuts and meat that was going bad in Czech and German owned butcher shops in central Texas. It was all about making do and the argument has allegedly been that bull meat has a better chew. BS. Once the old Bull was done siren, you had to do something with 'em. Grinding them up into sausage was efficient. And I, I mean, it's fascinating what you learn along the way. Bulls are kinda lean. So, when you make sausage outta bull meat, you actually add fat. That you've taken from other animals to get the right mix. Their sausage is amazing. It's the finest barbecue I've ever had. There's a place in West Lafayette, Indiana, called the Triple XXX Family Restaurant. They added family restaurant to it 'cause when it was just the Triple XXX Drive-In, they used to get phone calls, yeah, from people asking what time the next show was. And the married couple that owns it, they started going there when they were in high school dating. His father owned it at one point. It's basically a burger joint, but much more than that where they make the burgers out of steak. They name the burgers after star athletes from Purdue University right down the street. And they just, their, their love for the business, their love for the community, it's just something really, really special. And, you know, Wayne Miller's become a friend. They've become friends. It, it, it's a delight to see. there's a barbecue joint in Lexington, Kentucky. And I know Lexington because when my daughter was in high school, she was a competitive equestrian. And, Lexington has a pretty big deal horse show every year. And we would go there, and she actually ribboned there. She was damn good at it. But there was a barbecue joint that I found there. I didn't find it on a trip there. I mean, my research department found it. And their specialty was, as is the case in that part of Kentucky, mutton. And we sent a crew down there and Guy and did a segment with them. Like the next year when we were in Lexington, I took the family there and we had dinner. And it turned out I couldn't go there very often because they wouldn't let me pay. And they would just fill the table with all this food because as it turned out, they told me that being on Diners saved them from going bankrupt and shutting down. And I found out that we actually saved a bunch of restaurants, which was not our intent. But I'm damn glad it happened. And by the way, if you've never had mutton barbecue, you gotta go for it. It's fabulous. You know, when you were talking about Texas barbecue, I don't think I've ever come across barbecue I don't like. And, you know, North Carolina has its own distinctive barbecue, and Kansas City and Memphis, you know, all that. But by far my favorite, and I shouldn't say this because I live in North Carolina, but it's Texas barbecue, just like you said. Well, I think we're talking central Texas barbecue because... Yes. In Southern Texas, there's a Mexican style of barbecue, in Southeastern Texas there's the kind of barbecue you're used to because there was an African American migration from the Southeast into that area, so they're making pork. But yes, central Texas barbecue is second to caviar and hallava. Probably the third best substance on earth. Oh my God, I totally agree. I have a good friend in Austin, so I've been down there and I've gone to Lockhart and, you know, Austin and places, and you're right, that Central Texas barbecue is just unbelievable. It, it hijacks every atom in my body. And, and what's incredible about it is in most cases. There's no sauce. No, I was just gonna say... that it's only with salt and pepper. You don't... the meat is so good. Yeah. You don't want to besmirch it with sauce. No, no. At other places you need sauce because the meat's not that good to begin with. Oh, it's just absolute heaven. And again, it was born of a need to do something with bad meat. And, and by the way, interestingly enough, you know, unlike North Carolina barbecue, which was born of whole animals, this kind of barbecue was impossible until the meat cutting industry was born. And pieces of beef were being shipped that were not whole carcasses or half carcasses. This old form of food is actually also a modern form of food that couldn't exist until the industrial age began treating beef differently. You know, I'm dying to make a trip down to Austin, use that as a base and do nothing but barbecue for about three or four days. I don't know if the body can tolerate that, but, oh... Oh sure it can! But I'm going to find out perhaps. Well, you know, there's three Michelin star barbecue joints in Austin now. I interviewed the owner of La Barbecue, which has a Michelin star who was actually married to a woman who is a descendant of Louis Miller's family. And she unfortunately passed away. Her widow runs the place alone now. But they're doing some remarkable stuff. And of course, there's Franklin's, which is famous, which I've never been to. But oh, Obama was the only one allowed to cut the line there. Yeah, I wasn't, I had to stand in line a long time. How good was it? Unbelievably good. I mean, you go up and, you know, Aaron Franklin was there at the counter chopping up the brisket and asked which part you'd like. And you just don't... sauce belongs nowhere near it. The meat is just so tender, so beautiful. But it does raise a definitional issue. He was one of the first to use prime beef. Is that cheating? Barbecue's goal is to make the most out of the least. I don't know. If it's good. It's good. Okay. Cheating or not? It's really good. Okay. Just checking. So, let's get back to food television. Social media has come into the picture, since you began doing the Diners show. How has that changed things? And is TV still the predominant place people are learning about food or is it social? How do the two interact? Where does that work? I think it's mostly social media these days.I mean, look, TV evolved. Food TV evolved into two things. Truly beautiful paeans to food and chefs done generally on streaming channels. And they're fine. They're good. A bit, too dreamy for my taste. They take you out of the real world of your shared experience, but that's okay. I, I like going to museums and looking at pretty pictures. What troubles me is that so much of food TV turned into competition shows and BS reality shows. They glorify, you know, Gordon Ramsey's a great chef. I doubt he runs his real kitchens the way he screams and yells on that show. And given the toxicity in the restaurant kitchen culture, that got a spotlight a few years ago and is still, you know, it hasn't been eradicated. I'm not in love with the glorification of screaming and yelling. But the Bear has the same problem. I mean, this 'yes chef' mentality but it's still the French brigade system and an awful lot of the chefs I enjoy talking to these days will tell you, you don't have to do that. But I think the impetus in food as an audio-visual medium. Or food presented as an audio-visual medium is very much social media [these days. And you know, on the one hand, that's fine. The more interest there is in food. Hopefully the more people may sample my podcast Culinary Characters Unlocked. Look for it wherever you get your podcasts. But look, I confused the folks at the Food Network by insisting that my show be completely factual. You know, if they would ask me to stretch a point or something, I would say no. I held it to the same standards that I held all the reporting to when I was the senior investigative producer at 2020. I believe you should tell the truth. Well, social media doesn't give a damn. Most food shows, frankly, don't give a damn. But you've got influencers who have their own agendas. Who are wheedling free meals out of restaurants. I mean, why the hell glorify to buy chocolate? It's a goddamn chocolate bar, but it's 20 bucks. That's ridiculous. Food has been turned into a designer, accoutrement. It's, you know, it's a YSL designer bag. That doesn't make me happy. But then again as a society it's harder and harder to get people to be interested in actually learning stuff. They wanna be titillated, they wanna be shocked, they wanna be amazed. And look, teaching people stuff or imparting information doesn't have to be broccoli. I believe, frankly, one of the things I'm proudest of is that Diners, while entirely factual, was entertaining as hell. You can do both. But there's no code of honor or honesty or obligation among anybody picking up a camera and going on social media and saying, look at this. Where could it go? How could it be better? Well, don't take money or free meals to go pump places up. Have some expertise in what you're analyzing. I mean, criticism's fine, but if you don't know what you're talking about, the criticism is not valid. And I look to food critics to guide me toward where I want to go and eat and what I should like and help me broaden my palate and my understanding. Is it entertaining? Yeah, fine. It's okay. But again, I'm a grumpy old man telling kids to get off the shed. So David, you know, I'm really grateful you joined us today because the Diners, Drive-Ins and Dives is such an important part of American food television history. And it's amazing to hear how it got started and where it went and your vision of how things could be better. But boy, it's just fun to talk to you about food in general and places to eat and the people. And it is just this wonderful world of connection, isn't it? It, it is. And for example, this conversation, Kelly, I didn't know you till we started talking about doing this podcast, and now you're a new buddy. I love talking food with you. BIO David Page is the President and Executive of Page Productions. He is a two-time Emmy award winning Executive Producer with a focus on culinary projects and a special expertise in creating entertaining and engaging programming that combines the highest production values with the richest storytelling. Page is best known for creating the Food Network hit Diners, Drive-Ins and Dives and executive producing the program for eleven seasons. He is also an author, having written the book Food Americana about the evolution of American cuisine. And he is now producing and hosting the podcast Culinary Characters Unlocked, featuring entertaining but substantive interviews with important people in the world of food. 

This week's Open Mic guest is Ben Kruger, Senior Vice-President at Roeslein Renewables.  The International Maritime Organization is set to vote on policy that would embrace greater use of renewable fuel in the global shipping industry. Kruger says this move would present a tremendous opportunity for the domestic renewable fuel industry and biodiesel from soybeans and other sources. Kruger says a positive vote by the IMO and steps by Washington to pursue the opportunity could bring $5 to 10 billion dollars to the rural economy. 

Welcome to the CanadianSME Small Business Podcast, hosted by Maheen, where we explore the strategies and insights empowering Canadian entrepreneurs. Today, we're highlighting TELUS's “Stand With Owners” program, a powerful initiative dedicated to supporting small and medium businesses across Canada. Recent trends emphasize the importance of technology and support in helping businesses thrive in a digital world.Joining us today is Katherine Emberly, Senior Vice-president & President of Small and Medium Business at TELUS Business Solutions. Katherine leads a passionate team focused on leveraging TELUS' world-leading networks and technology to help business owners and their teams succeed. We'll discuss the Stand With Owners program, including this year's contest, and TELUS's broader commitment to Canadian small businesses. Let's dive in!Key Highlights:1. The TELUS "Stand With Owners" Program – Empowering Canadian Entrepreneurs: Katherine will share details of the 2025 contest and what TELUS is looking for this year. She'll explain how Canadian small business owners can participate in this impactful program and how TELUS is investing over $1 million into small businesses.2. Digital Tools and Resources for Small Businesses: Katherine will discuss the digital tools and resources offered by TELUS to help small businesses leverage technology and succeed in today's competitive environment, beyond the contest.3. TELUS's Strategic Commitment to SME Success: Katherine will explain how TELUS's “give where we live” philosophy and mission to leverage technology shape the company's strategic approach to supporting Canadian SMEs and empowering their growth.4. Key Trends in the Canadian SME Landscape: Katherine will share some of the key trends she's observing in the Canadian SME landscape and how TELUS Business Solutions is adapting its offerings to help these businesses thrive in a rapidly evolving digital future.Special Thanks to Our Partners:RBC: https://www.rbcroyalbank.com/dms/business/accounts/beyond-banking/index.htmlUPS: https://solutions.ups.com/ca-beunstoppable.html?WT.mc_id=BUSMEWAGoogle: https://www.google.ca/A1 Global College: https://a1globalcollege.ca/For more expert insights, visit www.canadiansme.ca and subscribe to the CanadianSME Small Business Magazine. Stay innovative, stay informed, and thrive in the digital age!Disclaimer: The information shared in this podcast is for general informational purposes only and should not be considered as direct financial or business advice. Always consult with a qualified professional for advice specific to your situation.

Jean-Philippe Gillet, senior vice-président, media, mobilité et réseaux d'Intelsat, était l'invité de François Sorel dans Tech & Co, la quotidienne, depuis le Mobile World Congress à Barcelone, ce mardi 4 mars 2025. Il a abordé les activités et les défis qui attendent Intelsat, le deuxième fournisseur de services de télécommunications par satellites, sur BFM Business. Retrouvez l'émission du lundi au jeudi et réécoutez la en podcast

Karine Havas commence par revenir sur son expérience de sportive de haut niveau. Par la suite, elle décrit son parcours universitaire aux Etats-Unis en nous indiquant qu'elle avait toujours eu cet objectif d'intégrer un grand groupe. Par ailleurs, elle nous explique ce qu'est Bureau Veritas, une entreprise spécialisée dans le test, l'inspection et la certification de produits et services divers. Enfin, elle nous partage son point de vue sur l'exercice du leadership au sein des multinationales.Hébergé par Ausha. Visitez ausha.co/politique-de-confidentialite pour plus d'informations.

Mr. Rabindra Mishra is an ex-journalist, writer, poet, and politician. Currently, Mishra is the Senior Vice-chairman of Rastriya Prajatantra Party, after having resigned as a general member of Bibeksheel Sajha Party in September 2022. In this Podcast he talks about different crisis in Nepal, Education System, Political Ideologies, Federalism, Monarchy and much more. He also shares his poems on Death and Hope. GET CONNECTED WITH MR. RABINDRA MISHRA: Instagram: https://www.instagram.com/rabindramishra.official/?hl=en X: https://x.com/rabindramishra?lang=en Facebook: https://www.facebook.com/rabindramishra.official/

Dr. Charles W. Smith is the recently elected president of the University of Mobile. Prior to his presidency, he served as the Senior Vice president for Institutional Relations and Assistant Professor of Christian Leadership at Midwestern Baptist Theological Seminary and Spurgeon College in Kansas City, Missouri. Smith co-founded the “For the Church” Institute and Conference, which provides free resources and online classes to thousands of students around the world. Smith and his wife Ashely are from Montgomery, Alabama, and have three daughters.

Kay Pfeiffer, Senior Vice-president for TrueLifeCare (https://truelifecare.com/), joins Jeremy Reymer and discusses the importance of awareness, education, and action to address the increasing epidemic of diabetes in the trucking industry. Special thanks to the show's sponsors! The National Transportation Institute Career Now Brands Carrier Intelligence Infiniti-I Workhound Asurint Transportation Marketing Group Seiza Drive My Way F| Staff Trucksafe If you're interested in joining the show or being a sponsor, please email jeremy@takingthehireroad.com. Follow the Taking The Hire Road Podcast Other FreightWaves Shows Learn more about your ad choices. Visit megaphone.fm/adchoices

Kay Pfeiffer, Senior Vice-president for TrueLifeCare (https://truelifecare.com/), joins Jeremy Reymer and discusses the importance of awareness, education, and action to address the increasing epidemic of diabetes in the trucking industry. Special thanks to the show's sponsors! The National Transportation Institute Career Now Brands Carrier Intelligence Infiniti-I Workhound Asurint Transportation Marketing Group Seiza Drive My Way F| Staff Trucksafe If you're interested in joining the show or being a sponsor, please email jeremy@takingthehireroad.com. Follow the Taking The Hire Road Podcast Other FreightWaves Shows Learn more about your ad choices. Visit megaphone.fm/adchoices

Welcome to Episode 8 of the Curious Refuge Podcast! Our guest today is one of the most accomplished people we've ever had the pleasure of chatting with on the podcast. Renard T. Jenkins is a senior executive in Hollywood and the current president of the Society of Motion Picture and Television Engineers (also known as SMPTE ) and on the board of the Hollywood Professional Association. Renard has two Emmy's and a Peabody among other awards. The Television Academy awarded him the innovator of the Year award for 2017. Renard has worked in various leadership capacities around the industry ranging from Senior Vice president of Integration & Creative technology series at Warner Brothers all the way to VP of operations, engineering, and distribution at PBS. He also holds degrees and certifications in various executive and technological fields from schools like MIT, UC Berkley, Cornell, & Florida State. Helpful Links: Join Our Newsletter for the Latest AI Filmmaking News: https://curiousrefuge.com/ Our AI Filmmaking Course Starts Soon: https://curiousrefuge.com/ai-filmmaking Check Out AI Advertising: https://curiousrefuge.com/ai-advertising Renard's LinkedIn: https://www.linkedin.com/in/renardjenkins/ Loose Ends: https://curiousrefuge.com/ai-film-gallery//loose-ends-an-ai-short-film

This week on In The Growth Space, David is Joined by Dan Zugell to discuss the topic of Employee Stock Ownership Plan (ESOP) which can bring enormous benefits to all parts of a company, especially when implemented correctly. Dan is a Senior Vice president at Business Transition Advisors, which is dedicated to assisting owners of closely held businesses with their business succession & liquidity planning objectives. Dan's experience includes the formation of MetLife's ESOP program and as a Director of MetLife's Institutional Specialized Benefit Resources division. Since 1998, Dan has emerged as a national presence on ESOP matters as a frequently published author and featured speaker.   In this episode, you'll hear David & Dan discuss: Understanding & Exploring ESOPs Leveraging ESOPs as an Exit Strategy The Community and Legacy Influence of ESOPs Empowering Family Businesses Connect with Dan the ESOP man here! Or call him - (724) 766-3998 Click here for access to my free ebook Check out https://www.davidmcglennen.com/podcasts/in-the-growth-space-2 for links, transcript, and more details  

Dans ce nouvel épisode de Demain Vous Appartient, Claire Perset reçoit Barbara Sessa, Senior Vice-présidente de Mastercard, société internationale spécialisée dans l'industrie des paiements. Après avoir occupé des postes dans le Marketing digital au sein de plusieurs entreprises, elle rejoint Mastercard en 2008. Elle y gravit les échelons, et est aujourd'hui responsable pour l'Europe de la mise sur le marché de solutions de paiement pour le grand public. Elle accompagne également des banques et des fintechs dans le développement de leur business, et elle est à la tête du réseau de femmes de Mastercard, le Women's Leadership Network. Dans ce podcast, Barbara Sessa nous explique les actions menées par Mastercard pour favoriser l'inclusion financière et comment déconstruire les stéréotypes dans le monde de la finance. Ardente défenseure de l'indépendance financière des femmes, elle souligne l'importance de briser les tabous entourant l'argent, encourage les femmes à prendre en main leur éducation financière et faire en sorte qu'elles s'intéressent davantage à l'investissement. Elle nous parle de l'importance des réseaux féminins et des rôles modèles au sein de l'entreprise et de la société en général. La bonne pratique qui change la donne selon elle ? Faire en sorte que les femmes et les hommes perçoivent le même salaire lorsqu'ils occupent un même poste.

In this episode we are joined by Paul Coyne, Senior Vice president and Chief Nurse Executive, Hospital for Special Surgery, and Ryan Donohue, Strategic Advisor, NRC Health, as we explore consumer & caregiver perspectives on artificial intelligence, from in-room patient monitoring to AI-powered care searches. Can technology enhance human care or replace it? Join us as we navigate the ethical crossroads of AI and its impact on the future of health.This episode is sponsored by NRC Health.

Donor Advised Funds (DAFs) are on the rise in the United States. Andrea Rush joins us to share her expertise as the Senior Vice president of philanthropic solutions for the National Philanthropic Trust, one of the oldest and most established DAF institutions. Andrea explains the benefits of DAFs and why they are increasing in popularity She also addresses the criticisms surrounding DAFs. Episode Highlights:The growth of DAFs and why they are popularAddressing criticism Surrounding DAFsTypes of DAFsFuture trends for DAFsAndrea Rush Bio:Andrea Rush is Senior Vice President of Philanthropic Solutions and has more than 22 years of experience handling all aspects of philanthropic and specialized grant-making services, including direct international grants and grant agreements. Andrea is responsible for the oversight of NPT's various philanthropic vehicles such as Supporting Organizations and Special Projects. She is a member of the NGO Source Advisory Council and a graduate of the Leadership Philadelphia Core Class of 2011. Andrea was formerly an elementary school teacher for the School District of Philadelphia. She received her B.S. with honors in Education from Temple University and holds a certificate in Nonprofit Executive Leadership from Bryn Mawr College.Links:National Philanthropic Trust https://www.nptrust.org DAF report https://www.nptrust.org/reports/daf-reportIf you enjoyed this episode, listen to these as well: https://www.doyourgood.com/blog/141-Understanding-Collaborative-Campaign-Budgets-Dedeee%20Wilnerhttps://www.doyourgood.com/blog/70-shakira-relefordhttps://www.doyourgood.com/blog/69-patton-mcdowell Crack the Code: Sybil's Successful Guide to Philanthropy Become even better at what you do as Sybil teaches you the strategies as well as the tools you'll need to avoid mistakes and make a career out of philanthropy.Sybil offers resources that include special free short video mini-courses, templates, and key checklists, and words of advice summarized in easy-to-view PDFs. Check out Sybil's website with all the latest opportunities to learn from Sybil athttps://www.doyourgood.com Connect with Do Your Good https://www.facebook.com/doyourgood https://www.instagram.com/doyourgood Would you like to talk with Sybil directly? Send in your inquiries through her website https://www.doyourgood.com/ or you can email her directly at sybil@doyourgood.com!

Donor Advised Funds (DAFs) are on the rise in the United States. Andrea Rush joins us to share her expertise as the Senior Vice president of philanthropic solutions for the National Philanthropic Trust, one of the oldest and most established DAF institutions. Andrea explains the benefits of DAFs and why they are increasing in popularity She also addresses the criticisms surrounding DAFs. {You can hear the full episode on Monday October 23rd}

Have you ever given serious thought to the structure of the titles at your agency? Or have you dealt with them simply as one-off decisions with individual employees? In this episode, Chip and Gini explore how — and why — you should be more thoughtful about how you hand out titles to employees. More important, they discuss how a mindful approach to titles can help you to retain your best employees. Of course, there’s also discussion around the problems that come from title inflation that can be quite common in small agencies. Key takeaways Chip Griffin: “You need to create some uniformity, some salary bands across the business so that you don’t have two different account managers making wildly different salaries. Because they’ll eventually figure it out.” Gini Dietrich: “Throwing titles out at somebody just because that’s what they want is probably not the most effective way to run your business.” Chip Griffin: “If you’ve got someone who’s being overpaid for the role that they’re in, or they’re over titled for the position that they’re in, it creates tension with the rest of the team as you grow.” Gini Dietrich: “Probably one of the easier things you can do as an agency owner is create that spreadsheet, understand what those titles are, what the salary bands are, and how quickly you think people might move.” Related Setting expectations for raises and promotions at your agency Transparency (and context) for agency teams View Transcript The following is a computer-generated transcript. Please listen to the audio to confirm accuracy. Chip Griffin: Hello, and welcome to another episode of the Agency Leadership Podcast. I’m Chip Griffin. Gini Dietrich: And I’m Gini Dietrich. Chip Griffin: Gini I, I need to figure out, you know, what, what should my title be? I don’t, I don’t really, I feel like I need to progress some here, and I feel like Host just isn’t enough. I, I need Gini Dietrich: Okay. We can, we can discuss that. Sure. Chip Griffin: Okay. Right after this. So we all know that it’s really, really hard to retain people in agencies and it’s, yeah, and we want to keep our best talent around. I don’t know about you, but I found employees really are pressing more and more these days to feel like they’re continuing to progress. And that means, financially, title wise, bonuses, all that kind of stuff. And the conversations that I’m having with agency owners indicate that they’re kind of struggling with figuring out how to do this in a meaningful way without just throwing money at the problem or making everybody a vice president or that kind of thing. So I, I thought that would make for an interesting discussion today. How can we set up some real structure? Behind the career paths that we give our teams and the, the, the way that we compensate them both in title and in money. Gini Dietrich: Yeah. And I think at the same time, you know, I’ve had a couple of situations where I’ve been in the negotiation process with a new employee. And they’ve asked for a title that’s way above their pay grade and experience level because they think it’s gonna look good on their resume. And from my perspective, like I don’t care if I make you a VP or Senior Vice, like whatever. The, the challenge that though is that when you leave with that title, you’re gonna, you, in your mind are going to be demoted because most organizations are not gonna give you that same title because it doesn’t match your pay experience. So I think there’s a lot of things to think about. From that perspective as you’re building a comp plan and a career path plan for your employees. Chip Griffin: Yeah, and it, it hurts them externally, which they don’t realize right when they, right. When they do decide to move on to some other opportunity for that very reason. But it also creates challenges internally when you’re not being thoughtful about your title structure across the team, because maybe one person cares more about title, so they become a vice president. Another cares less. Right. But you still wanna reward them financially, and now you’ve got, you know, someone who’s an account manager who’s making the same as a vice president or vice versa, you know? Yeah, yeah, yeah, yeah. It just gets really, really messy. And, and this is something that I think small agencies really struggle with. It’s something that, that I struggled with, with some of mine because you, you know, from my perspective, I just didn’t care. You want take whatever title you want. Yes. Right? I, I never cared about titles, right To the only time I ever thought about a title was in terms of what did it mean externally. You know, did someone, you know, so for example, when I ran my own business, I wanted to make sure I had a title that was, you know, CEO or president or something like that, so that if I needed to enter into a partnership conversation or something like that, people felt they were speaking at the right level. But I didn’t care. You call me an intern, right? I mean, it doesn’t matter. It’s, it’s what I’m doing and, and what I’m being paid and all that kind of stuff. But some people do care about it and you do need to be thinking about how do you structure that? And the sooner you think about that in your agency, even when you’ve only got one or two employees, you need to be thinking about how do you create that kind of career path so that people can advance, and how do you create some uniformity, some salary bands across the business so that you don’t have two different account managers making wildly different salaries? Because they’ll eventually figure it out. Gini Dietrich: They, yes, they will. You’re not supposed to talk about your salary, and yet they do. You know, for me, I, I’m the same way as you are. Like, I don’t care about titles. If you want a content director or content VP or whatever it happens to be. Okay? Chief Content Officer. Okay. I don’t really care, but. What this, what, when this changed for me is when we were working with a client that had a really professional HR team internally, and because part of the work that we were doing was in with them was internal comms. We had access to all of the work that they did around this, around career path and around salary bands and around compensation and benefits and all of that. And all of a sudden I went, oh, I get it. And it, I mean, The HR leader, the chief people officer, just kept a simple spreadsheet and it was okay. If you’re in marketing, there are, there’s a copywriting job, there’s a design job. You know, like she had it broken down. There’s an account management job. She had it broken down into all the different spheres, and then across the top she had, you know, entry level, which was like account coordinator, assistant AE AE, senior AE, account supervisor, senior account supervisor, like she had it all the way across and there was probably 20 years of evolution through all of those titles in each of the segments. And then she had the salary bands for each and, you know, and this was a startup, so whether or not when you got equity and all that kind of stuff. And it was really eye-opening for me because I, I finally realized this, even though I don’t care. It’s what people need. It’s what your employees need, right? People need process, they need structure, they need to understand. If I do these things, I can get promoted to this next level. So just throwing titles out at somebody just because that’s what they want is probably not the most effective way to run your business. Chip Griffin: Right. And, and at, you know, less experienced levels, people like to continue to see themselves progressing on a very regular basis. Very, yeah. It’s like every six months or so. Yeah, and, and, and I wouldn’t necessarily propose changing everyone’s title every six months, but you should have something where, you know, every 12 to 18 months people do have the opportunity to, to move up, even if it’s, you know, not necessarily a huge jump in title, but you should be thinking about using things like senior account manager, right? Yep. So now you’ve got, you know, instead of going from account manager to account executive, you know, you, you’ve got senior in the middle there, right? And, and you could even, when I, my first job was a junior account executive yep. When I started out in Agency world. Now I, I’m not a huge fan of using junior in, in public facing titles because you know, a lot of times people don’t want to talk to someone who they think is junior. So from a client standpoint, that may not be the best thing. But, you know, you could always do sort of an internal, you know, you’re an account manager right now, you’re a junior account manager, you know, business card will say account manager, but you know, you’re a junior, sort of like the, the military does. You know, like in the Navy where you’ve got you know, what is it Lieutenant JG, right? So they, you know, the junior grade lieutenant and a regular lieutenant. Still call ’em lieutenant, still call ’em lieutenant, but, but they’re at, at different grades. Yep. And if I screwed that up, my apologies to my military friends, but anyway, it’s, I they have those kinds of things. Something like that. Yes. Right. The rear admiral, upper half, rear admiral, lower half. Right. I mean, they’re still a rear admiral. They just have different numbers, stars on their, on their shoulder. So, you know, those are the kinds of things that you might think about having some internal title differentiation. You know, if you want, in order to continue to show that steady progress to people and you want to use those titles, as I think we’ve talked about before, if you’re giving someone a meaningful raise, they need to have a title change and responsibility change with it, right? Yep. Absolutely. You don’t wanna have someone who’s doing the exact same thing they were doing yesterday, and all of a sudden you’re paying ’em 10%, 15% more, right? That’s, that’s not a good message to send. You need to make sure that people understand there’s a correlation between your compensation and what you’re doing. Gini Dietrich: Yeah, and I think the other thing that that does, especially if you have it written down and you have it public for everybody, they can say, okay, I see that I’m at this level now and here are the things I have to do to get to the next level. So they take most, most of them, 90%, 95% take responsibility for that, right? So they’ll say, okay, I need to do professional development in this. I need to make sure that I have access to clients that do this. I need to do this, this, and this. And they’ll take responsibility for learning those new skills to be able to, to be promoted and, and they will also take responsibility to come to you and say, Hey, I think I’m ready, and here’s why. And that’s, That’s the kind of motivation you want to provide employees because that will give them the opportunity to be in charge, be sort of control their own destiny with inside, inside your agency. Chip Griffin: Yep. And, and you have a lot more flexibility with these titles than you think you do, right? I mean, I, yeah. One of the, one of the things I talk with agency owners about a lot is that you can get pretty creative with your title structures so that you have more and more steps that people can move through. So you can have account managers, account executives, as we talked about, you know, having senior portions of those. But you can be, you know, account director or director of accounts, a director of public relations. I mean, there’s all sorts of different things that you can do so that you’re able to continue to hand out progressively… I would say different, not necessarily even better. Right? Because there are some agencies where an account, an account manager is senior to an account executive, and I’ve seen the opposite too, right? I mean, it just, a lot of it depends on where someone started and, and what the, the convention was at their first agency, and then they carry that forward when they have their own agency. Yeah. But there’s, there’s no magic to this. It’s, and, and it’s one of the reasons why you have to be careful when you look at salary benchmarks across agencies, right? It’s not just that they’re in different locations and have totally different business models, it’s that an account manager in one is not the same as an account manager in another, in many cases. Gini Dietrich: Yeah. And I think, so I would do a few things. I I would definitely look at salary surveys to understand what’s out there. Not just from a location and an industry perspective, but also from an experience perspective and, and create it for your own agency. You know, for us, I, I actually took you know, when I worked for Fleischman Hillard, it was very clear. You knew exactly and they had a really, they had a really wide range of titles, and so I implement that, implemented that in my own agency. So there are, to your point, There are probably three or four levels within one group. So an account executive, an account manager, an account supervisor, like managing supervisor. You have three or four levels inside there, each of those so that you progress along that. So it’s really just about thinking about how you want to do it. To your point earlier, you know, if you don’t want to have junior in the title externally, what does that look like? You know, internally and how do you discuss that with your employees? So, but it’s not, This is probably one of the easier things you can do as an agency owner is create that spreadsheet, understand what those titles are, what the salary bands are, and how quickly you think people might move. Is it six months? Is it 12 months? Is it 18 months? Is it 24 months? And, and set those expectations and now you have it so that everybody’s on, you know, sort of singing from the same hymn book. Chip Griffin: Yeah. And, and not only that, but it also helps to protect you from title inflation, which is a, a problem, not just from a compensation standpoint. Yeah, yeah, yeah. But it’s also a problem as you grow, because if you’re scaling up, you may want to bring in some higher level talent and you know, if you’re going to do that, they’re going to need to come in with a higher title than the, the people that are going to be reporting to them. Mm-hmm. Are being junior to them otherwise. And so, you know, if you, if you have too much title inflation and you’ve got someone with three years of experience as a vice president, well now what are you going to do when you want to, to bring in someone who’s got 10 years of experience? Right. Right. You know, even senior VP is probably not enough of a bump over someone that they’ve got three times the amount of experience of. And so you, you want to make sure that you’re being cautious about that and be really careful about anything where it makes someone sound like they, sounds like they are in charge of something overall. Right. Right. So, you know, be really careful with C level titles. You know, I’ve seen some folks who, who want to add, you know, I, I need, I’m going to make this person my chief operating officer. Well, but they were your assistant two years ago. Yeah. But they’re really detail oriented. Cool. Right. Make ’em a director of operations or something like that. Right. Something where you can easily layer them. Yes. If you get to the point where you need to do that, because it’s really difficult once you’ve got a COO to find a title that is more senior than COO without giving up your own. So, so you want to be thinking about those kinds of things and the sooner you think about them, the better because I’ve seen agencies go through trying to, you know fix their title structures and fix their salary bands and it is really, really painful. Yeah. Yeah, because you can’t really demote somebody. But ultimately, if you’ve got someone who’s being overpaid for the role that they’re in, or they’re over titled for the position that they’re in, it creates tension with the rest of the team as you grow. So solve this when you’re at those, you know, one or two employee levels and not when you’re at 20 or 30. Gini Dietrich: Yeah, and I think that’s a really good point too, because when you’re at the one to five to 10 employees. You’re like, yeah, sure, I’ll make this person the chief operating officer. I’ll make this person the chief client services director. I’ll make this person the chief marketing officer, this person, the chief content officer, whatever happens to be. And all of a sudden you have a bunch of people who, A, should not be C-suite, B should not be on your leadership team, and C don’t have the experience of that title. So that when you start to grow, all of a sudden you’re like, oh crap. This person I want to hire is actually a really experienced chief content officer, but I can’t bring them in at that because I already have one. Right? So really be really thoughtful about those kinds of things. Chip Griffin: Give yourself that wiggle room. And, and, and like I said, make sure that you’re matching up the titles with the salary bands so that if, if two employees talk and they’re both account managers, they’re being paid similarly, and you don’t want one where the, you know, one’s getting 25% more than the other. If you’re going to pay someone 25% more move them up to a different title band. Yep. That, that corresponds with that. So when you’re putting together your list of titles for your agency, make sure that they have salary bands next to them so that you, you can always deviate slightly out of them, but, but try to stay as tight to those as possible because it will keep you out of trouble. It will make sure that you’re having, you know fairness and equity across your team. And it will also put you in a position where you’re more ready to, to grow and scale as the time comes. Gini Dietrich: And I will tell you that if you grow to a point where you need either a fractional HR person or you hire an HR person, or you have an outsourced HR organization, they’re going to make you go through that process. And they’re going to say, they’re gonna make you look at everything and say, okay, are these people being paid fairly and the same? Are they within that same salary band? And the client I mentioned earlier, one of one of my personal jobs with the chief people officer was to do that work to figure out. And what we discovered is that in this organization at the time, this was five years ago that women and people of color were not paid the same as white men and title not withstanding. And so what we set to work to do was to correct that. And she, she was great. She was really good to work with because she taught me a lot about running my own business from that perspective. But she was like, listen, In some cases, we’re gonna have to give these women or people of color a title jump because we have to get them within that same salary range. And it took a couple of years of really strategic planning to get people where they needed to be. But that was her sole job for, for two and a half years, was to do that so that they will require that you do that. So just make it easier on yourself now, because otherwise it’s gonna cost you a lot of money later. A lot. Chip Griffin: Well, and to that point, I think, you know, if you are being consistent with matching up salary bands to titles, it makes it easier for you to spot where you may be being unfair and, and not being consistent, right? Because a lot of times you forget what someone’s salary is except when you sit down and you, I mean, I, I, I know that, that after I had, you know, more than two or three employees, You know, I often had to look up on a spreadsheet to see, okay, mm-hmm what am I actually paying them? Because I don’t know it off the top of my head, and I wouldn’t expect most agency owners to know that. But when you see their title on a daily basis, you can sit there and say, you know, should Sally really be paid more than Dave? Because you know that their titles are, are different. And so that helps you to, to see it in a way that you wouldn’t if you had to go back to a spreadsheet to figure out am I paying them 50 or 55 or six? Yep. Somewhere in that general ballpark, but I can’t remember when I last gave them a raise, I mean, Yeah. Yep. It’s just natural. But the, if you’re being consistent with your titles, then you can figure out, okay, you know, these folks are really the same. They should be at the same title level or Sally’s much better. Sally should have a more senior title, which means you should be paid more. And, and so the more that you’re thinking about that, I think the more it helps to, to achieve your goals that most agencies I know have when it comes to you know, equity amongst the employees. Gini Dietrich: Yeah, for sure. It’s, it’s It’s an, I actually think it’s a fun exercise, but it’s definitely an exercise that you need to do. And like I said, just put your buckets on the left hand side of a spreadsheet, put your titles all, all the titles that you can think across the top and then start to break it down. And, you know I love spreadsheets, so it, it may be more fun for me than, than it might be for some of our listeners. But it will give you a really good place to start and then you can start to fill things in as you hire people. Chip Griffin: Right. Because if, if you’re not doing this, then you’re gonna end up with people who are completely out of whack from either a compensation or from a title standpoint. Yep. You’re gonna make it too difficult to retain staff cuz you’re not gonna be able to show them that steady progression because you sit there and say, well, you know, I, I can’t make you a VP and I’ve topped out. No. You’ve got, you’ve now got a spreadsheet with a list of like 30 options of, of different titles and I’m not kidding That’s right. There could be at least 30 options on that. That’s right. Spreadsheet so that you can cover someone throughout the entirety of their career from straight outta college, all the way on to, you know, they’re about to hit retirement. Why not? There’s no reason why you can’t have that kind of, information available to you. No. Yeah. And it’s, it’s really not that difficult. It’s kinda fun. Yeah. It, it, it can be kind of fun to think about, you know, what, you know, what, what exists out there, what might work for you yeah. In the future. And, and, and dream about having that team of 20, 30, 40 people. You know, where the, the titles actually make a bigger difference in how everybody interacts with each other. Right? So think about all these things. Cause you gotta have these tools available to you. Gini Dietrich: And as an aside, if you’re on video, I’m in my car office today, which is why this looks strange. Chip Griffin: Yes. I I would encourage you to check out the video even if you don’t watch it, it regularly because it is… lots of cars drive by cars driving by Gini’s sitting here with her sunglasses on sunny out. Yep. She does not usually do in her home office. I, no, I don’t normally, which is good cuz that would be a little bit weird if, if you did. I mean, I can, but. Hamster’s weird enough. I don’t think we need sunglasses too, so. Gini Dietrich: All right, well, if you change your mind, I can, I can definitely make that happen. Chip Griffin: In any case, I, I don’t want you to get a parking ticket, so we probably should draw this episode of the Agency Leadership Podcast to a close so that you can feed the meter, move along what, whatever it takes to, to avoid the, the meter maids of Chicago. So with that, I’m Chip Griffin. Gini Dietrich: I’m Gini Dietrich, Chip Griffin: and it depends.

Personal WWTPs: Migration from Traditional Septic Options The DooDoo Diva's Smells Like Money Podcast – Personal WWTPs: Migration from Traditional Septic Options With Bryan Grogen Listen to this episode of “The DooDoo Diva's Smells like Money Podcast” where we are discussing with Bryan Grogen, the Senior Vice president at P.W. Grosser Consulting, Inc., about the conversion of septic systems to individual decentralized personal wastewater treatment plants or municipal plants. He introduces cutting-edge onsite wastewater treatment systems (IA/OTs). These systems not only address environmental concerns but also protect water quality. When limited space is available, the challenges of constructing additional wastewater treatment plants are thoroughly discussed in this episode. IA/OTs offer a promising solution for communities with space limitations or geotechnical challenges. Bryan emphasizes the advantages of these options that will help in reducing nitrogen loading and improve water body conditions. Overall, the episode sheds light on the possible solutions being explored to convert septic systems, ensuring a positive impact on the environment. This episode also covers: Space affects municipal sanitation conversion from septic Challenges in building additional wastewater treatment plants How do IA/OTs reduce nitrogen and improve water quality? I hope you find this episode as informative and as exciting as we have.  Please let us know your thoughts about the episode! Connect with Bryan Grogen, PEWebsite: www.pwgrosser.com Email: bgrogan@pwgrosser.com Mobile: 631.589.6353 Connect with Suzan Chin-Taylor, host of The DooDoo Diva's Smells Like Money Podcast: Website:      www.creativeraven.com | https://thetuitgroup.com/ LinkedIn:     https://www.linkedin.com/in/creativeraven/ Email:          raven@creativeraven.com  Telephone:  +1 760-217-8010 Listen and Subscribe here to your favorite platform : Apple Podcast - Google Podcast - CastBox - OverCast - Pocket Casts - Youtube - Spotify https://creativeraven.com/smells-like-money-podcast/ Subscribe to the Podcast: https://creativeraven.com/smells-like-money-podcast/   Be a guest on our show: https://calendly.com/thetuitgroup/be-a-podcast-guest Check Out my NEW Digital Marketing E-Course, Coaching Program and Content Production Service just for Wastewater Pros: https://store.thetuitgroup.com/diy-digital-marketing-playbook-for-wastewater-pros #Wastewater #Trenchless #WastewaterIndustry#waterpollution #environmentalimpact #waterquality #sustainability #pollutioncontrol #wastewatertreatment #eutrophication #aquaticlife

In the latest edition of his Search for Meaning podcast, Stephen Wise Temple Senior Rabbi Yoshi Zweiback hosts Matan Koch, the Senior Vice president for Strategic Change at RespectAbility, a nonprofit organization fighting stigmas and advancing opportunities so people with disabilities can fully participate in all aspects of community. Born 11 weeks premature with cerebral palsy and confined to a wheelchair for his entire life, Koch graduated from Yale and took his law degree from Harvard Law School, and has been a lifelong advocate for those with disabilities. He joins Rabbi Yoshi as we celebrate Jewish Disability Awareness, Acceptance, and Inclusion Month (JDAIM).Observed each February, JDAIM is a unified effort among Jewish organizations worldwide to raise awareness and foster inclusion of people with disabilities and those who love them. JDAIM was founded in 2009 by the Jewish Special Education International Consortium to raise awareness and encourage inclusion for people with disabilities and special needs. Appointed by President Obama to the National Council on Disability (where he served from 2011 to 2014), Koch is a longtime national leader in disability advocacy."As the child of a congregational rabbi, who was also a URJ camp faculty member, and himself a former NFTY national officer, I was born into sort of the entire apparatus of the Reform movement at a time when people like me were not a part of that apparatus," Koch says. "In many ways, I benefitted from that. While institutional Judaism wouldn't think about practical strategies for people like me until the turn of this century, it meant that the approach was much more, 'How are we going to include Matan?' and much less, 'What's our strategy for the inclusion of Jews with disabilities?'"From his childhood summers spent at URJ camps Eisner and Kutz, he saw demonstrations of demonstrated a type of inclusion that would plant the seeds for his future advocacy, and fell in love with song leading.He began his disability policy career lobbying for a major disability organization in Washington while an undergraduate at Yale (where he was the president of the university's student disabilities community) and was appointed to the city of New Haven disability commission at the age of 18 while a college junior.After graduating from Harvard Law, he served as counsel for Proctor & Gamble. Working with both the product marketing teams at P&G and its disabilities inclusion network, he developed the perspectives on consumer power and talent maximizing jobs for people with disabilities at the heart of the business case for universal inclusion that he teaches today.Considered one of the nation's leading Jewish inclusion experts, he has developed training and materials for many Jewish organizations, including Hillel International, the Union for Reform Judaism, and Combined Jewish Philanthropies. The son of a rabbi and a Jewish educator, he has been speaking on Jewish inclusion since early childhood and has been formally and informally retained by Jewish organizations for the last 20 years."This to me is the zinger: So what is the traditional instruction that, you know, resulted in the building of the Mishkan and the building also, later, of the Temple? It is, 'Build Me a space that I may dwell among you,' right? That, that we're building a space for God," says Matan. "And yet, if each of us, with our varying levels of ability, is a reflection of God, then God reflects the totality of all of that, which means that to build a space—to truly build a space for God to dwell among us—it has to be a fully inclusive space, because any person, any attribute, any type, that is excluded from the space that we build, is a facet of God that we are excluding from that."

Franck Hilaire, senior vice-président d'EFI Automotive, était l'invité de François Sorel dans Tech & Co, ce jeudi 26 janvier. Il s'est penché sur la présentation d'EFI Automotive ainsi que de leurs produits sur BFM Business. Retrouvez l'émission du lundi au jeudi et réécoutez la en podcast.

Influence has become a key factor in growing a business and connecting with individuals. How can you increase influence to grow your business through key individuals and company wide synergy? In this episode, Matt Ackermann is joined by John Pastore, Senior Vice President and Private Wealth Manager of Integrated Partners, and Steve Vono, Senior Vice … Continue reading Making The Great Even Better With John Pastore and Steve Vono (Ep. 41) →

This episode features Eric Smullen, Senior Vice president at Hartford HealthCare. Here, he discusses his focus on workforce recruitment & retention in order to increase access to care, lowering cost of care, how he is looking at retail & tech giants coming into healthcare, and more.

This episode features Dr. James Robinson, Senior Vice Presiden & Area Manager at Kaiser Permanente. Here, he discusses taking on his new role at Kaiser Permanente, the importance of self care, what the health system of the future looks like, and more.

Lessons we learned from the Kennedys, and what they can teach us about today's political climate. Richard Kahlenberg Robert Kennedy ran an economically populist campaign that reached across America's deep racial divide. Richard Kahlenberg says his legacy matters now more than ever. Kathleen Kennedy Townsend In one of our first interviews recorded for this show, we interviewed Kathleen Kennedy Townsend about an article she wrote for the Washington Post about how her uncle, John F Kennedy, reconciled his public service and his Catholic faith without compromising either. Jim Hightower Should Making a Living Mean Selling Your Life?   “Work your fingers to the bone – whadda ya get? Boney Fingers.”   This 1960s song mocking the vaunted virtue of working hard is being sung today with new meaning by all kinds of employees – from factory workers to teachers… and even a few upper-floor executives. Bill Press "Rage" Against the "Pro-life" Machine   When Bill talked to Jacqueline Ayers, the Senior Vice president at Planned Parenthood for Policy, Campaigns and Advocacy, the word “rage” came up six times. Rage against this latest Supreme Court ruling overturning Roe V Wade. Rage against the state legislatures and governors who are instituting draconian abortion bans. Rage against the burdens put on health care providers who have to consult with lawyers, or look over their shoulder at prosecutors, when trying merely to save a woman's life.   If you'd like to hear the entire episode, visit BillPressPods.com.

When Bill talked to Jacqueline Ayers, the Senior Vice president at Planned Parenthood for Policy, Campaigns and Advocacy, the word “rage” came up six times. Rage against this latest Supreme Court ruling overturning Roe V Wade. Rage against the state legislatures and governors who are instituting draconian abortion bans. Rage against the burdens put on health care providers who have to consult with lawyers, or look over their shoulder at prosecutors, when trying merely to save a woman's life. Plus they talk about how you can take action to mitigate this human rights disaster. Today Bill highlights the work of Planned Parenthood which is not only providing reproductive care to millions of women, but also working hard to help us fight back against the narrowing of women's rights. Check out their action-oriented website, BansOff.org. This is full of information on how you can get involved in your state to protect a woman's right to choose.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

This week's Eye on Travel Podcast with Peter Greenberg covers everything from what makes Manhattan's bagels the best, to their recovery from the pandemic, to a hidden library, to how and why New Yorkers live vertically with Manhattan Borough President Mark Levine, Architect David Rockwell, and Senior Vice president and the Director of the Patricia D. Klingenstein Library at the New-York Historical Society Dr. Valerie Paley.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

This week's Eye on Travel Podcast with Peter Greenberg covers everything from what makes Manhattan's bagels the best, to their recovery from the pandemic, to a hidden library, to how and why New Yorkers live vertically with Manhattan Borough President Mark Levine, Architect David Rockwell, and Senior Vice president and the Director of the Patricia D. Klingenstein Library at the New-York Historical Society Dr. Valerie Paley.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

  INCORPORATING FAMILY VOICE INTO EDUCATION A visit with the Senior Vice president for Curriculum and Instruction at Waterford.Org, Dr Jenni Torres on Waterford's Family Academy and Waterford CARES program LEARN MORE ABOUT WHAT WE DO AT WWW.ACE-ED.ORG WHERE YOU CAN VIEW OUR MAGAZINE "EQUITY & ACCESS",  AND LINK TO OUR SEL RESOURCE CENTER AT SELTODAY.ORG OR LEARN ABOUT THE EDUCATOR SHORTAGE ....WE DON'T WANT TO LOSE ANY MORE GREAT TEACHERS OR ADMINISTRATORS , AT TEACHER-RETENTION.COM

  INCORPORATING FAMILY VOICE INTO EDUCATION A visit with the Senior Vice president for Curriculum and Instruction at Waterford.Org, Dr Jenni Torres on Waterford's Family Academy and Waterford CARES program LEARN MORE ABOUT WHAT WE DO AT WWW.ACE-ED.ORG WHERE YOU CAN VIEW OUR MAGAZINE "EQUITY & ACCESS",  AND LINK TO OUR SEL RESOURCE CENTER AT SELTODAY.ORG OR LEARN ABOUT THE EDUCATOR SHORTAGE ....WE DON'T WANT TO LOSE ANY MORE GREAT TEACHERS OR ADMINISTRATORS , AT TEACHER-RETENTION.COM

When our latest guest told me the story of how she learned, “exclamation points are for lazy people,” it reminded me of “foster conclusions with specific, quantifiable facts” ...a lesson from Above-the-Fold Energy: How to engage the prospect's mind with a carefully crafted opening (https://meclabs.com/course/lessons/above-the-fold-energy/). Take a look at your headlines, sub-headlines, opening paragraphs and other writing you use to communicate about your business. Are you trying to force potential customers to believe it with (literal or figurative) exclamation points? Or are you helping foster conclusions by presenting information?That is an opportunity for marketing optimization Nicole Salla sparked in me during our discussion. Listen now to discover what ideas the Chief Marketing Officer of Kiddie Academy (https://kiddieacademy.com/) will spark in you.But first, a little background… Kiddie Academy has 300 locations in 33 states and DC, with 30 new locations opening this year,  and Salla manages a marketing team of 20, plus agency partners.Stories (with lessons) about what she made in marketingSome lessons from Salla that emerged in our discussion:Nothing is created alone. Make others part of the discussion.To be successful in marketing, it is critical to be a skilled salesperson.LISTEN (with your ears, your eyes, and your gut).Exclamation points are for lazy people. In a world of chicken dinners, be a lobster dinner.When there is a philosopher in the room, you need to diffuse “idea grenades.” Related content mentioned in this episodeMarketing Career: How to become an indispensable asset to your company (even in a bad economy) (https://marketingexperiments.com/value-proposition/marketing-career)99 Problem Ideas: “Harvey Gabor (art director on Coke's iconic campaign) burned my ad concept with a lighter” (https://www.marketingsherpa.com/article/interview/99-problem-ideas-harvey-gabor-art-director-on-coke-s-iconic-campaign-burned-my-ad-concept-with-a-lighter)Headline Formulas: A step-by-step process for radically transforming your copywriting (https://meclabs.com/course/lessons/headline-formulas/)Search the MarketingSherpa Library (https://www.marketingsherpa.com/library) – 8,788 articles, videos, and podcasts (including 1,726 case studies)Get more episodesTo receive future episodes of how I Made It In Marketing, sign up to the MarketingSherpa email newsletter at https://marketingsherpa.com/newslettersAbout this podcastThis podcast is not about marketing – it is about the marketer. It draws its inspiration from the Flint McGlaughlin quote, “The key to transformative marketing is a transformed marketer” from the Become a Marketer-Philosopher: Create and optimize high-converting webpages free digital marketing course (https://meclabs.com/course/)

“During the pandemic, Broadband has saved economic collapse and the health system collapse” says Phil Sorsky, Senior Vice president of Worldwide Sales at CommScope. When you think about it, one of the unsung heroes of the last 2 years has been technologies that kept us connected to our families and our work.With the lines between “home” and “office” increasingly blurred due to the rise of remote working, access to reliable connectivity is crucial so that local economies and communities can truly thrive.In the latest episode of The Actionable Futurist Podcast, we explore the future of 5G and fibre technologies and what we can expect around the corner.We also looked at what can be done to narrow the digital divide, especially since we're now relying on online services even more as a result of the pandemic.Phil has more than 20 years of telecommunications industry experience, having worked for Juniper Networks, Adobe Systems, Cisco Systems and AT&T, and he is a graduate of the University of Birmingham in the UK.In this episode we also discussedNarrowing the digital divideHow 5G can solve the "last mile" problem?The state of 5G in the UKThe rise of "community fibre"Will every home be connected to fibre in the UK in 10 years?How Covid accelerated high-speed broadband adoptionWould a National Broadband Network concept work in the UK?Why Fibre is the answer for faster broadbandThe societal benefits of faster broadbandHow broadband has saved lives and economic collapse during the pandemicCybercrime post-pandemicWill we see more 5G use cases?The uses of 5G with IoTFemtocells to help mobile coverageNew innovations to drive new servicesWhat new developments have come out of the pandemic?3 Actionable things for this weekMore on PhilPhil on TwitterPhil on LinkedInCommScope websiteYour Host: Actionable Futurist® Andrew GrillFor more on Andrew - what he speaks about and replays of recent talks, please visit ActionableFuturist.comfollow @AndrewGrill on Twitteror @andrew.grill on Instagram.

How is the space sector reacting to Russia's war in Ukraine and mitigating against an uptick in cyber threats to space systems? Laura Winter speaks with Dan Dumbacher, Executive Director of the American Institute of Aeronautics and Astronautics, or AIAA; and with Frank Backes, Senior Vice president of Kratos Federal Space and Board Chair of the Space Information Sharing and Analysis Center, or Space ISAC; Sam Visner, Technical Fellow at the Mitre Corporation and Vice Chair of the Space ISAC; and the organization's Executive Director Erin Miller.

This week on America: Changed Forever, Jeff Pegues takes an in-depth look at the January 6 investigation with New York Times Congressional reporter Luke Broadwater. And the District of Columbia and the Anti-Defamation League are teaming up on a lawsuit that alleges the Proud Boys, the Oath Keepers, and more than 30 of the individual members of these groups participated in a coordinated violent attack intended to interfere with the functioning of government and overturn a lawful election. We'll hear from DC Attorney General Karl Racine and the ADL's Senior Vice-president Eileen Hershenov.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Timestamps: 0:00 - Intro. / 1:00 - Senior Vice president of PSN George Cacioppo caught trying to meet 15 year old. / 9:57 - NBA player Tristan Thompson allegedly offered woman $75k to get ride of their baby. / 18:20 - Federal regulators will allow debt collectors the right to pursue debtors via text messages and social media sites. / 21:10 - Footage of American high school shooter allegedly impersonating a police sheriff. / 26:25 - French individual gets finger sliced off to recreate alien claw. / 30:20 - Drake throws $1 million at Houston strip club. / 32:15 - Chris tucker sued by IRS for nearly $10 million in back taxes. / 33:45 - Twitter not allowing sharing of private media such as images or videos. / 35:55 - Kim Jung Un banned citizens from copying his leather jacket. / Follow me on social media: Twitter: https://twitter.com/durrelldt / Twitch: https://twitch.tv/durrelldt / Discord: https://discord.gg/XSFnZFabWt

In this episode, we are privileged to feature the amazing Dr. Paul Billings. Paul is the Chief Medical Officer and Senior Vice president of Medical Affairs for Natera. Natera is a global leader in cell-free (cfDNA) testing with a focus on women's health, oncology, and organ health. The company is an expert at the process and measurement of cell-free DNA and at providing that in context with genetic information as well. Dr. Billings educates us on cell-free (cfDNA) testing. He discusses how his company develops millions of testing opportunities in genetics that have given them incredible expertise in measuring very small amounts of cell-free DNA. He shares how Natera has developed a series of products to cast light on things like the health of a fetus, recurrence of cancer, and health of an organ transplant. Dr.l also shares his hypothesis on how a drug post organ transplant is working through constant monitoring of cfDNA. He talks about the three indications Natera is working on, providing clear explanations of how they add enormous value to genetics and healthcare, and specific examples of how Natera works. There are so many things to learn from this insightful and exciting conversation with Paul, so please tune in! Click this link to the show notes, transcript, and resources: outcomesrocket.health

Todd Williamson,  is a Senior Vice president at SKDK (Public Affairs Agency of the Year in 2015, 2016, 2018 and 2019.)  Prior to joining SKDK, Todd worked at Berlin Global Advisors, where he advised companies on reputational risk, international trade, and foreign direct investment. He was also a columnist for the Berlin Policy Journal's “Red Herring & Black Swan” section. In this episode, Todd drops his cheat codes on how to break into the international media relations world, build relationships within your workplace, maintain balance and authenticity in your personal and professional lives and ultimately thrive!

Mobile handsets have evolved with every new cellular generation, both in terms of form factor and capabilities. From advanced photography and videography to high-speed internet connectivity and the console-like mobile gaming experience, all these capabilities are unlocked by the system on chip (SoC). Qualcomm is the leading SoC company globally and is driving these advanced technologies and smart entertainment experiences across various devices, form factors and price tiers. In these ‘work and learn from home' times, on-device AI enabled by the SoC is playing a crucial role. From adding background blur to photos and videos to making you look good, and canceling ambient background noise to optimizing the cellular signal strength and battery life, there are a lot many AI capabilities that SoCs deliver. As OEMs employ these intelligence and feature-packed SoCs in their devices, they strive to deliver the best and advanced experiences. Fast-growing OEMs like Xiaomi are working closely with Qualcomm to leverage AI and other features of the Snapdragon 7- and 8-series platforms and bring intelligent experiences to the end users.In the latest episode of ‘The Counterpoint Podcast', host Neil Shah is joined by Kedar Kondap, Vice-president of Product Management at Qualcomm, and Adam Zeng, Senior Vice-president of Xiaomi and President of Xiaomi Smartphone Department. Kedar shares some interesting insights into the AI capabilities of the latest flagship Snapdragon 888 Plus mobile platform, how Snapdragon Elite Gaming enhances mobile gaming, and the evolution of foldable form factors. Adam also talks about how Xiaomi as an OEM and a key partner, is leveraging the platform capabilities in terms of AI, 5G, camera and display R&D to bring the best experiences to its consumers. Follow us on social media platforms –Twitter – https://twitter.com/counterpointtrLinkedIn – https://www.linkedin.com/company/counterpoint-technology-market-research/YouTube - https://www.youtube.com/channel/UCMg5uHXDVM71UTF-lE_e--g/

In this week's episode of Making the Ideal Real, host Ryan Goulart sits down with Dave Meldahl, Senior Vice president at think2perform. Together they discuss how to adapt yourself by using your personality. They also talk about how leaders can leverage their understanding of personalities to be more effective when communicating with their teams. Listen to the episode to learn how you can leverage your personality to be a more effective leader.

Welcome to Life in the Leadership Lane where I am talking to leaders making a difference in the workplace and in our communities. How did they get to where they are and what are they doing to stay there! Buckle up and get ready to accelerate in the Leadership Lane! This week, I am talking with Erica Rooney, Senior Vice president of Employee Experience, Blue Acorn iCi… How did Erica get started in her career? How did she get into HR leadership? When did Erica “find her lane” in her career? How important have mentors been for Erica on her journey? How does Erica define leadership? What does Erica share about the employee experience? What does Erica share about personal growth plans? How does Erica lead differently since pandemic arrived? What are some tips Erica shares to help employees get more buy in? What is a leadership practice Erica shares that helps in her every day? What advice does Erica share to help others? …and more as we spend “Time to Accelerate” with a few more questions. Interview resources: Favorite quote from Erica… “It's a mind shift to move away from I am right and this is how it should be, to having open mindedness.” Connect with Erica on LinkedIn https://www.linkedin.com/in/ericarooney/ Visit Blue Acorn iCi https://www.blueacornici.com/ Find Bruce's Book “Find Your Lane” https://www.amazon.com/Find-Your-Lane-Change-Career/dp/0692865632 Find Bruce Waller's Leadership Journal “Milemarkers” https://www.amazon.com/MILEMARKERS-Year-Journey-Bruce-Waller/dp/0578496941 Do you need relocation support for your next household goods or commercial move? Visit Armstrong Relocation https://www.armstrongrelocation.com/ Visit www.brucewaller.com for more information on Life in the Leadership Lane podcast and more!

Segment 1: Michael Miller, Associate Professor of Economics at DePaul University, joins John to talk about the positive labor market news, GDP’s upper movement, household income rising due to stimulus money, the status of the next stimulus package and the outlook for the economy for the rest of the year. Segment 2:  Greg McBride, Senior Vice […]

We sit down with Dan Kimball, the Senior Vice president of Marketing at Yelp. He also did marketing at Eventbrite, Capital One, and a number of startups. Connect with Dan here: https://www.linkedin.com/in/danielkimball/ Marketing Jobs at Yelp: https://www.yelp.careers/us/en/search-results

Today's HousingWire Daily features an exclusive interview with Bankrate's Senior Vice president and Chief Financial Analyst Greg McBride. In this episode, McBride discusses Bankrate's recent survey on refinancing appetite and explains why many homeowners have not considered refinancing their homes. Here is a small preview of today's interview with McBride. The transcript below has been lightly edited for length and clarity:Q: According to the survey, 52% of homeowners have not considered refinancing their homes. That's a pretty high percentage. Can you explain some of the top reasons they haven't?Greg McBride: That's a very high percentage considering this has been a year of record-low mortgage rates. There are really three reasons that people point to; one is they feel it's not going to save them enough money, second, is they say that the fees or closing costs are too high and the third most common is paperwork. They say there is too much paperwork and hassle involved in the refinancing process.Q: Let's discuss the recently introduced refi fee that will be implemented on December 1. Bankrate's survey determined this fee is now impacting whether or not homeowners are choosing to refinance. Can you expand on this for our listeners?Greg McBride: There's definitely a big outrage factor as far as this fee is concerned. We found that 57% of those who haven't refinanced this year claimed the fee is why they would not refinance, including 42% who said they're much less likely to refinance as a result of the fee. We've seen most lenders reflect this in pricing by tacking on about an eighth of a percentage point to the rate. It's not something that's necessarily going to have to be paid out of pocket via a fee, it's already reflected in pricing. And that pricing is such that we're still seeing record low rates. Yes, it's out there, but it doesn't dilute the benefit of refinancing, given how low rates are today.HousingWire Daily examines the most compelling articles reported from the HousingWire newsroom. Each afternoon, we provide our listeners with a deeper look into the stories coming across our newsroom that are helping Move Markets Forward. Hosted by the HW team and produced by Alcynna Lloyd and Victoria Wickham.HousingWire articles covered in this episode:FHFA delays refinance fee start date to Dec. 1Mortgage rates break record again, down to 2.72%

On this episode of Building Value, we are in Downton Houston joined by Tyler Garrett, Senior Vice president of Transwestern. We will be discussing Covid-19's impact on commercial real estate, its long-term effects and the challenges from working from home. More information on the listing mentioned: https://transwestern.com/property/north-tower

Diana Brainard’s passion for understanding our stories and experiences initially led her to study comparative literature in college; but sometime during her junior year abroad in Lyon, she realized she could pursue her passion through medicine, a journey that’s taken her from academic infectious diseases at Massachusetts General Hospital through her current role as Senior Vice […] The post Tech Tonics: Diana Brainard - A Passion for Patients, A Talent for Leadership first appeared on Connected Social Media.

Dr. Ann Jernigan is a DVM-PhD and retired Senior Vice president of Pfizer Worldwide Research and Development. Dr. Jernigan received her doctor of veterinary medicine and her PhD in pharmacology from the University of Georgia. She worked in private practice, then academia, and ultimately landed in industry, where she led the global comparative medicine department for Pfizer. Today, she shares with us her approach to mentoring and coaching, her enthusiasm for careers spanning clinical, basic, and translational sciences, and how her varied experiences gave her unique perspective as a leader and innovator. Credits: Our thanks to Dr. Jernigan for being on the podcast. Host: Bejan Saeedi Co-Host and Audio Engineer – Joe Behnke Executive Producer and Social Media Coordinator – Carey Jansen Executive Producer – Michael Sayegh Faculty Advisor – Dr. Brian Robinson Twitter: @behindthescope_ Instagram: @behindthemicroscopepod Facebook: @behindthemicroscope1 Website: behindthemicroscope.com

Joseph Scorese with Federal Savings bank Senior Vice presidents breaks what is happening in the lending industry and share how to house hack beautifully. He gives some really good sound advice on what you need to be doing to get ready to be financed by lender. Awesome information!To reach Joseph ScoreseCell Phone 215-290-5108Events Page - http://josephvscorese.eventbrite.com/Smart Real Estate REIA - https://www.facebook.com/smartrereia/Smart Real Estate Podcast - https://www.youtube.com/c/smartrealestatepodcastTo Reach Martin Perdomo "The Elite Strategist"martin@premierridgecapital.comIf you want to learn more about how to invest passively in Multifamily Real Estate visit our website https://www.premierridgecapital.com To get on our news letter sign up here connect with us on social media Instagram https://www.instagram.com/elitestrategist/ Facebook https://www.facebook.com/theelitestrategist Like and subscribe to our YouTube Channel Martin Perdomo "The Elite Strategist"Check out our online course and learn How to wholesale Real Estate @ https://real-estate-investing15.teachable.com/p/real-estate-beginner-dealsGet our Free Habit Register by texting the word STRATEGIES to 33222 improve your habits and succeed

Hello, again, people. I hope you are keeping safe out there with the continuing Coronavirus drama. It turns out our next CTO Confessions podcast is in part once again related to the subject of navigating an organisation during these times. Eugene Kovshilovsky (Евгений Ковшиловский), Senior Vice president of Engineering at US Auto parts, joins me for a discussion around how the automobile eCommerce industry is handling the Coronavirus storm. Eugene has vast experience across many sectors and carries a nice mix of technological wisdom, knowledge and skill, with the leadership qualities that bring his teams together (the human element). The turmoil has shaken all layers of the Automobile industry. In the podcast, we discuss how the auto parts eCommerce industry works. I enter the discussion with Eugene, curious as to see how things have impacted it from a technological perspective. Our Guest: Eugene Kovshilovsky Linkedin:  https://www.linkedin.com/in/kovshilovsky/ Twitter:  https://twitter.com/EKovshilovsky Intro and background music: Craig MacArthur - Power Shutoff (www.youtube.com/watch?v=x74iB_jtauw)

We are joined by Siddharth Jain, Senior Vice president – Operations at Thriveni who shares the latest on Thriveni's mining projects in India. Thriveni attended IMARC in Melbourne and are in Australia actively seeking Australian solutions to support its mining activities in India.

Kenton Keith   is a former American career diplomat and ambassador to Qatar from 1992 to 1995. A U.S. Navy veteran, Keith also served as Senior Vice president of programming for the American Academy of Diplomacy. Ambassador Keith has been awarded two presidential service awards and is a Chevalier in the French Order of Arts and Letters from 1992 to 1995. 

In the early 90's Tom had a major turning point in life through a career change. In that season he crafted a life changing mission statement that he's been living by and becoming for years. He is a husband, a father, a grandpa, and a Senior Vice...

In highly disruptive times, Digitalization is the area where the main decisive actions concerning your business model, processes and infrastructure are taken. It is the main business battlefield of the 21st century in which your actions and decisions result in either being the disruptor of your industry or being out-disrupted into marginalization. But what does this mean for SAP, its partners and its customers? For this episode I have met with one of SAP’s key players in the area of product strategy to discuss the state and future of digitalization. I am humbled to welcome Mr. Sven Denecken who is in his role as Senior Vice president of Product Success and Co-Innovation the one you want to hear talking about his personal insights in topics like the actual state of Digitalization of the market, the emerging technologies that will matter most to you, what is the role of Cloud technologies and Experience data in all of that and which innovation strategy you should follow to be successful in the 21st century. So please like, share and subscribe us and listen now to the vision and thoughts of Mr. Sven Denecken here at the SAP Experts Podcast. Please like, share and subscribe! Follow Alex on: https://www.linkedin.com/in/alexander-greb-b3a836155/ Follow Sven on: https://www.linkedin.com/in/sdenecken/ Give us feedback or provide us your questions at Sapexpertspodcast@sap.com

Anthony Begando, CEO of Professional Credentials Exchange has started and ran many tech companies and has been in the credentialing solutions business for decades. Anthony ran Military Credentialing Solutions from 2008-2016, that company was awarded the Surgeon General’s Excalibur award in 2010 for work it did for the Army National Guard. In this episode, he articulately explains the benefits of an exchange for provider credentialing data. Eventually, he envisions his company will offer all industries with a marketplace to acquire professional credentialing requirements more quickly than existing traditional methods of verifying that a professional job applicants claimed credentials are in fact true and have been validated. Show Notes •Introduction of Anthony's background in healthcare Technology •Military contracts in early 2000s •Blockchains for Physician Credentialing by Intel’s John Sotos and David Houlding https://simplecore.intel.com/itpeernetwork/wp-content/uploads/sites/38/2017/05/Intel_Blockchain_Application_Note2.pdf •Vision for Professional Credentials Exchange? How did you start it? •Why is provider credentialing data a good use case for blockchain? •Traditional provider credentialing can take up to 6 months and lost opportunity costs of up to $600-900k for each hire •Why ProCredEx? oExpedite practitioner onboarding cycle time oReduce revenue forfeitures oProvide timely updates to practitioner data and accurate directory data oSimplify the credential gathering and verification process oEliminate redundant work, while improving coordination and concurrency of data •Primary and secondary verification data sources •Credentials Verification Market Pricing •Provider Credentialing for Telehealth •ProCredEx announced partners – Texas Hospital Association, Spectrum Health, Accenture (NYSE: ACN), The Hardenbergh Group, HealthLink Dimensions, WellCare Health Plans, Inc. (NYSE: WCG), Anthem’s National Government Services •Blockchain adoption and awareness in healthcare •What does it mean when people say blockchain can provide more trust? •What is ProCredEx's business model? •Transaction performance and scalability is critical for ProCredEx’s use case •Practitioner controls access to their information, securely and privately •How can ProCredEx affect the traditional credentialing workflow of a health system? •What are the biggest barriers to adoption? •What is the critical mass tipping point for mainstream adoption? •Were there any events or announcements in the healthcare/blockchain space that was very unexpected or surprising to you? Why? News Corner- Hu.manity.co acquires Betterpath On April 30, 2019, BetterPath, a 4 year old organization based in Brooklyn, NY and featured on my show (episode 23 with CEO Mat Sinderbrand) announced that it had been acquired by a company called hu-manity.co. They are planning to combine with Betterpath’s suite of health data technologies to unlock some of the 80% of healthcare data that is currently not available to patients, providers, or clinical researchers. Matt will join hu-manity.co as Senior Vice president, Chief product officer, and as a member of their board of directors. Hu-manity.co has creating buzz around the concept the 31st human right, legal ownership of personal data. The united nations’s universal declariation of human rights currently consists of a preamble and thirty articles, when do you think the right to own your own data will become the 31st? https://www.businesswire.com/news/home/20190430005283/en/Hu-manity.co-Acquires-Betterpath-Health-Empowering-Patients-Access https://en.wikipedia.org/wiki/Universal_Declaration_of_Human_Rights Health Unchained Links Website: healthunchained.org Telegram: t.me/healthunchained Twitter: twitter.com/Healthunchaind Udemy Blockchain/Healthcare Course ($125 off with HEALTHUNCHAINED coupon): www.udemy.com/blockchain-and-hea…uponCode=DOGUM2019

In heavily regulated industries such as the energy industry there can be some unique challenges to technology adoption.  In this podcast we interview Tim Custer, Senior Vice president – North America land, business development and real estate with Apache. We discuss how AI and ML technologies are being used to extract valuable information from unstructured content, how Apache is leveraging AI technologies to help with a variety of tasks such as contract review, some unique use cases for AI and ML technology, and more! Read more ...

Today we welcome Mark James to our leadership show. Mark is the Senior Vice president of Human Resources, Procurement, and Communications at Honeywell.   Mark has an impressive pedigree in international business leadership.  In this podcast, Mark shares unique insights on leadership topics such as: How to have both a successful and enjoyable career while still having a life, How to use data to make important policy decisions, How to approach talent development, How to become a sought-after talent, How to build trust in your organization, And how to lead a multi-national organization. We welcome Mark James to Leaders247.

Senior Communications Officer Martin Caudron talks EU-Defense and EU-NATO cooperation with Heather Conley, Senior Vice president for Europe, Eurasia, and the Arctic and director of the Europe Program at the Center for Strategic and International Studies (CSIS), ahead of the 2018 edition of the EU's Security and Defense Washington Symposium (13 June).

Wow! Today we have a major commercial real estate investor dropping knowledge. Brian literally wrote the book(s) for commercial real estate investing. Not only will he give us actionable advice for commercial investing, but a lot of the advice applies to any form of real estate investing. If you enjoyed today’s episode remember to subscribe in iTunes and leave us a review!   Best Ever Tweet: “Make sure you’re scrutinizing the leases carefully” - Brian Hennessey   Brian Hennessey Background: - Senior VP of Avison Young Intelligent Real Estate Solutions - Portfolio transactions totaling approximately 12 million square feet at values in excess of $2 billion. - Prior to Avison Young he served as Senior Vice at Colliers International for 5 years - Been in the commercial real estate industry for over 30 years. - Author of "The Due Diligence Handbook For Commercial Real Estate"   - His book was written originally as a personal reference tool/checklist, but is a #1 best seller on Amazon - His latest book is “How to Add Value for Commercial Real Estate” - Based in Los Angeles, California - Say hi to him at: - Best Ever Book: What Every Real Estate Investor Needs To Know About Cash Flow Made Possible Because of Our Best Ever Sponsors:   Are you looking for a way to increase your overall profits by reducing your loan payments to the bank?   Patch of Land offers a fix-and-flip loan program that ONLY charges interest on the funds that have been disbursed, which can result in thousands of dollars in savings.   Before securing financing for your next fix-and-flip project, Best Ever Listeners you must download your free white paper at to find out how Patch of Land’s fix and flip program can positively impact your investment strategy and save you money.

Thomas Ingenlath Thomas is back in the Garage but not as Senior Vice president for Design at Volvo Cars but as CEO of the new car brand Polestar. Polestar has launched their first model #1, a beautiful performance coupe with impressing electric range as a plugin hybrid as well as a high end performance car. The media attention has been great and the interest in this new car brand with its natural connection to Volvo Cars is fantastic. We talk about Thomas new role as CEO and Polestar as a company that is a natural complement to Volvo Cars when it comes to positioning. Polestar has all the ingredients and the potential to compete with all he top competitors in the segments including Tesla. It will be exciting and thrilling to follow the future of Polestar. Welcome to the conversation.

Lex Kerssemakers – stay razor sharp Lex is Senior Vice president for Volvo Cars in the Americas since 2015 and he has lead the organization during a crucial transformation and manged to start the turn around of our US-market. Last year we increased the sales with nearly 20% and the question for 2017 is if can keep the pace and the increasing trend. We discuss obstacles and opportunities on this challenging market and what the US premium customers search for when the look for a new car. How important is electrification and is the US-customer ready for car sharing? He urges us all to stay razor sharp in a competitive business where there no time to lean back if you want to stay in the business. Welcome to the conversation!

Trish McCarty Founder/CEO of StarShine Academy International Schools and Education Resources. Her schools provide live research and development sites for cutting-edge learning solutions to include in her “School In A Box.” She is an author, frequent speaker and coach to successful women as she continues to grow StarShine Planet's influence. She has been recognized with awards worldwide, named Outstanding Women by the Phoenix Business Journal. Omar Periu referred to as the #1 Motivational Teacher in America, a world-traveled speaker who has spent over a decade educating salespeople, managers and entrepreneurs world-wide.He has been a featured speaker at events with superstars Zig Ziglar, Tony Robbins, Donald Trump, Robert Kyosaki, General Colin Powell.He is the author of today's #1 book in sales, “Investigative Selling™.”  Geoff Lewis President of the global real estate franchisor, RE/MAX.  As president, Geoff leads regional development operations, supporting franchises in nearly 100 countries around the world. He joined RE/MAX in 2004 as Senior Vice president and General Counsel, and assumed his current role as President For more information go to MoneyForLunch.com. Connect with Bert Martinez on Facebook. Connect with Bert Martinez on Twitter. Need help with your business? Contact Bert Martinez. Have Bert Martinez speak at your event!