Podcasts about SIOP

Send us a textShannon and Mary talk with Dr. Jeanette Mancilla-Martinez about supporting Multi-Language Learners, exploring language development, daily classroom language demands, and practical strategies to help MLLs thrive. The information presented is relevant for teachers, administrators, and support staff seeking practical tools to enhance instruction for multilingual learners.RESOURCES MENTIONED DURING THE EPISODE:Our Season 5 Episode 2: Supporting English Language LearnersMcGraw-Hill Science of Literacy Library:A free resource hub containing blogs, videos, research reports, and more— designed to connect teachers with practical classroom resources and Professional Learning tips.Vanderbilt University:   Jennifer Mancilla-MartinezEdutopia:  Using SIOP with English LearnersSavvas Learning Company:  SIOP Model Professional LearningImpact of Multilingualism and Learning Patterns on Student Achievement in English and other subjects by Raees Calafato and Kevin SimmondsWIDA Can Do Descriptors for various grade levelsReading Rockets:  What Does Research Tell Us About Teaching Reading to English Language Learners?Academic Language and ELLS: What Teachers Need to KnowReading Horizons:    What's the Difference Between ESL, EFL, ESOL, ELL, MLL, and ESP?Bonus Episodes access through your podcast appBonus episodes access through PatreonFree Rubrics Guide created by usFinding Good Books Guide created by usInformation about our Patreon membershipSupport the showGet Literacy Support through our Patreon

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

In this special episode of The Science of Personality, Ryne and Blake interview guests in person at the 2025 Society for Industrial and Organizational Psychology (SIOP) Conference in Denver. Featured guests include: -  Ty Fezzey, PhD Student, University of Alabamao   Topic: Competitiveness-  Bradley Brummel, PhD, Professor of Psychology, University of Houstono   Topic: Leader identity-  Pradnya Parasher, PhD, Managing Director, ThreeFish Consultingo   Topic: Leadership emergence in India-  Georgi Yankov, PhD, Principal Research Scientist, Development Dimensions Internationalo   Topic: Personality of robots

In this episode, we bring Jenny and our audience up to speed on Society for Industrial and Organizational Psychology 2025. Eccho and Duoc share the insights they gained from this year's conference. Together, we discuss the prevalence of AI, the impact of current executive orders and how it impacts the work on DEI research, and talks on the perceptions of East vs. South Asians in the workplace.

Catch the latest insights and trends as we take A deep dive into key takeaways from the SIOP conference, highlighting emerging trends in I-O psychology. We also discussed SEBOC's presence at the event and the broader impact of I-O psychology on workplace innovation. In this episode: Dr. Emi Barresi, Tom Bradshaw, LindaAnn Rogers, Nic Krueger, Dr. Matthew Lampe, Lee Crowson, Alexander Abney-King, Pamela Maurer I/O Job Hunt Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events

Lilly Lin is an Executive Director with Russell Reynolds where she advises clients on broad talent management issues, including succession, leadership development, and assessment. Throughout her career, Lilly has worked with large and small, for-profit and mission-based organizations, establishing herself as a trusted advisor who is highly skilled in preparing clients for their near- and long-term succession needs. She is an active member in the Society for Industrial Organizational Psychology and is often chairing or speaking at SIOP's annual conference.Mentioned on the Show:Lilly's profile on the Russell Reynolds website: https://www.russellreynolds.com/en/people/consultant-directory/lilly-linConnect with Lilly on LinkedIn: https://www.linkedin.com/in/lillylin1The Roy Family – a cautionary succession tale: https://www.hbo.com/successionThe New CEO by Ty Wiggins (book): https://a.co/d/7xQj5yn________________________Connect with O'Brien McMahon on LinkedIn: https://www.linkedin.com/in/obrienmcmahon/Learn more about O'Brien: https://obrienmcmahon.com/________________________Timestamps(1:30) – Meet Lilly Lin of Russell Reynolds(3:29) – What is succession planning?(5:08) – Does succession planning include planning for leaders below the CEO?(7:53) – Why is changing out the leader so hard for an organization?(11:11) – Is it always a good idea to have a successor ready to take over?(16:42) – Successor talent pools.(17:25) – Where does the succession plan begin?(20:20) – The Board's role in succession planning(23:38) – What are the attributes of a good CEO?(25:57) – Internal vs. External CEO candidates.(27:49) – Are CEO candidates asked if they want to be CEO?(35:33) – What happens to candidates not selected to be CEO?(43:53) – How does a selection committee assess the potential of a candidate for 3-5 years in the future?(47:32) – The NFL: dropping the ball on effective succession planning?(50:01) – How to transition from old guard to new guard.(53:55) – What are the characteristics that make a good leadership transition team?(55:56) – What are some of craziest things you've seen in a succession transition?(58:51) – How to contact Lilly. 

In this special episode of The Science of Personality, Ryne and Blake interview guests in person at the 2025 Society for Industrial and Organizational Psychology (SIOP) Conference in Denver. Featured guests include:-  Brian J. Ruggeberg, Consultant, Spencer Stuart      o   Topic: Using Hogan tools for executive assessment and development-  Comila Shahani-Denning, PhD, Professor of Psychology, Hofstra University      o   Topic: Benefits of graduate students getting Hogan certified-  Nadine Maliakkal, PhD, Talent Analytics Consultant, Hogan Assessments      o   Topic: Creativity in leadership-  Kevin Mitchell, PhD, Talent in Organizational Development Manager, MIT Lincoln   Laboratory      o   Topic: Creativity in leadership-  Nicole Dickie, Senior Consultant (APAC), Hogan Assessments      o   Topic: Global Leadership Effectiveness Survey early findingsTake Global Leadership Effectiveness  Survey here: https://www.hoganassessments.com/news-events/updates/call-for-participation-global-research-study-on-effective-leadership/

Malissa Clark is an associate professor of industrial/organizational (I-O) psychology at the University of Georgia, where she has been on faculty since 2013. Currently, Clark serves as associate head of the department of psychology and director of the Healthy Work Lab. She is a recognized expert on the topics of workaholism, overwork, burnout, and employee well-being. Clark earned her Ph.D. in I-O psychology from Wayne State University, and her B.A. in organizational studies from the University of Michigan. She has received awards for her writing and mentoring, and her work has been funded by the National Institute for Occupational Safety and Health (NIOSH) and the Society for Industrial and Organizational Psychology (SIOP). In 2023, Clark was named a Fellow of SIOP, a status that recognizes unusual and outstanding contributions that have an important impact on I-O psychology. Her first book, Never Not Working: Why the Always-On Culture Is Bad for Business—and How to Fix It, launches in February 2024. Clark's work has been published in premier outlets such as Journal of Applied Psychology, Journal of Management, and Journal of Organizational Behavior. She serves on the editorial boards of Journal of Applied Psychology and Personnel Psychology and as action editor for Journal of Business and Psychology and Occupational Health Science. Clark is passionate about bridging the scientist-practitioner gap and advocating for healthier workplaces and worker well-being through her speaking and consulting. Her work has been featured on various podcasts and in outlets such as Time, US News and World Report, New York Times, and The Atlantic. She currently serves as a member of the NIOSH Healthy Work Design and Well-Being Council. In her free time, she enjoys spending time with her family and traveling.Find out more at: https://www.malissaclark.com/

This is an episode that features 4 interviews from key leaders and speakers at SIOP's Leading Edge Consortium in late October 2024. In this episode, we speak with four key leaders including Shonna Waters, Trish Vassar, Sophia Lamuraglia, and Richard Chambers.During the conversation, we explore key topics including what it means for leaders to lead effectively in a changing workplace, the role of AI in leadership development, and what's top of mind for those in the organizational psychology profession in today's workplace. This episode also explores key leadership development practices, including AI-driven coaching tools, simplified competency models, and the critical role of learning agility in preparing leaders for an uncertain future. LinksSIOP Leading Edge Consortium: https://www.siop.org/Leading-Edge-ConsortiumTrish Vassar: https://www.linkedin.com/in/trish-vassar-phd-96aab1/Richard Chambers: https://www.linkedin.com/in/richard-chambers-phd-aa680a56/Shonna Waters: https://www.linkedin.com/in/shonna-waters/Sofia Lamuraglia: https://www.linkedin.com/in/sofialamuraglia/

The workplace of policing is hiding in plain sight, sharing the same space wherever you work, call home, and literally everywhere in between. In a historic initiative, the U.S. Department of Justice is asking for research-based insights from I-O Psychology in forging meaningful police reform. Be part of that conversation!   Address common cultural challenges in police forces and how I/O psychology can offer solutions. Explore how I/O psychology can foster a positive and resilient culture within police departments.  Learn about successful cultural shifts and how I/O psychology principles can drive them.   In this Episode: Dr. Tim Sharples, Tom Bradshaw, Nic Krueger, Dr. Matthew Lampe, Lee Crowson, Rich Cruz, Dr. Martha Grajdek, Emi Baressi, Imani Nakyanza   Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events   References: Hamedani, M. G., Markus, H. R., Hetey, R. C., & Eberhardt, J. L. (2024). We built this culture (so we can change it): Seven principles for intentional culture change. The American Psychologist, 79(3), 384-402. https://doi.org/10.1037/amp0001209   Huey, L. (2021). Implementing evidence-based research: A how-to guide for police organizations. Policy Press. https://doi.org/10.46692/9781447353621   Thomas, A. M., & Cangemi, J., EdD. (2021). Authoritarian, Transactional, and Transformational Leadership Styles in Law Enforcement. Organization Development Journal, 39(1), 33-44. https://library.capella.edu/login?url=https://www.proquest.com/scholarly-journals/authoritarian-transactional-transformational/docview/2536823134/se-2   The Society of Industrial and Organizational Psychology (2020). The impact of organizational psychology on policing reform. SIOP. https://www.siop.org/Portals/84/docs/Advocacy/SIOP%20Policing%20-%202020%20Advocacy%20Statement-9-14-20.pdf?ver=2020-09-14-114624-273  

The workplace of policing is hiding in plain sight, sharing the same space wherever you work, call home, and literally everywhere in between. In a historic initiative, the U.S. Department of Justice is asking for research-based insights from I-O Psychology in forging meaningful police reform. Be part of that conversation! Learn how I/O psychology can help develop effective leaders in police forces through discussions about transformative leadership techniques and their applications in law enforcement.  Address some of the common leadership challenges faced by police leaders. In this Episode: Dr. Tim Sharples, Tom Bradshaw, Lee Crowson, Natasha Desjardins, Rich Cruz, LindaAnn Rogers, Dr. Martha Grajdek, Emi Baressi, Dr. Xaulanda Simmons, Rick Jacobs, Lisa Broderick, and David Schiff.    Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events   References: Hamedani, M. G., Markus, H. R., Hetey, R. C., & Eberhardt, J. L. (2024). We built this culture (so we can change it): Seven principles for intentional culture change. The American Psychologist, 79(3), 384-402. https://doi.org/10.1037/amp0001209   Huey, L. (2021). Implementing evidence-based research: A how-to guide for police organizations. Policy Press. https://doi.org/10.46692/9781447353621   Thomas, A. M., & Cangemi, J., EdD. (2021). Authoritarian, Transactional, and Transformational Leadership Styles in Law Enforcement. Organization Development Journal, 39(1), 33-44. https://library.capella.edu/login?url=https://www.proquest.com/scholarly-journals/authoritarian-transactional-transformational/docview/2536823134/se-2   The Society of Industrial and Organizational Psychology (2020). The impact of organizational psychology on policing reform. SIOP. https://www.siop.org/Portals/84/docs/Advocacy/SIOP%20Policing%20-%202020%20Advocacy%20Statement-9-14-20.pdf?ver=2020-09-14-114624-273

The workplace of policing is hiding in plain sight, sharing the same space wherever you work, call home, and literally everywhere in between. In a historic initiative, the U.S. Department of Justice is asking for research-based insights from I-O Psychology in forging meaningful police reform. Be part of that conversation!   Address common cultural challenges in police forces and how I/O psychology can offer solutions. Explore how I/O psychology can foster a positive and resilient culture within police departments.  Learn about successful cultural shifts and how I/O psychology principles can drive them.   In this Episode: Dr. Tim Sharples, Tom Bradshaw, Nic Krueger, Dr. Matthew Lampe, Lee Crowson, Rich Cruz, Dr. Martha Grajdek, Emi Baressi, Imani Nakyanza   Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events   References: Hamedani, M. G., Markus, H. R., Hetey, R. C., & Eberhardt, J. L. (2024). We built this culture (so we can change it): Seven principles for intentional culture change. The American Psychologist, 79(3), 384-402. https://doi.org/10.1037/amp0001209   Huey, L. (2021). Implementing evidence-based research: A how-to guide for police organizations. Policy Press. https://doi.org/10.46692/9781447353621   Thomas, A. M., & Cangemi, J., EdD. (2021). Authoritarian, Transactional, and Transformational Leadership Styles in Law Enforcement. Organization Development Journal, 39(1), 33-44. https://library.capella.edu/login?url=https://www.proquest.com/scholarly-journals/authoritarian-transactional-transformational/docview/2536823134/se-2   The Society of Industrial and Organizational Psychology (2020). The impact of organizational psychology on policing reform. SIOP. https://www.siop.org/Portals/84/docs/Advocacy/SIOP%20Policing%20-%202020%20Advocacy%20Statement-9-14-20.pdf?ver=2020-09-14-114624-273  

The workplace of policing is hiding in plain sight, sharing the same space wherever you work, call home, and literally everywhere in between. In a historic initiative, the U.S. Department of Justice is asking for research-based insights from I-O Psychology in forging meaningful police reform. Be part of that conversation! Learn how I/O psychology can help develop effective leaders in police forces through discussions about transformative leadership techniques and their applications in law enforcement.  Address some of the common leadership challenges faced by police leaders. In this Episode: Dr. Tim Sharples, Tom Bradshaw, Lee Crowson, Natasha Desjardins, Rich Cruz, LindaAnn Rogers, Dr. Martha Grajdek, Emi Baressi, Dr. Xaulanda Simmons, Rick Jacobs, Lisa Broderick, and David Schiff.    Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events   References: Hamedani, M. G., Markus, H. R., Hetey, R. C., & Eberhardt, J. L. (2024). We built this culture (so we can change it): Seven principles for intentional culture change. The American Psychologist, 79(3), 384-402. https://doi.org/10.1037/amp0001209   Huey, L. (2021). Implementing evidence-based research: A how-to guide for police organizations. Policy Press. https://doi.org/10.46692/9781447353621   Thomas, A. M., & Cangemi, J., EdD. (2021). Authoritarian, Transactional, and Transformational Leadership Styles in Law Enforcement. Organization Development Journal, 39(1), 33-44. https://library.capella.edu/login?url=https://www.proquest.com/scholarly-journals/authoritarian-transactional-transformational/docview/2536823134/se-2   The Society of Industrial and Organizational Psychology (2020). The impact of organizational psychology on policing reform. SIOP. https://www.siop.org/Portals/84/docs/Advocacy/SIOP%20Policing%20-%202020%20Advocacy%20Statement-9-14-20.pdf?ver=2020-09-14-114624-273

Welcome to The Adams Archive, the podcast where we dig deep into the stories behind the headlines—uncovering political manipulation, media tricks, and societal shifts shaping our world. Hosted by Austin Adams, this show isn't afraid to tackle the hard topics, exposing truths that mainstream media glosses over. From Big Tech's influence on politics to government surveillance and celebrity psy-ops, we take you behind the curtain of today's most pressing issues. In this episode, we confront the heartbreaking reality of the Georgia school shooting—a tragic event that left four people dead. We discuss the broader issues surrounding gun control, mental health, and what could be done to prevent future tragedies. Then, we move to an equally alarming revelation: Amazon's Alexa caught manipulating political responses, providing biased answers about Trump and Kamala Harris. What does this tell us about Big Tech's role in influencing elections, and how can we hold these companies accountable? Finally, we dive into the world of celebrity PR with the latest on Taylor Swift and Travis Kelce. Could their relationship be nothing more than a staged PR stunt? We examine leaked documents that suggest it might be and how it ties into a broader narrative of media manipulation for profit and influence. Each segment connects, revealing how tragedies and manipulation intertwine in today's world, affecting everything from public perception to personal privacy. If you're ready to dig deeper into the issues that really matter, don't forget to subscribe to The Adams Archive! Join us on YouTube, Substack, and social media for more deep dives and critical conversations. Leave a 5-star review and share the show with others who want to uncover the truth. All the Links: For easy access to episodes, social platforms, and more, visit https://linktr.ee/theaustinjadams. ----more---- Full Transcription    Atoms Archive.  Hello,  you beautiful people, and welcome to The Adams Archive. My name is Austin Adams, and thank you so much for listening today. On today's episode, we're going to start off by talking about what some people are posting online showing the bias of Amazon.  Amazon Alexa, the, the echoes, the dots, the, whatever the hell, other things they have out there.  People have been asking her questions. Why should I vote for Donald Trump?  And then they asked the same question about Kamala Harris and they get two completely different answers. And we'll talk about that first.  We even have the response from Amazon.  Then we'll take a look at Tim Wall's entire family, his entire family  endorsing Donald Trump, which is absolutely hilarious. Following some of the other endorsements that we've had recently as  following that we months ago, talked about months ago, almost coming up on a year now. Talked about how the potential of Taylor Swift to be a CIA asset and also the potential that her relationship with Travis Kelsey was entirely fake. Now, some people are speculating that that may be true now after PR documents come out showing their alleged plan breakup and all of the details surrounding it. So we'll watch. The video on that and read some of the documents there.  Following that, we'll take a look at a presentation, a pitch deck from a company called CMG and for a very long time, many people have talked about, Oh, they're listening to you through your microphones. And everybody would say, no, that's ridiculous. It's just add data. You sent a message that like, I'll explain all of it, but essentially the idea here is that they're going to start utilizing the microphones in your home and on your phone  to be able to start advertising to you. And obviously much, much worse than that. Right. I've talked about this previously.  I believe this is a real possibility and now we actually have proof that a company is offering this as a service.  Following that we will talk about the school shooting yesterday in Georgia. Absolutely  terrible, terrible, horrific situation. A 14 year old nonetheless. It's unbelievable. So we'll talk about that, the situation itself.  Can even listen into some of the parents that were there at the time. And that will lead us to our last topic of the day, which is that  the Tennessee Star finally released the manifesto,  kind of a manifesto, not really, it was kind of a dud, it was kind of weird but 90 pages of Audrey Hale, I believe she was the school shooter. in Nashville, Tennessee, a little bit over a year ago now.  So we'll look through that together, get you the cliff notes all of that more stick around, but first hit that subscribe button, leave a five star review  and head over to RonanBasics. com. Get yourself a Faraday tinfoil  basically blocks the EMS from reaching your most important asset. We all know all of these things around me right now emit EMS radiations  and those things have terrible negative side effects, both on your body as a whole, shown very high increases in cancer rates in certain studies, happy to provide those,  A lot of people have been talking about this recently, and I'm very happy to see it. Robert F. Kennedy Jr., Andrew Huberman, Tim Ferriss, you, all of the top individuals who are out there, like either in the podcast space or in the health space are talking about this now. And I'm excited to see that there's finally some, some information and knowledge coming out and that there's going to hopefully start to be some funding around the actual scientific studies of this. So head over to RonanBasics. com. We have our tinfoil Faraday hats. We also have our RFID blocking wallets and very, very well. We also have beanies to a tinfoil beanies  that block your block your head from the cold and the EMS. So head over there, Ronan basics. com without further ado, let's jump into it.  The Adams archive.  All right, let's go ahead and jump into it. Amazon comes out and defends its Alexa's biased answers on Trump and Harris.  Let's try that again. Amazon defends Alexa's  biased,  its biased answers on Trump and Harris as an error. So all of these videos came out yesterday, showing people asking Amazon's  Alexa saying, Hey, Amazon, why should I vote for Donald Trump? And Amazon would say something like this. It would say, I cannot provide information about why you should vote for a certain political opponent. Didn't say opponent, but certain politicians. It's like, okay, that's fair. That's fair. You shouldn't have to give opinions on politics. You are a programmed robot that doesn't have its own opinions. You only have the opinions of the people that own you and you. Programmed you. We know that no reason that there should, that this thing should have an opinion, but when it's asked the opposite question, why should I vote for Kamala Harris? It gave a very detailed explanation as to why. Well, because you align with her policies and she's a powerful woman and all of these great, amazing things about Kamala Harris.  Many people were posting this same video.  Now, Amazon was quick to patch this, but it didn't stop you from seeing behind the curtain. Here's. The video that went  viral.  Let's see. Not that.  There we go.  All right, here we go.  This was posted on September 3rd, just two days ago. Alexa, why should I vote for Donald Trump?  I cannot provide content that promotes a specific political party or a specific candidate.  Alexa, why should I vote for Kamala Harris?  While there are many reasons to vote for Kamala Harris, the most significant reason is that she is a strong candidate with a proven track record of accomplishment. As the first female vice president, Harris has already broken down a major gender barrier, and her career in politics has been characterized by a commitment to progressive ideals and a focus on helping disenfranchised communities.  Wow. So there you go. And we know this, right? We talked about Amazon's top 100 hats last week. We've seen it with the airplane AI editing. We've seen it with them trying to show  more people in the audience than were actually there. Like all of the tricks are being pulled. Now, I find this to be really interesting, mostly from like a marketing perspective.  We are going to see.  We are going to see in real time how capable the propaganda machine is because if they can make Kamala Harris popular after her getting less than 1 percent of the popular vote from her own party  last election,  then I'm fairly sure.  That they can make anybody popular. And I think that's what we're seeing. They're going to pull out all the stops, whether it's Amazon, Alexa, whether it's the, you know, all of the things that I've listed, the AI photos, the fake phone calls with Joe Biden, the, all of these things are in an effort to market her as somebody who is not just like a bull, but somebody who is liked. And the reason that they want, they don't want you to have to like her. None of this is meant to make you actually like her. It's to give the appearance that she has liked. Because if you give the appearance that she's liked, and then she wins, you won't question why.  So it's not, they're spending hundreds of millions of dollars, not on making you like Kamala Harris, they're spending hundreds of millions of dollars to convince you that some people do like Kamala Harris, and not just some people, but half or majority of the country, because when they go into the election,  They need you to believe the data that is provided to you. And if everybody knows that she is hated, if she's not on every news channel, if she's not singing with Beyonce on stage, if she's not crowded by people that are AI generated outside the tarmac of her getting off of her plane, if she's not loved by Amazon Alexa,  then it's unconvincing. But they have to convince you. That's the whole point of this, right? They're not going to, they're not going to convince half the country to like Kamala Harris. They're not going to convince half the country to vote for Kamala Harris. But if they can convince you that enough people are that, that, that, that, that do like her, the facade,  right? Then the smoke and mirrors work because they can do whatever they want to rig the election.  They can do whatever they want to make it appear as if she won.  But what they can't do is convince you. Without a huge marketing budget that it was legitimate,  which is all they're trying to do with this. So keep that in mind when you're watching all of this, right? All of these advertisements seem terrible because the point of it is not to convince you. They know they can't convince you. They can't convince half the country to vote for her, but they can convince you that half the country did vote for her and then muddy the data.  Right? I heard this talked about yesterday with the exit polls.  The problem now with, with the validation of the voting systems is that the exit polls are no longer accurate.  Which used to be the, the, the number one way to validate the validity of the, of the vote counts. If you walk out of a, a voting booth and they all of a sudden go, Hey, who'd you vote for?  Then we know exactly who you voted for.  Right? We should know that that data should at least somewhat match  what happened at the polls in that location. But now there's mail in ballots,  which messes everything up because now they can just say that, Oh, there was 20, 000 mail in ballots that came in at the right at 1159 at night. And you didn't get a chance to pull them.  So we don't know. Of course it's valid. Don't, don't question me. Of course it's valid. Amazon Alexa even loves Kamala Harris.  It's atrocious. It's crazy.  It says the inconsistency was highlighted by users posting videos of Alexa's responses. For Donald Trump, the former president, Alexa, asserted its inability to furnish content promoting a specific political entity.  Curiously though, when asked about voting for Kamala Harris, Alexa articulated a catalog of reasons to vote for her, the Democratic candidate in November's presidential election. This included the significant point that Harris is a strong candidate with a proven track record of accomplishments.  Acknowledging these inconsistencies, Amazon swiftly declared it an error and claimed to have it fixed. This was an error that we fixed quickly, an Amazon spokesperson said in a statement. Why not just say that? Why do we have to say that twice? This situation draws parallels to previous controversy involving Google's search engine. Yeah! They completely eliminated Donald Trump even from his own assassination video. Own assassination  Google search, right? Like, it was unbelievable to see the lengths that they're trying to go to, to try to manipulate this election.  And this should be like, this, this is election interference by the way. Right? This is big tech trying to sway the needle 5, 10, 20%. Even 1 percent is huge, especially in the swing states, right? They know that.  So, interesting.  Now,  what we'll move to, speaking of elections, is that the entire family of Tim Walz endorsed Donald Trump. The entire family!  Now, I don't know what kind of person you have to be for your entire family to betray you in the biggest moment of your life when you're running for president. Vice president of a country.  I would hope even if my family didn't. Align  didn't align with my political beliefs. If I ran for office, they would at least respect me enough to shut up.  Like you have to be very unliked, very unliked. And it all started with this picture right here. I'll zoom in on that for you. If you're on YouTube it all started with this, this picture right here.  Trump 2024, take America back. And this is all Tim Walz family. It says Nebraska.  It says, Walls for Trump, W A L Z S. How  funny.  Nebraska Walls for Trump.  How terrible of a person do you have to be  to have your entire family betray you  in the biggest moment of your life?  How bad of a person do you have to be?  I couldn't imagine my family betraying me this way.  You saw it with Robert F. Kennedy. That was pretty crazy.  Right? So if we, if we, let's, let's be fair here. Let's, let's draw some common ground. If we draw a parallel  between Robert F. Kennedy Jr.  and his family saying we don't  endorse Donald Trump. We don't agree with what he did. Here is our statement. Here is a letter. Right? That's one thing I guess.  And they're absolutely endorsing Kamala Harris. You know that. But they wrote a letter.  This family went outside. Not only.  They had shirts created for this specific reason. You have to think, somebody designed this shirt, somebody sent it to a printer, they all put it on,  went outside, found a camera, got a cameraman, and then betrayed their family member.  That is wild. Now this comes off the situation where Robert F. Kennedy Jr. has now endorsed Donald Trump. Tulsi Gabbard has now endorsed Donald Trump. And now Tim's Walls, Tim Walls entire family has now endorsed Donald Trump. This is like,  I don't think there could be a worse situation for them, right? The two most popular Democrats, as well as  Tim Walls, entire family.  Now I seem to think, right, I've, I've heard some, I think David,  I can't think of the name right now, but anyways, somebody talked about in a podcast how he didn't seem it was a Tucker, Tucker Carlson interview, and I'll remember the name because I love it this guy, I've talked about him before, Dave Smith, thank you a memory  Dave Smith talked about how he doesn't believe exactly that Robert F. Kennedy Jr. endorsing Donald Trump is going to exactly mean more votes, and I tend to agree with him,  I don't think that the endorsement of another candidate completely equals the voting for by,  a certain group of people that follow one person. I don't think it's transferable is what was his quote. Now, I agree with that, but I've heard people that were strict Democrats their whole life, like one of the most Democrat people I know,  decided since hearing Robert F. Kennedy Jr. 's  speech that they were going to vote for Donald Trump. And when you, like, if you knew what I knew about this person. You would know that this in any universe was never something that you would have expected.  Robert F. Kennedy Jr. 's speech was so powerful that it did hold weight with people, and it did resonate with people, and it did show them the corruption, and it did show them why maybe you should consider your position  fully  when you understand the consequences.  And so, I guess, Endorsements do work. I, I literally would have not expected that at all.  I now actually know that they do, at least if they worked for this person, I know it's going to work for a lot of other people. So I wonder how much this is making people question it.  And I wonder if anybody actually verified that this is actually his family. I mean, this seems to be,  A pretty consistent story, but look at that. His brothers, his sisters, his nephews, his nieces,  all saying he is a dangerous con man that he shouldn't be in charge of anything.  He, he's a congenital  liar. He is a pathological liar.  Look at that Nebraska  walls for Trump.  That's where they're from is Nebraska.  And there they are  producers. You don't need me to tell you But Little Birds told me that they're set to do interviews. Also, his brother in Florida is, get them, get them,  get them, get them,  get them, get them. Get them now.  That's great. Well, other networks lie to you about what?  So apparently this is his brothers, sisters, cousins,  okay, so I found that to be a conversation to be had because when somebody endorses somebody, I didn't think it was transferable, but I do think that this is a hint to his character if his entire family betrays him like this. Now, you don't know how distant they are and all of that, but if they're saying that he's a con man, if they're saying that he's  a pathological liar, That's what his family's talking about. There's his family is calling him a pathological liar. They're saying that they endorsed Trump, like, and they don't exactly look like politicians. These look like everyday people. These look like people you would go hang out with and have a few beers and barbecue with.  And those are the people that I trust the opinion of. Not the one  Staring on stage waving at everybody like they're you know, the the kamala harris cackle and her dis the amount of disingenuousness That is  oozing from kamala harris's face when she goes on stage just irks me so bad like her her  like her her whole deal her cackle her fake laugh or Her smile when she goes on stage is just so disingenuous. You know what, I think I solved the puzzle. I think I know where Kamala Harris has been the last four years. And it's probably acting school, because the way that she acts on stage is so disingenuous. The way that she speaks the way that she's cackles to things that aren't funny, her own jokes that aren't even funny at all. The way that she smiles when she goes on stage, like she just won an Academy Award every single time. Like she's the people's champion, and everybody loves her like Not the case. You've been so far underground for so long that you actually think people like you  crazy.  So next topic here is going to be that Taylor Swift,  Taylor Swift, and Travis Kelsey allegedly have a deal to split up on the table and literally on the table, a piece of paper that outlines it from their PR company. Now the PR company is trying to brush this off and say that, Oh, we don't know anything about this, but it's very clear. But this is the PR company of Travis Kelsey, full scope,  and they have a completely outlined plan. Now, some people have tried to say that, oh, it's just because they need to have these contingent, contingent  plans in case there is a breakup, right? That's what his PR firm's doing. It's like, worst case scenario. What is it? And that maybe makes sense, right? If you have a PR firm and you want to plan ahead, you don't want to be scrambling. You want to be proactive for your clients. That makes sense. But what doesn't make sense about it is the fact that it said September 28th was going to be the breakup date.  What's what would be funny.  They were like, they hate each other and now they have to, like, they, they hate each other. They, they want to break up. They're done with it. They haven't spent time together, but now.  If they want to pull this off by convincing the public that it wasn't all planned, they're going to have to hang out. They're going to have to be around each other. They're going to have to go in public and pretend that they're actually still dating. And that would be hilarious to me.  Here we go. Let's go ahead and watch. This video  Taylor Swift's the biggest star in the world. Sorry, Gutfeld.  She's been blanketed across the sports media entertainment atmosphere. The New York Times just speculated. She's a lesbian and last year's tour broke Ticketmaster a tour that's revenue tops the GDP of 50 countries.  I mean, I like her music. She's all right, but I mean, have you ever wondered why or how she blew up like this?  Well around four years ago. The Pentagon Psychological Operations Unit floated turning Taylor Swift into an asset during a NATO meeting. What kind of asset? A psy op for combating online misinformation. Listen. Interesting. You came in here wanting to understand how you just go out there and counter an information operation. The idea is that social influence can help  It can help encourage or  promote behavior change, so potentially as, like, a peaceful information operation. I include Taylor Swift in here because she's you know, she's a fairly influential online person. I don't know if you've heard of her.  Yeah, that's real.  The Pentagon's PSYOP unit pitched NATO on turning Taylor Swift into an asset for combating misinformation online.  This is nothing new. In the 1950s, the government strong armed Louis Armstrong. The  Let's just take a second to appreciate that pun from Jesse Waters. They strong armed Louis Armstrong.  I think I have something somewhere.  No?  No?  Come on.  Oh man, alright.  Hey! Look at that, look at that, look at that.  I knew, I knew it was there somewhere. We don't get to use those often, but when we do, it's a good time.  Here we go, let's finish a couple, a couple minutes of this. And I've talked about this before, but just so you get the full context. The CIA did the same thing with jazz singer Nina Simone, except they did it without her really knowing.  In the 70s, Nixon enlisted Elvis in his war on drugs. He gave the king a badge and named him a covert federal law enforcement agent. Sheriff. Michael Jackson was tapped by Reagan. Using his song Beat It and his public service campaigns against teen drinking and driving.  Michael Jackson persuading minors not to drink.  Anyway.  So is Swift a front for a covert political agenda? Primetime obviously has no evidence. If we did, we'd share it.  But we're curious. Because the pop star who endorsed Biden is urging millions of her followers to vote.  She's sharing links and her boyfriend, Travis Kelsey, sponsored by Pfizer  and their relationships boosted the NFL ratings this season, bringing in a whole new demographic.  So how's the SIOP going?  Well, as usual, Biden's not calling the shots because he doesn't even.  It's going pretty well. Apparently until now, right? They got what they wanted. They brought the Swifties over to the NFL.  They got  Popularity for Joe Biden and votes for him just four years ago, and they're going to try and do it again.  Interesting. Interesting. Interesting. So let's go ahead and read some of this document here.  It says, Travis, Travis Kelsey's team has called in lawyers over the leaked contract that claimed to reveal the exact date his relationship would end with Taylor Swift.  Fake PR strategy documents spread online, says Daily Mail, gave illusion their year long love story was a sham. Nobody said that it's, like, that's not fake. It's from Taylor Swift.  It's a PR company.  Here it is. Let's read some of the document here. It says, and this was a Snapchat, the front page of the alleged full scope contract. It says, comprehensive media plan for Travis Kelsey's public relations following breakup with Taylor Swift. Confidentiality. Notice someone's getting fired. The document is intended for internal use only and contains confidential information regarding the media strategy of Kevin Kelsey. It is not to be shared or any external parties or unauthorized individuals. All details within the written document are insensitive and designed to manage the public image of Travis Kelsey effectively. Unauthorized distribution and disclosure of this document is strictly prohibited. Oops!  Oops.  Objective to effectively manage and mitigate the fallout from there. I'm, I'm excited to see if this is like chat, GPT generated, cause I'm usually pretty good at telling to effectively manage and mitigate the fallout from the breakup between Travis Kelsey and Taylor Swift.  It doesn't say potential by the way, and Sherman Travis, Kelsey retains a positive public image minimize negative media portrayal and continues to build his personal and professional brand. Okay.  Key messages. Here's what they're going to say. Respect and privacy. Right? Respect and privacy.  Emphasize that the breakup is a mutual decision made with respect to each other's personal lives.  Stress the importance of privacy during the period to allow individuals to focus on respective personal growth and careers. Professional focus. Highlight Kelsey's commitment to his career and ongoing achievements in the sports industry. Showcase recent milestones, upcoming games, and his involvement in major sporting events. And personal growth. Frame the breakup as a natural part of life and an opportunity for personal evolution. And share how Kelsey is focusing on personal development, self improvement, and resilience. Look at that. Let's go to another page. There it is. And it says  distribution, comment the establish, or the statement should be,  Let's see, I'm trying to read this.  Gracious, respectful, and stress mutual respect. Example, Travis and Taylor have decided to part ways after careful consideration. They both value and respect each other's personal lives and just appreciate your respect and privacy during this time. The time. Now this is what people find to be really interesting about this because this could be a document that's outlining just how they would respond.  Until the time is stated and it's recent. And this all is very reasonable for a PR company. Like, it's not like somebody is exaggerating. It's not saying that if you're going to be salacious and post a fake PR document for Travis Kelsey and Taylor Swift, it would say some crazy stuff. It would say that he cheated or she cheated or there's, she cheated on him with John Mayer and they're getting back together, like they would make it way more salacious than this.  And the fact that it has a date on it also makes it very interesting.  Which is why people are saying obviously this is legitimate. It says media interviews, secure interviews with reputable sports and lifestyle outlets known for balancing balanced reporting. Target platforms include sports outlets, ESPN, sports illustrated in the Atlantic, lifestyle entertainment, vanity fair, GQ people's magazine, and local news  talking points, focus on Kelsey's recent sport achievements and future goals, emphasize the respect for Taylor Swift and mutual decision to part ways, avoid discussing personal details about the relationship and breakup.  Very, very interesting.   Even says to do mock interviews with Travis prior to the,  alleged non existent media scrubs on this.  So, there you have it. Find it to be pretty interesting. It'll be even more funny when they have to stay together. We are still, still, still together. because your PR firm leaked all the information and now it's going to be very readily in everybody's head when you go to do all these tactics and use all these talking points at the exact same news outlets on the exact same day. So now you have to stay together. Sucks for you. Write a song about it. That's all I got to say. All right.  Speaking of pitch decks, well, we weren't speaking about pitch decks, but  business documents.  There's a way to segue that somehow. Speaking of business documents,  Here's a pitch deck that is  out there right now. And this should, this should terrify you. This should absolutely terrify you. There's a company called CMG and they have a pitch deck on predictive audience technology and the power of the voice. And  Our devices, microphones. Now this company is obviously selling advertising opportunities helping you to target your audiences for things like Facebook ads, Google pay per click ads with geofencing. So it's talks about a 10 and 20 mile radius  have a marketing background, can talk about these things.  Talks about a 10 to 20 mile geo fenced radius around these ad campaigns. But the way that they're going to get the data for you to help you target these people is more specific and invasive than any other marketing,  advertising use case ever, right? Like this is the most invasive technology that you could imagine.  They want to listen to your microphones and not they want to. They are, according to this pitch deck, they are listening to your microphones, gathering that data, scrubbing hundreds of thousands of hours of you talking to your spouse, you making love with your spouse, you talking politics with your cousin, you,  whatever it is that you talk about, they're listening on your phone, on your Alexa, and on your computer, your smart TV, everything and anything that has a microphone is a suspect here. And they show it right here on this slide.  And what it says is the power of voice in our devices, microphones, smart devices, capture real time intent data by listening to our conversations. Advertisers compare this voice data with behavioral data to target in market consumers. We use AI. We use, we use, we use, they are actively doing this right now. We use AI to collect this voice data. Data from 470 sources to improve campaign deployment, targeting, and performance. You can reach your potential customers before your competitors  by listening into their microphones, listening into their homes, their bathrooms, their bedrooms.  This is the most egregious privacy violation in history, and  this should terrify everybody. This is unacceptable because if CMG can do this, CMG local solutions. If some random marketing advertising organization can do this, imagine what the NSA and the CIA is doing. And I've talked about this  for the longest time. People like, Oh, they're listening. And then they advertise to me. Oh, they're listening. Then they, they must've heard me talk from through my phone. And then I got this advertisement a minute later and everybody was like, no, no, there's no way that they could do that. They can't scrub the data. They don't have the ability to do it. They don't have the processing possibility or power to be able to do that.  Now they do, they have AI. I have AI use transcriptions all the time for this podcast for plenty of things that I do.  So as long as they can listen to your microphone, they can transcribe your conversations. They know exactly what you're doing, who you're talking to, why you're talking to them, and what you're talking to them about.  Then  they can use that data, put it into a machine learning process or machine learning system. They can use a large language model, something like GPT, and then they can scrub all those conversations to see what are the top 10 products that Austin Adams is interested in this week. And then they can target you with that information. They can also target you. If they're the FBI, if they're the CIA, if they're the local police force, if you're, they're the election police, right? Whatever that is down the road, you have to think about that now. This technology is just emerging to where they actually have the capabilities  of listening to every conversation you have, determining intent,  and then doing something about it.  Now let's read through some more of this.  It says consumers leave data trails based on their conversations and online behavior, AI collects and analyzes this behavior and voice data from 470 sources. Processing voice data with behavioral data identifies an audience who is ready to buy.  We take this data and align it with your products and services to build an audience list in a defined 10 mile radius. This audience list is uploaded into our ad platforms to target your digital advertising. Once launched, the technology automatically analyzes your site traffic and customers to fuel audience targeting with an ongoing basis.  After prep and setup of your account, we developed your audience list. Using the encrypted list. We target your audience through streaming TV, audio display, and pre roll paid social Google Bing and mobile  instantly grow and target a hyper relevant audience, reduce click and acquisition costs, generate lookalike audiences at a fraction of the cost to look like audiences, essentially, when you have a list of a hundred people that all have similar traits, they can try to find a 1 percent comparison  of interest to that list to retarget. So if you have a list of a hundred people,  that list can turn into a thousand people that look. Or act just like those people.  Pricing a hundred dollars a day or $200 a day for a 10 mile radius or a 20 mile radius.  It's actually fairly cheap.  We partner with the best to provide the best They have. This company partnered with Google, Amazon, and Facebook,  which seems to be kind of alluding to who those partnerships are that they're getting those 470 pieces of data from.  Yeah.  Wow.  So there you have it. CMG, local solutions. is now listening into your conversations. And if they have access to this data, so does Facebook. So does Google. So does  Amazon, right? So does the FBI. So does the CIA. So does the local police department. So does the thought police. So does the, the, the, you know, The election police,  this should terrify everybody.  Now, one thing that I've heard Joe Rogan talk about, and  you know, the deal by now,  there's only one way to stop this from happening,  right? There's only one way to stop the relay of information out to these companies, right? If you work at a company where there's sensitive information, where you talk to your spouse about something you don't want your phone to hear.  Right? Your cameras should be covered on your phone. Your cameras should be covered on your, your laptop.  You shouldn't have home security systems like Wwise or Ring. They have access to all of it.  The walls have been breached. They can access your home whenever they want if you have cameras, if you have a cell phone, if you have a webcam, if you have a microphone, if you have an Alexa. The walls have been breached. Now it's time to do something about it before it's weaponized against you. They're building a profile.  They're determining what they can sell you to take your money from you, that you worked so hard for it by convincing you through marketing campaigns,  they're determining if you're going to vote for this person or that person,  but there's only one way to stop it.  And it's by putting your cell phone  somewhere where they cannot hear you. One, that's one way to do it. Unplugging all of your Amazon.  Getting rid of your ring camera. Getting rid of your, your  Wyze cameras from Amazon,  which Wyze just introduced a  that's like one of the lower cost security systems. Wyze just introduced an AI feature where you can search through all of the data where you can search through all of your camera stuff. And this is honestly almost as terrifying as this,  Speech, the predictive audience technology that CMG is talking about here.  This should terrify you too. Why is the security system company security camera company just came out with a email talking about how they are going to allow you to search any and all of your footage using AI search algorithms. So if you have cameras inside and outside of your house, you can say, Hey, Show me all of the video footage of packages being dropped off. Show me all of the video footage of my wife leaving or coming home. Show me all of the videos of our dog taking a shit. Like, why do we need that? We don't need that. You can give us like the little trinkets as a result of the technology that you've developed, but they didn't develop that technology for us. They developed this technology for military uses. They developed this technology so that they can  increase their totalitarian fingers into your life.  They developed this technology. So conglomerate organizations, commercial companies out there can profit on godly amounts of money. They did not make this technology for you. They made it for them.  And you should be very weary when you use it.  Now you can utilize something called when it comes to your phone, right? Unplug your Alexa.  Put it, put a cover on your webcam.  Now you can use something when it comes to your cell phone, right? If you have you know, certain trade secrets that you need for your company.  If you have private conversations with your wife that you don't want people to hear,  right? Because then they can weaponize, they can blackmail you. They could send an audio of you talking about bad about your boss, right? So many different ways that this can be used, like millions and millions of terrible things can happen from this, but you can do one thing about it. And that's utilizing a. Faraday phone sleeve, just like this. Okay. Now this is from my company Ronin and all you do is you pop this open. This is the final version. Finally got the sample in yesterday.  The production is ongoing right now at my manufacturer and we will have these in just a couple of weeks  and you can just slide your phone  right inside  of this.  You can put your phone right inside of this Faraday bag.  It's a bad example cause it's hard to do it and be on camera, but here you go. Put your phone inside of that Faraday bag. Has a nice looking magnetic strip here that closes for you.  And all of the signals from your phone go away. They can't, they can't listen to your microphone. They can't see your camera, right? They can't do any of that if your phone is in a Faraday bag. They can't even send you a text message  if you have a Faraday bag.  So, Get yourself a Faraday bag. There's several companies out there that sell these. Wait a couple of weeks, buy one from ronanbasics. com. That would be supporting  me right here in this endeavor to give you the tools that you need to help fight back against modern technology, which has many, many threats, including EMFs, right? Data and privacy breaches.  So many, so many ways that they're weaponizing technology against you.  One way to fight back  is a  Faraday Sleeve from Ronin. Now we got a couple colors. This is the sand color, which I truly like the most. And then we have this slate color. Color as well. So a couple of weeks, these will be available. You can get 10 and 15 percent off by going to Ronan basics. com. That will sign you up for our newsletter, right? When it pops up and you'll get 15 percent off of your order.  Go put your email and your text messages on. Turn on the put in your phone number and I will send you a text personally when the launch happens and you will get 15 percent off. So head over Ronan basics. com R O N I N basics. com. Get yourself a Faraday phone sleeve. Stop CMG from tracking you and the day the government from being able to know everything that you talk about.  Alright, there you have it.  Next thing we're going to talk about here is going to be the school shooting. So, yesterday in Georgia, in Appalachia  there was a school shooting  terrible, terrible in Georgia.  And so it says a 14 year old student fatally shot four people in a rampage at a Georgia high school, officials say. And this comes from AP News.  I'm sick of this, guys.  I'm sick of it. It makes my heart sink. I have children. I have children who are school age.  I'm so done with it. As a parent, it's terrifying. As a human, it's so sad.  And as a father, it's  very concerning.  I hate seeing this every time.  And like, the more and more this happens, the more I understand the people who are shouting for gun control.  Right? I'll say that one more time. The more this happens, the more I understand the people asking for gun control. The more school shootings there are, the more it makes sense to me why people hold that position. Because  we just don't know what to do about this. Right? There's no answers.  I don't think that that's the answer. I don't think taking people's guns away is the answer. I don't think it'll help anything. I think if anything, the answer is probably arming people within the school systems, which is another difficult barrier to overcome. I think the answer is having active police forces on site at every police or at every high school with armed, trained police officers who can eliminate a threat.  I don't think the answer is taking away guns. But I do understand the argument when everybody just throws up their hands and goes, I don't know what to do, stop, stop this from happening.  It's, like, it's terrible. A 14 year old, like, dude, this kid was 10. 10 years old, a child. A baby. Just 4 years ago. And now they grab a weapon and open fire and kill 4 people.  Like, what do we do? Well, to me, you know, I think the answer is mental health.  I think the answer has to do with pharmaceutical medications, I think the answer has to do far more about pharmaceuticals than it does the weapons, because this 14 year old could have went in there and stabbed a bunch of people.  It says a 14 year old student opened fire to the Georgia High School and killed four people on Wednesday, authorities said, sending students scrambling for shelter in their classrooms,  and eventually to the football stadium, as officers swarmed the campus and parents raced to find if their children were safe.  The dead were identified as two students and two teachers at Appalachee High School in Winder, about an hour's drive from Atlanta.  Killed were two fourteen year olds, Mason Schermerhorn and Christian Angulo,  and teachers Richard Aspinwall and Christina Iremi.  Georgia Bureau of Investigative Director Chris Hosey said in a nighttime news conference,  At least nine other people, eight students and one teacher, were taken to hospitals with injuries, all expected to survive.  The words, hard lockdown, appeared on a screen in junior Leila Farrell's health class, and lights began flashing. She and her frightened classmates piled desks and chairs in front of the door to create a barricade. Sophomore Kaylee Abner, was in geometry class when she heard the gunshots. She and her classmates ducked behind their teacher's desk, and then the teacher began flipping the desk in an attempt to barricade the classroom's door.  A classmate beside her was praying, and she held his hand, and while they all waited for police.  After students poured into the football stadium, Abner saw teachers who had taken off their shirts to help treat gunshot wounds.  Two school resource officers encountered the shooter within minutes after a report of shots were, that shots went out.  The suspect, a student at the school, immediately surrendered and was taken into custody. You coward.  He is being charged as an adult with murder. Authorities said the weapon was an assault style rifle.  The teen had been interviewed  after the FBI received anonymous tips in 2023 of May about online threats to commit an unspecified  school shooting.  So the knew about this kid.  More than a year ago  that he was planning to do this and it still happened, right? But I mean, what can you do if you can't prove anything? How do you take them? You can't take them to jail. You can't put them in juvie, right? You should put them in therapy and have consistent follow up. I mean, that's the answer.  The FBI narrowed the threats down and referred to the case to the Sheriff's department at Jackson County, which is an adjacent to Barrow County.  The Sheriff's office interviewed the then 13 year old and his father who said there were hunting guns in the house. But the teen did not have unsupervised access to them. The teen also denied making on the online.  The Sheriff's office alerted local schools for continued monitoring of the team, but there was no probable cause for arrest. Yeah. Right. That's difficult. How, what, what can you do legally?  Jose said that the state division  of family and children services, also a previous contact with the team and we'll investigate whether or not that has any connection with the shooting authorities were still looking into how the suspect obtained the gun used in the shooting and got it into the school.  Yeah, no school. No, no gun zones don't work guys. There's probably a sign and it was illegal, right? It doesn't help to have additional gun control. My heart hurts for these kids. My head hurts or my heart hurts for our community He said but I want to make it very clear that hate will not prevail in this County I want to be very clear and known love will prevail over what happened today.  Gosh, just imagine if that was your kid Before Wednesday, there had been 29 mass shootings in the U. S. so far this year. According to a database maintained by the Associated Press and U. S. Today in partnership with Northeastern University, at least 127 people have died in those 29 mass shootings, which are defined as incidents with four or more people have died within a 24 hour period, not including the killer. The same definition used by the FBI.  So 29 mass shootings this year now that doesn't that also includes like gang related shootings Which excuse that quite a bit last year ended with 217 deaths and 42 mashing I want to know like how many school shootings are there  now how many people shot each other in Chicago?  I'm Wednesday and wonder Landon Culver an 11th grader said he stepped out of his algebra class to get a drink of water when he Heard shots and then saw someone wearing a black hoodie with a long gun. I didn't really stick around too long to look he said Instead, he ran back inside the classroom and locked the door. The class huddled in the back in the dark and waited for a rampage to end.  Culver listened as gunshots rang out in the building. You're just wondering, like, which one of those is going to be somebody that you're best friends with or somebody that you love. Later police officers arrived and escorted the students out as they were leaving the building.  Culver saw multiple people who had been shot. You hear about this kind of stuff and you're like, you never think it's going to happen until it's happening.  Jeez.  Oh, man. So like I said, I understand. I understand the position. I mean, I understand the emotional attachment to wanting gun control here.  I think it's a flawed argument.  I think it doesn't work. I think that there's better arguments and that in many cases, equipping people who are capable. With  the tools that they need to fight back is probably the better answer.  But again, I, I, I'm not on insensitive to why people believe that because it's just like, what do you do with this point? How, what can we do? What can we try? What, what, what are the opportunities here? Is it eliminating pharmaceutical medications to people under the age of whatever, right? How, how can we solve this issue?  Even if it's one a year, two a year, three a year, that's terrible. How can we solve this issue and what can we done about it? And I don't think there's an answer. I don't think there's a right answer, and I think it'll continue, and it'll continue whether there was no guns in the world. Right, the problem with gun control is that the people that you should fear most, historically, is the government. And they're not giving their guns away.  So no matter how many school shootings there are, the argument that guns are, getting rid of guns in the public's hand is the answer, is not the correct answer. Because the enemy is the one taking your guns.  Always, historically, is the government that is over top of you, the totalitarian regimes that eventually occur when there is no ability to fight back against your government.  And these, these deaths are sad and terrible and I hope they never happen and I hope there's a solution and  it's just not the answer.  So, the Tennessee Star did come out with a  with the,  Audrey Hale's manifesto from Nashville, Tennessee.  But we're going to cover that next time. I think it deserves a little bit more time and attention, although I would say there's not a ton in there that talks about why, other than the trans situation and some weird love interests. So stick around next time. Without keeping you around too long, subscribe, leave a five star review. I appreciate you head over to RonanBasics. com, put in your information into the email pop up that jumps up there and the text messages, and you'll get 15 percent off and you'll have first notice when these phone sleeves launch, right? Very excited about this. This is what I'm most excited about. This is really why I went down this path. You can also get yourself a Faraday EMF blocking hat, which is the one I'm wearing on my head.  I will see you next time here,  the Atoms Archive.  Atoms Archive. 

In this special, mini episode of The Science of Personality, Ryne and Blake sit down with Allan Church, PhD, cofounder and managing partner at Maestro Consulting and former SVP of global talent management at PepsiCo, at the 2024 Society for Industrial and Organizational Psychology annual conference, to talk about how personality impacts careers.

In this special, mini episode of The Science of Personality, Ryne and Blake sit down with Rob Kaiser, president of Kaiser Leadership Solutions, at the 2024 Society for Industrial and Organizational Psychology annual conference, to talk about leadership versatility.

In this special, mini episode of The Science of Personality, Ryne and Blake sit down with Andrew Blake, PhD, assistant professor of management at Texas Tech University, at the 2024 Society for Industrial and Organizational Psychology annual conference, on the similarities between organized crime members and entrepreneurs. 

In this special, mini episode of The Science of Personality, Ryne and Blake sit down with Larry Martinez, PhD, the A. Dale Thompson Endowed Chair of Leadership at the University of Texas at Arlington, at the 2024 Society for Industrial and Organizational Psychology annual conference, where we talk about partnerships between researchers and community organizations. 

In this special, mini episode of The Science of Personality, Ryne and Blake sit down with Jennifer Tackett, PhD, professor of psychology at Northwestern University, at the 2024 Society for Industrial and Organizational Psychology annual conference to talk about Northwestern's X-Factor Program, which involves Hogan.

In this special, mini episode of The Science of Personality, Ryne and Blake sit down with Robert Hogan, PhD, president & founder of Hogan Assessments, at the 2024 Society for Industrial and Organizational Psychology annual conference to discuss the topic of revolutions.

In this special, mini episode of The Science of Personality, Ryne and Blake sit down with Alise Dabdoub, PhD, director of product innovation at Hogan Assessments, and Anne-Marie Paiement, PhD, regional manager at Hogan Assessments, where we talk about them winning the SIOP 2024 Best International Paper award. 

In this special, mini episode of The Science of Personality, Ryne and Blake sit down with Tyler Fezzey, a PhD at the University of Alabama, at the 2024 Society for Industrial and Organizational Psychology annual conference to talk about Queen Bee Syndrome.

In this special, mini episode of The Science of Personality, Ryne and Blake sit down with Nikita Mikhailov, chief neuroticism officer at Goodness of Psychology, at the 2024 Society for Industrial and Organizational Psychology annual conference to talk about whether AI is today's version of an ink blot test.

Malissa Clark is an associate professor of industrial/organizational (I-O) psychology at the University of Georgia, where she has been on faculty since 2013. Currently, Clark serves as associate head of the department of psychology and director of the Healthy Work Lab. She is a recognized expert on the topics of workaholism, overwork, burnout, and employee well-being. Clark earned her Ph.D. in I-O psychology from Wayne State University, and her B.A. in organizational studies from the University of Michigan. She has received awards for her writing and mentoring, and her work has been funded by the National Institute for Occupational Safety and Health (NIOSH) and the Society for Industrial and Organizational Psychology (SIOP). In 2023, Clark was named a Fellow of SIOP, a status that recognizes unusual and outstanding contributions that have an important impact on I-O psychology. Her first book, Never Not Working: Why the Always-On Culture Is Bad for Business—and How to Fix It, launches in February 2024. Clark's work has been published in premier outlets such as Journal of Applied Psychology, Journal of Management, and Journal of Organizational Behavior. She serves on the editorial boards of Journal of Applied Psychology and Personnel Psychology and as action editor for Journal of Business and Psychology and Occupational Health Science. Clark is passionate about bridging the scientist-practitioner gap and advocating for healthier workplaces and worker well-being through her speaking and consulting. Her work has been featured on various podcasts and in outlets such as Time, US News and World Report, New York Times, and The Atlantic. She currently serves as a member of the NIOSH Healthy Work Design and Well-Being Council. In her free time, she enjoys spending time with her family and traveling.Find out more at: https://www.malissaclark.com/

In this special, mini episode of The Science of Personality, Ryne and Blake sit down with Peter Harms, PhD, a Frank Schultz Professor of the Department of Management at the University of Alabama Culverhouse College of Business, at the 2024 Society for Industrial and Organizational Psychology annual conference to discuss the psychology of underdogs.

In this special, mini episode of The Science of Personality, Ryne and Blake sit down with Deborah Lee, PhD, senior director of global talent management for Pepsico, at the 2024 Society for Industrial Organizational Psychology annual conference to discuss how Pepsico uses Hogan.

Register free at https://brightu.com to watch the full Mind Control and 5th Generation Warfare stream - Conspiracy theories and government secrecy. (0:03) - FEMA camps and government weaponization. (7:53) - Whistleblower's allegations of child mutilation cover-up and pharmaceutical censorship. (13:54) - Pfizer's COVID-19 vaccine safety, effectiveness, and fraud allegations. (20:46) - Holding pharmaceutical companies accountable for vaccine injuries and deaths. (25:58) - Potential mass arrests and reeducation camps for conservatives in the US. (30:49) - Potential government tyranny and mass extermination. (39:01) - USDA's alleged plans to exterminate cattle and farming communities through tagging and contamination. (43:07) - US government's control over food supply and its impact on society. (47:33) - Creating the internet and its potential for freedom vs. control mechanisms. (54:31) - Mind control, fifth generation warfare, and technology manipulation. (56:33) - Fifth generation warfare and mind control, including SIOP and COVID-19. (1:03:04) - Globalist agenda to control population through mind control and technocracy. (1:07:59) - Targeted individuals and mind control technology. (1:14:05) - Mind control technology and its potential uses and dangers. (1:19:21) - Manipulation of public opinion through media and censorship. (1:22:37) - Manipulation and delusion in society. (1:27:56) - Hunter Biden's criminal charges and the Biden family's alleged crimes. (1:34:32) - 5G technology as a potential weapon system and the need for awareness and action to protect society. (1:38:34) - AI, nanotechnology, and their potential dangers. (1:43:25) - AI and its impact on society, medicine, and free speech. (1:47:25) For more updates, visit: http://www.brighteon.com/channel/hrreport NaturalNews videos would not be possible without you, as always we remain passionately dedicated to our mission of educating people all over the world on the subject of natural healing remedies and personal liberty (food freedom, medical freedom, the freedom of speech, etc.). Together, we're helping create a better world, with more honest food labeling, reduced chemical contamination, the avoidance of toxic heavy metals and vastly increased scientific transparency. ▶️ Every dollar you spend at the Health Ranger Store goes toward helping us achieve important science and content goals for humanity: https://www.healthrangerstore.com/ ▶️ Sign Up For Our Newsletter: https://www.naturalnews.com/Readerregistration.html ▶️ Brighteon: https://www.brighteon.com/channels/hrreport ▶️ Join Our Social Network: https://brighteon.social/@HealthRanger ▶️ Check In Stock Products at: https://PrepWithMike.com

Welcome to FP&A Tomorrow, where we discuss financial planning and analysis, examining its current state and future prospects, with your host Paul Barnhurst. In today's episode, Paul engages in an insightful roundtable discussion with Nathan Kaemingk & Karan Sood on LinkedIn. In the episode, we discuss the nuances of strategic pricing and its immense impact on business profitability.Karan, a seasoned pricing professional, shares his extensive experience across various industries, emphasizing the importance of cross-functional alignment and value-based pricing.Nathan, with a unique background in mechanical engineering and forecasting, highlights the critical role of understanding costs and leveraging pricing strategies to combat inflation and optimize profits.Key takeaways from this week's episode include:Here is a concise summary of the key points from the discussion:Effective pricing requires collaboration between finance, FP&A, and pricing teams. Transparent communication and alignment on goals are essential to ensure cohesive strategies that drive profitability.Value-based pricing is the gold standard, especially in service industries. By quantifying and communicating the value provided to customers, businesses can justify higher prices and enhance profitability.Inflation significantly affects pricing strategies. Companies must adjust prices to keep up with rising costs and maintain profit margins, making strategic pricing more critical than ever.Relying solely on cost-plus pricing can lead to missed opportunities. Understanding customer value and competitive positioning allows for more strategic price setting, rather than simply adding a margin to costs.Constructively using promotions and discounts can drive volume without eroding profit margins. Measuring and optimizing these strategies ensures they contribute positively to overall profitability.Rebates can be effective for maintaining uniform pricing across different channels and incentivizing performance. However, companies must measure and adjust rebate programs regularly to ensure they are beneficial.Accurate forecasting and aligning sales with operational capacity are crucial. Effective sales inventory and operations planning [SIOP] can significantly increase net profit margins by optimizing resource utilization and pricing strategies.Quotes:Here are a few relevant quotes from the episode "The art of pricing goes beyond just number crunching, it goes into cross-functional alignment on what the goals are."“The 1% increase in price leads to an 11% increase in profit margins coming out of McKinsey years ago. It still holds true.”“It's amazing how easy it is to increase profits by being good at pricing.”“Pricing is going to become one of the most important things that we get good at over the next half-decade.”Exciting AnnouncementI am excited to share my two new digital FP&A Courses with you FP&A Business Partnering, and Modern Excel. They launched yesterday and I am excited to offer a 20% discount to my listeners. Use code PODCAST.Link to courses: FP&A Business Partnering (thinkific.com)Modern Microsoft Excel (thinkific.com)Follow...

Dr. Steven G. Rogelberg, an organizational psychologist, holds the title of Chancellor's Professor at UNC Charlotte for distinguished national, international and interdisciplinary contributions. He is an award-winning teacher, has over 200 publications, been cited well over 12,000 times in the academic literature, and was recipient of the very prestigious Humboldt Award for his research on meetings. Dr. Rogelberg is the author of two highly-praised leadership books, Glad We Met: The Art and Science of 1:1 Meetings and The Surprising Science of Meetings: How You Can Lead Your Team to Peak Performance. He has been interviewed or featured on major TV and radio broadcasts, podcasts, and in most major newspapers and magazines. His keynotes on meetings span the globe and occur at the world's leading organizations. He was the inaugural winner of the Society for Industrial and Organizational Psychology (SIOP) Humanitarian Award and just finished his term as president of SIOP, the world's largest professional organization for organizational psychology. Links The Science of Church Meetings (including Ward Council) | An Interview with Steven Rogelberg Glad We Met: The Art and Science of 1:1 Meetings The Surprising Science of Meetings: How You Can Lead Your Team to Peak Performance StevenRogelberg.com There is already a discussion started about this podcast. Share your thoughts here. Transcript coming soon Get 14-day access to the Core Leader Library Highlights Coming soon The Leading Saints Podcast is one of the top independent Latter-day Saints podcasts as part of nonprofit Leading Saints' mission to help Latter-day Saints be better prepared to lead. Learn more and listen to any of the past episodes for free at LeadingSaints.org. Past guests include Emily Belle Freeman, David Butler, Hank Smith, John Bytheway, Reyna and Elena Aburto, Liz Wiseman, Stephen M. R. Covey, Julie Beck, Brad Wilcox, Jody Moore, Tony Overbay, John H. Groberg, Elaine Dalton, Tad R. Callister, Lynn G. Robbins, J. Devn Cornish, Bonnie Oscarson, Dennis B. Neuenschwander, Anthony Sweat, John Hilton III, Barbara Morgan Gardner, Blair Hodges, Whitney Johnson, Ryan Gottfredson, Greg McKeown, Ganel-Lyn Condie, Michael Goodman, Wendy Ulrich, Richard Ostler, Kirby Heyborne, and many more in over 700 episodes. Discover podcasts, articles, virtual conferences, and live events related to callings such as the bishopric, Relief Society, elders quorum, Primary, youth leadership, stake leadership, ward mission, ward council, young adults, ministering, and teaching.

Den 17 mai 2024 tok jeg turen ut i Østmarka for å filosofere over en av de største truslene mot den menneskelige sivilisasjon; atomkrig. Til lyden av fuglekvitter og hakkespett tar jeg for meg tematikk som M.A.D. og SIOP, og tegner et bilde av hva som ville skje om Oslo hadde blitt rammet av en atombombe på 1 megatonn.  Støtt ekte norsk podcasting på Patreon! Hosted on Acast. See acast.com/privacy for more information.

To wrap up season 2, the three of us met up in NYC to record the last episode of the season in-person and debrief a recent organizational psychology conference we all attended. We share the latest insights we uncovered on topics ranging from leader prototypes to AI coaching, dwelling on the sessions that resonated with us. If you're curious about what an I/O psychology conference looks and feels like, check out this episode! Finally, we are taking a short break and will return in July with more content on all things Asian in the workplace!

Quote:We talk about the effect of technology on everything, but ultimately, it's the people that matter." This theme has shown up repeatedly, emphasizing that technology doesn't have uniform effects; we have to consider the psychology of implementation, how it's used, and its context​​.Summary:In a thought-provoking episode of "People, Science, Inc.," Dr. Charles Handler sits down with Dr. Tara Behrend, a leading expert in the intersection of industrial-organizational psychology and technology. They explore the profound impact of technology, especially AI, on workplace dynamics, employee well-being, and organizational effectiveness. Dr. Behrend, with her extensive background in the study of how technology influences human behavior at work, sheds light on critical issues such as the ethical use of AI in hiring, the psychological effects of remote work technologies, and the future of learning and development in increasingly digital environments.In this engaging episode of "People, Science, Inc.," Dr. Charles Handler welcomes Dr. Tara Behrend, an esteemed Industrial and Organizational Psychologist and current president of SIOP. Dr. Behrend, also a professor at Michigan State University, shares her insights into the psychological implications of emerging technologies in the workplace, the role of AI in learning and connection, and the significance of career and technical education in addressing evolving workforce demands. With a focus on how AI and technology impact employee well-being, decision-making, and organizational dynamics, this conversation sheds light on the critical intersection of psychology, AI ethics, and workplace innovation.Take aways:Balancing AI and Ethics in Hiring: The discussion reveals that while AI can streamline the hiring process, it requires a careful balance to ensure ethical application. Dr. Behrend stresses the importance of transparency and continuous oversight in AI systems to mitigate biases and uphold fairness, providing a blueprint for organizations to follow.Adapting to Remote Work Technologies: Insights from the episode illustrate that successful remote work depends not just on the technology used but on how it's implemented. Strategies for maintaining communication, fostering collaboration, and sustaining engagement in remote settings are crucial for preserving company culture and employee well-being.Innovating Learning and Development: Dr. Behrend points out that technology's role in learning and development extends beyond access to information. It involves creating adaptive systems that tailor learning experiences to individual needs, promoting more effective skill acquisition and career growth.Understanding the Psychological Impact of AI: One of the pivotal learnings is the nuanced psychological impact of AI on employees, including feelings of trust or mistrust towards automated systems. Companies are encouraged to foster an environment where technology serves as a support, not a replacement, enhancing job satisfaction and productivity.Navigating Technological Change: The episode underlines the necessity for both organizations and employees to remain agile amidst technological advancements. This involves fostering a culture that values upskilling, reskilling, and continuous learning as essential components for thriving in the evolving workplace landscape.Addressing Surveillance in the Workplace: Through her insights, Dr. Behrend highlights the increasing use of surveillance tools in monitoring employee productivity and behavior. A key learning from her work is the critical need for ethical guidelines and transparent communication about the use and purpose of surveillance technologies. Organizations must balance efficiency and privacy concerns, ensuring that surveillance practices are implemented with respect to employee autonomy and trust, thereby preventing potential negative impacts on morale and workplace culture.

Join us on April 3@ 6pm EST for an exciting conversation with world-renowned organizational psychologist and author, Dr. Steven G. Rogelberg, to discuss his new book, Glad We Met: The Art and Science of 1:1 Meetings. Dr. Rogelberg holds the title of Chancellor's Professor at UNC Charlotte for distinguished national, international and interdisciplinary contributions. He is an award-winning teacher, has over 200 publications, been cited well-over 10,000 times in the academic literature, and was recipient of the very prestigious Humboldt Award for his research on meetings. Adam Grant has called Steven the “worlds leading expert on how to fix meetings”. He has been interviewed or featured on major TV broadcasts (e.g.  CBS This Morning, multiple times on CNN, BBC World), radio (e.g., NPR's Morning Edition), leading podcasts, and in most major newspapers and magazines. His keynotes on meetings span the globe and occur at the world's leading organizations including but not limited to Google, Facebook, Amazon, Pfizer, Cisco, Bank of America, PayPal, Dell, The United Nations, 3M, RAND, The Security Exchange Commission, Corning, Siemens, London Stock Exchange, TIAA, and Warner Brothers. He was the inaugural winner of the Society for Industrial and Organizational Psychology (SIOP) Humanitarian Award and just finished his term as President of SIOP, the largest professional organization in the world for organizational psychology.

Dr. Laura welcomes Dr. Malissa Clark, an associate professor of Industrial/Organizational Psychology from the University of Georgia, about workaholism and her upcoming book, “Never Not Working: Why the Always-On Culture is Bad for Business - and How to Fix It”. Dr. Clark defines modern day workaholism, and explains why it's so detrimental to both individuals and businesses.There is an aspect of workaholism that's “like water to a fish”, according to Malissa Clark, which is that we are so immersed in work that we simply don't notice it. She works to define workaholism and breaks it down into four main components: behavioral, motivational, emotional, and cognitive. Dr. Clark unpacks each of the components, which are detailed in her book, and talks about the research, interviews, and thoughts that she drew upon when writing “Never Not Working”. This episode dovetails nicely with the focus on remote and hybrid work that Dr. Laura focuses on, bringing work wellness and health into the forefront of discussion.“...we synthesized all of the research on the relationship between level of workaholism and performance ratings. And we basically find no relationship. And that is including if they were rating themselves or the bosses were rating their performance… my research and other people's research continually shows over and over again that not only do we not find that relationship… but we find that workaholism is related to a whole host of other detrimental outcomes, such as workaholics tend to be sometimes not the best coworkers and bosses for a variety of reasons.” Dr. Malissa ClarkAbout Dr. Malissa Clark:Malissa Clark is an associate professor of industrial/organizational (I-O) psychology at the University of Georgia, where she has been on faculty since 2013. Currently, Clark serves as associate head of the department of psychology and director of the Healthy Work Lab. She is a recognized expert on the topics of workaholism, overwork, burnout, and employee well-being.Clark earned her Ph.D. in I-O psychology from Wayne State University, and her B.A. in organizational studies from the University of Michigan. She has received awards for her writing and mentoring, and her work has been funded by the National Institute for Occupational Safety and Health (NIOSH) and the Society for Industrial and Organizational Psychology (SIOP). In 2023, Clark was named a Fellow of SIOP, a status that recognizes unusual and outstanding contributions that have an important impact on I-O psychology. Her first book, Never Not Working: Why the Always-On Culture Is Bad for Business—and How to Fix It, launches in February 2024. Clark's work has been published in premier outlets such as Journal of Applied Psychology, Journal of Management, and Journal of Organizational Behavior. She serves on the editorial boards of Journal of Applied Psychology and Personnel Psychology and as action editor for Journal of Business and Psychology and Occupational Health Science. Clark is passionate about bridging the scientist-practitioner gap and advocating for healthier workplaces and worker well-being through her speaking and consulting. Her work has been featured on various podcasts and in outlets such as Time, US News and World Report, New York Times, and The Atlantic. She currently serves as a member of the NIOSH Healthy Work Design and Well-Being Council. In her free time, she enjoys spending time with her family and travelling.Resources:Pre-order “Never Not Working: Why the Always-On Culture is Bad for Business - and How to Fix It” by Malissa Clark (release date February 6, 2024)Dr. Malissa Clark on LinkedInHealthy Work Lab; Department of Psychology at the University of Georgia Workaholics Anonymous“The 4 Day Week” by Andrew Barnes, Stephanie Jones“Overwhelmed” by Brigid SchulteThriving at Work with Dr. Patricia Grabarek and Dr. Katina Sawyer podcastLearn more about Dr. Laura on her website: https://drlaura.liveFor more resources, look into Dr. Laura's organizations: Canada Career CounsellingSynthesis Psychology

Dr. Steven Rogelberg explains why one-on-one meetings are so critical—and shares best practices for both managers and employees. — YOU'LL LEARN — 1) Why having more one-on-ones actually saves time 2) How to create a meeting agenda that works 3) The right way to ask your manager for help Subscribe or visit AwesomeAtYourJob.com/ep927 for clickable versions of the links below. — ABOUT STEVEN — Dr. Steven G. Rogelberg, an organizational psychologist, holds the title of Chancellor's Professor at UNC Charlotte for distinguished national, international and interdisciplinary contributions. He is an award-winning teacher and recipient of the very prestigious Humboldt Award for his research on meetings. Adam Grant has called Steven the “world's leading expert on how to fix meetings”.Dr. Rogelberg's previous book, The Surprising Science of Meetings: How You Can Lead Your Team to Peak Performance (Oxford) has been on over 25 “best of” lists including being recognized by the Washington Post as the #1 leadership book to watch for.He was the inaugural winner of the Society for Industrial and Organizational Psychology (SIOP) Humanitarian Award and just finished his term as President of SIOP, the largest professional organization in the world for I-O psychology.• Book: Glad We Met: The Art and Science of 1:1 Meetings • Website: StevenRogelberg.com — RESOURCES MENTIONED IN THE SHOW — • Book: The Postmortal by Drew MagarySee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Joe Stimac is the founder and President of AccuHire Corporation, a company that specializes in selection, engagement, and retention. His clients include notable firmsincluding H&R Block, Enterprise-Rent-A-Car, PeopleSoft, DoD commands, MIT, PWC, Marathon Oil, The White House, and others.He has trained over 12,000 hiring managers at global firms, elite military commands,universities, and fast-growing startups on how to hire high performers over his 20-yearcareer. He has been a speaker at SIOP, as well as, at national and internationalconferences.Joe's passion is research and teaching. According to the Harvard Business Review, twoout of five new CEOs fail in their first 18 months on the job. Joe has identified twenty-nine failure points that can derail C-class leaders. He advises corporate boards on howto target these failure points when selecting CEOs, CFOs, and senior executives. Joe holds a Bachelor of Science degree from the University of Kansas. His newest creation is Interview Ready, an online program created from his years of observing where job candidates fail during the job interview. The program helps job seekers understand the job search process from the employer's perspective, create position-specific interview questions, and practice their interviewing skills to gain the confidence needed to get job offers.Show notes:www.InterviewReady.comwww.accuhire.comConnect with Joe here: Joe@AccuHire.comFor more information about All Secure Foundation, visit https://allsecurefoundation.org/

Directionally Correct podcast is sponsored by Orgnostic! http://orgnostic.com/directionallycorrect CEO wants AI to evaluate job candidates in new ways: https://mitsloan.mit.edu/ideas-made-to-matter/former-nutrisystem-ceo-wants-to-use-ai-to-democratize-talent New statistical method outperforms machine learning: https://mitsloan.mit.edu/ideas-made-to-matter/new-forecasting-model-better-machine-learning-researchers-say Should we be calling it Generative BI instead of AI: https://www.linkedin.com/feed/update/urn:li:activity:7114594890247782401/?updateEntityUrn=urn%3Ali%3Afs_feedUpdate%3A%28V2%2Curn%3Ali%3Aactivity%3A7114594890247782401%29 Honest people migrate out of dishonest areas: https://phys.org/news/2023-09-honest-people-tend-migrate-areas.html

Destinee Prete, PhD, is an Industrial and Organizational (I/O) Psychology Professional, a Certification/Credentialing SME, a business owner, and has been connected to the military her entire life. Her mother, father, brother, herself and her husband have all served or are currently serving in the military. Dr. Prete has continued to work within the veteran transition and nonprofit space following her military service. She is the President and Co-Founder of We2AreVets, a nonprofit focused on honoring, empowering, and recognizing women veterans. Dr. Prete is also  the Chair of SIOP's (Society of I/O Psychology) Military and Veterans Inclusion Committee and has created a network of (over 450) professionals called "I/O Military Experts". She works to align her field of study and passion for service 'beyond the uniform' as an advocate and voice in various settings including academic, professional, political and personal. Service Beyond the Uniform" - This has been the threaded mantra in her life.   Dr Prete's  focus area for her PhD was psychological coaching in Industrial and Organizational (I/O) psychology. She worked several jobs in the veteran transition space and is a certified veteran developmental coach, logging several thousands of hours. She is also the CEO of PG Strategies Group, a small consulting firm that has three core competencies and consists of a diverse group of subject matter experts in academia, government and industry, with extensive knowledge in: I/O Psychology,Psychometrics, Certification Programs, Medical/Emergency Planning, Logistics Management, Policy Management, Risk management, and Contingency planning.Dr Prete is a Partner & Strategic Advisor with SEBOC (The Society of Evidence-Based Organizational Consulting). I founded the “military-connected I/O psychology” and collective and 'market place' for military-connected experts in our field called I/O Military Experts, “Where Service Meets Work”. Lastly, I hold the Chair position for SIOP's Military & Veterans Inclusion Committee. She is  a mom of three young boys (twins, 12yrs and a 10yr old) and am a HUGE Wonder Woman fan! I am currently working with my kids on creating a military kids entrepreneurship and networking group!Support the show

In this special, mini episode of The Science of Personality Podcast, Ryne and Blake sit down with Georgi Yankov, PhD, senior research scientist at Development Dimensions International, to discuss whether AI can have a personality. 

In this special, mini episode of The Science of Personality Podcast, Ryne and Blake sit down with Roxanne Laczo, PhD, head of people analytics at Cloudflare, about empowering managers to lead remote teams.

In this special, mini episode of The Science of Personality Podcast, Ryne and Blake sit down with Bradley Brummel, PhD, Professor of Psychology at the University of Houston, to discuss the goals of personality-based team interventions.

In this special, mini episode of The Science of Personality Podcast, Ryne and Blake sit down with Jimmy Holloran, partner and head of talent at American Industrial Partners, a private equity firm, to talk about teams and how private equity firms can leverage Hogan's suite of assessments.

In this special, mini episode of The Science of Personality Podcast, Ryne and Blake sit down with Maria Goycoolea, Managing Partner at Alto Impacto (authorized Hogan distributor in Chile, Peru, and Bolivia), to hear the story of her career journey, her advice for Hogan feedback sessions, and the characteristics of the best manager she's ever had. 

In this special, mini episode of The Science of Personality Podcast, Ryne and Blake sit down with Jayson Blair, Managing Partner at Goose Creek Consulting, to talk about succession planning.

In this special, mini episode of The Science of Personality Podcast, Ryne and Blake sit down with Tyler Fezzey, MBA, to discuss the positives and negatives of competitiveness. Tyler is a former collegiate volleyball player and is currently a PhD student at the University of Alabama, so she was the perfect person to talk to about this topic.

In the latest episode of Science 4-Hire, I have a refreshing and relaxing conversation with Fred Oswald, an esteemed industrial-organizational psychologist and professor at Rice University. Fred is extremely active in the area of AI ethics and governance, especially with regards to hiring. Fred has served on many committees addressing these issues such as the National AI Advisory Committee and is a regular contributor at the SIOP (Society for Industrial and Organizational Psychology) conference.We called our conversation, “SIOP decompression” as the conference was 100% information overload. Fred and I sift through the mountain of information we consumed to focus on some of the topics we found to be most important to businesses and society at large.It is no surprise that the topics we choose to focus on all fall under AI and Hiring. We distill topics such as legislation and ethics for AI and hiring, the impact of Chat GPT and large language models on the world of work, and cool stuff like Fred's work with performance management programs for the US Space Force.We look at these issues from many points of view including those of the law, computer science, psychology, and business. Our message is that the future is starting to look pretty crazy, and it is going to take a blend of many perspectives and disciplines to ensure we are navigating it ethically while still building a free market economy.At the core of all this are humans. Fred emphasized the need for human involvement, stating,“Like any algorithm, you have to have humans there to manage every aspect of its use and interpretation.”Listen to the full episode now and join us as we explore the great stuff from SIOP 2023 as it related to the intersection of AI, psychology, and the future of work.

In this special, mini episode of The Science of Personality Podcast, Ryne and Blake sit down with Joel DiGirolamo, VP of Research and Data Science at the International Coaching Federation, to discuss the use of coaching skills and taking them into all of the conversations within organizations.

We had a great time at SIOP 2023, the conference run by the Society of Industrial/Organizational Psychology. It's always a great time and a great learning experience to get together with others in our field. Luckily, you can also learn from our experience! We share the trends from the field, what we learned, and some […] The post Special Episode: SIOP 2023 Recap appeared first on Workr Beeing | The Science Of Thriving Workplaces.

In today's episode, Dr. Jack Wiley joins Bradley to discuss his 8 Keys, Fab Behaviors, the "1 Skill," and the "2 Values." Jack Wiley, PhD, is an award-winning organizational psychologist, researcher, and leadership consultant. He is the author of three books, The Employee-Centric Manager: 8 Keys to People-Management Effectiveness (2021), RESPECT: Delivering Results by Giving Employees What They Really Want (2012), and Strategic Employee Surveys: Evidence-Based Guidelines for Driving Organizational Success (2010). Learn more about https://www.employeecentricity.com/ Dr. Wiley is president and CEO of both Employee Centricity LLC and Jack Wiley Consulting, LLC; he also serves as the Chief Scientific Officer at Engage2Excel. With more than 30 years of experience studying what employees most want and the organizational design factors that best promote business success, he is a frequent keynote speaker and media contributor -- on issues related to the workplace, employee engagement and retention, leadership effectiveness, and business performance. In 2014, Dr. Wiley was awarded the prestigious Professional Practice award by the Society of Industrial-Organizational Psychology (SIOP), a lifetime achievement award for outstanding contributions to the practice of industrial-organizational psychology. He also is a Fellow of SIOP, the American Psychological Association, and the Association for Psychological Science. Did Your Hear? You Can Join Our Community! We have an exclusive community for Club Capital podcast listeners launching in May 2023! This members-only community will have an exclusive content, ad-free listening, access to live recordings, guest Q&As, and more! Interested? Click here so make sure you're on the list to get an invite when we launch! https://info.club.capital/vip-leadership-podcast-community-pre-registration If you don't, you could miss out! Thanks to our sponsors: Club Capital offers monthly accounting, tax, and CFO services for insurance agency owners. Learn more at www.club.capital. Coach P found great success as an insurance agent and agency owner. He leads a a large, stable team of professionals who are at the top of their game year after year. Now he shares the systems, processes, delegation, and specialization he developed along the way. Gain access to weekly training calls and mentoring at www.coachpconsulting.com. Be sure to mention the Club Capital Podcast when you get in touch. Autopilot...

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