Podcasts about skills

Send us a textHave you ever walked into a holiday gathering with a smile on your face and a knot in your stomach? You're passing the potatoes, making small talk, and meanwhile you're sitting on years of unspoken hurt, unresolved conversations, and roles you never quite chose but still end up playing.In this episode of Love Shack Live, we're talking directly to you if your relationship (or family dynamics) already feel shaky and the holidays crank everything up to a ten. We'll unpack why this season doesn't create conflict, it magnifies what's been left unresolved... old wounds, family roles, people pleasing, anxious attachment, and the “keep the peace at all costs” habits that quietly erode connection.Inside, we explore:What conflict actually is: the collision between our expectations and realityHow people pleasing and staying “nice” often keeps you stuck in illusion instead of realityWhy unresolved tension turns tiny comments into huge reactions around the tableWhat it really means to emotionally regulate (and why it's more like holding a plank than being perfectly calm)How to see conflict as information, not danger, so you can respond instead of explode or shut downOur “holiday decoder” for common one-liners (“Let's just keep it simple this year,” “Let's not talk about politics,” etc.) and what's really being said underneathIf you're tired of dreading gatherings, biting your tongue, or blowing up and then regretting it, this conversation will help you start seeing conflict differently – as a doorway to clarity instead of a sign that everything's falling apart.Want extra support this holiday season?If things already feel tense or overwhelming, the Holiday Survival Bundle gives you the tools to steady yourself fast.For $97 or 2 payments of $55, you'll get:The Holiday Stress Test to pinpoint your exact pressure pointsThree core relationship skill programs to help you:regulate your emotionscommunicate without blowupsstay connected during the hardest weeks of the yearThese tools are simple, fast to use, and made for real-life holiday chaos.Get the bundle here: https://stacibartley.com/holiday-bundle-ncTimestamps: 02:09 Unresolved History and Family Roles06:18 Understanding Conflict: Expectations vs. Reality10:08 The Illusion of People Pleasing12:36 Emotional Regulation and Communication14:54 Practical Examples and Skills for Conflict Resolution21:08 The Importance of Emotional Tension25:33 Recognizing the Precipice: Taking a Pause25:52 The Power of Movement: Shake a Bush26:11 Emotional Regulation in Relationships28:49 Understanding Conflict and Chaos33:25 Navigating Holiday Stress35:37 Introducing the Holiday Survival Bundle38:20 Fan Mail and Listener Questions41:20 Holiday Conversation Decoder Challenge45:13 Final Thoughts and Resources

Today's episode is such a gift, friend. I got to sit down with one of my dear friends and former neighbors, Ana, and talk about something I know so many of us are thinking about: How do we prepare our kids to thrive in the workforce and be a light for Christ in an ever-changing world? If you've ever looked at the next generation and felt nervous, confused, or overwhelmed (hello Gen Z stereotypes!), this conversation will encourage you. Ana has lived in the corporate world for nearly two decades, worked in both finance and marketing, managed teams, mentored young professionals, and now runs Business Excellence Hub, a program designed to fill the massive gap between what kids learn in school and what they actually need to succeed in real life. If you have a teen, college student, or even an elementary child you're already thinking 10 steps ahead for, this episode will give you clarity, hope, and so many practical tools for raising confident, capable, young leaders. https://www.businessexcellencehub.com/ https://www.instagram.com/behub_us/ love, Brittany    Ready to become a peaceful wife and Mama? Sign Up for the Pain to Peace Academy HERE. Come say hi and join the Morning Mama Facebook Group! I would love to hear your story and know your name.    ALL THE LINKS FOR ALL THE THINGS! Morning Mama Website Pain to Peace Academy Morning Mama Facebook Group Follow Us on Instagram Find a Restoration Therapist Come say hi by emailing hello@morningmamapodcast.com  

Send us a textUnlock the skills that set candidates apart in tech, strategy, and consulting. In this live conversation, Namaan talks with Adobe leaders Shawn Loutensock and Nick Hilton about how Adobe DX (Digital Experience) certifications help career seekers build practical, job-ready skills.If you're exploring tech, strategy, consulting, or a mid-career pivot, this episode breaks down why digital experience skills matter — and how certification can give you a real edge.You'll learn:Why top firms (Accenture, Deloitte, IBM) hire Adobe-certified talentThe job-ready skills certification actually buildsHow to choose the right Adobe certification for your career goalsWhat hiring and salary data show about specialized digital skillsReady to stand out in a competitive market? Start here.Additional Resources:Learn more about Adobe's DX certification programsStudents: Get 50% off with code A4AX9WJAE4 (use your university email)University admins: Click here to explore partnership and learning opportunities with AdobeQuestions? Email askdxcert@adobe.comPartner Links:Learn more about NordStellar's Threat Exposure Management Program; unlock 20% off with code BLACKFRIDAY20 until Dec. 10, 2025Listen to the Market Outsiders podcast, the new daily show with the Management Consulted teamConnect With Management Consulted Schedule free 15min consultation with the MC Team. Watch the video version of the podcast on YouTube! Follow us on LinkedIn, Instagram, and TikTok for the latest updates and industry insights! Join an upcoming live event - case interviews demos, expert panels, and more. Email us (team@managementconsulted.com) with questions or feedback.

In this replay episode, I'm sitting down with certified coach and first-gen eldest daughter Nikkei Lamodi, to talk about what it really looks like to be an eldest daughter or late bloomer living with chronic illness and running a business.We get into the invisible pressure of being the “strong one,” why eldest daughters are so prone to people-pleasing, perfectionism, and over-responsibility, and how all of that bleeds into your business, your boundaries, and your body.Nikkei shares her story of caregiving, grief, chronic illness diagnosis, and the moment she realized she was sacrificing her time, money, and desires for everyone else. From there, she walks us through her four “eldest daughter skills” that help you protect your capacity instead of burning it out:Direct communication with graceBoundary care (boundaries that are for you, not rules for other people)Talking to yourself like a best friendAsking “What else is true? What else is possible?”If you're an eldest daughter or late bloomer navigating chronic illness, family expectations, and the pressure to hold everyone together while growing a business… this conversation will make you feel so seen.

The Knight Report Podcast is back, as the crew of Mike Broadbent, Alec Crouthamel, and Richie O'Leary break down Rutgers Football's latest commitment in 2026 safety prospect Messiah Tilson, as he flipped from Kentucky following the firing of Mark Stoops 00:00 Introduction to the The Knight Report Podcast 02:05 Messiah Tilson's Recruitment Journey 05:41 Analyzing Messiah Tilson's Skills and Potential 10:12 The Impact of Coaching Changes on Recruitment 11:49 Looking Ahead: Future Recruits and Class Dynamics 12:40 Podcast Giveaway and Closing Remarks Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Mark Thompson reveals the principles of readiness that he's used to help aspiring CEOs get the top job.— YOU'LL LEARN — 1) The one behavior that makes you more CEO-like 2) Why to take on your boss' problems3) The question that dramatically improves your appealSubscribe or visit AwesomeAtYourJob.com/ep1115 for clickable versions of the links below. — ABOUT MARK — Mark Thompson is a globally recognized authority on CEO succession, executive readiness, and high-stakes leadership transitions. He has led more than a hundred board-level engagements to prepare C-suite successors to step confidently into enterprise leadership. He is the founding chairman and CEO of the Chief Executive Alliance and the CEO Leadership Plan Review (LPR). Previously, he served as chief executive of the CEO Academy, a SHRM company, in partnership with Wharton and McKinsey.Earlier in his career, Thompson reported directly to founder Charles “Chuck” Schwab, serving as executive producer of Schwab.com, the first large-scale digital platform for online investing. In 2021, he was ranked by Marshall Goldsmith as the #1 CEO Coach, and in 2023 he was inducted into the Thinkers50 Coaching Legends.• Book: Admired: 21 Ways to Double Your Value• Book: CEO Ready: What You Need to Know to Earn the Job--and Keep the Job• Website: ChiefExecutiveAlliance.com— RESOURCES MENTIONED IN THE SHOW — • Study: “How Leaders Develop Collaborative Leadership for Effectiveness” by Bonita Thompson• Book: The 7 Habits of Highly Effective People: Powerful Lessons in Personal Change by Stephen Covey• Book: Contact: A Novel by Carl Sagan• Book: Creativity, Inc.: Overcoming the Unseen Forces That Stand in the Way of True Inspiration by Ed Catmull and Amy Wallace• Past episode: 273: Taking Control of your Career with Korn Ferry's Gary Burnison— THANK YOU SPONSORS! — • Vanguard. Give your clients consistent results year in and year out with vanguard.com/AUDIO• Quince. Get free shipping and 365-day returns on your order with Quince.com/Awesome• Taelor. Visit Visit taelor.style and get 10% off gift cards with the code PODCASTGIFT• Cashflow Podcasting. Explore launching (or outsourcing) your podcast with a free 10-minute call with Pete.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Sometimes work can feel messy, complicated, or simply “a lot”. Whether you're drowning in tasks, unsure where to begin, or struggling to make sense of something hard, these small-but-mighty strategies help you pause, prioritise and move forward with more confidence.Episode 517

Seth and Sean dive into which Texans players showed up on Matt Bowen of ESPN.com's list of the NFL players with the top 109 skills.

The Buck Reising Show Hr 2 - Cam Vs Shedeur, AFC Playoff Race is WIDE open & 1 Titan appears on Best Skills listSee omnystudio.com/listener for privacy information.

On today's edition of Odds and Ends, Dan selects 10 of the 109 skills listed out by ESPN on their article on the most skilled NFL players, and Hart, Fitzy and Ted select the player on the 2025 Patriots that best matches that skill.

Topics discussed: Patriots fans chime in with their opinions on the ongoing Belichick-Hall of Fame debate (The Drive) // Andy, Fitzy and Ted hear from Patriots fans on Belichick's Hall of Fame candidacy // These are the most elite Patriots players at 10 different skills in 2025 (Odds and Ends)

In this episode of Let's Be Clear Podcast, Dr Jamal Bryant reveals the difference between what wealthy families give to their children and what many of us have been taught to value. They are not toys. It is ownership. Experiences. Legacy. Skills. Purpose.He also confronts the Epstein list controversy and asks why the same voices who loudly endorsed Donald Trump have nothing to say when the safety of children is on the line. And he addresses the cultural and spiritual confusion surrounding Nicki Minaj supporting Trump while claiming Christian alignment.This conversation matters to every parent, leader and believer who cares about the next generation. Share this episode with someone raising a child right now.#JamalBryantPodcast #ProtectOurChildren #EpsteinList #NickiMinaj #DonaldTrump #BlackCommunity #FaithAndJustice #OwnershipForKids #ChurchAccountability #Christmas2025 #WealthBuildingForChildrenThe Jamal Bryant Podcast "Let's Be Clear" is a conversation that rips off the bandaid to serious relevant issues in the community and around the country. It assesses the wounds and offers prescriptions of insight, understanding and direction. No punches are pulled, but jabs are thrown to hit right between the eyes of every listener. New Episode Drops every Thursday at 12pm est. at jamalbryant.orgJoin our Membership or Support our Channel to get access to perks:https://www.youtube.com/channel/UC1yEY95beOqcUz5TUqxqVgQ/joinFollow or Subscribe on our socials ~https://www.facebook.com/jamalbryantpodcasthttps://www.instagram.com/jamalbryantpodcast/https://www.tiktok.com/@jamalbryantpodcast https://twitter.com/jamalbryantpod

In this episode, Chip and Gini discuss the complexities of hiring in growing agencies. They highlight the challenges of finding skilled, reliable employees who align with agency values. Sharing personal experiences, Gini explains the pitfalls of hasty hiring and the benefits of thorough vetting and cultural fit. They stress the importance of a structured hiring process, including clear job roles, career paths, and appropriate compensation. They also underscore the value of meaningful interviews, proper candidate evaluations, and treating the hiring process as the start of a long-term relationship. Lastly, Chip and Gini emphasize learning from past mistakes to improve hiring effectiveness and employee retention. Key takeaways Chip Griffin: “When we talk about retaining employees, it goes back to how the interviews went.” Gini Dietrich: “You’re gonna be working with this person eight hours a day. You should have a real meaningful conversation with them. Don’t ask if you were a tree, what kind of tree would you be?” Chip Griffin: “If you’re going to have members of your team interviewing, you need to make sure that you’re educating them on how to do it well. And how to do it without causing problems.” Gini Dietrich: “They say, hire slowly and fire fast for a reason, because you have to be really meticulous about who you hire. So that they do last. So they are a culture fit, so they don’t miss deadlines, so that they are getting the work done that you need done.” Related How to onboard new agency employees Get over your fear of hiring employees Hiring the best employees for your agency How to hire agency employees Setting honest expectations for your agency employees from the start Focus on agency employee retention View Transcript The following is a computer-generated transcript. Please listen to the audio to confirm accuracy. Chip Griffin: Hello, and welcome to another episode of the Agency Leadership Podcast. I’m Chip Griffin. Gini Dietrich: And I’m Gini Dietrich. Chip Griffin: And Gini, a few weeks ago, I think I fired you. Today, you’re hired, Gini Dietrich: You keep playing with my emotions. I don’t know how to do this anymore. I’m fired. I don’t get paid. Now you’re rehiring me. I don’t know what to do. Chip Griffin: Yeah, it’s difficult. Anyway. It is what it is. But no, we are gonna talk about hiring today because we are, you know, we can’t just talk about all the bad things. So, we’ll, we’ll spend some time talking about something that is overall more positive. Because if we’re hiring, hopefully that means that we are growing, or at least we have the need for additional resources, even if it’s replacing someone who has left. But it is something that is very challenging, so it can create its own problems along the way if you don’t do it right. So this is, something that comes from one of our favorite topic inspiration sources. Reddit. I know it’s a place that you live and breathe. Gini Dietrich: And by favorite, we’re using quotes “favorite”, scares the crap outta me. But ok. Chip Griffin: You are on Reddit all day every day. Just kind of combing around to see what conversations you can jump into. But this is one that was on there, probably a while ago honestly, it’s in our topic document. We didn’t date it, so I, I can’t tell you how long ago it was, but, what it says is, hiring the right people is harder than it looks. Finding skilled, reliable people who align with your values is a challenge. Early on, I rushed hires and paid for it in missed deadlines and miscommunication. Now I take more time to vet people and focus on cultural fit as much as skills. So I thought it would be helpful for us to have a conversation around how we approach the hiring process. How do we find the right fits? How do we vet those fits? And how do we frankly think about going from hiring them to, to beginning to on onboard them. We’re not gonna talk about the full onboarding process, but just sort of, you know, that, that evolution of saying, Hey, I need this role. Where do we go from there? Gini Dietrich: Yeah, it’s, it’s funny you say that this is our topic today. ’cause just the other day I was thinking about some of the very early hires I made that didn’t work out. And all of the mistakes I made in, in hiring them. And I will say that one of the biggest mistakes that I make is I meet somebody online who has the right skillset from a paper perspective, resume perspective, and I just hire them. I’m like, oh yeah, you, you look like you can do the job. And we may have a conversation, but there’s no, like, thought about it. There’s no interviewing for skills. It’s more just like a, a conversation to see if we, we might be able to work together. And every time I have done that, it has not worked out. So earlier this year I hired a chief learning officer to help with like certification and, you know, all the professional development things we do on the PESO model front. And about three or four months in, we both realized that, that that while she can do that job and she’s great at that job, she would be more valuable as a chief operating officer. So we switched her over. And let me tell you, being professionalized on the hiring front is phenomenal. I mean, she has set up interview guides, so like if you are an assistant account executive, and this would be somebody that you report to maybe two or three levels up, and we’re having you interview, you have a set of questions. If you’re the direct report, you have a set of questions. So we, like, she’s created all this. She’s created salary bands and like, you know, a career path for everybody where from where they start and she’s done, she’s done it in such a way that it isn’t bloat, but it’s just kind of professionalized the way that we do things. And you don’t have to hire a chief operating officer to do this, like I know you, you like to talk. Patrick is your go-to person from an HR perspective, someone like Patrick can help create these things so that you can professionalize it because as they say, hire slowly and fire fast. That quote is there for a reason, because you have to be really meticulous about who you hire. So that they do last. So they are a culture fit, so they don’t miss deadlines so that they are getting the, the work done that you need done and you’re not being, like, I have been in, in the last 20 years of just hiring people I like. Chip Griffin: Yeah. And, and I, I mean, I think that, you know, you’ve touched on some important things here and, and you do have to have some sort of a process in place. It doesn’t need to turn you do into a bureaucratic circus, Gini Dietrich: You do, right. Chip Griffin: But at the same time, you need to have a process. And, and it really, to me, starts with being clear about what it is that you need. And who it is that you’re trying to hire. And, and too often when we’re trying to hire, it’s either because someone has left or because we’ve got a new client. And so our, our mindset is we need to get someone in here quick because we’ve gotta relieve this pain and this pressure. But that often leads to some of those bad decisions because you’re not really evaluating. Not even just the individual, but the role. Mm-hmm. And you need to think through, you know, what do you actually need at any given point in time? And it’s one of the reasons why I am a very strong advocate of only hiring, particularly in small agencies, only hiring one person at a time, one role at a time. Gini Dietrich: Yes. Yes. Chip Griffin: Because every time you add someone new to the mix, it changes a little bit what you think you might need in the next one. And if you hire two people simultaneously, it increases the odds that you don’t actually have the right mix of talent on board. So you’ve gotta be crystal clear with yourself about what you’re looking for, but to your point, you also need to have a process in place that helps to understand what are our salary bands, what are our titles? How does this fit in? What is their growth path? Because those are questions you will get during the interview process. And if you’re not clear about those things going in, you will either overpay or underpay or assign the wrong title. Or frankly, get the wrong person because you’re not thinking about it in the big picture. So put the thought process in upfront, and that is the, to me, the first step in making sure that you make as good a decision as possible. Accepting that frankly, a lot of hiring decisions are gonna be wrong. Right? Even of course, even, even the, of course, even the best organizations, of course with the, with robust HR teams and, and talent evaluation, they still have a lot of misfires, so you can’t beat yourself up over those. But you’ve gotta increase your odds by having the right thought process and structural process in place. Gini Dietrich: One of the things that, you know, early on I would do when I didn’t have a team who could interview people, I would ask my business coach, or I would ask, you know, friends that were in the industry, other agency owners, if they would participate in some interviewing, just to kind of get me out of the Gosh, I really like this person. I think we’ll work well together. And, rather than, gosh, I really like this person and I think they can do the job right. So just having different outside perspective helped me when I didn’t have a team that could also do the interviewing. So I think, you know, doing that kind of stuff too helps. And I also think that, you know, I, one of the biggest mistakes, and you touched on this that I’ve made, is not having that career path or clear career path. Because people come to work and even though you’re an entrepreneur and you’re the agency owner, and you kind of know in your head how things work, they need to know that because this is their career that you’re talking about. So they need to know that if I wanna be promoted in 6 months, or 12 months or 18 months or whatever it happens to be, these are the things that I need to achieve so that they’re working towards something, not waiting for the annual review and saying, am I up for a promotion? What does that look like? Do I get a raise? Like, so having those kinds of things I think is incredibly important upfront so that you know, this is what we expect, this is how you’ll get to the next step, and you can be very clear about that. Chip Griffin: Yeah, because it, it is a question that you absolutely will get. I’ve done a lot of interviews over the years. I continue to, to do interviews for clients, and I can tell you that you get a lot of those kinds of questions where people want to understand what their career path is. The other one they ask a lot is, what does a typical day look like? Gini Dietrich: Mm-hmm. Chip Griffin: You’ve gotta have the answers for those questions as best you can, and, and you need to be honest with them where you don’t know. So don’t, don’t, you know, blow smoke and, and Gini Dietrich: Right. Chip Griffin: You know, give them an answer if you don’t have one. If, if the honest answer is, I don’t know. Tell them that, but then also explain how you think about it or how you would go about it, or the kinds of things that, that might be included so that you can paint some kind of a picture there. Because it’s, it is important for people to evaluate it. And frankly, we look at these things as, as evaluating the talent for us. But they’re also evaluating us. Gini Dietrich: Absolutely. Chip Griffin: And, and so you also need to make sure that in the process you’re giving them plenty of time to ask questions. In fact, I usually start by letting them ask questions for two reasons. One is because it helps them to get the information that they need to evaluate it. But second, you learn as much from the questions they ask as anything else. And to me, a red flag is when they have no questions at all. Gini Dietrich: No questions. Yeah. Chip Griffin: Because if they have no questions at all, it probably means they did no research. They’re probably not all that interested. They’re just trying to get a job of some kind. It doesn’t, it doesn’t mean necessarily that they’re a bad fit. Some people just freeze up because they’re, you know, that’s, that’s not a traditional approach to interviews. To start by saying, what questions do you have of me? Right. By the way, introduce yourself first. Talk a little bit about the business and the role. I mean, don’t just, you know, say hello. What questions do you have? Gini Dietrich: Hello. What do you have? What questions can I answer? Chip Griffin: But, but honestly, I, I almost always will ask people what questions they have before I ask my first question. We just do the intros and then start with that, because you learn from that. And it, it also helps them get onto a more comfortable spot. And so you can steer the, the conversation, I think, more effectively that way. Gini Dietrich: One of my biggest pet peeves is, you know, now that we have a, a team who does the interviews, if the candidate gets to me, that means they’re one of the finalists, right? And I will say, what questions do you have of me? And they will say, and this happens more often than not. Well, I kind of already asked my all my other question, my questions from everybody else. So ask them again. Right? Make sure you get the same answer like. Right. Yeah, because that will, as I know we’re not talking, we’re not talking to candidates right now, but that will tell you as much if there’s, the answers are different than anything else. So that is also a red flag. Which brings me to, we actually created a list of red flags, and we’re going through the A process right now ’cause we’re hiring and our HR director is doing pre-screens, phone screens, and one of the red flags is Are you able to work with within bureaucracy and lots of change and indecisiveness and you know. And one, one of the people that’s interviewing said, I just don’t like bureaucracy. I don’t like lots of change. I don’t like indecisiveness, I’m not. And she was like, no, like, because we have our list of red flags. So it’s, it’s an easy way also to sort of get yourself out of the, gosh, I really like this person. I’d like to work with them. If you have that list of red flags that you will allow you to objectively say, probably not the right fit for this job. Chip Griffin: Yeah. And, and the more that you do of this, the more easily you can come up with those things that just, that it, they’re the indication that this may not be the best fit. Yeah. And I always encourage probing just to make sure that, and I prefer to think of ’em as orange flags rather than red flags most of the time. Because most of the time it’s more the accumulation of those things than, than a single one that Gini Dietrich: fair, fair, Chip Griffin: that says, okay, no, this isn’t the right fit. But I also like to probe. And so, you know, in an example like that, I might say, well, well why does that bother you? Why is that a problem? And just kind of see, Gini Dietrich: yeah. Chip Griffin: You know, what their, what their root thinking is, because I mean, chances are it’s not gonna change anything, but it’s always interesting to find out why. I think the other thing, and, and you touched on this in, in, you know, having a, a, an interview guide and all of that, if you’re going to have members of your team interviewing, you need to make sure that you’re educating them on how to do it well. And how to do it without causing problems. Gini Dietrich: Yes. Chip Griffin: And I think I’ve shared this on the podcast before. Yes. But I have seen so many egregious questions in interviews Gini Dietrich: Yes. Chip Griffin: Over the years that create substantial legal and regulatory issues. Gini Dietrich: Yes. Chip Griffin: Please, please, please train your juniors. Frankly, some of you probably need some training yourselves. Gini Dietrich: Yes. Chip Griffin: On how to do this, Gini Dietrich: I was just gonna say yes. Yes. Chip Griffin: In a way that’s not causing problems. Yes. Because the, I mean, the questions that I’ve seen asked in interviews are just off the charts and, and, and so blatantly inappropriate. Gini Dietrich: Do you have some examples? Chip Griffin: Focus on, and, and, and the other thing is focus on questions that, that actually might reveal something that’s useful to you. Gini Dietrich: Yeah. Chip Griffin: You are not, this is not Google. You’re not out there trying to ask, you know, weird mind game questions. Ask straightforward questions. I, I mean, ’cause the other thing Gini Dietrich: if you were a tree, what kind of tree would you be? Chip Griffin: Yeah, I mean, in addition to the inappropriate questions, you just get these dumb ones, right? Where someone, someone read an article and they’re like, oh, you learn so much if you ask, what kind of tree would you be? Really, you just look crazy as an interviewer. Gini Dietrich: Yeah. Chip Griffin: You’ll look like you’ve lost your mind. Gini Dietrich: Yeah. Chip Griffin: Just don’t do it. Have a real conversation. Treat them like a professional. Treat them with respect. Treat them like you would a prospect. Don’t sit there and, and try to play gotcha games. It’s not a quiz show. It’s not. If you want to go on a quiz show and, and you wanna run your own quiz show, fine. Do that. Your interview subjects, that’s not what it’s for. Don’t ask them in Google Analytics, where do you go to do this? Come on, seriously, just knock it off. Gini Dietrich: That’s funny. Chip Griffin: And if you’re gonna, if you’re gonna try to apply tests to people, you gotta pay them. Gini Dietrich: I totally 100% agree with that. Chip Griffin: But you can’t, Gini Dietrich: yes. Chip Griffin: You can’t say, I need you to write a plan for me. Gini Dietrich: No. Chip Griffin: Or write a press release or something like that. Mm-hmm. Mm-hmm. Particularly if it’s for an actual client you have Correct. And you might actually use it. That’s just wrong. That’s, and I see that way too often. Gini Dietrich: Yeah. Chip Griffin: Where someone says, well, I need to evaluate you. I need you to, to do this. On the technical side, I’ve seen people ask to be written to write all sorts of code. Why? Gini Dietrich: Bad idea. I, you know what, actually Reddit is full of, of those like, so I’m interviewing for this job and they asked me to put together a 12 month plan complete with deck and strategy and blah, blah, blah. Is that normal? And I’m always like, no? Chip Griffin: No, Gini Dietrich: don’t do it. I understand the hiring market is tough right now, but no. Chip Griffin: It’s just bizarre. I mean, honestly, I, I would be suspicious of anybody who could put together that kind of a plan based on, you know, 10 minutes of conversation. Gini Dietrich: Right, right, right. Chip Griffin: I mean, and that’s the other thing. You have to be realistic about what kinds of answers you can get from people in these short windows of time. And so it really is… it’s not necessarily about whether you like them, but it’s, it’s trying to get to understand how they think, how they approach things. You can get those big picture senses off of these conversations, but the, the more granular you get with your question, the less likely it is to be a reliable indicator. Gini Dietrich: Yeah. Chip Griffin: And, and you need to, to again, treat it like a real conversation. So to the extent you have interview guides. Please use them. Just look through them and, and use it as, as a, a general format for the questions you might ask. Please do not do as, as. When I used to advise members of Congress and I prepared questions for them for hearings. Some of them would sit there and ask question one, question two, question three. They wouldn’t even listen to what the, the answer was from the witness at the hearing. They wouldn’t listen to what their colleagues had asked. So I, there were any number of situations where a member would read my question. The member previous to them had asked the exact same question, but they weren’t bothering to listen. Or they asked question one, and they move immediately to question number two, even though the person actually answered question number two as part of their response to question number one. Use your brain. Have a meaningful conversation. Do not walk through your, these are the 10 questions I always ask on interviews and just march through them Gini Dietrich: right Chip Griffin: in forced order. That doesn’t make any sense. You, you need to, to have a real meaningful conversation with someone if you wanna evaluate them properly. Gini Dietrich: Yeah. You’re gonna be working with this person eight hours a day. You should have a real meaningful conversation with them. This, that’s ludicrous. Chip Griffin: Alright, so you, so we’ve, we’ve figured out what we need. We’ve done the interviews. So now how do we pick, we, you know, we’ve got, I mean, let’s say we’ve got a couple of finalists. They’re both in our view, viable finalists. They’re, they’re, they both could do the job. What do you weigh most heavily when you’re evaluating one versus the other? How, how do you make that difficult decision? Gini Dietrich: I’m the wrong person to ask that question ’cause it is based on whether or not I like you and that’s probably not the right response. Chip Griffin: I mean the, there has to be an element of that, particularly in a small agency. Right. You know, you Yeah. If you just, if if you, if you don’t get the right vibe off of someone and you’re like, ah, this just doesn’t… listen to yourself. Gini Dietrich: Yeah. Chip Griffin: Right. If, if you don’t enjoy having the conversations with that person during the interview process, Gini Dietrich: it’s not gonna get better. Chip Griffin: And maybe you say, well, but they’re, they have all the skills. They have all the connections. They know what they’re doing. Oh, it’d make my life so easy. Listen to yourself there. And that doesn’t mean that you have to have that, you know, you need to hire people that you want to go out and have a beer with after work or something like that. But, you know, you’ve gotta feel like, I could talk to this person Gini Dietrich: Yeah. Chip Griffin: An hour or two a day and I, I wouldn’t lose my mind. Gini Dietrich: Yeah. Chip Griffin: Don’t ever say they’ve got so much talent. I’m gonna ignore that. Gini Dietrich: Yeah. Never, because I, the way I think about it is, and the same thing with clients, I would say it will, it gets to the point that I’m gonna end up canceling meetings with this person or with this client. If the answer is yes, then it’s not the right fit. Chip Griffin: Yeah. I mean, and, and the flip side is true too. Going to your point very early in this conversation, if you, if you are enjoying your conversation with that person, don’t overlook the fact that they don’t actually have the skills Yeah. That match up. Mm-hmm. Or, you know, they are under, it will bite you, underqualified or overqualified for the role. They still need to be a fit for the role. No matter how much you enjoy uhhuh your conversations with them or how smart you think they are, Uhhuh, that they may be a good fit for your organization at some point in some role, but it may not be the one you’re hiring for now. Mm-hmm. So make sure that you’re clear with yourself and don’t talk yourself into something. I, I see this a lot where people will get through the hiring process and they find someone that they really like and they’re like, well, they’re not really a fit for this role, but I could see them doing this or that. It’s okay to be flexible, but make sure that whatever this or that is, is really something you need. And you’re not talking yourself into an additional expenditure or putting yourself in a position where, yes, you’ve got that person, but now you still have to hire for this other role. You, you may make things more difficult for yourself in that. So make sure that you’re always going back to what did you say you needed? And if we’re deviating from that, why? And is it, is it a sound business case for making that decision? Gini Dietrich: Yeah, absolutely. Learn from me. Don’t make those mistakes. It costs a lot of time, a lot of money, and a lot of angst. It burns, some bridges. Learn from me. Chip Griffin: And, and also throughout the interview process, and I think we’ve talked about this on the, the show in the past before start thinking about those interview conversations, the hiring conversation where you’re making the offer. Think about all of those as part of the onboarding process. Because it really is a seamless transition or should be a seamless transition into the onboarding and ultimately retention. I mean, when, when we talk about retaining employees, it goes back to how the interviews went. Absolutely. The questions you asked, the way you handled yourself, all of that impacts things that will happen 6, 12, 18 months down the road or even more. Yeah. And so you need to be mindful of that and thinking about how would this person perceive the questions we ask, the process we follow, are we frankly canceling a lot of times on them during the interview process. You need to treat them with respect, if you want to be treated with respect, if you want to build a lasting relationship. So think about all of that at every step of the hiring process, from that first interview, to the last interview, to the offer, et cetera. Gini Dietrich: Absolutely, yes. It’s very, very, very important for you to be organized and prepared. Hire slowly. Those will be the things that save you from a hiring perspective. And like I said, learn from me and don’t always hire just people you like. Chip Griffin: There you go. But don’t hire people you dislike either. Gini Dietrich: So well, sure. But they also have to have the skills to do a good job. Chip Griffin: All right, well I guess with that, we’ll let you keep your job for now, so Gini Dietrich: Well thanks. Thanks. I appreciate it. Chip Griffin: On that note, we will draw this episode to a close. I’m Chip Griffin. Gini Dietrich: I’m Gini Dietrich, Chip Griffin: and it depends.

Folks if you came here for a discussion on infant kangaroos, you'll have to wait for next week. It's Joey week! The Matt Leblanc led spin off of the beloved Joey Tribianni character from Friends. Heard of it?!Joey starts right from his flight from NYC to his new home of Los Angeles. The cast features his family, Drea de Matteo, Paulo Constanzo, his agent Jennifer Coolidge, and his neighbor Andrea Anders.HostsGeoff KerbisMax SingerRich Inman

After his embarrassing performance on Mastermind, we decide to test to see whether former England cricketer Monty Panesar can beat an average Brisbane listener in a special edition of Smarter than Who. Listen live on the Nova Player. Follow us on Facebook, Instagram & TikTokSee omnystudio.com/listener for privacy information.

Animal ID apps? Ornitherapy and mindful birding? Forest bathing? What does all of that have to do with veterinary medicine and protecting wildlife? In this CE VetFolio Voice podcast episode, we delve into the world of wildlife conservation and how veterinary professionals can support conservation efforts, including using free apps based on AI technology to identify birds (including a sound feature that lets you listen to their songs), mammals and other animals. We also discuss how veterinarians can contribute to wildlife and conservation medicine through online programs and participating in programs designed to curb dog and cat populations around the world. Lastly, the concepts of ornitherapy and forest bathing—the Japanese practice of immersing oneself in nature to promote relaxation, reduce stress and boost the immune system—will show listeners how they can improve their mental and physical health by participating in such practices.

Skills alone can't compensate for a broken culture. If the team is unhealthy, the ministry will always feel stuck. Today, we're laying out a reset plan — a practical roadmap to start rebuilding trust, clarity, and a healthy team culture. Let's get to work.   ============================= Table of Contents: ============================= 0:00 - Intro 1:12 - Why This Matters 7:53 - Value 1: Bring Heaven to Earth 11:52 - Value 2: Say the Quiet Part Out Loud 17:48 - Value 3: Yes Be Yes, No Be No 21:48 - Value 4: Disagreement Is Not Disrespect 27:06 - Value 5: Solutions First 33:05 - How to Use Values to Shape Culture   IMPORTANT LINKS - The Creative Team Culture Cheatsheet DOWNLOAD: https://prochur.ch/4az1JXQ - Pro Church Certified: https://prochurchcertified.com/   THE 167 NEWSLETTER

Check the episode transcript hereABOUT JOEL MILLERAfter obtaining a BA in accounting, Joel Miller began investing in rental property in 1978 while simultaneously pioneering a 35-year career as a professional mobile disc jockey. He soon became a respected contributor to magazines for both trades. He has flipped over 100 houses since 1991, and as a leader of a professional organization for landlords, he teaches their Landlord 101 course and a class on house flipping. Additionally, he is now a hard money lender to other investors as well as a trusted mentor, best-selling author, and a frequent podcast guest as well as a noted benefactor and volunteer in his community.   THIS TOPIC IN A NUTSHELL: ·         Guest Introduction – background and journey in real estate·         Why he wrote Build Real Estate Wealth·         Joel's investing journey·         How to balance real estate investing with a full-time career·         Skills learned from rentals that transferred to flipping and renovations·         Importance of proper tenant selection ·         From flipping to lending·         Leveraging OPM (Other People's money)·         Teaching generational wealth·         Advice for new investors·         Why rentals offer more stability than flips·         The value of having backup exit strategies ·         Where to find Joel's book, website, and social platforms  KEY QUOTE:                              “Tenant selection is the most important skill in rental real estate."  ABOUT THE WESTSIDE INVESTORS NETWORK   The Westside Investors Network is your community for investing knowledge for growth. For real estate professionals by real estate professionals. This show is focused on the next step in your career... investing, for those starting with nothing to multifamily syndication.     The Westside Investors Network strives to bring knowledge and education to real estate professionals that is seeking to gain more freedom in their life. The host AJ and Chris Shepard, are committed to sharing the wealth of knowledge that they have gained throughout the years to allow others the opportunity to learn and grow in their investing. They own Uptown Properties, a successful Property Management, and Brokerage Company. If you are interested in Property Management in the Portland Metro or Bend Metro Areas, please visit www.uptownpm.com. If you are interested in investing in multifamily syndication, please visit www.uptownsyndication.com.    #RentalPropertyInvesting #TenantScreening #RealEstateWealth #LongTermRentals #PassiveIncomeTips #RealEstateEducation #HardMoneyLender #BuyAndHoldInvestor #RealEstateAuthor #RentalSuccess #CashFlowStrategy #LandlordTips #REInvesting101 #BuildYourPortfolio #TenantSelectionMatters #MindsetOfAnInvestor #FinancialFreedomPath #RealEstateGoals #RentalRevenue #PropertyManagementTips #SideHustleSuccess #SmartLandlording #LeverageRealEstate #InvestWithPurpose #OPMStrategy #WealthBuildingJourney #RentalGameStrong #LegacyInvestor #DisciplinedInvestor #BookForInvestors CONNECT WITH JOEL:Phone:             (814) 868-1116 Website:          http://www.JoelMillerBooks.com LinkedIn:          https://www.linkedin.com/in/joel-miller-42981811/ Facebook:        https://www.facebook.com/joel.miller.503092     CONNECT WITH US   For more information about investing with AJ and Chris:  ·    Uptown Syndication | https://www.uptownsyndication.com/  ·    LinkedIn | https://www.linkedin.com/company/71673294/admin/   For information on Portland Property Management:  ·    Uptown Properties | http://www.uptownpm.com  ·    Youtube | @UptownProperties     Westside Investors Network  ·    Website | https://www.westsideinvestorsnetwork.com/  ·    Twitter | https://twitter.com/WIN_pdx  ·    Instagram | @westsideinvestorsnetwork  ·    LinkedIn | https://www.linkedin.com/groups/13949165/  ·    Facebook | @WestsideInvestorsNetwork  ·    Tiktok| @WestsideInvestorsNetwork  ·    Youtube | @WestsideInvestorsNetwork  

The English percussionist is best known for his work with The Smile and Sons of Kemet, but Skinner refines his own voice on his latest solo album.Learn more about sponsor message choices: podcastchoices.com/adchoicesNPR Privacy Policy

On the latest episode of Workplace Stories, we sit down with Koreen Pagano, author of "Building a Skills-Based Organization," to talk about one of the hottest and most complex topics in the world of work: how organizations can become truly skills-based, and what that really means in today's rapidly changing, AI-driven landscape. The conversation was loaded with practical insights, candid stories, and wisdom from the front lines of workforce transformation.Koreen shares her journey from ed-tech and product leadership to guiding hundreds of organizations through the maze of skills transformation. We discuss the crucial front-of-house and back-of-house elements, from clear communication and partnership models to building the right data and technology infrastructure. You'll hear fresh perspectives on using skills data as an early signal for retention, the shifting role of tasks versus skills, and what it means to future-proof your workforce for ongoing change. You will want to hear this episode if you are interested in...[05:17] Skills vs job architecture approaches.[10:04] Navigating skills-based organizations.[14:33] Workforce data challenges with AI.[23:04] Skills over jobs for strategy.[27:04] Building resilient data systems.[34:33] Building trust in skill data.[39:32] Predicting employee retention through data.[45:59] Helping organizations align AI transformation with business goals.Why Skills Still Matter in a “Task-Talk” WorldThere's a persistent misconception that the age of “skills” has passed and that “tasks” offer a more practical lens, especially with AI in play. Koreen shares how, at a recent industry event, she heard professionals say, “We don't need to worry about skills, we have to focus on tasks.” But she thinks that it's misguided to abandon skills just when organizations are barely starting to understand and leverage them.While tasks describe the work to be done, skills reflect the underlying human (and sometimes machine) capabilities that make that work possible. Both are crucial, but without a foundational understanding of your organization's skills, mapping tasks is like building on sand.Front of House, Back of House, and Getting Skills RightWe need to balance “front of house” and “back of house” considerations when building a skills-based organization. Organizations often focus either on external communications, partnerships, and culture (front of house), or purely on technology, data, and infrastructure (back of house), but rarely both. Koreen is unique in straddling the two, and it's this holistic approach, blending people and process with tech and data, that sets successful organizations apart.The Evolution of Data and the Rise of Skills VerificationOrganizations are beginning to realize that their skills data isn't just about upskilling or reskilling; it's tightly connected to business-critical outcomes like retention, performance, and the ability to adapt to market shifts. Koreen shares compelling examples of using skills data to provide early warning on issues like employee retention, demonstrating data-driven HR in action.She also shared her pragmatic “3Vs” model for validating skills data: Validity (how well the data measures what it claims to), Variety (different types of data from varied sources), and Volume (quantity and frequency of data collected). You can make solid business decisions with basic self-reported skills data, but for higher-stakes calls, like hiring, you need much more rigorous, validated information.Jobs, Skills, and the Trap of Static StructuresOften, organizations anchor their skills strategy to their job architecture. Consultants and technology vendors frequently push companies to start by mapping skills to static jobs. We discuss why this is a dangerous place to “end”, because jobs, roles, and the tasks that define them are changing faster than ever, especially with AI in the mix. Koreen advocates for designing skills data that is flexible, lives independently, and can be mapped to jobs and tasks as they evolve, never becoming held hostage by legacy structures.Goals Over TasksPerhaps the most powerful call to action was the need to focus less on micromanaging the “how” (a long list of tasks) and more on the “what and why”, the goals, outcomes, and genuine business objectives. In a future where work is constantly shifting, organizations that empower people around purpose, supported by dynamic skills data, will outperform those stuck mapping today's tasks to yesterday's job charts.Building a skills-based organization isn't a project with a tidy endpoint, it's a transformation. As Koreen reminds us, it's hard, messy, and as much about culture as it is about data. But for the organizations (and the people) willing to experiment, adapt, and keep skills at the center of strategy, the payoff is a workforce that's ready for whatever comes next. Resources & People MentionedBuilding the Skills-Based Organization: A Blueprint for Transformation by Koreen Pagano Connect with Koreen PaganoKoreen Pagano on LinkedIn Connect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

Microsoft Excel is more than just a tool in the accounting and finance industry—it empowers individuals to advance their careers by transforming numbers into actionable insights. Despite the rise of specialized software, 89% of finance teams still rely on Excel skills, making it the go-to platform for budgeting, forecasting, reporting, and analysis worldwide.  With Excel still on top, it's crucial to help students master the application before they enter the workforce. Which is why we've launched new specialized Microsoft Office Specialist (MOS) certifications for accounting and finance careers: MOS Excel for Accounting Associate and MOS Excel for Finance Associate. On this episode of the podcast, we sat down with Caroline Dill and Jennifer Johnson to discuss these new exams.  Caroline is a Product Marketing Manager at Certiport, a Pearson VUE business, where she leads global marketing strategies for major clients such as Microsoft and Unity, including the Microsoft Office Specialist program. Before joining Certiport, Caroline held leadership roles in the publishing industry, where she co-chaired major initiatives to strengthen institutional partnerships and expand access to academic research.  Jennifer is a CPA licensed in the state of Texas. She owns and manages a client accounting practice utilizing technology and automation to help clients enact change through information. From 2009 – 2025, Jennifer was a Professor of Instruction at the University of Texas at Dallas, where she taught Accounting Systems, Data Analytics, QuickBooks Software, CPA Exam preparation, and Excel courses. In 2024 Jennifer was named CPA of the Year by TXCPA Dallas, and in 2017 she was named an Outstanding Accounting Educator by TXCPA. Jennifer co-authored six editions of Computerized Accounting with QuickBooks Online. Before joining the University of Texas at Dallas in 2009, Jennifer spent time in both public accounting and industry as an auditor with PwC, an Assistant Controller at a regional financial services firm, and a Finance Manager at Keurig Dr Pepper. Jennifer holds both a BBA and an MS in Accounting from Texas A&M University. During this episode, Caroline and Jennifer discuss trends in the accounting and finance industry, key skills for future professionals to master, and how these new certifications can set individuals apart in the competitive job market. If you're teaching future financial professionals, this episode is for you.  Ready to dive into these new exams? All our information is available here.  Interested in learning from educators like Jennifer? Join our CERTIFIED Academy program. Get all the details here.    Connect with other educators in our CERTIFIED Educator Community here.         Don't miss your chance to register for our annual CERTIFIED Educator's Conference here.     

Young men are in freefall — and society's paying the price. Scott Galloway is here to explain the data behind the collapse and offer potential solutions.Full show notes and resources can be found here: jordanharbinger.com/1250What We Discuss with Scott Galloway:Young men are experiencing an unprecedented decline, with higher rates of suicide, addiction, homelessness, and incarceration than any other demographic. Yet discussing this crisis triggers reflexive pushback, even though addressing it doesn't diminish the legitimate struggles women and minorities continue to face.When boys lose male role models through death, divorce, or abandonment, the outcomes are devastating. They become more likely to be incarcerated than graduate college, unlike girls, who maintain consistent outcomes in single-parent homes. Boys are neurologically and emotionally more fragile than we've been willing to admit.Elite universities have abandoned their mission as public servants and repositioned themselves as luxury brands, creating artificial scarcity that's pulling up the ladders of opportunity. America's ethos should be watering as many acorns as possible, not sorting teenagers into winners and losers at 18.The three drivers of romantic attraction for men are signaling resources, intellect (best communicated through humor), and kindness — and kindness is the most underleveraged. Women instinctively seek mates who'll protect them during vulnerability — being kind to strangers signals good character far more than being nice to her.Put away the scorecard in your relationships. Stop tracking who gave more and instead ask: what kind of friend, partner, or son do I want to be? The happiest people aren't those who are loved most, but those who find others who let them give the most love.And much more...And if you're still game to support us, please leave a review here — even one sentence helps! Sign up for Six-Minute Networking — our free networking and relationship development mini course — at jordanharbinger.com/course!Subscribe to our once-a-week Wee Bit Wiser newsletter today and start filling your Wednesdays with wisdom!Do you even Reddit, bro? Join us at r/JordanHarbinger!This Episode Is Brought To You By Our Fine Sponsors:Chime: Open an account in two minutes: chime.com/jhsFunction Health: $100 credit: functionhealth.com/jordan, code JORDAN100BetterHelp: 10% off first month: betterhelp.com/jordanAirbnb: Turn your house into a host: airbnb.com/hostQuiltmind: Email jordanaudience@quiltmind.com to get started or visit quiltmind.com for more infoSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Everett Swain II. Purpose of the Interview The interview aims to: Highlight alternative pathways to high-paying careers without a traditional four-year degree. Showcase how UXD Academy, founded by Everett Swain II, empowers individuals—especially from underserved communities—to leverage AI and design skills for financial and academic freedom. Inspire entrepreneurs and small business owners to embrace AI-driven opportunities. Key Takeaways AI as an Opportunity, Not a Threat AI can amplify human capabilities rather than replace them. Small businesses see 80% positive ROI from AI adoption, making it a major growth lever. Career Without a Degree Over 40% of tech companies no longer require degrees, focusing instead on certifications and portfolios. UXD Academy teaches AI experience design and automation for learners as young as 13. Everett’s Journey Started as a graphic designer, pivoted to UX after self-learning via “YouTube University.” Built UXD Academy to democratize access to tech careers and fight industry gatekeeping. Business Model UXD Academy offers free resources and paid guidance. Created Our Table, an AI experience agency employing top students for real-world projects. Impact on Underserved Communities Programs can transform lives, moving individuals from low-income jobs to salaries of $75K–$140K within 3 years. Focus on youth (starting at age 13) to break cycles of poverty and limited exposure. Future AI Trends for Small Businesses AI agents, automated workflows, and AI-powered customer experiences will dominate in the next 12–18 months. Legacy Everett aims to help 100,000 youth create their own reality through tech education. Notable Quotes On AI’s role:“Think of AI as the smartest intern you know—you can train it to work specifically for you.” On education:“You don’t need a degree for what I do. Over 40% of tech companies don’t care about degrees anymore—they care about your portfolio.” On opportunity:“If you follow what I’m telling you, you can change your life in under a year and a half.” On underserved communities:“For the first time in history, people of color can bridge the gap to academic and financial freedom without a four-year degree.” On legacy:“If I can help 100,000 kids create their own reality, that will be my legacy.” #SHMS #STRAW #BESTSupport the show: https://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Everett Swain II. Purpose of the Interview The interview aims to: Highlight alternative pathways to high-paying careers without a traditional four-year degree. Showcase how UXD Academy, founded by Everett Swain II, empowers individuals—especially from underserved communities—to leverage AI and design skills for financial and academic freedom. Inspire entrepreneurs and small business owners to embrace AI-driven opportunities. Key Takeaways AI as an Opportunity, Not a Threat AI can amplify human capabilities rather than replace them. Small businesses see 80% positive ROI from AI adoption, making it a major growth lever. Career Without a Degree Over 40% of tech companies no longer require degrees, focusing instead on certifications and portfolios. UXD Academy teaches AI experience design and automation for learners as young as 13. Everett’s Journey Started as a graphic designer, pivoted to UX after self-learning via “YouTube University.” Built UXD Academy to democratize access to tech careers and fight industry gatekeeping. Business Model UXD Academy offers free resources and paid guidance. Created Our Table, an AI experience agency employing top students for real-world projects. Impact on Underserved Communities Programs can transform lives, moving individuals from low-income jobs to salaries of $75K–$140K within 3 years. Focus on youth (starting at age 13) to break cycles of poverty and limited exposure. Future AI Trends for Small Businesses AI agents, automated workflows, and AI-powered customer experiences will dominate in the next 12–18 months. Legacy Everett aims to help 100,000 youth create their own reality through tech education. Notable Quotes On AI’s role:“Think of AI as the smartest intern you know—you can train it to work specifically for you.” On education:“You don’t need a degree for what I do. Over 40% of tech companies don’t care about degrees anymore—they care about your portfolio.” On opportunity:“If you follow what I’m telling you, you can change your life in under a year and a half.” On underserved communities:“For the first time in history, people of color can bridge the gap to academic and financial freedom without a four-year degree.” On legacy:“If I can help 100,000 kids create their own reality, that will be my legacy.” #SHMS #STRAW #BESTSee omnystudio.com/listener for privacy information.

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Everett Swain II. Purpose of the Interview The interview aims to: Highlight alternative pathways to high-paying careers without a traditional four-year degree. Showcase how UXD Academy, founded by Everett Swain II, empowers individuals—especially from underserved communities—to leverage AI and design skills for financial and academic freedom. Inspire entrepreneurs and small business owners to embrace AI-driven opportunities. Key Takeaways AI as an Opportunity, Not a Threat AI can amplify human capabilities rather than replace them. Small businesses see 80% positive ROI from AI adoption, making it a major growth lever. Career Without a Degree Over 40% of tech companies no longer require degrees, focusing instead on certifications and portfolios. UXD Academy teaches AI experience design and automation for learners as young as 13. Everett’s Journey Started as a graphic designer, pivoted to UX after self-learning via “YouTube University.” Built UXD Academy to democratize access to tech careers and fight industry gatekeeping. Business Model UXD Academy offers free resources and paid guidance. Created Our Table, an AI experience agency employing top students for real-world projects. Impact on Underserved Communities Programs can transform lives, moving individuals from low-income jobs to salaries of $75K–$140K within 3 years. Focus on youth (starting at age 13) to break cycles of poverty and limited exposure. Future AI Trends for Small Businesses AI agents, automated workflows, and AI-powered customer experiences will dominate in the next 12–18 months. Legacy Everett aims to help 100,000 youth create their own reality through tech education. Notable Quotes On AI’s role:“Think of AI as the smartest intern you know—you can train it to work specifically for you.” On education:“You don’t need a degree for what I do. Over 40% of tech companies don’t care about degrees anymore—they care about your portfolio.” On opportunity:“If you follow what I’m telling you, you can change your life in under a year and a half.” On underserved communities:“For the first time in history, people of color can bridge the gap to academic and financial freedom without a four-year degree.” On legacy:“If I can help 100,000 kids create their own reality, that will be my legacy.” #SHMS #STRAW #BESTSteve Harvey Morning Show Online: http://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

In this episode of Productivity Smarts, host Gerald J. Leonard interviews David Suk Brown, co-author of 'Identical Opposites: Find Your Voice and Speak.' They discuss practical strategies for boosting workplace productivity, overcoming the fear of speaking up, and leveraging the power of authenticity and alliances. David shares insights from his research and professional experience, emphasizing the importance of consistent communication and understanding behavioral models to enhance team dynamics. They also explore the impacts of AI on the workforce and how to maintain relevance amid rapid technological advancements.    Tune in as they discuss the challenges and opportunities in today's workplace, the significance of the speak framework, and how these concepts can transform not just productivity but also happiness and fulfillment in your life.   What We Discuss [00:00] Introducing David Suk Brown and His New Book [06:16] Finding Your Voice in the Workplace [14:53] The SPEAK Framework for Effective Communication [20:37] The Human Element vs. AI [21:13] Leveraging Networks and Skills [24:09] The Importance of Authenticity and Empathy [25:23] Navigating Vulnerability and Consistency [32:25] Adapting Voice and Culture Strategies [36:27] Connecting with the SPEAK Framework Authors [37:55] Podcast Conclusion and Call to Action Notable Quotes  [7:00] "Sometimes people can get lost in their position or lost in their responsibilities and not find their individual gifts and talents, and it just made sense for us to make that connection." - David Brown, Sr. [7:46] "95% of employees struggle just to be able to speak and share their voice and opinions." - David Brown, Sr. [9:57] "Get people to understand that there are values that could come from every member of the team, but you let them shine. You let them speak first. You let them flush out their ideas and thoughts, and then you act in a position where you're curious and you're asking more questions, 'cause you want them to bring everything out that they're thinking." - David Brown, Sr. [20:38] "AI, even as much as we're seeing technology advance and progress, it cannot replace certain aspects of the human element." - David Brown, Sr. [24:11] " It's not just about how many degrees you have, your depth of experience. It's about bringing who you are, your whole authentic self to that role, to that environment. That's gonna be the defining factor." - David Brown, Sr. Our Guest David Suk Brown is a seasoned strategic communication and presentation coach who empowers executives, thought leaders, and business owners to enhance their impact through public speaking and executive coaching. As President of DSB Leadership Group, author, and university communications instructor, he has delivered over 2,500 inspiring messages that equip audiences with tools for lasting success. A Lead Minister and identical twin, David brings unique insight into communication, leadership, and collaboration as co-host of the Twins Talk it Up and Twins Talk Tech Leadership podcasts. Resources and Links David Suk Brown Website - https://www.dsbleadershipgroup.com/ LinkedIn - https://www.linkedin.com/in/davidsbrownsr/ Book: Identically Opposite: Find Your Voice and SPEAK - https://www.amazon.com/Identically-Opposite-Find-Voice-SPEAK/dp/B0FSKWKDZQ Productivity Smarts Podcast Website - productivitysmartspodcast.com Gerald J. Leonard Website - geraldjleonard.com Turnberry Premiere website - turnberrypremiere.com Scheduler - vcita.com/v/geraldjleonard Kiva is a loan, not a donation, allowing you to cycle your money and create a personal impact worldwide. https://www.kiva.org/lender/topmindshelpingtopminds  

In a world that constantly demands breakthrough solutions, do you ever feel like innovation is reserved for a select few, or that you're simply not "creative enough"? This week's guests are here to set the record straight: that we are all capable of creative thinking if we just give ourselves permission and a little guidance. Tessa Forshaw and Rich Braden are the co-authors of Innovation-ish: How Anyone Can Create Breakthrough Solutions to Real Problems in the Real World. Tessa is a cognitive scientist exploring how we work, learn, and innovate. She is a co-founder of Harvard's Next Level Lab and teaches Design Thinking and Innovation at Harvard, DCE, and Stanford D School. Rich is the founder and CEO of People Rocket, which helps leaders and teams overcome innovation hesitation; there, they guide clients through the innovation-ish approach, a flexible human-centered framework built on mindset shifts, small adaptive steps, and reflective practice he also teaches at Stanford D School.In this episode, we're cutting through the myth of the "right-brained" innovator. You'll learn how to integrate the six innovation mindsets into your work, overcome "innovation hesitation," and embrace your "whole brain" approach to problem-solving. This conversation offers practical tools to foster fresh thinking within your team, create space for ideas to thrive, and give you the concrete tools to move those ideas forward, no matter your role.Plus, in the extended episode, Tessa and Rich share tips for normalizing failure and using “F-Up Nights” to build a culture that learns from failure.Get FREE mini-episode guides with the big idea from the week's episode delivered to your inbox when you subscribe to my weekly email.Join the conversation now!Conversation Topics(00:00) Introduction – Why experimentation beats opinion-driven decision-making(01:18) The root of spiraling: fear, assumptions, and cognitive bias(04:02) Why small experiments create big clarity(07:10) The danger of optimizing parts of a system instead of the whole(10:42) A real-world case study: redesigning a supply chain through small tests(15:45) Why most ideas fail and why that's a good thing(18:04) How emotional attachment to ideas sabotages good decisions(21:30) Cognitive caution: What your brain is really doing when you avoid failure(25:14) Practicing emotional regulation while testing ideas(28:33) Creating a culture where testing > guessing(30:20) [Extended only] How leaders can use data to reduce conflict and opinion-driven debate(36:24) [Extended only] Normalizing failure and learning from it as a team(40:18) [Extended only] Global “F-Up Nights” and how leaders can model healthy failure

This week on Anyway...We ask the question, what millennial skill is no longer useful to you? We burn a CD, rewind a mixed tape, and watch a VHS as we travel back to the past. We pass a fortune teller note that spilled tea we eavesdropped on from our corded home phone. And then we print out our Mapquest directions and head home for the holidays. So, if you too were born in the 1900s, then you are in the right place and we're happy to have you. Hosted on Acast. See acast.com/privacy for more information.

Beat Migs! If you're older than Gen Z you probably know how to do these things, but can your younger counterparts keep up?

Download our “Tell a Better Story, Win Better Clients” E-book at https://working-towards.com/Chad de Lisle, VP of Marketing at Disruptive Advertising, joins the show to break down what it really takes to build a mission driven, high performing marketing agency. With nearly two decades in digital marketing, Chad shares his journey from an aspiring English professor to leading one of the most respected performance marketing teams in the country.We dive into:• How Disruptive is growing toward a $100M vision• Why pairing purpose with performance drives real long term results• Scaling through people, culture, and clarity• The realities of leading marketing inside a marketing agency• AI's role in the future of storytelling and brand growth• Chad's creative passion project: the Heroic Round podcastThis one is full of wisdom for marketers, founders, and creatives who want to build something that lasts.Connect with Chad:"Heroic Round Podcast": https://www.youtube.com/@HeroicRound LinkedIn: https://www.linkedin.com/in/chad-de-lisle/Website: https://disruptiveadvertising.com/Instagram: https://www.instagram.com/noirwhale/X: https://x.com/noirwhaleFacebook: https://www.facebook.com/chad.delisle.1/NoirWhale: https://noirwhale.com/NoirWhale Tumblr: http://noirwhale.tumblr.com/

Learn what it takes to build a skills-based organization, why valid people data matters, and how L&D can lead this transformation in today's evolving workplace.

Natalie Tincher is the General Manager of Talent, Skills and Performance Management at Delta Air Lines and has led Delta's ambitious journey to build a companywide skills strategy from the ground up. In this episode, Natalie shares how Delta developed its “Talent Hub” to empower employees to own their growth, foster internal mobility, and create clearer career paths across the organization. She also discusses the challenges of change management, the importance of keeping things simple when transforming HR processes, and the role of AI in shaping the future of skills-based talent management. LinksNatalie's LinkedIn: https://www.linkedin.com/in/natalie-d-katz/Skills Strategy Discussion Group: https://www.linkedin.com/groups/12994338/ 

In a keynote address from re:Invent, McKinsey & Company's Lareina Yee shares fascinating data, trends and best practices on AI adoption, the future of skillsets, and leadership insights that are needed for AI transformation at scale.Topics Include:Over 80% of companies have adopted AI in at least one business function currently.Despite heavy investment, 62% of companies remain in experimental or pilot phases with AI.Only 7% of organizations have achieved full-scale AI implementation, up from 2% earlier this year.Agentic AI has proliferated rapidly across functions from knowledge management to manufacturing in one year.Between 45% and 5% of companies have implemented AI agents across different business functions today.AI's productivity potential represents $4.4 trillion in economic value beyond just cost savings opportunities.Innovation ranks as the number one goal for AI investments, ahead of cost reduction priorities.Employee satisfaction, customer satisfaction, and competitive differentiation drive AI adoption alongside revenue growth and cost.High AI performers view implementation as total enterprise transformation, not just technology deployment projects.Leading companies spend 4.9 times more budget on AI investments compared to average performing organizations.Traditional software stacks evolved to SaaS, now transforming into AI-ready tech stacks within one generation.Job outlook remains mixed: 32% expect losses, 13% expect increases, 43% see no major change.Since 2023, significant skill shifts show increased demand for software development and business intelligence capabilities.AI fluency has increased seven times as the most sought-after skill across all job types.AI fluency means using AI in everyday work, not building models or creating large language models.Skills like driving records, coaching, customer service, and management remain harder to automate with current AI.Transactional, data-driven repetitive tasks like inventory management and invoicing face highest automation exposure currently.Historical technology revolutions like electricity created six to eight jobs for every one job displaced.New roles like prompt engineering emerge, requiring skills like effective questioning rather than technical coding.Participants:Lareina Yee - Director of Technology Research, McKinsey & CompanySee how Amazon Web Services gives you the freedom to migrate, innovate, and scale your software company at https://aws.amazon.com/isv/

Want to know the answer to how rejection can INCREASE your confidence in yourself? Usually rejection is not something any of us look forward to, but there may be more to rejection than you've been thinking there is. In this episode I talk about the way that we men view rejection from our intimate partners and how you can think about and use rejection in a positive way going forward in your life.In our coaching, we help men get a powerful new mindset that empowers you to give, love and connect more deeply because you're finally doing that within yourself first. This mindset allows empathy, trust and connection to happen because you're confident in who you're being. We teach skills and knowledge that nobody ever teaches men when we're younger. Skills and knowledge that make you feel confident and in control even when chaos is going on around you. It's amazing what you can achieve when you make yourself a priority. Most men don't.   They are too busy taking care of everyone else.  Too busy minding the store and making the money.   They are focused on the "outside game" of winning life. But their "inside game" of confidence and clarity is suffering badly. You can only improve your inside game with other men. We would love to help you become more calm, more strong emotionally and more confident and happy in who you are as a man. Come and join us, either through 1-on-1 coaching with my colleague Dan Dore or me, or in our group coaching program with other amazing men who are travelling the same path as you right now in our Men's Live Coaching Roundtable. There's an amazing tribe of guys in this group with us, supporting and helping each other through this process of growth and self realization. https://goodguys2greatmen.com/goodguys2greatmen-live-coaching-roundtable/ If you're facing possible divorce, we have an online course which is specifically for you - Defuse the Divorce Bomb: https://mojopolis.thinkific.com/courses/HDDB-preview?ref=a53950 What if this next year everything changed for you? That's what we want for you brother, We love teaching men these tools - how to be better, how to know who you are, what you stand for, what you want and how to CREATE it in your life through our Masculine Confidence coaching programs. Dan and I are here to guide you on this mission.https://goodguys2greatmen.com/mens-relationship-coaching/ Steve's book Straight Talk Tools for the Desperate Husband will help you to lead yourself and your relationship back to good health. Understand why your partner acts the way she does toward you and learn how to lead your life in the direction you want it to go. You CAN have the relationship you want, fulfilling all your desires while maintaining love and respect.https://goodguys2greatmen.com/straight-talk-tools-for-the-desperate-husband/ We also have a free e-book to help men learn how to lose their fear and be more bold in their marriage to create the love and connection they want. Get The Hard to Swallow Truth About Saving Your Marriage: https://goodguys2greatmen.com/ If you want to learn more about how to take a bigger step toward being a clear-headed, confident man of action, then find out more here: https://goodguys2greatmen.com/mens-relationship-coaching/ We would be thrilled to help you get there - our first discovery call is always free and always gives you a BIG boost of confidence. You WILL become a clearer, stronger, more confident man only through other men. Your woman cannot take you there - and she doesn't WANT to...trust us on that. Sign up to receive our email newsletters for lots more free tips and advice here: https://archive.aweber.com/stevemain Subscribe to be notified whenever we upload a new video: https://www.youtube.com/channel/UC13h36xaBvyTPVAES4-4rXw?sub_confirmation=1 You can watch all our videos here: https://goodguys2greatmen.com/video-library/ Or read our blog articles here: https://goodguys2greatmen.com/blog/Become a supporter of this podcast: https://www.spreaker.com/podcast/goodguys2greatmen-podcast--4650431/support.

Jon Rosemberg discusses how to break free from limiting beliefs and reclaim control over your life. — YOU'LL LEARN — 1) The difference between succeeding and thriving2) How to shift out of survival mode with A.I.R.3) How to spot and challenge limiting beliefsSubscribe or visit AwesomeAtYourJob.com/ep1114 for clickable versions of the links below. — ABOUT JON — With over two decades coaching Fortune 500 executives and global teams through deep transformations, Jon Rosemberg has learned firsthand that growth begins when we courageously reclaim our agency. His personal journey, forged by immigration, loss, and career reinvention, inspires him to blend hard-won business insight with cutting-edge research to guide others toward greater meaning. Driven by his belief in human potential, Jon co-founded Anther, a firm dedicated to transforming uncertainty into possibility. He previously led high-impact initiatives at Walmart, Procter & Gamble, Indigo, and GoBolt.Jon holds an MBA from Cornell University and a Master of Applied Positive Psychology from the University of Pennsylvania, where he serves as an assistant instructor. Originally from Caracas, Venezuela, he now lives in Toronto with his wife, Adriana, and their two sons.• Book: RA Guide to Thriving: The Science Behind Breaking Old Patterns, Reclaiming Your Agency, and Finding Meaning• LinkedIn: Jon Rosemberg• Website: JonRosemberg.com— RESOURCES MENTIONED IN THE SHOW — • Study: "Workplace Wellbeing and Firm Performance" by Jan-Emmanuel De Neve, Micah Kaats, and George Ward• Study: “Our Epidemic of Loneliness and Isolation: The U.S. Surgeon General's Advisory on the Healing Effects of Social Connection and Community” • Book: Man's Search for Meaning by Viktor Frankl• Book: Nonviolent Communication: A Language of Life: Life-Changing Tools for Healthy Relationships (Nonviolent Communication Guides) by Marshall Rosenberg and Deepak Chopra• Book: Building a Life Worth Living: A Memoir by Marsha Linehan• Video: “You're More Stressed Than Ever - Let's Change That” by Kurzgesagt – In A Nutshell• Past episode: 500: Building Unshakeable Self-Esteem and Confidence with Victor Cheng— THANK YOU SPONSORS! — • Vanguard. Give your clients consistent results year in and year out with vanguard.com/AUDIO• Quince. Get free shipping and 365-day returns on your order with Quince.com/Awesome• Taelor. Visit Visit taelor.style and get 10% off gift cards with the code PODCASTGIFT• Cashflow Podcasting. Explore launching (or outsourcing) your podcast with a free 10-minute call with Pete.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Melanie focuses on practical data science and AI. Her career highlights include driving client outcomes at Petsch Analytics, LLC—her data science consultancy; designing and building custom applications with generative AI and large language models, incorporating humans in the loop, at Palantir Technologies; modeling and analyzing truly big data at the New York Stock Exchange; writing quantitative research and a book on commodity investing at Goldman Sachs; teaching at Columbia's School of International and Public Affairs (SIPA); and serving on the Mechanical Engineering Advisory Council at Purdue University.In today's episode of Smashing the Plateau, you will learn how to reframe uncertainty, communicate value clearly, and turn vague requests into staged projects that produce quick wins.Melanie and I discuss:Melanie's career journey and pivotal transitions [01:54]How the 2008 crisis led to launching her consultancy and landing an eight-year anchor client [03:21]Employee vs. consultant mindsets and why she's ambivalent about the labels [05:24]Teaching students to handle ambiguity and have honest client conversations [07:40]Why open, candid dialogue can be easier as a consultant [09:37]A mindset shift for corporate refugees to attract the next right clients [13:47]Identifying your highest-value skills and applying them to modern needs like generative AI [14:13]Communicating with nontechnical stakeholders and using mockups to align quickly [16:50]“That's not my data” — using anomalies to improve data quality and trust [18:05]Feedback that matters and the power of meeting audiences where they are (data dictionary story) [19:08]The networking story of earning an eight-year client by not hiring someone [21:24]Human-first relationships vs. transactional interactions [23:30]How to connect with Melanie [24:29]Learn more about Melanie at http://www.petschanalytics.com/.Thank you to our sponsor:The Smashing the Plateau Community______________________________________________________________About Smashing the PlateauSmashing the Plateau shares stories and strategies from corporate refugees: mid-career professionals who've left corporate life to build something of their own.Each episode features a candid conversation with someone who has walked this path or supports those who do. Guests offer real strategies to help you build a sustainable, fulfilling business on your terms, with practical insights on positioning, growth, marketing, decision-making, and mindset.Woven throughout are powerful reminders of how community can accelerate your success.______________________________________________________________Take the Next Step• Experience the power of community.Join a live guest session and connect with peers who understand the journey:https://smashingtheplateau.com/guest• Not ready to join live yet? Stay connected.Get practical strategies, stories, and invitations delivered to your inbox:https://smashingtheplateau.com/news

Want to teach your kids confidence, money skills, and resilience — all at once? Entrepreneurship isn't just for adults. It's how kids learn life skills. In this episode of The Business Ownrship Podcast, I interviewed Mike Mammel. Mike is here to talk about Mini Titans.Mini Titans is a character-building program that uses entrepreneurship as a powerful tool to instill essential life skills in children.Why entrepreneurship?Resilience Through Challenge:Entrepreneurship is inherently challenging, giving kids the opportunity to experience setbacks and learn how to bounce back stronger, smarter, and more capable. This builds a foundation for self-reflection, emotional strength, and lifelong personal growth.A Path to Abundance:A life of abundance begins with understanding oneself. Entrepreneurship pushes individuals — even young ones — to adapt, persevere, and rise to challenges. These traits become the building blocks of a fulfilling, confident, and prosperous life.How Mini Titans BeganThe idea for Mini Titans began in the spring of 2022. After losing the tourism business he had built over seven years, Mike found himself facing uncertainty, shaken confidence, and a painful sense of failure. Unsure of his next steps, he struggled to rebuild his sense of purpose — until a simple question from his young children changed everything.Sitting at the kitchen table with his wife and kids, his six-year-old son and four-year-old daughter asked, “Dad, how do you make money?”He didn't want to give them a single answer like, “You work for someone.” He wanted them to understand both paths — working for others and starting something of their own. But explaining business concepts to young kids felt impossible.So instead of explaining, he decided to show them.Together, they planned their first business: a lemonade stand. But not just any lemonade stand — a hands-on experience in work ethic and problem-solving. They hand-pressed lemons and oranges, experimented with recipes, adjusted their plan, and prepared like a real business team.The kids negotiated the selling location in a high-traffic area and even negotiated fruit prices to lower costs. On sale day, the weather was cold and rainy — their only permitted day to sell — forcing them to pivot. After speaking with the store manager, they secured permission to set up inside instead.From there, the kids greeted every customer with bright energy:“Hello! How is your day?”They practiced their pitch so they could either add joy to someone's great day or help brighten a challenging one with a cup of lemonade.After five hours, the kids earned over $300.From those earnings, they followed the three principles that continue to guide Mini Titans today:Spend a little for immediate rewardSave a portion for their future educationDonate a portion to give backThe real success came afterward — when the kids begged to do it again every summer.That enthusiasm, curiosity, and growth became the foundation of the Mini Titans program, now dedicated to helping children build character, confidence, and resilience through entrepreneurship.Tune in now and learn how to help your kids become confident, capable problem-solvers.Check this out!Show Links:Contact Mike via email at: info@minititans.caMini Titans Website: https://www.minititans.ca/Mike Mammel on LinkedIn: https://www.linkedin.com/in/mike-mammel-0968926a/Book a call with Michelle: https://go.appointmentcore.com/book/IcFD4cGJoin our Facebook group for business owners to get help or help other business owners!The Business Ownership Group - Secrets to Scaling: https://www.facebook.com/groups/businessownershipsecretstoscalingLooking to scale your business? Get free gifts here to help you on your way: https://www.awarenessstrategies.com/

Send us a textIn this episode of The Riley Black Project, John and Crystal sit down with Joshua Perry, the award-winning creative behind Perry Design Tulsa — a laser business born from a long career in the salon industry. ✂️➡️

Skills, tasks, jobs, activities. These terms get used interchangeably across HR and talent acquisition, but they mean fundamentally different things. Skills are attributes of people. Tasks are components of work. Jobs are bundles of activities.  Having clarity here matters more now than ever. As AI begins reshaping how work gets done, organisations need a precise understanding of their workforce at the task level. Without clear taxonomies, it becomes impossible to understand how to effectively implement AI for automation and augmentation. So how should companies be preparing to take the most advantage of the inevitable shifts AI will bring? My guest this week is Ben Zweig, CEO of Revelio Labs and author of the new book Job Architecture. In our conversation, he explains how to build effective taxonomies cheaply and scalably with LLMs and why this foundation is critical for navigating change. Ben also teaches Data Science and The Future of Work at NYU Stern and talks through an invaluable framework for assessing the likelihood of AI-driven job displacement. In the interview, we discuss: Why grouping people is the core of any HR analysis. What we get wrong about skills, jobs, tasks, and activities Why skills aren't the right unit of observation to analyse jobs AI automates tasks and activities, not jobs and skills. The vital importance of taxonomies Using LLMs to build taxonomies cost-effectively at scale. What are the advantages of doing this properly? The three forces that help measure the potential for AI-driven job displacement What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

I sat down with Naomi Kent, CEO and founder of The Boardroom Company, about the often-overlooked opportunities in board membership. We discussed the misconceptions surrounding board roles, the value of nonprofit boards for career development, and how individuals, especially from the Gen Z community, can leverage their skills and experiences to secure board positions. Chapters 00:00 Introduction to Career Transitions and Board Opportunities 02:48 Naomi Kent's Journey and Insights on Board Membership 05:58 Understanding Board Misconceptions and Opportunities 08:52 The Value of Nonprofit Boards for Career Development 12:10 Navigating Responsibilities and Expectations on Boards 14:59 Engaging the Gen Z Community in Board Opportunities 18:12 Leveraging Corporate Experience for Board Membership 21:00 Professionalism and Skills for Aspiring Board Members 23:47 Building Connections and Networking on Boards 27:14 The Importance of Recommendations and Trust in Board Selection 29:53 Final Thoughts and Resources for Aspiring Board Members Learn more about your ad choices. Visit megaphone.fm/adchoices

Summary This episode of the Boss Business of Surgery Series (episode 208) continues the discussion on expanding emotional capacity, specifically focusing on how other people can help surgeons expand their emotional capacity. The host discusses how surgeons traditionally focus on improving skills and knowledge throughout their careers, but emotional capacity is equally important yet often overlooked. The host explains that emotional capacity refers to one's ability to handle the emotional ups and downs of being a surgeon, particularly the negative emotions that arise from complications or difficult cases. When emotional capacity diminishes, surgeons may compensate by overworking, checking charts repeatedly, or spending excessive time with patients, which reduces efficiency and effectiveness. The speaker outlines several ways that other people can help expand a surgeon's emotional capacity: Finding a community of supportive individuals who provide a grounded, safe presence where surgeons can explore their emotions without judgment. These could be mentors, colleagues, spouses, coaches, or therapists. Looking for role models who demonstrate effective emotional management in similar circumstances, and learning from their approaches. Finding safe spaces to be authentic and vulnerable, which allows surgeons to understand themselves better, including how their weaknesses are often the flip side of their strengths. Seeking people who will appropriately challenge and stretch them, recognizing that expanding capacity for positive emotions also expands capacity for negative ones. Learning when to take breaks and how to properly recover from emotional strain, while addressing underlying thoughts and feelings rather than just removing stressors. Connecting with others who help identify meaning in their work and celebrate wins together through practices like "positivity rounds." Developing self-compassion through mindfulness, recognizing common humanity, and speaking kindly to oneself. The host emphasizes that expanding emotional capacity allows surgeons to feel more deeply, recover faster from setbacks, and stay grounded during intense situations. The episode concludes with an invitation to join the Boss Surgery community, which provides a safe space for surgeons to develop these relationships and expand their emotional capacity. Chapters Introduction to Expanding Emotional Capacity ‎ 00:00:00 The host introduces episode 208 of the Boss Business of Surgery Series, continuing the discussion on expanding emotional capacity with a focus on how other people can help. The host invites listeners to find their community and mentions the opportunity to join bosssurgery.com for 2026 while starting immediately. Skills, Knowledge, and Emotional Capacity in Surgery ‎ 00:01:01 The host explains how surgeons traditionally focus on improving skills (techniques practiced repeatedly) and knowledge (gained through experience and reading). While these improve over time, emotional capacity can diminish, especially after complications that bring up negative feelings like worry, insecurity, guilt, and shame. When emotional capacity diminishes, surgeons often compensate by overworking, checking charts excessively, or spending more time with patients, which reduces efficiency and effectiveness. The Value of Expanded Emotional Capacity ‎ 00:03:36 The host discusses why emotional capacity is important for surgeons, allowing them to manage the big feelings that come with both saving lives and sometimes harming patients. Expanded emotional capacity enables surgeons to feel more deeply (both positive and negative emotions), recover faster from setbacks, and stay grounded during intense situations. The host references previous episodes on lion taming, explaining how staying calm and grounded allows surgeons to provide stable, unhurried, non-judgmental energy to others. Finding People Who Help Expand Emotional Capacity ‎ 00:06:34 The host describes how surgeons can find people who make them feel grounded and safe - mentors, colleagues, spouses, coaches, or therapists. These individuals allow surgeons to explore their emotions without judgment and help them work through difficult thoughts. The host also suggests looking for role models who handle stress and uncertainty with grace, and learning from their approaches. Even online communities can sometimes provide support, though they require sufficient emotional capacity to navigate. Learning from Role Models and Past Self ‎ 00:08:18 The host recommends identifying people who model desired behaviors and emotional management, then learning from their approaches. The host notes that surgeons can also look to their past selves as models, reflecting on what motivated them to become surgeons in the first place (referencing episode 2, "Why We Became Surgeons"). This helps surgeons reconnect with their authentic selves in safe environments where they don't feel defensive or competitive. Understanding Strengths and Weaknesses ‎ 00:10:53 The host explains how coaches help surgeons understand their motivations, strengths, and weaknesses. Importantly, weaknesses are often the flip side of strengths - understanding this connection helps surgeons learn about themselves during times of insecurity or threat. Finding people who help surgeons understand themselves more deeply makes them more individually capable. The Challenge of Stretching Emotional Capacity ‎ 00:12:08 The host discusses how high-achieving surgeons want to feel challenged and be at the leading edge of their capabilities. Using a bell curve analogy, the host explains that expanding capacity for positive emotions (thrilled, challenged, stretched) also expands capacity for negative emotions (shame, intimidation, worry). As surgeons push boundaries, they must develop strategies to recover from discomfort and remember why they chose this challenging path. Managing Breaks and Avoiding Burnout ‎ 00:16:23 The host addresses how to manage when feeling overwhelmed or "fried." Rather than simply quitting or taking a break without addressing underlying issues, surgeons should understand the thoughts and feelings behind their diminished emotional capacity. The host recommends finding moments of control and agency, even small ones, rather than withdrawing from stressors entirely. This might involve seeking perspective from others and creating literal space in one's emotional capacity. Balancing Achievement with Relationships ‎ 00:20:00 The host warns against the "addiction" of trying to be everything for everybody, which prevents surgeons from developing relationships that expand emotional capacity. These relationships form a safety net that catches surgeons when they fall. Without developing relationships with others and with oneself, surgeons chase highs without protection from the inevitable lows. Finding Meaning and Sharing Wins ‎ 00:22:06 The host discusses how others help identify meaning in surgeons' work through supportive conversations and sharing wins. The host recommends "positivity rounds" - actively listening to and recording positive things patients and colleagues say. Many surgeons miss these affirmations because they're caught up in their thoughts, missing opportunities to be reminded of their impact. Self-Compassion and Support Networks ‎ 00:24:03 The host references Krista Neff's concept of "Fierce Self-Compassion," which includes mindfulness (being present with suffering), common humanity (recognizing others feel similarly), and self-kindness. The host describes an advanced concept of using past and future versions of oneself as guides. The episode concludes with encouragement to connect with others, try positivity rounds, reach out for help, and consider joining the Boss Surgery community or seeking coaching. Action Items Host recommends finding a community that helps expand emotional capacity. ‎ 00:00:12 Host suggests visiting bosssurgery.com to join their supportive community. ‎ 00:00:27 Host recommends looking back at previous episodes on overworking as compensation, emotional capacity, prolonged stress cycle, and lion taming. ‎ 00:02:59 Host suggests identifying people who model desired emotional management and asking them about their approach. ‎ 00:08:18 Host recommends practicing "positivity rounds" by writing down positive things people say about you. ‎ 00:28:32 Host suggests reaching out for help when struggling by asking if others feel the same way. ‎ 00:28:49 Host encourages finding someone outside your relationships (like a coach or therapist) who can ask difficult questions without fear of risking the relationship. ‎ 00:29:02 Host invites listeners to reach out directly or visit bosssurgery.com for group or one-on-one coaching. ‎ 00:30:30

245 | AI verändert die Arbeitswelt - wie sieht eine Karriere in den nächsten 10 Jahren aus? Welche Skills braucht es - und warum ist ein gutes Netzwerk unerlässlich? Alex spricht mit Jan Henri Kalinowski von ChefTreff über die Arbeitswelt der Zukunft.Mehr von Henni in seinem empfehlenswerten Podcast: https://chef-treff.de/podcast/Partner dieser Folge: Clockodo: https://www.clockodo.com/optimistenGutschein-Code: optimisten25Finde eine Geschäftsidee, die perfekt zu dir passt: ⁠digitaleoptimisten.de/quiz⁠Kapitel: (00:00) Intro(02:40) 30% aller Jobs verschwinden bis 2030(16:18) Das Dilemma der Gen Z(27:30) Networking als Karriere-Boost(36:43) Leadership in der Zukunft(49:09) Hennis beste GeschäftsideeDAX-CEOs, junge Menschen, Medienkonsum, Vorbilder, soziale Medien, Influencer, Gen Z, Karriere, Führung, Leadership

In Episode 82, host Houston Blackwood and Matt Heaton share how the ACCS Innovation Center's Career Readiness division is transforming career education across Alabama.What began as a small pilot has grown to reach 124 of Alabama's 143 school systems, where students can now use Skills for Success courses for career exploration and as a way to earn their Career Readiness Indicators (CRIs).This episode highlights how the Innovation Center's Career Readiness division continues to expand opportunities for students across the state, preparing the next generation for success in both college and the workforce.

Over 1 million students worldwide are learning to recognize depression, find trusted adults, and ask for help - and every resource is completely free.In this episode, we sit down with Katie Conklin from Erika's Lighthouse to explore how their evidence-based mentalhealth education programs are reaching students across the globe - from California classrooms to schools in Madagascar - with tools that are proven to increase help-seeking behavior, knowledge, and coping strategies. Discover their approach that makes depression education accessible, relatable, and effective. Katie shares thefour-pillar framework transforming school cultures.You'll learn:Why "depression education IS suicide prevention" creates a broader, more effective impactThe specific warning signs that educators and parents should watch for (and why they're differentfor every kid) How to start a student-led mental health empowerment club at your schoolWhere to find free family workbooks that demystify therapy, insurance, and mental health jargonReal stories of impact - including the fourth grader who disclosed suicidal thoughts after a single wellness lessonEverything Erika's Lighthouse offers is completely FREE and available at erikaslighthouse.org. Within 10 minutes of creating an account, you'll have access to videos, workbooks, conversation starters, and step-by-step guides for implementing these life-saving programs. Guest BioKatie Conklin joined Ericka's Lighthouse in August2021.  She has a Master's degree in Human Services and Counseling from DePaul University.  Katie has over 20 years of experience working in behavioral health and nonprofit administration.  Katie is passionate about mental health awareness in schools and is excited to be a part of the Erika'sLighthouse team. About Erika's LighthouseErika's Lighthouse is dedicated to empowering students with a lifeline for a lifetime. They provide the leading depressioneducation and suicide prevention curriculum in the U.S. A curriculum that is easy for busy educators to implement and is 100% free.  Their goal is to equip every student with the skills and knowledge to recognize early signs of depression and takeaction.  Key components of their programs include:✓ Entirely FREE✓ Peer-to-peer approach✓ 1:1 support ✓ Skills-based curriculum built by experts✓ User-friendly & perfect for busy educators Learn more at: https://erikaslighthouse.org/Thank youThank you for listening to the Raising Resilient KidsPodcast! We are siblings on a mission to help kids become their strongest selves. Each episode, we share proven strategies with parents, teachers, and all who work with youth and teens to build resilient, confident kids who can tackle life's challenges and thrive.For more information on the podcast, or if you have aquestion you would like answered by one of our expert guests, please visit us at –  https://www.smarthwp.com/raisingresilientkidspodcast.  A Special Thanks to our SponsorMind of a Champion https://smart-hwp.teachable.com/a/aff_9pt0kd23/external?affcode=246901_xpbs0um0 The So Happy You're Here YouTube Channel - https://www.youtube.com/@sohappyyouarehereThe Resilient Youth Certification Program - https://www.smarthwp.com/RY4teachers

The Holiday Hustle starts earlier every year. Before the last of the Halloween candy has been eaten, stores are piping in Christmas music and flashing “limited time only” sales. The commercials tell us that the magic of Christmas comes in a gift bag or a decorated box. We scroll through picture-perfect tablescapes on social media, and somewhere deep down we start to feel like maybe we're not doing enough. Or maybe we're doing it wrong. If you've had all you can take of the Holiday Hustle, listen in and learn a few tips on how to slow down, breathe easier, and actually enjoy your holidays. Send us a textSupport the showThe Farm Wife (website)Let's Visit! (email)Amazon Shop PageGreat Products by The Farm Wife:The Simple Life WorkbookSimple Life Home Finance BundleThe Art of HomemakingFind other helpful Simple Life Products in The Farm Wife ShopDo you want to learn more about living a simple life? Then a great place to start is with the books in my Simple Life Series! Living a Simple Life on the Farm (my story) The Search for a Simple Life How to Cook a Possum: Yesterday's Skills & Frugal Tips for a Simple Life (don't worry – this isn't a cookbook!)Faith & a Simple Life FICTION The Strangers Room

Podcast: PrOTect It All (LS 26 · TOP 10% what is this?)Episode: The Future of Cybersecurity Careers: Human Skills, AI Disruption & How to Stand Out NowPub date: 2025-11-24Get Podcast Transcript →powered by Listen411 - fast audio-to-text and summarizationThe cybersecurity job market is changing faster than ever - and the skills that mattered five years ago won't carry you into the future. In this episode of Protect It All, host Aaron Crow sits down with Mark Sasson, Managing Partner at Pinpoint Search Group, to break down what the future of cybersecurity careers really looks like. From the rise of AI and automation to the growing importance of human skills, they uncover the new realities facing candidates, hiring managers, and leaders across IT and OT security. You'll learn: Why soft skills, communication, and adaptability are now just as critical as technical expertise How AI is reshaping job searches, resumes, and candidate evaluation The shift between employer-driven and candidate-driven markets What separates standout candidates in today's competitive landscape How startups think about hiring -  and what they won't compromise on Practical steps to future-proof your cybersecurity career starting now Whether you're entering cybersecurity, leveling up your role, or hiring your next team member, this episode delivers real-world, actionable insights to help you stay relevant  - and competitive in an evolving industry. Tune in to learn how to stay ahead in the cybersecurity job market of today and tomorrow  only on Protect It All. Key Moments:  04:14 Recruitment Growth and Funding Trends 06:42 Tangible Value in AI Age 12:18 "Stepping Outside the Comfort Zone" 15:16 "Growth Through Embracing Discomfort" 19:23 "Embracing Growth and New Challenges" 21:01 Balancing Growth and Bold Moves 25:14 "Breaking Into Tech: Sacrifice & Strategy" 27:40 Experience Beats Book Knowledge 32:13 Human Insight Beats AI in Hiring 34:45 AI Recruitment: Potential, Limits, Distinctions 39:37 "Reluctant Growth through Opportunity" 42:47 "AI Tools: Benefits and Downsides" 44:29 "Human-Centered Hiring Over AI" 50:12 "Human Connection Over Technology" 53:23 "Planning Your Next Step" About the guest:  Mark Sasson is the Managing Partner of Pinpoint Search Group, a recruitment firm specializing in helping innovators in emerging markets attract the talent needed to drive maturation, scale, and successful outcomes. In 2014, Mark launched Pinpoint's Cybersecurity practice, where he and his team have successfully completed hundreds of executive and senior-level individual contributor searches for leading Cybersecurity vendors. Building on that success, Mark is now guiding Pinpoint's expansion into the rapidly evolving Space sector. Connect Mark:  Website: https://pinpointsearchgroup.com/ LinkedIn: linkedin.com/in/markjsasson/Learn more about Cybersecurity Vendor M&A + Funding Roundups here : https://pinpointsearchgroup.com/cybersecurity-industry-reports/ Connect With Aaron Crow: Website: www.corvosec.com  LinkedIn: https://www.linkedin.com/in/aaronccrow Learn more about PrOTect IT All: Email: info@protectitall.co  Website: https://protectitall.co/  X: https://twitter.com/protectitall  YouTube: https://www.youtube.com/@PrOTectITAll  FaceBook:  https://facebook.com/protectitallpodcast  To be a guest or suggest a guest/episode, please email us at info@protectitall.co Please leave us a review on Apple/Spotify Podcasts: Apple   - https://podcasts.apple.com/us/podcast/protect-it-all/id1727211124 Spotify - https://open.spotify.com/show/1Vvi0euj3rE8xObK0yvYi4The podcast and artwork embedded on this page are from Aaron Crow, which is the property of its owner and not affiliated with or endorsed by Listen Notes, Inc.

Terry Iverson has spent more than 40 years in manufacturing, carrying on a family legacy built on precision, craftsmanship, and mentoring. In this conversation, Terry talks about the future of skilled work, why trades matter, and how young people can build meaningful careers without drowning in debt. terry2 We cover the shift away from hands-on skills, the importance of soft skills and critical thinking, and how mentorship shapes confidence and opportunity. Terry also shares why manufacturing is still a strong path, how AI is changing work, and how parents can help their kids explore real-world skills early. This episode is about purpose, opportunity, and the power of showing someone what they're capable of. What We Cover Terry's path into a 100-year family manufacturing legacy The truth about work ethic, balance, and younger generations Why trades and manufacturing still create strong careers How AI and automation are shaping the future of work The value of soft skills and critical thinking How mentorship changes lives Why college isn't the only path to a great career Terry's "Camp Champ" program and how it inspires students How parents can guide kids toward purpose, skills, and confidence Connect with Terry ChampionNow.org YouTube: Champion Now Books: Finding America's Greatest Champions and Inspiring Champions in Advanced Manufacturing Connect with Joe nosittingonthesideline.com

In this Squiggly Career Shortcut, Helen shares five simple, everyday ideas that can have a big impact on your development—no long courses or huge time commitments needed. These micro-habits take just minutes but build confidence, clarity, and resilience over time.Episode 515

Chronic pain affects over 50 million U.S. adults, but research shows that pain resilience — your ability to adapt and stay active despite discomfort — matters more than pain severity itself Pain resilience acts as a mental shock absorber, helping people maintain physical activity even with significant pain, while fear of movement has weaker influence when resilience is present Five components define pain resilience. These are emotional self-regulation, psychological flexibility, self-care behaviors, religion and spirituality, and internal strengths like optimism, persistence, and problem-solving skills Building resilience requires practical daily habits, including consuming healthy carbohydrates for energy, training your brain toward optimism through reframing challenges, and learning new skills or hobbies Physical activity and quality sleep strengthen resilience. Walking around 8,000 steps daily improves metabolic health and pain management, while good sleep helps you handle stress