Podcasts about Sodexo

On this episode, Ragnar speaks with Harish Arya, Chef Manager at Sodexo in Singapore. With over a decade of experience in the industry, Chef Harish has honed his skills at esteemed establishments such as ADDA Restaurant, SATS and Hyatt Regency Hotel. A strong passion for innovation has earned him many accolades in the competition scene, from a Gold Medal in FSG SATS Catering Competition, a Silver Medal in Food Hotel Asia, a Bronze Medal at the IKA Culinary Olympics, and twice listed in the Michelin guide at ADDA Restaurant. Chef Harish carries this innovative spirit in his work, having already reduced kitchen waste at Sodexo by 95% in his time there - with even greater plans ahead. Tune in to hear how to foster a team culture of sustainability and implement zero waste efforts in the kitchen. World on a Plate is supported by Nestlé Professional and Electrolux Food Foundation.

Chez Sodexo, la transformation financière passe par l'humain, la technologie et l'éthique. Marc Sauty, Directeur de la centralisation au sein du CSP Finance, incarne cette vision en alliant efficacité des process, innovation continue et engagement RSE. Des frigos connectés à l'IA, en passant par des projets de transformation pragmatiques, Sodexo façonne un modèle unique à grande échelle. Avec 420 000 collaborateurs dans le monde, l'entreprise mise sur la simplicité, la transparence et l'excellence pour accompagner sa croissance durable.Hébergé par Ausha. Visitez ausha.co/politique-de-confidentialite pour plus d'informations.

This week we have a lively discussion on portfolio spring cleaning, tariffs and French dividend-paying companies.We chat about Procter & Gamble, Tangar, AON, Fastel, Rubis, Sanofi, L'Oreal, LVMH, TotalEnergies, BA Systems, Groupe SEB, Pernod Ricard, Sodexo, Fimalac Interactive, Shell, Texas Instruments, LYB, Violia, Hotamaki, and MSCI.We also answer listener questions on investment strategies, portfolio allocation, and more!

Deutsche Bank, Commerzbank, Infineon, Vonovia, Stellantis, Danone, Sodexo y Glencore, entre las protagonistas del día. Con Luis Benguerel, analista independiente.

Ready to go Behind the Plate? This week on Tracy chats with Sufi Karaien, Executive Chef at the San Diego Convention Center Corporation (SDCC), where he leads culinary operations for one of the busiest convention centers in the United States.  Chef Sufi is redefining event catering by incorporating innovative, plant-based dishes into large-scale menus that cater to diverse dietary needs. From portobello mushroom "pulled pork" to allergen-friendly creations, he balances creativity, safety, and practicality to serve groups as large as 4,000. If you're curious about how to elevate plant-based options alongside traditional dishes to create menus that wow every guest, this episode is for you! Don't miss Chef Sufi's expert insights!

Achtung (Werbung in eigener Sache):  Jetzt mein Buch "Die perfekte Candidate Journey & Experience" unter folgenden Links bestellen: https://link.springer.com/book/10.1007/978-3-662-66875-7 https://bit.ly/3KEgwDF https://amzn.to/3mbzhUO Der inhaltliche Fokus liegt auf Recruiting für mittelständische Unternehmen sowie Startups und darum, wie die Candidate Journey und deren Touchpoints so gestaltet werden können, dass eine hervorragende Candidate Experience möglich wird.   Jens Bender (Founder & MD Worktech Advisor und Initiator HR Angels Club) Jens Bender ist ein erfahrener Unternehmer und Managing Director der WorkTech Advisory GmbH mit Fokus auf den HRTech und WorkTech-Markt. Er begleitet Investoren und Scale-Ups als Advisor und Beirat mit seiner Unternehmererfahrung und seinem Netzwerk bei Go-To-Market sowie Produktportfolio und Partnerthemen. Während des Studiums an der WHU gründete Jens das Unternehmen PeoplePath, das sich zum weltweit führenden Anbieter von Alumni- und Talent Relationship Management-Lösungen entwickelte. Anschließend leitete er als Geschäftsführer die markt- und produktbezogenen Aktivitäten des Geschäftsbereichs Haufe Talent/ Haufe-Umantis, dem führenden Anbieter von Bewerbermanagement- und Mitarbeiterverwaltungslösungen für mittelständische Kunden in DACH. Neben seiner beratenden Tätigkeit initiierte er den HR Angels Club als größtes HR & WorkTech fokussiertes Business Angel-Netzwerk in Europa. Darüber hinaus ist er regelmäßiger Autor, Redner, Diskussionsteilnehmer und Podcast-Gast in Branchengesprächen.   Themen Mit Jens Bender (Founder & MD Worktech Advisor und Initiator HR Angels Club) habe ich in der GainTalents-Podcastfolge 395 über die neuesten Entwicklungen im Bereich HR-Tech gesprochen. Viel Spaß beim Reinhören. Bei Jens bedanke ich mich recht herzlich für das sehr gute Gespräch und für die vielen guten Tipps zum Thema.  Was gibt es Neues im Bereich HR-Tech keine Überraschung: AI ist das große Thema, da auch viele neue Technologien um AI herum entstehen Recruiting: Ansprache (Formulierung von Ansprachen, mehr Marketing-/Sales-Logik) Talentpool (Aufbereitung und Interaktion mit Talenten) Interviews und Assessment mit Kandiaten:innen, aber auch intern, um z.B. Positionsprofile zwischen Recruiting und Hiring-Manager:innen abzustimmen Transkription von Gesprächen, um Inhalte für das Gespräch zu optimieren und um die Art der Gesprächsführung im Interviewprozess zu optimieren Scheduling für Terminvereinbarung mit Kalenderintegration Bewerbermanagement (logische Checks, ob alle wichtigen Dokumente vorliegen) Frontline-Worker Interaktion und Kommunikation mit den Mitarbeitenden (meistens App-basiert) Onboarding, z.B. Einarbeitung von Mitarbeitenden (Compliance, Sicherheit, etc.) Benefits / Payroll Multibenefits-Plattformen mit Fokus auf individuelle Benefits (Ernährung, Gesundheit, Finanzen, Familie, etc.) große Konzerne wie z.B. Sodexo (aus dem Catering) dringen in das Benefits-Business ein Payroll - starker Trend zum Outsourcing und daher Konsolidierung in dem Bereich - wie bekommt man mehr Produktivität in die Outsourcing-Leistungen? Analytics - mehr Daten in HR (People und Organisational Analytics) sowie Schnittstellen und Integrationen in andere Systeme mehr Daten, um den Business Impact von HR besser darstellen zu können Personalplanung wird optimiert Sourcing, Mulitkanalstrategien analysieren und bewerten Zukunft in HR Tech: Trend zu Talentplattformen (starker Wettbewerb zu Stellenanzeigenportalen) mehr Daten- als Prozessorientierung (KI-Software vs. klassischer Prozess-Software) mehr internationale Player drängen auf den deutschen Markt   #hrtech #peopleanalytics #recruiting #benefits #AI #GainTalentspodcast   Shownotes Links - Jens Bender LinkedIn: https://www.linkedin.com/in/jens-bender/ Monthly HR-Tech funding news: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7226887500227653635 Monthly HR-Tech M&A news: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7226888225003294720 HR Angels Club: https://www.hrangels.club/ Multi-Benefits: https://www.haufe.de/personal/hr-management/multi-benefits-plattformen-marktuebersicht_80_641762.html Payroll: https://www.haufe.de/personal/entgelt/herausforderungen-in-der-lohnbuchhaltung_78_637918.html   Links Hans-Heinz Wisotzky: Website https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Buch: https://www.gaintalents.com/buch-die-perfekte-candidate-journey-und-experience LinkedIn https://www.linkedin.com/in/hansheinzwisotzky/ LinkedIn https://www.linkedin.com/company/gaintalents XING https://www.xing.com/profile/HansHeinz_Wisotzky/cv Facebook https://www.facebook.com/GainTalents Instagram https://www.instagram.com/gain.talents/ Youtube https://bit.ly/2GnWMFg

Achtung (Werbung in eigener Sache):  Jetzt mein Buch "Die perfekte Candidate Journey & Experience" unter folgenden Links bestellen: https://link.springer.com/book/10.1007/978-3-662-66875-7 https://bit.ly/3KEgwDF https://amzn.to/3mbzhUO Der inhaltliche Fokus liegt auf Recruiting für mittelständische Unternehmen sowie Startups und darum, wie die Candidate Journey und deren Touchpoints so gestaltet werden können, dass eine hervorragende Candidate Experience möglich wird.   Jens Bender (Founder & MD Worktech Advisor und Initiator HR Angels Club) Jens Bender ist ein erfahrener Unternehmer und Managing Director der WorkTech Advisory GmbH mit Fokus auf den HRTech und WorkTech-Markt. Er begleitet Investoren und Scale-Ups als Advisor und Beirat mit seiner Unternehmererfahrung und seinem Netzwerk bei Go-To-Market sowie Produktportfolio und Partnerthemen. Während des Studiums an der WHU gründete Jens das Unternehmen PeoplePath, das sich zum weltweit führenden Anbieter von Alumni- und Talent Relationship Management-Lösungen entwickelte. Anschließend leitete er als Geschäftsführer die markt- und produktbezogenen Aktivitäten des Geschäftsbereichs Haufe Talent/ Haufe-Umantis, dem führenden Anbieter von Bewerbermanagement- und Mitarbeiterverwaltungslösungen für mittelständische Kunden in DACH. Neben seiner beratenden Tätigkeit initiierte er den HR Angels Club als größtes HR & WorkTech fokussiertes Business Angel-Netzwerk in Europa. Darüber hinaus ist er regelmäßiger Autor, Redner, Diskussionsteilnehmer und Podcast-Gast in Branchengesprächen.   Themen Mit Jens Bender (Founder & MD Worktech Advisor und Initiator HR Angels Club) habe ich in der GainTalents-Podcastfolge 395 über die neuesten Entwicklungen im Bereich HR-Tech gesprochen. Viel Spaß beim Reinhören. Bei Jens bedanke ich mich recht herzlich für das sehr gute Gespräch und für die vielen guten Tipps zum Thema.  Was gibt es Neues im Bereich HR-Tech keine Überraschung: AI ist das große Thema, da auch viele neue Technologien um AI herum entstehen Recruiting: Ansprache (Formulierung von Ansprachen, mehr Marketing-/Sales-Logik) Talentpool (Aufbereitung und Interaktion mit Talenten) Interviews und Assessment mit Kandiaten:innen, aber auch intern, um z.B. Positionsprofile zwischen Recruiting und Hiring-Manager:innen abzustimmen Transkription von Gesprächen, um Inhalte für das Gespräch zu optimieren und um die Art der Gesprächsführung im Interviewprozess zu optimieren Scheduling für Terminvereinbarung mit Kalenderintegration Bewerbermanagement (logische Checks, ob alle wichtigen Dokumente vorliegen) Frontline-Worker Interaktion und Kommunikation mit den Mitarbeitenden (meistens App-basiert) Onboarding, z.B. Einarbeitung von Mitarbeitenden (Compliance, Sicherheit, etc.) Benefits / Payroll Multibenefits-Plattformen mit Fokus auf individuelle Benefits (Ernährung, Gesundheit, Finanzen, Familie, etc.) große Konzerne wie z.B. Sodexo (aus dem Catering) dringen in das Benefits-Business ein Payroll - starker Trend zum Outsourcing und daher Konsolidierung in dem Bereich - wie bekommt man mehr Produktivität in die Outsourcing-Leistungen? Analytics - mehr Daten in HR (People und Organisational Analytics) sowie Schnittstellen und Integrationen in andere Systeme mehr Daten, um den Business Impact von HR besser darstellen zu können Personalplanung wird optimiert Sourcing, Mulitkanalstrategien analysieren und bewerten Zukunft in HR Tech: Trend zu Talentplattformen (starker Wettbewerb zu Stellenanzeigenportalen) mehr Daten- als Prozessorientierung (KI-Software vs. klassischer Prozess-Software) mehr internationale Player drängen auf den deutschen Markt   #hrtech #peopleanalytics #recruiting #benefits #AI #GainTalentspodcast   Shownotes Links - Jens Bender LinkedIn: https://www.linkedin.com/in/jens-bender/ Monthly HR-Tech funding news: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7226887500227653635 Monthly HR-Tech M&A news: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7226888225003294720 HR Angels Club: https://www.hrangels.club/ Multi-Benefits: https://www.haufe.de/personal/hr-management/multi-benefits-plattformen-marktuebersicht_80_641762.html Payroll: https://www.haufe.de/personal/entgelt/herausforderungen-in-der-lohnbuchhaltung_78_637918.html   Links Hans-Heinz Wisotzky: Website https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Buch: https://www.gaintalents.com/buch-die-perfekte-candidate-journey-und-experience LinkedIn https://www.linkedin.com/in/hansheinzwisotzky/ LinkedIn https://www.linkedin.com/company/gaintalents XING https://www.xing.com/profile/HansHeinz_Wisotzky/cv Facebook https://www.facebook.com/GainTalents Instagram https://www.instagram.com/gain.talents/ Youtube https://bit.ly/2GnWMFg

Achtung (Werbung in eigener Sache):  Jetzt mein Buch "Die perfekte Candidate Journey & Experience" unter folgenden Links bestellen: https://link.springer.com/book/10.1007/978-3-662-66875-7 https://bit.ly/3KEgwDF https://amzn.to/3mbzhUO Der inhaltliche Fokus liegt auf Recruiting für mittelständische Unternehmen sowie Startups und darum, wie die Candidate Journey und deren Touchpoints so gestaltet werden können, dass eine hervorragende Candidate Experience möglich wird.   Jens Bender (Founder & MD Worktech Advisor und Initiator HR Angels Club) Jens Bender ist ein erfahrener Unternehmer und Managing Director der WorkTech Advisory GmbH mit Fokus auf den HRTech und WorkTech-Markt. Er begleitet Investoren und Scale-Ups als Advisor und Beirat mit seiner Unternehmererfahrung und seinem Netzwerk bei Go-To-Market sowie Produktportfolio und Partnerthemen. Während des Studiums an der WHU gründete Jens das Unternehmen PeoplePath, das sich zum weltweit führenden Anbieter von Alumni- und Talent Relationship Management-Lösungen entwickelte. Anschließend leitete er als Geschäftsführer die markt- und produktbezogenen Aktivitäten des Geschäftsbereichs Haufe Talent/ Haufe-Umantis, dem führenden Anbieter von Bewerbermanagement- und Mitarbeiterverwaltungslösungen für mittelständische Kunden in DACH. Neben seiner beratenden Tätigkeit initiierte er den HR Angels Club als größtes HR & WorkTech fokussiertes Business Angel-Netzwerk in Europa. Darüber hinaus ist er regelmäßiger Autor, Redner, Diskussionsteilnehmer und Podcast-Gast in Branchengesprächen.   Themen Mit Jens Bender (Founder & MD Worktech Advisor und Initiator HR Angels Club) habe ich in der GainTalents-Podcastfolge 395 über die neuesten Entwicklungen im Bereich HR-Tech gesprochen. Viel Spaß beim Reinhören. Bei Jens bedanke ich mich recht herzlich für das sehr gute Gespräch und für die vielen guten Tipps zum Thema.  Was gibt es Neues im Bereich HR-Tech keine Überraschung: AI ist das große Thema, da auch viele neue Technologien um AI herum entstehen Recruiting: Ansprache (Formulierung von Ansprachen, mehr Marketing-/Sales-Logik) Talentpool (Aufbereitung und Interaktion mit Talenten) Interviews und Assessment mit Kandiaten:innen, aber auch intern, um z.B. Positionsprofile zwischen Recruiting und Hiring-Manager:innen abzustimmen Transkription von Gesprächen, um Inhalte für das Gespräch zu optimieren und um die Art der Gesprächsführung im Interviewprozess zu optimieren Scheduling für Terminvereinbarung mit Kalenderintegration Bewerbermanagement (logische Checks, ob alle wichtigen Dokumente vorliegen) Frontline-Worker Interaktion und Kommunikation mit den Mitarbeitenden (meistens App-basiert) Onboarding, z.B. Einarbeitung von Mitarbeitenden (Compliance, Sicherheit, etc.) Benefits / Payroll Multibenefits-Plattformen mit Fokus auf individuelle Benefits (Ernährung, Gesundheit, Finanzen, Familie, etc.) große Konzerne wie z.B. Sodexo (aus dem Catering) dringen in das Benefits-Business ein Payroll - starker Trend zum Outsourcing und daher Konsolidierung in dem Bereich - wie bekommt man mehr Produktivität in die Outsourcing-Leistungen? Analytics - mehr Daten in HR (People und Organisational Analytics) sowie Schnittstellen und Integrationen in andere Systeme mehr Daten, um den Business Impact von HR besser darstellen zu können Personalplanung wird optimiert Sourcing, Mulitkanalstrategien analysieren und bewerten Zukunft in HR Tech: Trend zu Talentplattformen (starker Wettbewerb zu Stellenanzeigenportalen) mehr Daten- als Prozessorientierung (KI-Software vs. klassischer Prozess-Software) mehr internationale Player drängen auf den deutschen Markt   #hrtech #peopleanalytics #recruiting #benefits #AI #GainTalentspodcast   Shownotes Links - Jens Bender LinkedIn: https://www.linkedin.com/in/jens-bender/ Monthly HR-Tech funding news: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7226887500227653635 Monthly HR-Tech M&A news: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7226888225003294720 HR Angels Club: https://www.hrangels.club/ Multi-Benefits: https://www.haufe.de/personal/hr-management/multi-benefits-plattformen-marktuebersicht_80_641762.html Payroll: https://www.haufe.de/personal/entgelt/herausforderungen-in-der-lohnbuchhaltung_78_637918.html   Links Hans-Heinz Wisotzky: Website https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Buch: https://www.gaintalents.com/buch-die-perfekte-candidate-journey-und-experience LinkedIn https://www.linkedin.com/in/hansheinzwisotzky/ LinkedIn https://www.linkedin.com/company/gaintalents XING https://www.xing.com/profile/HansHeinz_Wisotzky/cv Facebook https://www.facebook.com/GainTalents Instagram https://www.instagram.com/gain.talents/ Youtube https://bit.ly/2GnWMFg

In this episode, Dr. Leigh speaks with two extraordinary leaders driving change at the intersection of healthcare, technology, and nutrition. Mindi Manuel, MS, RD, CSG, LDN, CDP brings a powerful combination of business acumen and nutritional expertise to her role as Senior Manager of Area Clinical Support at Sodexo. Sarah Hoit is a healthcare and technology CEO and entrepreneur focused on the health and longevity space, with a passion for driving global collaboration and innovation. Together, they explore the power of partnership in developing a novel neuroprotective diet and the global implications, costs, and opportunities that come with advancing brain health on a broad scale. The conversation delves into key risk factors for dementia and the transformative role nutrition can play in prevention, highlighting evidence-based diets that have shown promise in supporting cognitive function. They also introduce new dietary recommendations tailored for older adult communities through the Vibrant Minds program, and discuss the importance of pragmatic clinical trials, including opportunities for involvement in the upcoming 2025 SIP Brain Health Innovation Olympics.This conversation is packed with insight, science, and action steps for supporting cognitive health through food, lifestyle, and innovation. A must-listen for anyone passionate about aging well and thinking ahead. Download the white paper at www.socialimpact.partners/vibrantminds.Learn more about the Vibrant Minds program Sodexo developed to support bringing this type of diet to life in your community by visiting www.sodexo.com/industry/senior-living-services/assisted-dining-solutions. Listen now: https://bit.ly/SarahHoitMindiManuelDrLeighRichardson

Luis Benguerel, analista independiente, pone el foco en los índices europeos con vistazo a Sodexo, Prudential, Jeronimo Martins y las alemanas RWE, Lanxess y Rheinmettal.

Le CAC 40 recule d'1% après quatre séances de hausse. Sodexo revoit ses prévisions à la baisse, tandis que les valeurs de la défense marquent une pause après leurs récents records.Notre équipe a utilisé un outil d'Intelligence artificielle via les technologies d'Audiomeans© pour accompagner la création de ce contenu écrit.Distribué par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Le CAC 40 recule d'1% après quatre séances de hausse. Sodexo revoit ses prévisions à la baisse, tandis que les valeurs de la défense marquent une pause après leurs récents records.Notre équipe a utilisé un outil d'Intelligence artificielle via les technologies d'Audiomeans© pour accompagner la création de ce contenu écrit.Distribué par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Wall Street, Cac 40… Europe 1 fait le point sur la situation de la Bourse.Distribué par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Yann Tanguy est Field Chief Data Officer chez Tableau et ex-Head of Business Intelligence chez Pernod Ricard et Enterprise Data Architect chez Sodexo. Je suis ravi de recevoir quelqu'un de Tableau car c'est l'outil de BI le plus cité sur DataGen ces dernières années. On en a parlé avec Doctolib, Ledger, Decathlon…On aborde :

In this episode, Kelsey Hirsch, VP in Workplace Solutions at Sodexo, interviews Teena Shouse, past chairman of the IFMA Board of Directors, on the importance and impact of women in facilities management (FM). They discuss Teena's journey into FM, her strategic approach to career planning, and the importance of mentorship and inspiration. The conversation highlights the progress of gender diversity within IFMA's leadership and underscores the value of diverse experiences. Teena shares her personal strategies for achieving career goals and mentoring others, emphasizing the need to balance professional aspirations with personal well-being.  Connect with Us:LinkedIn: https://www.linkedin.com/company/ifmaFacebook: https://www.facebook.com/InternationalFacilityManagementAssociation/Twitter: https://twitter.com/IFMAInstagram: https://www.instagram.com/ifma_hq/YouTube: https://youtube.com/ifmaglobalVisit us at https://ifma.org

Topics Discussed:- Gen Z & Gen Alpha Food Trends- Inclusivity & Allergen-Friendly Offerings- Global Flavors & Culinary Exploration- Partnering with Sodexo- Staying Inspired & Trend-Focused

Henrik Jarleskog is Head Future Work at Sodexo, as he puts it "A Journey of Leadership and Innovation".This is a big role for the 19th largest employer worldwide, Sodexo, a leader in sustainable food and facilities management, with over 423,000 employees world wide, and they serve 80 million consumers every single day.Henrik, was hired to transform Sodexo, to make it grow faster, to improve its margins & to innovate at speed. Four years ago, the European CEO entrusted him with a critical mission: to deepen our understanding of their clients. The quote that inspired Henrik - "Nothing can be more important than understanding our market; let's shape the future of work."In 2020, Sodexo launched a Future of Work platform, responding to the changes and expectations in the wake of the pandemic. A huge imperative to innovate & develop new services with flexible business models, embracing emerging technologies.Ross and Henrik talk about remote work, the future of work, staying relevant, dynamic discussions, revenue drops, future offices, being around people, duality, time spent in the office, serving clients, open strategies, managing large amounts of people and flexible companies. The pair also discuss AI colleagues, saving time,  resilience, companies being left behind,  problem solving, hybrid companies, workplace experiences, generational shifts, supporting people, the Hyrox workout competition, personal health, the mindfulness city and profound energy. Timecodes:00:14 Intro to Henrik01:46 Henrik's role04:58 Industry shifts09:06 Working from home13:59 Challenges recognising a trend and having to react to it20:04 Henrik's platform launch and adaptability25:52 Humanoid robots and AI34:10 The importance of people's wellbeing39:38 "Half the space, twice the experience"43:31 Exciting prospects in the year ahead49:01 The last time Henrik did something for the first time50:43 Bringing in energy54:22 Life changing experiences and the Bhutan Innovation ForumConnect with HenrikLinkedInSodexoConnect with Ross:WebsiteLinkedInMoonshot Innovation Pivot Point Documentary

On this episode of Girls on Fire, Kristen and Megan are joined by Ryan Gonzalez, Director of HTM Cybersecurity at Sodexo. During this episode we discuss Ryan's path to becoming a director, the importance of connecting with colleagues in the HTM industry and Ryan's take on Valentine's Day in our This or That segment. You don't want to miss this one!

On this episode of Girls on Fire, Kristen and Megan are joined by Ryan Gonzalez, Director of HTM Cybersecurity at Sodexo. During this episode we discuss Ryan's path to becoming a director, the importance of connecting with colleagues in the HTM industry and Ryan's take on Valentine's Day in our This or That segment. You don't want to miss this one!

Tommy talks with Chef Brandon Felder from Sodexo Live!

The Birch Brook Nordic Ski Club is hosting its first ever Lasagna and Lyrics fundraiser. There'll be live music from Richard Nelville and food served by Sodexo, Mor Meats, and The White Rabbit.

Hur kommer framtidens arbetsliv att se ut? Är det verkligen kontoret som är centrum för kunskapsarbete, eller är det dags att tänka om? Tillsammans utforskar vi de förändringar som företag måste möta för att förbli konkurrenskraftiga och hållbara.    I detta tankeväckande avsnitt av HR Digitaliseringspodden möter vi Henrik Järleskog, Head of Future Work på Sodexo, som delar insikter om hur digitalisering, AI och flexibla arbetssätt omformar arbetsplatsen. Diskussionen fokuserar på två stora megatrender: företag som gör mer med färre människor och det distribuerade arbetets framväxt.    Ett centralt tema är hur företag kan hantera övergången till flexibla arbetsmodeller. Det lyfts även fram vikten av att bygga kultur och samhörighet oavsett arbetsmodell, och diskuterar utmaningarna med rättvisefrågor och generationsskillnader i synen på arbetsplatsens funktion.   Detta avsnitt är en inspirerande guide för ledare och HR-professionella som vill ligga i framkant i den pågående omvandlingen av arbetslivet.

Hur kommer framtidens arbetsliv att se ut? Är det verkligen kontoret som är centrum för kunskapsarbete, eller är det dags att tänka om? Tillsammans utforskar vi de förändringar som företag måste möta för att förbli konkurrenskraftiga och hållbara.    I detta tankeväckande avsnitt av HR Digitaliseringspodden möter vi Henrik Järleskog, Head of Future Work på Sodexo, som delar insikter om hur digitalisering, AI och flexibla arbetssätt omformar arbetsplatsen. Diskussionen fokuserar på två stora megatrender: företag som gör mer med färre människor och det distribuerade arbetets framväxt.    Ett centralt tema är hur företag kan hantera övergången till flexibla arbetsmodeller. Det lyfts även fram vikten av att bygga kultur och samhörighet oavsett arbetsmodell, och diskuterar utmaningarna med rättvisefrågor och generationsskillnader i synen på arbetsplatsens funktion.   Detta avsnitt är en inspirerande guide för ledare och HR-professionella som vill ligga i framkant i den pågående omvandlingen av arbetslivet.   I den här förkortade versionen är vissa delar av originalsamtalet borttaget. För att ta del av hela samtalet skall du välja originalversionen.

Hablamos de 'greenwashing' con Daniel Lois, director de Sostenibilidad de Sodexo, que señala que estamos en una etapa muy temprana en términos de avances en prácticas sostenibles

Un an après sa scission avec Sodexo, Aurélien Sonet, DG de Pluxee, le spécialiste des titres-restaurant et cadeau, était l'invité de l'émission Ecorama du 29 janvier 2025, présentée par David Jacquot sur Boursorama.com. Parmi les sujets abordés : la bataille sur le marché des avantages aux salariés, l'évolution de la réglementation des titres-restaurant en France et les résultats financiers solides. Hébergé par Audion. Visitez https://www.audion.fm/fr/privacy-policy pour plus d'informations.

Dans l'épisode qui sort demain, j'ai l'immense plaisir d'accueillir Cyrielle Stein, directrice de magasin chez Boulanger, et Sébastien Leroy, directeur des services chez Sodexo. Tous deux ont fait partie de mon groupe de managers miroirs et m'ont accompagné pendant 15 semaines dans l'écriture de mon livre, « 100 jours pour révéler votre leadership », qui sort aujourd'hui aux éditions Vuibert.Au programme :✅ Leurs plus grandes prises de conscience sur ce qu'est vraiment le leadership.✅ Des clés concrètes pour transformer votre posture, celle de vos managers et renforcer votre impact.✅ Leurs conseils pour DRH et managers qui veulent passer à l'action, dès aujourd'hui.Ils partagent leurs prises de conscience sans filtre.Spoiler : Le leadership n'est pas un rôle, c'est une posture choisie et construite au fil du tempsAppuyez sur “Play” et laissez-vous inspirer par leur témoignages !Commandez le livre sans attendre ! Fnac : https://tidd.ly/4flSgSGAmazon : https://amzn.to/49zYbCi

Dans l'épisode qui sort demain, j'ai l'immense plaisir d'accueillir Cyrielle Stein, directrice de magasin chez Boulanger, et Sébastien Leroy, directeur des services chez Sodexo. Tous deux ont fait partie de mon groupe de managers miroirs et m'ont accompagné pendant 15 semaines dans l'écriture de mon livre, « 100 jours pour révéler votre leadership », qui sort aujourd'hui aux éditions Vuibert.Au programme :✅ Leurs plus grandes prises de conscience sur ce qu'est vraiment le leadership.✅ Des clés concrètes pour transformer votre posture, celle de vos managers et renforcer votre impact.✅ Leurs conseils pour DRH et managers qui veulent passer à l'action, dès aujourd'hui.Ils partagent leurs prises de conscience sans filtre.Spoiler : Le leadership n'est pas un rôle, c'est une posture choisie et construite au fil du tempsAppuyez sur “Play” et laissez-vous inspirer par leur témoignages !Commandez le livre sans attendre ! Fnac : https://tidd.ly/4flSgSGAmazon : https://amzn.to/49zYbCi

Giulia Ziino is a co-founder of CircularPlace, a digital platform that helps organizations generate value by reusing and repurposing underutilized products and equipment. These services are needed more than ever, by a wide range of organizations. The pandemic, working from home and now hybrid working upturned the entire concept of workspaces, and organizations need to resize, relocate or restructure on a regular basis. That usually means changing office layouts. Manufacturing businesses may need to update or replace machinery and equipment to reflect changing specifications or what's selling well in their product mix. And hotels and hospitality venues need to keep their furniture and equipment looking fresh and attractive – and some rooms or areas might look tired, with others hardly used. All of this means that furniture, equipment and other items become available, and often these might be in as-new condition, or just lightly used. Even if they are more worn, they may be suitable for refurbishment, repair or remanufacturing. The CircularPlace platform is available as a white-label solution, and facilitates the sale or donation of equipment, furniture and other unwanted items, either within the company or to external buyers. This provides tax benefits as well as reducing GHG emissions and waste. CircularPlace was founded in 2021, and clients now include Microsoft France, Sodexo, Schneider and Fedex. Giulia Ziino joined CircularPlace as a late-stage co-founder, bringing international experience and initially taking on the role of Chief of Staff, where she focused on expanding and stabilizing the brand. Now, as Chief Marketing Officer, Giulia is building a robust presence for CircularPlace in the B2B circular economy space and driving impactful storytelling around sustainability. We'll hear how CircularPlace helps clients with asset and inventory management, with logistics, and provides an impact calculator to measure carbon savings. We hear what's encouraging companies to look at these solutions, and how the platform links clients with specialist resellers, improving the value recovered as well boosting the existing reuse markets.

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Ponemos hoy la atención en Prosus, Volvo, Deutsche Telekom, Next o Sodexo con Josep Prats, gestor de Abante Asesores.

The Role of Open Innovation in Food ServicesSodexo has adopted a dual approach to innovation: internal initiatives and external collaborations. Internally, the company fosters creativity among its employees through programs like the Sodexo Global Challenge, where staff propose transformative ideas. Externally, Sodexo partners with startups, public institutions, and venture capitalists to stay at the forefront of technological and service innovations.“We work with startups, but also with public institutions and corporates to identify the right technology. Innovation is not only about tech; it's about articulating our ecosystem around it,” explains Alexandre.Circular Economy in ActionOne standout innovation from Sodexo's internal programs is a project in the Philippines that transforms used cooking oil into soap. This initiative not only provides soap to communities but also supports a circular economy model.“This is a great example of how we can have an impact on local environments and territories where we operate,” Alexandre notes, emphasizing the value of grassroots innovation.Reducing Food Waste Across the GlobeSustainability remains a top priority for Sodexo. Through the Waste Watch program launched in 2019, the company has set ambitious goals to reduce food waste in its kitchens by 50% by 2025. They leverage data and AI to measure waste, create low-waste recipes, and educate consumers.“AI helps us track waste left on plates and understand where waste is really produced. This allows us to improve processes and educate both chefs and consumers,” says Alexandre.Building Healthier Habits Through FoodSodexo also focuses on “food as medicine,” a concept aimed at improving health and longevity through better nutrition. Alexandre highlights the importance of offering balanced meals, educating consumers, and making healthier options visually appealing to encourage adoption.“We eat with our eyes before we taste, so healthier meals must look appealing. This helps us nudge consumers toward better choices,” Alexandre explains.Sodexo's innovative strategies demonstrate how large corporations can play a pivotal role in building sustainable food systems. Through collaboration, creativity, and technology, Sodexo continues to shape the future of food for millions of consumers globally. Find Alexandre on:LinkedIn: Alexandre LeboeufTwitter/X: @SodexoGroup Find Ben on:LinkedIn: Ben CostantiniTwitter/X: @bencostantini--Be sure to follow Sesamers on Instagram, LinkedIn, and X for more cool stories from the people we catch during the best Tech events!

 In today's solo episode, I'm exploring some hot-button topics surrounding RFK Jr. and the Obama administration, especially in relation to food policy. I'll unpack the criticism currently surrounding RFK Jr. and share why I've been a long-time fan of his environmental and health activism. Then, we'll examine the Obama administration's handling of GMOs, school lunch programs, and processed foods. While many praise the Obamas for their efforts to improve public health, I'll reveal the lesser-known policies that may have hindered true progress, especially when it comes to our food system. Tune in for a closer look at the intersection of politics, food, and health. Sponsored By:  Organifi Go to www.organifi.com/realfoodology and use code REALFOODOLOGY for 20% Off ARMRA Collostrum  Get 15% off your first order at tryarmra.com/realfoodology BIOptimizers MagBreakthrough Get 10% off at bioptimizers.com/realfoodology with code REALFOODOLOGY Cured Nutrition Go to www.curednutrition.com/realfoodology and use code REALFOODOLOGY for 20% off Paleovalley Save at 15% at paleovalley.com/realfoodology and use code REALFOODOLOGY LMNT Get your free Sample Pack with any LMNT drink mix purchase at drinklmnt.com/realfoodology Timestamps: 00:00:00 - Introduction  00:04:25 - RFK Jr's credentials and history  00:08:25 - The Obama admin and GMOs 00:12:05 - Mandatory GMO labeling  00:15:31 - GMOs vs Bioengineered food  00:20:29 - School lunch & the tomato paste debate 00:23:19 - Processed foods & Let's Move 00:27:29 - Diversified foods 00:30:36 - Ingredients in children's food 00:35:49 - Sodexo & the U.S. government  00:38:39 - Lunch program funding and diseases Check Out Courtney:  LEAVE US A VOICE MESSAGE Check Out My new FREE Grocery Guide! @realfoodology www.realfoodology.com My Immune Supplement by 2x4 Air Dr Air Purifier AquaTru Water Filter EWG Tap Water Database

Henrik Jarleskog, Head of Future of Work at Sodexo, shares his multinational perspective transforming workplace strategies, services, and experiences to enhance employee and business performance. Henrik explains the shift from building-centric to human-centric approaches. He describes facilitating implementation of wide-ranging future workplace strategies and systems, adapting for changing business, workforce, and cultural needs, for Sodexo's more than 400,000 employees worldwide. Henrik recognizes the critical flexible, social, and strategic imperatives of modern, distributed work, and models essential experimentation with AI promoting adoption and integration.       TAKEAWAYS   [02:12] Henrik studies mechanical engineering for its creativity, design, and business focus.   [03:29] The benefits of creativity in business for transformation and solving complex challenges.   [04:00] Henrik's early career focuses on data-driven decisions and performance improvement.   [05:26] 20 years ago, workplace strategies were building-centric.   [06:11] The integrated facilities management trend resulted in more strategic higher-level deals.   [08:04] Workplace solutions and experiences are tailored for cultural and regulatory differences.   [09:44] Outsourced facilities management contracts taught leadership and management running significant P&Ls.   [11:58] Henrik gains great experience becoming a consultant to learn the skillset and tool box.   [12:50] Vested partnerships focus on buying outcomes instead of transactions from a supplier.   [13:42] The collaborative benefits of a relational contract which is transparent.   [14:45] A Nordic airline achieves a vested transformation throughout the supply chain.   [17:00] Transformation requires vision clarity and aligned incentives, communication, and actions.   [18:12] In transparent strategic partnerships, agree critical business metrics together.   [20:45] Henrik works with Sodexo, then his new family encourages him to take their job offer.   [22:17] How management consulting roles involve substantial solutions selling.   [23:20] Henrik works hybrid, while holding three roles, transforming the Nordic businesses.   [24:29] When the pandemic strikes, Henrik builds a fully digital region of 16 countries.   [26:00] Providing sustainable food solutions with broader services as workplace experiences to corporations.   [28:05] Sodexo recognizes the pandemic's disruption, choosing to emerge as a thought leader.   [30:22] In employee surveys, preferences showed a huge shift in people's expectations.   [31:10] How Activity Based Working changed workplace dynamics in Europe 20 years ago.   [33:56] New work norms and generational preferences such as flexibility and choice.   [35:45] Henrik supports companies spanning models ranging full-time in office to fully flexible.   [36:35] Providing knowledge and data for Future of Work and workplace systems and strategies.   [38:15] Clients need ‘magnetic offices' supporting recruitment with great office-based experiences.   [39:31] Considering manufacturing site working experiences and the effect of monitoring.   [41:20] Building relationships and connection with social hubs to support collaboration.   [42:46] Two major structural changes: doing more with less and distributed work is here to stay.   [45:45] How do Fortune 500 companies' hybrid/flexible models affect their performance?   [46:55] Nostalgia rather than data mostly drive five-days-a-week RTO mandates.   [47:35] IMMEDIATE ACTION TIP:  To move your company forward effectively. One, your honor, people-centric, flexible journey. So ask your teams what's working for us and not. Two, ensure your work model aligns with the corporate mission. Three, design flexible, fantastic workplace experiences. Four, ensure everything is as sustainable as possible.   [50:13] How Henrik views AI, experimentation and AI Agents.   [54:10] Being a leading role model in using AI.   [52:10] The future of work requires empathy and human-centric focus.       RESOURCES   Henrik Jarleskog on LinkedIn Sodexo.com       QUOTES   “Distributed work is here to stay… it's not being hybrid, it's distributed work. And that trend is so strong that everything else about two or three days a week, being flexible or not is just a big distraction compared to that.”   “Zero of these Fortune 500 companies in the U.S. are full time in office. If you look at the same in Europe for the top 10, they are 100% hybrid…Is there a correlation between how flexible you are as an operating model and your business performance? This is becoming more and more focused on now over the last quarter.”   “I haven't still met one company who has decided to bring their people back to the office five days a week that transparently can show me the data that is building that decision. Mostly, these type of decisions are based on nostalgia and not data.”   “Leaders of this world are in different degrees ready for leading hybrid, for leading remote, or in different versions of whatever it can be, because this is a difficult thing. But data indicates that we are on a flexible journey.”   “If you look at the performance of the best and largest companies of this world…they have a people centric approach. They are asking their teams, their organizations, “What is working for us? How do you think we should be formalizing our next generation operating model?”

Ben Mulberry, GM of Sodexo for K-State joins Dane Neal on WGN Radio. Hear as Ben shares the excitement around the recent “Tequila Takeover” at Bill Snyder family Stadium on the campus of Kansas State University. Chicago and K-State have two big things in common, with the one and only Jim Bob Morris and Chicago’s […]

Rebecca Tobi, Senior Business and Investor Engagement Manager at the Food Foundation hosts a panel discussion on this year's SOFI report. This annual report tracks and assesses the progress of major UK food businesses towards healthier and more sustainable diets.Joining Rebecca on the panel are: Lauren Woodley, Group Nutrition Leader at Nomad foods, Claire Atkins Morris, Director of Sustainability at Sodexo, Nilani Sritheran, Group Head of Healthy and Sustainable Diets at Sainsbury's, and Matt Lomas, Engagement Director at Guy's and St Thomas' Foundation.Read the SOFI report, and the Food Foundation Manifesto and subscribe to our newsletter so you don't miss any updates. Hosted on Acast. See acast.com/privacy for more information.

O episódio #211 do Do Zero ao Topo conta a história da Reiter Log, uma empresa de logística fundada e comandada por dois irmãos gaúchos, o Vinicius e a Vanessa Pilz Reiter. Fundada em 2008, a companhia começou com apenas um cliente e, agora, atua também como operador logístico de grandes empresas como Sodexo e Carrefour. Na entrevista, Vanessa fala sobre a importância da logística no Brasil e os desafios enfrentados, como a busca por mão de obra qualificada e a infraestrutura precária, além das metas ambiciosas da empresa de ter 100% de sua frota movida a combustíveis alternativos até 2035. Conheça a conta digital completa para empresas, acesse: https://tinyurl.com/4c3vtu5m

"J'aurais payé pour pour être à Google."Françoise Brougher était une pionnière de la Silicon Valley aux côtés des autres “ingénieurs rebelles” dans les années 2000.Avec une faible aversion au risque, elle quitte un job dans une banque prestigieuse pour rejoindre Google en 2005, tandis que tout le monde la prenait pour une folle.Françoise a assisté à l'acquisition YouTube, aux premières opérations de monétisation et au développement de la plus grosse Tech au monde.Elle rejoint ensuite l'équipe de Jack Dorsay chez Square puis Pinterest et parvient à les propulser avec une approche “Product Led Growth” (stratégie basée sur la qualité du produit).En véritable mentor, elle aide ensuite d'autres entrepreneurs et rejoint notamment les boards de Sodexo, Qonto, Too Good To Go et Alan.Françoise se confie sur son impressionnante carrière aux US :Les premières années Google et la philosophie “don't be evil”Comment créer un produit parfaitLe fonctionnement et le problème des IPO aux USL'affaire Pinterest et la place des femmes dans les Big TechComment être un bon leaderUn épisode solide qui reprend les règles de l'art suivies par les plus belles sociétés américaines devenues références mondiales incontestables.TIMELINE:00:00:00 : Les coulisses de la Silicon Valley00:14:22 : Créer le produit parfait00:20:40 : L'importance de la clarté00:24:58 : L'état d'esprit de Google : déraisonnable et gentil00:34:40 : Développer les startup vedettes de la Silicon Valley00:46:54 : Réflexions autour du système financier aux US00:53:48 : L'affaire Pinterest et la place des femmes dans les Big Tech01:10:59 : Critique du "Founder's mode" : la juste attitude de l'exécutif01:20:36 : Les secteurs en vogue : l'espace et l'IA01:26:56 : Donner en retour : la culture du "give back"01:34:51 : Le climat politique aux USLes anciens épisodes de GDIY mentionnés :#419 - Stanislas Niox-Chateau - Doctolib : derrière la plus grosse marque de la French tech#421 - Jean-Charles Samuelian-Werve - Alan - Aller jusqu'au bout de ses convictions et transformer l'essai#210 - David Gurlé - Symphony - Apprendre aux côtés de Bill Gates à son apogée, le succès fou et les apprentissages d'un entrepreneur méconnu#424 - Olivier Dellenbach - ChapsVision, eFront - Créer le Big Brother au grand cœur#354 - Alex Bouaziz - Deel - Fonder discrètement une décacorne valorisée à 12 milliards de dollars, pour devenir le plus gros DRH du mondeNous avons parlé de :PinterestSquareSMB : small medium businesses (PME)Product-led Growth (PLG)QontoToo Good To GoCasimir : gloubi boulgaCharles SchwabFounder modeSquarespaceThe Pinterest Paradox: Cupcakes and Toxicity (l'article sur Medium)‘Founder Mode' Explains the Rise of Trump in Silicon Valley (Article de Kim Scott)Gwynne Shotwell (directrice de l'exploitation de SpaceX)Waymo présentationUniversal HydrogenVelocity GlobalLes recommandations de lecture : Antifragile: Les bienfaits du désordreVous pouvez contacter Françoise sur Linkedin.La musique du générique vous plaît ? C'est à Morgan Prudhomme que je la dois ! Contactez-le sur : https://studio-module.com. Vous souhaitez sponsoriser Génération Do It Yourself ou nous proposer un partenariat ? Contactez mon label Orso Media via ce formulaire.

Emily King Grandinetta is Master Certified Coach, behavioral scientist, organizational consultant, and author. She has over 20 years of experience coaching and consulting with commercial, government, and non-profit organizations. Emily currently leads Grandinetta Group, providing individual and team coaching to public and private sector organizations. She has a master's degree in organizational development from Johns Hopkins University and a Graduate Certificate in Leadership Coaching from Georgetown University. Emily led military transition coaching programs as president of King Street Associates. Her private practice also provided individual and team coaching to clients including Booz Allen Hamilton, Fannie Mae, AARP, Sodexo, Comcast, and Merck, among others. Her work on behalf of Veterans received acknowledgment from President Barack Obama and Senator John McCain, and General Lloyd Austin (ret). Emily's forthcoming book, “At Ease: The Guide to a Smooth & Successful Military Transition,” addresses the real challenge for service members of finding a new purpose and mission after the military. The book is a proven, practical guide to a smooth and successful military transition for both individuals and organizations. In this episode of The Next Level, we discuss:  Why Emily became involved with helping veterans with their military transition and how it grew into a passion Key findings from Emily's first book, “Field Tested” Emily's writing process she went through to publish “At Ease” The Accelerated Military Transition course and other resources that accompany the new book What companies can do to best support their military veteran employees You can find more information about the book and course at military.grandinetta.com. To connect with Emily: emily@teamperformanceinstitute.com   WHERE TO LISTEN  Listen here: https://teamperformanceinstitute.podbean.com/  The Next Level Podcast is also available on Apple Podcasts, Spotify, Amazon Music, and the TPI YouTube Channel. 

Erfahre hier mehr über unseren Partner Scalable Capital - dem Broker mit Flatrate und Zinsen. Alle weiteren Infos gibt's hier: scalable.capital/oaws. Aktien + Whatsapp = Hier anmelden.  Lieber als Newsletter? Geht auch.  Das Buch zum Podcast? Jetzt lesen. Zwei der drei wertvollsten europäischen Firmen haben ein Problem: China. Die Chip-Branche hat ein Problem mit Regulierung. Israel hat kein Problem mit iranischem Öl. Ansonsten wächst Adidas stärker als gedacht & Wolfspeed wird gefördert. Versteckte Software-Perle aus Deutschland. Indirektes Indien-Investment. Luftfahrtprofiteur. Das alles ist Nagarro (WKN: A3H220). Aramark (WKN: A1W92R) ist ein High-Performer an der Börse, aber ein Low-Performer in Yosemite. Deshalb ist Sodexo (WKN: 870935) vielleicht der bessere Deal. Diesen Podcast vom 16.10.2024, 3:00 Uhr stellt dir die Podstars GmbH (Noah Leidinger) zur Verfügung.

En el episodio número 233 de "Cuentos Corporativos", Adrián Palomares y Adolfo Álvarez celebran el inicio de la quinta temporada y cuatro años de trayectoria del podcast. Esta nueva etapa marca un cambio sutil pero significativo hacia un formato más orientado al storytelling con un enfoque narrativo que resalta tanto los desafíos como los éxitos del ecosistema emprendedor.Un viaje de cuatro años: retos y aprendizajesEn este episodio los dos anfitriones reflexionan sobre cómo comenzó este proyecto. Adrián y Adolfo compartieron sus primeros encuentros como competidores en empresas de vales (Adolfo en Edenred y Adrián en Sodexo), y cómo la pandemia y su pasión por las historias empresariales los impulsaron a crear "Cuentos Corporativos". Lo que inició como una idea informal, grabada desde un balcón con un vaso de ron en mano, se ha transformado en una plataforma reconocida donde han entrevistado a más de 200 invitados.Ambos anfitriones destacan la riqueza de las historias compartidas, desde fracasos hasta éxitos sorprendentes. Un ejemplo mencionado fue el episodio con Eduardo Prieto Iglesias, un árbitro de la Liga Española que combina el deporte con su labor social en Ucrania. Otro episodio emblemático fue con Alex Sousa, fundador de Pixa, una pizzería social que emplea y capacita a jóvenes de la calle.El poder del Storytelling: Un nuevo formato para la quinta temporadaLa quinta temporada buscará profundizar en el storytelling empresarial, posicionando tanto a los emprendedores como a las empresas como héroes en sus propias historias. Este cambio no implica abandonar el formato que los caracteriza, sino añadir nuevas perspectivas a cada historia narrada, fomentando conexiones más profundas con la audiencia. El propósito es que cada episodio inspire, informe y motive a quienes lo escuchan.En un giro interesante, Adrián y Adolfo deciden entrevistarse mutuamente por primera vez. Adrián confiesa que su motivación proviene de su curiosidad innata por conocer las historias detrás de cada negocio. Por su parte, Adolfo encuentra en estas conversaciones una oportunidad para reflexionar sobre sus propios errores y logros como emprendedor, encontrando inspiración en las vivencias de sus invitados.Reflexiones finales y lo que vieneEste episodio no solo celebra lo que "Cuentos Corporativos" ha logrado, sino que también marca un punto de inflexión. La quinta temporada promete ser un espacio donde los oyentes encontrarán historias más personales, auténticas y reveladoras. Además, ambos anfitriones anticipan futuros proyectos, incluyendo la posibilidad de publicar un libro basado en las historias recopiladas a lo largo de estos años.Finalmente, los anfitriones invitan a su audiencia a acompañarlos en este nuevo capítulo, recordando que las empresas, al igual que las personas, están hechas de historias. Y como siempre dicen: "Todo cuento empieza con un 'Había una vez'".Te invitamos a estar pendientes de nuestros canales y a suscribirte para que no te pierdes ningún episodio:* Blog / Newsletter: www.cuentoscorporativos.substack.com* Facebook: https://www.facebook.com/Cuentoscorporativos* Instagram: https://www.instagram.com/cuentos_corporativos/* X (Twitter): https://x.com/CuentosCorp* Email: adolfo@cuentoscorporativos.com#CuentosCorporativos #PodcastEmpresarial #StorytellingCorporativo #EmprendimientoLatino #InnovaciónEmpresarial #HistoriasDeÉxito #QuintaTemporada #LiderazgoInspirador #StartupsLatam #CrecimientoPersonal #LeccionesDeNegocios #NetworkingEfectivo #FracasoYÉxito #InteligenciaEmocional#StorytellingPower #TransformaciónDigital #EconomíaCreativa #PodcastEnEspañol #EmpresasConAlma #HistoriasQueInspiran This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit cuentoscorporativos.substack.com

Inditex, por encima de la multinacional sueca H&M. Ponemos el foco también en otras entidades como Ubisoft, BASF y Sodexo. Con Xavier Brun, responsable de RV europea de Trea AM.

OK, cette fois, Pékin a l'air de vouloir se retrousser les manches pour relancer son économie chevrotante. Après l'annonce d'une série de mesures un peu plus musclées que d'habitude mardi, les autorités ont l'air de vouloir enfoncer le clou avec de nouvelles initiatives. Les marchés financiers devraient continuer à surfer cette vague qui devenait presque inespérée. On va détailler tout ça, après un crochet par la séquence nostalgie personnelle du jour.

Robert Platt v. Sodexo, S.A.

When you hear university dining, you likely have images in your mind of college students with trays and hand waiting in a line for a meal in a dining hall. You may even think of a food court or a trendy food hall in the cool part of town. But there is so much more happening behind the scenes. Today we will learn about Menus of Change University Research Collaborative, MCURC for short, which is a nationwide network of colleges and universities using campus dining halls as living laboratories for behavior change. The Collaborative's goals are to move people towards healthier, more sustainable and delicious foods using evidence-based research, education and innovation. Our guest today is the Collaborative's co-founder and co-director, Stanford University's Sophie Egan.  Interview Summary I'd like you to tell our listeners a little bit more about the Menus of Change University Research Collaborative. What is it and how does it actually work? The Menus of Change University Research Collaborative was co-founded by the Culinary Institute of America and Stanford University, two divisions there, the Stanford Prevention Research Center and the School of Medicine, and Residential and Dining Enterprises. And that should tell you something is different in our vision, which is that first and foremost, we wanted to break down silos that exist on campuses between experts in food who work in academic realms. So, researchers, faculty who may be studying food, either from one certain discipline or ideally some cases transdisciplinarily, and those who actually feed students, the experts in the dining programs on campus. And Stanford was a good place to co-found this because of this great partnership that already existed between the dining program and between Dr. Christopher Gardner at the School of Medicine. But that model has actually now been replicated. We are at 70 plus institutions, not only across the U.S., but actually increasingly internationally. In addition to fostering that collaboration and breaking down those silos on a given campus, we really wanted to foster collaboration between universities to take what we consider kind of a plug-and-play research protocol. You know, a given design of a study that, as you said, uses campus dining halls as living laboratories and actually replicate research. So that's what we've done. It's been incredibly fun to be part of it from the beginning, and it's been incredibly exciting and impactful because of the approach that we take. We really democratize even what it means to be a researcher, to be involved in research. We have involvement in the collaborative and in research projects from students, faculty, of course, who are critical in their expertise, but also executive chefs, nutrition and sustainability experts. And many other research collaborators who are mission aligned organizations like EAT and REFED and Food for Climate League, who bring their own kind of comparable expertise. And we all work together to shape these living lab studies and then to test those at multiple sites to see if this a more generalizable effect? Or is that something just those west coast schools work for? Or is this only something that, you know, more elite schools where students of a certain demographic really respond? But that's also the beauty is the diversity of the institutions that we have. Geographically, public private, small and large. And we're really brought together by the kind of common language of what's also in our name, Menus of Change. And these are these principles of optimizing both human and planetary health through the food on our plates. And for us really, especially through students, changing that trajectory and cultivating the long term wellbeing of all people in the planet, one student, one meal at a time. Wow. This sounds like a really amazing program. And I love the fact that you're working across different types of universities across the U.S. and even outside. And it does make me believe that the findings that you have are applicable in a broader setting than if one institution does it. I can appreciate the power of the Collaborative. I want to know a little bit more about the impact of the collaborative. What has it been up to this point and in what ways have you seen this collaborative generate new ideas or new research findings? Yes. So, we've got about six peer reviewed publications under our belt with more on the way. Our latest is called the University Procurement and Planetary Health Study led by Dr. Jackie Bertoldo, who was at the Johns Hopkins University and also Stanford Food Institute. But we have a number of academic publications also in the works. And then importantly, we actually have produced 13 operational publications and reports. So, what that illustrates is that we've come to realize that those that are collaborating have different currencies. Publishing in a peer reviewed journal, that's what motivates academic researchers, right? That's what's going to enable them to invest time and resources. Fundamentally, this is primarily something that people do,  in their free time, right? It's a volunteer-based network of over 300 members. But if they're going to work on a project, it has to have some value to their own work. But what has value to those in dining operations is implementable, real, tangible strategies, recommendations, and guidelines that translate 'these are the findings of a certain study into what do you want me to do about it? How do you want me to change my menu, sourcing, the design of the dining hall, the choice architecture, right? The food environment itself. How do you want me to change something in the operational setup?' Maybe, if it has to do with food waste. All of these resources are on our website. We also have three really exciting new projects in the pipeline. So that's our research and publication impact to date. But I should say that importantly, it's much more meaningful to us who take those resources and acts upon them. We know that universities are unique places to conduct research, but our research is not aimed only at the campus dining sector. It's actually offered open source to inform and shape the entire food service industry. We have been thrilled, for example, one of our kind of flagship publications called the Edgy Veggies Toolkit has been implemented and adopted by some of the largest food service companies in the world. Think of Sodexo, Aramark, Compass, who are phenomenal members of the collaborative. Think of corporate dining programs, hospitals, hotels, elsewhere. K 12 environments. And that's, to us, the most important kind of reach is to know that those toolkits, those resources. Edgy Veggies was about how you could simply change the way you describe vegetable-based dishes on a menu, to use more taste focused language, to increase the appeal. We actually demonstrated you can measurably increase selection and consumption of vegetables. So, you can imagine that has applications in public health in countless settings. Even those of us trying to feed our kids. Hey, if I call tonight's broccoli, you know, zesty orange broccoli versus just broccoli, maybe my kid will eat more of it, right? So, it has applications in countless different contexts. Another really big area for us is our collective purchasing power. So, we learned at some point that it's not only that these organizations, the institutions that are part of the collaborative are brought together by a desire to co create research, but it's really that alignment on healthy, sustainable, plant forward future for the food service industry. And so we've actually created this collective impact initiative where it's our combined purchasing power. We've now measurably reduced our combined food-related greenhouse gas emissions. By 24 percent just between 2019 and 2022, and that's across 30 institutions, 90 million pounds of food. I mean, this is a huge outcome for us, and we're not stopping there. We had a goal to reduce by 25 percent by 2030, and now reaching that, we're A, enhancing the target to a 40 percent reduction by 2030. But importantly, we're actually measuring now the uptick in diet quality. So, because human health is equally important to that sustainability part, that University Procurement for Planetary Health study that I mentioned, we're actually able to see that if we are aligning our procurement, meaning what do we buy in the total pounds of an institution and then in the aggregate, right? How plant forward, how healthy and sustainable is that kind of portfolio, that total mix of foods that we're purchasing? And we can actually really increase the diet quality and that kind of average health profile at the same time. So, getting that data layer is really key. And it's the kind of area of impact that has so much momentum and will only continue into the future. Also, lastly, just to say our student engagement numbers have really grown, and that's critically important because educating and cultivating the next generation of food systems leaders. is also core to our work. We have our MCRC Fellows program and that has really grown to have about 30 fellows from a number of institutions all around the country. That's another great way that anyone interested can get involved in. Students are a reason for being. So, it's key that they see these ways to make an impact through their work as well. I am really impressed with the improvements in lowering greenhouse gas emissions or improving sustainability of the dining facilities. How actually did you all do that? I mean, it sounds like you're asking people to report and through that reporting, you see reduction? Can you explain? Coming soon is our 2.0 learnings report that will answer that exact question, but we do have a 2020 version. We call it the early learnings report that shares what it sounds, you know, the early learnings of what works, what doesn't. But what I can tell you can have been kind of the big keys to that success. First, collective target setting. We have been able to welcome institutions that really don't necessarily have the political support, the kind of stakeholder buy in, to make a big public commitment. Some schools do, some institutions do, and that's great. And others, they can sort of take cover, so to speak, in contributing to something where, you know. Their pace of change may be different. And so, it's really kind of contributing to something larger than only their institution, but also having the comfort that it's going to be fits and starts. It may not be linear. It may not be all forward. It might be a little bit backward in terms of the progress trajectory. So that's been really key to having a real diversity of schools where it's not only those that are at the very leading edge. And it's in again, places that aren't as comfortable coming out with a big splashy public wedge. The other big thing that's been key is that we have created a very streamlined framework for data collection. Instead of kind of saying you must submit your data for every single item you've ever purchased, we've on a smaller subset of food categories, where it's easier for them to track, we've created a streamlined and standardized template for them to submit the data, and we also provide individualized reports back to that university. It's confidential. They are the only one who gets it. And that's very motivating because a lot of institutions don't have that resource or that expertise to conduct that analysis to track their emissions year over year. It's almost like getting kind of a free consultancy. But it's what creates that reciprocity where we need their data. We need their collective contribution to the collective effort. And they're getting something out of it because they do have to take the time to find the data and to submit it to us. And then the other thing I think has really been key is, and this was kind of the core concept of collective impact, is continuously iterating. Every year we're listening to those involved in tweaking, you know, how we're asking for the data, how frequently we used to ask for it twice a year, and now it's annually, for example. So always kind of iterating, testing and iterating to make the processes mutually beneficial as possible. And then also keeping the door open for those other institutions to join. It's kind of a cohort effect where we have some institutions that have been part of it from the beginning and others that have only been submitting data for a year and everyone is playing a role. Great. Thank you for sharing that. I want to ask you a little bit more about your other work that you're doing because you're the co-director of the collaborative. You're also the co-director of the Stanford Food Institute. Can you tell our listeners more about that institute and what you're working on there? The Stanford Food Institute was founded by our visionary leader, Dr. Shirley Everett, who's Senior Vice Provost for Residential Dining Enterprises at Stanford. And she really had this vision to bring together an entire community of people to shape a better future of food for the benefit of all humanity and, and really embracing how much food is happening on the Stanford campus. To have the Stanford Food Institute be really this hub and this home for what belovedly we say at Stanford, it's a very decentralized place. There's a ton of entrepreneurial spirit and that's fantastic and should be, but often we don't know what everyone else is doing. So, it's a great opportunity for the Stanford Food Institute to be that magnet and say, come one, come all, whatever student led group, research project, course, event, you know, we want to work with you. So, in practice, what we really do is we work across research, education and innovation to bring together that community and work on this better future. We have a really strong focus on racial equity in the food system, as well as bold climate action. Those are kind of some cross-cutting themes. Our R&DE (research, development, education) core values that have to do with excellence and students first, sustainability, health, deliciousness. All of those things are kind of foundational at the same time. So we actually collaborate with faculty in all seven schools, which is for me super fun because I get to learn about the business dimensions of food and the psychology and social sciences. We have the new Stanford Doerr School of Sustainability that is a very active partner. We have phenomenal partners in the School of Medicine. And when possible, of course, we bring them all together. One really phenomenal culmination of all of those different research efforts is we host something called the Stanford Food Institute Food Systems Symposium, where every year, I like to explain it as a food systems science fair. It's a kind of exhibition style showcase. Researchers get really creative with how they show their work. We had over a hundred researchers at our latest symposium. And it demonstrates that real diversity of disciplines and topics that, that touch food because that's what's so exciting about food. It touches all parts of society. That's one big example. And then we have a number of community partnerships in the Bay Area. One is with the nonprofit Farms to Grow and we're really committed long term to helping support black farmers, not only in California, but sharing our model for increasing supplier diversity and equitable supply chains with other institutions. So those are just two examples, but it's really such a pleasure and an honor to lead the Stanford Food Institute. And as you can likely gather, it's really quite complimentary to the menus of change university research collaborative as well. I am really excited to learn about this symposium. And I got to say, I've worked in land grant institutions before, and I studied at land grant institutions. And so it's interesting to hear of a school like Stanford that is not a land grant. That doesn't have a tradition of agriculture in a narrowly defined sense engaging in this work. I mean, how is it that you're able to find that many people? You said a hundred folks were working on different projects related to the food system. Is it just happening, and people don't necessarily know that it's happening and you're able to bring them together? What's going on there? That's a good question. I don't have a scientific answer. I have a hunch. Anecdotal evidence. We're talking about research here. So, I've got to be clear on my methods for answering. I'll tell you, Norbert, so before I was in this role, one of the things I did was I taught a class at Stanford in the School of Design that was all about food systems careers. And it was essentially a stopgap because there was so much interest from undergraduate students in careers in food systems. But they didn't know what on earth they were going to do to make money, to make a living. How were they going to tell their parents I'm going to use all this money you spent on my degree to do what exactly? There also was just not a clear sense of even what the role types were. What's out there? What's possible? How can I make a difference? And so that class that we co-taught for several years. And I say that because that was just an interesting signal of how many students were interested, sort of, you know, poking at the edges. But a lot of them, to be honest, I call it off ramping. They didn't see the path. They just went the path that was more clear cut. They went to law school or they went to med school. And then they said, ‘well, I'll just like cook at home as a side hobby instead. Because maybe my passion for food doesn't need to be my career.' And so I think what we're really doing with the Food Institute, and there's a number of other kind of similar initiatives, is trying to say, let's try to, you know, address this in a more root cause kind of way. We have something now called the Stanford Food Systems Community, which is just a list serve. And in the fall, we host an event right at the beginning of the year where it's, it's kind of a, again, a come one, come all. We come to the farm, the actual farm at Stanford and have a pizza party and get to know all the different events and things on campus. I think to me, it's, it's a groundswell that's happening nationwide. So, I'm also an author and I've spoken for my books at a lot of universities. And I will often get asked to speak to the career services department. They'll ask me, can you talk about careers in food systems? I've seen this groundswell of interest from students. And then I think a lot of faculty also are really seeing how maybe they study law or a certain dimension. But its kind of either like backs into food or stumbles upon food, maybe. You know, we don't have, like you're saying, we don't have a department in nutrition. I mean, we don't have a specifically food kind of academic framework. But it's more those inherent intersectionalities with food where it's almost in, I think, inescapable to faculty. And then it's really kind of bolstered by how many students are expressing interest. It's something I'm really excited to see where we're in conversations with faculty to do even more to just make students aware of how many classes there are. Because I think sometimes that is the challenge that it's there, but they just don't know how to access it. Right. Thank you for sharing that. And I got to say, I've been taking notes, so I may follow up with you some more later. You've been working with campus food leaders for over a decade now. And you talked about that even in, I guess, in referencing the class as well. What is it about colleges and universities that excite you when it comes to making positive changes in the food system? And you've given me a little bit about that. I'm intrigued to see what else are you seeing? You know, it's surprising. It's the longest I've done something, like a certain one specific role is, is co leading this collaborative. Because I actually co-founded it when I was with the Culinary Institute of America on the other side of the partnership. And I think I have just a deep appreciation, and maybe I like to describe myself as an I realist, idealist mixed with a realist. A realistic view of the potential for universities to be change agents in society. Does it mean they always use that potential? No, but it's there. It's everything from the incubators of new knowledge. They're where new ideas emerge, right? I remember when I first went to the University of Bologna, and it's been there for a thousand years. That's just incredible, right? But it's also a place of growth and expanding your mind for students. Many of these higher education institutions are what's been referred to as anchor institutions. They are huge employers in a region. They are huge thought leaders in a region. They're places of opportunity for all kinds of different things. Whether it's collaborations with private sector and industry, whether it's international kind of tourism and exposure, I mean, so many different possibilities there. And I think the other big thing is that, and I should just say on the anchor institution point, it's the, all that purchasing power too, that I mentioned right there. Very streamlined, fairly agile decision making. I'm sure someone on the podcast is going to say, you think Higher Ed is agile, you know. There's bureaucracy, I know, but I just mean compared to some other food service companies or industries where it's really hard to make changes within campus dining, in particular, you do have a fairly sizable, you know, amount of purchasing power that can have fairly quick, they can be early adopters and they're known as early adopters. The food service industry really looks at what's campus dining doing. That's the tip of the spear. That's a signal of the trends to come. That's a signal of what are going to be the new norms. And the last thing is that we really embrace the fact that students in college, this is this unique period of identity formation. They're figuring out their relationships to food. What is the role that food is going to play in their lives? What do they value? How does that get reflected through food? How does that make them feel? How do they perform academically, physically, et cetera? And of course, for community and belonging, coming together, breaking bread, et cetera. We really love this stat where we've seen that in a given year, we have 4 million meals across the collaborative. But it's not just the meals that these students eat when they're on our campuses. It's the billions of meals they will go on to consume in their collective lifetimes, and when they go on to be decision makers and parents and in the other future realms. And again, that shaping formative opportunity. There are many reasons, I guess, that I've been motivated and I think the potential is still just tremendous. I'm excited for all that's ahead. This is great. And I love the idea and the recognition that this is this formative time for students. That their taste, which may have been shaped, of course, from home, but are being transformed in the dining halls. The place where they're learning to step out and make decisions about food in a way that they couldn't even in high school. I really appreciate this idea and this opportunity. And I appreciate the sort of seriousness that you take at approaching this issue. I have to say, as someone who's related to or connected to a policy center, I am intrigued to think about what kind of policy initiatives, federal, state, even university, do you see coming out of the work of the collaborative? Well, you know, it's really exciting when there is, again, I mentioned that our schools are both public and private, right? So, policy has so many opportunities to kind of shape, again, that social or political will that the decision makers administrators, dining directors may have to pursue something. So, you know, the University of California has been part of the collaborative, most of their campuses have been part for a very long time. And it just is a good example, I think to me, where in that state, there is so much support from the governor's office for farm to fork, local procurement, direct procurement, supplier diversity, regenerative agriculture, climate friendly and plant forward meals in public schools, in K 12. It's that sort of enabling environment, I think, that policy can create and also learn from. So, if it sees constellation of institutions, making a bold move or all aligning on the same kind of, you know, targets or metrics, that can give them the wind at their backs to pass something that maybe applies to all publicly run institutions. Or all food vendors in their state. For example, I would love to see more policy efforts on data and reporting. As I shared with you about collective impact, we're really proud of what we've done, but this is all voluntary, right? We're just choosing to measure this and hold ourselves accountable and keep striving. But I think at some point if it becomes required, you could have more resources in these institutions being brought to do that hard work that is required. I mean, it's not only, you know, sharing with us, but then it's analyzing your menu. What were the strategies that led to that biggest reduction? How did the student feedback go? Working with suppliers is a huge area that Stanford's really excited to have begun, but it takes time. It's, and we need more support, more capacity to do that. I could envision that if there were more requirements kind of coming from policy for some of that tracking and disclosing. And an example that gives me reason to think that's possible is again in California. Something called SB 1383 requires Institutions like ours and all others to disclose their food donation amounts. And I think that's a really interesting example again of measuring something. Bring a measurement requirement from policy to something that maybe everyone's already been doing because it was just best practice, or something that they wanted to know for themselves again that more voluntary. I think there's a lot of opportunities to do more of that. And I would love to see more of those state and regional policies, but also some of these kind of best practices emerge from some of these states and counties that become perhaps nationwide. You know the old saying, if you don't measure it, you can't change it because you don't know. And I love the fact that the collaborative sees itself as a place to prototype, to figure out how do we collect these data. How do we make it less burdensome? Because if you can figure those things out, then I can imagine allowing others to replicate that. This is a great test bed for what policies could look like by the work that you all are doing, it sounds like. And I think that's a really important point because I think the fear would be that policies get created in a vacuum, right? Where you just say, we're going to require you to disclose XYZ crazy detailed things that either an entity doesn't know how to get, can't get, or it costs them thousands and thousands of dollars to collect, or something along those lines. And so, really marrying feasibility, sort of what measurement tools exist how is the kind of dynamic between humans in your environments and those technology tools? I mean, food waste measurement right now is an area that we're really focusing on that because AI and there's a huge opportunity to kind of reduce the burden on staff. But so far, it's been difficult for pretty much every food service operation, including campuses, to get really high-quality food waste data. Even though they may have these tools. And it often has to do with how difficult, how much time it requires staff. I think it's really key that policymakers really, yeah, work with institutions like ours. We love to be, as you said, that kind of prototyping place to find the right balance of rigor and frequency and volume of data with, again, kind of labor and financial constraints and operational realities. And for us, it's also critically important to keep in mind the student experience. How do we not do so many research projects in a four walled space so that we forget this is their home. This is where students eat and live every day. It can't only be about us getting as much data as possible, of course. It's just really accounting for all those variables in the equation. I appreciate this. And I swear, Sophie, we could talk forever. Let me ask you one last question. And I think this is a good place for us to come to an end. What are the different ways people can get involved in the Menus of Change University Research Collaborative? Excellent. Well, please do. So first, the easiest thing is just check out our website. Everything that we create is open source. As I mentioned, it for sure can be applied in university settings, but it pretty much across the board can be applied in a number of other settings. Food service, for sure, but also there's a lot of, whether it's prepared foods at retails, other settings in general. Check out moccollaborative. org in particular, our resources and research. The other way is if you're affiliated with an institution, if you're an academic researcher, and you can get in touch with us to find out about. Or you can become what we call a member institution where dining services and at least one academic researcher are involved. Then you're actually part of all that data collection kind of effort. I think the other biggest area is if you have students who are interested, if once you become a member institution, as I mentioned, there's tons of opportunities to get involved in shaping research. But also in the educational side, which is through our MCRC student fellows program. So those would be some of the big ones, and we always love feedback, too. Tell us how you're utilizing the resources and how we can continue to identify gaps in the research agenda that we are uniquely positioned to help fill. BIO Sophie Egan, MPH is the Director of the Stanford Food Institute and Sustainable Food Systems at R&DE Stanford Dining, Hospitality & Auxiliaries, where she is Co-Founder and Co-Director of the Menus of Change University Research Collaborative. She is also the author of How to Be a Conscious Eater (Workman, 2020)—named one of Bon Appétit's “Favorite New Books for Climate-Friendly Cooking and Life”—and the founder of Full Table Solutions, a consulting practice that's a catalyst for food systems transformation. An internationally recognized leader at the intersection of food, health, and climate, Sophie is also a contributor to The New York Times Health section and Director of Strategy for Food for Climate League. Previously, Sophie served as the Director of Health and Sustainability Leadership/Editorial Director for The Culinary Institute of America's Strategic Initiatives Group. Sophie's writing has been featured in The Washington Post, TIME, Parents, The Wall Street Journal, Bon Appétit, WIRED, EatingWell, Edible San Francisco, FoodTank, and Sunset. She is a member of the Food System 6 Advisory Board, James Beard Foundation Sustainability Advisory Council, and the Food Tank Academic Working Group. She holds a BA with honors in history from Stanford University; an MPH with a focus on health and social behavior from UC Berkeley; and a certificate from the Harvard Executive Education in Sustainability Leadership program.

In this episode of the Unscripted Podcast, host Sarah Nicastro welcomes Joe Molesky, SVP at Sodexo for a conversation about why leadership is so important in service today when it comes to attracting quality talent and creating an effective culture, how his own approach has evolved over his career, and the role mindfulness plays in his leadership today. As a leader known for his expertise in enterprise transformation, Joe is committed to driving improvement across all areas of business. His focus lies on executing strategies that create significant value for customers. Joe's goal is to design actionable plans, build inclusive teams, optimize operations, and foster a high-performance culture centered on delivering exceptional customer value. If you enjoyed this episode, make sure to subscribe, rate, and review on Apple Podcasts, Spotify, and Google Podcasts. Also, subscribe to our newsletter right here: https://www.futureoffieldservice.com/the-insider

MICHAEL'S BIO The Honorable Michael Montelongo, a former presidential appointee and Senate-confirmed official, is a board governance and audit committee financial expert serving on the boards of Civeo Corporation (NYSE: CVEO), Conduent Inc (NASDAQ: CNDT), Palmex Ltd., and the National Association of Corporate Directors (NACD). He has a broad industry, sector and functional experience which includes government service in the military, the U.S. Senate, the Pentagon, the National Aeronautics and Space Administration (NASA), and The Aerospace Corporation. He is a national security, geopolitics, and public policy expert, and a lifetime member of the Council on Foreign Relations.  Michael serves on the Harvard Business School faculty and is president and chief executive officer of GRC Advisory Services, LLC, a private firm specializing in board governance, risk management, and compliance matters. He served as chief administrative officer and senior vice president, public policy and corporate affairs and previously, as chief strategy officer for Sodexo, Inc.  Previously, President George W. Bush appointed him as the 19th assistant secretary of the Air Force for Financial Management and Comptroller and the first Latino in that role, and concluded his tenure at the Pentagon as acting Secretary of the Air Force. He was also an assistant professor teaching economics and political science at West Point.  A native of New York City's Lower East Side and the first in his extended family to attend college, Mr. Montelongo holds a B.S. from West Point and an MBA from  Harvard Business School. RELATED LINKS Adam Mendler Leadership Blog   Inside America's Boardroom  Hispanic Executive Article NACD BOD Press Release  HBS Faculty Profile  Latino Leaders Maestro Award Video   GENERAL INFO| TOP OF THE GAME: Official website: https://topofthegame-thepod.com/ RSS Feed: https://feed.podbean.com/topofthegame-thepod/feed.xml Hosting service show website: https://topofthegame-thepod.podbean.com/ Javier's LinkTree: https://linktr.ee/javiersaade  SUPPORT & CONNECT: LinkedIn: https://www.linkedin.com/showcase/96934564 Facebook: https://www.facebook.com/profile.php?id=61551086203755 Twitter: https://twitter.com/TOPOFGAMEpod Subscribe on Podbean: https://www.podbean.com/site/podcatcher/index/blog/vLKLE1SKjf6G Email us: info@topofthegame-thepod.com   THANK YOU FOR LISTENING – AVAILABLE ON ALL MAJOR PLATFORMS

As the chair and CEO of Sodexo, the France-based food services and facilities management company, Sophie Bellon leads one of the largest employers in the world, with front-line workers in nearly 50 countries. Managing that workforce—and the supply chains that enable them to do their jobs—is a complex undertaking that involves balancing both global strategy with local execution. In this episode, Harvard Business Review executive editor Alison Beard sits down with Bellon to discuss her approaches to talent management, environmental sustainability, and supply chain resilience—all while driving future growth. Key episode topics include: strategy, growth strategy, talent management, operations and supply chain management, supply chain management, environmental sustainability, food and beverage sector. HBR On Strategy curates the best case studies and conversations with the world's top business and management experts, to help you unlock new ways of doing business. New episodes every week. · Learn more about HBR's “Future of Business” virtual conference (November 2023)· Find more Harvard Business Review live events· Discover 100 years of Harvard Business Review articles, case studies, podcasts, and more at HBR.org]]>

On this episode of the SeventySix Capital Sports Leadership Show, Wayne Kimmel interviewed Belinda Oakley, CEO of Sodexo Live! North America. Oakley leads 20,000+ team members at more than 150 partner venues throughout the U.S. and Canada, including stadiums, convention centers, museums, zoos, aquariums, ski areas and more. A proven international business leader with two decades of food service management experience, Oakley has a track record of successfully leading enterprise growth strategies through operational excellence, innovation, and the development of high-performing teams. Her background in food service operations leadership spans multiple countries including the U.S., Canada, United Kingdom and Australia. Oakley has held executive roles in franchised retail, quick-service restaurants and the corporate services sector for companies including Famous Brands International (Mrs. Field and TCBY), Brumby's Bakeries, and Benugo. Prior to joining Sodexo Live!, Oakley was the CEO of Chartwells K12 School Dining, leading 16,000 associates in 4,400 schools across the U.S. Oakley graduated from the University of Denver's Executive MBA program as cohort leader with honors and currently serves on the Board of Advocates for the Baylor Collaborative on Hunger and Poverty as well as the Stop Hunger Foundation Board. A native Australian, Oakley is married and the proud mother of two young daughters who keep her busy with impromptu dance parties and bake offs. Belinda Oakley: LinkedIn: https://www.linkedin.com/in/belinda-oakley-b9576562/

Pete Chambers is an entrepreneur and businessman at heart. He has been married to his wife Raney for 30 years, and is the proud father of three daughters. He is a graduate of Texas Christian University, is also proud to have attended the University of Texas MBA program. He began his career with the Chemical Lime Company, now a Lhoist Group Company, in plant operations, sales and business development functions in Europe, California and Texas. In 1997, Pete purchased Diamond H Recognition, an employee recognition company, and transformed the company into an employee engagement software platform serving Fortune 1000 companies worldwide. In 2009, the company was branded Inspirus. He served as the CEO and Chairman of Inspirus until it sold to Sodexo in 2016. He is currently Managing Partner at Chambers Interests, a single-family office. Chambers is a past president of the West Texas Chapter of Young Presidents' Organization and continues to be an active member. He is Chairman of the Board at Rivertree Academy, a private, Christian school serving under-resourced students in the Lake Como community of Fort Worth.On the show he shares his story of growing up, impact of his parents, curiosity, going to TCU to play golf, getting into business, seeking mentors, asking great questions, and applying advice, buying and selling a business, servant leadership, intentionality, family, and how you can have it all in your faith, family, relationships, health, business, and fun. Enjoy the show!