Podcasts about Soft skills

Corrections officers, police, firefighters, dispatchers, and veterans often carry stress that stacks up quietly over years: shift work, chronic hypervigilance, moral injury, and the constant exposure to trauma. In this conversation, Mike Marotta explains why so many first responders feel safest with coworkers yet struggle to let their guard down at home, even with the people who love them most. That gap can fuel isolation, relationship strain, and unhealthy coping strategies. For anyone searching for first responder mental health resources, PTSD support, or addiction treatment options, the key theme is simple: you do not leave these professions unscathed, and pretending you are fine usually makes the bill come due later.Mike Marotta is a former U.S. Air Force C-5 loadmaster and San Antonio police officer who helped build a department-wide wellness initiative before moving into behavioral health leadership at Warriors Heart. His story is honest about the slow drift many first responders recognize: shift work, accumulating trauma, family distance, and coping habits that quietly turn into a problem.We dig into what makes Warriors Heart a true fit for the first responder, corrections, and military communities, including correctional officers. It is a 42-day inpatient residential treatment program built for veterans, active duty, and public safety professionals, with no need to explain the culture. Mike explains the interrelated model that treats substance use disorder and co-occurring issues like PTSD and trauma at the same time, and why peer community is not a bonus feature; it is the backbone. “Connection is protection” is not a tagline here; it is a plan.You will also hear practical guidance you can use immediately: the warning signs that stress is turning dangerous (sleep, weight gain, anger, isolation, increased drinking, risky behavior), how to start a compassionate but direct conversation with a coworker, and what treatment really looks like day to day. We walk through structure, routines, the powerful Lifeline process, and how families and careers can change when someone comes back healthier and sober.If this hits close to home, share it with a partner, a squad mate, or a supervisor who needs better language for tough conversations, then subscribe and leave a review so more first responders can find real help.Contact Mike: mike.marotta@warriorsheart.com If you need help now - call (855) 610-1003Mike on LinkedIN - www.linkedin.com/in/mike-marotta-96607754Mike on FoxNews - https://www.foxnews.com/opinion/heroes-need-help-four-signs-first-responder-strugglingSend us Fan Mail Command PresenceBringing prisons and jails the training they deserve!Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showNEW RELEASE — The Weight of Justice: Leadership Lessons from Inside America's Toughest Prisons: A Correctional Officer's JourneyBuy on Amazon or Kindle: https://amzn.to/3PLr5tRAvailable worldwide through Books2Read: https://books2read.com/WeightofJusticePOWER SKILLS: Emotional Intelligence and Soft Skills for Correctional Officers, First Responders, and BeyondAvailable on Amazon: https://amzn.to/4mBeog5See Michael's books and author updates at: www.CantrellWrites.com

Faire du recrutement une fonction stratégique  Je reçois Hélène Ly qui est une spécialiste du recrutement (et recrutement tech pour être plus précise). Après plusieurs années en qualité de recruteuse, elle monte un organisme de formation pour former les recruteurs et recruteuses dans le secteur de la tech. Parallèlement, Hélène a co-écrit avec Christel De Foucault le livre « Recruteurs : 80 questions pour réussir vos entretiens ».Lors de cet épisode, Hélène nous parlera notamment d'acculturation tech, de data, de posture, de brief, de sourcing ou encore d'IA. 

In episode 488 of F-Stop Collaborate and Listen, Matt Payne interviews Ajani Charles, a Toronto-based visual strategist, photographer, and Canon Canada ambassador, about sustaining a major creative project over nearly two decades. The conversation centers on Project TDOT, Ajani Charles' long-term documentary effort capturing Toronto's hip hop culture, which started as an unfunded black-and-white street photography project and has grown into public art exhibitions, a nonprofit, a coffee table book, and a touchscreen archival database. Ajani Charles shares lessons from enduring years of rejection, discusses the importance of curiosity, patience, and playing the long game, and emphasizes how his project's longevity is rooted in genuine reverence for the subject. The episode dives into the psychological and emotional skills that fuel creative longevity—such as emotional regulation, mindfulness, and self-awareness—alongside technical and business skills. Ajani Charles also discusses handling criticism, building trust within a community for authentic documentation, and the evolution of his work, including future plans in Tokyo and Copenhagen. The episode underscores that internal development, resilience, and a passion for the work itself are as crucial as external validation or financial reward. Links and Resources: Ajani Charles Muench Workshops Giveaway Project T-Dot Canon Canada Canon Ignite Program Operation Prefrontal Cortex Billy Bishop Toronto City Airport Claude Watson Arts Program Jamel Shabazz Ernie Paniccioli Guy Tal's Article The Colorado Way by Matt Payne Support the show on Patreon

The world of careers and education is changing at lightening speed! What can you do to help your child be ready for a new era of work, opportunities, and school decisions? Margot Machol Bisnow has interviewed 70 entrepreneurs and joins AllMomDoes host Julie Lyles Carr to reveal what they all have in common...and it has a lot to do with their moms!Show Notes: https://bit.ly/4wXrHfR Key Topics:The importance of entrepreneurial qualities like grit, resilience, and curiosityHow parents can support their children's passions and talentsThe impact of AI and technological change on future careersThe role of family beliefs and encouragement in shaping entrepreneurial mindsetExamples of young entrepreneurs and their childhood influencesThe shift from traditional career paths to entrepreneurial and gig economy modelsSound Bites:"Building something wonderful is its own reward""Encourage your kids to believe in themselves""Ask, could I do something differently?"Chapters:00:00 Introduction to Parenting for the Future00:59 Guest Introduction: Margot Machol Bisnow02:05 Why Parenting Needs to Evolve with the Economy03:00 Historical Perspective on Generational Career Changes03:49 Margot's Inspiration from Her Son's Entrepreneurial Circle04:45 The Power of Belief and Encouragement in Kids05:37 Supporting Kids' Passions and Talents06:43 The Role of Grit, Focus, and Resilience07:18 The Shift from STEM to Entrepreneurial Skills08:35 Preparing Kids for Jobs That Don't Exist Yet09:28 Traits of Successful Entrepreneurs10:23 How to Cultivate an Entrepreneurial Mindset11:31 Lessons from Diverse Entrepreneurial Backgrounds12:15 Supporting Passion Outside Traditional Education13:23 The Myth of Guarantees in Career Paths14:16 The Value of Curiosity and Asking 'What If'15:15 Adapting Education to a Rapidly Changing World16:17 Soft Skills and Their Growing Importance17:06 The Myth of Corporate Guarantees18:12 The Cost and Value of College Education19:03 The Power of Nonlinear Career Paths19:51 Encouraging Kids to Explore and Pivot21:06 Honest Conversations About Success and Failure22:00 Examples of Kids Turning Passions into Careers22:56 Resilience in the Face of Setbacks23:43 Instilling Entrepreneurial Spirit in Everyday Life24:37 Practical Tips for Parents to Foster Creativity25:33 The Importance of Asking 'Could I Do Differently?'26:27 Real-Life Examples of Entrepreneurial Curiosity27:33 Supporting Kids in Unconventional Careers28:35 Where to Find More Resources and Books29:43 Final Encouragement for Parents30:26 Closing Remarks and Next StepsKeywords: parenting, entrepreneurship, future of work, education, resilience, kids, career, AI, innovation

You can be “in shape” and still be useless in a real response. That gap is what we dig into with Letha Cowan, a former Washington State correctional officer and the owner of Watchline Fitness and Watchline Supply Co. She combines lived experience behind the walls with NASM personal training and nutrition coaching to build functional fitness for correctional officers who work overtime, sit posts for hours, then suddenly have to sprint, grapple, and control chaos without warning.We talk honestly about what the job does to the body: mandatory doubles, short sleep, stress, and the food reality of vending machines and microwave meals. Letha shares her own wake-up call, including gaining 50 pounds during her time in corrections, and why bodybuilding style training didn't prepare her for the moment she had to run to a fight and arrived winded. From there we connect the dots between officer wellness, morale, and a safety culture that too often feels upside down.You'll get practical ideas you can use right away: simple strength training built around squats and deadlifts, grip and core work for control, short conditioning that mimics the “go time” surge, and meal prep tactics that keep you from living on Red Bulls and desperation. If you care about correctional officer fitness, prison officer wellness, shift work nutrition, and getting home healthy when the uniform comes off, this one is for you.Subscribe for more real conversations about corrections, share this with a partner who needs it, and leave a review so more officers can find the show.Letha's Email - watchlinefitness@gmail.comWatchLine Supply Company - https://watchlinesupply.com/Instagram - https://www.instagram.com/watchline_fitness/Send us Fan Mail PepperBallFrom crowd control to cell extractions, the PepperBall system is the safe, non-lethal option.Command PresenceBringing prisons and jails the training they deserve!Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showNEW RELEASE — The Weight of Justice: Leadership Lessons from Inside America's Toughest Prisons: A Correctional Officer's JourneyBuy on Amazon or Kindle: https://amzn.to/3PLr5tRAvailable worldwide through Books2Read: https://books2read.com/WeightofJusticePOWER SKILLS: Emotional Intelligence and Soft Skills for Correctional Officers, First Responders, and BeyondAvailable on Amazon: https://amzn.to/4mBeog5See Michael's books and author updates at: www.CantrellWrites.com

In this episode I spoke with Yadi Caro, author of 'Hardcore Soft Skills.' We discussed the importance of soft skills in various environments, particularly in the military and corporate sectors. Yadi shares her background, experiences, and insights on how soft skills are essential for effective communication, leadership, and teamwork. The conversation also touches on emotional intelligence, ownership, and the challenges of applying soft skills in high-stress situations. Yadi emphasizes the need for continuous improvement in these areas and advocates for the normalization of soft skills education across industries.

The fastest way a jail gets dangerous isn't a single riot or headline event, it's the quiet drift: missed checks, inconsistent rules, sloppy units, and leaders who stop sweating the small stuff. We sit down with Major Sean Klucznik, Jail Administrator at the Hernando County Sheriff's Office and immediate past president of the American Jail Association, to talk about what actually stabilizes a facility when staffing is tight, budgets are political, and public trust is fragile.We get into what he saw while traveling during his AJA presidency, including the funding battles agencies face nationwide, the importance of professional networking in corrections, and how relationships can turn into real outcomes like regional training partnerships. Sean shares how connecting with NYC corrections led to the launch of the Northeast Regional Correctional Training Center and why “back to basics” direct supervision still matters when everything feels like it's changing.Then we go deep on his book, Broken Windows Behind Bars: Transforming Jail Operations Through Order and Accountability. The core idea is simple and hard at the same time: consistent standards prevent bigger problems. We talk mentorship, first-line supervision, ethics as a slow creep, micro training that supervisors can run every shift, and why line staff can shape culture by “setting the tone” with professionalism, presence, and follow-through.Subscribe for more real-world corrections leadership conversations, share this with a partner who cares about doing the job right, and leave a review so more officers can find it. What's one small standard you'd enforce tomorrow to make your facility 1% better?You can reach Shaun - Email - shaunk@aja.orgLinkedIn - linkedin.com/in/shaunklucznikWebsite - https://www.keeperofthekeysleadership.com/Send us Fan Mail PepperBallFrom crowd control to cell extractions, the PepperBall system is the safe, non-lethal option.Command PresenceBringing prisons and jails the training they deserve!Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showNEW RELEASE — The Weight of Justice: Leadership Lessons from Inside America's Toughest Prisons: A Correctional Officer's JourneyBuy on Amazon or Kindle: https://amzn.to/3PLr5tRAvailable worldwide through Books2Read: https://books2read.com/WeightofJusticePOWER SKILLS: Emotional Intelligence and Soft Skills for Correctional Officers, First Responders, and BeyondAvailable on Amazon: https://amzn.to/4mBeog5See Michael's books and author updates at: www.CantrellWrites.com

Podcast: PrOTect It All (LS 27 · TOP 10% what is this?)Episode: Cybersecurity Leadership: Why People Matter More Than TechnologyPub date: 2026-07-27Get Podcast Transcript →powered by Listen411 - fast audio-to-text and summarizationThe biggest cybersecurity challenge isn't technology - it's people. In this episode of Protect It All, host Aaron Crow welcomes Swapnil Kachave for an insightful conversation about what it really takes to build high-performing cybersecurity teams in an era of AI, automation, and increasing cyber threats. Having built and led Security Operations Center (SOC) teams across five industries, Swapnil shares why successful cybersecurity programs are driven by leadership, communication, and continuous learning - not just the latest tools. Together, Aaron and Swapnil explore the growing impact of alert fatigue, burnout, workforce development, and the changing role of AI in modern security operations. They also discuss why "people debt" can become just as dangerous as technical debt and how organizations can create resilient teams prepared for the future. Key Moments:  Why cybersecurity leadership is fundamentally about people How to reduce alert fatigue and improve SOC performance The importance of mentoring, training, and career development How AI is changing security operations - and the skills teams need next Why communication and empathy make better security leaders How organizations can prepare teams for emerging technologies like AI and quantum computing Whether you're leading a SOC, managing cybersecurity programs, or just beginning your security career, this episode delivers practical leadership lessons that extend far beyond technology. Key Moments:  06:04 Dealing with alert fatigue 07:55 Navigating SOC career growth 13:54 From network admin to new opportunities 14:41 Diverse career path overview 21:02 Translating tech issues for executives 23:41 Importance of Soft Skills in Tech 25:50 Prioritizing practical knowledge over trends 31:03 Prototyping and learning new skills 35:26 Using AI to validate ideas 37:57 Human awareness vs. tech evolution 41:32 Quality assurance in AI responses 42:40 Discussing AI system reliability 46:05 Accelerating processes with AI tools Tune in to discover why investing in people is still the most effective cybersecurity strategy - only on Protect It All. About the guest :  Swapnil Kachave is a cybersecurity operations leader with extensive experience building and leading Security Operations Center (SOC) teams across five industries. Passionate about developing people as much as technology, Swapnil specializes in security operations, incident response, and leadership development. They focus on helping organizations build resilient cybersecurity teams by balancing technical excellence with communication, mentorship, and continuous learning in an increasingly AI-driven world. How to connect Swapnil:  LinkedIn: https://www.linkedin.com/in/swapniilkachave/ Website: https://www.optiv.com/= Learn more about PrOTect IT All: Email: info@protectitall.co  Website: https://protectitallpod.com/ep116 X: https://twitter.com/protectitall  YouTube: https://www.youtube.com/@PrOTectITAll  FaceBook:  https://facebook.com/protectitallpodcast To be a guest or suggest a guest/episode, please email us at info@protectitall.co Please leave us a review on Apple/Spotify Podcasts: Apple   - https://podcasts.apple.com/us/podcast/protect-it-all/id1727211124 Spotify - https://open.spotify.com/show/1Vvi0euj3rE8xObK0yvYi4The podcast and artwork embedded on this page are from Aaron Crow | Operational Technology & Cybersecurity Host, which is the property of its owner and not affiliated with or endorsed by Listen Notes, Inc.

In this episode, Rocky and Lucia dive deep into the complexities of leadership, personal growth, and the often invisible gender dynamics at play in professional settings. Lucia Simek joins Rocky for a vulnerable and candid discussion about the motivations behind life choices, drawing on personal anecdotes from therapy to explore whether you act to heal old wounds or to express our true selves. They tackle the "soft skills" of leadership, reframing them as essential tools that are frequently undervalued, and provide a critical look at the subtle ways power is reclaimed through body language in mixed-gender environments. This episode is a call-to-action for a return to basic decorum and grace, emphasizing that the most toxic things lose their power once we find the courage to say them out loud.Episode Highlights with Timestamps:00:00:12 – The Drive of Personal History: Reflecting on how a desire to avoid the mistakes of past generations can subconsciously fuel current decisions. 00:02:10 – Filling Gaps vs. Authentic Action: Navigating the tension between acting to heal a personal deficiency and acting out of a true fulfillment of self.00:04:21 – The Satisfaction of Being: Understanding why doing something to "be something" is more fulfilling than doing it just to "prove something."00:06:15 – Leading with Righteous Anger: Using "fire" or "righteous anger" as a tool for staff advocacy, and how this internal heat is often missed by others.00:10:32 – The Double Standard of Anger: A look at the misogyny women face when they deploy anger as a legitimate professional tool.00:14:00 – Subtle Power Reclamations: How distracted body language—like shuffling papers or avoiding eye contact—is used to reclaim power in conversations.00:16:04 – Radical Advocacy through Listening: How men can be better advocates simply by maintaining eye contact and giving "air" to women's voices.00:17:31 – The Fallacy of "Soft Skills": Challenging the dismissal of empathy and listening as secondary skills when traditional "hard" leadership is failing.00:21:26 – Decorum and Grace: Why effective communication requires a return to essential respect and basic manners for everyone involved.00:24:25 – Say the Unspoken: Removing the "secret power" of toxic or hidden things by bringing them into the light through honest speech.Get to Know Our GuestLucia Simek is an artist, writer, curator, and museum professional with an MFA in sculpture from Texas Christian University. She spent eight years at the Nasher Sculpture Center leading communications and international programs. In 2022, she joined Dallas Contemporary as Director of External Affairs and was later promoted to Deputy Director, overseeing public programs, publications, and education. She launched initiatives like DC Empty and the NTX Graduate Student Program to support regional artists. After serving as interim director, she was named Executive Director in February 2025. She stepped down in December 2025 to focus on her independent art, curatorial work, and writing, including her upcoming book Occiput through Deep Vellum Publishing.Learn more about LuciaLucia as a museum curator:Best in Class: Dallas Contemporary exhibitHeni News: Lucia SimekGlasstire: Lucia Simek to step downPatron Magazine: Doomscrolling by Cheryl DoneganLucia as an artist:Glasstire: Occiput at The Reading RoomDallas Observer: From her eyes to yoursDallas News: Artists tackle issues of identity in CleaverJoin Rocky, LIVE on Zoom, in conversation about leadership, humanity, and everything in between: http://rockygarza.com/confidence

Thank you for joining us for another episode of Building the Premier Accounting Firm. Today you'll discover how to build a self-sustaining accounting firm that thrives without your constant presence. Roger Knecht and guest Dr. Ruth Mannschreck share a five-part framework for creating robust systems, fostering a magnetic company culture, and hiring for long-term success. In This Episode: 02:34 The Catalyst for Business Transformation 06:16 Collaborative Problem Solving and Systems 10:05 Communication and The Warm Handoff 17:27 Hiring for Soft Skills 23:06 Defining Culture through Behavior 28:10 Effective Leadership Styles 34:37 Redefining Success Beyond Busy Work Key Takeaways: Standardize your client journey using video-based SOPs to ensure consistency. Implement a culture of leadership where every team member is empowered to take initiative. Prioritize soft skills during the hiring process to ensure long-term cultural fit. Shift your mindset from being "busy" to being "effective" to reclaim your personal time. Featured Quotes: "I'd like to get people out of their office and back into their lives and have their practice support their life instead of the other way around." — Dr. Ruth Mannschreck "If they can't make decisions, if they can't move forward without stopping by your office to ask a question, you've missed a big piece there." — Dr. Ruth Mannschreck Conclusion: Thank you for joining us for another episode of Building the Premier Accounting Firm with Roger Knecht. For more information on how you can establish your own accounting firm and take control of your time and income, call 435-344-2060 or schedule an appointment to connect with Roger's team here. Sponsors: Universal Accounting Center Helping accounting professionals confidently and competently offer quality accounting services to get paid what they are worth.   Offers: Get access to the 'Self-Propelled Business Framework' at www.WorkFewerHours.com  Special Offers for our Podcast Listeners, CLICK HERE to take advantage of them today! Remember this: Accounting Success IS Universal. Be sure to listen to our next episode and subscribe.   Also, let us know what you think of the podcast and please share any suggestions you may have.  We look forward to your input: Podcast Feedback   For more information on how you can apply these principles to start and build your bookkeeping, accounting, & tax business, please visit us at www.universalaccountingschool.com or call us at 801-265-3777.  And know that if it's about accounting, it's Universal.

In dieser Episode spreche ich mit Sarah Schuh, Agile People Coach und Resilienz-Trainerin bei OSE in Hamburg, über eines der wichtigsten Zukunftsthemen für Macher und Entscheider: Resilienz im Arbeitsleben. Wir tauchen gemeinsam ein in die Frage, was Resilienz wirklich bedeutet – und stoßen dabei auf eine überraschende Erkenntnis: Resilienz ist keine angeborene Persönlichkeitseigenschaft. Sie ist erlernbar. Und sie hängt nicht nur vom Individuum ab, sondern vom gesamten System – vom Team, von der Führung, von der Organisation. Sarah erklärt, warum unser Gehirn in einer Welt voller Unsicherheit – Corona, geopolitische Krisen, KI-Wandel – an seine Grenzen stößt, und warum Burnout-Zahlen kein Zeichen mangelnder Belastbarkeit sind, sondern Symptome überfordernder Systeme. Ich bringe mein technisches Bild mit: Ein resilientes System ist nicht einfach das robusteste – es kennt seine Umgebung, seine Schnittstellen und seine eigenen Grenzen. Genauso funktioniert Resilienz beim Menschen. Wir sprechen darüber, was ich als Systems Engineer konkret tun kann: Stresssignale früh erkennen, Grenzen klar kommunizieren, den eigenen Einflussbereich kennen – und notfalls auch das System verlassen. Und wir sind uns einig: Soft Skills sind kein Add-on. Sie sind unverzichtbar.

In this episode, Sameer Ranjan shares insights on quantifying soft skills with AI, transitioning from mining to tech, and the future of human potential in a tech-driven world."I've built around a very human question: how people make better life and career decisions. In a recent episode, your conversation touched on how AI can create real competitive advantage, from automating analysis to shaping stronger products and brands, and that overlaps closely with the work I do. I was named one of 25 innovators under 25, and I hold a patent for an algorithm I created to quantify soft skills and personality for better career direction."

Organizational Culture Isn't a Soft Skill. It's Your Competitive Advantage. 59% of CEOs say creating a positive organizational culture is crucial to executing their corporate strategy. At the same time, research from SHRM and Gallup reveals that 84% to 92% of North American executives believe improving organizational culture would increase both enterprise value and overall business performance. The evidence is clear. Culture is no longer an HR initiative. It is a business strategy. Yet many organizations continue searching for better strategies when the real challenge isn't strategy at all. Work isn't broken because of strategy. It's broken because of behavior. Across industries, teams are burned out, disconnected, and navigating cultures where employees often know how to say the "right" things but don't feel psychologically safe enough to say what actually needs to be said. The result is a workplace that appears healthy on the surface while quietly losing trust, innovation, and momentum underneath. The cost is substantial: This is where Devin C. Hughes creates lasting impact. As a keynote speaker and organizational culture expert, Devin partners with Fortune 100 companies, startups, government agencies, and school systems to help leaders build high-trust, high-performing cultures grounded in authentic connection, accountability, and the everyday behaviors that drive exceptional results. His work blends positive psychology, neuroscience, appreciative inquiry, positive organizational scholarship, mindset development, and mindfulness into practical leadership strategies that leaders can implement immediately. More importantly, he helps organizations move beyond inspiration toward measurable transformation. When people feel genuinely seen, heard, and valued, organizations don't simply become better places to work—they become better businesses. Trust grows. Communication improves. Conflict becomes constructive. Innovation accelerates. Performance follows. Culture evolves from a corporate slogan into a measurable competitive advantage. The highest-performing organizations understand one fundamental truth: Strategy determines where an organization wants to go. Culture determines whether it ever gets there. That's why culture isn't separate from strategy. Culture is the engine that brings strategy to life. If your organization is ready to replace performative culture with authentic leadership, stronger relationships, and measurable business results, now is the time to start the conversation. Connect with Devin C. Hughes to discover how intentional culture-building can transform leadership, strengthen teams, and unlock your organization's greatest competitive advantage—its people.     For more information: https://devinchughes.com/ LinkedIn: @Devin C.Hughes Learn more about your ad choices. Visit megaphone.fm/adchoices

La gestion des âges au travail soulève de nombreuses interrogations au sein des équipes. Construire un parcours manager solide nécessite de dépasser les clichés pour se concentrer sur la transmission réelle des compétences entre les collaborateurs.Dans cet épisode, Delphine Zanelli retrouve Charlène Hemery pour la seconde partie de leur échange.L'analyse de l'experte démonte l'illusion des fractures générationnelles. Les attentes de considération, d'impact et de sens restent partagées par tous les profils de l'entreprise. Le débat aborde directement la situation des profils expérimentés. La peur d'embaucher des personnes plus âgées bloque de nombreuses organisations. Les recruteurs privilégient souvent le clonage par réflexe de sécurité. Se priver de l'expérience des seniors représente une erreur stratégique majeure. L'apprentissage des nouveaux outils numériques peut s'organiser à tout âge si l'accompagnement est adapté.L'échange explore ensuite la réalité du passage à des fonctions de direction. Devenir responsable d'équipe demande d'acquérir une pratique manégariale totalement différente de l'expertise opérationnelle d'origine. Les meilleurs experts ne se transforment pas automatiquement en leaders naturels. Charlène Hemery partage sa propre évolution avec une grande lucidité. Elle revient sur l'absence de désir initial de diriger des personnes.Apprendre ce métier de manager implique d'accepter une part de vulnérabilité. Le développement des soft skills devient central pour accompagner les équipes avec justesse. Le manager doit renoncer à faire lui-même pour se concentrer sur le développement des autres. Cette transition provoque souvent des inconforts et des remises en question. Le dialogue met en lumière les étapes de cet apprentissage continu.Cet épisode donne des éléments concrets pour aborder la collaboration intergénérationnelle sereinement. Il permet de structurer son parcours manager avec recul. Il aide à identifier les compétences comportementales à développer en priorité. Le premier défi management consiste à accepter ses erreurs pour les transformer en leviers de progression avec son équipe.CHAPITRAGE :(00:00) Introduction de la seconde partie (03:30) Sortir des cases et des fractures générationnelles (07:00) La place des seniors et l'enjeu de la transmission (12:15) La formation aux nouveaux outils pour tous les âges (18:00) Construire son parcours manager sans l'avoir rêvé (21:30) L'importance de l'alignement personnel

From his early discovery of Dr. Robert Cialdini's work 26 years ago, Patrick has dedicated his career to teaching the science of influence that actually works. As a certified trainer, coach, and author of How to Hear Yes More Often, he equips professionals and young adults with tools for clearer, more impactful communication. The core takeaway? Most decisions (90-95%) happen via our fast, intuitive System 1 brain. Learning Cialdini's principles lets you give people the mental shortcuts they need to say yes quickly and confidently—whether in job interviews, sales, negotiations, or everyday life. In an AI-driven world where interpersonal skills rank as a top-3 priority, starting early can dramatically alter your career trajectory and avoid years of wasted effort. Guest Links: Website: ethicalpersuasion.com.au Podcast: Ethical Persuasion Unlocked Book: How to Hear Yes More Often Edit your podcasts like a pro:https://get.descript.com/mrzy10nwivuq Join me as a guest or start your podcast journey:https://www.joinpodmatch.com/nickkuhne *Timestamps: 00:00 – Introduction to ethical persuasion with Patrick van der Burght 00:59 – Patrick's “aha” moment with Cialdini's work 01:35 – Persuasion in everyday life and why it's a learnable skill 02:50 – Why young adults and students should master persuasion early 06:07 – The problem with calling it a “soft skill” 07:48 – How the brain makes decisions (System 1 vs System 2) 12:10 – Persuasion across the customer journey and relationship stages 13:47 – Building relationships, reducing uncertainty, and creating motivation 17:07 – When to accept “no” and knowing it's not manipulation 20:08 – Improving your odds with science-backed techniques 21:07 – Resources: podcast, book, free downloads, and training 22:43 – Why persuasion remains timeless in an overloaded world 24:17 – Final thoughts and call to action Connect with me on:All my linksBecome a guestSign up for RiversideGet Descript #DigitalMarketing #Branding #PersonalBranding #MarketingInsights #SocialMediaStrategy Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

How is the next generation supposed to learn soft skills?Meet John Kwon!John is a finance expert and investor currently based in South Korea. He has lived in 4 countries, mostly in the United States. During the course of his career, he managed a $23 billion equity fund, amongst other portfolios.On this episode, John focuses on soft skills development, particularly examining why young people struggle with social skills and how cultural differences impact communication styles. He also narrated his experience managing funds and dealing with sales pitches from Wall Street fund managers, highlighting how effective social engineering and soft skills can be in sales.Listen as John shares:- how children's soft skills are developed at home- cultural conditioning in how soft skills are perceived- what is missing in the school curriculum-  technology and social media's impact on children's personal interaction- the importance of teaching conflict resolution at a young age- generational differences in work values and career aspirations- how soft skills will never go out of style- the "real" definition of soft skills- how technology has changed the workplace learning hierachy...and so much more!Connect with John:Email: jkwonwork10@gmail.comListen to the Podcast, subscribe, leave a rating and a review:Apple: https://podcasts.apple.com/us/podcast/how-to-develop-soft-skills-teaching-the-next/id1614151066?i=1000776536485Spotify: https://open.spotify.com/episode/3NkYjBmQaG5FvulCIgYUPk?si=d8c0a85a344648a3https://open.spotify.com/episode/3NkYjBmQaG5FvulCIgYUPkYouTube: https://youtu.be/oaeqZSH63kY

In this talk, Gustaf Gyllensporre, Senior AI Engineer and PropTech Founder, shares his unconventional career journey from selling Miami real estate to shipping production AI systems. We explore the tactical steps for breaking into the tech space as a self taught developer and how to successfully bypass traditional industry gatekeepers.Links:-  @PropTechFounder  - https://youtu.be/leXRiJ5TuQo?si=ymK03qKVEC7hAt9N- https://x.com/gostak_ddYou will learn about:- The strategic approach to crafting an AI engineering resume that actually gets noticed by hiring managers.- Why building another generic RAG chatbot might be hurting your portfolio and the specific high impact projects you should build instead.- The massive difference between interviewing for AI roles at dynamic startups versus traditional big tech companies.- How to leverage open source contributions to prove your technical mastery without a computer science degree.- The surprisingly simple networking tactics and developer ambassador programs that can unlock exclusive job opportunities.- Actionable ways to improve the critical social and communication skills that most developers completely ignore.TIMECODES:00:00 AI Engineering Field Guide05:01 Self Taught AI Engineer Pivot09:39 CPython Open Source Contributions13:49 Tech YouTube Channel Growth18:26 AI Engineer Resume Optimization22:44 AI Engineering Portfolio Projects29:23 Startup vs Big Tech Interviews33:47 Open Source AI Project Ideas38:55 Building Deep Research AI Agents42:52 Landing Your First AI Job46:48 Tech Networking Strategies51:16 Technical Project Demo Videos54:53 Self Taught Developer Mistakes58:53 Soft Skills for Software EngineersConnect with Gustaf- Linkedin - https://www.linkedin.com/in/gustaf-g/Connect with DataTalks.Club:- Join the community - https://datatalks.club/slack.html- Subscribe to our Google calendar to have all our events in your calendar - https://calendar.google.com/calendar/r?cid=ZjhxaWRqbnEwamhzY3A4ODA5azFlZ2hzNjBAZ3JvdXAuY2FsZW5kYXIuZ29vZ2xlLmNvbQ- Check other upcoming events - https://lu.ma/dtc-events- GitHub: https://github.com/DataTalksClub- LinkedIn - https://www.linkedin.com/company/datatalks-club/ - Twitter - https://twitter.com/DataTalksClub - Website - https://datatalks.club/

Are soft skills more important than qualifications?When people think about building a successful psychology career, it's easy to focus on degrees, experience and technical expertise. But what if the qualities that matter most are the ones we don't always put on our CV?In this episode of Psychology, Actually, I'm joined by Clinical Psychologist Cliff Hawkins to explore why reliability, curiosity, communication, professionalism and emotional intelligence may be the real ingredients of a successful psychology career.Whether you're an aspiring psychologist hoping to secure your first Assistant Psychologist post, a trainee navigating placements, or an experienced clinician wanting to reflect on what makes teams truly thrive, this conversation is packed with practical insights and honest reflections.We explore why fresh perspectives matter, how transferable skills can become your biggest strength, why confidence sometimes grows through taking opportunities rather than waiting for them, and why being dependable may be one of the most underrated professional skills of all.If you've ever wondered whether you're "enough", questioned what you really bring to a team, or worried that everyone else knows more than you do, this episode is for you.⏱️ Highlights00:00 Why soft skills might matter more than qualifications00:45 Meet Clinical Psychologist Cliff Hawkins01:45 Why trainees and assistants bring fresh thinking to teams03:18 Feeling like "just the trainee"04:44 Why your value isn't defined by your job title06:04 When soft skills become your greatest strength06:47 Why "soft skills" aren't soft at all08:19 Reliability, respect and professional relationships09:43 Marianne reflects on breaking cycles around punctuality11:37 Seizing opportunities and building confidence13:21 Creating your own opportunities in psychology15:24 Why being yourself matters more than sounding perfect16:34 Keeping promises and building trust18:23 The McKinsey 7S Model explained20:49 Using soft skills to strengthen psychology interviews21:31 Where to find Cliff Hawkins22:00 Marianne's reflections and resources for aspiring psychologistsLinks:

Le premier défi management actuel consiste à diriger dans un monde contraint par l'incertitude. Face à ce défi management, les dirigeants cherchent à recréer des espaces d'action. Relever ce défi management demande de concilier la pression du résultat avec la vision à long terme.Dans cet épisode, Delphine Zanelli partage un manifeste pour ouvrir la nouvelle saison de L'Entreprise de demain.Les équipes traversent des périodes de peur et de perte de repères face aux mutations en cours. Le rôle de manager exige aujourd'hui d'accepter une part de vulnérabilité. L'incertitude permanente force les équipes de direction à repenser leurs modèles de décision. Bâtir la confiance devient le socle indispensable pour avancer. Les leaders doivent trouver comment maintenir l'engagement des collaborateurs et cultiver le plaisir au travail. L'environnement exige des résultats immédiats de la part des organisations. Les véritables évolutions stratégiques demandent du temps et de la patience. Ce paradoxe pèse quotidiennement sur les épaules de ceux qui dirigent. Les injonctions contradictoires se multiplient sur le terrain.L'intelligence artificielle modifie durablement le futur du travail. Elle offre une opportunité majeure pour libérer le temps humain et soutenir la créativité des équipes. Cet épisode pose un cap clair pour naviguer dans ces contradictions opérationnelles. Il propose des pistes structurantes pour la transformation du management. Le développement des soft skills permet de traverser ces zones de turbulence avec davantage de sérénité. Les managers se retrouvent en première ligne pour absorber ces chocs et rassurer leurs collaborateurs. L'objectif est de retrouver du souffle dans les fonctions de leadership.Depuis plusieurs années, l'espace d'échange créé autour du podcast donne la parole à ceux qui expérimentent réellement au quotidien. Les discussions écartent le jargon pour valoriser une pratique manégariale concrète et applicable. Les doutes, les apprentissages et les convictions se partagent ouvertement entre professionnels confrontés aux mêmes réalités. La volonté de réinventer la manière de travailler guide les échanges.Cet épisode donne des éléments concrets pour structurer sa posture de leader au milieu du chaos. Il présente les nouveaux formats qui viendront rythmer les prochaines semaines. Au programme figurent des entretiens avec des dirigeants, des formats courts axés sur des clés opérationnelles et des conversations de mentorat. Ces formats visent à soutenir l'action quotidienne. Même dans les environnements les plus rigides, des espaces existent pour générer de l'impact et retrouver du sens.CHAPITRAGE :(00:00) Le paradoxe du temps long et des résultats immédiats (02:15) Naviguer dans les contradictions du travail actuel (04:30) La place de l'intelligence artificielle pour libérer l'humain (06:45) Retrouver du souffle et des espaces d'action (08:30) Présentation des nouveaux formats de la saison

Yadi Caro shares insights from her book Hardcore Soft Skills: A Guide to Work With Humans. We discuss empathy, leadership, communication, team motivation, and strategies for building more effective project teams.

After nearly three decades in corrections, I returned to the prison where my career began.Walking those old cellblocks brought back memories I hadn't thought about in years—the lessons, the mistakes, the friendships, the fear, and the moments that shaped the leader I eventually became.In this deeply personal episode of The Prison Officer Podcast, I take you behind the walls of the institution that started it all. You'll hear stories from those early days, reflections on how corrections has changed, and why some lessons never leave you, no matter how many years pass.This visit also became the perfect opportunity to introduce my new book, The Weight of Justice: Leadership Lessons from Inside America's Toughest Prisons. Many of the experiences that began behind these walls ultimately found their way onto its pages.If you've ever wondered what it's really like to spend a career in corrections—or how those experiences shape a person long after they leave the institution—this episode is for you.Tour the Missouri State Penitentiary: https://missouripentours.com/Buy The Weight of Justice: Buy on Amazon or Kindle: https://amzn.to/3PLr5tRBuy on Books2Read: https://books2read.com/WeightofJusticeSend us Fan Mail Support the showNEW RELEASE — The Weight of Justice: Leadership Lessons from Inside America's Toughest Prisons: A Correctional Officer's JourneyBuy on Amazon or Kindle: https://amzn.to/3PLr5tRAvailable worldwide through Books2Read: https://books2read.com/WeightofJusticePOWER SKILLS: Emotional Intelligence and Soft Skills for Correctional Officers, First Responders, and BeyondAvailable on Amazon: https://amzn.to/4mBeog5See Michael's books and author updates at: www.CantrellWrites.com

In this episode: Why Rob always asks for the team nobody wants and what the turnaround process actually looks like (00:31 - 02:10) From sleeping in his car at 18 to Fortune 500 executive, and the kindness from strangers he still carries with him today (02:10 - 04:32) What a successful team turnaround actually looks like, including eight leaders in ten years and what changed (04:32 - 07:00) Servant leadership, why career leaders almost always fail, and the power of coming in with a partial idea instead of a completed thought (07:00 - 09:33) The truth about the cybersecurity job shortage and why open jobs almost never mean what you think they mean (09:33 - 11:37) Why communication skills matter more than technical ability and what happens when a technical score of 10 meets a communication score of two (11:37 - 13:22) Cyber is a marathon, not a race, and why passion got Rob a job at Disney over people with far more experience (13:22 - 15:27) Neurodiversity in the workplace, getting diagnosed with autism at 40, and why really smart doesn't get jobs anymore (15:27 - 17:51) The colleague who told Rob everyone thought he was a jerk, the boss who explained why, and the apology tour that followed (17:51 - 21:31) Getting laid off from Disney, becoming a ghost on the internet, and accidentally building the BowtieSecurityGuy brand (21:31 - 25:47) Tying self-worth to career, crying before job interviews, and the four words his wife said that changed everything (25:47 - 27:40) The 3am LinkedIn message from India that made Rob realize he was in this for life (27:40 - 29:40) Zero expectations, zero conditions, and why Rob messaged Rex about a hat with absolutely nothing to gain (29:40 - 31:40) Immersion therapy, D&D every Monday, and why a bad public speaker is more memorable than a good one (34:03 - 37:16) Rejection sensitivity dysphoria, masking, and why setting the tone in a room changes everything (37:16 - 39:23) The 3,000 manual LinkedIn messages, the algorithm daddy slap, and pricing yourself where you want to be (39:23 - 40:43) Zero expectations as a life philosophy and why people don't quit jobs, they quit bosses (40:43 - 42:27) Learning to walk three times, leg braces, and why cutting through grass almost brought Rob to tears (42:27 - 44:40) What Rob tells job seekers who have been at it for two years: you are ten nos away from your dream job (44:40 - 47:09) The cybersecurity salary reality check and why 3,500 to 4,500 people graduate with cyber degrees every single month (47:09 - 48:50) Rob's thank you to the people who know who they are, his battle buddies, and why vulnerability is a strength (48:50 - 51:28) Fail with style, the Walt Disney Haunted Mansion story, and why Rob never took no for an answer at Disney (51:28 - 56:39)   Timestamp Highlights: (00:31) Give me the team nobody wants (02:10) Homelessness at 18 and the kindness that stayed with him (07:00) Servant leadership and the power of a partial idea (09:33) The real reason there are so many open cybersecurity jobs that never get filled (11:37) Stop applying. Start connecting. (13:22) How passion got Rob hired at Disney over NSA agents (17:51) Getting diagnosed with autism at 40 (21:31) Getting laid off from Disney and accidentally building a brand (27:40) The 3am message that changed everything (34:03) D&D, immersion therapy, and why bad public speakers are more memorable (42:27) Learning to walk three times and why Rob doesn't take anything for granted (51:28) Walt Disney, the Haunted Mansion, and failing with style   Resources & Links: BowtieSecurityGuy — Rob's brand across all platforms ThreatLocker — Presenter of No Password Required Breakout Room Cyber Florida — The Mother Ship  

Industrial Talk is talking to Kabrina Ashley, Consultant at Onramp Consulting about "The High Performer's Paradox and Dilbert Effect ". Overview The conversation highlights the importance of the Barcelona Cybersecurity Congress from November 3-5, 2023, and the need for cybersecurity professionals to attend. The discussion then shifts to the Industrial Talk Podcast, celebrating industry professionals and addressing the "high performers paradox" and the "Dilbert effect." Kabrina Ashley from On Ramp Consulting discusses her background in leadership and training, emphasizing the need for soft skills and the challenges of retaining high performers. She advocates for better leadership practices, work-life balance, and continuous training to improve organizational performance and employee retention. Outline Barcelona Cybersecurity Congress Announcement Scott emphasizes the importance of attending the Barcelona Cybersecurity Congress from November 3 to 5.The event is organized by Farah and promises networking with top cybersecurity professionals.Scott mentions their own participation and encourages listeners to mark their calendars.The event is highlighted as a must-attend for anyone serious about cybersecurity. Introduction to Industrial Talk Podcast Scott welcomes listeners, celebrating industry professionals for their boldness and innovation.The podcast aims to highlight the contributions of industry professionals and their daily problem-solving efforts.Scott introduces the guest, Kabrina Ashley, and mentions the importance of filling out a form to help tell the story. Discussion on High Performers Paradox and Dilbert Effect Scott introduces the topic of high performers paradox and Dilbert effect, expressing interest in the conversation.The conversation focuses on how organizations mishandle their most capable people.Scott emphasizes the importance of not mishandling capable people and offers solutions on Industrial Talk.The segment includes a reminder about the Barcelona Cybersecurity Congress and the need for cybersecurity awareness. Kabrina Ashley's Background and Consulting Journey Scott and Kabrina Ashley discuss her background, including her time at Disney and her transition to consulting.Kabrina shares her experience creating a curriculum for guests with disabilities at Disney.She explains her transition to writing curriculum for various businesses and her focus on leadership studies.The conversation touches on the importance of soft skills and the challenges of teaching them. The Importance of Soft Skills and AI Integration Kabrina explains the historical context of hard and soft skills, emphasizing the need for soft skills.She discusses the impact of AI on communication and the importance of maintaining human interaction.The conversation highlights the challenges of integrating AI without losing the human touch.Kabrina shares her approach to teaching AI skills while maintaining soft skills training. Challenges of High Performers and Organizational Culture Kabrina discusses the challenges of high performers being overburdened and the impact on organizational culture.She explains the concept of the S curve and the importance of promoting high performers.The conversation touches on the impact of high performers leaving and the loss of tribal knowledge.Kabrina emphasizes the need for companies to create better work-life balance and training opportunities. Strategies for Retaining High Performers Kabrina outlines strategies for retaining high performers, including better training and work-life balance.She discusses the importance of recognizing and promoting high performers.The conversation highlights the financial impact of losing high performers and the need for better retention strategies.Kabrina shares her approach to conducting audits and secret shopper-style evaluations to identify issues. The Role of Leadership in High Performers Retention Kabrina emphasizes the role of leadership in retaining high performers and creating a positive work environment.She discusses the importance of leaders being sensitive to the needs and cues of their team members.The conversation highlights the challenges of leadership transitions and the need for training and support.Kabrina shares her experience with the Aligned Leadership Lab and the importance of personal branding. Conclusion and Call to Action Scott wraps up the conversation, emphasizing the importance of retaining high performers and the role of Industrial Talk.The segment includes reminders about the Barcelona Cybersecurity Congress and the importance of cybersecurity.Scott encourages listeners to connect with Kabrina and take advantage of her resources.The conversation ends with a call to action for listeners to improve their organizational culture and retain high performers. If interested in being on the Industrial Talk show, simply contact us and let's have a quick conversation. Finally, get your exclusive free access to the Industrial Academy and a series on “Why You Need To Podcast” for Greater Success in 2026. All links designed for keeping you current in this rapidly changing Industrial Market. Learn! Grow! Enjoy! KABRINA ASHLEYS' CONTACT INFORMATION: Personal LinkedIn: https://www.linkedin.com/in/kabrina-ashley/ Company LinkedIn: https://www.linkedin.com/company/kabrina-ashley Company Website: https://kabrinaashley.com/ PODCAST VIDEO: https://youtu.be/mzch0LWLmY0 THE STRATEGIC REASON "WHY YOU NEED TO PODCAST": OTHER GREAT INDUSTRIAL RESOURCES: NEOM: https://www.neom.com/en-us Hexagon: https://hexagon.com/ Arduino: https://www.arduino.cc/ Fictiv: https://www.fictiv.com/ Hitachi Vantara: https://www.hitachivantara.com/en-us/home.html Industrial Marketing Solutions:  https://industrialtalk.com/industrial-marketing/ Industrial Academy: https://industrialtalk.com/industrial-academy/ Industrial Dojo: https://industrialtalk.com/industrial_dojo/ We the 15: https://www.wethe15.org/ YOUR INDUSTRIAL DIGITAL TOOLBOX: LifterLMS: Get One Month Free for $1 – https://lifterlms.com/ Active Campaign: Active Campaign Link Social Jukebox: https://www.socialjukebox.com/ Industrial Academy (One Month Free Access And One Free License For Future Industrial Leader): Business Beatitude the Book Do you desire a more joy-filled, deeply-enduring sense of accomplishment and success? 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On pense souvent que l'autonomie appartient aux petites structures. Et si la plus vaste transformation du management se jouait aujourd'hui avec 60 000 facteurs sur le terrain.Dans cet épisode, Delphine Zanelli reçoit Nathalie Anton, Directrice de la transformation et du système d'excellence au sein du Groupe La Poste.Donner les clés de l'organisation à ceux qui distribuent le courrier bouscule les certitudes historiques. Le contrôle rassure traditionnellement l'entreprise. Le lâcher prise inquiète les échelons hiérarchiques. Les managers craignent de perdre leur rôle essentiel face à cette transformation du management. Nathalie Anton observe cette tension humaine sur le terrain. Elle explique comment aider un chef de proximité à comprendre que sa place ne disparaît aucunement. Sa position se déplace. Il arrête de résoudre tous les problèmes à la place des autres. Il devient un véritable libérateur d'énergie au sein de son équipe.L'échange s'ancre profondément dans les routines partagées chaque matin par les facteurs. On comprend exactement comment l'équipe bâtit sa propre organisation pour s'adapter à une rue barrée, un chien menaçant ou un imprévu logistique. L'institution comprend que l'organisation fonctionne beaucoup mieux quand ceux qui arpentent les rues décident des itinéraires.Cette dynamique collective engendre des résultats économiques tangibles et une adhésion très forte. L'absentéisme et les accidents du travail baissent de 30 %. L'engagement des collaborateurs progresse de façon notable chaque année. Les initiatives commerciales des facteurs doublent au contact direct des usagers.Nathalie Anton pilote cette transformation du management depuis près de 10 ans. Elle s'inspire directement du vécu des facteurs et des responsables locaux. Elle refuse catégoriquement les modèles théoriques conçus loin de la réalité des opérations. Elle accompagne la révolution culturelle d'une institution historique complexe.Cette pratique managériale inédite génère une performance extrêmement solide. Le leadership se redéfinit pour valoriser ceux qui agissent. Le futur du travail s'invente ici avec un immense pragmatisme. Les facteurs retrouvent du plaisir au travail grâce à cette confiance sincère qui leur est accordée.Cet épisode donne des éléments concrets pour définir une journée réussie en équipe, animer des espaces de discussion réguliers sur le travail et encourager la solidarité face aux difficultés.CHAPITRAGE :(00:00) Une rencontre née grâce aux auditeurs (05:18) Gérer 100 000 collaborateurs face au changement (11:54) Pourquoi l'autonomie exige la présence des managers (19:19) Définir collectivement une journée réussie (27:30) L'impact direct sur l'absentéisme des facteurs (31:46) Changer de posture pour libérer l'énergie (51:08) Préserver le discernement humain face à l'IA

Skilled trades employers are fighting a two-front battle right now: a widening talent gap and a growing shortage of “people skills”. Deloitte projects U.S. manufacturing alone could need roughly 3.8 million new workers between 2024 and 2033—and warns that about 1.9 million of those jobs could go unfilled if the skills and applicant gap persists. At the same time, LinkedIn's 2026 Skills on the Rise report notes that communication and other people skills are among the fastest-growing capabilities employers are seeking today.So what happens when the technical work is largely standardized, but the human side of the job is far less predictable? And how do leaders build teams that can both fix the problem and earn trust while doing it?That's the core question explored in this episode of Straight Outta Crumpton, hosted by Greg Crumpton, featuring Josh Zolin, CEO of Windy City Equipment. The episode covers Zolin's unusual path from Hollywood stunt work to running a service business, why soft skills are now a competitive advantage in the trades, and how “career-path clarity” (a real roadmap, not vague promises) can change hiring and retention outcomes.The main topics of discussion…From stuntman to CEO: Zolin explains how “performance under pressure” and precision—where an inch can mean life or death—translated directly into leading a real-world service operation and developing credibility with technicians.Soft skills aren't “extra”—they're the job: The pair unpack why customer interaction, communication, and leadership behaviors often matter as much (or more) than wrench-turning, especially as teams get younger and customers expect better experiences.The roadmap advantage: Zolin shares how showing recruits a visual, leveled career path—skills, expectations, shadowing, progression, and pay bands—became a magnet for talent because it answers the question: “Where am I headed, and how do I win here?”Josh Zolin is the CEO of Windy City Equipment, a multi-state commercial foodservice repair company and three-time Inc. 5000 honoree, where he rose from field technician to executive leadership after years working directly alongside service teams. He is also the founder of Blue Is The New White Academy, an online training platform focused on developing leadership, communication, and business skills within the skilled trades workforce. In addition, Zolin hosts the podcast Everything They Don't Tell You, where he speaks with entrepreneurs and industry leaders about business growth, leadership, and the realities of building sustainable companies.

Hi, I'm Tyson Franklin, and in this episode of the Podiatry Legends Podcast, I welcome back Dr Ben Pearl from Arlington Foot & Ankle for his fourth appearance on the show. As always, our conversation takes a few unexpected turns, from patient psychology, healthcare challenges, what podiatrists can learn from businesses outside our profession, and a few movie references.Ben shares some real-world experiences from working in the United States healthcare system, including the challenges of helping uninsured patients and the emotional toll that can come from going above and beyond for someone who may not appreciate your efforts. We discuss the importance of recognising fear in patients and their families, setting boundaries, and learning how to read the room during difficult consultations.We also explore the concept of "shape-shifting" in practice, being flexible enough to adapt your communication, treatment recommendations, and approach to suit each patient. Along the way, we dive into lessons from the Good Feet Store, why scripts matter, how patient experience influences outcomes, and why reputation remains one of the most powerful marketing tools a podiatrist can build.If you LOVE the podcast, please SHARE it with friends and consider subscribing and leaving a RATING & REVIEW.Podiatry Legends WebsiteFor additional show notes and other links, make sure you check out the Podiatry Legends Podcast website. And if you have any guest suggestions or ideas for the podcast, please send an email to tyson@podiatrylegends.comDO YOU WANT TO MAKE MORE MONEY ($)?If you want to make more money from your podiatry business and have more time off with your family, please visit my website at tysonfranklin.com to learn how I can help you make this a reality. Otherwise, feel free to email me any questions you may have at  tf@tysonfranklin.com.Podiatry Business Owners ClubIf you're on Facebook and enjoy business, you may find the Podiatry Owners Business Club a useful group to join.YouTubeIf you'd like to watch the videos of each podcast, or additional business videos I produce, visit my channel, Tyson E Franklin. 

Join Elevated GP by visiting THEELEVATEDGP.COM   In Part 2 of his conversation with Dr. Melissa Seibert, periodontist Dr. David Wong unpacks why patients actually decline treatment — and it's rarely the money or the dentistry. It's the connection you failed to build. He walks through the soft-skill work that's defined his career: reading where a patient sits on the decision-making scale, designing a separate consultation room so he can sit beside patients instead of across from them, and disarming fight-or-flight by finding common ground fast. He also shares one of the most underrated networking moves in dentistry — joining your local Chamber of Commerce — and how it helped him launch a practice from scratch. The second half pivots to the clinical: ridge preservation as a high-ROI skill for general dentists, how to think about bone graft material selection without getting overwhelmed by terminology, membrane selection for beginners through advanced users, and the specific brands David reaches for day to day. About the Guest Dr. David Wong is a board-certified periodontist and Fellow of the International Congress of Oral Implantologists — the only periodontist in Oklahoma to hold that distinction. He completed his periodontal training at the University of Missouri-Kansas City as chief resident, earned advanced implant and oral plastic surgery credentials from Temple University and the Misch International Implant Institute, and has published in the field of oral plastic surgery. Beyond his clinical work, he has spent his career studying the art of case presentation and patient communication. Chapter Markers Time Section 00:00 Pre-roll: Elevated GP 00:49 Welcome and episode preview 02:14 Why patients decline treatment — the connection problem 04:24 The mistake of trying to build trust in one appointment 05:06 Recommended books and resources on soft skills 06:44 Why David joins mastermind groups outside dentistry 08:35 The Chamber of Commerce — an untapped networking resource 10:41 How the Chamber helped David launch his practice from scratch 11:20 Ridge preservation as a high-ROI skill for GPs 12:30 Honest take on dental photography ROI 13:27 Bone graft material selection — keeping it simple 14:38 Allografts vs. xenografts and the global supply reality 15:18 Membrane selection: beginner, intermediate, advanced 16:19 The handling reality of amnion-chorion membranes 17:19 When primary closure matters 17:53 Non-resorbable / PTFE membranes — when they help, when they hurt 19:04 Subscribe CTA 19:20 The specific brands David uses day to day 20:35 The one thing David has invested most in: case presentation 21:09 Inside David's consultation room setup 23:04 Three resources for learning case presentation Key Takeaways On why treatment plans get declined. When patients say "I'll go home and think about it," dentists default to "they don't value the dentistry" or "they can't afford it." David's argument: the most common reason is that you didn't build trust or form a connection. People will spend $20,000 on a European vacation but not on asymptomatic dental work — that's a comparison about trust and felt need, not budget. Connection is a long game, not a five-minute pitch. New dentists try to close trust in a single appointment. David's reframe: you'll see this patient over years. Foster the relationship as long as it takes, and they will do the treatment — maybe not all at once, but eventually. The "I'm the doctor, you're the patient" model breaks in fee-for-service. Patients in a fee-for-service practice are decision-makers, not compliant subjects. You have to meet them as one. Design the room around the conversation. For any case over roughly $1,500, David moves the patient to a dedicated consultation room and sits side-by-side at a table — not across the operatory chair. He pays attention to where he's seated relative to the patient and the door. He has even recorded his own case presentations on camera and had them coached. The Chamber of Commerce is one of the most underused networking moves in dentistry. Every city has one. Dues are minimal or free. You get a room full of local entrepreneurs — publishers, contractors, surgeons, service providers — solving the same problems you are, just in different industries. When David launched his practice from scratch, the Chamber funded part of his open house, ran his ribbon-cutting, and brought a crowd. Get your CE ROI right. Start with skills that pay dividends immediately — molar endo, ridge preservation/socket grafting. They have low downside (a missed socket graft is no worse than not grafting at all), short learning curves, and you'll actually use them weekly. "Sexy" CE without immediate clinical application sits unused. Keep ridge preservation simple. Don't get lost in the 70/30 vs. 50/50 mineralized/demineralized debate. David teaches just two categories: mineralized cortical bone, or mineralized cortical-cancellous bone. That's it. For membranes, beginners should default to a long-lasting resorbable collagen membrane. The fancier options (cross-linked, titanium-reinforced, amnion-chorion, PTFE) are handling-skill problems before they're outcome problems. Case presentation isn't about "salesy words." It's about reading non-verbal cues, responding appropriately, and conducting the conversation — not delivering the right script. Notable Quotes "It's not necessarily just because they don't want it. It's not necessarily just because of financial constraints. It's because we didn't build the trust. We didn't form that connection." "You're going to see this patient more than one time. Hopefully ten years from now they're still your patient — so you have to foster that relationship as long as it takes." "We'll spend $20,000 on a European vacation. We won't spend $20,000 on dentistry when we're asymptomatic and have no known issues." "You spend all that money [on a photography setup] and you still use your intraoral camera to sell single-tooth dentistry. Good job." "Two, three years later, I am the guy where they're just like, 'Dr. Wong, just take my money and do it.'" "A lot of times dentists think that case presentation is using the right words — salesy words. That's not it at all." Resources Mentioned Books on influence, communication, and mindset Influence — Robert Cialdini Pre-Suasion — Robert Cialdini (the "second one" referenced in the conversation) Vanessa Van Edwards' work (and her courses on the Masterclass app) How to Win Friends and Influence People — Dale Carnegie How We Decide — Jonah Lehrer Books by Jonah Berger The E-Myth Revisited — Michael Gerber As a Man Thinketh — James Allen (~50 pages, mindset) Organizations and programs Your local Chamber of Commerce Local Toastmasters (for speaking) Spear Study Club masters program The Elevated GP (Dr. Seibert's virtual study club) Paul Homoly's case presentation program Clinical products David uses day to day Membrane: Mem-Lok resorbable collagen (BioHorizons) — current default Membrane (when available): OsseoGuard / Ossix Plus (Dentsply Sirona) — currently on hold Bone graft: MinerOss mineralized cortical or cortical-cancellous (BioHorizons) Bone graft (alternate supplier): Symbios mineralized cortical (Dentsply Sirona)

This video is for medical students who want the behind-the-scenes playbook that no one hands you on day one. Not study tips, not exam strategies. The real stuff: how medicine actually works as a social and professional environment, what differentiates students who get opportunities from those who do not, and how to build the reputation and relationships that will follow you into residency.Whether you are just starting out or already in your clinical years, these are the frameworks and mindset shifts that will change how you show up and how much you actually get out of the experience.0:00 Med School Is High School0:38 The Comparison Trap1:42 How to Carry Yourself2:07 Medicine Is Corporate Culture3:02 Residency Applications Start Now4:27 Soft Skills and Resourcefulness6:36 Think One Level Ahead8:34 Get Something From Every Rotation10:47 Protecting Your Time and Enjoying the RideFollow Along:

Originally uploaded May 21, reloaded May 26. Chris Holman welcomes back Kim Bode, Dog rescuer, community advocate, and proud Michigan business owner, 8THIRTY FOUR Integrated Communications, Grand Rapids, MI. Welcome back, Kim. You've been a regular guest on Michigan Business Beat, but can you reacquaint yourself with the Michigan business audience, your background, your business story, and some of your business passions? So, you are set to host a miniseries, 'Uncomfortable Conversations'. What will the show be about? Finally, why is this a topic that businesses need to know and understand? » Visit MBN website: www.michiganbusinessnetwork.com/ » Watch MBN's YouTube: www.youtube.com/@MichiganbusinessnetworkMBN » Like MBN: www.facebook.com/mibiznetwork » Follow MBN: twitter.com/MIBizNetwork/ » MBN Instagram: www.instagram.com/mibiznetwork/ Episode 1: Welcome to the Conversation Short Description: Chris welcomes Kim to the Michigan Business Network and introduces the new series with Kim. By the end of the episode, you know exactly what this series is, why it exists, and why the next six months of conversation are worth your time. Takeaways: ● Who Kim Bode is, what 8THIRTYFOUR is, and why she pivoted into schooling after nearly two decades in communications ● What she's hearing from Michigan business owners right now, and why it keeps coming up ● A clear preview of what the series will cover and how each episode builds on the last. Format ● Six 6.5-minute segments of content to total 40 minutes for the full episode ● We will record the first two 6.5-minute segments on 5/14 ● The other four 6.5-minute segments Kim records on her own time (Maddie will put time on her calendar for this) Segment 1 (Records 5/14) ● Chris welcomes Kim Bode to the Michigan Business Network and conducts a full background review ● Kim establishes her credentials and expertise: ○ CEO of 8THIRTYFOUR ○ Founder of Skills Survival School ○ Nearly 20 years of building businesses and hiring people ● Kim explains what the series — Uncomfortable Conversations: The Hard Cost of Soft Skills — will cover across 7 episodes, June through December 2026 ● Kim makes the case for why this topic matters to Michigan business owners: ○ Replacing an employee costs 50–200% of their annual salary ○ Companies investing in skills development retain 58% more employees ○ The math isn't complicated — the conversation just hasn't happened yet

This presentation was recorded at YOW! 2025.https://yowcon.comMatt Brunt - Dungeon Master & Team TinkererRESOURCEShttps://bsky.app/profile/brunty.mehttps://mastodon.social/@bruntyhttps://github.com/Bruntyhttps://www.linkedin.com/in/mattbrunthttps://brunty.meABSTRACTYou enter the dungeon, as the echoes of your footsteps sound around you, something catches your eye - is that… oh, oh no.You grab your trusty sword and with your fellow adventurers, you seek to overcome the mighty challenge that lays ahead of you: building software.This talk is a look at some of the parallels between Dungeons and Dragons, and software development.We'll see how lessons learned through delving into dungeons and fighting monsters with a party of adventurers can help teams of developers when building software in the real world.Are you ready to join me in a mighty quest for better software? [...]Download slides and read the full abstract here:https://yowcon.com/brisbane-2025/sessions/3641RECOMMENDED BOOKSHeidi Helfand • Dynamic Reteaming • https://amzn.to/3Fvu5BAHeidi Helfand • How to Change Your Teams • https://leanpub.com/DRTGuideCarl Larson & Frank M J LaFasto • Teamwork • https://amzn.to/4cFWseQGene Kim & Steve Spear • Wiring the Winning Organization • https://amzn.to/3QJcfBpBlueskyInstagramLinkedInFacebookCHANNEL MEMBERSHIP BONUSJoin this channel to get early access to videos & other perks:https://www.youtube.com/channel/UCs_tLP3AiwYKwdUHpltJPuA/joinLooking for a unique learning experience?Attend the next GOTO conference near you! Get your ticket: gotopia.techSUBSCRIBE TO OUR YOUTUBE CHANNEL - new videos posted daily!

In this episode of the Creator Method Podcast, Gary Lipovetsky sits down with Alison Cheperdak, etiquette expert, author, former lawyer, news anchor, White House staffer, founder of Elevate Etiquette, and Creator Method member, to unpack why modern etiquette is becoming one of the most important skills for creators and personal brands. Alison explains how creators may be quietly losing trust, opportunities, brand deals, and long-term credibility through small communication mistakes, from rude DMs and poor follow-ups to oversharing online and confusing “authenticity” with bad manners. She also breaks down why etiquette is making a comeback in 2026, how to show up more professionally online and offline, and why soft skills can be the difference between having an audience and building a real community. This conversation is a practical guide for creators who want to build a personal brand that lasts, communicate with more confidence, and become someone brands, audiences, and business partners genuinely trust. Apply for Creator Method: https://creatormethod.com/ Follow Creator Method on Instagram: https://www.instagram.com/creatormethod/ Listen on Spotify: https://open.spotify.com/show/creator-method-podcast Follow Gary on Instagram: https://www.instagram.com/garylipovetsky?igsh=MWVoMXUycmhtMDZ5eg== Follow Alison on Instagram: https://www.instagram.com/elevateetiquette?igsh=NGMxMjMxcXd5eG13 Timestamps: 00:00 Intro 02:00 Why etiquette matters for creators 03:00 Has authenticity become an excuse for bad manners? 06:00 Why etiquette is making a comeback in 2026 10:00 The importance of first impressions 13:00 How to optimize how people perceive you 18:00 The etiquette habit that signals someone will win 23:00 The DM mistakes costing creators brand deals 26:00 Is ghosting rude? 30:00 Oversharing on social media 31:00 Audience vs. community 33:00 What makes creators look insecure to brands 34:00 Why thank you notes still matter 37:00 How to apologize when you offend someone 39:00 Confidence vs. arrogance 40:00 Speaking pace and communication style 44:00 Rapid-fire etiquette questions 48:00 The truth about tipping culture 50:00 Which generation has the worst manners? 53:00 The most underrated etiquette advice Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, Shelley Howard interviews Rob Heller, founder of The Boost Program and author of The Missing Course. Together, they explore why human skills are becoming one of the most important predictors of future success. Rob shares the 26 skills he teaches students, including communication, confidence, empathy, resilience, character, and mindset. He explains how smartphones, social media, and AI are changing the way students interact and why parents and schools must intentionally help teens develop the people skills that technology cannot replace. Topics discussed include: • The 26 human skills every teen needs to thrive • Why soft skills matter more than ever in an AI-driven world • How technology is affecting communication and relationships • The connection between character, confidence, and career success • What parents can do to help teens become future-ready • Why schools should prioritize life skills alongside academics Guest: Rob Heller, Founder of The Boost Program and author of The Missing Course

Why the most effective communicators help people see not just what's changing, but why it matters to them.For Sinéad Bovell, effective communication isn't just about explaining what's coming next—it's about giving people the confidence and agency to engage with it.Bovell is a futurist, founder of the tech education company WAYE, and an expert advisor to the United Nations AI Advisory Body. Known for making complex topics accessible to broad audiences, she has spent years helping leaders, organizations, and young people understand the implications of artificial intelligence and other transformative technologies. Her approach starts with a simple principle: meet people where they are and connect big ideas to what matters in their lives. “If you scare people too much, if you disempower them, [and] they do unsubscribe from the very activities you need them to lean into.”In this episode of Think Fast, Talk Smart, Bovell joins host Matt Abrahams to discuss how to communicate complexity without overwhelming people and why skills like adaptability and judgment are becoming more valuable in the age of AI. From making emerging technologies more accessible to building trust through relevance and empathy, they discuss what it takes to help audiences engage with change rather than fear it.To listen to the extended Deep Thinks version of this episode, please visit FasterSmarter.io/premium.Episode Reference Links:Sinéad BovellConnect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedIn Chapters:(00:00) - Introduction (01:00) - Explaining Complex Ideas (03:48) - The Future of Soft Skills (06:52) - Talking About AI Without Fear (10:33) - Storytelling for Young Audiences (12:46) - Reaching Young Audiences (15:01) - Career Pivots & Reinvention (16:53) - Becoming a Better Communicator (18:59) - The Final Three Questions (25:09) - Conclusion

In this episode of Behind the Prop, hosts Bobby Doss and Wally Mulhearn dive deep into the essential soft skills that set exceptional flight instructors apart from the rest. They explore why teaching ability often outweighs raw flying proficiency when it comes to developing great CFIs, emphasizing the need to hire teachers rather than just pilots. The discussion highlights how emotional intelligence plays a critical role in the cockpit, helping instructors connect with students of all ages and backgrounds while adapting to individual learning styles. Bobby and Wally share insights on managing student progress, fostering accountability, and maintaining clear communication under pressure. They stress the value of effective debriefs and how these moments build trust and accelerate learning. Real stories from their experiences illustrate the shift from demonstrating skills to creating environments where students can learn through guided practice and even mistakes. The conversation also covers professionalism and leadership, reminding instructors that they serve as role models who shape the next generation of pilots. Listeners will walk away with practical strategies to improve their teaching approach, from using lesson plans and objectives to balancing knowledge with empathy. Whether you're a new CFI or a seasoned instructor, this episode offers valuable takeaways for elevating flight training.

If you're a woman who knows you're capable of more, and you're ready to intentionally refine how you show up in the world, applications for Become the Package Consulting are now open. The link is below ↓   https://www.becomingthepackage.com/consulting

Send us Fan MailWhat happens when AI starts doing the work humans used to spend hours on every week?According to longtime tech innovator Scott Abbott, the answer isn't that humans become less important. It's the opposite.In this episode of Imperfect Marketing, Kendra Corman sits down with Scott Abbott to explore the intersection of AI, leadership, communication, and human connection. After nearly four decades in technology, Scott has witnessed the rise of the internet, mobile technology, social platforms, and now AI. His perspective brings both excitement and realism to the conversation around where business and leadership are headed next.Together, they unpack why soft skills are becoming more valuable in an AI-driven world, why companies may be failing younger employees instead of developing them, and how systems and automation can actually create more freedom, creativity, and connection.You'll hear practical insights on:• Why communication and professionalism still matter more than ever• The growing importance of human-centered leadership• How AI can free up time for deeper thinking and better collaboration• Why companies should reinvest AI efficiencies back into employee development• The difference between work-life balance and work-life harmony• How personal branding impacts leadership and career growth• Why systemization can help businesses scale without burnoutScott also shares lessons from more than 10,000 coaching sessions with leaders and business owners, revealing the common struggles people face with communication, confidence, burnout, accountability, and growth.If you've been curious about how AI and humanity can work together instead of against each other, this episode offers a grounded and refreshing perspective.About Scott Abbott:Scott Abbott is a technology leader, systems strategist, coach, and founder of Boss Up Coaching Solution Academy. With nearly 40 years in tech, Scott has worked at the forefront of major technological shifts including the internet, social media, mobile innovation, and AI. Today, he helps leaders and organizations combine systems, leadership, AI, and human-centered growth to build stronger businesses and better teams.Connect with Scott Abbott:Website: https://scottabbottabc.com/LinkedIn: https://www.linkedin.com/in/scottabbottabc/#AILeadership #ArtificialIntelligence #LeadershipDevelopment #FutureOfWork #BusinessGrowth #LeadershipSkills #SoftSkills #PersonalBranding #WorkplaceCulture #Entrepreneurship Looking to leverage AI? Want better results? Want to think about what you want to leverage?Check and see how I am using it for FREE on YouTube. From "Holy cow, it can do that?" to "Wait, how does this work again?" – I've got all your AI curiosities covered. It's the perfect after-podcast snack for your tech-hungry brain. Watch here

76% des dirigeants interrogés par le CJD se déclarent inquiets de la situation politique. Pourtant certains tiennent, avancent, transforment. Ce que le leadership exige vraiment dans un monde où les tempêtes ne s'arrêtent plus.Dans cet épisode, Delphine Zanelli reçoit Mathieu Hetzer, président national du Centre des Jeunes Dirigeants (CJD), et Quitterie Idiart, vice-présidente du CJD, tous deux également dirigeants de leur propre entreprise.Les dirigeants se réveillent à 3h ou 4h du matin. Le "petit vélo" recommence. Le stress est permanent, l'injonction contradictoire aussi : gérer la trésorerie aujourd'hui, transformer le modèle demain, embarquer les équipes maintenant, penser au territoire dans dix ans. Le baromètre du CJD de mars 2026, 560 répondants, le chiffre précisément : ressenti global à 5,9 sur 10, 60% sans visibilité sur leur marché, 76% inquiets de la situation politique. Mathieu Hetzer formule la question que cette réalité pose : "Pouvons-nous encore diriger en quête de performance permanente dans ce monde instable ?"La réponse de Quitterie Idiart passe par un concept précis. La robustesse. Garder des marges de manœuvre pour faire face aux chocs qui vont arriver, plutôt qu'optimiser dans un monde qui n'existe plus. Concrètement : passer de la spécialisation à la polyvalence, travailler simultanément sur les trois horizons (activité présente, nouvelles pistes, activité de demain), construire des équipes capables d'absorber plutôt que de seulement exécuter. Cette transformation du management est au cœur de la commission nationale "Sur le chemin de la robustesse" lancée par le CJD. Les pratiques managériales portées par le mouvement s'inscrivent dans une vision du futur du travail où la polyvalence et la responsabilité distribuée remplacent l'optimisation à court terme.L'échange aborde aussi la gouvernance partagée comme levier concret de leadership et d'engagement des collaborateurs. Mathieu Hetzer l'a mise en place dans sa propre entreprise : stratégie co-construite via des ateliers d'intelligence collective, décision finale qui reste celle du dirigeant, mais charge mentale distribuée. Un collaborateur qui co-décide ne peut plus se désolidariser de la direction prise. Son engagement est directement en jeu. Le CJD fonctionne sur un principe de confiance et de bienveillance sans complaisance, un cadre qui permet aux dirigeants de parler vrai entre pairs. Le rôle politique du dirigeant, au sens de contribution active à la cité, est également exploré dans l'échange.Mathieu Hetzer et Quitterie Idiart parlent à la fois depuis le terrain de leurs propres entreprises et depuis un mouvement de 6 000 dirigeants fondé en 1938. Le CJD a produit un baromètre chiffré en mars 2026. Ce sont des données directement issues du terrain. Le leadership qu'ils décrivent n'est pas une posture. C'est une pratique quotidienne, construite dans la durée.Cet épisode donne des éléments concrets pour identifier les premiers pas vers un modèle d'entreprise plus robuste, expérimenter la gouvernance partagée sans renoncer à sa responsabilité de dirigeant, et comprendre pourquoi le sens, le lien et la joie deviennent des leviers opérationnels pour faire tenir les équipes dans la durée.CHAPITRAGE :(00:00) Introduction : diriger dans un monde qui a changé de nature(04:25) Ce qui empêche vraiment de dormir : le moralomètre CJD 2026(09:14) L'injonction contradictoire : gérer le court terme et transformer le long terme(17:00) Le rôle politique du dirigeant dans la cité(24:00) Du je au nous : se transformer pour mieux prendre soin de ses équipes(29:39) De la performance à la robustesse : un nouveau cadre pour piloter(38:22) Gouvernance partagée et intelligence collective en pratique(49:19) Renaissance, valanche et joie : vers un souffle collectif

Every corrections leader eventually faces the moment when the order coming down the chain doesn't sit right — when policy, pressure, or politics puts your people at risk. Leading up isn't insubordination. It's one of the highest forms of leadership. In this episode, we're talking about how to manage your boss, influence decisions above your pay grade, and still protect the men and women counting on you to have their backs.We also dig into what actually builds influence in a prison or jail setting: checking your ego, choosing results over credit, and making yourself valuable through skills and outside training. If you want a seat at the table, you earn it by becoming the person leadership trusts for expertise.Send us Fan Mail North Idaho ExperienceIdaho life, real talk. Community, outdoors, and the freedom to live your way.Listen on: Apple Podcasts SpotifyPepperBallFrom crowd control to cell extractions, the PepperBall system is the safe, non-lethal option.Command PresenceBringing prisons and jails the training they deserve!Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showNEW RELEASE — The Weight of Justice: Leadership Lessons from Inside America's Toughest Prisons: A Correctional Officer's JourneyBuy on Amazon or Kindle: https://amzn.to/3PLr5tRAvailable worldwide through Books2Read: https://books2read.com/WeightofJusticePOWER SKILLS: Emotional Intelligence and Soft Skills for Correctional Officers, First Responders, and BeyondAvailable on Amazon: https://amzn.to/4mBeog5See Michael's books and author updates at: www.CantrellWrites.com

93 % des entreprises ont commencé à déployer l'IA. 30 % savent vraiment ce qu'elles en font.Dans cet épisode de L'Entreprise de demain, Delphine Zanelli reçoit Brice Gaillard, directeur général d'Apolearn, plateforme de digital learning partenaire de cette saison, pour une conversation au cœur du futur du travail. Brice accompagne des équipes RH et formation depuis dix ans. Il a intégré l'IA dans sa plateforme il y a trois ans pour résoudre de vrais problèmes opérationnels. Ce terrain lui donne un point de vue que les discours généraux sur l'IA n'ont pas.Ce qu'il observe chez ses clients : le problème du déploiement de l'IA n'est jamais là où on croit. L'IA ne tolère pas le flou. Ce qu'on n'a pas formulé, elle ne peut pas l'inventer. Déployer l'IA exige de mettre à plat ses processus, son expertise, ses façons de faire. Tout ce qui était implicite dans l'organisation doit devenir explicite. Et c'est là que ça coince.La première question à poser n'est donc pas "comment utiliser l'IA" mais "pour quoi faire". Quelle stratégie business, et comment l'IA vient en être au service. 74 % des dirigeants espéraient une hausse de chiffre d'affaires. 20 % y sont parvenus. L'écart tient souvent à l'absence de réponse à cette question.Quand cette question n'est pas posée, les équipes trouvent leurs propres réponses. 55 % des salariés utilisent l'IA sans le dire à leur employeur. 1 prompt sur 12 contient des données sensibles, des coordonnées de clients, des données d'employés, des secrets industriels. Ce shadow IA n'est pas un problème de mauvaise volonté. C'est la conséquence d'un déploiement construit sans les équipes. (Source : Capgemini Research Institute, 2025)Et si l'IA prend en charge une part croissante des tâches techniques, que reste-t-il de spécifiquement humain ? C'est là que le futur du travail prend une tournure inattendue. Dans la Silicon Valley en ce moment, les formations qui progressent le plus vite sont les soft skills. Apprendre à apprendre, maîtriser la langue, développer l'esprit critique. Brice y voit une transformation du management en profondeur : ce qui était secondaire devient central.Pour développer ces compétences, les approches traditionnelles montrent leurs limites. Le catalogue annuel, conçu une fois par an, déconnecté des usages réels du terrain. Brice défend une logique de formation continue, portée par les experts métiers eux-mêmes, plus proche de la réalité opérationnelle. Une approche que l'IA rend possible à l'échelle, en particulier pour le tutorat, impossible à déployer massivement sans ressources supplémentaires.Ce qui amène la question que presque personne ne pose encore. Les tâches qu'on automatise aujourd'hui, rédiger des briefs, synthétiser, analyser, ce sont exactement les tâches qui permettaient aux juniors d'apprendre en faisant. Les juniors d'aujourd'hui sont les seniors de demain. L'engagement des collaborateurs, leur développement, le futur du travail de toute l'organisation en dépendent. Brice défend un principe simple : ce n'est pas parce qu'on peut automatiser qu'il faut le faire.Un échange concret pour tout DRH, manager ou responsable formation qui veut comprendre ce que l'IA révèle vraiment de son organisation et construire son leadership sur ce sujet avec des repères solides.(01:09) L'IA agentique : ce que c'est vraiment (03:06) La pire façon de déployer l'IA (10:48) Où en sont vraiment les entreprises (16:52) Les compétences qui vont compter demain (26:03) Repenser la formation : du catalogue au terrain (33:39) Les juniors face à l'IA (39:09) 5 clés pour intégrer l'IA avec succès

In this episode of Regulated & Relational, Tracy and Ginger welcome Dr. Lisa A. Riegel—nationally recognized educator, researcher, founder of the Educational Partnerships Institute, and author of the book NeuroWell. Together, they explore why skills like emotional regulation, connection, and self-awareness are not “soft” at all, but essential to learning, wellbeing, and long-term success.Dr. Riegel emphasizes that meaningful change doesn't happen at the classroom level alone—it requires alignment across entire systems. As she powerfully states, “If we want different outcomes, we need different systems—not just better intentions.”Drawing on neuroscience, trauma-informed practice, and systems-level leadership, Dr. Riegel challenges traditional school models and calls for a shift toward proactive, brain-aligned environments that support both students and educators.“When you attend to the human people, the academics come…a lot faster too.” Dr. Lisa Riegel

Tyler Chisholm is a CEO, author, speaker, and podcast host who shows leaders that curiosity isn't optional — it's the edge that builds trust and drives growth.Early in his career, Tyler Chisholm believed leaders had to know it all. The smartest in the room. The clearest voice. The one with the answers.But when the weight of certainty started breaking both plans and people, he discovered a better way: curiosity.As co-founder and CEO of clearmotive for over 15 years, host of two long-running podcasts, and author of Curious as Hell, Tyler has built his career on that lesson. Across boardrooms, interviews, and keynote stages, he shows leaders how asking better questions builds stronger teams, sharper decisions, and results that last.Connect with Tyler:Website: https://www.tylerchisholm.comLinkedIn: https://www.linkedin.com/in/tylerchisholm/Additional Resources:"Curious As Hell" by Tyler Chisholm on AmazonListen to the Podcast, subscribe, leave a rating and a review:Apple: https://podcasts.apple.com/us/podcast/the-power-of-curiosity-why-leaders-must-be-curious/id1614151066?i=1000770523862 Spotify:  https://open.spotify.com/episode/2RsXXoexnZ9BW9fnyd8DuX?si=E0HFDldlTcaaSU7w5u1ZvA YouTube: https://youtu.be/lQ2BSfMhi9k

Yadi Caro on Leadership, Communication, and the Power of Hard Core Soft Skills In this episode of Oscar Mike Radio, I sat down with Yadi Caro, a communications expert with nearly 18 years of experience supporting U.S. military organizations worldwide. Our conversation explored one of the most important topics facing leaders today: how to build stronger teams through better communication, trust, and connection. Yadi shared powerful insights into what truly makes teams successful. From creating psychological safety to establishing clear roles and rallying people around a shared mission, she explained why effective leadership begins with understanding people. We also discussed her book, Hard Core Soft Skills, which is built around four key stages of leadership and communication: Connect, Communicate, Collaborate, and Create. What stood out to me was how practical these principles are. Whether you’re leading a military unit, managing a business, raising a family, or volunteering in your community, these skills can help you build stronger relationships and achieve better outcomes. Yadi also highlighted the importance of cross-cultural communication, the qualities that separate good leaders from great leaders, and why emotional intelligence is becoming more valuable than ever. As artificial intelligence continues to automate technical tasks, the ability to connect, communicate, and collaborate with others will remain a uniquely human advantage. One of my biggest takeaways from this conversation was that soft skills are not soft at all. They require intentional effort, continuous practice, and a commitment to personal growth. If you’re a leader, veteran, entrepreneur, professional, parent, or mentor looking to improve your communication and leadership abilities, this episode is packed with actionable insights. Learn more about Yadi Caro and her work at: https://www.hardcoresoftskillspodcast.com Thank you, Yadi, for sharing your knowledge, experience, and passion with the Oscar Mike Radio audience.

Quand une entreprise est traversée par une crise majeure, comment reconstruit-on le management et la confiance des équipes ? Comment redonner aux managers le plaisir de leur rôle quand personne ne leur a jamais donné les outils pour l'exercer vraiment ?Dans cet épisode, Delphine Zanelli reçoit Fanny Barbier, DRH du groupe Emeis, anciennement Orpea.Fanny Barbier arrive en août 2022 dans une organisation en état de choc. Double traumatisme : les séquelles du Covid, puis la la publication du livre Les Fossoyeurs qui a exposé les pratiques internes du groupe au grand public. Les managers ne savent pas s'ils vont rester. Les soignants s'interrogent sur le sens de leur engagement. Certains salariés viennent prendre soin de patients en EHPAD et dorment le soir dans leur voiture. Dans ce contexte, la mission de Fanny Barbier est à la fois immédiate et de long terme : reconstruire la confiance dans une organisation de plus de 1 000 établissements, tout en continuant à faire fonctionner les établissements au quotidien.La reconstruction passe d'abord par des preuves concrètes. Revalorisation salariale après 15 ans sans négociation salariale, webcasts transparents avec l'ensemble des collaborateurs, séparations rapides des profils non alignés avec les nouvelles valeurs. Le principe directeur est simple et constant : on dit ce qu'on fait, on fait ce qu'on dit. Fanny Barbier décrit aussi la création d'une école de management co-construite avec les managers eux-mêmes. L'appel à candidatures est posté à 9h. À midi, 300 volontaires ont répondu. Ce chiffre dit quelque chose de précis : les managers ne refusent pas d'apprendre. Ils refusent d'être ignorés.L'épisode aborde aussi le programme Amy, construit autour de quatre piliers concrets : logement d'urgence, soutien aux proches, accès à la santé, aide face aux difficultés financières. Ce programme part d'un constat que Fanny Barbier formule sans détour : des soignants qui arrivent chaque matin pour prendre soin de résidents, alors qu'eux-mêmes ne savent pas où ils vont dormir le soir. Une politique RH centrée sur l'individu, pas sur la catégorie.Fanny Barbier apporte sur ces sujets une précieuse perspective : celle d'une DRH entrée dans l'entreprise en pleine crise ouverte, sans illusion sur la durée du chemin, et convaincue que la considération est une conviction de direction avant d'être un dispositif RH. Son parcours dans les relations sociales lui a appris que la confiance ne se déclare pas. Elle se construit par des actes visibles, répétés, cohérents.Une masterclass. Cet épisode donne des éléments concrets pour reconstruire l'engagement d'une équipe après une rupture de confiance, concevoir une formation managériale à partir du vécu réel des managers, et bâtir une politique RH qui prend en compte l'individu dans toutes ses dimensions.CHAPITRAGE :(03:11) Arriver dans la tempête: les premières décisions (08:13) Reconstruire la confiance: les gages concrets (11:22) La considération comme conviction fondatrice (19:56) L'école de management: construire avec les managers (27:28) Quand les valeurs ne sont plus négociables (33:40) Le programme Amy: prendre soin de ceux qui prennent soin (40:13) Quel leader Fanny Barbier veut être dans 10 ans

Corrections gets judged by headlines it didn't write, so I'm taking you behind the scenes of a month that reminded me why this profession deserves real respect. From Correctional Officers Week events to national recognition, I share the moments that felt like the “best of corrections” and the lessons we can bring back to our own agencies.We start at the One Voice United conference (link below), where I join Pete Bludworth (Corrections Unfiltered) and Sarah Robuck (Lexipol and Corrections1) to talk about our jobs and our voices. If we don't tell the truth about what correctional officers do, nature abhors a vacuum, and the public story gets filled with TV myths, one-sided news, and silence about the good work happening inside facilities. We also dig into wellness in corrections, efforts to get lawmakers to walk through prisons before setting policy on staffing and funding, and a powerful account from New York's union leadership caught between political pressure and officers pushed past the breaking point.Then we pivot to the stories many people never hear: the role correctional staff played during 9/11 recovery, and how corrections shows up in emergencies with resources and readiness. I also talk about practical support for staff, including a vendor focused on home loans for public servants that explicitly includes corrections, and the National Medal of Honor for Corrections banquet, where courage and service are honored on a national stage. One of the vendors I met at OVU (link below) is a company that is working to get public service heroes, including correctional officers, into houses. American Hero Home Loans uses its Hero Advantage+™ to connect eligible heroes with trusted real estate, lending, title, settlement, insurance, and home service partners.  We close with training and leadership: field training insights from the Southeast Field Training Officers Association (SEFTOA - link below).  I also share with a new leadership class my framework for handling change by reframing fear and walking through the next door of their life with skill and confidence.If you care about corrections leadership, correctional officer wellness, and changing public perception of corrections, this one's for you. Subscribe, share it with a coworker, and leave a review so more staff can find these stories.One Voice United & The National Medal of Honor for Corrections https://onevoiceunited.org/American Heroes Home LoansCorrections Webpage:ahhlusa.com/correctionsAHHL Flyer:https://canva.link/theprisonofficer Joe FerraroFounder & CEOAmerican Heroes Homes and Lending631-767-9073joe.ferraro@ahhlusa.com or joeferraro@annie-mac.comAngela HarrenDirector of Business Development & MarketingAmerican Heroes Homes and Lending612-423-4423angela.harren@ahhlusa.comSoutheastern Field Training Officers Associationhttps://seftoa.org/For my new book: Weight of Justice: Leadership Lessons from Inside America's Toughest Prisons: A Correctional Officer's JourneyMichael Cantrell's books: https://www.cantrellwrites.com/Amazon: https://amzn.to/4utqUSOSend us Fan Mail PepperBallFrom crowd control to cell extractions, the PepperBall system is the safe, non-lethal option.Command PresenceBringing prisons and jails the training they deserve!Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the show

Reflections from host Sarah Olivieri ... The Hidden Cost of "Efficient" Leadership Most nonprofit leaders I work with want to move faster, decide cleaner, and hold the standard. From the outside, that looks responsible. From the inside, something else is usually happening. When a leader skips the relational work because it feels slow, the cost doesn't disappear. It moves. It shows up later as rework, attrition, board friction, and team members who go quiet in meetings because they have stopped expecting to be heard. The bill comes due downstream, where it is harder to trace. The truth is, the time you spend being human with your team is not extra. It is the infrastructure that makes everything else faster. Source of Insight I've been thinking a lot about this lately. I recently had a conversation about exactly this with Yerachmiel Stern, the executive director of Pesach Tikvah, and it was an important reminder to me that there are still many leaders out there who think compassion is "soft" and a "waste of time". Those leaders are missing out on the important role compassion plays in a well run, highly effective organization. The Tone You Set Is the System You Get The single most underrated piece of organizational design is the emotional state of the leader walking into the room. Not the agenda. Not the org chart. The leader's tone. When a leader walks in, regulated, warm, and present, the team's nervous system gets a signal: it's safe to think out loud here. Hard things can be named here. Mistakes can surface here without triggering self-protection. That signal is doing real operational work. It is shortening the time between a problem appearing and a problem getting solved. When a leader walks in tight, transactional, or performatively calm, the team picks that up too. People stop volunteering information. Decisions move underground. The same problems take three meetings to surface that should have taken one. In short: The leader's nervous system sets the team's nervous system. That isn't a vibe. It's a throughput metric. Information moves faster in a regulated room than a guarded one. This is why "read the room" is not a soft skill. It is a leadership requirement. Before you open your mouth in a meeting, you are already leading. The Goalposts Question One of the cleaner ways to diagnose whether a leader is operating from infrastructure or from extraction is to watch what happens when a team member brings a request that doesn't fit the existing rule. The old reflex is to point at the rule. Policy says no. Budget says no. We don't do that here. The infrastructure-minded leader asks a different question:  "Is this rule still serving the outcome we actually want, or is it serving the convenience of saying no?" Sometimes the answer is genuinely no, and the leader holds the line. Often the rule was set in a different context, the request is reasonable, and the cost of saying yes is much smaller than the goodwill you lose by reflexively saying no. In short: Rules are tools, not identities. When the rule no longer serves the outcome, the rule is the problem. Saying yes when you can is a form of system maintenance. This isn't about being a pushover. It is about staying connected to why the rule existed in the first place. Hiring for the Heart, Not the Resume Conventional hiring asks: Have you done this exact job before? It optimizes for risk reduction. It also reliably under-selects for the people who would have been excellent in the role with a slightly different background. Relational hiring asks a different question: what does this person actually want to do, and is that aligned with what we need done? The shift sounds soft. It is not. It is one of the highest-leverage operational moves a CEO or executive director can make. People who are doing work that matches what they actually want to do produce more, stay longer, and require less management. People who are doing work they took because it was available produce less, leave sooner, and require constant supervision. In short: Match the heart to the role. Heart-aligned hires need less management. Heart-misaligned hires cost twice: once in their tenure, once in the rehire. You will not get this right every time. Nobody does. But shifting the question from "have you done this" to "do you want to do this" changes your hiring math permanently. (For more on the underlying skill of leading with this kind of attunement, see) The Power of Soft Skills for Nonprofit Leaders. Compassionate Release The harder version of this same principle shows up in firing. Most leaders avoid letting someone go for too long. They tell themselves they are being compassionate. The person needs the job. The team is already stretched. The performance gap isn't catastrophic. We'll give it another quarter. What is actually happening, in most of these situations, is that the person being kept in the wrong role already knows. Their nervous system knows. Their family knows. The team knows. Everyone is in a quiet, low-grade limbo that costs energy from every direction at once. When the leader finally has the conversation, the most common response isn't anger. It's relief. Sometimes spoken, sometimes not. The person was waiting to be released from a fit that was never going to work, and they were too loyal, too scared, or too tired to release themselves. I call this a compassionate release. The compassion is in the clarity, not in the delay. In short: Limbo is more painful than a clean ending. Delay is a form of harm dressed up as kindness. Compassionate release ends the cost on both sides. Holding someone in a misfit role isn't generosity. It's a tax everyone is paying, and the longest-paying account is the person you think you're protecting. The Ford and the Cadillac There is a version of nonprofit leadership that aims for "good enough." The reasoning sounds responsible. We don't have unlimited resources. We can't deliver gold-standard service to every client. We have to triage. We have to be realistic. This framing adds risk. The math isn't wrong. The framing is. It confuses two different things: what you can deliver structurally, and how you deliver what you have. Two organizations can offer the exact same baseline service, and one will feel like an extraordinary experience and the other will feel like a transaction. The difference isn't the budget. The difference is the personal touch wrapped around the delivery. One line from my conversation with Yerachmiel stayed with me: "If you give the clients that personal touch, the Ford could be better than the Cadillac." What I appreciate about this framing is that it explains the mechanism. The personal touch is what converts a service into a relationship. The relationship is what produces retention, referrals, advocacy, and the willingness to come back when things get hard. None of that requires more money. All of it requires presence. I had this experience recently in an emergency room. The equipment was advanced. The diagnostics were thorough. The most meaningful 30 seconds of the entire visit was a staff member taking a breath, asking how I was doing, and telling me my chair could recline. He delivered the most excellent service of the visit, and it cost him nothing. That is the Ford becoming the Cadillac. The structure didn't change. The presence did. When Going Slow Is Going Fast The hardest piece of this for high-performing leaders to internalize is that the relational work, which feels slow, is what creates the speed. I learned this with my own son, who is on the autism spectrum and has ADHD, dyslexia, dysgraphia, and anxiety. The clinicians who took an extra five minutes to let him regulate consistently finished on time. The clinicians who tried to muscle through and just hold him still consistently turned a 30-minute appointment into a two-hour event. Sometimes the visit had to be rescheduled at a different office entirely. The "fast" approach was the slowest approach. The "slow" approach was actually the fastest one. The math is unambiguous once you start counting all the hours, not just the visible ones. In short: The relational time isn't extra. It's structural. Skipping it doesn't save time. It moves the cost. Going slow at the start is what produces speed at the finish. This same pattern shows up everywhere a nonprofit leader operates. With board members. With staff. With donors. With clients. The minutes you invest in being a person before you are a transaction are the minutes that compound. Humility Is a Confidence Move There is an older model of leadership that equates confidence with never apologizing, never being wrong, and never being visibly uncertain. It's still around, and it's slowly being retired for a good reason. Confidence in a leadership role isn't the absence of mistakes. It is the willingness to absorb the final responsibility for the outcome, mistakes included. When the team trusts that the leader will carry the weight at the macro level, the leader is then free to be humble and openly learn at the everyday level. That doesn't subtract from authority. It deepens it. People follow humans, not personas. (For more on this, see The Power of Vulnerability with Becca Pearce.) What This Makes Possible When compassion is treated as infrastructure rather than personality, a few things shift. What shifts: Meetings get shorter because information surfaces faster. Hiring gets cleaner because you're matching hearts to roles, not resumes to slots. Firing gets kinder because delay stops getting confused with mercy. Service quality goes up without the budget going up. The leader stops carrying the team's nervous system as a second job. None of this is about being softer. It is about understanding what creates throughput in a human system, and building for it on purpose. It's Work That Compounds… and we like that This isn't about doing less work. It's about doing work that compounds. Nonprofits can run on compassion and run on time. They can hold high standards and hold their people. They can deliver excellent service without spending more. Not by pushing harder, but by building systems that treat human connection as the structural asset it actually is. About the Guest Yerachmiel Stern is the Executive Director of Pesach Tikvah, where he has dedicated his career to expanding access to quality mental health care. Before stepping into this role, he spent a decade as Borough Park Clinics Director, bringing affordable, sophisticated services to underserved neighborhoods. A Touro University graduate, he began at Pesach Tikvah as an intern and counselor, later becoming known for his work with children and his expertise across multiple therapeutic modalities. Today, Mr. Stern is leading the organization into its 40th year, advancing excellence in mental health and developmental disability services.  Connect with Yerachmiel: Www.pesachtikvah.org Be sure to subscribe to Inspired Nonprofit Leadership so that you don't miss a single episode, and while you're at it, won't you take a moment to write a short review and rate our show? It would be greatly appreciated! Let us know the topics or questions you would like to hear about in a future episode. You can do that and follow us on LinkedIn.

NDAs stop a lot of UX professionals from including their best work in their portfolio, but they might not be the obstacle you think they are.Sarah has spent nearly a decade coaching UX professionals, and one of the questions she gets most often is how to handle NDA-protected work in a portfolio. In this episode, she walks through what NDAs typically do and don't restrict, how to write about protected work without violating your agreement, and why UX recruiters and hiring managers aren't looking for pixel-perfect deliverables (and what they are looking for instead.)Sarah also shares a concrete example of how to frame a confidential project in a way that's compelling, specific, and respectful of any agreements you've signed. If you've been leaving projects out of your portfolio because you weren't sure what you could share, this episode is worth a listen.Topics Discussed✅ What NDAs actually restrict vs. what most people assume they restrict (they're not the same thing)✅ A concrete example of how to write about a confidential project without naming the company, showing screens, or violating any agreements✅ Why UX recruiters and hiring managers care far more about how you think than what the final product looked like✅ Practical ways to include visuals from protected projects without revealing anything proprietary✅ How NDA concerns often uncover the real problem: not knowing how to structure a UX case study✅ How to go back to a former employer and ask the right questions to clarify what your NDA actually allows✅ Why your UX portfolio doesn't have to be a website and how a presentation format can sidestep a lot of NDA concerns entirelyLinks From This Episode:

So-called “soft skills” like good teamwork and communication can become just as valuable as technical skills to advance exploration.

We talk with Captain Tevin Dixon about the road from Oklahoma DOC Correctional Officer to shift supervisor and the mentors who shaped his calm, respectful leadership style. We also break down the gate incident with a derogatory provocateur and why professionalism, transparency, and peer support matter when corrections gets tested in public. We also dig into what shaped Tevin's leadership long before he wore a uniform: growing up in Oklahoma with a true village, being held accountable by family, and learning discipline through work and expectations. He shares what it felt like to step into prison work at 24 with no prior exposure, how mentors guided him, and why respect, nonverbal communication, and policy knowledge are survival skills for any corrections officer. His time in both security and case management adds another layer, showing how understanding process, paperwork, and programming can make you more effective and more approachable.The conversation goes deeper into mentorship and resilience, including what Tevin tells younger officers, how he supports staff under stress, and why corrections trauma is often invisible to the public. If you care about prison safety, correctional staff wellness, leadership under pressure, and what professionalism looks like when someone is trying to bait you on camera, this one is for you. Subscribe, share this with a coworker, and leave a review so more people hear what the job really takes.CorrectionsOne Article - https://www.corrections1.com/corrections-training/when-provocation-meets-professionalism-lessons-from-an-okla-corrections-incidentTevin Dixon on LinkedIn - linkedin.com/in/tevin-dixon-4b92b6265Send us Fan Mail PepperBallFrom crowd control to cell extractions, the PepperBall system is the safe, non-lethal option.Command PresenceBringing prisons and jails the training they deserve!Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the show

"America's Career Coach" and author Ken Coleman discusses the evolving workplace in the age of AI, emphasizing the value of human connection, soft skills, and relationships, and reflecting on challenges facing younger generations—especially diminished curiosity and difficulty asking good questions.Hear Ken's full interview in Episode 502 of The Action Catalyst.