Podcasts about Soft skills

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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

Podcast: PrOTect It All (LS 27 · TOP 10% what is this?)Episode: Breaking Into Cybersecurity: Soft Skills, Networking & Standing Out in a Crowded MarketPub date: 2026-06-01Get Podcast Transcript →powered by Listen411 - fast audio-to-text and summarizationTechnical skills might get your attention - but soft skills build cybersecurity careers. In this episode of Protect It All, host Aaron Crow sits down with technology leader and mentor Robert Whetstine for a candid conversation about what it really takes to succeed in today's cybersecurity job market. As AI reshapes hiring, the market becomes more crowded, and professionals struggle to stand out, Aaron and Robert explore the overlooked factors that often determine long-term success: adaptability, networking, authenticity, and communication. This episode goes beyond résumés and certifications to focus on the human side of career growth. You'll learn: Why soft skills matter as much as technical ability in cybersecurity How networking and community create real career opportunities The impact of AI and oversaturation on the cybersecurity job market How to stand out without relying only on certifications Why adaptability and continuous learning are critical for long-term success Lessons on leadership, resilience, and professional growth from decades in tech Whether you're breaking into cybersecurity, navigating a career transition, or trying to stay relevant in a fast-changing industry, this episode delivers practical advice and honest insights for building a sustainable and rewarding career. Tune in to learn why relationships, mindset, and adaptability are becoming the true differentiators in cybersecurity - only on Protect It All. Key Moments:  07:31 Developing essential soft skills 11:44 Embracing leadership and failure 16:14 Evaluating candidates for fit 22:00 Building a career through networking 31:16 Taking risks and finding support 35:16 The importance of empathetic leadership 38:34 Networking for job opportunities 47:28 Discussing layoffs for AI investment 50:07 Concerns about infrastructure cost 53:40 Entering the tech industry About the guest :  Rob Whetstine (#BowTieSecurityGuy) has been in the technology and Cyber Security space for the last two decades. Known for the Mentoring, Making and of course his nerdy bowties. Born with an obsession for problem-solving, Rob's journey into the world of technology began at a young age, where he spent countless hours tinkering with computers found in the trash. When he was laid off a year ago from Disney after almost 20 years of service. He made it his mission to help people anyway he could. Those who were struggling in this job market and people new to Cyber. He started sharing videos on LinkedIn about his journey and sharing leadership stories. He has now started a podcast and mentors people all over the world. How to connect Rob : LinkedIn https://www.linkedin.com/in/bowtiesecurityguy/ Youtube: https://www.youtube.com/@bowtiesecurityguy Connect With Aaron Crow: Website: www.corvosec.com  LinkedIn: https://www.linkedin.com/in/aaronccrow Learn more about PrOTect IT All: Email: info@protectitall.co  Website: https://protectitall.co/  X: https://twitter.com/protectitall  YouTube: https://www.youtube.com/@PrOTectITAll  FaceBook:  https://facebook.com/protectitallpodcast To be a guest or suggest a guest/episode, please email us at info@protectitall.co Please leave us a review on Apple/Spotify Podcasts: Apple   - https://podcasts.apple.com/us/podcast/protect-it-all/id1727211124 Spotify - https://open.spotify.com/show/1Vvi0euj3rE8xObK0yvYi4The podcast and artwork embedded on this page are from Aaron Crow, which is the property of its owner and not affiliated with or endorsed by Listen Notes, Inc.

Stell dir folgende Situation vor: Du sitzt in einem schwierigen Gespräch mit einer Mandantin oder mit Führungskräften, die du in deinem Unternehmen berätst. Dein Gegenüber ist aufgebracht, spricht laut und wirft mit Vorwürfen um sich. Du hast die Fakten auf deiner Seite, rechtlich ist deine Position wasserdicht – und trotzdem läuft das Gespräch in die falsche Richtung. Oder du bekommst konstruktives Feedback von einer Vorgesetzten. Fachlich ist es hilfreich, doch emotional beschäftigt es dich noch Stunden später. Du grübelst, bist angespannt und kommst innerlich nicht mehr richtig zur Ruhe. Genau in solchen Momenten zeigt sich, wie wichtig Emotionale Intelligenz im juristischen Berufsalltag wirklich ist. In dieser Podcastfolge geht es deshalb um Emotionale Intelligenz nicht als diffuses Schlagwort, das irgendwo zwischen Soft Skills und Coaching-Rhetorik herumschwebt, sondern als konkrete, erlernbare Kompetenz. Ich nehme dich mit durch die fünf Bausteine des EQ und zeige dir, warum Emotionale Intelligenz für Juristinnen weit relevanter ist, als viele zunächst denken. Denn deine Kompetenz endet nicht bei Paragrafen, Logik und Sachlichkeit. Sie zeigt sich auch darin, wie bewusst du mit Gefühlen – deinen eigenen und denen anderer – umgehst.

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

Führungskräfte und Schlüsselpositionen prägen (Sicherheits-)Kultur und Verhalten in der Organisation. Welche Kompetenzen und Werte braucht ein:e erfolgreiche CISO? Wie findet man die passende Besetzung für eine solche Rolle? Outvision unterstützt Unternehmen dabei, Führungskräfte gezielt auszuwählen und weiterzuentwickeln.Eine speziell entwickelte Diagnostik schafft Transparenz über Werte, Verhalten und Potenziale. Angela Meier, Geschäftsführerin von Outvision, gibt einen Einblick in ihre Methodik und nimmt Marcus und Katja mit in die datenbasierte Welt der Soft Skills und Werte.   Outvision: https://www.outvision.ch/ Angela auf LinkedIn: https://www.linkedin.com/in/angela-meier-outvision/ Swiss Leadership Skills Analysis - Studie zum Download: https://www.outvision.ch/studie Robert S. Hartmann: https://de.wikipedia.org/wiki/Robert_S._Hartman    

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.

La France compte plus de décès que de naissances. Ce basculement démographique touche directement le futur du travail et les décisions que les managers et les DRH prennent aujourd'hui.Dans cet épisode, Delphine Zanelli reçoit Laurence Peyraut, vice-présidente d'Entreprises et Progrès, think tank de dirigeants fondé en 1970 par Antoine Riboud et François Dalle, qui co-préside le chantier "Démographie" lancé cette année.Ce basculement démographique était anticipable depuis des décennies. Les économistes en avaient les modèles. Ce qui frappe dans cet échange, c'est que le sujet n'est toujours pas traité là où il se joue vraiment : dans les organisations. La tendance naturelle est d'opposer les mondes. Seniors contre jeunes. Public contre privé. Technologie contre humain. Ce réflexe d'opposition est précisément ce qui empêche de construire des réponses concrètes. La démographie est d'abord un sujet de démocratie, et la démocratie se joue aussi dans l'entreprise.L'épisode part d'un petit-déjeuner organisé par Entreprises et Progrès avec Constance de Pellichy, présidente de la mission parlementaire sur la natalité en France. Une présentation qui a mis des chiffres sur une réalité que beaucoup de dirigeants avaient mise de côté. Derrière la courbe, ce sont des décisions d'entreprise concrètes qui se jouent : remplacer ou non les congés maternité, créer des accords de branche sur les aidants, intégrer les jeunes dans un marché du travail où l'IA commence à couper les premiers recrutements. Laurence Peyraut relie des sujets rarement connectés dans un même échange : la crise du couple et son lien avec l'organisation du travail, le modèle nordique des congés parentaux longs comme levier économique pour les entreprises et les familles, les accords sociaux comme outils de fidélisation du corps social. Elle rappelle l'histoire d'Antoine Riboud s'arrêtant boulevard Saint-Germain en mai 68 pour discuter avec les étudiants, se demandant : "Et s'ils avaient raison ?" C'est de ce moment de doute qu'est né le double projet économique et social de Danone, et qu'est né Entreprises et Progrès. Elle pose aussi la question centrale du futur du travail : toutes les entreprises auront la même IA. Ce qui différencie, c'est le corps social, la culture, la relation. Ce sont les 5 % que la technologie ne peut pas reproduire.Économètre de formation, Laurence Peyraut a traversé des secteurs stratégiques de la pharmacie à l'alimentation, en passant par la banque et la santé. Elle a co-présidé le LEM, syndicat représentatif des laboratoires pharmaceutiques, négociant des accords de branche pour 100 000 collaborateurs. Ce croisement de terrains lui donne une capacité à voir les régularités là où d'autres voient des cas isolés. Son angle n'est pas celui d'un observateur extérieur. C'est celui d'une dirigeante qui a elle-même vécu la solitude des décisions exécutives et qui co-construit des pistes actionnables avec d'autres chefs d'entreprise.Cet épisode donne des éléments concrets pour comprendre pourquoi la démographie est un sujet de management, identifier les leviers que les DRH et dirigeants peuvent activer dès maintenant pour intégrer les jeunes et fidéliser les seniors, et se préparer à un futur du travail où le corps social devient l'actif stratégique irremplaçable.Entreprise et Progrès est le think tank des dirigeants qui placent l'Humain au cœur de l'entrepriseEntreprise et Progrès rassemble des dirigeants autour de problématiques concrètes rencontrées dans leurs organisations. Les sujets sont choisis par les adhérents eux-mêmes afin d'anticiper les évolutions du futur du travail et de proposer des pistes applicables dans les entreprises. CHAPITRAGE :(00:01:07) Le petit-déjeuner qui a sonné Delphine (00:03:05) Ce qu'on prend à l'envers sur la démographie (00:06:15) Comment Entreprises et Progrès choisit ses chantiers (00:13:55) Antoine Riboud, mai 68 : et s'ils avaient raison ? (00:17:53) Le modèle nordique qui change les règles du congé parental (00:21:35) Déplacer la valeur vers le lien, la relation, le soin (00:32:14) Le corps social, le seul avantage que l'IA ne peut pas copier

Send us Fan Mail AI is handling more of the technical work—so what's left for leaders? In this episode, M.A. Aponte breaks down the five leadership capabilities that are appreciating in value as artificial intelligence takes over analytical and procedural tasks: contextual judgment, emotional intelligence, strategic vision, culture architecture, and ethical stewardship. If you manage people, build organizations, or aspire to lead at a higher level, this episode gives you a clear framework for where to invest your development energy in 2026 and beyond. Walk away with the Leadership Mirror Exercise—a weekly practice that sharpens the human skills no machine can replace. Support the showJoin My Substack for more content: maaponte.substack.comConsulting/Advisory Services: MAAponte.comFinancial Budget/Wealth Management app (FREE): https://centsora.com/CHECK OUT OUR NEW CRITICAL THINKING GAME APP! Currently in BETA: Android: https://play.google.com/store/apps/details?id=com.base692af669b00f0dc8d8ad6653.appWeb: https://play.google.com/apps/testing/com.base692af669b00f0dc8d8ad6653.app*Coming soon to Apple Store

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:

Dans cet épisode de podcast Femme Intentionnelle, Rachel Boloko reçoit Priscille Besa pour échanger autour de son installation en France en tant qu'étudiante étrangère et des thématiques de son livre. Quittant son environnement familial au Congo, Priscille y aborde sans tabou les réalités de l'isolement, les défis de la colocation et la confrontation à des « codes invisibles », tant à l'université qu'en entreprise. Loin d'un constat négatif, ce témoignage met en lumière les compétences clés qu'elle a dû développer pour s'en sortir. Un échange inspirant qui montre comment transformer les obstacles du quotidien en de véritables soft skills et en leadership pour réussir son parcours académique et professionnel.Pour se procurer le livre de Priscille « Ce que j'aurais voulu savoir durant mes études » : - Pour la France

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

Want to improve team communication, build a stronger work culture, and lead with more confidence? In this episode, Nicole Greer sits down with organizational psychologist and author Yadi Caro to unpack why soft skills are actually the hardest and most important skills in business today. Yadi Caro is the author of Hardcore Soft Skills: A Guide to Work with Humans.  In it, she explores the communication, collaboration, conflict management, and leadership skills that make organizations truly effective.Yadi shares practical strategies for building high-performing teams, improving workplace communication, handling conflict productively, giving effective feedback, leading through change, and creating meetings that “suck less.” The conversation also dives into emotional intelligence, empathy, networking, problem-solving, and why AI will never replace genuine human connection.If you want to improve your leadership skills, strengthen your organizational culture, and become better at working with humans, this episode is packed with actionable insights.In this episode:Why “soft skills” are actually hardcore skillsThe role of self-awareness in leadershipHow empathy improves team performanceWhy listening is a competitive advantageHow to prevent workplace misunderstandingsBetter ways to give and receive feedbackConflict management strategies that build stronger teamsWhy productive meetings matterLeadership skills AI can't replaceHow to create a more vibrant workplace cultureGet Yadi's book: Hardcore Soft Skills: A Guide to Work with HumansYadi Caro is an organizational psychology practitioner, certified Agile coach, and Harvard-trained expert who has worked with developer teams, engineers, and US military organizations for over 15 years. Her book, Hardcore Soft Skills: A Guide to Working with Humans, is a hands-on workbook packed with frameworks, assessments, and exercises you can use immediately. Learn more about Yadi: Yadi Caro Official Website: https://www.yadicaro.com/The Build a Vibrant Culture Podcast helps leaders improve work culture, communication, and business performance through real-world leadership strategies and practical insights. Click here to view the episode transcript. Learn more about training, coaching, and courses at https://vibrantculture.comConnect on LinkedIn: https://www.linkedin.com/in/build-a-vibrant-culture-nicole-greer/For speaking inquiries: https://vibrantculture.com/speaker-kit-request/Download our training catalog: https://vibrantculture.com/catalog-request/Want to be a guest? Send your request to podcast@vibrantculture.com

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

For more, visit: https://www.BishalSarkar.comMessage us directly: https://wa.me/918880361526In this episode of the "I Love Public Speaking" podcast, Bishal Sarkar challenges a common misconception: that public speaking is just a “soft skill.”Discover why public speaking is actually a core leadership skill that impacts your influence, authority, and success—both professionally and personally.Learn how mastering this essential skill can elevate your presence, command attention, and drive results in any setting.Tune in now to shift your perspective and own the power of effective communication.

In an oversaturated market like Key West, how do you differentiate yourself when 600 other agents have the same license?. In this episode of the PR Pace Podcast, Annie Scranton talks with Jenna Stauffer of Sotheby's Realty about the practical role of Public Relations and media in building long-term trust with clients.About This Episode: Jenna shares how national media appearances provide a "stamp of approval" that makes a client feel confident in their choice. We discuss the reality of transitioning from a TV news background into the "service and therapy" side of real estate, where managing emotions is just as important as managing a listing.What You'll Learn:The Credibility Factor: How national press coverage on networks like Fox Business serves as a powerful "sign" to potential clients during the decision-making process.Standing Out: Navigating a small island market that is home to over 600 registered agents.Soft Skills from Media: How the pressure of live TV builds the confidence to walk into high-stakes listing appointments without being intimidated.Beyond the Listing: Why "timing the market" is often a distraction from a client's actual needs and life goals.Timestamps:0:00 - The reality of the Key West market 3:54 - How a TV background prepares you for real estate 9:26 - Managing low inventory on a 2x4 mile island 15:37 - How media presence creates a "competitive edge" 19:26 - The psychological impact of PR on client confidence 23:42 - Honest advice for buyers in an uncertain market 

Whether you're an emerging professional or a seasoned leader, the latest episode of the Wallet Watch podcast offers practical insights on how to help you elevate how you lead, contribute to your organization and grow. Host Jessica Rubio sits down with Jennifer Higgins leadership coach and relationship builder to explore the transferable, often-overlooked soft skills like communication, self-awareness and consistency that drive meaningful, long-term impact both professionally and personally. 

เตไม่ใช่นักกีฬาวิ่ง เขาเริ่มต้นวิ่งเพราะอยากลดค่าเบี้ยประกัน ก่อนจะลงลึกไปเรื่อยๆ จนเกิดเป็นความเนิร์ดที่อยากพัฒนาการวิ่งของตัวเองตลอดเวลา   NERDsery ห้องเรียนคนเนิร์ด ชวน ‘เต เตธนันท์' มือกลอง วง Three Man Down นักวิ่งหน้าใหม่ เจ้าของสถิติ Sub 40 มาเล่าถึงดีเทลการวิ่งให้เราเข้าใจง่ายๆ เช่น ออกแบบตารางซ้อม วิธีกิน วิธีพัก การเลือกรองเท้า และไอเทมอื่นๆ ผ่านประสบการณ์ตัวเอง เพราะการวิ่งคือพื้นฐานของชีวิต ที่ทำให้ร่างกายแข็งแรง ตีกลองได้สนุกขึ้น และยังช่วยสร้าง Soft Skill ให้อดทนกับความเบื่อได้อย่างไม่น่าเชื่อ #SalmonPodcast #NERDsery #ห้องเรียนคนเนิร์ด #เตThreeManDown #การวิ่ง —-- ติดต่อโฆษณาได้ที่ podcast.salmon@gmail.com หรือ 083-922-9929 (คุณติ๊ก) Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, Alun Bedding speaks with Richard Zink about how **applied improvisation** can help statisticians become more effective communicators and leaders. They explore how improv techniques—like “yes, and,” active listening, and embracing mistakes—build confidence, strengthen collaboration, and improve the way we explain complex ideas. This conversation shows that developing interpersonal skills doesn't have to be theoretical or boring—it can be practical, interactive, and even fun. If you want to communicate your ideas more clearly, connect better with stakeholders, and grow beyond technical expertise, this episode is for you.

Originally uploaded April 17th, reloaded April 24th. Chris Holman welcomes back Kim Bode, Dog rescuer, community advocate, and proud Michigan business owner, 8THIRTY FOUR Integrated Communications, Grand Rapids, MI. The Hard Cost of Soft Skills is an April 28th Event - get all the details at: https://8thirtyfour.com/event/the-skills-crisis/ Speakers Kim Bode, CEO of 8THIRTYFOUR Kevin Stotts, President of TalentFirst Facilitators Donovan Anderson, Interim Dean for the College of Liberal Arts and Sciences at Grand Valley State University Marlee Boyle, Director of Human Resources at Lake Michigan Credit Union Michelle Burke, Director of Postsecondary Programs and Partnerships for The Michigan Center for Adult College Success, an initiative of TalentFirst Natalie Lowell, President of Project Management Institute West Michigan Chapter Kyle Perry, HR Assistant at Cooper People Group and Vice President of the Grand Rapids Junior Chamber In typical 8THIRTYFOUR fashion, we're talking about the sh*t no one wants to address head-on. We keep hearing there is a talent crisis in America, and it's not about finding people; it's about finding people who can succeed. » 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/

Send us Fan MailRyan Schoonmaker has spent roughly two decades in medical device product development, building a career around solving hard engineering problems in high-stakes environments. Today he is the founder of Tight Line Solutions, where he works with growth-stage product development teams to reduce chaos, improve execution, and build the kind of systems that make technical organizations more efficient and predictable. His messaging consistently emphasizes that innovation is not just about ideas, but about disciplined execution, sound principles, and the ability to lead teams through complexity. Before launching Tight Line Solutions in late 2025, Ryan served as Director of Mechanical Engineering at Beta Bionics. Prior to that, he held senior R&D leadership positions at BD and spent more than seven years at Dexcom, progressing from Staff Mechanical Engineer to Director of Mechanical R&D. His background also includes product development work at Safety Syringes and Helbling Precision Engineering, where he worked on drug delivery systems, insulin-related devices, infusion sets, and other life science technologies. That combination of consulting, hands-on engineering, and executive leadership gives him a rare view across the full arc of product development.One of the most compelling parts of Ryan's story is that his work has touched products with enormous real-world impact. In his own words, helping bring the Dexcom G6 and G7 to market reinforced the lesson that meaningful innovation requires structure, rigor, and strong execution. Public patent records also show his name on multiple Dexcom-related design patents, reflecting direct involvement in device development. He pairs that technical depth with a strong focus on team culture, communication, and breaking large problems into manageable pieces—exactly the kind of perspective that resonates with engineers trying to grow into stronger technical leaders. Ryan also brings a strong academic foundation in mechanical engineering, with a B.S. from the University of Maryland and an M.S. from Tufts University, where his thesis focused on vibrotactile feedback in minimally invasive surgery. That blend of technical depth, medical device experience, and leadership philosophy should make for a rich conversation on product development, risk mitigation, engineering culture, and what it takes to build products that truly matter. LINKS:Guest LinkedIn: https://www.linkedin.com/in/ryan-schoonmaker-59048411/Guest website: https://www.linkedin.com/company/tight-line-solutions/Aaron Moncur, host  Subscribe to the show to get notified so you don't miss new episodes every Friday.The Being An Engineer podcast is brought to you by Pipeline Design & Engineering. Pipeline partners with medical & other device engineering teams who need turnkey equipment like cycle test machines, custom test fixtures, automation equipment, assembly jigs, inspection stations and more. You can find us at www.teampipeline.usWatch the show on YouTube: www.youtube.com/@TeamPipelineus 

"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.

What if the biggest barrier to success in tech isn't access, but mindset? In this episode of Future of Work, Dr. Salvatrice Cummo talks with Tara Chklovski, founder and CEO of Technovation, about what it truly takes to thrive in an AI-driven world. Tara unpacks why resilience and adaptability are just as vital as technical skills, how simulation-based learning can reshape education, and why women are most at risk of being left behind. Together, they explore how community colleges, mentorship, and real-world problem-solving can unlock opportunity for all. The future of work isn't just about tech, it's about who's empowered to shape it. You'll learn:  Why AI literacy starts with confidence, not code, and how to build both. How educators can move beyond "toy problems" and toward real-world innovation. What emotional and cognitive resilience look like in a rapidly evolving workforce. How women are being left behind in fast-growing tech sectors, and how to fix it. Why simulation learning may be the most powerful classroom tool we're not using.  About the Guest: Tara Chklovski is the founder and CEO of Technovation, a global nonprofit dedicated to empowering girls and underserved communities through technology education. With a background in physics and aerospace engineering, she transitioned from academia to social entrepreneurship to address the gender and racial disparities in STEM fields. Tara has helped over 130,000 students across 100+ countries build confidence, tech skills, and purpose. Her work has been recognized by Forbes, the UN, and the White House, and she continues to lead global conversations on how education and innovation intersect to shape a more inclusive future of work.  Engage with us: LinkedIn, Instagram & Facebook: @PasadenaCityCollegeEWD Join our newsletter for more on this topic: ewdpulse.com Visit: PCC EWD website More from Tara Chklovski & Technovation Websites: https://www.technovation.org/ LinkedIn: @tarachk Partner with us! Contact our host, Salvatrice Cummo, directly: scummo@pasadena.edu Want to be a guest on the show? Click HERE to inquire about booking  Find the transcript of this episode here Please rate us and leave us your thoughts and comments on Apple Podcasts; we'd love to hear from you!

A correctional officer gets assaulted at work and someone shrugs it off as “part of the job.” That mindset is poisoning recruitment, accelerating burnout, and making prisons more dangerous for everyone inside. We sit down with Jeffrey Noble, a 39-year corrections professional who rose from correctional officer to warden and later worked inside Ohio's legislative oversight world, to explain why Andy's Law is gaining traction and what it tries to fix.We start with the case that shaped the bill: the Christmas Day 2024 killing of Officer Andy Lansing at Ross Correctional Institution. From there, we dig into prison safety and accountability reforms that go beyond slogans, including treating spitting and feces assaults like the criminal acts they are, strengthening penalties when staff are murdered, and keeping people who commit serious violence in higher security longer. Jeff explains why behavior-based classification matters when agencies feel pressure to “push custody down” to solve bed-space problems.We also get specific about modern security risks: contraband and illegal conveyance, fentanyl exposure, the lack of detention authority when a visitor is caught bringing drugs, and why reliable K9 access can't be a once-in-a-while luxury, and why leadership qualifications should be based on real corrections experience, not politics.If you care about correctional officer safety, prison reform legislation that targets misconduct, and practical ways to reduce contraband and violence, listen now, share this with a coworker, and leave a review so more people find the conversation.Jeff Noble email: ashleymatthew2000@yahoo.comOhio Senator Nathan Manning  614-644-7613 ohiosenate.gov/nathan-h-manningAide's email: lindsay.murch@ohiosenate.govSend 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

Here are a few tips for new supervisors that can help you motivate your team and increase efficiency. This is a continuation of our “soft skills” series. In the first session, we talked about what soft skills are and why they are important in any role. Then, we divided these skills into four segments — leadership skills, management skills, supervisor skills, and interpersonal skills. In this session, we are going to focus on the list of supervisory skills. As we talked about in the Soft Skills session, supervisor skills are a subset of managerial skills. Recall that leaders create the vision or new path. Then managers make the navigation of that path more efficient. Well, supervisors have the same goal as the manager. However, the supervisor often doesn't yet have the authority to make changes to processes or personnel. Supervisors are often managers-in-training. They are responsible for the results. However, in many cases, they may not have a lot of authority yet. As a result, people skills will be important to their success.Show Notes: Tips for New Supervisors, Five Simple First Time Supervisor Tips and Skills(https://www.leadersinstitute.com/tips-for-new-supervisors-five-simple-first-time-supervisor-tips-and-skills/)

Dans cet épisode, Delphine Zanelli reçoit Catherine Testa. Autrice, conférencière et entrepreneure, elle a créé le média L'Optimisme puis un think tank consacré au bien-être au travail et au futur du travail. Elle publie un nouveau livre sur l'optimisme dix ans après son premier ouvrage.En avant-première, Catherine Testa partage les enseignements de son nouveau livre Optimisme mode d'emploi, à paraître le 21 mai, et montre comment l'optimisme au travail nourrit l'action managériale.Alors qu'elle finalisait ce nouvel ouvrage, elle a fait l'amitié à Delphine Zanelli d'accorder cet entretien. Un échange où l'optimisme au travail éclaire l'énergie, la confiance et la capacité d'agir dans les périodes d'incertitude.Au fil de l'épisode, Catherine Testa propose une définition claire de l'optimisme au travail. Une manière de regarder la réalité avec lucidité, d'accueillir les difficultés, puis de choisir un espace d'action. Elle rappelle une idée forte : le véritable opposé de l'optimisme, c'est l'inaction.Nous parlons de ce qui influence profondément nos comportements et nos décisions : la culture d'entreprise, l'ambiance d'équipe, les récits familiaux, la santé mentale, la charge mentale collective, les contenus que nous consommons chaque jour, les peurs diffusées autour de nous. Pourquoi certaines équipes retrouvent de l'élan dans des périodes tendues quand d'autres se figent ? Pourquoi un manager transforme l'énergie d'un collectif ? Pourquoi la confiance progresse dans certains environnements et s'érode dans d'autres ?L'épisode met aussi en lumière le rôle des pratiques managériales. Un manager façonne un climat de travail, soutient l'engagement des collaborateurs, redonne du sens, ouvre des perspectives et aide chacun à reconnaître sa singularité. Catherine Testa rappelle que chaque personne occupe une fonction, et apporte aussi une manière unique de coopérer, de créer du lien, d'anticiper, d'apaiser une tension ou de faire avancer un projet.Autre thème central : l'intelligence artificielle et l'évolution des métiers. Catherine Testa propose une question décisive : “quelle est ma complémentarité ?”. Une réflexion utile pour les managers, les DRH, les RH, les assistantes, les fonctions support et toutes celles et ceux qui souhaitent continuer à contribuer avec impact dans un monde en transformation.Cet échange apporte des repères concrets sur le leadership, le management, la transformation du management, la confiance, la performance collective, l'engagement des collaborateurs et le futur du travail. Il montre aussi comment l'optimisme au travail nourrit l'action managériale et relance l'énergie collective dans les périodes floues.

Send us a MessageIn this episode of Culture Change RX, host Sue Tetzlaff and guest Christy Pretzinger delve into the concept of BETTER Quotient™ (BQ) and its significance in leadership. Christy shares her journey of understanding the importance of continuous improvement and vulnerability in leadership roles. They discuss the relationship between BQ and growth mindset, the necessity of self-awareness, and the value of soft skills in the workplace. Christy introduces a three-step process for applying BQ in daily interactions, emphasizing the importance of pausing, anchoring, and choosing better actions. The conversation highlights the privilege and responsibility of leadership, encouraging listeners to embrace personal development as a pathway to organizational growth.Soft skills are predictors of success in the workplace.The pause is a gift to avoid regrettable actions.Self-awareness is crucial for effective leadership.Leadership voice carries weight and responsibility.Connect with Christy Pretzinger and WG ContentChristy@WGCongent.comThe Better Leader Projectchristypretzinger.comWGContent.comWe're stepping forward in a bigger way—growing our team of rural healthcare experts, growing our capabilities by adding a strategic planning division … all of this so we can expand our ability to help even more rural hospitals and other small healthcare organizations in 2026. … We'd love to explore how we can support your organization in being the provider- and employer-of-choice so you can keep care local and margins strong! Learn more at CaptoneLeadership.net Learn more and register for the 2026 Healthcare Executive Forum - We look forward to seeing you on June 17-18 in Madison, Wisconsin!Hi! I'm Sue Tetzlaff. I'm a culture and execution strategist for small and rural healthcare organizations - helping them to be the provider and employer-of-choice so they can keep care local and margins strong.For decades, I've worked with healthcare organizations to navigate the people-side of healthcare, the part that can make or break your results. What I've learned is this: culture is not a soft thing. It's the hardest thing, and it determines everything.When you're ready to take your culture to the next level, here are three ways I can help you:1. Listen to the Culture Change RX PodcastEvery week, I share conversations with leaders who are transforming healthcare workplaces and strategies for keeping teams engaged, patients loyal, and margins healthy. 2. Subscribe to our Email NewsletterGet practical tips, frameworks, and leadership tools delivered right to your inbox—plus exclusive content you won't find on the podcast.

  People. They’re the problem.

In this episode, Kati sits down with Kellie Johnson to explore the soft skills that truly separate top-performing salon professionals and leaders. From confidence and happiness as learned skills to building trust, integrity, and emotional intelligence within teams, Kellie shares actionable strategies to elevate culture and client experience. They also dive into real-world lessons on hiring, training, and leading through change in today's evolving salon landscape. If you want to strengthen your leadership and create deeper client connections, this is a must-listen conversation.   WATCH ON YOUTUBE: https://youtu.be/0NyGIeUIdi8   GET MY BOOK! From First Date to Forever; How to Market Like A Matchmaker: https://joinmya.com/from-first-date-to-forever-book    POWERED BY:  JOIN mya! joinmya.com   FOLLOW ELAN HAIR STUDIO Instagram: https://www.instagram.com/elanhairstudio/  Kellie's Podcasts with us! Click Here   LET'S CONNECT! BTT Instagram: https://www.instagram.com/beyondthetechnique MYA Instagram: https://www.instagram.com/join_mya/    FOLLOW KATI WHITLEDGE Instagram: https://www.instagram.com/katiwhitledge/ Get my favorite bio-hacking products: CLICK HERE   SPONSORS Join the PBA: https://www.probeauty.org/

Most use-of-force problems don't start with bad intent; they start with bad preparation. We're talking with Joe Buice, a lifelong martial artist and retired sheriff's office lieutenant who has spent decades in corrections, led high-liability teams, and now serves as Pepperball's Director of Implementation. The result is a practical, no-theory conversation about what actually keeps officers safe in jails, prisons, and street encounters. We get specific about defensive tactics and why “just grab an arm” fails when stress hits. Joe breaks down the real gap he sees across agencies: perishable skills treated like check-the-box training. We discuss how hesitation shows up in body-worn video reviews, why fundamentals and repetition create fluidity, and how control tactics can reduce injuries for both staff and inmates while staying inside policy and lawful orders. We also connect the dots between training and leadership. Joe shares how strong teams are built by putting the right people in the right roles, leading from the front, and slowing down long enough to listen. Then we shift to safer options first, including Pepperball for distance, area saturation, buffer zones, and lowering the career-long toll of hands-on fights. If you care about corrections officer safety, law enforcement training, defensive tactics that work, and smarter use of force decisions, this one delivers. PepperBall - jbuice@pepperball.comLinkedIn - linkedin.com/in/joe-b-56116bb1 Surround yourself with professionals who take this work seriously. Join us Behind the Wall: https://patreon.com/ThePrisonOfficerSend us Fan Mail PepperBallFrom crowd control to cell extractions, the PepperBall system is the safe, non-lethal option.OMNIOMNI is cutting-edge software designed to track inmates and assets within your prison or jail. 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 showAlso, check out Michael's newest book - POWER SKILLS: Emotional Intelligence and Soft Skills for Correctional Officers, First Responders, and Beyond https://amzn.to/4mBeog5See Michael's newest Children's Books here: www.CantrellWrites.comSupport the show=======================Support the mission and go deeper with The Prison Officer Podcast on Patreon. Behind the Wall, you will get exclusive content, behind-the-scenes insights, leadership discussions, and tools designed for correctional professionals who want to grow, lead, and perform at a higher level.

Unlock the ultimate guide to building a future-proof cybersecurity career and mastering the complex world of AI security! Join us for an exclusive interview with Ben Wilcox, CTO and CSO of ProArch, as he unveils his unparalleled insights forged over three decades in digital defense. This video is your essential roadmap to navigating the rapidly evolving landscape of AI security, securing enterprise AI, and understanding the critical challenges and opportunities in cyber defense.Whether you're looking to break into cybersecurity, advance your tech career, or are a seasoned IT veteran, Ben's journey—from early internet hustles to a leadership role in cloud and application security—provides invaluable, practical guidance. Discover the foundational knowledge, crucial soft skills, and continuous learning strategies vital for anyone aspiring to a successful cybersecurity career. Ben highlights the immense value of professional certifications and the unique advantages gained through diverse experiences, especially within consultancies.Dive deep into what truly keeps Chief Security Officers (CSOs) awake at night, including the growing threat of identity-driven attacks and the rapidly emerging security challenges posed by sophisticated AI agents. We explore the critical importance of implementing zero trust architectures and how advanced security tools are becoming indispensable to manage the expanding AI attack surface effectively. Ben offers actionable cybersecurity career advice for newcomers: embrace every learning opportunity, cultivate strong communication and people skills, and actively network within the industry. Tune in for expert insights on cybersecurity leadership, sustainable career growth, robust security best practices, and truly securing the future in an age of artificial intelligence.This comprehensive deep dive into AI security, strategic career development, and cutting-edge security strategies is an absolute must-watch for anyone interested in AI's profound impact on cyber defense and professional growth. Learn directly from an industry leader how to not only secure your own career but also contribute to securing our digital world against advanced threats. Don't miss out on mastering AI security concepts and significantly advancing your professional journey in cybersecurity.Timestamps:0:00 Introduction: CTO Ben Wilcox & AI Security Career Map13:00 Breaking Into Cyber Today: AI's Impact & Essential Skills17:49 CSO Concerns: Identity Attacks, Passkeys & Agentic AI Risks22:41 Enterprise AI Security: Zero Trust & Attack Surface Management26:14 Career Growth Advice: Networking, Soft Skills & Future-ProofingConnect with Ben Wilcox on LinkedIn: https://www.linkedin.com/in/ben-wilcox/Learn more about Breaking Into Cybersecurity:Website: https://www.cyberhubpodcast.com/breakingintocybersecurityPodcast: https://podcasters.spotify.com/pod/show/breaking-into-cybersecuriYouTube: https://www.youtube.com/c/BreakingIntoCybersecurityLinkedIn: https://www.linkedin.com/company/breaking-into-cybersecurity/Check out our books:The Cybersecurity Advantage - https://leanpub.com/the-cybersecurity-advantageDevelop Your Cybersecurity Career Path: How to Break into Cybersecurity at Any Level - https://amzn.to/3443AUIHack the Cybersecurity Interview: Navigate Cybersecurity Interviews with Confidence - https://www.amazon.com/Hack-Cybersecurity-Interview-Interviews-Entry-level/dp/1835461298/Hacker Inc.: Mindset For Your Career - https://www.amazon.com/Hacker-Inc-Mindset-Your-Career/dp/B0DKTK1R93/About the Hosts:Renee Small, CEO of Cyber Human Capital: https://www.linkedin.com/in/reneebrownsmall/Christophe Foulon, Cybersecurity Strategist: https://www.linkedin.com/in/christophefoulon/Find out more about CPF-Coaching: https://www.cpf-coaching.comSponsored by CPF Coaching LLC - http://cpf-coaching.com

What skills actually matter in technical careers now that the work is more digital, more automated, and more interconnected?Industrial employers are not asking schools to choose between hard skills and soft skills. They're asking for both, and they still need the hard skills to come first. At Bosch, Justin Allen sees that every day: teamwork, drive, and professionalism matter, but technical problems don't get solved unless people understand the systems, tools, and engineering underneath them.In this episode:The hard skills vs. soft skills debate: soft skills matter, but technical work can't get done without hard skillsAre digital skills now a soft skill?What employers really mean when they say they want drive, work ethic, and teamworkHow MAGMA has figured out how to successfully re-skill the current workforceHow technical careers are shifting from narrow expertise to systems thinking3 Big Takeaways from this Episode:1. Industrial employers still expect hard skills for all technical positions, not just "soft" or "employability" skills. Justin says it directly: while companies like Bosch value teamwork, drive, and professionalism, technical problems don't get solved unless people understand the systems, tools, and engineering behind the work. It's an important distinction for schools that hear employers talk about soft skills and assume the technical bar has somehow been lowered.2. Digital fluency is moving from specialized skill to baseline expectation. Justin argues that younger workers are already showing up comfortable with digital tools, automation, scripts, and AI, while many employers are still adjusting to how fast that shift is happening. In technical roles, that means software awareness and digitalization are becoming part of the expected skill stack.3. Schools and workforce programs need tighter alignment with industry's talent and skill needs. Justin shares how he's working directly with universities to help shape curriculum, evaluate where students are still missing key competencies, and bringing real engineering problems into capstone projects so learning stays connected to actual technical work. He also points to MAGMA and Michigan's workforce ecosystem as examples of how employers, public partners, and training providers can help incumbent workers build new skills, retrain for technical roles, and stay aligned with what industry needs now.Resources in this Episode:Learn more about Bosch: https://www.bosch.us/Learn more about MAGMA: https://miautomobility.org/More links & resources on the episode page: https://techedpodcast.com/allenWe want to hear from you! Send us a text.Instagram - Facebook - YouTube - TikTok - Twitter - LinkedIn

Cat & Cloud Podcast  Cat & Cloud Coffee www.catandcloud.com/ What We Think Matters vs. What Actually Matters w/ Chris and Casey - Ep# 444  This episode opens with an introduction to Casey Ryan—his background in filmmaking and eventually as an independent school principal, and how he found his way into Cat & Cloud—but quickly shifts into a deeper conversation about hospitality, coffee culture, and business. At the center is the question of what guests actually care about versus what coffee professionals think they care about, leading to a thoughtful breakdown of service, empathy, and meeting people where they are. Chris reflects on the tension between passion and practicality in specialty coffee, how to build excitement without overwhelming people, and why creating a welcoming, human experience ultimately matters more than showcasing expertise. Chapters 00:00 Casey Ryan's Path from Education to Cat & Cloud 08:00 What Guests Care About vs What We Think They Care About 17:00 Passion vs. Business in Specialty Coffee 22:00 Santa Cruz, Coffee Culture, and Meeting People Where They Are 29:00 Service as Soft Skill, Performance, and Human Connection 29:00 Training, Teaching, Enthusiasm and Not Overloading People 40:00 Coffee Curiosity, Guest Journeys, and No Gatekeeping 47:30 Gratitude for Team Cat & Cloud: Instagram: www.instagram.com/catcloudcoffee/ Webstore: Buy Our Coffee! www.catandcloud.com/ Roasters Choice Subscription www.catandcloud.com/collections/subscriptions Wholesale Partners! Interested in serving our coffee at your business? Learn more about our Partner Program https://catandcloud.com/wholesale Links – Cafe Imports Event at World of Coffee: Moderated by Chris Baca https://www.eventbrite.com/e/source-where-do-we-go-from-here-tickets-1983895046489 The Truth! Colombia Truji y Angelita Thermal Shock Natural  https://catandcloud.com/products/colombia-truji-y-angelita-thermal-shock-natural Jared Truby Zine https://www.flipsnack.com/965BBFD6AED/letter-to-young-coffee-owners-issue-with-jared-truby World of Coffee/SCA https://usa.worldofcoffee.org/ Cat & Cloud Coffee was founded in 2016 by three friends who believe experiences and connections shape our lives. Former barista champions and lifelong coffee professionals, they envisioned a better way to do business and set out to create a values-driven organization that put culture first. Our mission is to inspire connection by creating memorable experiences. Whether it's with guests in our 4 retail locations in Santa Cruz, our team members, or our wholesale partners across the country, we strive to leave everyone better than we found them.  The Cat & Cloud Podcast is a space for us to share our experiences and adventures in coffee and business in hopes of inspiring more people to create culture and values-driven organizations.  Hosted by Chris Baca and Jared Truby Produced by Casey Ryan April 2026

What if “soft skills” are actually the most powerful leadership skills you can have?In this episode, Nicole Greer sits down with leadership expert Nanci Appleman-Vassil to break down the 8 power skills every leader must have to build strong teams, improve communication, and create a thriving work culture.From reading the energy in a room to giving feedback that actually drives change, these leadership skills are not optional—they're essential for leaders who want to show up with clarity, confidence, and real impact.If you're a leader, manager, or business owner looking to improve engagement, strengthen communication, and build accountability on your team—this conversation is your playbook.What You'll Learn in This Episode:✔️ Why “soft skills” are actually power skills✔️ How to build a strong organizational culture✔️ How leaders communicate effectively✔️ How to improve team communication and accountability✔️ Leadership strategies that work in real businesses✔️ Practical approaches to project management and team performanceThe 8 Power Skills Every Leader Must Have:00:04:04 Reading the Room: Picking up on energy, body language, and engagement00:13:51 Giving Meaningful Feedback: Why telling isn't feedback00:14:23 Addressing Issues in the Moment: Stop waiting, start leading00:17:25 Staying Curious Instead of Judgmental: Engage instead of label00:24:15 Building Self-Awareness: Understanding yourself and others00:30:53 Adapting Your Communication Style: Move beyond “this is just how I am”00:32:26 Creating Psychological Safety: Prevent disengagement and turnover00:36:19 Connecting Strategy to People: Align plans with real humansWant to build a stronger work culture, improve leadership, and create a thriving team? You're in the right place.Connect with Nanci:18 Common Mistakes Small Business Owners Make: https://a.co/d/069ec1ZwNanci's Website: https://www.nanciapplemanvassil.com/APLS Group Website: https://aplsgroup.com/Nanci's LinkedIn: https://www.linkedin.com/in/nanciapplemanvassil/APLS Group LI: https://www.linkedin.com/company/281681/admin/dashboard/FREE DOWNLOAD: You're on the Workplace Stage https://talk.ac/nanci (Code: KIND)Learn more about training, coaching, and courses at https://vibrantculture.comConnect on LinkedIn: https://www.linkedin.com/in/build-a-vibrant-culture-nicole-greer/For speaking inquiries: https://vibrantculture.com/speaker-kit-request/Download our training catalog: https://vibrantculture.com/catalog-request/Want to be a guest? Send your request to podcast@vibrantculture.comWatch Nicole's TEDx Talk: https://youtu.be/SMbxA90bfXE

Powered by CJ Moneyway Entertainment and Bleav Network. In the world of cybersecurity and technology, most people believe success comes down to technical expertise. But today's guest proves something different. Evgeniy Kharam is a cybersecurity expert, consultant, and author of The Art of Soft Skills in Technical Sales. Over his career, he has worked alongside global technology leaders and helped major enterprises across Canada, the United States, and Europe solve complex technical challenges. But along the way, Evgeniy discovered a powerful truth: Technical knowledge alone isn't enough. The real difference-makers are communication, trust, and human connection. In this episode of The CJ Moneyway Show, Evgeniy explains how soft skills allow engineers, cybersecurity professionals, and technical leaders to translate complex ideas into real business solutions. If you work in technology, leadership, or entrepreneurship, this conversation will reshape how you think about influence, trust, and success. In this episode we explore: • Why soft skills are the missing link in cybersecurity and technical sales • The communication gap between engineers and decision makers • How to simplify complex technical ideas for real-world impact • Building trust in high-stakes cybersecurity environments • Why empathy and listening outperform technical jargon • Lessons from working with global enterprises This episode is essential listening for technology leaders, cybersecurity professionals, entrepreneurs, and anyone navigating complex technical industries. ⸻ GUEST RESOURCES (PUBLICLY VERIFIABLE) Evgeniy Kharam — Official Website https://evgeniykharam.com Evgeniy Kharam — LinkedIn https://www.linkedin.com/in/evgeniykharam Book: The Art of Soft Skills in Technical Sales https://www.amazon.com/Art-Soft-Skills-Technical-Sales/dp/1637426041 ⸻ EPISODE OUTLINE 00:00 – Introduction CJ introduces Evgeniy and frames the importance of communication in technical industries. 03:00 – From Cybersecurity Engineer to Author Evgeniy's journey working in cybersecurity across global enterprises. 08:30 – Why Technical Skills Alone Are Not Enough The biggest communication mistakes engineers make with executives. 15:00 – The Power of Soft Skills in Technical Sales How listening, empathy, and storytelling win trust. 22:30 – Translating Complexity into Business Language How to explain cybersecurity risks to decision-makers. 29:00 – Leadership Lessons in Technology Why great tech leaders prioritize communication. 36:00 – The Future of Cybersecurity Communication How human connection will shape the next generation of cybersecurity professionals. 42:00 – Final Takeaways Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Announcement! Behind the Wall is Live! https://www.patreon.com/ThePrisonOfficerSilence doesn't stay empty for long. When correctional agencies refuse to talk about what happens behind the wall, someone else will gladly explain it for us, and they'll usually pick the most extreme version. From the ILEETA conference, I take one simple line, “nature abhors a vacuum,” and apply it to one of the biggest challenges in corrections: who controls the narrative of prison life, jail incidents, and use of force.We get specific about what the public rarely sees. A 30-second YouTube clip won't show the hours of de-escalation that happened before a cell extraction. A headline counting jail deaths may skip the cause, the medical response, and the reality that correctional officers perform CPR, cut people down, and intervene in violence far more than outsiders assume. In a world of doom scrolling and sensationalism, partial facts become “truth” fast, especially when movies, scripted TV, and even inmate podcasts fill in the blanks.We also push back on the idea that this is just a PR issue. Our goal is light, not spin. That means sharing real context, owning mistakes when they happen, and inviting the people who shape policy to see the real environment: legislators, judges, and community leaders taking honest tours, not staged walkthroughs. If we want smarter conversations about public safety, accountability, and prison reform, we have to start with accurate information.Subscribe to the Prison Officer Podcast, share this with someone who thinks they already know what prison is like, and leave a review with the biggest myth you want corrected.Send us Fan Mail Support the showAlso, check out Michael's newest book - POWER SKILLS: Emotional Intelligence and Soft Skills for Correctional Officers, First Responders, and Beyond https://amzn.to/4mBeog5See Michael's newest Children's Books here: www.CantrellWrites.comSupport the show=======================Support the mission and go deeper with The Prison Officer Podcast on Patreon. Behind the Wall, you will get exclusive content, behind-the-scenes insights, leadership discussions, and tools designed for correctional professionals who want to grow, lead, and perform at a higher level.

Send us Fan MailEngineering outcomes don't happen in isolation—and understanding how engineering systems and organizational systems shape those outcomes is critical for effective engineering leadership.In this episode of ENGINEERING CH∆NGE®, I challenge one of the most persistent, misleading and, quite frankly, aggravating phrases in engineering: “soft skills.”There is nothing soft about teamwork, communication, and other people-centered professional competencies that determine whether engineering work succeeds.Using a systems lens, this episode examines how engineering outcomes are produced through interactions among people, across roles, and between organizations and the communities they serve. It also explores how narrow definitions of merit obscure the very contributions that hold teams, projects, and systems together. (More to come on this in Episode 32).Through real-world examples and personal reflection, I make the case for eliminating the term “soft skills” altogether and replacing it with a more accurate understanding of what engineering work actually requires, and thus, what our organizations should recognize and value.In this episode: Why the term “soft skills” fails to describe critical engineering capabilities  How people, relationships, and context shape engineering outcomes  What traditional definitions of merit overlook  Why expanding what we value strengthens engineering systems If this conversation resonates with you, follow ENGINEERING CH∆NGE® and leave a five-star review to help more engineers and leaders join the conversation.Visit the ENGINEERING CH∆NGE® podcast website to learn more and to request a free copy of my new brief, Engineering for Society.Support the showENGINEERING CHΔNGE® is a registered trademark held by Dr. Yvette E. Pearson for producing and providing podcasts.

Hoje é o papo é sobre RH e tecnologia! Neste episódio, mergulhamos nos bastidores da Factorial para entender como tecnologia, produto e inteligência artificial estão sendo usados para transformar a gestão de pessoas. Vem ver quem participou desse papo: André David, o host que investiga as novidades do universo Vinny Neves, Líder de Front-End na Alura Renan Conde, CEO Brasil na Factorial Antonia Rocha, CRO Brasil na Factorial Links: Factorial Product Engineer: a nova cara da engenharia de software? Vagas abertas na Factorial Conheça o curso Soft Skills na era da IA: Como fortalecer metacompetências da Alura, e desenvolva inteligência emocional para gerir decisões e relações em contextos profissionais complexos. TechGuide.sh, um mapeamento das principais tecnologias demandadas pelo mercado para diferentes carreiras, com nossas sugestões e opiniões. #7DaysOfCode: Coloque em prática os seus conhecimentos de programação em desafios diários e gratuitos. Acesse https://7daysofcode.io/ Produção e conteúdo: Alura Cursos de Tecnologia – https://www.alura.com.br Edição e sonorização: Rede Gigahertz de Podcasts

Send us Fan MailDr. Clara Song, neonatal intensivist with Southern California Permanente Medical Group, Chair of the AAP Section on Neonatal Perinatal Medicine Executive Committee, and founding leader of the Women in Neonatology group, shares the lessons from her Cool Topics talk on quiet power and soft skills in leadership. She explores how communication, emotional intelligence, and servant leadership drive team performance more than technical expertise, breaks down the four personality types every leader needs to understand, and offers a practical framework for structuring communication so every type of team member actually receives the message.Support the showAs always, feel free to send us questions, comments, or suggestions to our email: nicupodcast@gmail.com. You can also contact the show through Instagram or Twitter, @nicupodcast. Or contact Ben and Daphna directly via their Twitter profiles: @drnicu and @doctordaphnamd. The papers discussed in today's episode are listed and timestamped on the webpage linked below.Enjoy!

Why is "kindness" often dismissed as a soft skill when it's actually a life-saving tool for resilience? In this episode of Ask Kati Anything, licensed therapist Kati Morton is joined by Andra Liemandt, the founder and CEO of The Kindness Campaign. Andra shares the powerful, heartbreaking story of how a tragic loss in her community became the catalyst for a national movement that reached over 250,000 students last year alone. We explore the science of emotional literacy, the transformative power of "Mirror Work," and practical strategies for parents to help their children feel seen, heard, and understood. Shopping with our sponsors helps support Ask Kati Anything. Please check out this week's special offers: • Hungryroot - Get 40% off your first box plus a free item in every box for life at ⁠https://www.hungryroot.com/kati with code KATI • Care.com - Get 20% off a subscription or a senior care advisor plan at https://www.care.com/ using code KATI TIMESTAMPS 00:00 – Intro: Advancing emotional literacy with Andra Liemandt. 02:59 – The tragedy that started The Kindness Campaign. 06:17 – Enoughie Buddy: Helping kids find their words. 14:44 – "See to the other side": Finding light in dark times. 18:11 – Morning Pages vs. Venting: Clearing the brain. 24:18 – How the Magic Mirror builds self-worth. 31:23 – The power of "Mirror Work" and receiving kindness. 38:14 – Secure attachment: The trapeze net of parenting. 45:00 – Kind Leadership: Preparing high schoolers for the real world. 57:11 – The Science of Kindness: From soft skill to survival. 01:02:42 – Superpowers: Identifying your communication style. 01:08:18 – Self-care toolkits: Gratitude, Grounding, and Green. 01:21:19 – "Playing it out": A CBT tool for big decisions If you're enjoying these conversations, please take a moment to Follow the show. It's the easiest way to make sure you never miss an episode. If this episode on kindness and self-worth resonated with you, leaving a review would mean the world to us. Your ratings help more people discover these tools and join our community. MY BOOKS Why Do I Keep Doing This? https://geni.us/XoyLSQ Traumatized https://geni.us/Bfak0j Are u ok? https://geni.us/sva4iUY ONLINE THERAPY? Enjoy 10% off your first month: While I do not currently offer online therapy, BetterHelp can connect you with a licensed, online therapist: https://betterhelp.com/kati PARTNERSHIPS Nick Freeman | nick@biglittlemedia.co DISCLAIMER The information provided in this video is for educational and informational purposes only and is not intended as medical or mental health advice. It should not be used to diagnose or treat any health problem or disease. Always consult with a qualified healthcare professional for diagnosis and treatment. Viewing this content does not establish a therapist-client relationship. Ask Kati Anything ep. 305 | Your mental health podcast, with Kati Morton, LMFT Learn more about your ad choices. Visit megaphone.fm/adchoices