Podcasts about sumeet

(04:07) Brought to you by Swimm.io.⁠⁠⁠⁠⁠⁠Start modernizing your mainframe faster with ⁠Swimm⁠.Understand the what, why, and how of your mainframe code.Use AI to uncover critical code insights for seamless migration, refactoring, or system replacement.Are too many meetings killing your productivity and making your team less effective?Discover a new approach to work where meetings are no longer the default and deep work takes the center stage.In this episode, Sumeet Moghe, the author of the “Async-First Playbook”, shares actionable insights on building high-performing teams through async-first approach.Key topics discussed:The real reasons behind the return-to-office trend, and why remote and async work are far from deadHow async-first companies like GitLab, Shopify, and Automattic operate, and why it's not an all-or-nothing approachSurprising survey findings: Why most people want to work remotely, and how meetings and interruptions are damaging productivityThe async-first mindset: Making meetings the last resort, prioritizing written communication, and defining reasonable response lagsThe ConveRel Quadrants: A framework for deciding when to meet based on relationship strength and meeting purposeInclusion as a first-class responsibility: How async work empowers introverts, non-native speakers, parents, and diverse team membersThe “default to action” principle: How teams can move faster by embracing reversible decisions and reducing bottlenecksAsync-first leadership: Building trust, modeling the right behaviors, and creating systems that replace performative busynessPractical tips for better business writing and reading, plus how AI tools can supercharge your communicationThe future of work: Why top talent will continue to demand autonomy, and how AI and fractional work are shaping new collaboration modelsTune in to discover how to build high-performing, effective and inclusive teams with fewer meetings by adopting async-first.  Timestamps:(02:19) Career Turning Points(06:21) The Return to Office Trend(11:36) Companies Embracing Async-First(13:20) People's Working Style Preference(17:37) What is Async-First?(21:39) Team Handbook and Ways of Working(23:24) The ConveRel Quadrants(27:41) Inclusion as a First-Class Responsibility(32:14) Defaulting to Action(35:50) Async-First Leadership(40:38) Being Good in Written Communication(44:35) AI Usage in Written Communication(46:17) Time to Read and Reading Comprehension(51:14) The Future of Work(58:33) 3 Tech Lead Wisdom_____Sumeet Moghe's BioSumeet Gayathri Moghe is an Agile enthusiast, product manager, and design nerd at Thoughtworks. Sumeet has recently authored The Async-First Playbook. His practical recommendations for effective collaboration within remote and distributed teams stand for what he's learned from his colleagues, their successes, and their occasional misadventures.Sumeet kicked off “The async-first manifesto” , a set of principles he is co-creating with volunteer enthusiasts from around the world. He is also bringing async-work to life with stories of “Humans of remote work” .Follow Sumeet:LinkedIn – linkedin.com/in/sumeetmogheWebsite – asyncagile.org

This week on Hafta, Newslaundry's Abhinandan Sekhri, Manisha Pande, Raman Kirpal, and Anand Vardhan are joined by Dr Sumeet Mhaskar, professor of sociology at Jindal School of Government and Public Policy, and Ajoy Bose, veteran journalist and author of Behenji: The Rise and Fall of Mayawati.The panel first discusses the controversy triggered by Samajwadi Party legislator Abu Azmi's remarks on Aurangzeb while addressing the Mughal emperor's portrayal in the film Chhava.Sumeet provides historical context to the interpretation of Aurangzeb and Chhatrapati Sambhaji Maharaj's legacies in Maharashtra. Explaining how they are shaped by competing narratives, he says: “Much more communalised interpretation is projected through movies, history textbooks, and plays”. The return of Aurangzeb to headlines shows that we are using the present to judge the past, rather than letting history inform our present, he notes.Commenting on Aurangzeb's legacy, Manisha adds, “When you look at the Mughals, I would say Aurangzeb was the worst of them...He's an odd hill to die on, especially for current politicians.”The panel then analyses the “political decline” of Mayawati, and her decision to suspend nephew Akash Anand from the Bahujan Samaj Party.Ajoy terms the suspension as a “significant moment”. Commenting on Mayawati's “disruptive” thinking, he says: “If Kanshiram was the strategic genius who thought of using Dalits to become a political force, Mayawati was the person who delivered”. On where things went wrong for Mayawati, he remarks, “She got quite distracted by her prime ministerial dream being thrashed and made fundamental mistakes in handling the social alliance which brought her to power.”As Abhinandan and Sumeet point to BSP's cadre being the strength of the party, Anand underlines Mayawati's “lack of political agility” as one of the reasons for BSP's decline. This and a lot more. Tune in!We have a page for subscribers to send letters to our shows. If you want to write to Hafta, click here. Check out the Newslaundry store and flaunt your love for independent media. Download the Newslaundry app. Contribute to our latest NL Sena here.Timecodes00:00:00 – Introductions and announcements00:03:09 – Headlines 00:03:09 – Was history always controversial?00:17:24 – Aurangzeb's return to headlines 00:53:19 – Mayawati and the future of BSP01:32:03 – Sumeet's recommendation01:39:30 – Ajoy's recommendation01:51:06 – Letters 01:59:40 – Recommendations Check out previous Hafta recommendations, references, songs and letters Hosted on Acast. See acast.com/privacy for more information.

On this episode of Tech Talks Daily, I am joined by Sumeet Kumar, CEO of Innatera, to discuss why neuromorphic computing might be the most transformative technology of the coming year.  Neuromorphic processors are no longer just a concept confined to research labs; they're poised to revolutionize industries ranging from IoT to wearables, bringing unparalleled efficiency and autonomy to edge devices. Sumeet explains how Innatera's groundbreaking Spiking Neural Processor (SNP) T1 bridges the gap between biological brains and artificial intelligence, enabling real-time decision-making with ultra-low power consumption.  With this technology, AI can now process complex data directly at the source, eliminating the need for energy-intensive cloud-based processing. I learn more about the unique capabilities of the SNP T1 as Sumeet highlights how its efficiency extends battery life for devices like video doorbells and wearables while opening doors to previously unattainable applications in industrial IoT and healthcare diagnostics. We also explore the broader implications of neuromorphic processing for the AI landscape, discussing how it addresses challenges of scalability, energy efficiency, and sustainability. With commercialization on the horizon, Sumeet shares why 2025 is a tipping point for neuromorphic technology and what this evolution means for the future of smart devices. As neuromorphic computing shifts from theory to reality, what opportunities and challenges lie ahead for industries adopting this innovation? And how might this technology redefine our expectations of AI-powered devices in our daily lives? As always, I'd love to hear your perspectives. Where do you see the greatest potential for neuromorphic processors? Share your thoughts with me.

In recent news, the Government of Canada announced a 100% tariff on imported Chinese-made EVs into Canada. What does this mean for you, the EV owner or potential EV owner? And what does this mean for the EV industry in Canada as a whole? Find the answers in this episode with Dr. Sumeet Gulati, Environmental and Resource Economics and the University of British Columbia.Sumeet Gulati UBC ProfileTariff detailsJoin the conversation in the EV Life group

Episode 55 of Venture Everywhere is hosted by Hugh Dixson, founder and CEO of Switchboard, a platform that allows businesses to easily integrate and exchange data with any supply chain system. He chats with Sumeet Trehan, co-founder and CEO of Starboard, a virtual infrastructure company specializing in global trade. Sumeet shares insights on how Starboard leverages cutting-edge AI and ML to streamline complex operations, optimize routing, enhance transparency, and reduce costs. Hugh and Sumeet also discuss how companies like Switchboard and Starboard are revolutionizing the logistics industry with AI and advanced technologies.In this episode, you will hear:Starboard aims to cut freight forwarders' workloads by up to 70% with AI bots.Challenges in digitizing an industry reliant on outdated systems and manual processes.Starboard's vision as a centralized hub for global trade. How small and mid-sized players can leverage technology to compete with larger players.Parallels between supply chain modernization and the fintech boom.Why smaller players are adopting innovative solutions faster.Learn more about Sumeet Trehan | StarboardLinkedIn: https://www.linkedin.com/in/sumeettrehan1/Website: https://www.starboard.biz/Learn more about Hugh Dixson | SwitchboardLinkedIn: https://www.linkedin.com/in/hughdixson/Website: https://www.switchboardcloud.com/

Mark talked video games with Sumeet an original member of the Game On team . They reminisced about the golden age of gaming and talked about the future of video games.See omnystudio.com/listener for privacy information.

In the latest episode of Mint Techcetra, host Deepti Ahuja sits down with Sumeet Mathur, Senior Vice President and Managing Director of ServiceNow India Technology and Business Center, to explore the growing customer service gap in India. As businesses promise more but often deliver less, this gap threatens to erode customer loyalty and brand value. In this insightful conversation, Sumeet sheds light on how AI and innovative technologies are revolutionizing customer service, streamlining operations, and improving responsiveness. They discuss real-world examples of businesses successfully transforming frustrating customer experiences into moments of delight.Tune in to find out how to not just meet, but exceed, customer expectations and turn your service strategy into a competitive edge!

In this episode of Bringing Data and AI to Life, host and VP of Data Governance and Data Integration Solution Sales, Amy Horowitz is joined by Sumeet Agrawal, VP of Product Management at Informatica. Informatica is well-known for data integration, and their iPaaS solutions encompass various integration patterns. Amy and Sumeet discuss this and more in this episode.

It's hard to escape talk of AI these days, but not all AI is the same, and not all of it is safe for large organizations to use. Today we're diving into the evolving world of generative AI for the enterprise with Sumeet Agrawal, VP of Product Management at Informatica. We'll discuss strategies and considerations for building robust, enterprise-grade generative AI applications. Sumeet Kumar Agrawal is a VP of Product Management at Informatica. Based in the Bay Area, Sumeet has 15+ years of data engineering and product management experience, driving innovative products within the cloud technology sector. He leads the Cloud AI/GenAI, Analytics & Data warehouse & Data lake, and iPaaS product portfolio at Informatica. It consists of multiple product lines such as Cloud Data Engineering, Streaming, big data, NoSQL, Serverless, Cloud Mass Ingestion(including CDC), Serverless & AI/ML, GenAI, API, and App Integration initiatives. He has a lot of experience working with many cloud ecosystem vendors like AWS, GCP, Azure, Snowflake, Databricks, etc. Apart from this, Sumeet has been frequently recognized as a strong communicator who has successfully worked with people from broad socio-economic backgrounds, and diverse cultures, building strong and fruitful organizational teams. He sits on the advisory board of many startups. RESOURCES Informatica website: https://www.informatica.com Register for the Medallia CX Day webinar: Building Loyalty: How Top Brands Create Forever Customers with CX - https://bit.ly/3M7dkQM Connect with Greg on LinkedIn: https://www.linkedin.com/in/gregkihlstrom Don't miss a thing: get the latest episodes, sign up for our newsletter and more: https://www.theagilebrand.show Attend the Mid-Atlantic MarCom Summit, the region's largest marketing communications conference. Register with the code "Agile" and get 15% off. Register now for HumanX 2025. This AI-focused event which brings some of the most forward-thinking minds in technology together. Register now with the code "HX25p_tab" for $250 off the regular price. Check out The Agile Brand Guide website with articles, insights, and Martechipedia, the wiki for marketing technology: https://www.agilebrandguide.com The Agile Brand podcast is brought to you by TEKsystems. Learn more here: https://www.teksystems.com/versionnextnow The Agile Brand is produced by Missing Link—a Latina-owned strategy-driven, creatively fueled production co-op. From ideation to creation, they craft human connections through intelligent, engaging and informative content. https://www.missinglink.company Learn more about your ad choices. Visit megaphone.fm/adchoices

It's hard to escape talk of AI these days, but not all AI is the same, and not all of it is safe for large organizations to use. Today we're diving into the evolving world of generative AI for the enterprise with Sumeet Agrawal, VP of Product Management at Informatica. We'll discuss strategies and considerations for building robust, enterprise-grade generative AI applications. Sumeet Kumar Agrawal is a VP of Product Management at Informatica. Based in the Bay Area, Sumeet has 15+ years of data engineering and product management experience, driving innovative products within the cloud technology sector. He leads the Cloud AI/GenAI, Analytics & Data warehouse & Data lake, and iPaaS product portfolio at Informatica. It consists of multiple product lines such as Cloud Data Engineering, Streaming, big data, NoSQL, Serverless, Cloud Mass Ingestion(including CDC), Serverless & AI/ML, GenAI, API, and App Integration initiatives. He has a lot of experience working with many cloud ecosystem vendors like AWS, GCP, Azure, Snowflake, Databricks, etc. Apart from this, Sumeet has been frequently recognized as a strong communicator who has successfully worked with people from broad socio-economic backgrounds, and diverse cultures, building strong and fruitful organizational teams. He sits on the advisory board of many startups. RESOURCES Informatica website: https://www.informatica.com Register for the Medallia CX Day webinar: Building Loyalty: How Top Brands Create Forever Customers with CX - https://bit.ly/3M7dkQM Connect with Greg on LinkedIn: https://www.linkedin.com/in/gregkihlstrom Don't miss a thing: get the latest episodes, sign up for our newsletter and more: https://www.theagilebrand.show Attend the Mid-Atlantic MarCom Summit, the region's largest marketing communications conference. Register with the code "Agile" and get 15% off. Register now for HumanX 2025. This AI-focused event which brings some of the most forward-thinking minds in technology together. Register now with the code "HX25p_tab" for $250 off the regular price. Check out The Agile Brand Guide website with articles, insights, and Martechipedia, the wiki for marketing technology: https://www.agilebrandguide.com The Agile Brand podcast is brought to you by TEKsystems. Learn more here: https://www.teksystems.com/versionnextnow The Agile Brand is produced by Missing Link—a Latina-owned strategy-driven, creatively fueled production co-op. From ideation to creation, they craft human connections through intelligent, engaging and informative content. https://www.missinglink.company Learn more about your ad choices. Visit megaphone.fm/adchoices

On this episode of the Hockey IQ podcast, we sit down with Player Development Specialist, Sumeet Wareh.A few areas on this episode we discuss:- Edge control and skating development- Importance of posture when skating-  Using film to speed up player development- Separating traits from the average vs the greats- Developing trust to earn ice time- Designing personalized development ice sessions- How to develop players in season and over the years- Elite player mindset of those players that make the NHL- Focus asa separating factor- How to best watch film to improve performanceCheck out Hockey's Arsenal all over the web:Website HockeysArsenal.comTwitter @HockeysArsenal (@CoachRevak for Greg + @Daniel_Dukart for Dan)Hockey IQ Podcast Spotify or Apple Podcasts or on our websiteInstagram @HockeysArsenalYouTube @HockeysArsenalFacebook @HockeysArsenalNewsletter HockeysArsenal.Substack.Com

i know sumeet raghavan from a time when we were both voice artists going in and out of a historic dubbing / recording studio in the late 90s and early 2000s called `radiowani` in mumbais worli area. we met after ages and exchanged so many notes and stories from the days gone by. hes now a stand up comedian and actor extraordinaire and if anyone needed a modern day version of rk laxmans famous `common man` as eulogised by the great cartoonists daily illustrations on the cover of the times of india it had to be sumeet. let me add to that - wagle ki duniya the tv hit which was such a rage in the 90s directed by the great kundan shah was based on this very common man. and when the trio who comprise modern day tv royalty thats jd majethia, atish kapadia and sameer kulkarni decided to bring back the epic series with a modern twist as `wagle ki duniya nayi peedhi naye kisse` they turned to raghavan to reprise the role originally played by the brilliant anjan srivastava. mrs wagle in the original was bharati achrekar and now pariva pranati takes over and does such a brilliant job. the duo rolled in with so many little joyful nuggets theyve shared, BTS moments - all ready to share. and we celebrated the completion of 1,000 episodes on sony sab tv and sony liv of indias favourite slice of life comedy series. congratulations guys and the rest of u pls do let me know what u think of this wonderful chat featuring sumeet, pariva and yours truly?! “The HrishiKay Sessions” are produced & presented by Hrishikesh Kannan popularly known as Hrishi K Thanks for listening. Should you want to experience more……for starters hit “subscribe” / “follow” and check out more episodes & be notified when further sessions go up! If ur looking for Hrishi across media & social networking then here goes: Instagram : https://www.instagram.com/hrishikay Twitter : https://www.twitter.com/hrishikay Facebook : https://www.facebook.com/hrishikay Youtube : https://youtube.com/c/hrishikeshkannan Soundcloud : https://www.soundcloud.com/hrishikay LinkedIn : http://linkedin.com/in/hrishikay

Hi Guys, welcome back to TV Reload. Thank you for clicking or downloading on today's episode with Sumeet the 15th eliminated contestant on Masterchef Australia. Which is on Network Ten from Sunday through to Wednesday nights at 7:30. A love of food is in Sumeet blood, embedded deep in her Punjabi culture and engrained in her family upbringing. Growing up in, India, Sumeet has fond memories of her parents throwing parties when she and brother would keenly watch the preparation and planning process. Her late mother was a warm and welcoming hostess, and Sumeet would always step up to help with the party food. After studying hotel management, Sumeet forged a career in sales, but has always known deep down that food is where she belongs. The kitchen is a meditative space for Sumeet, a stressful day remedied by time spent cooking.  I think Australian audiences have fallen in love with her and her sauce. I can imagine her brand being on my shopping list for a long time. Sumeet will unpack everything from bacon and eggs, the pressure to cook within her cultural heritage and why she believes Jean Christopher is her favourite judge. We will also unpack the Masterchef  kitchen in of the dynamics between the cast and if there were any jealousy overly competitive contestants this year? I will ask about Sumeet about her journey to Masterchef and why she felt confident in any colour apron We will also discuss why she bought fish to look after during the season and if she does actually love drinking scotch and whisky. There is so much to unpack with Sumeet. So sit back and relax as we unpack her time in the Masterchef Australian kitchen. See omnystudio.com/listener for privacy information.

Join Brian and Sumeet Moghe as they discuss transforming the focus and efficiency of Agile teams in our always-on world. Discover how to master asynchronous work to enhance decision-making and improve team dynamics. Overview On this episode of the Agile Mentors Podcast, Brian welcomes Sumeet Moghe, author of the Async First Playbook, in this enlightening episode as he explores the pivotal role of asynchronous work within Agile frameworks. Sumeet shares his insights on fostering deep focus, enhancing decision-making, and pragmatically adapting Agile practices to meet unique team needs. Delve into the challenges and strategies for securing team buy-in, balancing synchronous with asynchronous tasks, and building cohesion in distributed teams. This episode is packed with actionable advice on creating a supportive, safe, and productive environment through intentional communication and strategic face-to-face interactions. Tune in to reshape your team's approach to collaboration and productivity in the asynchronous era. Listen Now to Discover: [1:15] - Brian welcomes Sumeet Moghe, Transformation Specialist and Product Manager at Thoughtworks and author of The Asynch-First Playbook. [2:18] - Dive into Sumeet's captivating journey to mastering asynchronous work, exploring how his deep-seated passion sparked innovative approaches in his professional life. [5:11] - Brian expertly connects Agile principles to the unique challenges of asynchronous work, offering insightful solutions for today’s distributed work environments. [7:32] - Sumeet unveils critical insights from his extensive experience in asynchronous work, offering valuable lessons for mastering remote collaboration. [10:57] - Highlighting the challenges that conventional Agile practitioners encounter in asynchronous environments, Brian turns to Sumeet for practical solutions to address these issues constructively. [16:26] - Are you ready to take your Asynchronous work to the next level? Consider taking Mountain Goat Software’s Advanced Certified ScrumMaster® (ACSM) class to dive deeper into facilitating and thriving with an asynchronous team. To learn more, check out the Mountain Goat Software Certified Scrum and Agile Training Schedule. [19:28] - Sumeet outlines effective strategies for conducting Sprint Planning sessions with asynchronous teams, ensuring smooth collaboration and productivity across different time zones. [24:32] - Sumeet addresses team building on asynchronous teams, highlighting and walking through the asynchronous application of the work of Amy Edmonson and Google’s Project Aristotle, developing psychological safety. [32:52] - To foster deeper trust and reduce conflicts, Sumeet advises using the cost savings from asynchronous work to facilitate in-person team interactions. [35:20] - Brian shares a big thank you to Sumeet for joining him on the show and bringing his unique experience to the conversation. [36:10] - If you enjoyed this topic, we invite you to share the episode with a friend or on social media. And don’t forget to subscribe to the Agile Mentors Podcast on your podcast platform of choice. [37:19] - Do you have feedback or a great idea for an episode of the show? Great! Send us an email. [36:10] - If you’d like to continue this discussion, join the Agile Mentors Community. You get a year of free membership into that site by taking any class with Mountain Goat Software. References and resources mentioned in the show: Sumeet Moghe The Asynch-First Playbook by Sumeet Moghe Thoughtworks Sumeet's Photography The Fearless Organization by Amy Edmondson Advanced Certified ScrumMaster® (ACSM) Mountain Goat Software Certified Scrum and Agile Training Schedule Mountain Goat Software Subscribe to the Agile Mentors Podcast Join the Agile Mentors Community Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Sumeet Gayathri Moghe is a product manager, and design nerd at Thoughtworks, and author of The Asynch-First Playbook. Sumeet has worked on building software products and improving teams’ engineering effectiveness over diverse environments, building an approach that is versatile and can be effectively adapted across various industries to meet diverse needs. When he’s not at work building software, you’ll find him discovering the world through a camera’s eyepiece, photographing wildlife and wilderness.

Join us as we talk to Sumeet Mehta, the Co-Founder and CEO of LEAD Group about their story. Sumeet earned his Bachelor's in Electrical Engineering at PEC, followed by an MBA from IIM Ahmedabad in 1999. After his MBA, he delved into brand management at Procter & Gamble, Singapore, and later served as CEO at Zee Learn for almost five years. In 2012, he co-founded LEAD School.

Sumeet Singh, Head of Diversity, Inclusion and Belongings at Schibsted. He is also the founder of the Norwegian turban day with the goal to make Norway the best country for diversity.  HeartSmart Conversations, a weekly podcast with Märtha Louise, Lilli Bendriss & Mari Manzetti. Three spiritual women with a deep felt desire to help all people understand the transformational power of love, and how to implement it into our lives for the better of all mankind.   Produced by Cornelia Scheele Carlsen, HeartSmart AS Collaboration send to cornelia@heartsmart.no   Picture: Thomas Qvale

In today's episode of the Pitch Cafe Podcast, we have Sumeet Gala with us!

"Customer feedback is gold. Whether it's good, bad, ugly- whatever the feedback is- that's gold." We welcome back Sumeet Rana, the CEO and Founder of Prodhub.ai, in this episode of Founders In LA. Sumeet shares progress on prodhub.ai and how it has continued its mission to serve as a co-pilot for product managers, automating routine tasks to allow for the creation of superior products more efficiently. Beyond merely speeding up product development processes, Prodhub has significantly broadened its scope to include strategic elements like product discovery and ideation tools, enabling product managers to explore new revenue opportunities and develop comprehensive business strategies. Sumeet underscores the critical role of customer feedback in shaping the trajectory of Prodhub, detailing how insights gathered from hundreds of interviews have informed the platform's development and helped pivot towards features that resonate deeply with users' needs. The discussion touches on the importance of genuine feedback over niceties, the strategic decision to offer a free plan for individuals, and the ongoing effort to demystify AI and data security concerns among their clientele. The conversation also highlights the latest developments at Prodhub.ai, including the introduction of an Opportunity Dashboard designed to help Product Managers identify and prioritize the most valuable opportunities based on customer feedback and market data. Sumeet reveals plans for further innovation, with a focus on enterprise maturity and infrastructure improvements powered by Azure to ensure data security and build trust with large enterprise customers. This episode not only showcases the impressive strides Prodhub has made under Sumeet Rana's leadership but also offers valuable insights into the importance of customer feedback, the strategic application of AI in product management, and the challenges and opportunities of innovating in a rapidly evolving tech landscape.

Sponsored by Parcel Health: In this episode of The Business of Pharmacy Podcast™, host Mike Koelzer welcomes Sumeet Singh, founder and CEO of Lighthouse AI, to discuss the revolutionary approach his company is taking towards automating pharmacy compliance. Singh delves into how Lighthouse AI leverages artificial intelligence to simplify the complex and ever-changing landscape of pharmacy regulations, ensuring pharmacies can efficiently navigate compliance requirements across different jurisdictions. This candid conversation sheds light on the technology driving the future of pharmacy compliance, promising to transform the traditional, labor-intensive processes into an automated, efficient, and error-free system. https://lighthouseai.com/ www.parcelhealth.co/ https://www.bizofpharmpod.com/

Sumit Dhekale started his cricketing journey at 16, playing leather-ball cricket. At the same time, he would also indulge in various kinds of tennis-ball cricket viz box cricket, light-tennis etc. As he became better and better with tennis-ball cricket, the leather-ball cricket took a back seat. However, even today he likes leather-ball cricket better and plays in leather-ball tournaments whenever time permits. There's an ear-to-ear grin on his face as he recalls winning the Mumbai Premier League with Prithvi Shaw and dancing their hearts out on the team bus. He led the Chennai Singam team in the recently concluded Indian Street Premier League (ISPL) and hopes that tournaments like these will be a boon for tennis-ball cricket. He shares his cricketing journey, memories of playing against Pakistan and the feeling of winning the prestigious Supremo Trophy five times on Kattyawarchya Gappa with Amol Gokhale… सुमित ढेकळेने वयाच्या १६व्या वर्षी लेदरच्या चेंडूवर क्रिकेट खेळायला सुरुवात केली पण त्याचबरोबर तो बॉक्स क्रिकेट, लाईट टेनिस-बॉल, हार्ड टेनिस-बॉल असं टेनिस चेंडूवर खेळलं जाणारं वेगवेगळं क्रिकेट पण खेळायचा. जसं-जसं टेनिस-बॉल क्रिकेटची सुमितची हातोटी वाढली तसं लेदर चेंडूचं क्रिकेट मागे पडलं. पण अजूनही जेव्हा संधी मिळते तेव्हा सुमित लेदर चेंडूवर खेळतो आणि आजही त्याची त्यालाच पसंती आहे. पृथ्वी शॉ बरोबर कशी मुंबई प्रीमियर लीग जिंकली आणि संघाच्या बसमध्ये कसे नाचलो हे सांगताना त्याचा आजही चेहरा खुलतो. इंडियन स्ट्रीट प्रीमियर लीगमध्ये (ISPL) त्याने चेन्नई सिंघम संघाचं कर्णधारपद भूषवलं आणि त्याला अशा आहे कि ह्या स्पर्धेने टेनिस-बॉल क्रिकेटला सुगीचे दिवस येतील. त्याचबरोबर त्याने भारत-पाक सामना खेळण्याचा अनुभव, टेनिस-बॉल विश्वातली मनाची सुप्रीमो ट्रॉफी पाच वेळा जिंकण्याची भावना आणि त्याचा क्रिकेटचा प्रवास उलगडला आहे कट्ट्यावरच्या गप्पांमध्ये अमोल गोखलेबरोबर...

In this episode of #AgileWay podcast I have a conversation with Sumeet Gayathri Moghe about distributed teams, asynchronous communication, and common handbook of knowledge. See more at https://www.asyncagile.org/the-project #agile #teams #distributed

Poch is under pressure, Todd is tapping his watch and Jose is lurking in the bushes at Cobham...it's time for a CRISIS INTERVENTION. Hosted on Acast. See acast.com/privacy for more information.

Prepare to be enlightened as Sumeet Jain, a distinguished venture capitalist, joins me, Rajiv Parikh, to unravel the economic conundrum of a potential recession and inflation's intricate dance with wealth. You'll get a front-row seat to our analysis of the current job market's enigma, where a labor shortage coexists with whispers of economic downturn. As we dissect the rise of interest rates from their historical lows, we promise you'll gain a fresh perspective on the financial climate and its ripples through Silicon Valley's innovative heart.Venture into the intriguing world of markets and liquidity, where the private ventures of Silicon Valley clash and mingle with traditional stock exchanges. Sumeet and I delve into the reasons why today's tech giants might delay going public and how this decision impacts early investors and founders seeking liquidity. We don't just stop at theory; you'll be privy to real-world implications, including how pension funds and university endowments are the lifeblood of venture capital, fueling the future of innovation.Finally, let's shift gears and merge personal with technological.  Sumeet will share tales of how an old AOL username blossomed into a lifelong tech passion, and also recount his hilarious nail printing adventures and we explore the transformative power of AI and autonomous vehicles. We wrap up with insights on embracing your passions, whether you're building race cars or shaping the future of tech investments. Don't miss this episode; it's a rare blend of economics, innovation, and the personal journeys that shape our world.

Thanks to the pandemic, asynchronous working is, today, fairly common. However, it's often easily confused with simply working remotely — and while there are certainly neat synergies between the two, asynchronous working isn't just a description of your working arrangement: it's a set of intentional practices and artifacts that allow people to work together without having to physically be together. On this episode of ther Technology Podcast, Thoughtworkers Sumeet Gayathri Moghe — author of The Async-First Playbook — and Maya Ormaza join hosts Neal Ford and Ken Mugrage to offer their perspectives on asynchronous working. Taking in everything from the value of written communication, work that demands synchronicity and the importance of leadership to async working, listen to gain a fresh perspective on the way we work together in 2024. Learn more about Sumeet's Async-First Playbook: https://www.asyncagile.org/the-book Read Sumeet's guide to writing for async workers: https://www.asyncagile.org/blog/the-async-workers-guide-to-writing A guide to reading for asynchronous workers: https://www.asyncagile.org/blog/the-async-workers-guide-to-reading A guide to audio and visual content when working asynchronously: https://www.asyncagile.org/blog/the-async-workers-guide-to-reading  

Get the bookFollow Sumeet on LinkedInUse the discount code AGILEBOOKCLUB to get 35% off the book here.Support the showSupport the show

A Chelsea fan stepped into the ring at last and got absolutely PEPPERED. ALSO Davina met Ranveer Singh (GOAT). Hosted on Acast. See acast.com/privacy for more information.

This episode is produced by Anywhere Consulting. At Anywhere, we help companies grow with better distributed operations. To learn more, visit anywhere.consulting.This episode's guest was Sumeet Gayathri Moghe.To follow the Leadership Anywhere podcast, subscribe to future episodes, and check out older ones, visit our podcast page at anywhere.show. We provide more information and deeper background to each episode on our podcast site.

Get the bookFollow Sumeet on LinkedInUse the discount code AGILEBOOKCLUB to get 35% off the book here.Support the show

Ever dreamt of making it to the NHL? This week on The Ride To The Rink, Sumeet Wareh delivers indispensable advice and practical tips that he wishes he'd known as a young player. He passionately talks about understanding your own skills and the type of player you are, emphasizing the necessity of dream-chasing and never losing sight of the NHL goal. He firmly believes in the 1% chance, and he's committed to being part of that chance for tomorrow's NHL stars.Sumeet's insightful guidance doesn't stop there. He shares an actionable tactic for young players - tracking puck touches. By doing this, you can identify patterns, strengths, areas for improvement, and work on those specific situations during practice. This conversation is certainly a game-changer for any young aspiring hockey player. -- Our Kids Play Hockey is proud to be sponsored by Game Seven Group and Hockey Wraparound.At Game Seven Group our mission is to Transform Individuals Into Teams Capable Of The Extraordinary using Lee MJ Elias' proven team bonding strategy for sports teams, business teams, and anything & everything in between. If your team or organization is hungry to win a championship or take things to the next level, reach out to our team to see how we can help you reach your goal. Click this link to learn more or reach out to Katelynn@GameSevenGroup.com for more information.--Over the last ten years Hockey Wraparound , the #1 Off-Ice Training Product of the Decade (via Hockey Tutorial), has afforded hockey players at every level the opportunity to train off-ice while maintaining the integrity of their hockey stick blades. Our stick blade protectors are made of a privately formulated material that is flexible to fit most stick blades & curves, while hardwearing and long lasting protection.Order now to take your off-ice training to the next level.

In this week's episode of Our Kids Play Hockey, we dive into the intricacies of developing youth hockey skills with NHL developmental skill coach Sumeet Wareh. Sumeet is a renowned NHL Development Skills Coach known for his innovative approach to youth hockey training. With a unique background that spans from finance to professional hockey coaching, Sumeet brings a wealth of knowledge and a fresh perspective to the sport. His expertise in utilizing video analysis and technology to enhance player skills has made him a sought-after figure in the hockey community. Sumeet is dedicated to nurturing young talent, emphasizing the importance of skill diversity, strategic game play, and the crucial balance between individual performance and teamwork. His passion for the game and commitment to player development continues to inspire and shape the future of youth hockey.Our discussion focuses on the importance of diverse skill sets for young players, the role of effective communication in achieving a player's goals, and the balance between individual skills and teamwork. We also explore the impact of video analysis and technology on coaching techniques.We cover various aspects of hockey, including the benefits of engaging in multiple sports and detailed game strategies like stick positioning and route planning. The episode emphasizes the importance of video analysis as a tool for improving player skills. Additionally, we highlight Sumeet Wareh's career transition, demonstrating the dedication needed to pursue a passion in sports.-- Our Kids Play Hockey is proud to be sponsored by Game Seven Group and Hockey Wraparound.At Game Seven Group our mission is to Transform Individuals Into Teams Capable Of The Extraordinary using Lee MJ Elias' proven team bonding strategy for sports teams, business teams, and anything & everything in between. If your team or organization is hungry to win a championship or take things to the next level, reach out to our team to see how we can help you reach your goal. Click this link to learn more or reach out to Katelynn@GameSevenGroup.com for more information.--Over the last ten years Hockey Wraparound , the #1 Off-Ice Training Product of the Decade (via Hockey Tutorial), has afforded hockey players at every level the opportunity to train off-ice while maintaining the integrity of their hockey stick blades. Our stick blade protectors are made of a privately formulated material that is flexible to fit most stick blades & curves, while hardwearing and long lasting protection.Order now to take your off-ice training to the next level.

In this conversation, Pilar and Sumeet Gayathri Moghe delve into the intricacies of remote work, asynchronous communication, and the challenges of global collaboration. Sumeet also shares why he “worked out loud” as part of the process of writing the book “The Async-First Playbook”.  For the full summary of the conversation, head over to  https://www.virtualnotdistant.com/podcasts/async-first  Links:  Connect with Sumeet over at LinkedIn. Read Sumeet's work: www.asyncagile.org Delight your eyes with Sumeet's other work: www.sumeetmoghe.com/ Find out more about “The Async-First Playbook: Remote Collaboration Techniques for Agile Software Teams”. Find out more about the Async-First Manifesto. At Virtual not Distant, we also consider asynchronous communication an essential practice of online collaboration. That's why we've created an audio-first course for managers new to leading remote teams, and new managers. Find out more about the course here or get in touch with Pilar through our contact form.

Continuing our second edition of the startup series, in this episode, Matt and Moshe are joined by Sumeet Rana, Founder & CEO of Prodhub. Prodhub was built to become the Github for Product Managers, with the vision of reducing all the repeatable work product people have when they need to define again and again many common product features that every product has. Think about user registration, login, licensing, and so many more! Experiencing this first hand in the different product management roles Sumeet had at Disney and Expedia, he decided to do something about it and build a solution. Prodhub helps Product Managers by auto-generating PRDs and user stories or using a pre-built library of user stories. We had great time chatting with Sumeet, and learn about: - How Sumeet discovered the problem that Prodhub solves, and how he researched and validate it - How Prodhub solves that problem, and the many ways it can be used to improve product managers work - What he learned from working at Disney and Expedia on how to build products - Where product teams should focus their efforts, to create unique value - Being inspired by Github for developers, and how Prodhub create similar focus for product people - His journey as a founder and where Prodhub is right now in this startup journey - How do we make sure we don't stop innovation even with the things that were developed many times before? - The risks in GenAI vs the value of saving time - What is coming next for Prodhub, and the future of GenAI - And much more! You can connect with Sumeet at: - Email: sumeet@prodhub.ai - LinkedIn: https://www.linkedin.com/in/su... - Prodhub: https://prodhub.ai/ You can find the podcast's page, and connect with Matt and Moshe on Linkedin: - http://linkedin.com/company/pr... linkedin.com/company/product-for-product-podcast * - https://www.linkedin.com/in/ma... - linkedin.com/in/mattgreenanalytics/ - http://www.linkedin.com/in/mik... - linkedin.com/in/mikanovsky/ Note: any views mentioned in the podcast are the sole views of our hosts and guests, and do not represent the products mentioned in any way. Please leave us a review and feedback ⭐️⭐️⭐️⭐️⭐️

“Behind the Evidence” is the addiction medicine podcast of the Grayken Center for Addiction at Boston Medical Center, and a project of the Center's free bimonthly newsletter Alcohol, Other Drugs, and Health: Current Evidence (AODH).This episode was recorded 11 July 2023 and features an interview with Dr Sumeet Singh-Tan, DO on her recent publication in Journal of General Internal Medicine: “Addiction Consult Service and Inpatient Outcomes Among Patients with Alcohol Use Disorder.” Click here to read AODH's summary of Dr Singh-Tan's recent publication.Hosts: Honora L. Englander, MD and Marc R. Larochelle, MDProduction: Raquel Silveira, MBAEditing: Casy Calver, PhDMusic and cover art: Mary Tomanovich, MAMiriam Komaromy, MD is the Medical Director of the Grayken Center for Addiction, and co-Editor-in-Chief of AODH, together with David Fiellin, MDLearn more about AODH and subscribe for free at www.aodhealth.org“Behind the Evidence” is supported by the Grayken Center for Addiction at Boston Medical Center. It is intended for educational purposes only, and should not be considered medical advice. The views expressed here are our own, and do not necessarily reflect those of our employers or the authors of the articles we review. All patient information has been modified to protect their identities.

Stranger in the Streets: V. 010 Guest: Sumeet Location: Little Bourke Street, Melbourne, Victoria. Follow and connect with The Hope Initiative on; Instagram - https://www.instagram.com/hopeinitiativepod/ YouTube - https://www.youtube.com/@thehopeinitiative Music by Jess Fairlie - jessfairlie.com Made by RUKKUS - instagram.com/makearukkus

Harsha, Christian, Haran and Tarun are back with an episode with a special guest, Harsha's friend from Chicago, Sumeet! Sumeet talks about his various travels and experiences, he shares a great and slightly scary story from a night out, they have deep conversations about the future of AI, talk zoology and much more! Have an interesting topic or would like to be featured on an episode? Let us know! Head over to @aninterestingdiscussion on Instagram! --- Send in a voice message: https://podcasters.spotify.com/pod/show/aninterestingdiscussion/message

Sumeet Mehta is the co-founder and CEO of LEAD, an edtech company helping digitize and transform affordable private schools to better serve students from middle and low-income groups of families. Before co-founding LEAD, Sumeet was Chief Executive Officer at Zee Learn (2007-2012). He transformed the institution from a pre-school franchise company to an education company with a presence in pre-schools and K-10 schools, and science activity and animation classes. Prior to that, Sumeet spent eight years at Procter & Gamble Singapore, where he was involved in in brand management, leading businesses in Australia, Southeast Asia, and India. Sumeet is an alumnus of IIM-Ahmedabad and PEC Chandigarh. . . . Episode Notes: Introduction (1:40) How and why did Sumeet co-found LEAD? (3:08) How do you 'figure out' your mission as a founder? (8:18) Do founders take time to introspect about their personal growth? If they do, how frequently do they engage in this practice, and what methods do they employ? (14:23) How can a founder effectively address and manage their insecurities while continually learning and growing in their role? (19:20) What has Sumeet learned about himself over the course of his entrepreneurial journey (24:00) The toughest part of building a company (28:36) Working with your significant other as a co-founder (32:08) Non-negotiables as a founder (34:50) Fostering a culture of long-term thinking among employees (39:02) Advice Sumeet would offer his younger self (41:11) . . . Social links: Follow Sumeet on Twitter Follow LEAD on LinkedIn Follow The Desi VC Podcast on Twitter Follow Akash Bhat on Twitter Follow Akash Bhat on Instagram

In the rapidly evolving world of data analytics, staying ahead of the curve is essential. Today on Tech Talks Daily, I'm thrilled to have Sumeet Arora from ThoughtSpot to walk us through their game-changing announcements. ThoughtSpot is already renowned for its advanced analytics tool, but with its recent launches, they are truly pushing the boundaries. Dive in with us as we discuss the all-new ThoughtSpot Sage, a search experience that blends foundational language models with ThoughtSpot's unmatched search technology. Get excited as we unveil its integration into free trials, enhancing accessibility for users everywhere. As businesses globally rely heavily on workplace productivity tools, ThoughtSpot's integrations with giants like Excel and Google Workspace aim to embed analytics right within your everyday workflow. But that's just the start. With Liveboards now enabling real-time collaborative decision-making using data, we examine the tangible benefits this brings to the table. The episode then takes a deeper dive into the expanded universe of ThoughtSpot's features. With the recent launch of ThoughtSpot SaaS on Google Cloud Platform, the introduction of a range of new database connectors, the unveiling of the Data Modeling Studio, and innovative embedded Liveboard features, businesses are in for an enriched data experience like never before. Sumeet also elaborates on the exciting launch of Monitor for Mobile, a feature that not only notifies users about business metric changes but provides invaluable insights into the 'why' behind these shifts. We then switch gears to discuss ThoughtSpot's strategic acquisition of Mode Analytics for a whopping $200M. How does this merger aim to empower data teams with Generative AI? And how will it redefine the landscape of Business Intelligence? If you've been seeking to understand how to truly harness the power of your data, this episode is packed with insights, updates, and a vision of the future you won't want to miss. Join Neil and Sumeet as they chart the course of AI-driven analytics and explore the next frontier in data interpretation.

In this episode, we have Dr. Sumeet Bahl who always had a vision of being a doctor very early on in life. During high school, he was a great student and a football team member when he began drinking alcohol. When he graduated college and had no medical school to go to Sumeet began furthering his exploration of meditation and that was when his relationship with alcohol would change forever. Dr. Bahl is currently an interventional radiologist in Brooklyn, NY and shares some insight with us on the effects of alcohol. With over 18 years of being alcohol-free, this is Sumeet's story on the sober motivation podcast. -------------- Follow Dr. Sumeet Bahl on Instagram HERE Download the SoberBuddy App HERE Follow SoberMotivaiton on Instagram HERE Check out SoberLink HERE

Join us as we demystify Web 3 and blockchain technologies with Sumeet Ahuja, Former Vice President - Product at Circle. Circle is a global financial technology firm that enables businesses of all sizes to harness the power of digital currencies. Let's discover how these innovations impact businesses, customers, and society and learn about the early adopters, the governance failures, and what to expect next. Sumeet is passionate about contributing by giving back, he does that as a mentor by empowering leaders of tomorrow and as an investor advisor to startups. Get a glimpse of the future possibilities of Web 3 and blockchain from Sumeet's perspective.

Who is Selling India_ Adani or I-N-D-I-A_ _ Vibhuti Jha, Sumeet Mehta, Sanjay Dixit

Description: This SHINE podcast interview is with my friend, colleague, and Chief People Officer Siminia Simion.  In this interview, Siminia and I speak about a few very important themes. First we speak about how we can increase our conscious “inner game” skills to be skillful in asking for what we desire and negotiate anything.  We talk about how we can embody skills of empathy and humility to be compassionate leaders during hiring and layoffs.  I use a powerful coaching framework to guide Siminia in how to ask for more in a future negotiation.  Lastly, we share important topics of what you can negotiate for in the initial interview and offer stages of a professional role. This inspiring episode will empower you to own your worth, identify and ask for the tangible and intangible needs you deserve.  Episode Links: Simina Simion Ask for More Book by Alexandra Carter How to Ask for a Raise SHINE Links: Thank you for listening. Want to build a high trust, innovative, and inclusive culture at work? Sign up for our newsletter and get the free handout and be alerted to more inspiring Shine episodes  Building Trust Free Gift Carley Links: LinkedIn Consultation Call with Carley Book Carley for Speaking Leading from Wholeness Learning & Developmen Carley's Book  Executive Coaching with Carley   Well Being Resources:  Inner Game Meditations Inner Game Leadership Assessment   Social:  LinkedIn  Instagram Website  Shine Podcast Page    Imperfect Shownotes Hi, welcome to the shine podcast. My name is Carley Hauck. I'm your host, this is the fifth season of the shine podcast. I started the shine podcast as a way of doing research for my book on conscious leadership in business. And you will find interviews with scientists, researchers and business leaders on the intersection of conscious inclusive leadership, the recipe for high performing teams and awareness practices. My book debuted in 2021 Shine ignite your inner game of conscious leadership and was voted one of the best books to read in 2022. By mindful magazine, I facilitate two episodes a month of the shine podcast.    And before I tell you about the topic for today, please go over to Apple podcasts or your favorite podcast carrier and hit the subscribe button so you don't miss any future episodes. The focus of this season is on the essentials for wellbeing. And that encompasses the intersection of our personal well being the collective well being of our workplace, and how that fosters and nurtures the planet's well being they are all connected. I focus on well being this season, because I really want to crack the code and inspire folks to prioritize their individual well being and therefore that will transcend into the collective and the planet's well being.    And I have developed a inner game leadership assessment that I gave out to 100 different leaders last year. And the leadership assessment is based on the framework of the inner game, which is what we're cultivating on the inside to be conscious leaders. And it shows up on the outside when we cultivated the certain qualities. And two of the nine leadership competencies that were lowest from the sample of 100 leaders were psychological and physical well being. Therefore, that is why we are focusing on well being and if you're curious about where your strengths and gaps are, around the qualities to become a conscious leader, you can take the assessment and find out your score for free. I recently opened to the assessment tool to the public and the link will be in the show notes.    Now on to our episode. I am so excited to have this conversation about how to ask for more. And really wonderful practical tips for negotiation. Samina. Thank you so much for being here. Arlie thank you so much for having me. I'm excited to chat with you today. Well introduce yourself to all of these wonderful listeners.   So my name is Amina I, I am a mom, I'm a wife. I am a people leader in the tech world. And I'm also an immigrant. And I came to this country about 13 years ago with big dreams and a passion to add value. And here I am today hopefully being hopeful that I've learned a lot and I grew a lot as a person and as a leader.   Thank you and what country did you emigrate from?   I was born in Romania.   Mm hmm. Lovely. Well, we connected because of the people tech Partners Group that I have been kind of Yeah, just immersed in the last year so many incredible people leaders in that group. And then I also found out that you were good friends with an pal who is another shining light leader in my life. So I'm again just really happy that we've been able to foster this new connection and relationship and I am going to just tee up the podcast a bit so folks know what we're going to be talking about.    So Samina and I are going to speak about some of her inner game conscious leadership qualities that have supported her to be the incredible chief people officer that she is. And we're going to talk a little bit more about what has been challenging for her as a CPO, especially given the current economy and the future of work climate. And then we're going to run through a negotiation conversation, that will be me being the coach. It's one of the wonderful hats that I wear. And then really working through a framework that is going to be something that you can apply to yourself, or to support somebody else as they're trying to figure out their negotiation terms for a new role. Or frankly, it could even be how do you negotiate buying a new house or car or a conversation with your partner? I mean, it's all clickable.    And then we're going to talk about what kinds of things can we negotiate for with roles at the beginning and even you know, when the offer has been given? And specifically, what should female executives be asking for Samina is also going to share some tips. And then at the very end, I will record this coaching framework that Sumeet and I are going to roleplay together so it's packed, it's going to be so great. And let's go ahead and start. So the intersection of this podcast really talks about conscious leadership, high performing teams awareness practices, Samina, I know you're a bit familiar with the framework of conscious leadership that I've developed, there's nine different qualities. And you have read my book. So what leadership quality do you feel is your strongest and which one is an opportunity for growth?   Great question. And I feel that resilience is one of my strongest qualities. And probably the second after that is empathy. And the third is humility. But I'll talk about resilience a little bit more. Yeah, it started from, you know, early age, when I realized that I needed to be courageous in order to grow. And I took a few steps, including the one to relocate into a completely new country and start from scratch my career, my community, and realized very early on, that is not always a smooth sailing. And you're going to experience turbulences, and I'm a big fan of Brene, brown, and I like to, to share this point of view with folks that I'm coaching and folks that I work with, you're not going to experience growth, if you're afraid of embracing the suck. And in order to experience that growth, it's it's worth knowing when it's too early, to move away from a situation. I'm a big believer, especially as a female executive, that there are different rules around when executives are departing, departing a company and a role. Ideally, you're never running away, when it's hard. Ideally, you, you stick to it, and you try to solve the problems that you're seeing in front of you and continue to add your value in terms. In times of turbulence, I think that's one of my main qualities. And the thing that helped me experience the most growth in my career, you're probably seen by looking at my profile that I like staying for a long period of time, especially in tech that rarely, a lot of people are staying for five, six years, I've experienced that at least once and experienced a couple of three years Steens in you, especially at a startup, you see a lot of changes. And those are great opportunities to learn and understand how a business is evolving and how you are evolving as a leader.    So that I would say that that's probably my my, my main superpower. And the second one that I care deeply about as a people leader and as a leader, as an as a leader in general is empathy is really trying to understand how others are feeling and what is their perspective, to be able to craft programs, Paulus's interventions that make sense, and they don't feel disconnected from the reality. The third one that I think it's a non negotiable, it's humility. It's it's humbleness, and humility. Knowing that you can do it all you it really takes a village to build something exceptional.    And you need to have the strength and self awareness to realize that you cannot be good at everything. And it's okay and highly recommended to hire and build teams around you with people who have the qualities that you don't or they're passionate about the things that you might be passionate but you might not have the superpowers to do them really, really well.    And that's what I've no Based on how I conduct myself and how I how I like to continue my path as a leader, thank you. To summarize, even though you did it so well yourself, out of the nine different ones, you have listed resilience, which the way you're describing it. And the way that I actually talked about in the book is a growth mindset. You know, how is this challenge for me? How is it a gift, what am I going to learn from it, and then empathy and humility and humility to your point is really about asking for support, you know, acknowledging your vulnerability that you don't know everything, and then asking people to come in and join you and, and help delegate those things that you don't know, so that you empower other people to step in and create this incredible culture. Thank you.   What about one that is an opportunity for growth, right now, I've thought about this for quite some time, and an opportunity for growth is carving out time, for my well being, there is a tendency to constantly prove the world that you can do more faster, better, smarter, but what I've learned on my own by experiencing, you know, sometimes challenging times is that if you don't recharge your batteries, you're not gonna go too far, I have a tendency to jump all in. And I had a tendency to really want to see results immediately prove value, as soon as possible. But what I've learned through hard lessons is that you can't control it all.    And even if you dedicate yourself 150%, to something, there are so many variables at play, there is no guarantee that just by working hard and doing all the right things, and being always on something that's gonna be successful. As we evolve and grow as human beings, our identity is becoming a well rounded identity, you're not only the professional who works in tech, you're the man who you know, educates and takes care of other human being and how they're going to behave in this world, you're a partner to someone you are a daughter, into someone, a member of the community, there are so many opportunities to give back and add value, the way you see yourself and define yourself should not come only from one angle.    So with that in mind, while I will always want to excel in what I do, I'm also becoming more and more aware of the multiple roles that I'm assuming in this world and how I'm showing up in all of them. Because it has to be a balance, it has to be a work life integration, it has to be moments when you give more on one side, and when you give more on the other side, depending on what's happening in life. And that's what I'm trying to transition into and feel good about the fact that you're not always going to be your best self or on your best foot on on your top game, depending on what's happening in life. And that's okay.   I hear you are nourishing the well. So that you have what you need to then bring your best is a growth opportunity. And so that actually goes into the next question that I was going to ask that I know you and I have talked about, you know, off the record, which is one of the bigger challenges I think that people like yourself in your role have been navigating with the current economy and future of work is there have been a lot of layoffs. And so, being that you're a leader that leads from love that has a lot of empathy.    How have you navigated in your career, how to really send people off with care and compassion, because I've talked to lots of folks and leaders and people that have been the ones that have, you know, delivered it and have been on the receiving end, and it's typically not done with a lot of consciousness, but I know that you do it differently. So share a little more on that. How are you taking care of yourself and then being able to take care of these people in the most graceful kind way that you can under the circumstances, right?    Yeah, no, and I'll start with the beginning. As a leader, you always join the company thinking about how the company is going to grow, how to build the businesses gonna succeed, how the great people you have on board are going to grow in their careers and grow as as professionals and as human beings and Then something happens. And it, especially in the last few months, or in the last few years, if we think about the pandemic, where things are not going, according to the plan, no matter how hard everyone is trying, the economy is turbulent there are headwinds in the market. And sometimes you need to make very hard decisions.    And some of those hard decisions involve cutting people cutting jobs. And throughout my career, and I've been doing HR for more than 15 years internationally. In Europe, in the US, I work with companies based in in Asia, I found that no matter how much exposure to situations like this, you have as a people leader, if you lead from a point of love, and care and empathy, it's going to be very hard to not be emotionally impacted by something like this. I remember the first layoff that I had to do in the US it's happening, at least in my career, it happened more often after I relocated to the US, and I started to be a people leader. And I remember thinking about how these people have houses, they need to pay for the houses, they have children, they have family members, they need to take care of, they need to put food on the food on the table, they need to pay their bills, and I was thinking, wow, losing your job is one of the most dramatic, traumatic experiences someone can have.    And the fact that the company is not growing fast enough, or it doesn't optimize stores profitability fast enough, or it needs to look better on paper for whatever is going to happen next, it doesn't make the impact of these decisions, less stressful for the people on the receiving end. So as a people leader, I've always thought about if I would be in these people's shoes, and by the way it can happen at any point in anyone's careers, what would be my preference in how I would like to be treated? What will mean to me that I'm being laid off with respect, where I still keep at least some of my self esteem, that I've built throughout the years in my career, in what will help me land in the best possible way on my feet, right?    And I thought about it. And I talked to people that was questions, who were let go senior professionals, folks in the beginning of their careers. And I looked at the data on how much savings people have in the US if something like this happens. And the reality is that not a lot of people have a lot of savings to count on. And I really try to think about a couple of things, one, from an economical perspective, what is a decent package that's going to help people land on their feet, given that it takes between three to five months to find a job.    Yet, it seems like in Dec is around three months, even now with distributed market, because a lot of new jobs are being created. So that's one variable that went into the model. The second one was one, the economical terms are being approved. And there is some, you know, safety net for at least two or three months, and there is health insurance on the table as well. Because unfortunately, America is a country that does not offer that by default, and you have to pay for it. And it's quite expensive. Then I went into how do we communicate? How do we communicate with care with empathy? How do we make sure that everyone feels that they're still respected on their way out, even though we need to share some pretty terrible news?    How can we make sure we partner with the employees who are being terminated to equip them with the skills that they need to apply for unemployment to revamp their resumes to prep for the interview, it's really hard to have your confidence that after being laid off, and we're talking in this market about multiple rounds of layoffs, I have friends and people who are very close to me and my family who got laid off multiple times, once in COVID, one or two times now, that takes a toll on self esteem, how you're showing up in the world. Let's not even go to negotiating an offer you're hoping to get over all you can even think about asking for more optimizing for the best possible result. Totally.    I'm always thinking about one, give them the package that it's going to provide a softer landing, landing to make sure they have health insurance. Three, make sure you communicate with empathy and care for prep them for what they need to do ideally in the first week or month after a layoff make sure people are equipped on how to get their benefits back on employment, how to claim Cobra and then really help rebuild that confidence by looking at the resumes the LinkedIn profile, practicing interviewing, introduced introducing people of two companies looking for great talent so that everyone can, as quickly as possible get back on their feet. It's a traumatic experience. And if as leaders, we don't do it with a lot of care, it's going to backfire. And it's not going to help one the company is not going to help the brand is not going to help help the leaders attract new team members, when when the market gets better, is not going to help the society in general,   To bring myself into the mix of this, I started interviewing and applying for internal director and VP roles and learning and development in 2020. And it is now 2023, there were two offers and 2020. They were rescinded because of layoffs. So for me being that I'm still in it, still interviewing, still applying some of what I've experienced is that there are 1000 people to the one role that I'm applying for, I had a job tell me an employer rather tell me that they had 4000 plus 4000 people applied to the role that I applied for.    And so, you know, depending on your industry, because there's not a lot of learning and development people even though they are so we need to equip leaders with the right tools to lead the organization. But it, it's trying, so I, you know, I can definitely relate, and I think some of your tips are really helpful. So let's move into our negotiation conversation. Let's pretend that you are getting ready to have a conversation because you've been given an offer. And I'm going to wear the hat of coach and this is a framework that you can apply to any negotiation that you're having. But I'm just gonna tee it up. So Samina, it's so great to see you. I'm so excited for you that you have this new offer that you're considering. And tell me a little bit about the context, what is the offer? What do you feel excited about? And then we'll go from there.   I'm very excited about the offer that I just received, because it's for a company that solves hard problems. I see the signs of really healthy culture. It seems that a company is financially stable, especially in this market, and they have enough runway. And it feels like there is product market fit and the company can continue to grow.    If if they execute according to the plan. So that excites me quite a bit because that means we can create more jobs, we can really scale or what we're offering to the market here in the US, potentially internationally. It's really creating the foundation for building something that is intentional, and it can scale intentionally, and really create that force multiplier in delivering business results. So that's what excites me. I'm also excited about the terms of the offer.   Let me let me just paraphrase quickly what I heard you say. So I hear that you're very excited about this offer for a few reasons. One, it's a company that is solving hard problems. And I hear that that is really motivating for you you want to work for a purpose driven organization, I also hear that there is a healthy culture on the inside. So the leaders that are leading it are conscious, and you want to work with that type of leadership, and be able to really contribute. I also hear that they have a runway that allows them to be able to be secure, you know, financially stable in this economy in this market. And therefore you can scale intentionally did I miss anything you did not spot on.   And you were about to elaborate a little bit more something else you feel excited about tell me and I feel excited about the economics of the offer because I find them being fair. And I'm saying fair for a reason. I care deeply about fair. Of course I care about optimizing a really good offer and really good terms but as a people leader, I'm also keeping an eye on internal equity among peers, making sure that you know while is the right type of offer for the valid right I bring it also that doesn't, you know break the stability internally because that's that's another problem then that can be created and It's pretty painful to solve for once it's there.    So I'm looking at a lot of the things and while you know the monetary aspect is important, and don't get me wrong is very important. And life is expensive right now, there are other elements of an offer that make it an absolute no brainer.  What I'm hearing is there's tangible needs, and there's intangible needs that would make this a yes. Like an absolute Yes. So what do you need that's tangible? And what do you need? It's intangible.   I think from a tangible perspective, you need to make sure that you're fairly compensated, you're compensated at the market. And now here, hopefully, it's going to be an easier conversation in the next few years, because of the pay Transparency Act. Really good progress, really good momentum is not a black box anymore. When you start applying and interviewing with companies, you kind of know, you know, where they are, what are the bands, so you know, is it for me, or if it's, or it's not, for me, for example, if you're in California, and you interview for a leadership role, and they pay you 100k, you're probably going to say this is not for me, I cannot afford to leave here, right? So that that simplifies the conversation quite a bit.    Now, every company is different, every company has a different philosophy in terms of pay, some companies are going to pay your 50th percentile, others are going to pay your 75th percentile, others are going to be more aggressive on the variable, others on the on the base, it different flavors, right. But at the end of the day, if it's fair, if it's market for the role, how much funding they have, if they're a private company, how much ARR they have done all of that, you kind of know where you are, and what ballpark.    Now the non tangible things are very important when it comes to the new reality after COVID. What kind of life do we want to have as people and as professionals? What is more valuable to me? Or what is the environment that really works for my life? And how I want to craft my life? Am I an in person, type of professional or I'm a remote type of professional? Do I value to have flexibility? Or do I value routine and being in the office every single day? Because that's the environment that that I'm thriving in? And that's how I build connections, and there is no right or wrong answer. I don't believe in one size fits all, I don't believe that only remote is the way to go. And I also don't believe that only in office is the way to go. I think there are different situations, different businesses, and particularities that are helping leaders make the decision if it's in office, or if it's hybrid, or if it's remote, right. But a lot of candidates have preferences.    And they've done it both ways. And people feel strongly about it still did seems like the opportunities are not as many as they used to be for the remote roles. And a lot of the companies are starting to bring people back to in office five days a week or hybrid. But if you ask in your negotiation come conversation about remote like how would you ask that very openly?   What is the what is the culture at Company X? What is the expectation right now? Do we have what is the policy? Right?   Do we think the policy is gonna change if it's going to change? Is there a framework in which the leadership is going to make the decision for example, I remember when we started COVID, at one of my previous companies, and I told people and I promise, I'm not going to promise the model is not going to change, I can't promise that I don't know how the world is going to evolve. I don't know what's going to be needed from a business perspective. But what I can promise is that I'm not going to surprise people with two weeks notice that up starting two weeks from now, we're going to be back in the office.    And I promised all the invoices that we're going to give them and each other a six month heads up to be able to adjust and change our lives accordingly to either adjust to the new reality that we are trying to create or to vote with our feet and say, this is probably not the right fit for me and where I am in life today. Therefore, it's probably better for me to depart the business.   Yeah, totally. I'm going to ask you two more coaching questions. And I know that this is probably going to be something we'll continue to talk about and something that I'd love for you to even journal about. But we're getting clear on what are the tangible what are the intangible needs? And then I want to ask, what is your concern? What What concerns do you have about this role? And then lastly, like what would make this an absolute yes for you? Should I start with the concerns? Yeah, let's go there.   Ah, Mmm hmm. That's such an interesting question. It really depends on the company and the stage of the company. So it's really hard to, to answer it without having a clear example in front of me, right? Talking about hypothetical businesses. But the examples are mostly around the opportunity in front of you, as a leader in front of me as a leader, in what skills are needed to nail that stage of growth, or turbulences, or whatever is happening in the company, I would be very interested in what is the next stage of growth after the current one? And do I have the potential to grow and scale with the company because I have a clear idea in my mind that I'm open to be challenged by other leaders in the industry that executives are a great fit for a particular stage of growth.    And after that, it needs to, you know, a little bit of a self assessment needs to happen to really ask yourself, am I the right leader for the next stage of growth in this company or not? And that takes a lot of courage and self awareness, to be able to, and humility to be able to have that conversation with yourself. But every time I'm looking at an opportunity I'm looking at, can I get can I grow and scale with the business? What if they grow really fast? Why did they grow Not so fast, and they experienced a lot of turbulence is how much resilience? Do I need to show? And at what point and right like, How much am I willing to be in that turbulent time? How long is it going to be right? I think that goes back to the psychological and physical well being the balance of it all. What are you saying? Yes, yes, exactly.   Exactly. And that's a good, that's a good internal conversation to have with yourself as a candidate, to really run towards something and not to run away from something. Yeah, I'm a big believer in when someone starts a new role, when you're looking at the non tangibles, and obviously, the tangibles as well. At the end of the day, to feel really good about the opportunity and to know deep down inside your soul that you're running towards something. Because if you're running towards something, no matter how hard it is, no matter how many turbulences you're going to experience, no matter how good of a fit, you are for the next three stages of growth, and maybe you're great for one or two, and you need to fire yourself before stage three, because the company needs a different type of leadership, you're going to do it with a lot more passion, if you don't find those connections.    And at the end of the day, being passionate about something, it's probably one of the strongest predictors. I've seen in my in my entire career journey. Now what can break a decision or what will make a decision a no brainer in someone in my role in my shoes, or in your shoes, it comes back to the chemistry between the leadership team or between you and your manager. There are so many flavors of the ice cream at this level, especially when it comes to leadership roles in everybody. All a lot of people got to leadership roles, because they've done great work in their careers. They accomplished a lot. They worked hard, they worked hard. I don't think at this level, it comes a lot to do you have the skills to do it. It's about how you do it. How do you how do you invite the other partners to your table so that you can make progress together? Influence and collaborate? I hear?    Yeah, I think it comes down to that. And it comes down to that chemistry between the people working together. So it sounds like you're getting really clear on the tangible and the intangible. And then also what I'm hearing is, what would make this a total? Yes, is the chemistry of the other leaders. So they're dating. Both ways. And in order to be ready to marry someone, both sides need to do their due date a few years.   Yes, but both sides need to do their due diligence and to make sure that why the moral compass of the other party to how they operate best when they are best on or when they are not at best. And you know, what kind of master sometimes shows up if they're stressed or under resource or you know, all sorts of things that can happen in organizations. Probably that's the most important factor that I'm taking into into consideration when saying yes, and going to the altar with with a new company.   Yeah, yeah. Thank you for sharing all of that. So in the last couple of minutes and I'll I'll share this framework of some of these questions that I asked semina at the end. So you want to listen all the way to the end. So you get those questions you can actually ask yourself, or you can ask another person that is also negotiating something important in their life. But what are some tips that you might give to anyone listening but especially to female executives? What can they start to negotiate in the initial interview stages?  And what can they negotiate that you would recommend? You know, during the offer,  and the early interview stages, I would clarify the tangibles. I would make sure I get as much clarity as I as I can around those aspects in the late stage of an interview the offer stage, I think it's time the industry to normalize the fact that executives meaning VPs and above should have some protection in place, right. We've seen rounds and rounds of layoffs. We've seen consolidations, we've seen a lot of headwinds, and turbulence is happening in the market. And it's still not common to see severance clauses as part of the all of the executive contracts.   Well, I live in California. And I don't know if this applies to executives, but California is an at will state. So they can they can let you go for any reason, even if you didn't do anything wrong. So that doesn't create a lot of security in me as someone that really wants to get married. If you want to be a prenup, yes. And also, if you want to be the executive who's gonna mention the unmentionable in the room who's gonna have the crucial conversation? So it's gonna challenge the status quo. You can't really have those if you're thinking well, do I have money to put food on the table for my kids? Do I have money to pay my mortgage or my rent, when I'm thinking about getting married with someone meaning in this case, starting a new job as a leader, there is a lot of risk on both sides, right?    The companies want to get it right. You want your leadership team, ideally, to encompass your core values to model the right behaviors to really drive the business forward. As a leader, you want to make sure that you're not going to be micromanage, you're gonna be respected for your opinion, and the expertise that you're bringing to the table, you also want to be able to challenge the status quo nicely, you're gonna require psychological safety, it's not just a check in the box, that's one of the very first things that I assess, and you got to build at the beginning. Totally.   So when you want to have psychological safety, but also move the needle forward, challenge the status quo, I find it hard to be able to address it and addressable. When you're thinking about, well, do I have money to provide food for my family to pay for the house to take care of the kids are other people you need to take care of as a as a as a human being, when that variable is taken care of.    And you know that no matter what happens, you're going to have a little bit of a softer landing, because it takes about six months on average to find your net next executive gig, the psychological safety that that relationship, and that pre negotiated contract creates for VPS. And above. It really benefits really beneficial for both parties involved in this, of course, the company is going to protect itself in a similar way. You you know you're going to assess performance, you're going to have OKRs, you're going to measure it if people are not hitting the goals, obviously, you're going to make the hard choices, and you're going to let people go but a found that it's easier to build that psychological safety. If there is clarity around if this doesn't work out. What are what are both parties getting out.   Right? What's Yeah, totally. What is our agreement? What is our agreement, having those hard conversations up front are so important. So that's what I'm hearing is a really big takeaway. That's what you can start to have in the interview process, like you're assessing for that. You know, what happens when things get messy? is psychological safety a check in the box or not? Can we have these hard conversations and people still want to be kind and collaborate? And then what are our agreements when things get messy, you know, which isn't doubtedly going to happen because we can't control so that's kind of what I'm hearing. Go ahead.    There's there's one good example of this work is the negotiation phase before you decide if it's a yes or if it's a no, that's providing a lot of insight into how the future relationship is going to be. How can you work together to solve a challenge and you're coming from On slightly different angles here, you're trying to meet somewhere in between. And are you approaching this? How are you having those crucial conversations without breaking the relationship by a fair fairness is a key value for you.    Yeah. Samina this was so helpful. I imagine it's going to be helpful for so many people not only just talking about how do we support people in layoffs kindly, but also how do we negotiate in a way that is really empowering ourselves and making sure that we're setting ourselves up for success? Thank you so much. And if there's anything else you want to leave our listeners Feel free, we will be linking your contact in the show notes. And if there's anything else you want me to send out, please let me know or share it with folks right now.   The only message I have for for people listening to the podcast is knowing their value and not being afraid to ask for what is fair. And what's their worth. It's doesn't come natural, it doesn't come naturally for if you're a woman in tech, if you're a female executive, if you're a minority, but it's the absolute right thing to do. And there are mentors out there. And I love mentoring people on how to do it gracefully, and change some of the practices in the industry. So thank you so much for having me, I love this conversation. And I hope we can meet again and continue our chat.   I love it, we will. I am loving this conversation.    And as we prepare for this podcast interview to come to a close, I'm going to leave you with three things that will really help you to embody the confidence to ask for what you desire, and what you deserve. And if we don't ask for it, we have no opportunity to receive it to receive it. So I'm going to break this down into three parts.    One, I'm going to lead by example, and make a bold request so that I can receive what I desire and what I'm deserving. And hopefully that will be an inspiration to you.    Number two, I'm going to share the coaching framework that I used with Samina to help her discern what was her negotiating power and and what were her concerns and what did she really want. This is something you can journal about for yourself, or you can utilize it with others to help them in their negotiations. And this can be applied to anything that you're negotiating for.    And then number three, I'm going to share what you can actually negotiate for in the new opportunity and professional path that you are seeking. Alright, you ready? Here we go. So I have had the great privilege and opportunity to serve some wonderful companies, leaders and teams in my business in the last decade. LinkedIn, Pixar, Clif Bar, Asana, capital, one Bank of the West, and then tech adventhealth, I am so grateful. And since 2020, I have known I wanted to join in an internal capacity in directing learning leadership team and org development. And it's been a crazy couple of years in the job market and in the world at large. And I am having some incredible conversations with folks right now exploring the right opportunity. But at the end of the day, it's all about the right fit.    And you might be asking, Why do I want this, I want this because I know that this path is where I can create the most influence and have the deepest positive impact with the internal people in the company and therefore, what the company is actually doing in the world. And I'm here to influence business to be a force for good in the world. So if you're an executive search or in the C suite, or you're working for a company where you just think Carly needs to be here we need Carly we need her wisdom and her passion and her skills. Then reach out to me I would love to know your challenges so I can help you can reach out to me on LinkedIn or you know just ping my website there's there's lots of links in the show notes and how to get in touch. If you also are aware of a role that is coming up that hasn't been posted, and you think you know I could help in a full time or fractional capacity reach out. I would love to help and love to have that conversation.    Number two, let's go over the negotiate Shin coaching framework that I use with Samina. Now, these are things that you can ask yourself, you can journal about, or you can actually roleplay this with another person. So first you want to share the context, what is the role? Or what is the thing that you are negotiating for? And then if you're doing this with another person, you want to summarize what you heard them say, summarizing what you heard them say, not what you think you heard them say, right? This allows people to feel heard and to feel seen. And we all want that. And then after you summarize that, you also want to say, Did I miss anything? And that gives them an A chance to elaborate or clarify, then you want to actually follow up with another question and you ask them, What do you need? What are the tangible and intangible needs?    And it might even be helpful to ask them, what would this look like if you had these needs met? Right? Because then, then the person might even recognize that they didn't need that, or they want something different? And then you would ask them, What are your concerns and asking for more, this is where the fear might come in. Or they recognize that there are parts of this role or parts of this opportunity, that aren't quite aligned. And then you would ask them, okay, so now that you've gotten clear, what's the next step? And as a coach, you always want to hold that person accountable to the next step. So you might say, how do we check in about this next step? Right?    Okay. So that's the coaching framework. And again, this can be applied to yourself, or to someone in your life. And then the next thing that is really going to be helpful for you, if you're exploring a new role is to understand what you can negotiate for in the interview. Ultimately, your satisfaction hinges less on getting the negotiation right and more on getting the job, right. So you want to really understand for who are your teammates? Who's your boss? What's the work life balance look like? How is this going to be a full guest for you?    So here's some things that you can negotiate for. So you want to ask about the remote policy in this company. And you heard Samina and I talked about that, you want to ask about whether there's bonus pay and equity. You want to know if there's matching money. So for example, maybe you've worked in other roles where you are accustomed to a 12% match, what is the match in this iteration? You want to know what the vacation policy is? Is it three to four weeks? Can it be reevaluated after the first week of service? Do you have the option to do any side work? If that's a passion, like maybe you have a podcast that you want to have outside of this scope and responsibility? You might want to ask for that. If you need to be in an office or in the same time zone?    Do they offer relocation pay? If professional development is important to you probably is especially if you're listening to this podcast, then how do they support you in your personal and professional development? What is the stipend for that? Is there a certification that you want or a conference that you'd really love to go to every year? Ask for all of us upfront? What's the health insurance coverage? Ask about travel, if you have to travel for work, whether it's domestically or internationally. We all know travel takes a toll on the body, mind and soul. So perhaps there's a negotiation upfront where you can say if I'm traveling to a different timezone or internationally, Can I tag on a couple of days where I can actually enjoy the city before I have to rush right back? Right?    Find out if there are any partial clauses for times of separation, where it is not your fault for the reason that they're having to let people go as mean and I were talking about earlier in the interview. And then you might also want to ask if there might be a retention bonus after the first year. And one of the questions I also really love to ask is how will I know that I'm being successful in this role, and that's not necessarily negotiation, but it is in a certain sense of what is expected of me in the first month in the first 60 days, 90 days, like really getting clear on that with the hiring manager with the senior people leaders.    The other thing that's a negotiation, qualifier for me is how much sponsorship are you getting from the senior people leaders because that's going to allow you to actually have more influence and be more successful.    Okay, those are some of the things that I think will be really helpful for you in navigating, asking for more. So how are you going to ask for more whether it's at work, or it's at home?  If you enjoyed this episode, please give me a five star review, share it with friends, family or colleagues on LinkedIn. We're all in this together and sharing is caring. I have some incredible interviews coming on in the podcast in 2023. So make sure you subscribe. And thank you so much for tuning in.

Sumeet Sigdel is a RJ and TV program producer and presenter, and the CEO of Vinnie's Pizzeria and Pastaria. Prasan Syangden is a media personality and activist, who works at RVL Radio under Revolution TV.

In this episode, Jeff and his guest Sumeet Salwan dive deep into how to identify and create value in an organization, while building a truly innovative and inclusive organizational culture. Sumeet is a co-founder of CEO Works, and he helps public-company CEOs make better value-creation decisions when leveraging talent. Previously he was Global Head of HR for the Johnson & Johnson consumer and medical device companies. He was also with Unilever for over 20 years, rising from intern to Senior VP, of HR. Sumeet shares how to build cultures that move beyond the numbers when improving diversity. Sumeet and Jeff discuss how to improve diversity awareness, improve decision-making, and why alternate viewpoints can result in improved outcomes.

The mobile home park is considered to have the lowest cost investment per unit of any real estate asset class. Thus, this asset class is getting the attention of many real estate investors. In this #Highlights episode, we feature our conversations again with mobile home parks investors Joyce Walder and Sumeet Makhijani. The two tell us how they transitioned into the asset class and why they chose to invest in mobile home parks.Joyce gives tips on securing a successful transition when acquiring a mobile home park and emphasizes the need to acknowledge the community's needs, be on the ground and talk to the residents themselves. Meanwhile, Sumeet shares that his real estate journey was difficult but possible with proper time management. Click the play button now and be inspired by Joyce and Sumeet's journeys!Key Points From This Episode: Joyce shares her career transition from legal banking to dental hygiene to a real estate investor.Why are people skills important in business?Joyce details what she does as B3 Investment's operations transition expert.The work that needs to be done so residents will know that there is a potential new owner of the community.How to let people in the mobile home park community know you are there to help.Joyce shares how to have a successful transition in acquiring a mobile home park.Sumeet talks about his journey from being a physician to investing in real estate.How did Sumeet manage to finish medical school and at the same time invest in real estate?Sumeet details how he and his partner were able to purchase four mobile home parks in eight months, three through syndication.How did Sumeet get into the syndication business?Tweetables:“We actually have fallen into a great process – not by planning but by learning like everyone else.” – Joyce Walder“Our big goal (is) we want to provide safe, clean, affordable housing options. As we know, that's such a big deal in our country right now.” – Joyce Walder“When we go into a community, we really do want to improve it.” – Joyce Walder“I think part of this business is luck and timing, I really believe that, but also we had developed relationships.” – Sumeet Makhijani“I always tell people, you have to be in the game to be in the game.” – Sumeet MakhijaniLinks Mentioned in Today's Episode:Joyce Walder on LinkedInB3 CommunitiesB3 Communities Facebook PageWS916: A Successful Mobile Home Park Transition Process with Joyce WalderSumeet Makhijani on LinkedInWS946: Surgeon Turned Successful Mobile Home Parks InvestorAbout Joyce WalderJoyce has a background in the legal field, commercial and residential banking, was co-owner of a dental practice in the Dallas area and was most recently a Dental Hygienist in the Austin area. After leaving her career in dentistry in 2019, Joyce is now able to focus on commercial real estate investments full-time. Her experience and attention to detail bring a broad range of exceptional skills to the team. Joyce enjoys working side by side with her husband, Bob. When not working, Joyce enjoys traveling, running, yoga, and spending time with her 4 children and extended family.About Sumeet MakhijaniBorn and raised in Chattanooga, Tennessee, Sumeet became a plastic surgeon before starting in commercial real estate as a passive investor. He then transitioned to active investing about five years ago all while working full-time. He and his partner founded East Living Communities to acquire and operate mobile home parks.

Sumeet Kulkarni is a 6th-yr. PhD student studying gravitational waves at the University of Mississippi.  Sumeet uses really smart code written by others to evolve binary black holes forward and backward in time, and apply it to whole populations of black holes to figure out if we can detect signatures of them precessing like a spinning top. He is also involved with education and outreach efforts with the LIGO collaboration, primarily to develop web apps that can use gravitational-wave research to teach simple physics concepts. He has written for Astrobites in the past couple of years, and recently completed the AAAS mass media fellowship with the LA Times.Huei Sears is a fifth-year physics PhD candidate at Northwestern University.  She studies the properties of long-duration gamma-ray burst host-galaxies at high-redshift -- i.e. the oldest galaxies that host the brightest and most energetic explosions in our Universe.  Huei also is an active member of the Astrobites collaboration where she serves on the Administrative, DEI, and Hiring committees in-addition to co-managing their social media accounts.  A fun fact about Huei is that she is a massive Taylor Swift fan and loves to sing.Corcovado:https://www.youtube.com/watch?v=W-YnyZG8fNUBlack Hole Picture from James Webb Telescope: https://www.youtube.com/watch?v=_tXhBLg3WngLink to Scientifically Sound Sweater:https://www.scientificallysound.net/shop/p/scientifically-sound-crew-neck-sweatshirtFollow Sumeet KulkarniTwitter @sumeet_kulInstagram @the.sumeetsonianFollow Huei SearsTwitter @Huei_SearsFollow Scientifically SoundTwitter @4theSci_SoundInstagram @scientificallysoundTiktok @scientificallysoundemail: 4thescientificallysound@gmail.comand visit our website scientificallysound.net for more!

The many ways in-flight connectivity can help airlines In this episode of the podcast, host Alex Miller speaks with Sumeet Singh, who serves two roles at Viasat: chief data officer as well as vice president and general manager of our Media and Mobile Apps division (MAPs). This conversation focuses on that second role, where Viasat is showing our airline partners how they can use the in-flight connectivity (IFC) services we offer to expand advertising and other revenue opportunities while also providing additional services and benefits to passengers.   Topics in this podcast episode include:   A bit of background about Singh, whose diverse career in communications software, cloud technologies and technology partnerships, edge computing and even venture capitalism put him in an ideal position to explore the potential of Viasat's IFC services The focus of the MAPs team in creating ancillary revenue for Viasat as well as our airline customers atop the core business of IFC — poised to reach upwards of 200 million passengers How advertising on aircraft is changing from the traditional seatback magazine to a diverse portfolio of other opportunities made possibly by IFC How ancillary revenue can help offset the cost of IFC for airlines The ways in which these business models could one day apply to other modes of transportation — from cruise ships to trains, buses, and more The direct access platform that has the potential to connect mobile phone carriers to the Viasat network for a seamless experience from ground to air

Title: "Leveraging Cloud to Shape the Modern Workplace" Guest: Sumeet Sabharwal - CEO, Netgain Interviewer: Jonathan Freedman - MAGE LLC The post “Leveraging Cloud to Shape the Modern Workplace” with Sumeet Sabharwal of Netgain appeared first on Radio Entrepreneurs.

Sumeet Nath has grown his 3rd generation business into a leading group of factories with 6,000 employees. Each generation worked to keep the business relevant by updating product mix, customer mix, organization and indeed ownership.  3:52 – after Sumeet walked me through a short historic overview how the Indian region of Panipat became a trade center for textiles, and the company's change after WW2 when in 1945 “the company had to morph, had to have a reality check, that's how we started spinning wool and yarn.” 4:52 – “I wanted to start a different aspect of the company… that how we started making carpets, in 1991.” 5:44 – “You should never be satisfied with the situation, because you never know what happens the next day.” 7:25 – “Everything is going so great… you think you're a genius… then the wheels come off and you commit to never being caught with customer concentration.” 9:20 – “Fashion having become a part of the rug business (unlike decades ago), now sustainability and eco-friendly thought process is on the consumers' minds, how does that effect your business, how your product evolves?” 10:33 – “Five of our factories are converted to 100% solar.” 14:15 – “We saw that opportunity… that raised my curiosity… a good businessman always follows their instincts.” 16:19 – “If there is something new, unless it is tried, you will never know if it's helpful or not.” 17:56 – Sumeet shares how he is preparing the organization for the 4th generation (including possibly an ESOP – employee stock ownership plan) and at 20:26 – “we have to prepare that Raj lives much beyond the family. We are responsible for 6000 people.” 23:23 – “I believe in baby steps, and we started to take baby steps decades ago.” 24:04 – “Stay nimble, stay humble, and take every day to learn something.” You can find Sumeet Nath on LinkedIn, or you can reach him at sumeet@rajgroup.in.

Whether we are leaning in or wanting to change our career into cyber, we always need someone who can champion us.Learnt something new and finding it hard to apply it to your job? Or are you wanting to switch to a career in cyber but not sure where to start?Here are some quick tips shared by our cyber siblings:Read articles, journals on the topics of your choice .Creative problem solving on the job.Have a creative and curious mindset.Constantly learn from previous experience and apply it to the current role.Find your superpower and try to map those skills to what you are trying to learn.Get back to basics and apply your skills practically.Seek buddies, mentors, people who are championing you.Get out of your comfort zone and constantly ask yourself "What is your Why?"Join me , your host Amina Aggarwal, to find out how to learn fast that is lightning fast.____________________________GuestsAnu KukarAssociate Partner at IBM [@IBM | @IBMSecurity]On LinkedIn | https://www.linkedin.com/in/cyberuntanglerOn Twitter | https://twitter.com/cyberuntanglerSumeet KukarCEO at Arascina [@arascina]On LinkedIn | https://www.linkedin.com/in/learningnibblerHostAmina AggarwalOn ITSPmagazine  

This week, we're talking with Dr. Sumeet, a board-certified plastic surgeon who practices in Upstate New York, a Masters in Real Estate from Georgetown, and a family background in the real estate business which first perked his interest into the subject. In this episode, listen for:We get into how getting your Masters degree in Real Estate is similar to going to medical school, and how issues surround the COVID pandemic have changed expected costs for new production.Must-Listen Moments:[10:44] - The burgeoning real estate market in Omaha, NE [12:24] - The phases of starting a large-scale real estate project from scratch[21:21] - The challenges faced when taking on a project of this magnitude