Podcasts about sustainable initiatives

What if your charitable donations didn't just support causes—but actually helped build impactful businesses?In this episode of The Angel Next Door, host Marcia Dawood gives a quick 7-minute overview of the growing interest in investing with philanthropic capital and answers some of the most common questions about how it works. Using insights from past conversations with experts like Sally Boulter of Impact Assets and Patrice and Leah Brickman of Inspire Access, Marcia breaks down how Donor-Advised Funds (DAFs) and nonprofit organizations are revolutionizing the way we think about philanthropy and investment. You'll learn about: - How DAFs work – A simple, tax-advantaged way to invest in for-profit impact companies while keeping funds designated for charitable giving. - Inspire Access' unique model – A 501(c)(3) that allows donors to contribute directly, ensuring capital reaches underrepresented founders working on innovative solutions. - Non-accredited investors can participate too – You don't need to have a certain amount of wealth or income to make a donation; now more people than ever can back mission-driven startups. Instead of just ‘making a donation', discover how to create a lasting impact by strategically investing in businesses that align with your values—all while staying within a philanthropic framework. Tune in now to rethink how your giving can fuel innovation and drive meaningful change! Sign up for Marcia's newsletter to receive tips and the latest on Angel Investing!Website: www.marciadawood.comLearn more about the documentary Show Her the Money: www.showherthemoneymovie.comAnd don't forget to follow us wherever you are!Apple Podcasts: https://pod.link/1586445642.appleSpotify: https://pod.link/1586445642.spotifyLinkedIn: https://www.linkedin.com/company/angel-next-door-podcast/Instagram: https://www.instagram.com/theangelnextdoorpodcast/TikTok: https://www.tiktok.com/@marciadawood

Great to catch up after the summer break with fellow sustainability-focused consultant Tove Kinooka on our monthly series Sustainable Japan short-takes. It was a lively discussion of connections across topics that help us find better ways to balance the needs of people and planet with profits. Read about this podcast on MEDIUM | See the video of this podcast on YouTubeBGM thanks to Casey Bean- support his musical journey on BandCamp

Bio  Fabiola is a pioneer and thought leader in Agile HR and Co-Founder of Just Leading Solutions, a global transformation consultancy for HR and Business Agility. As a seasoned Management Consultant and Executive Advisor, she works with key players around the globe and across the private, corporate, and social sectors. She helps them become more adaptive and innovative by maximizing the potential of their people function. Fabiola is a Switzerland native living in New York. She is an avid New York Rangers fan.   Interview Highlights 03:20 Business Agility 04:35 The Impact of Technology 07:45 How HR Fits into Business Agility 10:35 Making the Change 13:50 Sustainable Initiatives 16:25 Agile HR vs Agility in HR 18:35 Workforce Planning Sessions 30:15 The Agile HR Course   Links ·         JLS Website: www.justleadingsolutions.com ·         Training Overview: Agile HR Training ·         Agile HR Explorer: Agile HR Explorer Training ·         LinkedIn Fabiola Eyholzer   Books & Resources ·         The Connected Company, Dave Gray ·         Thinking in Systems, Donella Meadows ·         The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth, Amy Edmondson   ·         The Culture Code: The Secrets of Highly Successful Groups, Daniel Coyle   Episode Transcript Intro: Hello and welcome to the Agile Innovation Leaders podcast. I'm Ula Ojiaku. On this podcast I speak with world-class leaders and doers about themselves and a variety of topics spanning Agile, Lean Innovation, Business, Leadership and much more – with actionable takeaways for you the listener. Ula Ojiaku So I have with me here Fabiola Eyholzer, she is the Co-Founder and CEO of Just Leading Solutions, a New York based consultancy for Lean Agile People Operations. Fabiola, it's a massive honour and pleasure to have you on this show. Thank you for being my guest on the Agile Innovation Leaders podcast. Fabiola Eyholzer Thank you, Ula, the pleasure is all mine. Ula Ojiaku So how did you get into this, you know, Lean Agile space? Fabiola Eyholzer So it's actually quite an interesting story. It's now 13 years ago when I was running the Swiss market for a European HR consultancy, and we were looking for a new leadership model for our career starters. And I met some Agile coaches and they're like, oh, you have to do Scrum, and I'm like, well, did you hear me say that we are an HR consultancy, we're not a software developer. She's like, trust me, it's the right thing to do, so we did a test run. So we introduced Scrum, which is the predominant Agile practice with our career starters, and it was such an eye opener to see what actually happens when we work in this new way that I knew this is the future, and I decided there and then to quit my job and dedicate the next phase of my career to Agile HR. Ula Ojiaku Wow. And since then, what sorts of organisations or projects or initiatives have you worked on? Fabiola Eyholzer So we've worked on so many different initiatives and with so many different companies and I actually had to look it up, I was in over 21 countries with the topic of HR Agility, and in that time I worked with companies across all industries, across all sectors, from profit, to non-profit, to education. And something that is really interesting is that at the end of the day, it doesn't matter that much what your corporate culture is, what your social culture is, when it comes to the people function, we want to make sure how do we maximise the people function, how do we leverage what we are doing in HR in a way that is highly beneficial for our employees, and with that, highly beneficial for our organisations. And of course, right now we are in that situation that the world of work around us is changing massively, you know, it's just being turned upside down. And this is, on the one hand, really scary, on the other hand, it's a massive chance to really reinvent HR, and really do things differently. Ula Ojiaku Something that stands out to me is you're saying it's an opportunity to reinvent HR and we will get back to that, but before we do, what does business agility mean to you? Fabiola Eyholzer So for me, business agility is really ensuring that our companies are engaging and adaptive and innovative so that they can thrive in that fast paced and constantly changing, highly dynamic environment. And at the core, what it means is that organisations and institutions are shifting away from being well oiled machines to being thriving ecosystems, because adaptability means exploring change, enabling change and being able to be change ready and to manage change to flex their muscles, to explore opportunities very quickly, to act on opportunities and not be scared, not be afraid to pivot and to course correct. And that's what we are seeing right now, that companies have to shift away from a model that served us really well for 150 years to a new system that is always at the edge of chaos, but that's the only way to continue to thrive and be adaptive in that fast paced, highly dynamic environment. Ula Ojiaku And would you say, I've, this is the first time I'm hearing that phrase, edge of chaos, but I do agree, and would you say that in this day and age, because the nature of the work we do, compared to 150 years ago, or even some years ago, it's for the most part getting to be knowledge-based, especially in technology. Is that one of the considerations for the change we need in the way we organise and run our companies or groups or teams? Fabiola Eyholzer Yes, technology is definitely a massive game changer for us, but it's not just about changing the way we work or changing the way our processes work. And quite often when we talk about technology in the HR space, people think about, you know, putting our HR process onto new, fancier digital process, but that's not just what it's about. It's more about understanding how much is technology and everything else that goes hand in hand with that, how is it changing the way that we work, and it leaves us with that very fundamental question, what type of work is left for us humans? If everything around us is being automated, and you know when we think about automation, a lot of people think about assembly line work going away, you know, routine work going away. And that was true 20 years ago. But today, work is being automated in every single field imaginable. And it's not just routine work that is being automated, and that leaves us with that question, what type of work is left for us? The answer is, it's the type of work that requires our passion and our potential for collaboration, ideation, our social and emotional intelligence. And of course, we are solving problems we never had to solve before, so there is no script, and that means we need to organise our companies in a different way. We need to organise work in a different way so that we can manage that ongoing fast paced change and that we can continue to solve problems we haven't solved before. And that's why we need to shift away from being a well oiled machine that has everything already figured out and written into job descriptions and competency models and objectives and KPIs to a company that can create and respond to change very quickly. Ula Ojiaku So given your definition of what business agility means to you and the case you've made for change, in the sense that we're at the edge of chaos and the sorts of work we need to do right now because technology, almost everything can be and will be automated in one way or the other, so where does HR fit in into this, in the light of business agility? Fabiola Eyholzer I can give you a very straightforward, simple answer. The role of HR in business agility is that HR is the secret to business agility, because if we don't align our people approach, and if we don't align our HR practices to the new realities and new demands, we're not going to be successful. So if we don't engage in talent scouting and talent enablement and performance acceleration in a way that is aligned with the new way of working, we cannot achieve business agility. Ula Ojiaku And how ready would you say the HR function is for this sort of transformation? Fabiola Eyholzer So the companies that we work with, or that I have the pleasure of working with, they are ready, or at least they're not scared to try. So they're courageous enough to try. As an industry in human resources, I think we have a long way to go. On the one hand, we see that things are changing and we're trying super hard to change with the times, but quite often we don't have that fundamental understanding that the entire mindset, the entire DNA of the organisation is going to change, and unless we understand that new mindset, that new DNA, we will not be able to change or maximise the people function in a way that is most beneficial for Agile enterprise. So we have a long way to go. Ula Ojiaku How would you know if an organisation's HR function is ready? Are there some indicators that they're ready to go on this journey if they haven't started already? Fabiola Eyholzer One of the indicators is if they have more questions than answers, they're probably there. So, because the companies are just saying, oh, we've done this, we've done that, tick, tick, tick. They're probably not the ones with that growth mindset that Agile organisations need. Okay, so that's one indicator. The other indicator is that they're not satisfied with the status quo and at the same time they are willing to do something about it. So I sometimes say, we have a gut feeling that tells us there must be a better way out there to engage with people, to create a learning organisation, to inspire people. And if we listen to that gut feeling, then we need to be gutsy about it, to change it, to do something about it. And these are some of the things that we see in organisations that we work with, they are not afraid to challenge the status quo. They realise we need to change and we need to change now. Ula Ojiaku And okay, when they have identified, yes, we need to change, we need to change now, what's your typical direction or steer or guidance to these organisations and their leaders in terms of where to start? Would you say, let's take a big bang approach and overhaul everything? Or would it be small iterative steps towards the change? What's your typical approach? How would you advise them? Fabiola Eyholzer So I'm going to give you the consultant answer, it depends. So it depends on the change readiness and change willingness of the company. We have a lot of companies where we have amazing success, when we took one part of the organisation, typically around 500 to 2500 people, where we changed the entire HR approach. We had some companies where we have had amazing success with a big bang where we really transformed the entire HR organisation, but it really depends on how ready are you to explore and also how willing are you, how much do you want to put in, how much energy and passion and resources are you willing to put into that transformation? But one thing that we always do is, we start with training and inspiring people, because we talk about a new world of work. And while this is easy to say, you know, people initially envisioned this is about virtual work, or working from home. Well that's a tiny part of what we're talking about when it comes to this new world of work, and because this new world of work is rooted in such a fundamentally different mindset, we first need to understand that mindset, and we need to speak the same language, because quite often we're using words that have a very different meaning in the Agile space versus the traditional corporate environment. And I can give you an example, for instance, if we talk about hiring for potential, you know, what are we looking for? In the traditional way of looking at potential, it's, does someone have the potential to thrive in that particular role, and does someone have the potential to take the next step in a predefined career trajectory? But that's not what we're talking about when we talk about hiring for potential in the agile space. We are talking about hiring for potential to thrive in an uncertain, complex, ambiguous, volatile world. Does someone feel comfortable with uncertainty, not knowing what their job is going to look like 12 months from now? Does someone feel comfortable with flexing their muscles, with learning and unlearning new things? So it's a very different understanding of a simple work word ‘hiring for potential'. So that's what we're doing, is speaking that new language, understanding why and how this new world is so fundamentally different. Ula Ojiaku Well, that's very, very thought provoking and some of the things in my little experience that I would expect leaders of such organisations to say like, yes, well and good, you know, you inspire us, there's a case for change, but how can we make sure this isn't one of those multiple failed large change initiatives with engagement? How would we know we will make this sustainable? Fabiola Eyholzer So you will never have a guarantee, but what is a massive game changer, and what's crucial to the success of any transformation is your commitment, okay? So you have to stick with it, even, or especially, when the going gets tough. And since we are working in such a different way, it's super easy to fall back into old patterns of behaviour when there are problems that come up, when we need to reprioritise, when something unforeseen happens, it's super easy to fall back, and that's when you have to keep going. And I think that dedication is one of the key aspects. And also what's interesting about agility is when you learn about Agile and how it works, and what the values are, it resonates with us. Of course it does, because it was created for the human economy, so it taps into what we bring to the table. So it sounds super easy and straightforward, let's talk about empowering people, who doesn't want to feel empowered, but then it's, we have to figure out what does that mean for us in an organisation, what does empowerment mean? How do we share that empowerment? How do we allow the teams to explore, to learn, to stumble, to fail, to course correct? It's not always that easy to then actually follow through. And I always say the devil is in the detail when it comes to Agile. You know, it sounds super easy on the surface, but when you dig in deeper, it gets more challenging. Ula Ojiaku It's almost like learning to play a game of chess. Yes, you might know how the different pieces move on the board, but actually the getting into it, it's a lifelong pursuit to become a grandmaster, almost anyway. I really enjoyed going through your course, the Agile HR Explorer course that's on the Scaled Agile platform open to SBCs, but there was something that you mentioned in that course, Agile HR versus Agility in HR. Can you explain for the benefit of the audience, you know, what these two terms mean and how they differ? Fabiola Eyholzer Yes, so the word HR has two meanings. So when people talk about HR, they can either mean the HR department, your compensation specialist, your learning expert, your grading instructor. So all these HR professions, so the entire HR department and that. Or they can mean HR as a discipline, as a function, where we talk about talent acquisition and performance management and learning and development, workforce planning and so on. And because there is that duality to it, we also have a different approach to agility. And that's when you hear those words, Agile for HR, so meaning what can Agile do for the HR department or HR for Agile, meaning what does HR do for the Agile teams, for the Agile organisation, and the approach is slightly different. So when we bring Agile to the HR department, it's all about how do we work in a different way? How do we organise around value? How do we deliver value faster, in a better way? So it's implementing all these Agile practices, the natural practices and ceremonies and artifacts within the HR department. Whereas the other side is really, how do we align all our HR practices to this new way of working, and that's really where the magic happens. So if we shift from recruiting to talent scouting, if we shift from learning and development to talent enablement, if we shift from performance management to performance acceleration, that's when we help the organisation become and stay Agile, that's when we bring business, or enable business agility across the organisation. Ula Ojiaku And there's something you said about workforce planning, you know, so in terms of the function, if I may just go slightly off tangent, it's a question that's been on my mind in the sense that, is there a way that one could approach workforce planning that would undermine the agility of the organisation? So I'm going to give a hypothetical example. So there are some organisations who might be saying, do you know what, in this economy, we need to balance out our talent mix, and we want new, fresh talent who, maybe fresh graduates who are, they will cost cheaper, they probably are up to date with new technologies versus, you know, existing talent who might be more expensive. So is there a way that one might approach workforce planning that could be detrimental, because there are pros and cons to every approach potentially, but in your experience, in the multiple organisations you've supported and continue to support, could there be things we could watch out for that might undermine our agility in that space? Fabiola Eyholzer Yes, so the way that we look at it is when we look at talent and what talent brings to the table, we don't look at it from, is this talent expensive or cheap? It's about how much value does this talent add to the organisation? Okay, so it's a value based way of looking at it, rather than a cost based, right. So that's the first part. The other part is that we, what we want to do with adaptive workforce planning is that we can explore opportunities very quickly, so it has to be a way where it's easy for us to say, hey, we have new initiatives come up that require new skills that we are very proactive about it, that, let's say we need more AI experience or Blockchain experience or whatever it is in the future, if we know that today that there is a high chance that we need it, let's look at the organisation. Do we already have people who have experience or skills in that particular field? Can they train others? Do we have to start building, putting up a training program ourselves? Do we have to get external talent in that can give us a leg up? Can we work with exploratory assignments to get people that experience? So there's so many things that we can do, and the focus with anything that we do in agility is always about now and the future, whereas in the traditional workforce planning, it's more about the past and today. And if you think about it, workforce planners, they don't have a full overview of what are the initiatives the teams are going to be working on six months from now, but we think it's going to be 12 months from now. And that's what we do with the active workforce planning in the Agile space. We have that forward looking approach. We look at our talent pool and say, what's the strength of our talent pool, not just compared to the initiatives that we're doing today, but to the initiatives that we think are coming up. And the beauty about this is, and here you see that we're really applying systems thinking, is that this is then opening up growth opportunities for our employees, because if we want to be an Agile organisation, we need to be a learning organisation first. Ula Ojiaku I do like what you're saying about the adaptive workforce planning and it does align with that, you know, responding to change over just sticking to a plan. How often would you recommend or how often in your view would it be practical to be having these sorts of workforce planning sessions? Fabiola Eyholzer We do it once a quarter with our clients, because that allows you to then also collaborate, because this is about talent management, you know, where do we see things that people need to learn, what they want to focus on, do we need to open up exploratory assignments, do we need to assign people to different teams, all of these things we need to know before we go into our quarterly planning. So if we talk in SAFe terminologies, you want that to happen before your PI planning so that you can make sure that those people topics are part of the backlog. So we work with capacity allocation, all of that, to make sure that we have people topics on that, so that's why we do it once a quarter. Ula Ojiaku Okay. And I would assume, you know, once a quarter, those people topics, because there's also the respect for the individual or the people involved, there would be some factoring in that there will be conversations with the individuals to say, hey, this is what we think is going to happen, what's your opinion? Do you want to go instead of just shifting them into positions and maybe them learning on the day of the PI Planning your team has changed. Fabiola Eyholzer Yes, and, you know, in the Agile space, we talk a good game about empowerment and we know how it works when it comes to work, but of course, empowerment also means empowering people when it comes to their learning and growth journey. So, hey, the people manager, people developer and HR are there to open up opportunities for them, but at the end of the day, they have to be on that journey by themselves, they have to make those steps, they have to go through that door, they have to go out and learn and explore and bring themselves into play. So it's, what's empowerment when it comes to their own growth and learning. Ula Ojiaku Thanks for that Fabiola. Would you say that when you do this adaptive workforce planning, does it make sense for one area or team or division or department to be compared with another? And I'll tie it back, I'll just give you some context, because I've heard of organisations, you know, doing it based on, oh, we want to make sure our cost base is, you know, our overheads, we're cutting it, I know everyone is doing a good job but we want to cut it, can we start measuring this department with that department in terms of workforce planning. I do resonate with that value base, instead of looking at how much they cost, what's the value these people, these talents are bringing? What's your view on, in the process of doing this, comparing one unit or department with another in their workforce planning approach? Fabiola Eyholzer So there are two aspects to it. One is, what data do we measure? And the second part is what do we do with the data? So for instance, when it comes to adaptive workforce planning, for instance, one of the important KPIs that we have is looking at the talent pool strength. So how strong is the talent pool compared to what we're working on right now? What we're going to work on in the next one or two quarters and three to four quarters out. But we're measuring that just so that we have a data point to get us talking. So this is not about comparing my team to your team and my team is better than your team, that's not what this is about. It's more about having a data point that allows us to have a conversation, that allows us to see, are we moving into the right direction? So, and I think that's important to all the KPIs. Why are we measuring them? And what are we doing with the data? And also the question, are we measuring the right things? And something that we often see is that people don't differentiate between leading and lagging indicators. So, for instance, a simple example in HR, we often look at retention rates, which is a great measure to have. But here's the thing, a retention rate is a lagging indicator, a lot of stuff has already happened, you know, and people did that quiet quitting probably long before they actually handed in their notice. So while we want to have that data point, there are other data points that are probably going to be better for us to be proactive, to do things about it. So always think about why are we measuring something? Are we measuring the right things? Are we measuring the things that are easy to measure? And for instance, cost is a data point that is easy to measure, but it doesn't say anything about the value. If someone used a hundred percent of their budget, well, did they do well? We don't know. Maybe they could have done the same thing with 70% of the budget, or maybe they should have gone to 120 and created something amazing for the future. So, really think about why are we measuring things and what are we doing with the data? Ula Ojiaku It just reminds me of a conversation I had and I said, what if we don't look at the cost and what if we also asked, are they meeting the targets that you set for them, the objectives that you set for them, and could they be setting up your organisation to make, you know, quantum leaps of progress by the work they're doing right now. So, and some of these things we can't see into the future, it's only retrospective, and that's where the leading indicators you talked about, although you talked about it differently from, you know, measuring attrition and people leaving and retention and all that, but there are ways of knowing in advance whether our guess is most likely to be correct, and sometimes measuring money or the cost isn't always the best metric, so I really like what you said about that. Thank you. Fabiola Eyholzer And also when you think about it, so many organisations, they want to be innovative and adaptive. At the same time, they focus so much on efficiency and, you know, following a script, following a plan, you know, hitting certain numbers that are set in stone, that they actually lose agility and adaptability and innovation, but they don't see the connection between the two, they don't see the connection between their leadership approach and their HR and finance and legal processes and how that is impacting one way or another how innovative they are, how creative they are. Ula Ojiaku I do recognise we're kind of teetering whenever we talk about the cost, we're teetering between, you know, finance, but they are all intertwined, like you just pointed out, it's all intertwined and it's a delicate ecosystem where you're always going to have to be doing something to stay in balance. What you did yesterday might not necessarily work today, so it's all about sensing and responding and I do appreciate what you've said so far. So what led to your developing the Agile HR course, which is now on the Scaled Agile platform? Fabiola Eyholzer Yes, I co-created or co-founded JLS, I think, nine years ago, and we very early on realised that we need to have a training to sort of do that level setting, get people that foundation, foundational knowledge to succeed in their transformation efforts. And that's when we created a series of different courses, and one of them is the Explore course that you mentioned. It's a one day course, it's great for anyone who's new or fairly new to Agile, Agile HR, you know, someone who wants to know more about it, and this is really an important first step to a longer learning and growth journey. But if you're new to Agile and you're in HR, this is definitely a great training. It's a one day training that gives you, starts out with the new world of work, you know, why is it so different? Why do we have so much pressure on performance management and career models and so on and so forth? Then what is Agile? And we explain Agile, not using technology based examples, but HR examples, you know, what does good design mean in the HR space? So we really explain the Agile manifesto and Agile values and principles from a HR perspective, and then we bring these worlds together and we talk about what is Agile HR and how do we apply that to different HR practices? So it's going to give you a well-rounded introduction to the field of HR Agility. Ula Ojiaku And is this available on the JLS website? Fabiola Eyholzer Yes, so all our trainings are available on our website and also our partner companies offer Agile HR training, you can go to an open enrolment class or you can bring it to your own organisation to train either an entire department or a team. And it's especially valuable when you start out on a new initiative, you know, it doesn't matter whether your company is already Agile or planning to become more Agile, if you're tasked with reinventing performance management or, you know, doing a new initiative, a new project, this is always a good way to get into it and say, okay, how can we make Agile work for us before we then help the organisation be more Agile? Ula Ojiaku We'll definitely have the link to your website in the show notes with your episode. So what I'm hearing is it's available, there are some partners as well that offer this training, which you and your team have curated. But if someone says, no, I want you, Fabiola, to come to do this for us, is that possible as well? Fabiola Eyholzer Absolutely. You can go to our website and contact me or you can hunt me down on LinkedIn, I'm the only one with my name, so you should be able to find me and just send me a message and we can definitely collaborate. Ula Ojiaku Okay. Well, what excites you about what you do currently? Fabiola Eyholzer Oh, I tell people I have the best job in the world because I get to work with amazing people, amazing companies, you know, people and companies who are not afraid to push the status quo, you know, who are courageous to do things differently and who are not afraid to push boundaries, because we're getting into uncharted territory. When you think about human resources, the term HR was first used in 1893 by J. R. Commons. So HR is this year, 120 years old, and of course we've evolved, you know, we changed from personnel management to modern HR and everything, but we're at the cusp of a new era that is going to be fundamentally different from anything else that we've done in the past. And if you think about it, it's never been this exciting to be in HR. We get to reinvent and shape the future of HR, or the people function, whether you call it talent and culture, or employee success or people and culture, whatever term you're using, we are reinventing it, and I'm in the middle of it, so I get to help organisations do this. Ula Ojiaku That's exciting. I can sense the passion and the enthusiasm there. Would you be writing a book on this topic anytime soon? Fabiola Eyholzer Maybe one day. Ula Ojiaku Maybe, okay. Whilst we will be eagerly waiting for your book, what books would you recommend to people who might be wondering, okay, what else could I read to, to get abreast on this, or generally any books that you would recommend that have made an impact or impression on you? Fabiola Eyholzer So one book that had a really big impact on me was The Connected Company. So it talks about the company being more like a city, rather than an engine, and even though it doesn't talk about agility, it doesn't talk about human resources, there is so much food for thought in there, you just have to put that thought in to make that translation into HR, but I thought that was a fantastic book. Then obviously Thinking in Systems by Donella Meadows. I'm a systems thinker myself, so that definitely resonated a lot. And of course there are other books like The Culture Code, Fearless Organization, books like that, that can, you know, really give you a lot of food for thought. Ula Ojiaku Thank you very much. These would be in the show notes. And would there be any ask before we round up that you would have for the audience? Fabiola Eyholzer So don't be afraid to push boundaries and to challenge the status quo. As I said earlier, every time you have that gut feeling there is a better way out there, well, chance is that there actually is. So don't be afraid to push boundaries. Don't be afraid to try. And I know everyone sometimes feels that they're in that hamster wheel, that they have so many things to do already that they can't take on something else, but I tell you from personal experience and from my experience working in that field for, for 10 years, it is a game changer. And if you're willing to put in the work, the results are going to be amazing. Yes, actually it's hard work, but it really delivers what it promises. Don't be scared, be courageous, do it. Ula Ojiaku Thank you very much Fabiola for those words of wisdom. It's been a pleasure. I've thoroughly enjoyed this conversation and I hope, you know, we would have some follow up sometime in future. Many thanks Fabiola. Fabiola Eyholzer Anytime. Thank you so much. Pleasure was all mine. Ula Ojiaku That's all we have for now. Thanks for listening. If you liked this show, do subscribe at www.agileinnovationleaders.com or your favourite podcast provider. Also share with friends and do leave a review on iTunes. This would help others find this show. I'd also love to hear from you, so please drop me an email at ula@agileinnovationleaders.com Take care and God bless!   

Welcome to episode 131 of Sports Management Podcast. Magdalena Nour is The Head of Sustainability at Malmö FF, one of Sweden's most successful football clubs.  We spoke about:  How Malmö FF has managed to degrease their water use How they work towards inclusion in Malmö The collaboration with other clubs How Malmö is working with sustainability with regards to food Why Magdalena is an incurable optimist And much more! WATCH ON YOUTUBE: https://youtu.be/Mr8mar_Rems  Time Stamps: 00:00 Intro01:14 Head of Sustainability at Malmö FF 04:00 Reducing Water at the Arena  07:40 Exchanging Ideas with Other Clubs 10:39 Sustainable Initiatives by MFF 19:50 Educating People on Sustainability 26:07 Social Sustainability 29:12 MFF's Women's Team 36:04 Magdalena's Background 49:05 Magdalena's Best Advice  51:16 Outro _____________________________________________________________ Follow us on social media Instagram Twitter LinkedIn YouTube Sign up for the newsletter! www.sportsmanagementpodcast.com

In this episode, Daniel Moore interviews Jeremy McLeod a registered architect, founding director of sustainable architecture firm Breathe Architecture and founder of alternative not-for-profit development company Nightingale Housing. Jeremy shares some of the main initiatives that he uses in Breathe and Nightingale projects to have the most impact on climate change. Have your notebooks ready, because Jeremy is giving away a lot of his tricks. Let's jump in! Hearing Architecture is proudly sponsored by Brickworks. Thank you so much for listening and thank you so much to our guest registered architect, founding director of sustainable architecture firm Breathe Architecture and founder of alternative not-for-profit development company Nightingale Housing, Jeremy McLeod. Thank you so much for sharing so much information about what can be done to make our buildings more sustainable including electrification, electrification, electrification. We look forward to speaking with you again in the future. Our sponsor Brickworks also produces architecture podcasts hosted by Tim Ross. You can find ‘The Art of Living', ‘Architects Abroad, and ‘The Power of Two', at brickworks.com.au or your favourite podcast platform. If you'd like to show your support please rate, review, and subscribe to Hearing Architecture in your favourite podcast app. If you want to know more about what the Australian Institute of Architects is doing to support architects and the community please visit architecture.com.au This is a production by the Australian Institute of Architects Emerging Architects and Graduates Network, in collaboration with Open Creative Studio. The Institute production team was Madelynn Jenkins, and Claudia McCarthy, and the EmAGN production team was Sam Bowstead and Daniel Moore. This content is brought to you by the Australian Institute of Architects Emerging Architects and Graduates Network, in collaboration with Open Creative Studio. This content does not take into account specific circumstances and should not be relied on in that way. This content does not constitute legal, financial, insurance, or other types of advice. You should seek independent verification or advice before relying on this content in circumstances where loss or damage may result. The Institute endeavours to publish content that is accurate at the time it is published but does not accept responsibility for content that may or will become inaccurate over time.

Alexandre "Ale" Eboli is the Executive Vice President and Chief Supply Chain Officer for Conagra Brands. He has end-to-end supply chain responsibilities for the company, overseeing the manufacturing, procurement, environment, health and safety, plant quality, logistics, and transportation and warehousing teams.Ale earned a Master of Business Administration degree from the University of Michigan and a Bachelor of Science degree in Naval Engineering from São Paulo University. Ale serves on the board for Ardent Mills.Discover more details here.Some of the highlights of the episode:Passion in execution that led Ale to go back to supply chainFive core principles for a successful supply chainKey KPIs in Conagra Stabilization of CPGs- identifying challenges and solving themFinding the right balance between sustainability initiatives and P&LInspiring insights and thoughts to develop a careerFollow us on:Instagram: http://bit.ly/2Wba8v7Twitter: http://bit.ly/2WeulzXLinkedin: http://bit.ly/2w9YSQXFacebook: http://bit.ly/2HtryLd

In this episode of Hardware to Save a Planet, Dylan is joined by Dr. Jane Melia, Co-Founder and CEO of Harvest Thermal, a company providing heating solutions for your home that cuts your carbon footprint by 90% while cutting a third of your energy bill. Join us as we take a closer look at Harvest's innovative solution that reduces your home's carbon emissions by using heat pumps and thermal batteries to deliver heating and hot water using clean and affordable electricity. Dr. Jane also touches on comfort benefits, load shifting, and partnerships that make Harvest Thermal's system accessible and impactful.

Attention Washington hospitality employers! Stay updated with recent amendments to the Equal Pay Opportunity Act: ensure your job postings are compliant to avoid potential lawsuits. Join our upcoming webinar for an in-depth breakdown. Plus, dive into our new “Going Green” resource collection to align with sustainable regulations and save costs. As the post-pandemic phase unfolds, access archived COVID-19 resources and current guidelines to safeguard your business and staff. Stay informed and thrive with these essential insights. A special thank you to My Hospitality Insurance for their support. For more information, go to https://wahospitality.org/Subscribe to Washington Hospitality Industry Podcast on Soundwise

Arthi Srinivasan is the Director of EV Charging Solutions at Powertech Mobility and the CEO of the Powertech Group of Companies. Arthi joined Neeil to discuss her career as she is a second-generation entrepreneur and solutions-driven leader, who is currently spearheading Electric Vehicle Charging Infrastructure solutions while promoting sustainability initiatives in the UAE and leading a team of resourceful engineers. With a concerted effort to deliver value to customers, great teamwork, a keen sense of observation and accurate analysis, she is a seasoned executive in all things related to the power distribution and electric mobility sectors. Hosted on Acast. See acast.com/privacy for more information.

Join us as we chat with the incredible Mandy Lile of Potency No.710 about our favorite cannabis and non-cannabis-related things. Discover why Beboe pens, Sour Diesel strain, and Kiva chocolate bars are some of our top picks. Mandy even shares how her young sons help her stay energized and productive, and how Kiva's churro, s'mores, and marshmallow chocolate candy bars are her secret to a restful night.In this fascinating conversation, we explore Mandy's journey to create a cannabis lifestyle brand that busts the stigma surrounding cannabis through beauty. Learn how she has faced challenges like shadow banning and censorship, but has overcome them by collecting over 250 before and after photos of people's skin transformations, offering a powerful alternative to topical steroid prescriptions. Mandy's mission to 'Unlock Wonderland' has guided her brand's growth and has inspired countless others in the process. 0:16- Welcome to Your Highness Podcast2:42 - Fave Pot 8:05 - Fave Not Pot12:40 - Main Segment 32:24 - How Can People Support YouGet 10% off at Mitragaia.com using the code YHPOD. 

Episode SummaryHenry Ernst currently occupies the role of Assessment Manager at Control Union UK Ltd, an organization that specializes in sustainability in agriculture, fisheries, textiles, plastics, timber, biofuels, and food safety. He is the Team Lead for MSC Fisheries Assessments and is passionate about sustainable food production. Today, Henry and Harry discuss plant protection, renewable energy use, sustainability, and the importance of educating consumers on vertical farming.Thanks to Our SponsorsCultivatd – https://cultivatd.com/Indoor AgCon '22 - https://indoor.ag/Use promo code 'VFP' to receive 20% your registrationKey Takeaways07:13 – Henry Ernst joins the show to share his passion for travel, how he ended up in Bilbao, Spain, and his background in Marine Biology13:04 – Food and sustainability18:02 – The origins of vertical farming at Control Union22:21 – Energy use, plant protection, and other vertical farming requirements30:38 – Learning a completely new industry and the importance of educating consumers on vertical farming34:49 – Upcoming projects for Control Union38:30 – A specific ask Henry has for his colleagues in the vertical farming industry39:24 – Harry thanks Henry for joining the show and lets listeners know where they can go to connect with him and learn more about Control UnionTweetable Quotes“It's what vertical farming allows, right? It's this plasticity that you can find where you have to adapt to all these external realities and that kind of informs the production realities. I couldn't agree with you more. I find that to be one of the most fascinating parts of this whole sector.” (12:50) (Henry)“I've found that things just work better when people are all pulling in the same direction and people are all pushing for the same thing.” (14:51) (Henry)“This was absolutely hammered into us that plant protection is an essential part of sustainability when it comes to vertical farming.” (24:34) (Henry)“In order for us to begin that work, we need to start from a point of data collection and continuous improvement to drive sustainable initiatives and practices.” (26:29) (Henry)“The goal really is to just push this forward as much as we possibly can. The feedback that we've had is that this has been needed and that this has a place within the industry. We've tried our very best to create something that reflects the needs and wants of a wide range of stakeholders. So the job now is to actually implement it, see how it works in action, tweak it as necessary, and grow the program with the industry.” (34:57) (Henry)Resources MentionedHenry's LinkedIn – https://www.linkedin.com/in/henry-ernst-ba7260147/?originalSubdomain=esControl Union – https://uk.controlunion.com/Henry's Email – hernst@controlunion.comConnect With UsVFP - LinkedIn - https://www.linkedin.com/company/verticalfarmingpodcastVFP Twitter - https://twitter.com/VerticalFarmPodVFP Instagram - https://www.instagram.com/direct/inbox/VFP Facebook -

For this episode of the eCom Logistics Podcast, we welcome George Wojciechowski, the CEO of Manifest, an e-commerce fulfillment provider. He is on a mission to tackle the sustainability problems of e-commerce logistics while simultaneously providing brands and merchants with a better fulfillment experience.George talks about his professional journey starting in finance and then starting ShipBob to cater to a new segment of online merchants. In 2021, George founded Manifest which is committed to finding sustainable alternatives to fulfillment. He shares their green initiatives and how they are disrupting fulfillment with the end goal of protecting the environment that we collectively share.   ABOUT GEORGEPrior to launching Manifest, George cofounded ShipBob, a predominant name in the global e-commerce fulfillment space. Before ShipBob, George worked as a trader at Goldman Sachs. George attended DePaul University. HIGHLIGHTS02:00 Catering to the emerging market of online merchants27:45 Manifest was started to tackle the environmental issue of fulfillment32:34 Sustainable fulfillment is a need that must be addressed today41:25 Finding alternatives to unsustainable packaging QUOTES47:50 Sustainable packaging is actually not more expensive to manufacture - George: "A lot of the packaging companies told me that it's actually not more money to produce the sustainable packaging but because everyone just asks for the same things that they've always asked for, the manufacturing is more expensive. It's cheaper for the traditional goods because it's just manufactured in much higher volume."52:56 Common sense and innovation will create the disruption needed for sustainable fulfillment - George: "We can talk about sustainability, we can talk about environmentally friendly, we can talk about regenerative, but nothing beats common sense and figuring out ways how to keep up with mass fulfillment, high-velocity fulfillment, but also do it in a way that is packaging efficiency is going to move mountains in terms of how sustainable we are as an industry." Find out more about George in the links below:LinkedIn: https://www.linkedin.com/in/george-wojciechowski-870b814/Twitter: https://twitter.com/wojskigWebsite: https://manifest.eco/Email: george@manifest.eco

Ed has served in many different capacities over the past 35 years with various industry leaders, including ten years with the Davey Company from 1996 to 2006. During that time, Ed served as the project lead on the Red Roof Inn renovation project, National Project Developer and Midwest Operations Manager for our Commercial Grounds Management division. He was instrumental in the development of Davey Golf and the Davey Institute of Grounds Management, Water and Sustainable Initiatives. Ed was Manager of the year in 2001 for our Commercial Landscape Management Team and a member of the Presidents Council from 2001-2004. Ed brings extensive experience within the green industry in the areas of sales, operational efficiency, client relations, national account management, project management and personnel development. Ed is involved with a wide variety of industry organizations, including the Building Owners and Managers Association (BOMA), International Facility Management Association (IFMA), Sales Management Association (SMA) and National Association of Landscape Professionals (NALP). He also is co-founder of Hope Markers a NGO whose mission is to serve in Kenya's worst slums The Davey Tree Expert Company's more than 10,600 employees provide tree care, grounds maintenance and environmental consulting services for the residential, utility, commercial and government markets throughout the U.S. and Canada. Davey has provided Proven Solutions for a Growing World since 1880 and has been employee-owned since 1979. For more information, visit www.davey.com

In this episode, guest Aaron Hageman, CEO of Delivery Drivers Inc. (DDI), discusses trends in last-mile logistics. The supply chain industry calls that final delivery to a person's home or business "the last mile" of the shipment chain. It is usually the most expensive part of logistics, as each package must be handled separately, in contrast to the aggregate handling of previous steps. Hageman discusses how drivers are found to make such deliveries and what is being done by shippers to assure timely delivery of our orders.The Covid-19 pandemic is driving a huge surge in imported products, and that is affecting the real estate markets for warehouses in seaport areas. It is also creating huge demand for certain imported products.This past Thursday was Earth Day, a day the world reflects on our environment and what we can do to be more friendly to the planet we all live on. Many logistics and supply chain companies took time this week to celebrate their own green initiatives and to commit to new sustainable practices.Articles and resources mentioned in this episode:Delivery Drivers Inc. (DDI)Soaring import volumes squeeze warehouse markets near seaportsIndustrial businesses gearing up for post-pandemic rebound, sourcing stats showCrown Battery enhances green energy initiatives9th Annual State of Retail Supply Chain ReportDC VELOCITY's Covid-19 coverageVisit DCVelocity.com for the latest news. Send feedback about this podcast to podcast@dcvelocity.com.Podcast sponsored by Honeywell IntelligratedOther linksAbout DC VELOCITYSubscribe to DC VELOCITYSign up for our FREE newslettersAdvertise with DC VELOCITYTop 10 Supply Chain Management Podcasts

In honor of Earth Day, we'll explore the overlap between the live music industry and sustainability. Learn about the eco-friendly initiatives within the professional music industry and how you can make a difference yourself. Oisin Lunny talks to three sustainabilty experts: Chiara Badiali of Julie's Bicycle, Claire O'Neill, Co-Founder and Director at A Greener Festival & Jonas Skielboe, Founder of Velo Concerts.

In today's episode, I speak with my special guest - Xiaochen Zhang - about Blockchain for good sustainable initiatives, how that's going to affect real estate and also how tokenization works with sustainable housing. Xiaochen is a solutions-driven senior executive who focuses on finance, investment, and technology. He has remarkable achievements in designing transformative innovations in capital markets and was listed as one of the Top 100 Blockchain Influencers by Lattice80 Xiaochen is President of FinTech4Good's, leading the design and implementation of its strategy to introduce the most disruptive technological innovations in frontier markets. He is also the Co-Founder/ Co-Chair of The World Digital Economy Council which mobilizes resources and brings together global leaders to provide thought leadership and implement powerful initiatives in advancing global digital transformation. As a trusted figure in the capital market, he's been invited countless times to partake in high-level international forums as a speaker and produced blockchain and Fintech shows. He has worked with many portfolio companies in launching new offers, entering into new markets, and building transformative collaborative initiatives with the most reputable organizations from all over the world.

We chat with Susan McPherson about her Angel investing strategies with female founders to help support their businesses and the planet too. SUSAN MCPHERSON is a serial connector, angel investor, and corporate responsibility expert. She is the founder and CEO of McPherson Strategies, a communications consultancy focused on the intersection of brands and social impact, providing storytelling, partnership creation and visibility to corporations, NGOs and social enterprises. She is the author of The Lost Art of Connecting: The Gather, Ask, Do Method for Building Meaningful Relationships. Susan has 25+ years of experience in marketing, public relations, and sustainability communications, speaking regularly at industry events including Inspirefest/Dublin, BSR, Center for Corporate Citizenship's Annual Summit, DLD and Techonomy., and contributing to the Harvard Business Review, Fast Company, and Forbes. She has appeared on NPR, CNN, USA Today, The New Yorker, New York Magazine and the Los Angeles Times. Currently, Susan invests in, and advises women-led technology start-ups, including iFundWomen, Inc., Messy.fm, Our Place, The Riveter, Park Place Payments, Hint Water, Apolitical, Arlo Skye, Giapenta and The Muse. She serves on the boards of USA for UNHCR, The 19th News, and the Lower Eastside Girls Club, and previously served on the board of Bpeace. Additionally, she is a member of the MIT Solve Women and Technology Leadership Group and serves as an adviser to several nonprofits, including Girls Who Code, Ocean Collective, She's The First, and The OpEd Project. Susan is a Vital Voices global corporate ambassador and has received numerous accolades for her voice on social media platforms from Fortune Magazine, Fast Company and Elle Magazine. She resides in Brooklyn. We are McPherson Strategies, a communications consultancy founded by serial connector and sustainability expert Susan McPherson. McPherson Strategies develops, amplifies and communicates social responsibility and philanthropic initiatives. We help companies, nonprofits, foundations and social entrepreneurs influence stakeholders and reach influencers. We do it because we believe business is a force for good -- and that sustainability is good for business.

In our latest podcast episode we chat with Susan McPherson about her Angel investing strategies with female founders to help support their businesses and the planet too. Supporting sustainable initiatives via Angel Investing, insights with Susan McPherson Irish Tech News · Supporting sustainable initiatives via Angel Investing, insights with Susan McPherson SUSAN MCPHERSON is a serial connector, angel investor, and corporate responsibility expert. She is the founder and CEO of McPherson Strategies, a communications consultancy focused on the intersection of brands and social impact, providing storytelling, partnership creation and visibility to corporations, NGOs and social enterprises. She is the author of The Lost Art of Connecting: The Gather, Ask, Do Method for Building Meaningful Relationships. Susan has 25+ years of experience in marketing, public relations, and sustainability communications, speaking regularly at industry events including Inspirefest/Dublin, BSR, Center for Corporate Citizenship’s Annual Summit, DLD and Techonomy., and contributing to the Harvard Business Review, Fast Company, and Forbes. She has appeared on NPR, CNN, USA Today, The New Yorker, New York Magazine and the Los Angeles Times. Currently, Susan invests in, and advises women-led technology start-ups, including iFundWomen, Inc., Messy.fm, Our Place, The Riveter, Park Place Payments, Hint Water, Apolitical, Arlo Skye, Giapenta and The Muse. She serves on the boards of USA for UNHCR, The 19th News, and the Lower Eastside Girls Club, and previously served on the board of Bpeace. Additionally, she is a member of the MIT Solve Women and Technology Leadership Group and serves as an adviser to several nonprofits, including Girls Who Code, Ocean Collective She’s The First, and The OpEd Project. Susan is a Vital Voices global corporate ambassador and has received numerous accolades for her voice on social media platforms from Fortune Magazine, Fast Company and Elle Magazine. She resides in Brooklyn. We are McPherson Strategies, a communications consultancy founded by serial connector and sustainability expert Susan McPherson. McPherson Strategies develops, amplifies and communicates social responsibility and philanthropic initiatives. We help companies, nonprofits, foundations and social entrepreneurs influence stakeholders and reach influencers. We do it because we believe business is a force for good — and that sustainability is good for business. Susan McPherson tweeted: , and quoted Bea Arthur tweeting: Very proud & excited to announce that my biz The Difference was chosen as one of American Express and IFundWomen Grant Winners! Thank you for investing in #BlackBusiness and #FemaleFounders; and congratulations to all fellow #Amex100for100 winners. We lit, ladies!! More about Irish Tech News and Business Showcase here. FYI the ROI for you is => Irish Tech News now gets over 1.5 million monthly views, and up to 900k monthly unique visitors, from over 160 countries. We have over 860,000 relevant followers on Twitter on our various accounts & were recently described as Ireland’s leading online tech news site and Ireland’s answer to TechCrunch, so we can offer you a good audience! Since introducing desktop notifications a short time ago, which notify readers directly in their browser of new articles being published, over 50,000 people have now signed up to receive them ensuring they are instantly kept up to date on all our latest content. Desktop notifications offer a unique method of serving content directly to verified readers and bypass the issue of content getting lost in people’s crowded news feeds. Drop us a line if you want to be featured, guest post, suggest a possible interview or just let us know what you would like to see more of in our future articles. We’re always open to new and interesting suggestions for informative and different articles. If you would like to be featured in our podcast series drop us a line...

In this episode I talk with Amanda Steele, Executive Managing Director at CBRE, the world's largest commercial real estate services firm. I worked with Amanda in a previous company, Stockland, where we worked on getting stakeholder engagement on many initiatives. In this episode, Amanda shares some amazing stories of how she has continued to be a pioneer for sustainability and other worthy initiatives, and breaks down how she has managed to consistently achieve success in bringing a range of stakeholders on the journey.

www.ArticulationMedia.clubORGANIZING SELF-SUSTAINABLE INITIATIVESListen Tuesday (05/28/19) to another episode of ARTICULATION RADIO (www.ArticulationMedia.Club) to hear quick news headlines and music from indie artists from around the world.During this episode, you can also listen to Goddess Sage talk to senior citizens about Baby Boomer needs, and learn all about the newest VIC the City of Chicago has co-created with the entrepreneur Dr. Mary Jefferson to assure seniors in her neighborhood are provided for well!

Today's talk story highlights: Evolution Biology, Circular Economy, 5G Wireless, Is It Safe? and the 100 Resilient Cities Initiative. In the past year, I have read about these, listened to podcasts, watched YouTube videos & Netflix shows to learn as much as I can to catch up with the Sustainable Movement locally and globally. For those doing the same or just starting out, this podcast with Dr. Elisabet Sahtouris will be very educational. My goal for this talk story was to address these topics so those "green" to green could grasp the complex thought, theories and advances people are making in the world of sustainability. We will also dive deeper into the hurdles we are facing with our Sustainable Initiatives and address some potential solutions for our future. Dr. Elisabet Sahtouris is an internationally known evolution biologist, futurist, author, business consultant and speaker. Citizen of the USA and Greece, she lives in Spain, where she works with Mallorca Goes Green toward sustainable local economy. Fellow of the World Business Academy and member of the World Wisdom Council, her post-doctoral fellowship tenure was at the American Museum of Natural History in New York; she taught at MIT and the University of Massachusetts, was a UN Consultant on indigenous peoples, a science writer for the NOVA-HORIZON TV series, taught in a sustainable business MBA program and organized the Hokkaido Foundations of Science Symposium in 2008 and another in Kuala Lumpur in 2009. Her books include EarthDance: Living Systems in Evolution, A Walk Through Time: from Stardust to Us and Biology Revisioned, w. Willis Harman. Dr. Sahtouris ever updates her model for a living universe integrating physics, biology and spirituality. She sees solutions to our social and economic crises in the evolution of Earth's ecosystems and works passionately for the health and well-being of our global family. Her venues have included top government agencies in Australia, New Zealand, Brasil and the Netherlands, The World Bank, UN, UNESCO, EPA, Digital Earth Society, Boeing, Siemens, Tokyo Dome Stadium, Sao Paulo's leading business schools, State of the World Forums (NY & San Francisco), First Rand Bank Group S.Africa, World Parliament of Religions, and many more. Website: www.sahtouris.com email: elisabet@sahtouris.com Helpful links: 5G Explained here at two different websites: https://www.digitaltrends.com/mobile/what-is-5g/ or https://youtu.be/GEx_d0SjvS0 Evolution Biology: https://youtu.be/qrfPRju8hxg You can reach Smart Living Hawaii at: www.SmartLivingHi.com Instagram: @smart_living_hawaii Facebook: @SmartLivingHawaii

Sustainability is the new buzz word lately but as we are all learning, it means something different to each person. Today's podcast is brought to you by GC Media Hawaii and a big mahalo to all the great work they are doing on our videos! Here in Hawaii, the Sustainable Initiative has officially been defined based off of the needs from our people and our land. We are here today with Kumu Ramsay Taum, a Cultural Sustainable Planner for Hawaii to discuss the importance of our culture from our past to our present. How we can learn from our past and blend it with our future, for our future. We will also cover Hawaii’s Sustainable Initiatives and the steps we are taking as a state and community. Kumu Ramsay Taum is founder and President of the Life Enhancement Institute of the Pacific and Cultural Sustainability Planner at PBR Hawaii & Associates. Mentored and trained by respected Hawaiian elders, he is a practitioner of several Native Hawaiian practices including ho’oponopono, lomi haha, and Kaihewalu Lua. Kumu Ramsay is a sought-after keynote speaker, cultural resource, lecturer, trainer and facilitator. He was awarded the 2013 Peace Day Hawai‘i Peace Maker of the Year in recognition of his lifetime career advocating the spirit of Aloha around the world, in fields of ecology, business, communications, economic development and Hawaiian culture. His work in promoting sustainable place based, and Hawaiian cultural stewardship principles and practices is acknowledged locally, nationally and internationally. Ramsay was awarded the 2008 East West Centers Leadership Certificate Program’s Transformational Leadership in Sustainability, and the Hawai’i Home + Remodeling, HONOLULU & Hawai’i Business magazines’ “Who’s Keeping Hawai’i Green” 2008 Individual Educator Honoree. Visit Kumu Ramsay Taum at: www.RamsayTaum.com Instagram: @ramsaytaum or find him on Facebook! For more information about our sponsor GC Media Hawaii: Instagram: @GCmediahawaii or www.GCMediahawaii.com You can also reach Smart Living Hawaii at: www.SmartLivingHi.com Instagram: @smart_living_hawaii Facebook: @SmartLivingHawaii

The Farm to Table movement is growing in restaurants across the state and Griffin Restaurant in El Dorado is on the leading edge of the effort to procure and offer local products from Arkansas farms and ranches. In this edition of Arkansas AgCast, Elizabeth Young, director of Farm and Sustainable Initiatives for the Murphy Arts District, where the Griffin is located, talks about why it's partnered with a number of Arkansas farms to offer its customers menu items featuring fresh, Arkansas grown food products.

Simon Doble of SolarBuddy.org and Boo Boo Bikes shares his insights into how to create meaningful social impact, providing valuable learnings from his own journey and experiences across the social enterprise and charity sectors. Simon also gives his thoughts on government policy and the future of impact driven initiatives.

Dr Emily Taylor and Jayne Murdoch talk to Tabi Jayne about sustainable projects being run by the Crichton Carbon Centre. Emily and Jayne share the benefits of the Refill project and the impact of plastic bottles on individuals, organisations and the planet. They also speak about the benefits of peatlands and restoring them. Dr Emily Taylor leads the Land Management programme at the Crichton Carbon Centre. Originally from the Isle of Coll, off the west coast of Scotland, Emily’s passion is the countryside and the sustainable management of our natural environment. She has a BSc from St Andrews University in Marine Environmental Biology, a MSc in Carbon Management and a PhD with Edinburgh University and the Centre for Ecology and Hydrology which focuses on the impact of management practices on the carbon dynamics of peatlands. Jayne Murdoch was a consultant for The Crichton Carbon Centre assisting businesses to comply with ESOS reporting and with Creative Carbon Scotland helping their funded organisations to report and reduce their carbon emissions. She is currently running the Refill D&G campaign to reduce the amount of plastic water bottles used in Dumfries and Galloway. The Crichton Carbon Centre is an independent, not-for-profit, applied research body which is focused on the challenges and benefits of transitioning to a low carbon society. It focuses on three key areas: rural land management, rural sustainable development and innovative forms of renewable energy. If you enjoyed this episode then listen to Angelika Konko talk about the benefits of forests. Additional Information: + carboncentre.org + refill.org.uk Download the Refill Better app for your apple or android phone.

What is sustainability? What does it mean? How does it differ from green and how does it relate to different fields? Gene explores Sustainability and its various meanings across design, development, architecture and art. The guests for this show include Paula Vaughan (the Co-Director of Sustainable Initiatives at Perkins+Will), Steve Nygren (a visionary and the developer of Serenbe community), Kevin Clark (a Partner with architectural firm Historical Concepts), and Lori Sturgess (an artist and sculptor of re-usable materials).