Podcasts about Talent

The Learning Leader Show with Ryan Hawk Go to www.LearningLeader.com This is brought to you by Insight Global. If you need to hire one person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world has the hustle and grit to deliver. www.InsightGlobal.com/LearningLeader My guest: Tom Hardin was known as "Tipper X" during Operation Perfect Hedge, the largest insider trading investigation in history. After making four illegal trades based on inside information, the FBI approached him on a Manhattan street corner and convinced him to wear a wire over 40 times, helping build 20 of the 81 cases. Key Learnings  Ambiguity is where ethical lines blur. Tom's boss said, "Do whatever it takes," after the hedge fund lost money, and as a junior employee, Tom didn't ask clarifying questions. The undiscussable becomes undiscussable. Leaders give ambiguous messages, then pretend they weren't ambiguous, employees get confused and don't question the boss, and you end up with a culture of silence. Making decisions in isolation is dangerous. The information came to Tom and he didn't talk to his boss or his wife (who probably would've slapped him around for crossing ethical lines). Psychological safety requires muscle memory. You have to practice saying "I'm just going to ask some clarifying questions here" when your boss gives ambiguous orders. Bad decisions aren't mistakes. Mistakes are made without intent, but bad decisions are made with intent. Tom told himself for years he made "mistakes," but on a drive home from speaking at a keynote, he realized: "There's no way I made mistakes. I made bad decisions." Never say never. Tom argues you're more susceptible to falling down your own slippery slope when you think "that would never be me." 80% of employees can be swayed either way. 10% are morally incorruptible, 10% are a compliance nightmare, and 80% can be influenced by the culture around them. Tone at the top means nothing. Company culture isn't the tone at the top or glossy shareholder letters; it's the behaviors employees believe will be rewarded or put them ahead. Reward character, not just results. You can't just focus on short-term performance and dollar goals without understanding how the business was made and what was behind the performance. The question isn't "what?" but "how?" If you're just focused on the numbers and not on how you got there, you have the opportunity to end up in a slippery slope situation. Celebrate people who live your values. Companies that spend millions on trips for people who live out shared values (not financial performance) are putting their money where their mouth is. Leaders must share their own ethical dilemmas. We've all been in situations where we could go left or right, and sharing how you worked through those moments makes you more endearing and a better leader. Keep a rationalization journal. When Tom and his wife have big decisions (or even little things), he writes them down in a rationalization journal and reflects on them once a month. He's still susceptible to going down another slippery slope, so checking himself on those passing thoughts improves his character over time. It's not what you say, it's what you do. Just like kids see what parents do (not what they say), employees see what behaviors leaders actually reward. $46,000 cost him $23 million. A business school professor calculated Tom would've made $23 million if he'd stayed on the hedge fund path, but he made $46,000 on the four illegal trades before getting caught. His wife was his rock. 85% of marriages end when something like this happens, and she had every right to leave. They just got married, no kids yet. But she stayed. When Tom interviewed her for the book 20 years later, she said, "All I remember is you accepted responsibility immediately. You didn't make up excuses." Running pulled him out of a shame spiral. Tom got obese as a stay-at-home dad. His wife signed him up for a 5K race (and beat him while pushing a jogging stroller). Just crossing that finish line lit a fire. He ended up running a 100-mile race.  Doing hard things teaches you that you can do hard things. When Tom had to start a speaking business because they were running out of money, he said, "I can do this" because he'd already put his body through ultramarathons. No challenge is insurmountable. He ended up with something better. It's not about status or money anymore; it's about who he is with his family and his relationships now. Windshield mentality, not rearview mirror. Tom can't change the past, but he can look forward instead of backward. A lot of people in their twenties do stupid stuff (maybe not to this degree), but now, in his forties, he can learn from it. Why not embrace it rather than try to scrub it off the internet? Eulogy virtues versus resume virtues. In his twenties, Tom only thought about resume virtues (how much money, the next job, the next stepping stone) and never about eulogy virtues (what people will say about his character when it's all over). What will people say at your eulogy? Will they still be talking about those four trades, or will they talk about who you became after? More Learning #226 - Steve Wojciechowski: How to Win Every Day #281 - George Raveling: Wisdom from MLK Jr to Michael Jordan #637 - Tom Ryan: Chosen Suffering: Become Elite in Life & Leadership Reflection Questions Tom's boss gave him an ambiguous message ("do whatever it takes"), and as a junior employee, he didn't ask clarifying questions. Think about the last ambiguous instruction you received from leadership. Did you ask clarifying questions, or did you fill in the blanks yourself? What's stopping you from creating psychological safety to ask next time? Tom argues that 80% of employees can be swayed either way by culture. Look at your organization right now. What behaviors are actually being rewarded? If someone asked your team "what gets you ahead here?" what would they honestly say? Tom asks: "Will people be talking about the resume virtues (money, titles, achievements) or the eulogy virtues (character, relationships, who you were) when you're gone?" What's one eulogy virtue you need to start prioritizing today, even if it means slowing down on resume building?

Guest: John Tamny. Using Elon Musk's ventures, Tamny illustrates that credit naturally seeks talent and innovation, arguing that Federal Reserve interest rates do not impact high-risk startups.

In this episode, we had an inspiring conversation with Ed and Rick of Obsidian Spear Group. They shared their journey of starting a new company focused on law enforcement training after retirement, discussing what that experience has been like, how they're giving back, and the valuable lessons they've learned along the way—lessons that have made them better professionals and people. “ That's Just Texas Talkin”ED Founder - Obsidian Spear GroupEd  dedicated over 21 years in U.S. Army special operations. He served in the 75th Ranger Regiment as a Recce Team Leader, Platoon Sergeant, and Small Unit Tactics Instructor, shaping the next generation of elite warriors. In 2014, Ed was assigned to the United States Army Special Operations Command (USASOC), where he operated globally as an Assaulter, Breacher, Sniper, and Senior Tactical Advisor. With multiple deployments around the world and deep combat experience, he now leads Obsidian Spear Group—bringing hard-earned lessons to those who face danger head-on "I started Obsidian Spear Group in 2024 to continue a calling that began in the Regiment—mentoring warriors. Some of my most rewarding moments in the military came from training new Rangers, helping them become more lethal, more decisive, and more resilient in chaos. I saw that same need in the law enforcement and civilian world. OSG was born to pass on not just what I learned from success, but also the hard lessons from failure—to equip today's protectors with the mindset, skill, and heart to thrive in the fight."If you would like to train with TTPOA, here is the training link: https://ttpoa.org/advanced-trainingIf you would like to be a vendor at our Conference, here is the link: https://ttpoa.org/conferences/2026-ttpoa-conference/vendorsTTPOA Partnerships:Jorge Pastore Foundation Law Enforcement training is essential for preparing officers to effectively and safely perform their duties. Everyone benefits from training, and by providing greater access to meaningful tactical training, we improve the lives of officers and the safety of our community. JPF was founded to honor the sacrifice of Officer Jorge Pastore and his passion for training.  We are proud to provide foundation-sponsored classes at no or low cost to law enforcement officers in various areas, including firearms training, defensive tactics & wellness.  In addition, we provide funding to officers seeking training outside of the central Texas area when approved by their department or association. https://www.jpastorefoundation.com/The American Warrior AssociationThe American Warrior Association (AWA) is a faith-driven, research-based nonprofit dedicated to healing moral injury among service members, veterans, first responders, and their families. We provide faith-based healing, practical support, and comprehensive wellness programs to foster lasting resilience and spiritual strength.https://www.awa-usa.org/programs/explore-awa-programs

Text The Late Bloomer Actor a Question or Comment.In this episode, we explore the unique dynamics of starting young versus later in life as an actor. With insights from students at Flinders University, namely return guest Connor Clark (my son) and fellow class-mates Sienna Druce and Jakub Hapugoda, the conversation reveals that regardless of age, the core fears, joys, and learning curves are remarkably similar. Understanding these parallels can empower both early starters and late bloomers to embrace their distinct journeys with confidence.This episode underscores that the secret isn't when you start, but how you approach the craft—whether with curiosity, resilience, or joy. Remember, in acting as in life, there truly is no right age—only the courage to begin. Keep blooming, wherever you are on your journey. Key topics:The importance of experimentation and safe failure early in the acting careerHow experience, perspective, and life lessons shape acting maturityThe role of discipline, resilience, and fun in training and professional workThe benefits and challenges of starting young, including unlearning habitsHow older actors sometimes overthink, while younger actors retain playfulnessPractical advice for managing expectations, building a toolbox, and continuous learningThe mindset shifts necessary to thrive at any stage of acting Support the showPlease consider supporting the show by becoming a paid subscriber (you can cancel at any time) by clicking the 'Support' button in your player and you will have the opportunity to be a part of the live recordings prior to release.And please Rate the show on IMDB.This episode was recorded on RiversideFM - click the link to join and record. And I listen to my favourite podcasts on TrueFans. TrueFans is a podcasting marketplace where listeners discover the podcasts they love but only pay the price they want for the value they receive. Download in your Apple or Google playstores. Check out The Secret Actor Society a community and educational platform to help propel your career forward. Use this link for 40% off your first two payments (after two free trial months.) I am a huge advocate for and user of WeAudition - an online community for self-taping and auditions. Use the PROMO code: LATEBLOOMER for 25% of your membership.

The unprecedented rapid pace of AI and tech innovation has transformed healthcare and life science organizations. With many new answers however come lots of new questions about how to ensure continuous reinforcement of deep, hands-on knowledge of the science and detailed steps behind the art of diagnosis or steps in an experiment, and to enable the best talent in healthcare truly express itself despite the real-world struggles to find the resources they truly need and fill the job positions where their innovation can flourish.At the 2025 Medical Innovation Olympics, Tim Mikhelashvili (CEO, Amedea Pharma, Host #MIO2025) brought together an expert panel of executives in Human Resources, Life Sciences, Marketing, Founders and Investors (Kim Mack, Founder & Principal, HR Reinforced; Christina Smith, Founder, Neo HR Consulting Group; Christopher Piedmonte, Managing Director, NeoTerra Capital, and Bart Zoni, SVP Innovation & Product, Woven Health Collective) addressed a sensitive question on top of millions of people's minds in healthcare - in an AI-powered talent market, how do we hire, reward, and retain teams where deep scientific judgment and technical execution must win together—every single day? This session focused on the underlying human factors behind both layering and rewarding the best talent across science and tech in healthcare. Speakers shared practical solutions to build a strong culture that rewards both as leaders, hire, interview, onboard teams, as well as distinguish talent through innovative methods such as video submissions of candidates' CV's or work samples. 0:00 Episode Highlight 1 - Move from "No But to Yes If" in Medicine0:49 Episode Highlight 2 - Fusion of Science & Tech1:34 Opening Remarks - Lots of Talent - Few Ways to Express It3:07 Expert Panelist Introductions5:41 How do you reward Science versus Tech in Life Sciences?10:11 Hiring True Talent in the Age of AI crafted Resumes16:38 Onboarding & Retaining Best Talent 17:05 What the Tech Industry should learn from Science?19:24 What Life Science should learn from Tech20:17 Driving Quality Science despite more Informal Training21:05 Building Cross-Functional Pods across Science & Tech26:28 Q&A: How do you balance and upskill Medical Talent?27:57 Q&A: How do you work around AI to hire best talent?30:50 Q&A: Value of Video Submissions of CVs/Resumes31:42 Q&A: Work Sample or Task Completions in Interviews32:27 Final Thoughts - Optimism about Rewarding Best Talent

Welcome back to the Alt Goes Mainstream podcast.The Goldman Sachs Alternatives Summit “convened leaders across finance, geopolitics, technology, and culture” to discuss themes driving global markets.2025's Alternatives Summit was about “navigating a world in flux,” as the firm's recap of its event noted. The event aimed to help investors cut through the noise and put together the pieces of the puzzle in a dynamic and increasingly complex world. Alt Goes Mainstream joined the event to have unscripted conversations with Goldman Sachs Alternatives leaders to cut through the noise by unpacking key themes and trends at the intersection of private markets and private wealth.In this special series, we went behind the scenes and interviewed six Goldman Sachs Alternatives leaders about their current thinking on private markets and how the firm has built and evolved its private markets capabilities.This conversation was with Jeff Fine, Partner, Global Co-Head of Alternatives Capital Formation within Goldman Sachs Asset Management, with responsibility for capital raising, product strategy, research and investor relations across private equity, private credit, real assets, secondaries, GP stakes and hedge funds/liquid alternatives. Jeff is a member of the Real Estate Investment Committee and Urban Investment Group Investment Committee. Jeffrey is also on the boards of GS Real Estate Investment Trust and GS Real Estate Finance Trust. Previously, he was Global Head of Real Estate Client Solutions for Goldman Sachs Asset Management and a senior real estate investor in the Merchant Banking Division for more than 20 years. Jeffrey joined Goldman Sachs in 2002 in the Merchant Banking Division as an Analyst. He was named Managing Director in 2012 and Partner in 2018. Jeff is Chairman of the Dyson School Advisory Council and a member of the SC Johnson College of Business Leadership Council at Cornell University. He is a member of the Cornell Endowment's Risk, Liquidity, and Operations Subcommittee and the Board of Directors of the Pension Real Estate Association Foundation. Jeffrey is also a member of the Council on Foreign Relations and the Met Council at the Brookings Institution.Jeff and I had a fascinating conversation about the intersection of private markets and private wealth, fundraising trends, and the growing role of insurers and the wealth channel in private markets capital formation. We covered:The evolving private markets landscape.The important role of the product specialist.The impact of AI on investing and what it means for private markets.What it takes to be a great investor.The importance of the value creation process in driving investment value.The future of capital formation in private markets.Thanks Jeff for sharing your wisdom, expertise, and passion about private markets and private wealth. Show Notes01:05 Welcome to the Alt Goes Mainstream Podcast02:08 Jeff Fine's Background and Career Journey03:43 Sophistication in the Market05:05 The Role of Product Specialists07:16 Talent and Resourcing in Asset Management 08:01 The War for Talent in Asset Management09:07 Investment Performance as a Priority10:05 Balancing Origination and LP Demand11:42 Meeting Client Needs in Wealth Channel12:06 Transparency and Risk Communication12:59 Growth in Private Markets18:07 Global Capital and Diversification19:31 Smart Allocation in Private Markets20:58 Private Credit as a Yield Instrument22:23 The Role of Insurance in Private Markets24:33 Customization and Scale in Private Markets28:55 Trends in LP Relationships30:39 Strategic Partnerships and Cost Efficiency31:40 Concerns About Market Valuations32:43 Belief in a Transformative Future35:24 Advice for LPs in Current Market36:21 Conclusion and Final ThoughtsEditing and post-production work for this episode was provided by The Podcast Consultant.

„Haben Sie jemals mit dem Gedanken gespielt, dass Sie scheitern könnten?“ wurde mein heutiger Gast vor einiger Zeit gefragt. „So lebe ich nicht“, antwortete sie, so denke ich nicht. Niemand weiß, was morgen sein wird. Was bringt es mir, irgendwelche düsteren Szenarien durchzuspielen? Das hemmt nur.“ Jinok Kim Eicken, die 1952 zur Welt kam, ist Opernsängerin, Köchin, Gastronomin und Künstlerin. Ihre Eltern flohen während des Krieges aus Nord-Korea. Entgegen aller widrigen Umstände gelang es dem Mädchen, ihr überwältigendes musikalisches Talent fördern zu lassen, ein Stipendium für Klassischen Gesang brachte sie nach Deutschland, wo sie ihren Mann kennenlernte. Musik, Dirk - das sind schon 2 Lovestorys, eine 3. und in alles weitere hineinstrahlende ist die Kulinarik. Gemeinsam betreiben sie ein koreanisches Restaurant, das gleichermaßen erfolgreich ist und als Geheimtipp gilt. Wir sprechen u.a. über Fermentation und Fischsuppe, Koriandersalat, Kartoffeln und Kimchis, 100jährige Sojasaucen und den Zauber, den neben das Kopfkissen gelegte Kastanien auch nach Jahrzehnten noch ausüben. *** WERBUNG Toast Hawaii wird unterstützt von dmBio, die Bio-Lebensmittelmarke von dm-drogerie markt. Ganz nach dem Motto „Natürlich lecker erleben“ bietet dmBio mit mehr als 550 Produkten eine vielfältige Auswahl – von leckeren Snacks für zwischendurch bis hin zu original italienischen Tomatensaucen. Haben auch Sie eine dmBio-Geschichte, die im Podcast erzählt werden soll? Dann schreiben Sie uns gerne unter rustberlin@icloud.com ÖKO-Kontrollstelle: DE-ÖKO-007

What if the thing holding you back in business… is the very thing you think is making you successful?In this soul-expanding episode, George sits down with entrepreneur and mission-driven mogul Markus Kaulius to explore how chasing significance, followers, and financial milestones can become traps that disconnect you from purpose. George and Markus unpack the shadow side of success and how to return to authenticity when growth begins to feel hollow. Markus shares the gritty truth behind building a nine-figure business, navigating burnout, and discovering that real impact requires a shift from ego-driven results to legacy-driven missions.If you're feeling unfulfilled despite checking all the “success” boxes, this is your wake-up call.What You'll Learn in This Episode:Why chasing vanity metrics and business milestones can cost you your missionThe identity crisis that comes when your external success isn't aligned with your internal purposeHow to dismantle the addiction to productivity, hustle, and controlA framework for rediscovering who you really are, without sacrificing resultsWhat it takes to build sustainable success rooted in truth, not ego Key Takeaways:✔️“If you lose yourself building the mission, it wasn't the right mission.”✔️Success without fulfillment is a recipe for collapse, both mentally and spiritually.✔️Your next level of business won't come from more tactics. It will come from more truth.✔️Burnout is not a badge of honor, it's a signal that your alignment is off.✔️You can scale without suffering… but only if your identity is untethered from your income. Timestamps & Highlights:[00:00] – The hidden cost of chasing external success[08:40] – Markus on losing himself in his own business[15:15] – Redefining success when the old definition stops working[22:00] – Letting go of productivity addiction[30:05] – Living from truth vs. living for applause[37:50] – Facing the fear of losing your “business identity”[45:30] – Building alignment with your nervous system[54:00] – Surrender, silence, and the new form of leadership[1:02:10] – Living the mission, not just marketing it[1:11:20] – Final takeaways: impact that outlives you Connect with Markus KauliusInstagram: @markuskauliusWebsite: markuskaulius.comFacebook: Markus KauliusLinkedIn: Markus K.Play a Bigger GameYour Challenge This Week:If this episode hits you in the gut, in the best way possible, share it on Instagram and tag us @itsgeorgebryant and @markuskaulius. Let us know what truth landed most.The Alliance – Join our Relationship Beats Algorithms™ community and build your business through trust, not trends. Join here. 1:1 Coaching – Ready to grow a purpose-driven business with sustainability and integrity? Apply for coaching with George. Apply now. Live Events – Want to get in the room where elevation happens? Check out upcoming events and retreats at mindofgeorge.com/retreat

Hour 1 Football talent in the state of Utah Utah Jazz pre/half/post analyst Tim LaComb Hour 2 Spotrac & Front Office Show contributor Keith Smith Coaching against a Jay Hill defense |  Morgan Scalley as Utes next coach Hour 3 Sports Illustrated CFB writer Bryan Fischer Ask Matt Wells Final thoughts

Football talent in the state of Utah Utah Jazz pre/half/post analyst Tim LaComb

In today's hyper-complex, information-saturated world, the impulse is often to do more. More tasks, more meetings, more data consumption. But what if the path to true success lies in doing less while achieving more? We sat down with Rich Horwath, a New York Times and Wall Street Journal bestselling author and the leading authority on strategic thinking, to uncover the crucial insights that separate successful leaders from those stuck on the activity treadmill. Horwath, Founder of the Strategic Thinking Institute and author of Strategic: The Skill to Set Direction, Create Advantage, and Achieve Executive Excellence, argues that relying on AI to think for us is a critical mistake. Instead, leaders must intentionally carve out time to gain the "fuel insights"—learnings that lead to new value.In this must-read post, learn how to: Stop reacting and start acting on your own agenda.Implement simple, daily "Reset Practices" to capture one valuable insight a day.Use strategic reflection to clarify success and double down on what's working.Leverage your time, talent, and attention for maximum strategic advantage.Discover why doing less leads to more strategic achievement and how you can develop the mindset required to thrive in a complex world.Love the show? Subscribe, rate, review, and share! https://pennyzenker360.com/positive-productivity-podcast/

Auburn makes a major statement in the 2027 class, landing a commitment from a 4-star in-state defensive lineman — and this one could be a foundational piece for the future. In this episode, we break down what this commitment means for the Tigers, why keeping elite in-state talent home is so important, and how this addition shapes Auburn's defensive line for years to come. We dive into the player's skill set, recruiting timeline, who Auburn beat out, and what this says about the direction of the program. Is this the spark that jumpstarts something big in the 2027 class? How does this impact Auburn's standing in the SEC recruiting race? And who could be next? Learn more about your ad choices. Visit megaphone.fm/adchoices

-Introduction TomTom isn't just “navigation” anymore. In this episode of the InsurTech Leadership Podcast, Josh Hollander talks with Vinod Poomalai, Head of InsurTech Product Marketing at TomTom, about how insurers are using location, map, and traffic intelligence to improve how they price risk, validate claims, and build telematics programs that actually produce underwriting signal. Guest bio Vinod Pumalai leads go-to-market for TomTom's insurance and InsurTech vertical. His work focuses on helping carriers, brokers, actuaries, and InsurTech teams integrate TomTom's location and traffic data into risk models, pricing engines, and telematics workflows—with a practical emphasis on adoption inside real operating environments. Key topics -From static territories to live location intelligence -Why “territory” is a crude proxy—and how mobility patterns add resolution to risk. -Territory risk models powered by traffic + map data -How insurers use location and traffic attributes to refine pricing and portfolio strategy. -Telematics enablement: APIs, SDKs, and flexible integration -What teams actually plug into, and what the implementation path looks like in practice. -Claims validation and fraud detection using mobility history -Using historical mobility/traffic context to validate events faster and reduce leakage. -Where experimentation becomes operational value -The difference between demos and workflows that move loss ratio outcomes. -What the insurance market is missing in location data -Why the market has been underserved—and what that creates as an opportunity. -Talent and leadership required to make it real -Product, data, and insurance domain collaboration: what “good” looks like inside carriers. Quotes -“The insurance market as a whole is very underserved when it comes to location data, traffic data, and so on.” -“At the end of the day, what our clients really care about… is loss ratios.” -“Customers are leveraging our traffic data in validating auto insurance claims.” Resources -Vinod Poomalai: https://www.linkedin.com/in/vinod-kumar-poomalai/ -TomTom Insurtech: https://www.tomtom.com/solutions/insurtech/ -Joshua Hollander: https://www.linkedin.com/in/joshuarhollander/ If you found this useful, subscribe to the InsurTech Leadership Podcast on YouTube and your preferred podcast app. Share the episode with an underwriting, claims, or telematics leader on your team—and leave a review to help more operators find the show.

The Truth About Art World Careers: Inside Talent, Hiring, & Strategic Navigation with former co-managing partner of Sophie Macpherson Ltd.In this episode, I sat down with Rosie Allan, former co-Managing Partner of Sophie Macpherson, a leading recruitment firm specializing in the art market.I speak to Rosie about her journey into art world talent and recruitment, and what drew her to this particular corner of the industry. We talk about the groundbreaking Art Market Talent Reports that Sophie Macpherson has released over the past few years - research that has sparked essential conversations about working conditions, career pathways, and structural challenges across the sector.I ask her about the UK Employment Rights Bill and what it actually means for people working in galleries, auction houses, and museums today. We discuss what a strategic job search looks like in the current landscape, how the process differs between the US and UK art markets, and what mid-level professionals can do to convince employers they're ready for senior roles.We also talk about career progression in an industry where traditional advice doesn't always apply, Rosie's decision to step down as co-managing partner after years with the company, and so much more.Thank you Rosie for coming on the podcast!You can follow Sophie Macpherson Ltd on Instagram here: https://www.instagram.com/smlsearch/You can follow Rosie here:https://www.instagram.com/rosieallan_art/You can check out SML's website here: https://www.sophiemacpherson.com/- - - - - If you love what we do, support ALL ABOUT ART on PATREON!  ⁠https://www.patreon.com/allaboutart⁠Keep up to date on Instagram @allaboutartpodcast  ⁠https://www.instagram.com/allaboutartpodcast/⁠ ABOUT THE HOST:I am an Austrian-American art historian, curator, and writer. I obtained my BA in History of Art at University College London and my MA in Arts Administration and Cultural Policy at Goldsmiths, University of London. My specializations are in contemporary art and the contemporary art market along with accessibility, engagement, and the demystification of the professional art sector.SOCIALS: Instagram⁠ @alexandrasteinacker https://www.instagram.com/alexandrasteinackerand LinkedIn at ⁠Alexandra Steinacker-Clark⁠ https://www.linkedin.com/in/alexandra-steinacker/This episode is produced at Synergy https://synergy.tech/the-clubhouse/the-podcast-studio/ COVER ART: Lisa Schrofner a.k.a Liser⁠ ⁠⁠https://www.liser-art.com/ and Luca Laurence https://www.graffitikunst.at/Research and Creative Assistant: Iris Epstein 

Hour 2 dives into the state of the NBA and NFL, analyzing both on and off-court issues affecting fans. The discussion opens with NBA gameplay concerns, as Chris Russell highlights the lack of intensity and overall effort in the regular season, explaining why it diminishes the viewing experience. Russell also shares his candid thoughts on LeBron James, noting that while he can be frustrating off the court, his talent and accomplishments remain undeniable. The conversation then shifts to the NFL, where the league won its case against the NFL Players Association, effectively banning the union from conducting and publishing future player report cards. Finally, the hour wraps with a look at Deebo Samuel's contract situation, discussing how his deal may make it less appealing for the veteran wide receiver to return to the Commanders, and the impact that could have on the team's roster strategy.

In this episode of the HRchat Podcast, Bill Banham is joined by future of work strategist Danny Stacy to unpack the growing disconnect between what employees now expect from work - flexibility, trust, and purpose — and the legacy systems many organisations still rely on.The result of that gap? Disengagement, burnout, and quiet opting out.Danny argues that the fix doesn't start with perks or platforms, but with clarity. Leaders must define what “good work” looks like today, decide how AI-driven productivity gains will be shared, and equip managers to lead with empathy and accountability.We also explore how hiring has changed. Even in slower markets, candidates are more selective, prioritising culture, adaptability, and long-term fit over pedigree. Danny explains why skills and potential now matter more than traditional credentials — and how to assess for capability without undermining fairness.Looking ahead to AI in 2026, we challenge the idea that it's simply a tech rollout. AI is a leadership decision. That means setting clear privacy guardrails, training middle managers to coach realistic use, and answering the question employees are already asking: who keeps the time AI saves?We also get practical about well-being. Perks don't fix broken work design. Real well-being shows up in workload, role clarity, trust, and manager quality. Danny shares the leadership behaviour that shifts culture fastest — empathy with accountability — and why moments of pressure reveal what organisational values are really worth.We close with one actionable move to future-proof your talent strategy: write and share your people principles before buying the next shiny tool, then align hiring, development, and performance to those commitments.In this episode, we cover:The gap between new employee expectations and old systemsWhy hiring now favours skills, adaptability, and long-term fitAI as a people decision — with clear value sharingManager readiness and practical AI enablementWell-being as an operating model, not a perkEmpathy with accountability as the leadership edgeOne action to future-proof talent strategy this yearSubscribe to the show, follow us on social media, and visit HR Gazette for more insights on the world of work.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

Le reportage culture nous emmène dans les soirées « Open Mic », micro ouvert en français, où se détectent les nouveaux talents de la scène rap et R'n'B française. Bolon Sylla, jeune Sénégalais vivant en France, a lancé l'initiative « Talent Kaché ». Son objectif : mettre en lumière celles et ceux qui débutent.  L'ambiance rappelle celle des battles de rap : DJ, lumière minimaliste et capuches de rigueur. À ceci près qu'il ne s'agit pas d'une compétition, mais d'une restitution, celle des huit sélectionnés de la saison 3 de Talent Kaché, ou TLK pour les intimes. Une initiative de détection d'artistes lancée sur les réseaux sociaux. « Notre connexion s'est faite sur Instagram, explique Uzibinski, et on s'est vu et l'alchimie est bien passée. Du coup, on a tourné directement avec TLK. » « En fait, ils présentaient un "open mic" dans un "event", raconte Realness, j'ai été très intéressée et c'est comme ça qu'ils m'ont recrutée, pour me proposer de faire partie de la saison 3. » Ces deux chanteurs ont eu droit, comme les huit autres sélectionnés, à l'enregistrement d'un clip suivi d'une performance scénique au Doc, lieu culturel du 19ᵉ arrondissement de Paris.  « On m'a tendu la main et je fais pareil » Talent Kaché en est à sa troisième édition. Son promoteur, le Sénégalais Bolon Sylla, est arrivé en France en 2018. Il a connu les pires galères des jeunes migrants avant de trouver aide et assistance. « Je pense que c'est mon parcours qui m'a permis de faire cela, confie-t-il. Parce que moi aussi, on m'a beaucoup aidé en fait. Et je me suis dit : pourquoi ne pas partager ça avec les gens qui sont courageux et qui ont du talent ? On m'a tendu la main et je fais pareil. » La soirée de restitution se veut un tremplin pour des débutants souvent éloignés des projecteurs et des grands médias. Elise Allasia commence tout juste à percer. « J'ai quelques singles qui sont sortis sur les plateformes et j'ai aussi un EP en préparation. En attendant, je fais pas mal de scènes, j'ai fait beaucoup de premières parties. La première partie de Kimberose, liste la jeune chanteuse, Cerrone, Michel Fugain aussi, c'est assez éclectique... Et là, fin février, je fais la première partie de Ben l'Oncle Soul. » Pour Jiaceka ce type d'évènement sert aussi son réseau. « Si tu fais de la musique dans Paris, tu as toujours l'occasion de rencontrer des gens qui font des évènements, qui te proposent des choses, et puis on échange, on essaie d'apprendre les uns des autres, d'évoluer, de se faire connaître aux yeux des autres, d'un autre public. » Bolon Sylla n'est pas peu fier de ses poulains. Et surtout, de partager avec eux un moment de fraternité. «​​​​​​​ ​​​​​​​J'aime bien partager ma joie en fait et c'est ça aussi qui me pousse ». À écouter dans L'Invité cultureDans «DUB», le chorégraphe franco-sénégalais Amala Dianor crée l'union des danses undergound

2.12.26 Hour 1, Kevin Sheehan opens up the show reacting to the Maryland Terps winning another conference game and talks about Darryn Peterson's red flags despite being an upper echelon talent. Kevin Sheehan discusses the options for the Commanders in the upcoming NFL Draft and the need to get an unbelievable talent this offseason. Kevin Sheehan on which player is the biggest what if in Commanders/Redskins history.

0:00 - How many CU players will be at the NFL Combine this year? Take a second...think of a guess...think of a number...here's the answer: zero. Not a single CU football player was invited to the combine. For a head coach who touts his ability to find Louis and Gucci in the portal, the data would suggest otherwise. Again, this begs the question: heading into Year 4 at CU, what are reasonable expectations for Neion Deion and his $10 mil/year salary?15:58 - The Avalanche and Nuggets are both squarely in championship or bust windows. But what about the Broncos? If they don't reach the AFC Championship again next year, is it a disappointment? Or would you be okay with that because they "overperformed" this year?26:34 - Oh, by the way...both CU and K-State Men's Basketball got blown out of the water by Texas Tech and Cincinnati (respectively). Both head coaches were frustrated with their team after the game. Understandably so. Also, by the way, they love punting in Australia ESPECIALLY in the Super Bowl.

3 O'clock Hour :00 – Carl and Zinno.get back into some football talk as Carl shares more thoughts on why he feels better about the Falcons direction after hearing from Jeff Ulbrich, who addressed the media and said the Super Bowl proved why defense is king and gives teams the best chance to win a championship. :20 – Carl and Zinno get into some college football talk as they share thoughts on Alabama reportedly dropping their home and home series with Ohio State and debate whether or not the move signals Alabama avoiding playing another P4 opponent or if it is simply a result of the SEC preparing to move to a nine game conference schedule. :40 – Carl and Zinno get into What's On DA-DA's mind as they discuss Georgia Tech and Georgia basketball struggling, with Georgia Tech arguably one of the worst teams in the ACC and Georgia currently on the outside looking in in regards to the NCAA Tournament.

Carl and Zinno.get back into some football talk as Carl shares more thoughts on why he feels better about the Falcons direction after hearing from Jeff Ulbrich, who addressed the media and said the Super Bowl proved why defense is king and gives teams the best chance to win a championship.

Former LSU infielder Todd Walker, a college baseball analyst for the SEC Network, joined Sports Talk. Walker shared his thoughts on LSU's loaded pitching staff, Steven Milam, Derek Curiel, and the SEC's top teams.

Former Senator Jim Talent joins to explain why John Thune and the Senate are unlikely to bring the SAVE America Act to a vote. Talent details the complexities of Senate rules, filibuster mechanics, and unanimous consent, emphasizing that even forcing debate wouldn't guarantee passage. He critiques Democratic opposition, discusses potential misperceptions among the Republican base, and shares his perspective on filibuster reform versus elimination, providing a rare insider look at the strategic and procedural hurdles that shape legislative action in Washington. Hashtags: #JimTalent #SAVEAct #JohnThune #SenateRules #Filibuster #ElectionIntegrity #MarcCoxShow

Summary of How to scale a world class culture in your franchise: Want to know how to franchise a business and maintain world-class culture across thousands of locations? Discover the exact franchise growth strategies that took Anytime Fitness from a single 24-hour gym concept to the #1 fitness franchise in the world—with over 4,000 employees sporting brand tattoos (and they're not even corporate employees). In this episode of the Customer Service Revolution podcast, John DiJulius interviews Dave Mortensen, co-founder of Purpose Brands—the largest portfolio of fitness, nutrition, and wellness franchise brands generating $3.7 billion in combined revenue across 7,000 locations in 50 countries. If you're a franchisor struggling with culture consistency, a business owner wondering if franchising is right for you, or a multi-unit franchise operator looking to scale, this conversation reveals the counterintuitive secrets behind building a franchise system so powerful that franchisees' employees willingly get brand tattoos. What You'll Learn: The "Fanchise" model: How to turn franchisees into fans who are emotionally invested in your brand's mission (not just the ROI)—the framework from Dave's new bestselling book Fanchise Your Franchise The 5-location rule: Why you should NEVER start franchising until you've proven the concept across multiple company-owned locations (Dave and Chuck owned/flipped 5 gyms before franchising) The franchise validation process: How rigorous franchisee selection prevents 99% of future culture problems—"We want franchisees who want to change lives, not just make money" Scalable culture systems: The exact playbooks, standards, and training that allow 7,000 locations to deliver consistent experiences without Dave being present The PLEASE standards: How borrowing customer experience frameworks from consultants like John DiJulius transformed their service culture into an actionable system The tattoo test: When 4,000+ people tattoo your brand on their bodies by choice, you've transcended transactional franchising—here's how to create that level of loyalty Dave Mortensen's Franchise Journey: Phase 1: The Consultant Era (Early Career) Started in fitness at 21, dropped out of college, worked his way up Met business partner Chuck Runyon on similar trajectory Started consulting firm helping gym owners with operations, sales, and member experience Traveled across US, Canada, Australia, Mexico working with big box and boutique gyms Key insight: "People were passionate about fitness but didn't know how to run the business—Chuck and I could drive results AND write it down" Phase 2: The Operator Era (1995-2002) Bought first gym in 1995—the same gym where Dave worked front desk for $4/hour Grew it from 400 to 4,000 members, then sold it Started buying, remodeling, and flipping gyms successfully Owned 5 locations simultaneously at peak Key insight: "We said we need to start SHOWING people we know how to do it, not just telling them" Phase 3: The Franchise Era (2002-Present) Opened first Anytime Fitness in 2002 with revolutionary 24/7 model Kept consulting firm and big box gym for 3 years, then sold everything to focus on Anytime Sold franchise #1 to a member who believed in the concept Today: Co-founder of Purpose Brands with 9 franchise brands across 50 countries Key insight: "We didn't just franchise a business model—we franchised a mission to change lives" The Purpose Brands Portfolio: 9 Franchise Brands Under One Umbrella: Anytime Fitness (World's #1 fitness franchise) Orangetheory Fitness The Bar Method Waxing the City Base Camp Fitness SUMHIIT Fitness Stronger U Nutrition Healthy Contributions Provision Security Total System Stats: $3.7 billion combined revenue 7,000+ locations 50 countries 6 million members served 4,000+ brand tattoos (just Anytime Fitness) The Franchise Culture Paradox Explained: The Problem Most Franchisors Face: "I opened my salon 33 years ago and we were great at customer service because 50% of our staff was me and my wife. Then we grew to multiple locations and the experience tanked because we weren't everywhere." - John DiJulius How Purpose Brands Solved It: Dave reveals the systems that allow franchisees' employees (not even corporate employees) to line up around the building to get brand tattoos at annual conferences—in the US, New Zealand, Australia, and beyond. Critical Franchising Insights: "You don't franchise a business—you franchise a mission" The difference between transactional franchising (buy a territory, make money) and transformational franchising (join a movement, change lives) "Find the 36-inch travel between talent and passion" Dave's framework for helping franchisees discover if they're in the right business—it's never 100% talent or 100% passion, but finding the balance point "We want franchisees who want to change lives, not just make money" The franchisee selection criteria that predicts long-term success better than net worth "Relationships create who we are—you are one of 50-100 that shaped our business" Why Dave credits consultants, mentors, and partners for Purpose Brands' success (including John DiJulius for helping create the PLEASE service standards) "Create availability for people to find you—it makes it easier to make an impact" Leadership philosophy on accessibility that translates to franchise support systems When to Franchise Your Business (Dave's Criteria): ✓ Proven unit economics across multiple locations (not just one lucky store) ✓ Replicable systems that someone else can execute without you ✓ Mission-driven model that attracts passionate operators, not just investors ✓ Scalable training that maintains culture as you grow ✓ Clear standards documented in playbooks (the "write it down" principle) Franchise Growth Strategies That Work: 1. The Consulting-to-Ownership Bridge Dave and Chuck consulted for years before owning, which taught them what works across different markets and models 2. The Flip-and-Learn Model Buying, improving, and selling gyms taught them rapid value creation and what levers drive results 3. The Mission-First Sale First franchise sold to a member who believed in the concept—not a business investor looking for ROI 4. The Playbook Obsession "Write it down"—documenting every procedure so franchisees can execute at scale 5. The Partner Selection Dave: passionate about fitness + talent in business Chuck: passionate about business + talent in operations Perfect complement creates unstoppable partnership For Corporate/Non-Franchise Businesses: Question to Dave: "Does someone have to be in the franchise world to engage you? Could KeyBank or another corporate entity learn from you?" Dave's Answer: "Absolutely. Anyone that wants to develop a culture that is scalable—that they can scale within their system—is something we can be a part of." Translation: The principles that allow 7,000 franchise locations to maintain culture work just as well for corporate multi-location businesses, distributed teams, or any organization struggling with consistency at scale. New Book: Fanchise Your Franchise Third book from Dave Mortensen and Chuck Runyon Core Concept: Transform franchisees from transactional business owners into passionate fans who champion your mission Who Should Read It: Franchisors with 10-100 locations struggling to maintain culture Business owners considering franchising but unsure if they're ready Multi-unit operators wanting to improve franchisee engagement Corporate leaders looking to scale culture across distributed locations Anyone building a business that needs to maintain standards without being everywhere Where to Get It: 4PGuys.com (the "4P Guys"—Dave and Chuck's consulting/speaking platform) Perfect For: Franchisors wanting to scale culture beyond 100 locations Business owners evaluating if franchising is the right growth strategy Multi-unit franchise operators looking to improve unit consistency Fitness/wellness entrepreneurs specifically in gym, boutique fitness, nutrition spaces Corporate leaders of multi-location businesses struggling with "employee roulette" CEOs who want to understand why some franchise systems thrive while others implode Key Quotes from Dave Mortensen: Franchising vs Corporate Growth: "We didn't just franchise a business model—we franchised a mission to change lives. That's why their employees get tattoos, not ours." Franchisee Selection: "We want franchisees who want to change lives, not just make money. If you're only in it for ROI, you won't survive the hard times." Talent vs Passion: "You'll never be 100% talented at what you're most passionate about, and vice versa. But when you find the 36-inch travel between the two, you just found your career." Scalable Leadership: "Chuck and I were absolutely different. Chuck was passionate about the business. I was passionate about fitness. That's what made us unstoppable together." Helping Others: "If I can help people find what I've been lucky to have—an incredible business partner, a thriving business, a great family—that's my passion now." Resources Mentioned: Book: Fanchise Your Franchise by Dave Mortensen & Chuck Runyon Website: 4PGuys.com (consulting, speaking, franchise advisory) Purpose Brands Portfolio: 9 franchise brands across fitness, nutrition, wellness, security Previous Books: (Two prior books from Dave & Chuck on franchising/business building) Tactical Takeaways: For Businesses Considering Franchising: Don't franchise until you've proven the model across 3-5 locations minimum Document every system in written playbooks before selling franchise #1 Select franchisees based on mission alignment, not just capital For Existing Franchisors: Audit: Are you franchising a mission or just a business model? Ask: Would franchisees' employees tattoo your brand? If not, why not? Implement: Customer service standards as action words (like Purpose Brands' PLEASE framework) For Corporate Multi-Location Leaders: Steal the franchise playbook approach even if you're not franchising Create "write it down" culture so anyone can execute without you present Hire the Dave/Chuck complement—balance technical passion with business acumen Why This Matters: Most franchisors struggle to maintain culture past 50 locations. Purpose Brands maintains it across 7,000 locations in 50 countries—and has franchisees' employees tattooing the brand voluntarily. The difference? They don't franchise businesses. They franchise missions. They don't sell territories. They recruit believers. They don't manage franchisees. They empower fans. This interview reveals the exact systems, mindsets, and frameworks that create "Fanchises" instead of franchises. Ready to franchise your business the right way—or scale your existing franchise culture? This episode is your playbook. Links: Fanchise Your Franchise, The Book:  fanchiseyourfranchise.com Contact Dave at 4PGuys.com Purpose Brands:  https://www.purposebrands.com/ The DiJulius Group Methdology: https://thedijuliusgroup.com/x-commandment-methodology/ Company Service Aptitude Test:  https://thedijuliusgroup.com/c-sat-forms/individual-c-sat/ Schedule a Complimentary Call with one of our advisors:  tdg.click/claudia Ask John!  Submit your questions for John, to be aired on future episode:  tdg.click/ask Customer Experience Executive Academy: https://thedijuliusgroup.com/project/cx-executive-academy/ Experience Revolution Membership:  https://thedijuliusgroup.com/membership/ Books:  https://thedijuliusgroup.com/shop/ Contacts:  Lindsey@thedijuliusgroup.com , Claudia@thedijuliusgroup.com Chapters: 00:00 Introduction to Purpose Brands and Dave Mortensen 04:11 The Journey of Anytime Fitness 09:35 Building a Franchise System 14:14 Defining Culture and Values 18:46 Connecting Head and Heart in Leadership 21:26 The Entrepreneur vs. Franchisee Mindset 25:42 Benefits of the Franchise Model 26:03 Building a Consistent Franchise System 26:57 The Evolution of Franchise Partnerships 27:31 Defining a Franchise: Passion and Purpose 29:27 The Importance of Emotional Investment in Business 30:44 Identifying the Right People for Your Business 31:28 Key Traits for Successful Team Members 34:06 The Three Golden Rules of Partnership 37:44 Leading Through Crisis: Lessons Learned 46:14 Finding Passion vs. Skill in Business 50:23 Helping Others Create Their Franchise Success Subscribe We talk about topics like this each week; be sure to subscribe wherever you listen to podcasts so you don't miss an episode.

Dieter and Jake have never interacted with Lil Baby. READ The Hutch Report and get Jake's Behind the Curtain Draft Film, War Room Newsletter + Offseason Mailbags.https://hutchreport.substack.com Membership gives you the ability to live comment on streams, the draft guide, as well as early access to videos, exclusive shout-outs, and emojis. LIKE, SUBSCRIBE and COMMENT below https://www.youtube.com/@UClOAXPVw-sZ9QM0Kfw9DFaA Follow us:Jake on Twitter: https://twitter.com/hutchdieselDieter on Twitter: https://twitter.com/dieterOn Instagram: https://www.instagram.com/dieterhutch/ Chapters (00:00:07) - No Mock Draft This Year... Yet(00:04:46) - Not a first-round WR prospect(00:10:58) - Should the 49ers pick a tackle in the first round?(00:16:47) - John McDonald on the San Francisco 49ers Offensive Line Coach(00:22:51) - The 49ers need to shore up their blocking(00:29:03) - 3 prospects who won't test well in the NFL draft(00:32:21) - Offensive Line Comparison: Trey Zun Out of Texas A&(00:35:47) - US hockey 3-1 vs Latvia(00:39:24) - Ohio State CB Rasul Douglas Comparison(00:44:07) - QB Comparison: Miller Moss vs. Chris Johnson(00:49:36) - Should the 49ers draft a first-rounder at 27?(00:54:35) - C.J. Allen: A Top 15 Talent for Baltimore(00:58:36) - Caleb Downs: He's the best prospect in the class(01:03:21) - Let's Talk Money

On Cloud Realities, the real insight rarely came from technology alone, it emerged at the intersection of People, Culture, Industry, and Technology. In the remix we bring back familiar voices and topics while going deeper into the wider impacts, influence, and potential of today's tech across society. The 2026 season trailer, arriving a little later than planned, opens with this renewed focus and sets the stage for Episode 1, launching on February 19. Here's a quick trailer to get you ready!TLDR00:11 The emergence of insight from Cloud Realities01:00  Where the magic happens 01:42 The real impact on People, Culture, Industry and Tech HostsDave Chapman:  https://www.linkedin.com/in/chapmandr/Esmee van de Giessen:  https://www.linkedin.com/in/esmeevandegiessen/Rob Kernahan:  https://www.linkedin.com/in/rob-kernahan/ProductionMarcel van der Burg:  https://www.linkedin.com/in/marcel-vd-burg/Dave Chapman:  https://www.linkedin.com/in/chapmandr/ SoundBen Corbett:  https://www.linkedin.com/in/ben-corbett-3b6a11135/Louis Corbett:   https://www.linkedin.com/in/louis-corbett-087250264/ 'Realities Remixed' is an original podcast from Capgemini

Ed Kasputis interviews Colin Cerniglia, the founder and CEO of the Talent 409 Leadership Academy about his new book, Culture of Excellence.

In this episode, Luke Carignan sits down with Kelly Trummer, AVP of Talent Acquisition at Wellstar Health System, to unpack what's next for healthcare recruiting in a rapidly evolving workforce landscape. With prior experience at Yale New Haven Health and Southcoast Health, she brings a national perspective on what's changing—and what must change—inside healthcare TA. For Kelly, talent acquisition in healthcare is about direct impact. Every hire affects patient care. That purpose continues to fuel her work and leadership approach. The Post-Pandemic Reality The workforce challenge has shifted. We are no longer hiring our way out of shortages in nursing, imaging, and therapeutic roles. Instead, organizations must rethink strategy: • Develop internal pipelines• Engage future talent earlier• Reduce friction in recruiting processes• Compete in an increasingly tight labor market AI Is Not Replacing Recruiters One of the most powerful themes of the conversation: AI is not eliminating recruiters—it is elevating them. By removing administrative burdens, automation allows recruiters to focus on what matters most: relationship building, intentional conversations, and strategic workforce planning. However, adoption requires balance. Healthcare organizations must bridge generational divides in comfort with AI while ensuring candidate experiences remain human-centered and frictionless. The recruiter of the future? Agile, relationship-driven, and technologically fluent. Differentiation in a Crowded Market For Wellstar, competitive advantage comes down to how the organization treats its people. Total rewards, wellbeing programs, and individualized career paths are not just benefits—they are differentiators. Kelly reinforces that talent acquisition leaders must invest in their own teams and build peer networks across the industry. Collaboration, not isolation, will define success in the years ahead. Final Advice for TA Leaders • Plug into your national healthcare TA network • Invest in your people • Build internal pipelines early • Stay agile • Embrace change proactively The future of healthcare talent acquisition will belong to leaders who move early, think long-term, and bring others with them. From Our Sponsor(s)...Optimize Pharmacy Benefits with RxBenefitsElevate your employee benefits while managing costs. Did you know hospital employees fill 25% more prescriptions annually than other industries? Ensure cost-effective, high-quality pharmacy plans by leveraging your hospital's own pharmacies. Discover smarter strategies with RxBenefits.Learn More here - https://rxbene.fit/3ZaurZN HealthCare Associates Credit Union partners with healthcare organizations to offer a no-cost financial wellness benefit for employees. Built specifically for healthcare professionals, HACU provides everyday banking, loans, mortgages, and financial education - all with no added administrative burden for HR teams. Learn more at HACU's Human Resource Benefit or email directly at busdev@hacu.org and we are happy to take you through the process whether it's opening a membership for yourself or bringing us on as your employee benefits partner. HealthCare Associates Credit Union — a healthier benefit for healthcare HR leaders and their teams.  Support the show

Jason Hollis, artist developer, producer, and owner of Nashville's The Eighth Room, shares how moving to Los Angeles at 17 led to mentorship from Capitol Records executive Tony Zetland and shaped his decades-long career in music. We also discuss why he stepped in to save a historic venue, despite having no prior experience running one, and how that decision led to building The Eighth Room.Follow Jason Hollis:Website (The Eighth Room)Instagram (The Eighth Room)Follow Creatives Prevail:InstagramTikTokWebsiteWe would love to hear from you! Please give us a review, this really helps get others to listen in. Any suggestions on how we can improve? DM us on Instagram or TikTok.Host: Mike ZimmerlichProduced by: Omelette PrevailPost-Production: EarthtoMoiraMusic by: Daphne GreeneTech Specs:Mic and Headphone Setup:Limelight Dynamic Mic (512 Audio / Warm Audio)Vocaster One (Focusrite)MBS9500 Microphone Boom Arm (On-Stage)Pro X2 Headphones (Logitech)Light Setup:Litra Beam (Logitech)Glide Lively Wall Lights (Govee)Squares (Twinkly)Key Light (Elgato)

David Szalay won the Booker Prize for his sixth novel Flesh in 2025. In this tense, spare, frictionless work of fiction, he drip feeds us the story of the laconic male protagonist Istvan, who spends his youth in a juvenile facility in Hungary before eventually finding his way into a fractured family situated among the upper echelons of London's wealthiest elites, where his fortunes soon unravel.Flesh was celebrated as a return of the male gaze to modern literature, and to masculinity as a subject worthy of more sympathetic and complex consideration than the last decade arguably would suggest.For this episode, David chose to speak to Jack about The Information, a titanic Amis work in which a literary rivalry between the main characters Richard Tull and Gwyn Barry ripples out to the peripheries of middle class London life and conscripts the city's criminal fringes to help settle the score.David tells Jack why, especially after winning the Booker, he considers The Information literature's greatest tonic for writerly vanity. He recounts his discovery of Amis's work as a young man, and explains why Tull and Barry, though both excruciating to witness in their insecurities for the reader, are nevertheless relatable to writers who know the misery that ultimately binds them together.FOLLOW US ON TWITTER/ X: @mymartinamisFIND US ON YOUTUBE Hosted on Acast. See acast.com/privacy for more information.

On February 12, 2026, Adani Power formed Adani Atomic Energy Ltd, a new unit to generate, transmit, and distribute nuclear power. This follows the SHANTI Bill opening India's nuclear sector to private firms. Both Adani Power and Tata Power, coal giants with long-life thermal plants, now lead the shift.Coal powers 74% of India's grid today. These firms profit big from it. So what happens when they control nuclear's pace too? Snigdha explores the conflict.In other news, top AI researchers have been quitting the big AI labs. Anthropic's Mrinank Sharma left over value clashes (X letter) and OpenAI's Zoe Hitzig resigned through an NYT op-ed, warning ads exploit chatbot user confessions for manipulation. Rachel breaks down how firms chase cash to scale and skip safety guardrails.Listen to our episode on AI taking over jobs here. And, here's another one we did on the previous exodus of AI talent.  Read Zoe Hitzig's opinion piece on NYT here. If you have any thoughts on this episode write to us at podcasts@the-ken.com with Daybreak in the subject line. You can also leave us a comment on our website or the YouTube channel here.Daybreak is produced from the newsroom of The Ken, India's first subscriber-only business news platform. Subscribe for more exclusive, deeply-reported, and analytical business stories.

UNLOCK THE 13 SYSTEMS EVERY AGENCY OWNER NEEDS TO REACH 8 FIGURES:https://bit.ly/41Sm05NIn this episode, Jordan Ross sits down with Eddie Maalouf, founder of Bad Marketing, to unpack how he scaled his digital marketing agency from his mom's basement to $20M in revenue.Eddie breaks down the real challenges agency owners face when growing past the early stages — including hiring the right people, building systems that scale, and avoiding founder burnout. He shares how implementing a profit-sharing model transformed team performance, accountability, and retention, while allowing him to step back from day-to-day execution.The conversation also dives deep into personal branding as a growth lever, why most agencies struggle to attract top-tier talent, and why sustainable agency growth comes down to mastering two core acquisitions: talent and clients.This episode is a must-listen for:Digital marketing agency owners stuck at a growth ceilingFounders hiring their first leadership teamAgencies exploring profit sharing or incentive structuresOperators building long-term, scalable businesses⏱️ Podcast Chapters – From Zero to $20M: Eddie's Agency Origin Story – Building a Scalable Agency Structure – Profit Sharing, Talent Acquisition & Client GrowthEddie's LinkedIn - https://www.linkedin.com/in/eddie-maalouf/Eddie's website - http://www.badmarketing.com/home-liTo learn more go to 8figureagency.co

You can be brilliant, hardworking, and respected — and still feel like you're running full-speed into an invisible wall. For many senior leaders (especially high-achieving women), the instinct is to push harder: take on more, prove more, hold more. But the higher you go, the more that strategy quietly limits influence, sponsorship, and sustainability.In this episode, we explore the tension HR leaders see every day: individuals are trying to thrive inside systems that weren't designed for them — and organizations keep investing in “fixes” that don't address the real blockers. Carolyn Lawrence and Jennifer Laidlaw unpack why burnout is often a signal your mind is in survival mode, how “resisting the system” can unintentionally keep inequity in place, and what it looks like when inner leadership shifts meet system-level redesign.About our guests Carolyn Lawrence partners with organizations to redesign systems so they stop reinforcing outdated patterns — removing invisible barriers so talent can thrive without overperforming for legitimacy. Jennifer Laidlaw is an executive coach focused on the inner transformation required of modern leaders, helping them achieve breakthrough results sustainably with strong teams and thriving culture.Stay connected with foHRsight To sign up for our monthly newsletter, foHRsight, visit http://www.futurefohrward.com/subscribe Follow us on LinkedIn: Mark Edgar – www.linkedin.com/in/markedgarhr/Naomi Titleman Colla – www.linkedin.com/in/naomititlemancolla/ future foHRward – www.linkedin.com/company/future-fohrward/ Follow us on Instagram: www.instagram.com/futurefohrward/For more information on our private community for forward-thinking HR leaders, including how to join our next Manager-Director HR Leader cohort launching this spring, visit our website at futurefohrward.com/community. We are also currently welcoming new members in our CHRO and VP+ HRBP & Talent cohorts. Don't miss your chance to join the community you've been missing!Support the show

In this podcast episode, Dr. Jonathan H. Westover talks with Johnathan Grzybowski about leveraging your organizational talent to win in the future of work. Johnathan Grzybowski is the co-founder of Penji, a creative subscription service that empowers businesses, agencies, and teams with the simplest way to access creative talent.  He's also a storyteller and host of Dear Dads and Free Ideas, where he shares insights on entrepreneurship, leadership, and family life. Check out all of the podcasts in the HCI Podcast Network!

Ben Criddle talks BYU sports every weekday from 2 to 6 pm.Today's Co-Hosts: Ben Criddle (@criddlebenjamin)Subscribe to the Cougar Sports with Ben Criddle podcast:Apple Podcasts: https://itunes.apple.com/us/podcast/cougar-sports-with-ben-criddle/id99676

Film breakdown, analytics insight and fantasy football projection for Alabama QB Ty Simpson, a heavily debated but unquestioned QB2 in the 2026 NFL Draft class patreon.com/rookiebigboard Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode, I'm joined by Mandy Mooney — author, corporate communicator, and performer — for a wide-ranging conversation about mentorship, career growth, and how to show up authentically in both work and life.   We talk about her path from performing arts to corporate communications, and how those early experiences shaped the way she approaches relationships, leadership, and personal authenticity. That foundation carries through to her current role as VP of Internal Communications, where she focuses on building connections and fostering resilience across teams.   We explore the three pillars of career success Mandy highlights in her book Corporating: Three Ways to Win at Work — relationships, reputation, and resilience — and how they guide her approach to scaling mentorship and helping others grow. Mandy shares practical strategies for balancing professional responsibilities with personal passions, and why embracing technology thoughtfully can enhance, not replace, human connection.   The conversation also touches on parenting, building independence in children, and the lessons she's learned about optimism, preparation, and persistence — both in the workplace and at home.   If you're interested in scaling mentorship, developing your career with intention, or navigating work with authenticity, this episode is for you. And if you want to hear more on these topics, catch Mandy speaking at Snafu Conference 2026 on March 5th. 00:00 Start 02:26 Teaching Self-Belief and Independence Robin notes Mandy has young kids and a diverse career (performing arts → VP of a name-brand company → writing books). Robin asks: "What are the skills that you want your children to develop, to stay resilient in the world and the world of work that they're gonna grow up in?" Emphasis on meta-skills. Mandy's response: Core skills She loves the question, didn't expect it, finds it a "thrilling ride." Observes Robin tends to "put things out there before they exist" (e.g., talking about having children before actually having them). Skill 1: Envisioning possibilities "Envision the end, believe that it will happen and it is much more likely to happen." Teaching children to see limitless possibilities if they believe in them. Skill 2: Independence Examples: brushing their own hair, putting on clothes, asking strangers questions. One daughter in Girl Scouts: learning sales skills by approaching strangers to sell cookies. Independence builds confidence and problem-solving abilities for small and big life challenges. Skill 3: Self-belief / Self-worth Tied to independence. Helps children navigate life and career successfully. Robin asks about teaching self-belief Context: Mandy's kids are 6 and 9 years old (two girls). Mandy's approach to teaching self-belief Combination of: Words Mandy uses when speaking to them. Words encouraged for the children to use about themselves. Example of shifting praise from appearance to effort/creativity: Instead of "You look so pretty today" → "Wow, I love the creativity that you put into your outfit." Reason: "The voice that I use, the words that I choose, they're gonna receive that and internalize it." Corrective, supportive language when children doubt themselves: Example: Child says, "I'm so stupid, I can't figure out this math problem." Mandy responds: "Oh wow. That's something that we can figure out together. And the good news is I know that you are so smart and that you can figure this out, so let's work together to figure it out." Asking reflective questions to understand their inner thoughts: Example: "What's it like to be you? What's it like to be inside your head?" Child's response: "Well, you worry a lot," which Mandy found telling and insightful. Emphasizes coming from a place of curiosity to check in on a child's self-worth and self-identity journey. 04:30 Professional Journey and Role of VP of Internal Comms Robin sets up the question about professional development Notes Mandy has mentored lots of people. Wants to understand: Mandy's role as VP of Internal Communications (what that means). How she supports others professionally. How her own professional growth has been supported. Context: Robin just finished a workshop for professionals on selling themselves, asking for promotions, and stepping forward in their careers. Emphasizes that she doesn't consider herself an expert but learns from conversations with experienced people like Mandy. Mandy explains her role and path Career path has been "a winding road." Did not study internal communications; discovered it later. Finds her job fun, though sometimes stressful: "I often think I might have the most fun job in the world. I mean, it, it can be stressful and it can't, you know, there are days where you wanna bang your head against the wall, but by and large, I love my job. It is so fun." Internal communications responsibility: Translate company strategy into something employees understand and are excited about. Example: Translate business plan for 2026 to 2,800 employees. Team's work includes: Internal emails. PowerPoints for global town halls. Speaking points for leaders. Infusing fun into company culture via intranet stories (culture, customers, innovation). Quick turnaround on timely stories (example: employee running seven marathons on seven continents; story created within 24 hours). Storytelling and theater skills are key: Coaching leaders for presentations: hand gestures, voice projection, camera presence. Mandy notes shared theater background with Robin: "You and I are both thespian, so we come from theater backgrounds." Robin summarizes role Sounds like a mix of HR and sales: supporting employee development while "selling" them on the company. Mandy elaborates on impact and mentorship Loves making a difference in employees' lives by giving information and support. Works closely with HR (Human Resources) to: Provide learning and development opportunities. Give feedback. Help managers improve. Wrote a book to guide navigating internal careers and relationships. Mentorship importance: Mentors help accelerate careers in any organization. Mandy's career journey Started studying apparel merchandising at Indiana University (with Kelley School of Business minor). Shifted from pre-med → theater → journalism → apparel merchandising. Took full advantage of career fairs and recruiter networking at Kelley School of Business. "The way that I've gotten jobs is not through applying online, it's through knowing somebody, through having a relationship." First role at Gap Inc.: rotational Retail Management Training Program (RMP). Some roles enjoyable, some less so; realized she loved the company even if some jobs weren't ideal. Mentor influence: Met Bobby Stillton, president of Gap Foundation, who inspired her with work empowering women and girls. Took a 15-minute conversation with Bobby and got an entry-level communications role. Career growth happened through mentorship, internal networking, and alignment with company she loved. Advice for her daughters (Robin's question) Flash-forward perspective: post-college or early career. How to start a career in corporate / large organizations: Increase "luck surface area" (exposure to opportunities). Network in a savvy way. Ask at the right times. Build influence to get ahead. Mentorship and internal relationships are key, not just applying for jobs online. 12:15 Career Advice and Building Relationships Initial advice: "Well first I would say always call your mom. Ask for advice. I'm right here, honey, anytime." Three keys to success: Relationships Expand your network. "You say yes to everything, especially early in your career." Examples: sit in on meetings, observe special projects, help behind the scenes. Benefits: Increases credibility. Shows people you can do anything. Reputation Build a reputation as confident, qualified, and capable. Online presence: Example: LinkedIn profile—professional, up-to-date, connected to network. Be a sponsor/advocate for your company (school, office, etc.). Monthly posts suggested: team photos, events, showing responsibility and trust. Offline reputation: Deliver results better than expected. "Deliver on the things that you said you were gonna do and do a better job than people expected of you." Resilience Not taught from books—learned through experience. Build resilience through preparation, not "fake it till you make it." Preparation includes: practicing presentations, thinking through narratives, blocking time before/after to collect thoughts and connect with people. "Preparation is my headline … that's part of what creates resilience." Mandy turns the question to Robin: "I wanna ask you too, I mean, Robin, you, you live and breathe this every day too. What do you think are the keys to success?" Robin agrees with preparation as key. Value of service work: Suggests working in service (food, hospitality) teaches humility. "I've never met somebody I think even ever in my life who is super entitled and profoundly ungrateful, who has worked a service job for any length of time." Robin's personal experience with service work: First business: selling pumpkins at Robin's Pumpkin Patch (age 5). Key formative experience: running Robin's Cafe (2016, opened with no restaurant experience, on three weeks' notice). Ran the cafe for 3 years, sold it on Craigslist. Served multiple stakeholders: nonprofit, staff (~15 employees), investors ($40,000 raised from family/friends). Trial by fire: unprepared first days—no full menu, no recipes, huge rush events. Concept of MI Plus: "Everything in its place" as preparation principle. Connecting service experience to corporate storytelling: Current business: Zandr Media (videos, corporate storytelling). Preparation is critical: Know who's where, what will be captured, and what the final asset looks like. Limited fixes in post-production, even with AI tools. Reinforces importance of preparation through repeated experience. Advice for future children / young people: Robin would encourage service jobs for kids for months or a year. Teaches: Sleep management, personal presentation, confidence, energy. "Deciding that I'm going to show up professionally … well … energetically." Emphasizes relentless optimism: positivity is a superpower. Experience shows contrast between being prepared and unprepared—learning from both is crucial. 16:36 The Importance of Service Jobs and Resilience Service jobs as formative experience: Worked as a waitress early in her career (teenager). Describes it as "the hardest job of my life". Challenges included: Remembering orders (memory). Constant multitasking. Dealing with different personalities and attitudes. Maintaining positivity and optimism through long shifts (e.g., nine-hour shifts). Fully agrees with Robin: service jobs teach humility and preparation. Optimism as a superpower: "I totally agree too that optimism is a superpower. I think optimism is my superpower." Writes about this concept in her book. Believes everyone has at least one superpower, and successful careers involve identifying and leaning into that superpower. Robin asks about the book Why did Mandy write the book? Inspiration behind the book? Also wants a deep dive into the writing process for her own interest. Mandy's inspiration and purpose of the book Title: "Corporating: Three Ways to Win At Work" Primary goal: Scale mentorship. Realized as she reached VP level, people wanted career advice. Increased visibility through: Position as VP. Connection with alma mater (Indiana University). Active presence on LinkedIn. Result: Many young professionals seeking mentorship. Challenge: Not sustainable to mentor individually. Solution: Writing a book allows her to scale mentorship without minimizing impact. Secondary goals / personal motivations: Acts as a form of "corporate therapy": Reflects on first 10 years of her career. Acknowledges both successes and stumbles. Helps process trials and tribulations. Provides perspective and gratitude for lessons learned. Fun aspect: as a writer, enjoyed formatting and condensing experiences into a digestible form for readers. Legacy and contribution: "I had something that I could contribute meaningfully to the world … as part of my own legacy … I do wanna leave this world feeling like I contributed something positive. So this is one of my marks."   21:37 Writing a Book and Creative Pursuits Robin asks Mandy about the writing process: "What's writing been like for you? Just the, the process of distilling your thinking into something permanent." Mandy: Writing process and finding the "25th hour" Loves writing: "I love writing, so the writing has been first and foremost fun." Where she wrote the book: Mostly from the passenger seat of her car. She's a working mom and didn't have traditional writing time. Advice from mentor Gary Magenta: "Mandy, you're gonna have to find the 25th hour." She found that "25th hour" in her car. Practical examples: During birthday party drop-offs: "Oh good. It's a drop off party. Bye. Bye, honey. See you in two hours. I'll be in the driveway. In my car. If you need anything, please don't need anything." Would write for 1.5–2 hours. During Girl Scouts, swim, any activity. On airplanes: Finished the book on an eight-hour flight back from Germany. It was her 40th birthday (June 28). "Okay, I did it." Realization moment: "You chip away at it enough that you realize, oh, I have a book." Robin: On parents and prioritization Parents told him: "When you have kids, you just find a way." Children create: Stricter prioritization. A necessary forcing function. Mandy's self-reflection: "I believe that I am an inherently lazy person, to be totally honest with you." But she's driven by deadlines and deliverables. Kids eliminate "lazy days": No more slow Saturdays watching Netflix. "They get up. You get up, you have to feed these people like there's a human relying on you." Motherhood forces motivation: "My inherent laziness has been completely wiped away the past nine years." Writing happened in small windows of time. Importance of creative outlet: Having something for yourself fuels the rest of life. Examples: writing, crocheting, quilting, music. Creativity energizes other areas of life. Robin mentions The 4-Hour Workweek by Tim Ferriss. Advice from that book: Have something outside your day job that fuels you. For Robin: Physical practice (gym, handstands, gymnastics, ballet, capoeira, surfing). It's a place to: Celebrate. Feel progress. Win, even if work is struggling. Example: If tickets aren't selling. If newsletter flops. If client relationships are hard. Physical training becomes the "anchor win." Mandy's writing took over two years. Why? She got distracted writing a musical version of the book. There is now: "Corporating: The Book" "Corporating: The Musical" Three songs produced online. Collaboration with composer Eric Chaney. Inspiration from book: Time, Talent, Energy (recommended by former boss Sarah Miran). Concept: we have limited time, talent, and energy. Advice: Follow your energy when possible. If you're flowing creatively, go with it (unless there's an urgent deadline). You'll produce better work. She believes: The book is better because she created the musical. Musical helps during speaking engagements. Sometimes she sings during talks. Why music? Attention spans are short. Not just Gen Z — everyone is distracted. Music keeps people engaged. "I'm not just gonna tell you about the three ways to win at work. I'm gonna sing it for you too." Robin on capturing attention If you can hold attention of: Five-year-olds. Thirteen-year-olds. You can hold anyone's attention. Shares story: In Alabama filming for Department of Education. Interviewed Alabama Teacher of the Year (Katie). She has taught for 20 years (kindergarten through older students). Observed: High enthusiasm. High energy. Willingness to be ridiculous to capture attention. Key insight: Engagement requires energy and presence. 28:37 The Power of Music in Capturing Attention Mandy's part of a group called Mic Drop Workshop. Led by Lindsay (last name unclear in transcript) and Jess Tro. They meet once a month. Each session focuses on improving a different performance skill. The session she describes focused on facial expressions. Exercise they did: Tell a story with monotone voice and no facial expressions. Tell the story "over the top clown like, go really big, something that feels so ridiculous." Tell it the way you normally would. Result: Her group had four people. "Every single one of us liked number two better than one or three." Why version two worked best: When people are emotive and expressive: It's more fun to watch. It's more entertaining. It's more engaging. Connection to kids and storytelling: Think of how you tell stories to five-year-olds: Whisper. Get loud. Get soft. Use dynamic shifts. The same applies on stage. Musical integration: Music is another tool for keeping attention. Helps maintain engagement in a distracted world. Robin: Hiring for energy and presence Talks about hiring his colleague Zach Fish. Technical producer for: Responsive Conference. Snafu Conference. Freelancer Robin works with often. Why Robin hires Zach: Yes, he's technically excellent. But more importantly: "He's a ball of positive energy and delight and super capable and confident, but also just pleasant to be with." Robin's hiring insight: If he has a choice, he chooses Zach. Why? "I feel better." Energy and presence influence hiring decisions. Zach's background: Teaches weekly acrobatics classes for kids in Berkeley. He's used to engaging audiences. That translates into professional presence. Robin: Energy is learnable When thinking about: Who to hire. Who to promote. Who to give opportunities to. Traits that matter: Enthusiasm. Positivity. Big energy. Being "over the top" when needed. Important insight: This isn't necessarily a God-given gift. It can be learned. Like music or performance. Like anything else. 31:00 The Importance of Positive Work Relationships Mandy reflects on: The tension between loud voices and quiet voices. "Oftentimes the person who is the loudest is the one who gets to talk the most, but the person who's the quietest is the one who maybe has the best ideas." Core question: How do you exist in a world where both of those things are true? Parenting lens: One daughter is quieter than the other. Important to: Encourage authenticity. Teach the skill of using your voice loudly when needed. It's not about changing personality. It's about equipping someone to advocate for themselves when necessary Book is targeted at: Students about to enter the corporate world. Early-career professionals. Intentional writing decision: Exactly 100 pages. Purpose: "To the point, practical advice." Holds attention. Digestible. Designed for distracted readers. Emotional honesty: Excited but nervous to reconnect with students. Acknowledges: The world has changed. It's been a while since she was in college. Advice she's trying to live: Know your audience Core principle: "Get to know your audience. Like really get in there and figure out who they are." Pre-book launch tour purpose: Visiting universities (including her alma mater). Observing students. Understanding: Their learning environment. Their day-to-day experiences. The world they're stepping into. Communication principle: Knowing your audience is essential in communications. Also essential in career-building. If you have a vision of where you want to go: "Try to find a way to get there before you're there." Tactics: Meet people in those roles. Shake their hands. Have coffee. Sit in those seats. Walk those halls. See how it feels. Idea: Test the future before committing to it. Reduce uncertainty through proximity. What if you don't have a vision? Robin pushes back thoughtfully: What about people who: Don't know what they want to do? Aren't sure about staying at a company? Aren't sure about career vs. business vs. stay-at-home parent? Acknowledges: There's abundance in the world. Attention is fragmented. Implied tension: How do you move forward without clarity? 35:13 Mentorship and Career Guidance How to help someone figure out what's next Start with questions, not answers A mentor's primary job: ask questions from a place of curiosity Especially when someone is struggling with what they want to do or their career direction Key questions: What brings you joy? What gives you energy? What's the dream? Imagine retirement — what does that look like? Example: A financial advisor made Mandy and her husband define retirement vision; then work backwards (condo in New Zealand, annual family vacations) Clarify what actually matters Distinguish life priorities: Security → corporate job; Teamwork → corporate environment; Variety and daily interaction → specific roles Mentoring becomes a checklist: Joy, strengths, lifestyle, financial expectations, work environment preferences Then make connections: Introduce them to people in relevant environments, encourage informational interviews You don't know what you don't know Trial and error is inevitable Build network intentionally: Shadow people, observe, talk to parents' friends, friends of friends Even experienced professionals have untapped opportunities Stay curious and do the legwork Mixing personal and professional identity Confidence to bring personal interests into corporate work comes from strategy plus luck Example: Prologis 2021, senior leaders joked about forming a band; Mandy spoke up, became lead singer CEO took interest after first performance, supported book launch She didn't always feel this way Early corporate years: Feel like a "corporate robot," worrying about jargon, meetings, email etiquette, blending in Book explores blending in while standing out Advice for bringing full self to work Don't hide it, but don't force it; weave into casual conversation Find advocates: Amazing bosses vs terrible ones, learn from both Mentorship shaped her framework: Relationships, reputation, and resilience Resilience and rejection Theater as rejection bootcamp: Auditions, constant rejection Foundations of resilience: Surround yourself with supportive people, develop intrinsic self-worth, know you are worthy Creating conditions for success Age 11 audition story: Last-minute opportunity, director asked her to sing, she sang and got the part Why it worked: Connections (aunt in play), parent support, director willing to take a chance, she showed up Resilience is not just toughing it out: Have support systems, build self-worth, seek opportunity, create favorable conditions, step forward when luck opens a door 44:18 Overcoming Rejection and Building Resilience First show experiences Robin's first stage production is uncertain; she had to think carefully At 17, walked into a gymnastics gym after being a cross country runner for ten years, burnt out from running Cold-called gyms from the Yellow Pages; most rejected her for adult classes, one offered adult classes twice a week That led to juggling, circus, fencing, capa, rock climbing — a "Cambrian explosion" of movement opportunities About a year and a half later, walked into a ballet studio in corduroy and a button-up, no ballet shoes; first ballet teacher was Eric Skinner at Reed College, surrounded by former professional ballerinas First internal college production was his first show; ten years later performed as an acrobat with the San Francisco Opera in 2013, six acrobats among 200 people on stage, four-hour shows with multiple costume changes and backflips Relationship to AI and the evolving world of work Mandy never asks her daughters "What do you want to be?" because jobs today may not exist in the future Focus on interests: plants, how things are built, areas of curiosity for future generations Coaching her team: Highly capable, competent, invested in tools and technology for digital signage, webinars, emails, data-driven insights, videos Approach AI with cautious optimism: Adopt early, embrace technology, use it to enhance work rather than replace it Example: Uses a bot for scheduling efficiency, brainstorming; enhances job performance by integrating AI from day one Advice: Approach AI with curiosity, not fear; embrace tools to be smarter and more efficient, stay ahead in careers 53:05 Where to Find Mandy Mandy will be speaking at Snafu Conference on March 5, discussing rejection and overcoming it. Author and speaking information: mandymooney.com LinkedIn: Mandy Mooney Music available under her real name, Mandy Mooney, on streaming platforms.  

7:30 - Jeremy and Joe look into the wide receiver talent that'll be in this year's draft.

Most producers think talent is the key.But if that was true, the most talented person in every room would win.In this episode, we talk about why discipline, consistency, and vision build sustainable DJ careers. We break down talent myths, social media numbers, bookings, and why showing up weekly matters more than perfection.For serious DJs and music producers who want longevity.Timestamps:(00:00) Intro(06:00) Talent vs Discipline(14:00) Tomorrowland Is Not a Strategy(22:00) Followers vs Community(30:00) Showing Up Weekly(52:00) What Makes Top Artists Different

Erin Kellyman is currently slaying it in 28 Years Later, cementing her place as one of the UK's most exciting rising talents. Before 27, she's built a remarkable CV - from Solo: A Star Wars Story to Marvel's The Falcon and the Winter Soldier, and Eleanor the Great, the directorial debut of Scarlett Johansson. In this conversation with Josh, Erin opens up about growing up with anxiety, finding confidence through acting, the complexities of embracing queerness and female rage. Erin also reveals the moment she realised she didn't have to accept being treated differently on set - after doing her own hair for years - and why advocacy and allies matter. From female rage, to working on 28 Years Later, this is an honest, funny, and deeply human conversation about finding your voice and unlearning what you've been taught to tolerate. 00:00 – Teaser Trailer 00:53 – Guest Intro 01:11 – Fear of Fame & Stepping Into Visibility 02:17 – From Anxious Child to Confident Actor 04:13 – How Acting Found Erin 07:11 – Being Kicked Out Of Drama School 08:27 – Representation & Being Seen 10:14 – Identity, Sexuality & Coming Out 17:45 – Advocating for Yourself on Set 20:28 – Queer Visibility & Everyday Discrimination 26:22 – “What Should We Be Talking About More?” ________ Josh Smith's Great Chat Show (@joshsmithsgreatchatshow) Brought you by Next Chapter Studios (@theNextChapterStudios) Host: Josh Smith (@joshsmithhosts) Creative Director: Carrie Rose Senior Producer: Bella Neale This podcast is part of the Spotify Partner Programme. Follow Josh Smith's Great Chat Show on Spotify and tap the

The guys catch up after a weekend of football and ads, then they get into some interesting questions about IndyCar: what's more important to a successful IndyCar career, timing or talent? Plus, what rule would they change if they were in charge? +++Off Track is part of the SiriusXM Sports Podcast Network. If you enjoyed this episode and want to hear more, please give a 5-star rating and leave a review. Subscribe today wherever you stream your podcasts.Want some Off Track swag? Check out our store!Check out our website, www.askofftrack.comSubscribe to our YouTube Channel.Want some advice? Send your questions in for Ask Alex to AskOffTrack@gmail.comFollow us on Twitter at @askofftrack. Or individually at @Hinchtown, @AlexanderRossi, and @TheTimDurham. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

The cold offseason is here. The Super Bowl sits in the rearview. The Detroit Lions have work to do. Michael Grey cuts straight to it with fellow DLP'r Jeff Risdon: interior pressure wins. The big game dragged more than it dazzled, but it did spotlight roster building truths. Talent needs a plan. When there isn't one, a player and a team both suffer. Defensive structure set the tone. Playoff blueprint: interior pressure rules January The teams that reached the conference championship games ranked one through four in pressures from the defensive line. Interior rush was the separator. Big-name quarterbacks didn't swing it. Units led by Sam Darnold and Drake May advanced because they could rush, squeeze, and dictate. That's the NFL copycat code for 2026. The Lions have bodies who can do it. They delivered too little of it compared to the top groups. Detroit's front must level up The defense needs its edge star to nudge from excellent to takeover. He's been fantastic, but he isn't at the Parsons, Watt, or Garrett tier yet. Help matters. The interior defensive line was disappointing. Allen had one fantastic game on his return, then went quiet. He has to earn his money. There is optimism about Mills, another year removed from the ACL, but it must show up on Sundays. Tully Williams flashed in the final two weeks. Before that he looked a little too big and unsure. Year two should raise the floor and the ceiling. That's the expectation. It has to be reality. 2026 plan: waves inside, smarter bets Seattle's model is the target: waves of interior rushers who can collapse pockets all game. The Lions tried that approach. It hasn't clicked yet. It needs to in 2026 and beyond. The offensive brain trust keeps growing as Dan Campbell collects coaches like Pokemon. That's good. But the pivot is defense. Interior pressure feeds takeaways, hides coverage warts, and turns third downs into punts. Build the room, trim what doesn't fit, and unleash fresh legs in series. Do that, and the Lions turn January from survival to control. That's the job this Goff season. https://www.youtube.com/watch?v=GNokaUW9eXA #detroitlions #lions #detroitlionspodcast #interiorpressure #interiordefensiveline #insiderush #a-gaps #edgeplay #aidanhutchinson #jelanitavai #dancampbell #goffseason #offensivecoaches Learn more about your ad choices. Visit megaphone.fm/adchoices

Pivoting off the Super Bowl loss, we get into a big update regarding Jayson Tatum's return to the Celtics and the Red Sox filling out their infield right before Spring Training in tonight's Headlines. Then, Dunkin is back at it with Ben Affleck in a Super Bowl commercial as discussed in the New England Nightly News. And, an early look into the offseason and why the Patriots' priority should be to add top-end talent to any position of need.

Greg Flammang and Jamie Uyeyama discuss the Super Bowl, diamonds in the rough at Notre Dame, the new signees on campus for 2026, and the finalized spring roster on offense. Sign up for IrishSportsDaily.com: https://irishsportsdaily.com/subscribeWebsite: https://irishsportsdaily.com/Twitter: https://twitter.com/ISDUpdateInstagram: https://www.instagram.com/irishsportsdaily/Facebook: https://www.facebook.com/IrishSportsDailyOfficial YouTube channel of IrishSportsDaily.com, a Notre Dame community. The most trusted Fighting Irish source for Notre Dame Football, Baseball, Basketball and all recruiting information. Subscribe to watch our weekly Notre Dame podcasts: Power Hour with Mike Frank and Hit & Hustle with Greg Flammang and Jamie Uyeyama! A Special Thanks to ESQ:Looking to upgrade your wardrobe?Founded by ND alum and longtime ISD board member Ge Wang, you've seen ESQ's custom clothing on all of your favorite players and coaches. With over a decade of making the best bespoke clothing available, ESQ will help you look and feel your best in 2024. From a perfect fitting suit or sport coat, shirt or bomber jacket - or that perfect tuxedo for wedding season, check out esqclothing.com and book an appointment to upgrade your wardrobe today. Mention ISD and get 10% off your entire purchase.ESQClothing.com #notredame #notredamefootball #ndfootball #goirish #fightingirish

Shaun Belongie is the CEO of New Belgium Brewery. He previously served as VP of Marketing for New Belgium before becoming CMO and then CEO in 2023. Shaun has over 20 years of CPG experience, having managed marketing innovation and brand direction for iconic companies like Nestle Purina and Kraft Foods. He's helped build and maintain New Belgium's human-powered business model as the brand grows and expands, all the while stewarding the brewery's legacy and people-centric culture. Shaun joins Roy to discuss the challenges and opportunities during his journey from CMO to CEO, the differences between working at a large CPG brand versus a smaller, more nimble company, how New Belgium embodies and enacts their foundational values, and much more. Highlights from our conversation include: Shaun's transition from CMO to CEO at New Belgium (3:35)Challenges he's confronted as New Belgium's CEO (6:14)Shaun's experience serving as New Belgium's CMO (9:53)Shaun's perspective on building and shaping culture as CEO (12:09)New Belgium's human-powered business model (14:55)Maintaining authentic values throughout periods of growth (16:16)How his son's health crisis inspired him to think differently about life and leadership (18:35)Leadership lessons that carried over from Shaun's Kraft and Purina days (21:11)How changes in the industry are affecting Shaun's approach to hiring (23:08)Leadership qualities that Shaun seeks in his senior executive team (25:01)How technology fits into his strategic plan (25:48)Guidance he'd offer to somebody early in their career (28:18)What Shaun's most excited about in the future (30:13)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

What do billion-dollar investors and donors actually care about?It's not your pitch deck.It's not your financial model.And it's definitely not your IRR slide.In this episode of Commercially Speaking, we sit down with Greg Dugard, COO of Seder Grove Holdings, who previously helped raise over $5 billion during Notre Dame's historic capital campaign.Greg breaks down what he learned from raising billions, working with ultra-high-net-worth families, and now partnering with founders through permanent capital, a long-term investment approach that rejects forced exits, short-term incentives, and five-year flip cycles.We explore:What investors actually look for before wiring moneyWhy time horizons destroy more value than bad dealsPermanent capital vs private equity and venture capitalHow misaligned incentives quietly ruin partnershipsWhy selling too early kills compoundingThe difference between IRR and long-term wealth creationHow founders should evaluate partners before signingWhy trust beats returns in the long runWhat “life's work” really means for a founderIf you're a founder, investor, or operator thinking about taking on capital, this conversation might save you years of regret.

Seahawks scared the shit out of Drake Maye Kenneth Walker proved RB's still matter Talent wins out again over scheme Blame game for the Pats   For all pod and video content hit up -> WWW.THEESAMD.COM   Subscribe -> YouTube     Never Forget: #phillywillALWAYSletYOUdown #blackvoicesmatter

One of our favorite disruptors is back, and she's brought a countdown clock. The boys welcome Quincy Valencia, VP of Talent Transformation at Korn Ferry, for a session that's equal parts biting sarcasm and brutal honesty. Between the inevitable age jokes and college football analogies, Quincy doubles down on her "2026 Reckoning" prediction—a warning that AI isn't actually fixing Talent Acquisition, but rather acting as a high-speed spotlight on the fractured silos and organizational dysfunction we've ignored for decades. While the C-suite chases "pretty dashboards" and faster metrics, the trio explores why accelerating a bad process only leads to mediocre results at record speeds. From the danger of "disposable talent" to the looming leadership shortages of the late 2020s, this episode serves as a sharp wake-up call for any leader hiding behind a tech stack. It's time to find out if your talent strategy is a cohesive ecosystem or just a collection of expensive pilots—before the 2026 deadline forces the issue. Chapters 00:00 - Introduction to Quincy Valencia 02:10 - The Big Reckoning: Predictions for 2026 05:35 - AI's Impact on Organizational Structure 10:00 - The Challenge of Talent Management 12:59 - The Future of Talent Acquisition and AI 18:15 - Building a Talent Ecosystem 19:31 - The State of Talent Acquisition in Enterprises 24:36 - Challenges in Implementing Skills-Based Organizations 27:58 - The Role of Automation in Recruitment 31:44 - Balancing Technology and Human Interaction in Hiring 36:40 - The Big Reckoning in Talent Management

Go to www.LearningLeader.com This is brought to you by Insight Global. If you need to hire one person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world has the hustle and grit to deliver. www.InsightGlobal.com/LearningLeader My guest: PJ Fleck is the head football coach at the University of Minnesota. Before that, he transformed Western Michigan from one win to 13 wins and a Cotton Bowl appearance. Before his coaching days, PJ was a stud receiver at Northern Illinois and was a guy I played against in college. Coach Fleck has built one of college football's most distinctive culture-driven programs. You'll hear why he maintains an 80-20 split favoring high school recruiting over the transfer portal, how he runs practice with a 32-second clock to make it harder than games, and why he sees himself as a cultural driver rather than a motivational coach. This is a conversation recorded with all of our coaches inside "The Arena." That is our mastermind group for coaches in all sports. And it did not disappoint. Notes: Stop recruiting, start selecting. PJ doesn't chase the highest-rated players... He looks for fit and alignment with his values. Ask yourself: Are you trying to convince people to join your team, or are you selecting people who already want what you're building? Efficiency beats duration. PJ runs 95-minute practices with a 32-second play clock, always moving, always intense. The principle: Make practice harder than the game. Where in your work are you confusing time spent with intensity and focus? Internal drive trumps external motivation. PJ calls his ideal players "Nektons," always attacking, never satisfied. He's looking for people who prove their worth to themselves, not to others. If you need constant external motivation, you're not ready for elite teams. A leader must teach and demand. A team member must prepare and perform. These aren't opposing forces—they're two sides of the same commitment to excellence. My junior year at Ohio University. I was the quarterback of the Ohio football team. We lost to No. 17 Northern Illinois 30-23 in overtime on a Saturday night. P.J. Fleck caught the game-tying 15-yard touchdown pass late in the fourth quarter. PJ finished with 14 catches for 235 yards and a touchdown. (I threw a 30-yard TD pass to Anthony Hackett to put us up a TD right before halftime). Let your team see you played. They do"Guess that Gopher" before team meetings, where players guess which coach's highlights they're watching. Give them a peek behind the curtain. It builds credibility and connection. PJ honors his mentor, Jim Tressel, by wearing a tie while coaching. Who are you honoring through your daily practices? Keep your door open. PJ has no secretary. Players can walk into his office at any moment. Create fluidity between you and your team. Transparency after tragedy is a choice. When PJ's son died from a heart condition, he had two options: never talk about it again, or let it shape him. He chose radical transparency, knowing it would get scrutinized. That's where "Row the Boat" comes from. A losing season reveals what you actually need. After going 1-11 at Western Michigan while also getting divorced, PJ says every coach should experience a losing season. It forces you to identify what you actually need versus what you don't need. Choose what scares you. When deciding on Minnesota, Heather asked him, "Does this scare you?" He said, "Hell yeah, it scares me." His response: "Well then, that's where we're going." Life versus living. Living is the salary and contract. Life is about moments and memory. If you can't stay in the moment and reflect on great moments or hard moments, life will be like mashed potatoes to you. Your expectations should match your resources. The gap between expectations and resources is called frustration. The bigger the gap, the more frustration from everyone around you. Maintain an 80/20 model if you can. 80% high school players, 20% transfer portal. PJ has one of the highest retention rates in the country because of selection and fit, not recruiting. "It's not about the money until it's about the money." The kids' PJ gets value for other things before the money talk. They enjoy the experience of being a college athlete. PJ leads with "I'm really difficult to play for." PJ's opening line to recruits. He asks for a lot. This makes people who are lazy, complacent, or fraudulent run like hell. "This is going to expose me." Start with good people, not good players. Out of 500 kids, who are the best 25 young men? PJ doesn't get five stars. He gets two and three stars who believe they can be five stars. A chip versus a crack on your shoulder. Once you do something the media says you couldn't do, they'll set a new bar. All PJ wants is kids who want to prove to themselves that they can do what people say they couldn't. You don't need PJ's personality. You need the internal drive to be the best version of yourself. That's what he's selecting for. "I'm not a motivational coach. I'm a cultural driver." PJ picks their "how." He picks their journey. If someone needs constant motivation, they're not ready. Peel back the Instagram filter. Everything you see on social media is filtered. You have to dig deeper with this generation to find out who they really are. Hire former players back. PJ's staff has more former players who played for him than ever before. They cut their teeth in the building. In this transactional era, former players help you stay transformational. The HYPRR System. This is PJ's hyperculture framework he created after going 1-11: H (How): The people. Nektons who always attack. How you do one thing is how you do everything. Consistency matters. Y (Yours): Your vision. It's YOUR life, not anyone else's vision. Players are the builders. Don't tell me you want an extravagant home and then hire bad builders. P (Process): The work. The who, what, when, where, and why. Anyone should be able to ask those questions at any point. R (Result): Focus on the HYP. It's not the officials' fault. It's not the other team's fault. R (Response): How will you respond to the result? Don't believe the hype. Everything about hype is before the result happens. Focus on How, Yours, and Process instead. Someone will take what you were taught was horrible and create a business model. PJ uses Uber and Airbnb as examples. We were taught "stranger danger" as kids. Now we get in cars with strangers while drunk and sleep in their homes. The right people plugged into crazy visions can change everything. Define success as peace of mind. That's how PJ's program defines success. Not wins and losses. Train body language. "Big chest" means standing up straight. Players are not allowed to put their hands on their knees or their heads. If you can't hold yourself up, trainers need to check on you. Teach response, not reaction. You can have emotions, but train to not be emotional. The real world wants to see you react. Train to respond properly in every situation. Your words have power. PJ's players know the definitions of 150 words that will help them for the rest of their lives. Give substance to the filters. That's your job as an educator. Cut all the fat off practice. PJ was from the era of 3.5-hour practices. He has ADD and needs to move. He got bored as a player, so he vowed to run practice differently. Run a 32-second play clock constantly. Every 32 seconds, you run a play. You are always under the two-minute warning in practice. This trains your team to operate under pressure. Never practice longer than 95 minutes. It's one thing to watch as a recruit. It's another to experience it as a player. Kids puke during dynamic warmup in the first week because it's that intense. Make practice harder than the game. The game will eventually slow down for your players if practice is legitimately harder. Nektons flow through water currents without being affected. Don't let circumstances dictate behavior. Train this mindset daily. The biggest jump in sports is from high school to college. 17-year-olds playing against 24-year-olds. It's not just talent. It's experience, development, strength, and confidence all at once. Never let any environment be too big for your coaches. Train your staff to be comfortable in all situations, not just your players. Always be learning outside your field. PJ attends leadership seminars with SEALs and Green Berets. At one dinner, a retired military officer who looked like Sean Connery scanned the room quietly, then said: "I'm taking in all the good in the room. I'm also coming up with a plan to kill every one of you, in case I need to." He never came back to the table because he got called to active duty and left for Afghanistan. Always be ready. That's what makes you special. Watch to learn. PJ watched "Landman" and took notes on how to run the next team meeting. His wife hates that he can never relax. Find teaching and education in everything you do. When you stop, you stop growing. Get better at celebrating. PJ has a great bourbon and champagne collection. He celebrates more than he ever has. Balance the intensity with moments of joy. Make transformational programs real. Gopher for Life program. Monthly educational courses. Monthly date nights where players bring their dates and learn dinner etiquette. Monthly racial education class. Weekly coach development on Thursdays, where coaches speak on any topic to advance their careers. Don't let important things stop when the news cycle moves on. COVID and racism got put in the same bracket. When COVID stopped, racism education stopped everywhere. Not at Minnesota. Keep going. Bring back the fun. After wins, players can't wait to pick the design for the next team shirt. PJ gives them five options, and they get into it. People are losing the fun connection that made elementary school great. A coach's job is to teach and demand. A player's job is to prepare and perform. If you're a coach, you better be teaching things: life, sport, relationships. Elite teams are led by players. Your job is to get as many elite people to the front of the bus as possible. More Learning #226 - Steve Wojciechowski: How to Win Every Day #281 - George Raveling: Wisdom from MLK Jr to Michael Jordan #637 - Tom Ryan: Chosen Suffering: Become Elite in Life & Leadership  

This week on DanceSpeak, I sit down with Brian 'Footwork' Green, a master teacher and influential figure in street and club dance culture whose impact spans generations. Recorded live in August 2025, this episode captures Brian's unfiltered thoughts on musicality, lineage, and what often gets misunderstood about street dance. We explore competition versus convention culture, the realities of the dance economy, and the difference between who you are and the artistic name you move under. Brian speaks honestly about off-beat dancing, “auto-tuned” movement, teaching, trends, and what gets lost when dance drifts away from the heart. The conversation also touches on race, representation, and identity in dance spaces—layered, nuanced, and rooted in lived experience rather than soundbites. Insightful, funny, challenging, and deeply grounded in culture, this episode is for dancers who love dance enough to think about it, question it, and keep it alive. Instagram – https://www.instagram.com/gogalit Website – https://www.gogalit.com/ Fit From Home – https://galit-s-school-0397.thinkific.com/courses/fit-from-home You can connect with Brian on Instagram https://www.instagram.com/brianfootworkgreen/. You can purchase Brian's on-line dance classes https://www.theybarelyunderstandhello.com/#classes.