Podcasts about Talent

Go to www.LearningLeader.com for full show notes 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. My Guest: Dan Coyle is a New York Times bestselling author who's spent the last two decades studying what makes great teams great. He wrote The Talent Code, The Culture Code, and now Flourish—books that have shaped how millions of people think about skill development, team culture, and meaningful connection. He works with the Cleveland Guardians as a special advisor on culture and performance. We recorded this one together in Cleveland. Notes: Find your yellow doors. Most of us go through life looking for green doors (clearly open paths) and red doors (obviously closed paths). But yellow doors are different. They're out of the corner of your eye, things that make you uncomfortable or feel brand new. That's where life actually happens. We think life is a straight line from A to B to C, but it's not. Life isn't a game... It's complex, living, shifting. Yellow doors are opportunities to create meaningful connections and explore new paths. "Life deepens when we become aware of the yellow doors, the ones we glimpse out of the corner of our eye." The craft journey always involves getting simpler. Simple is not easy. The great ones have their craft to where there's a simplicity to it. In this world of clutter and noise, it's easy to want to compete with energy and speed, but the stuff that really resonates is quieter and simpler. Be a beginner again in something. With climbing, Dan's at the very bottom of the craft mountain. With writing, he's somewhere in the middle. It's fun to have a couple of zones in your life where you're a beginner. It's liberating, but it also develops empathy. Some stuff looks very simple, but isn't. Every good story has three elements. There's some desire (I want to get somewhere), there's some obstacle (this thing standing in my way), and there's some transformation on that journey. Teaching teaches you. Coaching Zoe's writing team helped Dan, and then Zoe ended up coaching Dan. It was never "let me transmit all my wisdom to my daughter." It was a rich two-way dialogue that helped both of them. Suffering together is powerful. Doing hard things together with other people, untangling things together (literally and figuratively), and being vulnerable together. That's culture code stuff. Whether it's skiing with your kids, seeing them fall and get back up, or being trapped underground like the Chilean miners. Behind every individual success is a community. Dan dedicates all his books to his wife, Jenny (except one). Growing up, he had this idea of individual success, individual greatness. But when you scratch one of those individual stories, what's revealed is a community of people. Jenny is the ecosystem that lets Dan do what he does. Going from writing project to writing project, hoping stuff works out, exploring... it's not efficient. It's not getting on the train to work and coming home at five o'clock. It's "I think I need to go to Russia" or "I need to dig into this." She's been more than a partner, an incredible teammate.  Great organizations aren't machines; they're rivers. The old model of leadership is the pilot of the boat, the person flipping levers who has all the answers. That's how most of us grew up thinking about leaders. But Indiana football, the SEALs, Pixar... when you get close to these organizations, they're not functioning like machines. Machines are controlled from the outside and produce predictable results. These organizations are more like energy channels that are exploring. They're like rivers. How do you make a river flow? Give it a horizon to flow toward (where are we going?), set up river banks (where we're not gonna go), but inside that space create energy and agency. Questions do that. Leaders who are good at lobbing questions in and then closing their mouth... that's the most powerful skill. Great teams have peer leaders who sacrifice. Since Indiana football's fresh in our minds... Peer leaders who sacrifice for the team are really big. Fernando Mendoza got smoked, battered, hammered, and he kept going without complaint. In his interview afterward, he talks about his teammates. That's the DNA of great teams. Adversity reveals everything. The litmus test: in moments of terrible adversity, what's the instinct? Are we turning toward each other or away from each other? You could see it in that game. The contrast between the two teams. When things went bad, they responded very differently. The coach isn't as important as you think. Coaches can create the conditions for the team to emerge, but great teams sometimes pit themselves against the coach. The US Olympic hockey team of 1980 would be an example. They came together against Herb Brooks. So coaching sets the tone, but it's not as big a part of DNA as people think. Curiosity keeps great teams from drinking their own Kool-Aid. The teams that consistently succeed don't get gassed up on their own stuff. They don't believe in their success. They're not buying into "now I'm at the top of the mountain, everything's fine." They get curious about that next mountain, curious about each other, curious about the situation. They're willing to let go of stuff that didn't work. Honor the departed. When someone gets traded in pro sports, it's like death. Their locker's empty like a gravestone. What the coach at OKC does: on the day after somebody gets traded, he spends a minute of practice expressing his appreciation for that person who's gone. How simple and human is that? How powerful? What makes people flourish is community. It's not a bunch of individuals that are individually together. Can they connect? Can they love their neighbor and support their neighbor? That's magical when it happens. The Chilean miners created civilization through rituals. 33 men, 2,000 feet underground, trapped for 69 days. The first couple hours went as bad as it could. People eating all the food, scrambling, yelling. Then they circled up and paused. The boss took off his helmet and said, "There are no bosses and no employees. We're all one here." Their attention shifted from terror and survival to the larger connection they had with each other. They self-organized. Built sleeping areas, rationed food, created games with limited light. Each meal they'd share a flake of tuna at the same time. When they got contact with the surface, they sang the Chilean national anthem together. They created a little model civilization that functioned incredibly well. Stopping and looking creates community. What let the miners flourish wasn't information or analysis. It was letting go. Having this moment of meaning, creating presence. All the groups Dan visited had this ability in all the busyness to stop and ask: What are we really about? What matters here? What is our community? Why are we here? What is bigger than us that we're connected to? They grounded themselves in those moments over and over. Getting smart only gets you so far. There's a myth in our culture that individuals can flourish. You see someone successful and think "that individual's flourishing." But underneath them, invisibly, they're part of a larger community. We only become our best through other people. We have a pronoun problem: I, me, when actually it's we and us. Self-improvement isn't as powerful as shared improvement. Ask energizing questions. "What's energizing you right now?" is a great question. "What do you want more of?" "What do you want to do differently?" (not "what are you doing poorly"). "Paint a picture five years from now, things go great, give me an average Tuesday." What you're trying to do is get people out of their narrow boredom, let go a little, surrender a little, open up and point out things in the corner of their eye. When things go rough, go help somebody. Craig Counsell on how to bounce back when you're having a bad day: "I try to go help somebody." That's it. Create presence conditions. The ski trips, the long drives, the shared meals, no phones. Schedule them. This is how connection happens, whether it's with your family or your people at work. Leaders who sustain excellence are intensely curious. Dan walked into the Guardians office expecting to pepper them with questions. The opposite happened. Jay, Chris, and Josh kept asking him question after question, wanting to learn. Leaders who sustain excellence have this desire to learn, improve, get better. Ask better questions. Actually listen. Ask follow-up questions. Curiosity is also the ultimate way to show love. Reflection Questions Dan says yellow doors are "out of the corner of your eye, things that make you uncomfortable or feel brand new." What's one yellow door you've been walking past lately? What's stopping you from opening it this week?The Chilean miners' boss took off his white helmet and said, "There are no bosses and no employees." Think about a moment of adversity your team is facing right now. Are you turning toward each other or away? What's one specific action you could take this week to help your team turn toward each other? Dan emphasizes we have a "pronoun problem" (I, me vs. we, us) and that "self-improvement isn't as powerful as shared improvement." Who are the 2-3 people you could invite into your growth journey right now? What would it look like to pursue excellence together instead of alone?

JP Elliott: Future of HR JP Elliott has decades of experience as a Talent and HR executive at companies like DICK’S Sporting Goods, McAfee, and Lenovo. He's seen the challenges HR professionals face in growing their careers and increasing their impact. He is the host of the Future of HR podcast and on a mission to help HR professionals increase their business impact and accelerate their careers. Leadership looks a little different if you head up a support role: human resources, IT, marketing, or finance. Often, we hear the term “business partner” used to describe what these leaders should be aiming for. In this conversation, JP and I explore how to shift from simply a “business partner” to a value creator. Key Points You’re not just an HR leader. You’re a business leader with HR expertise. Think like a CEO even if you're in HR. Do this to be moving beyond an execution-only mindset. Design talent strategies based on the future, not on the past. Build systems that reward outcomes, not bureaucracy. Build talent strategies that differentiate your business. Forecast leadership needs 3-5 years out and build a pipeline for critical roles. Four questions that CEOs are asking: Are we focused on the right strategic imperatives? Are we operating effectively and efficiently? Are we optimizing our business model to create competitive advantage? Do we have a plan for sustainable and profitable growth? Resources Mentioned Future of HR podcast by JP Elliott Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Start Managing Up, with Tom Henschel (episode 433) How to Solve the Toughest Problems, with Wendy Smith (episode 612) The Mindset to Help Your Organization Grow, with Tiffani Bova (episode 633) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

What happens when activist investors call your multi-billion dollar acquisition the "single worst deal of the decade"? Most leadership teams would panic, but NRG Energy did the opposite: they doubled down on their people. While most large-scale acquisitions look great on a spreadsheet, they often fail because leadership loses sight of the human energy behind the numbers. In this episode, Peter Johnson, SVP and Head of Talent and Culture at NRG, reveals how his team navigated the acquisition of Vivint—a deal that tripled their workforce to 16,000 employees and was publicly condemned by activist investors as the "single worst deal" in the sector. While the announcement triggered a 25% stock crash, their leadership's commitment to a strategic "North Star" and a "don't crush the butterfly" cultural philosophy eventually drove a staggering 420% stock recovery. Peter explores the raw challenges of an 18-month integration, from the technical hurdles of migrating 16,000 employees between competing HR systems to the deeply emotional task of harmonizing job titles across disparate industries. By prioritizing the "why" behind the change and fostering a unified "One NRG" identity, the company successfully blended traditional corporate discipline with tech-forward innovation, nearly doubling employee engagement and proving that human-centric leadership is a massive financial win. If you're a CHRO, this episode shows what real value creation looks like when people come first.   ---------- Start your day with the world's top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleadership.substack.com/ Quick heads-up: my new book, The 8 Laws of Employee Experience, is a practical playbook for building an environment where people do their best work—preorder a copy here: 8EXlaws.com

The AI arms race is getting ugly. With top talent bouncing between Thinking Machines and OpenAI, the guys debate a critical question for every leader: Is loyalty dead, or has Silicon Valley just stopped pretending? Sam, Asad, and AJ discuss the ethics and dangers of the "secure the bag" mindset and what it means for building enduring companies. They also pivot to the tactical side of leadership, breaking down why most managers wait too long to fire and the hard truth that "what you allow, you encourage." Key topics: The Thinking Machines exodus: Performance issues or corporate sabotage? Do ethics actually matter when the prize is AGI? The one management mantra every GTM leader needs for a high performing team Quitting the content hamster wheel: The hosts' priorities for the next chapter.   Thanks for tuning in! Catch new episodes every Sunday Subscribe to Topline Newsletter. Tune into Topline Podcast, the #1 podcast for founders, operators, and investors in B2B tech. Join the free Topline Slack channel to connect with 600+ revenue leaders to keep the conversation going beyond the podcast!   Chapters: 00:00 Intro: Top Line, Pavilion Gold, and Today's Agenda 02:28 The Thinking Machines Exodus and OpenAI's Hiring Spree 08:08 Capital Incentives: Why Tech Talent Has Become Mercenary 14:03 The Core Debate: Do Values Matter in Modern Tech? 18:41 The "Get the Bag" Mentality vs. Building Forever Companies 23:00 The Risks of Accelerating into a Future Without Ethics 31:28 Impact on GTM: Shorter Tenures and Transactional Hiring 34:25 Why Swiftly Correcting Underperformance is an Act of Loyalty 45:00 Why Organizational Values Are Useless Without Defined Behaviors 01:00:38 Final Question: What Are You Under-Prioritizing for 2026?  

Measuring against others, living graciously, and things pastors shouldn't talk about.   Septuagesima: Ex. 17:1–7, 1 Cor. 9:24–10:5 Matt. 20:1–16

The more things change, the more they stay the same in the TKO era of WWE. Gareth Morgan presents 8 Ways TKO Has RUINED WWE...ENJOY!Follow us on Twitter:@GMorgan04@WhatCultureWWEFor more awesome content, check out: whatculture.com/wwe Hosted on Acast. See acast.com/privacy for more information.

This Follower Friday on The Green Insider spotlights the powerhouse UTSI podcast series and the cutting‑edge conversations shaping the future of OT. Mike Nemer and Shaun Six break down the latest in OT innovation, AI, security, and energy efficiency, while showcasing standout partners like Sequre Quantum, Siemens, BlastWave, and EdgeRealm. It's a dynamic deep dive into why OT cybersecurity is becoming mission‑critical for today's infrastructure leaders — and how collaboration, education, and next‑gen technology are driving the industry forward. UTSI Podcast Series Conclusion Final episode of a six‑part podcast series sponsored by UTSI International. Features reflections from Mike Nemer and Shaun Six (CEO, UTSI International) on relationships built during the series. Emphasis on OT cybersecurity as a core theme. Emergent insight: AI's environmental impact surfaced as an unintended but compelling storyline. Episode structure includes a brief series recap, a short CEO segment (8–10 minutes), and post‑production editing support. Critical Infrastructure Security Challenges UTSI's 40‑year history supporting critical infrastructure is underscored. Industry challenges highlighted: Talent shortage (≈5 engineers leaving for every 1 entering). Rapid increase in connectivity of critical infrastructure devices. AI positioned as a force multiplier for operators—but also a potential attack vector if data is exposed. Partnerships discussed: Sequre Quantum – quantum random number generators. BlastWave – insights into AI's dual role as defender and risk. Focus on showcasing technologies that secure operations and protect infrastructure from emerging threats. AI Data Center Energy Solutions Collaboration with Siemens (via Alyssa) on AI's impact on data centers. Key concerns: rising energy and water consumption driven by AI workloads. Edge Realm highlighted for improving energy density at the edge to reduce strain. Introduction of LeakGeek, a rapid leak detection and response tool. Work with EdgeRealm also addresses illegal hot tapping and oil theft, noted as more common than publicly acknowledged. OT Cybersecurity: Collaboration and Education Strong focus on securing operational technology (OT) and industrial control systems. Call for improved private–public collaboration and information sharing. Many cyberattacks go unreported to avoid reputational damage. Attack vectors increasingly include everyday devices (e.g., printers, fax machines). Ransomware incidents can cost organizations millions of dollars per day. Emphasis on educating boards and investors about OT cybersecurity risks and value. UTSI OT Cybersecurity Partnership UTSI's approach includes: Cloaking OT systems. Securing remote access. Improving visibility and auditability of networks. Recognition of sponsorship and education value of a six‑part cybersecurity series. Closing remarks focused on partnership, knowledge sharing, and raising cybersecurity awareness. A special shout out the guest in this UTSI podcast series, Paulina Assmann, Alissa Nixon, Tom Sego, Frank Stepic, and Robert Hilliker. To be an Insider Please subscribe to The Green Insider powered by ERENEWABLE wherever you get your podcast from and remember to leave us a five-star rating. This podcast is sponsored by UTSI International. To learn more about our sponsor or ask about being a sponsor, contact ERENEWABLE and the Green Insider Podcast. The post Breaking Down OT Cybersecurity: Highlights from UTSI's Six‑Part Series appeared first on eRENEWABLE.

For more thoughts, clips, and updates, follow Avetis Antaplyan on Instagram: ⁠⁠https://www.instagram.com/avetisantaplyan⁠In this episode of The Tech Leader's Playbook, Avetis Antaplyan dives headfirst into the trust crisis disrupting hiring across tech and go-to-market roles. Drawing from conversations with both hiring managers and top-tier candidates, Avetis unpacks the growing disconnect: why talented people are being ghosted while keyword-stuffed, AI-generated resumes get through the door—and often, no one shows up.As the founder of HIRECLOUT, Avetis offers a blunt assessment of the current system: hiring isn't broken because of AI—it's been broken for years. AI simply exposed how fragile the trust and signal layers already were. In this candid solo episode, he outlines why resumes no longer reflect real value, how signal degradation is warping candidate pools, and what needs to change for hiring to scale with integrity.From the dangers of synthetic candidates to the myth of "clean" resumes, this episode is packed with pattern recognition strategies, hard truths for founders and recruiters, and a blueprint for using AI as a tool—not a replacement—for judgment. If you're building or hiring in tech, this is essential listening.TakeawaysThe hiring process is failing both qualified candidates and frustrated hiring managers.AI didn't break hiring—it revealed how broken trust and signal layers already were.Top talent is being filtered out by systems that prioritize keywords over capability.Many resumes that look impressive on paper are either exaggerated or AI-generated.Clean, keyword-rich resumes often come from average performers—not real builders.Bulk applications and synthetic candidates are crowding out authentic applicants.Trust—not automation—will be the next real hiring moat.Hiring systems that prioritize volume over intent end up scaling noise, not quality.Companies need to refocus AI to handle speed and prep, while humans manage judgment.Silence from recruiters often reflects broken systems, not a candidate's lack of value.Founders who can't distinguish real operators from fake ones aren't ready to scale.The solution lies in a hybrid model: real interviews, verified networks, and contextual judgment.Chapters00:00 Intro: Why this solo episode matters now00:53 The hiring paradox: Both sides feel broken01:47 It's not a talent issue—it's a signal and trust breakdown02:27 The candidate opt-out: when frustration becomes exit03:15 Why AI struggles to recognize real tech and GTM careers04:40 The hiring irony: real people get ghosted, fake ones get interviews06:13 When volume replaces intent: how systems reward the wrong behavior07:04 Resume inflation and red flags recruiters often miss08:30 The model that works: AI for speed, humans for judgment09:25 Scaling incompetence: the danger of removing humans too early10:05 Trust as a competitive advantage in hiring11:10 How HIRECLOUT filters for real vs fake candidates12:30 Final thoughts: the future of hiring is human-centricResources and Links:⁠⁠https://www.hireclout.com⁠⁠⁠⁠https://www.podcast.hireclout.com⁠⁠⁠⁠https://www.linkedin.com/in/hirefasthireright⁠

Thor checks in LIVE from down in Alabama after finally making it to the Senior Bowl. He recaps his days and dives deep into some of the top prospects he spoke with after practices and elaborates on how the Minnesota Vikings may solicit their talents with a draft pick.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Toronto just did something that should scare the league: they're winning big without a single “ball-stopper,” and the vibes aren't a gimmick — they're the engine. On this episode of On The Ball, Ric Bucher breaks down why the Raptors' pregame “house party” bench routine and locker-room freedom aren't cute… they're culture, and culture becomes chemistry, and chemistry becomes wins.Ric contrasts that with Golden State's current reality: an oddly quiet locker room, outsized expectations, and the uncomfortable question nobody wants to ask out loud — what exactly are the Warriors supposed to be right now? If you've been wondering why some teams look like they enjoy basketball and others look like they're surviving it, this is the roadmap.Timestamps:00:00 “Cooking with gas” + show intro00:40 Ric's third book tease: The Value of Being Coachable01:45 Why this episode became “All Raptors” (and why that matters)02:17 The Raptors' bench mob: conga line energy, welcome-in vibes03:24 Locker-room leaders you wouldn't expect: Jamal Shead + Gradey Dick04:03 Why hierarchies can help… or suffocate a team05:12 Off-court chemistry → on-court chemistry (especially for young teams)06:31 Warriors locker-room contrast: quiet, pressure, veteran routines08:02 The Warriors' expectation problem: “one move away” thinking09:13 The Buddy Hield reality check (and what fans project onto role players)10:26 What the roster actually is: youth, second-rounders, undrafted grinders11:18 Raptors parallels to early Mark Jackson Warriors (joy + hunger)13:32 Raptors “secret sauce”: unselfishness + relentless help-and-recover defense14:34 Ric interviews Darko Rajaković: character, consistency, no favorites17:13 The “no hesitation” rule — why Toronto's ball movement is different19:54 The possession that explains everything (Ingram → Jamal Shead → Walter)22:21 Context: OKC injuries, January realities, why panic takes are lazy24:08 Ric's bigger point on greatness — and why highlight culture lies24:41 Ingram's evolution: proving he can win, not just score26:18 Scottie Barnes as “team janitor” (dirty work that closes games)28:23 Can this translate to playoffs? Ric's honest outlook29:32 Tease: Giannis, Milwaukee, and a “game of chicken” next episode #OnTheBall #RicBucher #NBA #TorontoRaptors #Warriors #NBAAnalysis #NBACulture #TeamChemistry #BallMovement #ScottieBarnes #BrandonIngram #DarkoRajakovic #StephCurry #DraymondGreen #UnitedWeCastSupport this show http://supporter.acast.com/bucher-and-friends. Hosted on Acast. See acast.com/privacy for more information.

Rod Babers and Jeff Howe break down the incredibly talented Texas offensive roster and how Steve Sarkisian could deploy them on this week's Football Theory!    Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

If you've ever wondered why your “year 2” doesn't look like someone else's “year 15,” this episode is for you. Rider (TV narration, promo, and one of the most compelling keynote speakers you'll hear at a conference) breaks down the truth behind “overnight success” in voice over, what actually compounds over time, and why talent is only a small part of the equation. We get into the mindset and attitude side of the game most people ignore, how to stay hungry without burning out, and why you need a mission statement that can pull you forward when you're not feeling it. Also, yes… we talk barbecue. A lot. Listen now, then ask yourself: what are you going to DO with what you heard? PODBEAN — SHOW NOTES (bullets + links) In this episode with Rider, we cover: • Why “overnight success” is usually a 15-year build   • Talent is only part of the equation, what actually moves the needle   • Starting “the wrong way” (guest bathroom studios, janky gear) and still building a career   • Why rushing the process breaks people, and how patience becomes a strategy   • “You're auditioning for your own job”, staying hungry, staying humble   • The mindset piece most voice actors skip, confidence, courage, gratitude, and resilience   • The mission statement framework, goals vs mission, present tense, and why clarity matters   • What to do on days you're not feeling it, and how to reset your state   • The VO Life Coach app, what it is, who it's for, and how it works   • Rider's other show, Tri-Vio Pursuits (with Matt Baker + Mandy Fisher) CONNECT WITH RIDER

In hour one, Mike & Jason look back at the previous day in sports, they preview tonight's Canucks matchup versus the Ducks (3:00), plus they get a Maple Leafs update from the Toronto Star's Kevin McGran (26:55), as the Leafs are in town to play Vancouver on Saturday. This podcast is produced by Andy Cole and Greg Balloch. The views and opinions expressed in this podcast are those of the hosts and guests and do not necessarily reflect the position of Rogers Media Inc. or any affiliate.

Independent sports reporter Tracy Cowley joined Sports Talk. Cowley praised Tiger head coach Lane Kiffin for building LSU's roster through the transfer portal, adding talent and depth. Cowley shared her thoughts on the Tigers' defense, running backs, quarterbacks, and wide receivers.

Saints sideline reporter Jeff Nowak joined Sports Talk. Nowak broke down the second day of the annual Senior Bowl, highlighting LSU quarterback Garrett Nussmeier, a pair of talented day two wide receivers, and the loaded class of defensive linemen.

International signing day has come and gone, and we review the top 5 prospects the Orioles signed. Some rumors, and a lot of internet speculation, have tentatively tied Zac Gallen to the O's this offseason. Could he recapture the near Cy Young form he showed in 2023? Or is the decline real? BlueSky Twitter YouTube Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Independent sports reporter Tracy Cowley joined Sports Talk. Cowley praised Tiger head coach Lane Kiffin for building LSU's roster through the transfer portal, adding talent and depth. Cowley shared her thoughts on the Tigers' defense, running backs, quarterbacks, and wide receivers.

Chapters: 00:00 - Weekend recap/Hilary Duff 06:12 - Queer Eye DRAMA 15:17 - Trish's cutlery issue (he has none) 17:35 - 'America's Next Top Model' documentary 25:42 - Kanye's apology 31:15 - Dave Portnoy's suite for the Big Game/The Patriots 42:45 - Barstool's full travel list 01:03:02 - Megan Makin' Money's twitter Pat and Kelly recap their respective weekends, the Queer eye drama, and Trish's apartment situation. They also break down the America's Next Top Model doc, Kanye's apology, and get into the Barstool drama surrounding the big game. Plus a reveal of the current travel list headed to SF, Dave Portnoy's sweet, and Megan Makin' Money's bizarre tweets. That and more. PLEASE comment and like to help us out hehe. SUPPORT OUR SPONSORS: Kraken: Go to https://kraken.com/barstool and sign up with code BARSTOOL25 for $25 in BTC Fabletics: Head to https://Fabletics.com/about, take a quick style quiz, and be sure to select about when prompted to unlock your 80% off. DraftKings: Download the DraftKings Sportsbook app and use code ABOUT. New customers can turn five bucks into three hundred dollars in Bonus Bets if your bet wins with CODE ABOUT. In partnership with DraftKings — The Crown Is Yours. Zbiotics: Head to https://ZBiotics.com/OUT and use the code OUT at checkout for 15% off.You can find every episode of this show on Apple Podcasts, Spotify or YouTube. Prime Members can listen ad-free on Amazon Music. For more, visit barstool.link/outandabout

In this podcast episode, Dr. Jonathan H. Westover talks with Cyndi Wenninghoff about creating a magnetic culture in your organization. Cyndi Wenninghoff has over 10 years of experience working in human resources in various industries including advertising, insurance, and technology. She currently works as the Director of Employee Success at Quantum Workplace in Omaha where she oversees employee engagement, recruiting, DE&I, onboarding, and retention efforts. Previously she was the Director of Human Resources at SilverStone Group, a HUB International company as well as the Head of Talent at Bailey Lauerman. Outside of work, she is a member of the Human Resources Association of the Midlands (HRAM) and the Society for Human Resource Management (SHRM). Additionally, she serves as the Director-Elect for the HR Nebraska State Council. She is also the Communications and PR Coordinator for RISE Omaha, a motivating speaker series designed to inspire and unite women throughout Omaha, helping to connect women leaders and build the next generation of female business leaders. Check out all of the podcasts in the HCI Podcast Network!

In a world overflowing with business content and quick-fix success formulas, authentic dialogue about what gives life meaning can feel rare. On this episode of Christopher Lochhead: Follow Your Different, we have a conversation with Daniel Coyle, bestselling author of “The Culture Code” and the new book “Flourish.” We unpack why thriving individually and collectively goes far beyond achievements. Their dialogue serves as a blueprint for building a life and community that feels connected, alive, and meaningful. You're listening to Christopher Lochhead: Follow Your Different. We are the real dialogue podcast for people with a different mind. So get your mind in a different place, and hey ho, let's go.   Beyond the Mountain: What Happens After Success? For many, life is a climb toward results: career milestones, fame, or financial rewards. Both Lochhead and Coyle share how, after reaching some form of the summit, people often ask “What's this all for?” The answer, according to years of research on happiness and human development, isn't another achievement. Instead, life satisfaction comes from meaningful relationships. Despite this, Western culture pushes us to optimize, perform, and automate, treating life and business as machines instead of thriving ecosystems. To flourish means to recognize life as something to be tended like a garden, not a hill to conquer.   The Paradox of Results and Meaning High performers often value discipline, drive, and outcome; the thrill of legendary results. Coyle acknowledges the paradox: results are important, but without serving something higher, they feel empty. Achieving big goals can even hollow out life if not connected to deeper values or service beyond oneself. True flourishing involves aligning your pursuits with something greater and knowing what you want to exist in the world even if you're not there. As Coyle puts it, life's best moments often come when “you kind of vanish” into connection, contribution, or flow: whether with people, ideas, or experiences.   Cultivating Flourishing in Daily Life If flourishing is rooted in shared, joyful, and meaningful growth, how can we cultivate it amid daily pressures? Coyle's advice is to start small and intentionally reflect on where you already feel most resonant, moments when you lose yourself in work, play, or connection. Track these periods and aim to create more of them. Meaningful relationships come from deep questioning and mutual investment, not from perfect routines or solitary habits. Prioritize the “animate” parts of your life: the conversations, surprises, and even the messiness of real relationships, which are hallmarks of flourishing communities and partnerships. Ultimately, flourishing is mutual: you cannot thrive alone, and your aliveness helps those around you come alive too. The message is clear. Achievements matter, but without connection and mutual flourishing, they become hollow victories. Designing a flourishing life is not only possible but necessary for real fulfillment, and it starts with tuning into what gives your days meaning and builds authentic relationships along the way. To hear more from Daniel Coyle and how to flourish in business and daily life, download and listen to this episode.   Bio Daniel Coyle is a bestselling author and leading voice on peak performance, talent development, and organizational culture. He is best known for The Talent Code, The Culture Code, and The Little Book of Talent, which explore how individuals and teams achieve extraordinary results. Through immersive research with elite sports teams, businesses, and creative organizations, Coyle uncovers the habits and environments that spark learning, trust, and sustained excellence. His work translates complex science into practical, actionable insights. Coyle's writing has been featured in The New York Times, The Wall Street Journal, and Harvard Business Review. As a sought-after speaker, he helps leaders build cultures that drive growth, resilience, and long-term success.   Links Follow Daniel Coyle!  Daniel’s Blog | LinkedIn | Facebook   We hope you enjoyed this episode of Christopher Lochhead: Follow Your Different™! Christopher loves hearing from his listeners. Feel free to email him, connect on Facebook, X (formerly Twitter), Instagram, and subscribe on Apple Podcast / Spotify!    

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Coach John Tigert shares his remarkable journey in coaching softball at Carlsbad High School. He reflects on the evolution of the sport, the challenges faced, and the triumphs achieved, including winning 11 state championships. Coach Tigert emphasizes the importance of mental toughness, discipline, and community support in building a successful program. He also shares memorable stories about his players, the dynamics of team rivalries, and the fun side of coaching, including pranks and superstitions that fostered team spirit. Presented by Carlsbad Chamber of Commerce Produced by All Sports Best 00:00 Introduction to Coach John Tigert 01:14 The Beginning of a Coaching Journey 04:03 Early Challenges and Triumphs 09:44 Evolution of Softball Coaching 18:02 State Championships and Records 22:32 Team Dynamics and Rivalries 24:01 Talent vs. Mental Toughness 28:24 Memorable Players and Their Impact 30:26 Discipline and Coaching Philosophy 36:44 Parent Involvement and Community Support 40:00 Superstitions and Pregame Rituals 46:23 Pranks and Team Spirit 

Discover why the future of AI at work is more human than you think. Vinay Gidwaney, Chief Product Officer at OneDigital, shares how treating AI agents as talent rather than technology is changing AI adoption at work. He explains people-first change management, managing AI coworkers, building trust in human AI teams, and why real transformation depends on equity, access, and better decision-making.Key Moments:AI as a Coworker (01:45): Vinay introduces “Ben,” an AI benefits consultant at OneDigital, to illustrate a fundamentally different way of thinking about AI at work. Instead of positioning AI as automation or replacement, he explains how AI coworkers are designed to augment human expertise and support better decision-making.Hiring, Training, and Managing AI Like Employees (04:20): Vinay walks through OneDigital's intern-to-apprentice model for AI, including job descriptions, cultural fit, human managers, and ongoing supervision. He shows how applying HR rigor to AI builds trust, accountability, and clarity while helping employees see AI as part of the team, not a threat.Why AI Projects Fail: The Misguided Focus on Tools over Talent (10:45): Vinay argues that AI fails when treated like a traditional IT rollout. He emphasizes that AI adoption is fundamentally a people and change-management challenge, calling on HR leaders to lead the shift in how humans and AI work together.Recognizing the Limits and Risks of AI Automation (23:10): Vinay explains why fully autonomous AI agents often fall short in knowledge-based organizations. He cautions leaders to be skeptical of automation-first promises and introduces a more realistic model centered on cognition, human oversight, and thoughtful ROI evaluation.The Future of Work in an AI World (38:10):  Vinay reflects on his career and argues that software alone is no longer a defensible moat. He emphasizes speed, insight, services, and human judgment as the true sources of lasting value.Key Quotes:“ If you treat AI like any other technology that you've adopted in your company. It's not going to work out as well as you'd like… It's not a technology thing, it's a people thing.” - Vinay Gidwaney“ AI is a great way to spread human talent in your organization because they mirror what your humans are doing.” - Vinay Gidwaney“AI is talent and you have to treat AI in the same way that you treat the talent within your organization.” - Vinay GidwaneyMentionsHow to Train Your AI ‘Coworker'What are AI agent types? How to choose one for your dataReconfiguring work: Change management in the age of gen AIGuest Bio Vinay Gidwaney is the Chief Product Officer at OneDigital, a national insurance, employee benefits, HR, and financial services company serving 100,000 employers and 10 million families, with over $1B in revenue. He is responsible for defining and executing the technology and AI strategy as the company reinvents the insurance and wealth management industries with innovative products.Previously, Vinay led the technology strategy for CIC Health during one of the largest COVID-19 public health campaigns in U.S. history. Collaborating with public partners, he helped set up award-winning vaccination efforts at iconic locations such as Gillette Stadium and Fenway Park, and at numerous community sites, administering 1.2 million COVID-19 vaccinations in less than seven months.A 2002 winner of the prestigious MIT Technology Review Magazine Top 100 Innovators Under 35 award, Vinay is a proud father to Leela, Niam, Kayvion and Samay. Hear more from Cindi Howson here. Sponsored by ThoughtSpot.

Why do some recruiters stay stuck on contingent work while others shift a large portion of their business to retained without pitching harder or sounding salesy? James Cairns found the answer the hard way. James is a CPA who left a stable corporate finance career to start a boutique search firm with no agency experience, no local network, and just $30,000 in savings. His first year was brutal. Three placements. Borrowed money. Serious doubts about whether he'd made a huge mistake. Then one summer night, sitting on his back porch, James made a decision that changed everything. He eliminated Plan B. From that point on, momentum followed. Today, James runs The CSP Group, a highly respected finance and accounting search firm in St. Louis. He regularly beats national firms, fills senior roles up to CFO level, and now operates with roughly 40% of his work on retained or contained terms. In this episode, James breaks down what actually drove that shift. Not better sales tactics, scripts, or pressure. But commitment, process, and the confidence to walk away from the wrong work. This conversation offers a clear look at what changes when a recruiter stops competing on volume and starts choosing the right work. In this episode, you'll learn: Why eliminating "Plan B" unlocked consistent momentum How James moved from 3 placements to 40% retained work The candidate profiling system that generates a third of his placements Why being local and specialized beats national firms How to position retained search without pitching or pressure Why walkaway power matters more than persuasion Episode highlights: [3:44] Why a CPA with zero agency experience started a search firm [6:31] Quitting with $30K, a pregnant wife, and no local network [8:46] First-year reality: three placements and borrowed money [10:04] The back porch moment that eliminated Plan B [18:41] The candidate process that transformed responsiveness [21:51] Talent profiles and how they drive a third of placements [38:02] Why local specialization beats national firms [43:27] The CFO placement that changed everything [50:04] "This is how we work": James's retained positioning [59:06] Why walkaway power leads to more retained work James's story is proof that retained success isn't about being louder or more persuasive. It's about clarity, commitment, and choosing the right work. Guest Bio: James Cairns is the founder of The CSP Group, a boutique executive search firm specializing in finance and accounting talent in the St. Louis market. James earned his CPA license and began his career at PwC in Big Four audit before moving into corporate finance roles. He started The CSP Group in 2014 with $30,000 in savings, a one-year-old at home, another child on the way, and no local business network. After a difficult first year, James committed fully to making the business work - a decision that changed everything. Today, the CSP Group places senior-level finance professionals up to the CFO level, with approximately 40% of search assignments on retained or contained terms. Connect with James: James on LinkedIn - https://www.linkedin.com/in/james-cairns-062a5b7/ The CSP Group website - https://thecspgroup.com/ Connect with Mark: Get your free 30-minute strategy session: recruitmentcoach.com/strategy-session Mark on LinkedIn - https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk Follow on Instagram: @RecruitmentCoach This episode is brought to you by Recruiterflow. Recruiterflow is an AI-first ATS and CRM built to help recruitment businesses run and scale more efficiently. With built-in sequencing, data enrichment, marketing automation, and AI agents, it's trusted by many leaders in our coaching community. Learn more or request a demo at https://recruitmentcoach.com/recruiterflow

There's a significant disconnect playing out in organizations right now. Leaders understand AI is probably the most transformative technology of their lifetimes. They're making bold announcements and setting ambitious targets. Yet they're not providing the structures, ownership, or vision needed to drive real change. The result? Small pilots, incremental efficiency gains, and nowhere near the transformation everyone keeps talking about. The issue isn't the technology. Organizations simply aren't wired for transformative change, particularly when it cuts across departments and functions. Nobody owns it, and there's no clear model for what the future should look like. The implications for talent, skills, and how we think about work are enormous. What does it actually take to rewire an organization for the AI era? My guest this week is Stephen Wunker, co-author of "AI and the Octopus Organization". In our conversation, he shares what's really happening, what's holding companies back, and what this means for talent professionals. In the interview, we discuss: The gap between what CEOs are saying and what is actually happening What is holding AI transformation back Distributed innovation What is an “Octopus Organization”? The role of human judgement and the need for more critical thinking Examples of companies that are succeeding Talent and culture What will happen to the adoption rate? Where will we be in two years' time? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. A full transcript will appear here shortly.

Before Stan Andrisse was sentenced to ten years in prison for a Class A drug felony, the prosecutor had asked for a life sentence, suggesting that the defendant was irredeemable.  In the years since, Stan, now "Dr. Andrisse" has proved this attorney and many others wrong.  While in prison, he discovered an interest in science and endocrinology and today is a tenured professor at the Howard University College of Medicine.  To create similar opportunities and career paths for others who are or have been incarcerated, he founded the non-profit From Prison Cells to PhD.    Chapters:   00:00 Introduction to Dr. Stan Andrisse  This chapter introduces Dr. Stan Andrisse a tenured faculty member at Howard University and the founder of "From Prison Cells to PhD."   02:40 Early Life and Incarceration  Dr. Andrisse discusses his childhood in Ferguson, Missouri, and how he became involved in illegal activities from a young age. He describes his progression from minor trouble to serious drug dealing, leading to multiple felony convictions and facing a potential life sentence under the three-strikes law.  07:58 The Incarceration of the Mind  Stan reflects on the profound psychological impact of being labeled a career criminal and facing a lengthy prison sentence. He emphasizes that the 'incarceration of the mind' is more damaging than physical imprisonment and describes how a mentor helped him begin to overcome this despair.  12:58 Mentor and Path to Education  Stan details the pivotal role of Dr. Barry Bodie, who supported him during his sentencing and continued to mentor him in prison. He explains how reading scientific articles, prompted by his father's death from diabetes, liberated his mind and ignited his passion for science, leading to his acceptance into St. Louis University despite multiple rejections.  22:33 Talent, Opportunity, and Innovation  Stan discusses his philosophy that talent is evenly distributed, but opportunity is not, using his own journey as an example. He highlights the untapped brilliance within incarcerated individuals, arguing that with resources and opportunities, their innovative problem-solving skills could benefit society greatly.  28:40 From Prison Cells to PhD: The Organization  Stan explains how his personal transformation inspired the creation of "From Prison Cells to PhD," a nonprofit scaling the mentorship and resource provision he received. He shares the organization's three core tenets: peer mentorship, community building, and connecting people to resources, detailing its significant success in helping formerly incarcerated individuals pursue higher education and careers.  34:07 Impact and Pen Pal Program Stan discusses the remarkable matriculation and GPA rates of participants in his "From Prison Cells to PhD" program. He explains how the organization reaches incarcerated individuals through partnerships with correctional facilities and its impactful pen pal program, which provides a vital connection to the outside world and instills hope, preventing recidivism.  41:35 The Drive to Succeed and Give Back  Stan highlights the unique motivation and grit of formerly incarcerated individuals, driven by a desire to prove their worth and contribute positively to society. He notes that their experiences with hardship often translate into loyalty, hard work, and a commitment to making communities better and safer.  45:29 Breaking Chains, Building Futures, and Final Thoughts  Stan discusses his new book, "Breaking Chains, Building Futures," which features diverse stories of individuals helped by his organization.  He encourages listeners to support "From Prison Cells to PhD" through their website and social media, emphasizing the continued inspiration he draws from his father's motto: "It's Never Too Late to Do Good." 

Carl and Mike get into some college football talk as they react to Georgia's Daylen Everett saying he would enjoy learning from the Falcons DB's if he were drafted by the team. They also share their thoughts on there not being as many Georgia players at the Senior Bowl, which they agree the level of talent on the Bulldogs' team was not that of previous seasons in which several Georgia players were featured in the annual event.

Coach Jim Johnson was named Coach of the Year in 2006 by several Rochester-area organizations and was also presented with a National Sportsmanship Award. These honors brought to light an impressive body of work over the past two decades. His career record is now 428-221, with divisional titles in 1996, 2002, 2003, 2006, 2007, 2008, 2009, 2013, 2014, 2015 and 2016. He was also named All-Greater Rochester Coach of the Year in 2014 and 2015. Coach Johnson has rolled his accomplishments and experiences into two speaking presentations, “Dreams Really Do Come True” and “Leadership Lessons from Half-Court”.Contact Coach Jim Johnson:website www.coachjimjohnson.comwww.youtube.com/@limitlessleadershiplounge6591 for our podcast.Two books: A Coach and a Miracle and Lessons From Thought Leaders that I wrote a chapter for. speaking, free monthly newsletter andfree weekly Blog.8) Social Medis Links: https://www.facebook.com/CoachJimJohnson https://twitter.com/CoachJimJohnson https://www.linkedin.com/in/coachjimjohnson/ https://www.instagram.com/coachjimjohnson/Dr. Kimberley LinertSpeaker, Author, Broadcaster, Mentor, Trainer, Behavioral OptometristEvent Planners- I am available to speak at your event. Here is my media kit: https://brucemerrinscelebrityspeakers.com/portfolio/dr-kimberley-linert/To book Dr. Linert on your podcast, television show, conference, corporate training or as an expert guest please email her at incrediblelifepodcast@gmail.com or Contact Bruce Merrin at Bruce Merrin's Celebrity Speakers at merrinpr@gmail.com702.256.9199Host of the Podcast Series: Incredible Life Creator PodcastAvailable on...Apple: https://podcasts.apple.com/us/podcast/incredible-life-creator-with-dr-kimberley-linert/id1472641267Spotify: https://open.spotify.com/show/6DZE3EoHfhgcmSkxY1CvKf?si=ebe71549e7474663 and on 9 other podcast platformsAuthor of Book: "Visualizing Happiness in Every Area of Your Life"Get on Amazon: https://amzn.to/4cmTOMwWebsite: https://linktr.ee/DrKimberleyLinertThe Great Discovery eLearning platform: https://thegreatdiscovery.com/kimberleyl

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SummaryThe conversation delves into various aspects of wrestling, including the impact of social media on careers, the evolution of storytelling, fan perspectives, and the influence of politics on the industry. The speakers discuss the importance of character development, the consistency of WWE's content, and the challenges faced by fans regarding ticket prices. Predictions for upcoming wrestling events are also shared, highlighting the excitement and uncertainty surrounding the future of wrestling stars.Chapters00:00 Navigating Controversies in Wrestling03:17 The Impact of Social Media on Wrestling Careers07:04 The Evolution of Wrestling Storytelling08:40 Fan Perspectives on Wrestling Dynamics11:19 WWE's Consistency and Quality of Content15:46 Political Influences in Wrestling21:01 The Role of Talent and Opportunity in Wrestling22:27 The Importance of Character Development22:42 The Future of Wrestling Stars22:58 Predictions for Upcoming Wrestling Events

In de archiefkast van de Volkskrant bespreekt tekenaar Piet Paris met Gijs Groenteman schoonheid en lelijkheid en de belofte die hij zichzelf ooit deed: zijn talent niet te verkwisten. Aan de hand van meegebrachte tekeningen vertelt Paris (echte naam: Pieter ’t Hoen) over zijn jeugd, over tekenen als eerste natuur en over zijn fascinatie voor het vrouwelijk lichaam. ‘Dit zegt iedereen, maar mijn moeder was écht heel mooi.’Presentatie: Gijs GroentemanRedactie en montage: Julia van AlemCamera: Lisette SpiegelerEindredactie: Jasper VeenstraSee omnystudio.com/listener for privacy information.

In this episode of the Workforce 4.0 podcast, host Ann Wyatt interviews Suzanne Soper and Doug Beck from Schneider Electric at the 2025 Schneider Innovation Summit. They discuss the importance of technology for the future of work, but also on the importance of hiring veterans, career pathing in the tech industry, and the significance of building a strong company culture. The guests share insights on the future of work, emphasizing the need for data-driven decision-making and the importance of nurturing young talent. This conversation highlights how investing in manufacturing in the win that we have to have. In This Episode:-02:00: The Convergence Of Consumer and Workforce Technology-04:56: Applying AI For The People At Work-15:03: Manufacturing Opportunities: The Younger Generations Aspire to Problem Solve-18:09: Schneider Electric Driving The People/Technology Convergence-19:07: Schneider's Billion Dollar Investment For A Sustainable Future-22:54: Schneider Electric's Commitment To Workforce Development-24:39: Investing In Veterans Through Unique Hiring Initiatives-26:52: The Shift In Manufacturing Roles Past And Present-29:56: Personal Testimonies of Career Pathing Opportunities At Schneider Electric-33:40: Tips For Fostering A World Renowned Culture-41:08: Investing In Your Talent Is The Win That You Have To Have-45:42: Closing Remarks And Point of Contact InformationMore About Suzanne Soper:Suzanne Soper is Vice President of U.S. Services at Schneider Electric, leading commercial service operations and driving innovation across the EcoStruxure platform. With over 20 years in sales, operations, and business development, she's passionate about building high-performing teams and advancing resilient, efficient, and sustainable solutions in the IoT era. Since joining in 2018, she's held strategic leadership roles focused on critical power and software growth. To learn more about Suzanne,, connect with her here. More About Doug BeckDoug Beck is Director, US Industrial Automation Services Leader at Schneider Electric. Doug has over 25 years of experience across power, digital, energy, and industrial automation sectors. He is deeply committed to fostering a culture of trust and leveraging technology to deliver exceptional customer experiences. Currently, he lead a team of service professionals focused on consulting, digital transformation, and modernization services—driving greater reliability, resiliency, and sustainability in industrial automation processes. To learn more about Doug, connect with him here.

Nobody is ever excited about an audit, but today I'm asking you to do one because we need to talk about the hidden tax on your organization: undiagnosed and unsupported neurodivergence. In this episode, I'm moving beyond the "why" and giving you a tactical, 30-day framework to measure exactly what you're losing in turnover, productivity, and talent. We are going to dig into the data you likely already have - from voluntary turnover trends to coded language in performance reviews...to spot the high-performing women who are slipping through the cracks. I will walk you through a four-week plan to identify the red flags, like specific benefits utilization patterns or reviews that label brilliant employees as "inconsistent," and show you how to synthesize that findings into a single-page business case. It is time to ask the hard question: are we losing talent because they can't do the work, or because our systems weren't built for them?. Whether you are a Chief People Officer or an HR leader, join me as we do the math on retention and build a better playbook for our teams. Stacie More episodes at StacieBaird.com.

In this episode of the Grownlearn Podcast, host Zorina Dimitrova speaks with Bryan Adams, CEO and founder of Happydance and a leading voice in employer branding, talent attraction, and candidate experience. As AI tools like ChatGPT transform how candidates apply for jobs, organizations are facing a new challenge: too many applications, inflated credentials, and weaker cultural alignment. Bryan explains why traditional employer branding tactics are now backfiring and how leading companies are shifting from “attraction” to filtering, self-selection, and truth-based storytelling. In this conversation, we explore: How AI and LLMs are changing recruitment at scale Why applicant volumes have exploded and what it breaks The limits of ATS and AI screening from a legal and compliance perspective How authentic storytelling helps candidates self-select out Why employer branding is moving from marketing to executive strategy How culture, leadership messaging, and transparency directly impact company value This episode is essential for founders, executives, investors, and HR leaders who want to understand how talent strategy, culture, and technology influence long-term performance and valuation. Bryan Adam's Business' Website: https://www.happydance.love/ ---------------------------------------------------------------------------------------------------------------------------------------------

Matt Alder is a futurist and strategic consultant who works with organisations to navigate the changing landscape of Talent, HR, and the future of work. He is the host of Recruiting Future, one of the world's most influential podcasts in this space, and the author of two books, Exceptional Talent and Digital Talent. Over his 25-year career, he has advised global employers on foresight, technology, and strategic workforce capability. Matt is an experienced keynote speaker who has presented in 18 countries, known for offering clear, practical insight into the forces reshaping work and their implications for leadership. Hosted on Acast. See acast.com/privacy for more information.

In the latest episode of The Science of Personality, Ryne and Blake are joined by Kevin Mitchell, PhD, the Talent and Organizational Development Manager at the MIT Lincoln Laboratory, to talk about developing technical experts into leaders. In theory, any high performer regardless of their area of expertise should at some point be rewarded with a leadership position. But sometimes what makes someone a great software developer or network engineer might not translate to success once they ascend to a managerial role. In this episode, Kevin, who has a wealth of experience in this area, talks about how to successfully develop these high performers into effective and strategic leaders.

Le sujet fort de l'actualité foot du jour vu par Jérôme Rothen et la Dream Team.

Living Proof Ministries is pleased to share a teaching series about the Parable of the Talents originally recorded during Beth's May 2014 Living Proof Live event held in Spokane, WA.We would love to have you join us for a Living Proof Live Event! Beth always brings a fresh word. Check out our Events webpage to see Beth in-person (https://www.lproof.org/events).---------------Living Proof Ministries is dedicated to encouraging people to come to know and love Jesus Christ through the study of Scripture."For the Word of God is living and active. Sharper than any two-edged sword." –Hebrews 4:12---------------Connect with us:WEBSITE: https://www.lproof.org/YOUTUBE: https://www.youtube.com/channel/UCRJmg8jt3mQ4DTELKDde4rQINSTAGRAM: https://www.instagram.com/livingproofministries/FACEBOOK: https://www.facebook.com/LivingProofMinistriesWithBethMoore/TWITTER: https://twitter.com/BethMooreLPM

Living Proof Ministries is pleased to share a teaching series about the Parable of the Talents originally recorded during Beth's May 2014 Living Proof Live event held in Spokane, WA.We would love to have you join us for a Living Proof Live Event! Beth always brings a fresh word. Check out our Events webpage to see Beth in-person (https://www.lproof.org/events).---------------Living Proof Ministries is dedicated to encouraging people to come to know and love Jesus Christ through the study of Scripture."For the Word of God is living and active. Sharper than any two-edged sword." –Hebrews 4:12---------------Connect with us:WEBSITE: https://www.lproof.org/YOUTUBE: https://www.youtube.com/channel/UCRJmg8jt3mQ4DTELKDde4rQINSTAGRAM: https://www.instagram.com/livingproofministries/FACEBOOK: https://www.facebook.com/LivingProofMinistriesWithBethMoore/TWITTER: https://twitter.com/BethMooreLPM

Go to www.LearningLeader.com to learn more 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: Brad Stulberg is a bestselling author and leading expert on sustainable performance and well-being. He's written for The New York Times, Outside Magazine, and The Atlantic, and his previous books include Peak Performance and The Practice of Groundedness. His latest book, The Way of Excellence, is great. Brad's writing combines cutting-edge science, ancient wisdom, and stories from world-class performers to help people do their best work without losing themselves in the process. Notes: Never pre-judge a performance. When you're feeling tired, uninspired, or off your game, show up anyway. Remember the Beatles scene—they looked bored and exhausted, but Paul still wrote "Get Back" that day. You don't know what's possible until you get going. Discipline means doing what needs to be done regardless of how you feel. As powerlifter Layne Norton says, we don't need to feel good to get going... We need to get going to give ourselves a chance to feel good. Stop waiting for motivation. Start moving and let the feeling follow. Audit who you're surrounding yourself with. The Air Force study is striking: the least fit person in your squadron determines everyone else's fitness level. If you sit within 25 feet of a high performer at work, your performance improves 15%. Within 25 feet of a low performer? It declines 30%. Your environment isn't neutral... Choose wisely. Treat curiosity like a muscle. It's a reward-based behavior that gets stronger with use. When Kobe said he played "to figure things out," he was tapping into the neural circuitry that makes learning feel good and builds upon itself. Ask more questions. Stay curious about your craft. Excellence isn't about perfection or optimization... It's about mastery and mattering. It's about showing up consistently, surrounding yourself wisely, and staying curious along the way. To the late Robert Pirsig - one of the greatest blessings and joys and sources of satisfaction in my life is to be in conversation with your work. He's the author of Zen and the Art of Motorcycle Maintenance— "gumption is the psychic gasoline that keeps the whole thing going." Arrogant people are loud. Confident people are quiet. Confidence requires evidence. The neural circuitry associated with curiosity is like a muscle: it gets stronger with use. Curiosity is what neuroscientists call a reward-based behavior. It feels good, motivates us to keep going, and builds upon itself. Kobe didn't play to win. He played to learn and grow. Kobe Bryant said he didn't play not to lose, and he didn't even play to win. He played to learn and to grow. He said the reason he did that is because it's so much more freeing. If you're really trying not to lose, you're going to be tight. If you're really trying to win, you're going to be tight. But if you're just out there to grow, you're going to be in the moment. When you're in the moment, you give yourself the best chance of having the performance you want. The word compete comes from the Latin root word com, which means together, and petere, which means to seek, rise up, or strive. In its most genuine form, competition is about rising together (Caitlin Clark's story against LSU). Love: The Detroit Lions had just won their first playoff game in 32 years. Following the game was a scene of pure jubilation. During a short break from the celebrating, the head coach, GM, and quarterback all gave brief speeches. Which collectively lasted about 2 minutes. During those 2 minutes, the word LOVE was repeated 7 times. Homeostatic regulation -- Sense it in the greatness of others and when you're at your best. What Brad calls "excellence." Surround yourself with people who have high standards. When things don't go your way, when you're inevitably heartbroken or frustrated, it's the people around you, the books you read, the art around you, the music you listen to, that's the stuff that speaks to you and keeps you going. It keeps you on the path even amidst the heartbreak. Process goals work better than outcome goals for most people. If you're an amateur, you should be process-focused. When I train for powerlifting, I don't think about the meet that I'm training for. I think about showing up for the session today. If I think about the meeting, I get anxious, and my performance goes down. But if you're Steph Curry and you've been doing your thing for 20 years, you can think about winning the gold medal because your process is so automatic. For 99% of people, focus on the process. "Brave New World" turns fear into curiosity. When you walk up to a bar loaded with more weight than you've ever touched, there can be fear about what it's going to feel like. If you go up to the bar with fear, you're going to miss the lift. If you're convinced you're going to make it, you'll make it, but your nervous system knows when you're lying to yourself. The middle ground is curiosity. Instead of saying "that's heavy, it's scary," I say "Brave New World. I've never touched this weight before. I have no idea what's going to happen, but let's find out." It splits the difference. I'm hyped, I'm giving myself a chance, I'm not lying to myself, but I'm also not scared. Curiosity and fear cannot exist at the same time in the brain. There are seven pathways in the brain defined by affective neuroscientist Jaak Panksepp. Two of those pathways are the rage/fear pathway and the seeking/curiosity pathway. These pathways cannot be turned on at the same time. They compete for resources. It's a zero sum game. You cannot simultaneously be raging and curious. You cannot be terrified and curious at the same time. If you get into a mindset of curiosity, it's extremely hard to be angry or terrified. By being curious, we turn off the fear deep in our brains and give ourselves a chance to perform our best. Practice curiosity in lower-consequence situations first. Curiosity is like a muscle. If you're about to do something absolutely terrifying and you're really scared and you say, "I'm just going to be curious," you know you're lying to yourself. You have to practice in lower-consequence situations first. When you, as a paren,t get really upset with your kid, try to be curious about their experience. Watch your anger calm down. When you as a leader, have a board presentation where you're feeling anxious, try to have that mindset of "Brave New World." When you're an athlete going into a big game obsessing about what could go wrong, try to be really curious instead. The best competitors have emotional flexibility. As a competitor, you would know that in the confines of the game, you're not singing Kumbaya, you are trying to kill them. Then you have the emotional flexibility the minute that game ends to respect them as a person. That is the best way to compete. That's when our best performances happen. It's not either/or, it's both/and. It's playing really hard, giving everything you can for the win, seizing on your opponent's vulnerability, at the same time as having deep respect for them. You don't have to be miserable to be excellent. There are people like David Goggins or Michael Jordan who seem motivated by anger and a chip on their shoulder. But Jordan would put his tongue out like this primal expression of joy when he was about to dunk. And Jordan won all his championships while being coached by Phil Jackson, the Zen master of compassion. There are the Steph Currys of the world, or Courtney Dauwalter (best ultra marathoner to ever exist), or Albert Einstein (total mystic who had so much fun in his work). There are two ways to the top of the mountain. For 99.999% of people, you end up performing better with fun and joy, and you have so much more satisfaction, which contributes to longevity. The best leaders take work seriously but laugh at themselves. The best leaders I know in the corporate world, they take the work so seriously. They are so intense. But my God, do they laugh at themselves and their colleagues and have fun. Reflection Questions Brad says, "The things that break your heart are the things that fill your life with meaning." What are you currently holding back from caring deeply about because you're afraid of getting hurt? What would it look like to step fully into that arena despite the risk of heartbreak? The Air Force study showed that sitting within 25 feet of a low performer decreases your performance by 30%. Honestly assess who you're spending the most time with right now. Are they raising your standards or lowering them? What specific change could you make this month to shift your environment? Brad uses "Brave New World" to turn fear into curiosity before big challenges. Think of something coming up that makes you anxious. Instead of trying to convince yourself you'll succeed or dwelling on the fear, what does it feel like to approach it with pure curiosity: "I've never done this before. Let's find out what happens."

Sign up now to access the daily Notre Dame news and recruiting scoop on the Four Horsemen Lounge and all of the premium Notre Dame stories on IrishIllustrated.com!Get your first month for only $1.00 -- sign up today.What's on your mind?Talk about it at the Four Horseman LoungeSign up for our FREE Notre Dame Newsletter Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Learn more about Tina at:  https://www.propelmodels.comhttps://www.instagram.com/propelmodels/?next=%2F Show Notes:

On the latest Transfer Market Metrics podcast, Dave Davis is joined by Dr Barts to discuss: recent links to Jérémy Jacquet and his potential fit for Liverpool if he were to arrive at LFC! Learn more about your ad choices. Visit podcastchoices.com/adchoices

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

Daryl and Nick talk about the Browns' disadvantage by waiting so long to hire a head coach.

Hour 4 of the Ken Carman Show with Anthony Lima

Send us a textWhen performance dropped, the data told the truth. Output was cut in half, effort didn't change and the problem wasn't people, it was incentives. If you reward comfort instead of results, don't be surprised when standards collapse. Clear targets. Clear consequences. No ambiguity.Learn how to invest in real estate with the Cashflow 2.0 System! Your business in a box with 1:1 coaching, motivated seller leads, & softwares. https://www.wealthyinvestor.com/Want to work 1:1 with Ryan Pineda? Apply at ryanpineda.comJoin our FREE community, weekly calls, and bible studies for Christian entrepreneurs and business people. https://tentmakers.us/Want to grow your business and network with elite entrepreneurs on world-class golf courses? Apply now to join Mastermind19 – Ryan Pineda's private golf mastermind for high-level founders and dealmakers. www.mastermind19.com--- About Ryan Pineda: Ryan Pineda has been in the real estate industry since 2010 and has invested in over $100,000,000 of real estate. He has completed over 700 flips and wholesales, and he owns over 650 rental units. As an entrepreneur, he has founded seven different businesses that have generated 7-8 figures of revenue. Ryan has amassed over 2 million followers on social media and has generated over 1 billion views online. Starting as a minor league baseball player making less than $2,000 a month, Ryan is now worth over $100 million. He shares his experiences in building wealth and believes that anyone can change their life with real estate investing. ...

Things Discussed: IU national champions: Most unlikely championships in the history of sports. Credit Cignetti and top to bottom program management. How did they do it? Talent evaluation is elite. Built like 2023 Michigan: develop a lot of your own guys and then surgically found guys in the portal. Seth: Lesson for the rest of CFB is ROI: IU wasn't paying that much for their JMU guys, wasn't spending to have 5-stars learning to play on the three-deep. Focus shifting from Ty Haywoods (super talented, needs 3 years) to Blake Frazier (ready now) because there's no guarantee you'll get any return. Need to build your scouting department to watch all of CFB and know what you need. Sam: Can Michigan recreate the JMU Dudes with some of the Utah guys they got? Not a coincidence the Big Ten is winning championships and SEC isn't even in the game. Two reasons the SEC was dominant: they had a culture of paying players under the table and they had Nick Saban. Being able to develop guys (without them leaving or costing too much) will be the golden egg in the future. How sustainable? Maybe? Bringing in a veteran QB every year, DC might get Jesse Minter'd to a better job. Should remain a good team, very hard to repeat. Hoops: Shooting better? Maybe, but 3s are random and they're probably capped around okay in that department because they have guys like Gayle, Cason and Yax. IU lost their main guy who could get to the bucket and M could lock them down. Excellent defensive performance disguised by Kenpom. IU shut down M's transition game by abandoning the boards. Interesting decision by IU because those were M weaknesses. Yax okay? Think he plays off Rez—the scouting report is focus on Yaxel so that's opened up things for Johnson, since no team has enough big wings to last against both of them. Ohio State preview: OSU is an effort game—Thornton can shoot and they make a lot of floaters. CANNOT let them cut and get to the rim. They don't play defense so you have to put up 100 on them. Nebraska: Nebraska might be without their freshman winger Braden Frager, that makes them a five-out team. Can you play Mara against them? Break: Tatum to RB? Probably a Whittingham "gonna try that" thing. He's had success with that, but it's a bit late and there's no scouting on it. Like what it says about Tatum as a team player. Don't think he can play both AND baseball. That's a lot, and safety is the moon to him. Hockey: Michigan is #1 in Big Ten points percentage but they've got the hardest schedule of any team in hockey left to go. Let off the gas for 10 minutes of 120 against Minnesota and were unlucky not to get more goals. Have to protect Peck—this team can play defense like that, going to have to maintain that focus. Can't lose points against the OSUs and Minnesotas because the games vs MSU/Wisconsin will determine the league. Can you get Ivankovic back? Maybe? Haven't heard anything positive except they haven't ruled it out. Trey Burke: Top three player in M history? Yeah. Block was clean, and so was the team.

Today's wrestling news, including...Ex-WWE Name Arrives In AEW!Top NJPW Star To WWE!Will Ospreay GOOD NEWS!How Did TNA Think Their Debut Went?!ENJOY!Follow us on Twitter:@AdamWilbourn@AndyHMurray@WhatCultureWWE Hosted on Acast. See acast.com/privacy for more information.

Today we are talking endurance.We breakdown the quote: “The trick in any field, from finance to careers to relationships is being able to survive the short-run problems. So you can stick around long enough to enjoy the long-term growth.” from Same as Ever by Morgan Housel's.Housel basically says the real trick is surviving the short-term problems long enough to benefit from the long-term ones. Which sounds obvious until you are in the middle of the short-term problems and losing your mind.In case you were wondering, the short-term problems never go away. They just change shape. Different job. Same stuff. New title. Same annoyances. Different company. Same human behavior.Endurance does not get nearly enough credit at work. Talent gets praised. Intelligence gets rewarded. Big ideas get airtime. But most careers are built by the people who can stay steady when things get boring, messy, repetitive, or just plain annoying.We talk about what endurance actually looks like in real life. Not grit as a poster on the wall, but the ability to compartmentalize, keep perspective, and not spiral every time something goes sideways. Showing up with energy even when you do not feel inspired. Doing the work in front of you instead of obsessing over everything else.We also get into effort. The stuff that takes no talent. Being prepared. Paying attention. Staying focused. Not quitting early just because something got hard or uncomfortable.If work feels heavy right now, if you are tired of the short-term problems and wondering when it gets easier, this one is a reminder that staying power matters.This is WORK. Underlined. Get full access to WORK at erikaayersbadan.substack.com/subscribe