Podcasts about Talent

Beijing is making it easier for global science and tech talent to visit or do business in China. Chinese officials opened a new K visa for graduates in science, technology, engineering and math to do research and start companies. This comes as the U.S. is cutting research grants and choking H-1B talent visas. Overseas, analysts say America's loss could be China's gain. But within China, there is a lot of anger over the K visa. Marketplace's China correspondent Jennifer Pak explains from Shanghai.

Beijing is making it easier for global science and tech talent to visit or do business in China. Chinese officials opened a new K visa for graduates in science, technology, engineering and math to do research and start companies. This comes as the U.S. is cutting research grants and choking H-1B talent visas. Overseas, analysts say America's loss could be China's gain. But within China, there is a lot of anger over the K visa. Marketplace's China correspondent Jennifer Pak explains from Shanghai.

In this special episode of Wine After Work, Bryce shares highlights from her recent METALCON presentation, "Unlocking Talent: Proven Strategies for Attracting External Candidates in 2025/2026." The AEC industry is facing a turning point — labor shortages, an aging workforce, and shifting expectations are redefining how firms attract and retain talent. In this solo episode, Bryce breaks down the data, the real challenges, and what top-performing firms are doing differently. You'll learn: Why speed and communication are your new hiring advantage The top 3 barriers keeping firms from landing great talent — and how to fix them How to redefine the ideal candidate beyond years of experience What "post and pray" hiring gets wrong (and what to do instead) Why retention is your new revenue strategy — the $500K problem every firm is ignoring How to build internal leadership pipelines through mentorship + sponsorship Actionable 2025/2026 talent acquisition tactics that firms can implement now Whether you're a firm leader, recruiter, or HR professional in AEC, this episode will leave you with practical tools to attract the next generation of talent — and keep them.

At some point in your career, you've probably worked with someone who is on the autism spectrum, but you might not have known. There are many misconceptions about autism, which damage how we understand and therefore support these colleagues. Viewing autism through a new lens can help every manager unlock hidden potential and design environments where everyone thrives.Today's guest brings both personal experience and professional insight to help us all better appreciate the talents of neurodiverse team members. Clain Udy is reshaping the way society views autism by shifting our perspectives from deficit-focused to one that sees autism through a strengths-based lens. As the father of a high-functioning autistic adult son, Clain has spent over two decades researching and investigating what it takes to help his son and other autistic individuals have successful, fulfilling careers.Clain's new book, Rebranding Autism: A Guide to Seeing Strength on the Spectrum, details his journey from initially thinking he had to “fix” his autistic son to wholeheartedly embracing his son's beautifully unique strengths.In this episode, we explore how autism shows up in the workplace, what managers often misunderstand about communication and performance, and practical ways to create environments where neurodiverse employees can do their best work.In the extended conversation, Clain shares how managers can better understand social communication preferences, why “chasing normal” harms both managers and employees, and how reframing autism as a different but equally valid way of processing the world changes everything about inclusion.Get FREE mini-episode guides with the big idea from the week's episode delivered to your inbox when you subscribe to my weekly email.Join the conversation now!Conversation Topics(00:00) Introduction – Understanding how neurodivergent brains enrich the workplace(02:03) The hidden prevalence of autism in professional environments(04:38) Dispelling misconceptions and shifting from deficit-based thinking(07:16) Recognizing the strengths of autistic individuals(12:34) Adapting environments for sensory and cognitive needs(13:43) Communication strategies that support neurodivergent team members(20:12) Strength-based management and inclusive leadership(25:14) Real stories of inclusive managers in action(29:18) [Extended Episode Only] Building authentic relationships with neurodivergent employees(34:54) [Extended Episode Only] Designing communication to meet different social needs

(00:00) Zolak & Bertrand start the hour discussing where Drake Maye ranks among the top of NFL quarterbacks. (9:12) Bill Simmons believes the pre-draft debate over Drake Maye's talent was nuts. We debate whether this criticism and debate was overdone. (23:53) The crew gets into a Three Stooges conversation and who in particular finds them to be humorous. (31:36) Zo and Beetle recap the Bruins losing last night to the Senators 7-2 and where this season is headed for the team. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Hoje o papo é sobre empregabilidade! Neste episódio, mergulhamos em uma reflexão sobre o Talent Summit, o evento da FIAP criado para impulsionar as carreiras dos nossos alunos e alunas. O que as empresas buscam em uma nova pessoa profissional? O que os candidatos e candidatas buscam nas empresas? Qual é o futuro do emprego em tecnologia? Vem ver quem participou desse papo: André David, o host que busca entender na prática o quanto é real Paulo Silveira, CVO do grupo Alun e co-fundador da Alura Athilio dos Santos, Gerente do Talent Lab Janaina Moreira, Gerente de Gestão e Gente na Logical IT

Original track, original track, this is our original track! Join Mano and Oscar as they recap the latest episode of Drag Race UK from the front to the back. And on Thursday, we're dropping a very special episode with a Drag Race queen on Patreon that'll leave you a little very gagged... so make sure you're signed up for the DragHerd! FOLLOW US ON PATREON!! We're sharing exclusive episodes, aftershows, talkbacks, and VIDEO at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠patreon.com/dragherpodcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. KIKI with us on IG ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@dragherpodcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠! PREPARE TO GAG, WHORES!!!!! PROPS TO YA, DWOTUR! If you rate Drag Her 5-stars on Apple Podcasts & leave us ANY UNPOPULAR RPDR OPINION, we'll discuss it on the pod!!!!! DO IT!! Mano's on Instagram ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@manoagapion⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, Oscar's on Instagram ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@ozzymo⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. For MORE from Good Get, check out ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠One of Us with Fin and Chris⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Worse Than You with Mo Fry Pasic⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. And go watch RuPaul's Drag Race on MTV, WOW Presents+, or Paramount+! Drag Her! is hosted and executive produced by Mano Agapion and Oscar Montoya. Our executive producers for Good Get are Erica Getto and Myrriah Gossett. Drag Her! is a Good Get Production. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Hunter Henry joins Jones and Keefe on a fifth straight Victory Monday for the Patriots. Henry says the team had to grind out a win against a tough Browns defense, and thinks Drake Maye has supreme talent and work ethic.

In this episode, I'm talking about something we don't say out loud enough in the design world: being talented isn't the same thing as being profitable. You can be incredibly good at what you do — have the eye, the taste, the creativity — and still feel like you're struggling to stay afloat in your business. And it's not because you're not good enough. It's because most of us were never taught the business side of design. I'm breaking down what really creates stability and momentum in your design business: how you position yourself, how you price your value, the systems that support your process, the way you lead clients, and the confidence you bring into your role. These are the things that make your work sustainable — financially, emotionally, and creatively. This isn't about working harder. It's about working with intention. It's about stepping into the role of CEO — not just designer. In This Episode We Talk About: Why design skill is only one part of a thriving business The mindset shift from "service provider" to "creative leader" How pricing and boundaries directly support your creativity Why consistent visibility matters more than perfectly curated aesthetics How systems actually protect your creative energy If you've been feeling like your business should be "easier by now" or like you're doing everything right but still not seeing the results you want — you're not alone, and you're not doing anything wrong. This episode is your reminder that your talent is enough, and now it's time to support that talent with structure. When you learn to lead your business with clarity, confidence, and direction, everything else starts falling into place. Give this one a listen — it might shift the way you see your role in your business, in the best way possible. RESOURCES: INTERIOR DESIGN BUSINESS BAKERY - Our year-long mentorship and coaching program: https://thedesignbakehouse.com/interior-design-business-bakery SIMPLIFY YOUR MARKETING, SIMPLIFY YOUR LIFE. All-in-one software that organizes sales, marketing, and business services all in one convenient location. https://mysidemark.com/ MARKETING MEMBERSHIP - Join our hands on marketing & visibility program, no contract, only $59/month. https://thedesignbakehouse.com/lead-lab Stay in touch with Michelle on Instagram: https://www.instagram.com/thedesignbakehouse/ Join our Free Facebook Community: https://www.facebook.com/groups/idbizlaunchpad Get clarity on your next best step today! https://www.designedforthecreativemind.com/reviewguide Have ideas or suggestions or want to be considered as a guest on the show? Contact me! https://www.DesignedForTheCreativeMind.com/contact

Während sich der FCA verrennt, schiebt ein Talent den Hypetrain bei Bayern an. Constantin Eckner und Kieran Franke über Fragezeichen im BVB-Matchplan, Pech für den HSV und eine neue, alte, Stärke in Leverkusen.

All Aboard the SS Tickety Boo!! This week we take a pleasure cruise to the always anticipated talent show. Who doesn't do a bitch track? Who leaves it all on the stage? Who wins? And who is there just not enough room for on the piece of ship that Kate Winslet is on? All this and more! 

Send us a text Are you hiring the right people—or just filling seats? In this powerful episode, we break down the truth about hiring for potential vs. hiring for talent—and why your next great employee is probably already working somewhere else. Discover how to attract top performers, create a process that filters for drive and cultural alignment, and why you should make it hard to get the job if you want to build a winning team.You'll learn how to:Identify high-potential candidates who can grow with your companyBuild hiring systems that protect your culture and valuesInvest your time, money, and energy where it counts most—your peopleScreen for personality traits that predict long-term successIf you're tired of turnover, mediocre performance, or “quiet quitters,” this episode will help you build a team that stays, scales, and sets the standard for excellence. Welcome to Private Practice Survival Guide Podcast hosted by Brandon Seigel! Brandon Seigel, President of Wellness Works Management Partners, is an internationally known private practice consultant with over fifteen years of executive leadership experience. Seigel's book "The Private Practice Survival Guide" takes private practice entrepreneurs on a journey to unlocking key strategies for surviving―and thriving―in today's business environment. Now Brandon Seigel goes beyond the book and brings the same great tips, tricks, and anecdotes to improve your private practice in this companion podcast. Get In Touch With MePodcast Website: https://www.privatepracticesurvivalguide.com/LinkedIn: https://www.linkedin.com/in/brandonseigel/Instagram: https://www.instagram.com/brandonseigel/https://wellnessworksmedicalbilling.com/Private Practice Survival Guide Book

Send us a textApprenticeships in the Modern Salon – How to Build Talent From ScratchIn this episode, Todd flips the script and interviews Jen on a topic she knows better than most: apprenticeships in the modern salon industry.With cosmetology schools closing, rising education costs, and owners struggling to find talent, apprenticeship programs might be the most powerful (and misunderstood) solution salons have.Jen breaks down how apprenticeships work, why they matter, how to structure one, how to pay apprentices, and what owners get wrong about developing future stylists.Key TakeawaysApprenticeships can bridge the talent gap when schools become limited or expensiveOne-on-one training accelerates skill development exponentiallyOwners must stop hiding behind “I don't have time” — leadership means problem-solvingStructure > winging itCleaning, booking, and front-desk tasks are real educationApprenticeships are not “free labor” — they're a foundational investmentNon-competes damage culture more than they protect itSpeed does not equal skillSystems, benchmarks, and accountability matter more than talent aloneNot every apprentice will stay — and that's okayApprenticeship success requires the right educatorPosts & Perspectives — New Mini-Segment!Is a la carte pricing dying?Should senior stylists get higher commissions — or better opportunities?Do you need a cosmetology license to open a specialty salon?Why bundled online booking helps clients (and revenue)Episode Timestamps[00:00] Opening takes, anniversary tea, intro to apprenticeships [02:30] Why owners say “I don't have time” (and why that's not true) [04:00] Partnership agreements & mistakes we made early [05:00] Profit myths, retail misconceptions, pricing for profit [07:30] The “glass of water” analogy: letting go as leadership [10:00] Apprenticeship vs assistant — structure, expectations, growth [12:00] One-on-one education vs beauty school classrooms [14:00] Growing stronger stylists faster through mentorship [17:00] Culture fit: apprentices as future team members [18:00] Flexibility, schedule support, backbar & shampoo help [19:00] Posts & Perspectives segment — online booking confusion [21:30] Bundled services vs à la carte pricing [22:00] Hybrid salon struggles: blurred expectations [23:00] Commission vs culture vs opportunity (real reason people stay) [27:00] Structuring your apprenticeship: phases, benchmarks, timing [30:00] Treating apprentices as future pros, not task robots [31:00] How to select the right apprentice (traits to look for) [33:00] Team buy-in & how apprentices bond culture [36:00] Entitlement, skipping steps, speed vs skill [38:00] Anxiety, slowing down, and craft mastery [40:00] How to pay apprentices + compensation models [42:00] Cleaning, phone, front desk = real education [43:00] Why non-competes damage trust and culture [45:00] ROI expectations for apprenticeship programs [47:00] Developing internal educators [49:00] The future of salon apprenticeships + success rate [50:00] Tips fLinks and Stuff:Our Newsletter Mentoring InquiriesFind more of our things:InstagramHello Hair Pro Website

W dzisiejszym magazynie sportowym: kompromitacja Lecha Poznań w piłkarskim Pucharze Konferencji Europy; hat trick wschodzącej gwiazdy Australijskiej A-League; nowy talent w polskiej kadrze w skokach narciarskich...

A new report commissioned by Scale Ireland and undertaken by labour market experts, David Collings, Professor of Sustainable Business at Trinity Business School, and Dr. Shirley Kavanagh, an executive adviser and consultant specialising in talent management, workforce development, and organisational strategy has found that Ireland faces a considerable challenge to meet the future skills needs of its indigenous IT sector. How to Future Proof Ireland's Talent Supply Scale Ireland is the not-for-profit, independent representative organisation for Irish tech start-up and scaling companies. It is the biggest representative organisation for the sector with 800 members. The report which it commissioned found that notwithstanding that Ireland performs creditably in international skills comparisons surveys, we face a serious challenge to meet the skills demands of a growing tech sector. Key points raised include: Ireland performs well in producing ICT graduates, but current supply models suggest that supply will be insufficient to meet future demand. Reskilling and upskilling of employees is likely to be critical. As skills evolve some skills will reduce in importance while others will emerge or become more valuable. Organisations must invest in continuous learning, upskilling and reskilling to meet emerging skills needs. A key risk is that SMEs including indigenous tech start-ups and scaling companies are less likely to have a talent development strategy in place. It is unlikely that third level institutions alone will provide sufficient supply to meet the growing skills demands of the ICT sector. We recommend a greater focus on other routes to entry to the labour market such as apprenticeships. The sector (indigenous and multinational) is already highly reliant on migrant labour with as much as 40% of employment in the sector already undertaken by non-Irish labour. The authors point to the importance of targeted global messaging about employment opportunities and the importance of an efficient employment permit system. Barriers to international migration include high personal tax rates, cost of living, personal safety, and infrastructure, particularly housing and transport. The overall ICT sector (indigenous and multinational) may require as many as 89,590 new positions by 2030. The skills profile will be impacted by additional demand for AI and machine learning skills, network, cybersecurity and technological literacy. In calculating these growth figures, and noting the potential that some work will be automated by AI potentially reducing employment, the authors assume that any efficiencies will be supplemented by higher growth in the medium term. Indeed, while we have witnessed some disruption in the labour market with some job reductions attributed to improved productivity in the context of AI, in line with broader reports and historical trends, the analysis in the report assumes this will level out in the relatively short term. The report also suggests that attracting critical talent may pose a greater challenge to start-up and scaling companies that often lack the human resources capacity of larger firms. Sectoral level initiatives will be critical to upskilling, and bodies such as Skillnet Ireland and SOLAS are likely to play a key role in this regard. It also calls for additional inward diversity paths for the sector. Notwithstanding indicators of a strong commitment to inclusion and the empowerment of women, female employment in ICT remains relatively low. Ultimately, the report states that Ireland will be competing against other jurisdictions for skills talent and we must engage proactively to address this challenge. See more breaking stories here.

In this episode, Dr. Grajdek reveals why the best hire might be the talent you already have, and how psychology shapes whether internal moves feel fair or political. She unpacks self-efficacy, expectancy theory, and procedural justice, then translates them into a practical internal-mobility system. Dr. Grajdek also explains which metrics to track when considering and executing internal mobility practices. Tune in to learn more.  Check out Stress-Free With Dr G on YouTubehttps://youtube.com/channel/UCxHq0osRest0BqQQRXfdjiQ The Stress Solution: Your Blueprint For Stress Management Masteryhttps://a.co/d/07xAdo7l

Join us for an illuminating conversation with Dr. Vicki Phelps, Executive Director and Head of School at Quest Academy in Palatine, Illinois, as she explores the multifaceted approach to talent development in educational settings. Drawing on Gagné's Differentiating Model of Giftedness and Talent, Dr. Phelps takes educators beyond traditional classroom strategies to examine the powerful catalysts that transform student potential into demonstrated talent. Whether your students show promise in intellectual pursuits, creative endeavors, social domains, or athletics, this episode provides a comprehensive framework for nurturing their gifts. Dr. Phelps breaks down three essential components of talent development: environmental factors (from school facilities to family partnerships), intra-personal dynamics (including motivation, interests, and neurodivergent learning styles), and the critical developmental process that provides access to meaningful learning opportunities. You'll discover practical strategies including how to effectively use interest inventories, connect curriculum to student aspirations, embrace productive struggle, and diversify instructional methods beyond traditional approaches. Learn why lesson design directly impacts how students demonstrate understanding and develop essential skills like perseverance and problem-solving. Perfect for teachers, administrators, gifted education specialists, and anyone passionate about helping students reach their full potential. Dr. Phelps reminds us that educators are key catalysts with the power to ignite and nurture the talents waiting to emerge in every classroom. #TalentDevelopment #StudentPotential #TeachingGiftedTalented #NewTeacheTtips #NewTeachers #NewTeacherTalk #TeacherPodcast #VickiPhelps

A powerful platform where emerging rappers step forward to express their truth through rhythm and rhyme. This celebrates originality, passion, and lyrical skill, giving hidden voices the chance to shine and be heard by the world.

Three in four business leaders in Singapore say their companies are already adopting Agentic AI, yet nearly half admit they don’t fully understand the technology. As this next wave of automation reshapes how work gets done, the gap between experimentation and real capability is widening. To help close it, Singapore’s Heicoders Academy has teamed up with Manus.AI the world’s first general-purpose AI agent platform to launch GA100, a hands-on course that teaches professionals to design and deploy autonomous AI systems. Beh Min Yan, co-founder and CEO of Heicoders Academy joins the Breakfast Show to discuss what makes Agentic AI different from traditional automation, why mid-career professionals are most at risk of being left behind, and how Singapore’s AI training push under Singapore’s National AI Strategy 2.0 could turn today’s workforce into tomorrow’s AI leaders.See omnystudio.com/listener for privacy information.

Tracklist: 1. ARYMÉ, Jawora, SYON - Feeling [Madorasindahouse Records] 2. Deco (BE) - Silence [Magnifik] 3. BOg - This Feeling (Highlite Remix) [Atlant ] 4. Far&High & pizzaaftersex - Rabbit Hole (Gorge Remix) [Unheard] 5. Oliver Koletzki feat. HVOB - Bones (Atric & Frida Darko Remix) [Stil vor Talent] 6. Gumm - Das Wat[Frau Blau] 7. Fabrication - Blood on My Ferrari [EXE] 8. Chris Avantgarde - Down For The Night (feat. Poté) [Hyperreal] 9. Malandra Jr. - Red Velvet [UGENIUS] 10. Momery - Music 92 [Momery] 11. Illyus Barrientos - How I Got Over You [Club Sweat] 12. TOYZZ 'Pump It Up' [Three Six Zero Recordings] 13. Will K - Lick It (Marcus Santoro & The Journey Remix) [Sweat It Out]

2. The Birth of The Tramp and Professional Confidence Scott Eyman Charlie Chaplin versus America: When Art, Sex, and Politics Collided Chaplin arrived in America with the Carno group between 1910 and 1913. Stan Laurel noted his prodigious talent and absolute professional self-confidence. In 1914, Chaplin joined Max Sennett's Keystone studio, where he quickly created the iconic Tramp costume from wardrobe pieces, deliberately seeking visual contradiction. He soon demanded and received control to direct his own highly successful pictures. Despite his fame and early unsuccessful marriages, he remained extraordinarily shy in private life. 1917

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: Derek Sivers is the founder of CD Baby and author of "Hell Yeah or No" and "Useful Not True." He shared how he graduated from Cal Berkeley in two years instead of four because the "standard pace for chumps" - a lesson that shaped his entire career of institutional skepticism and unconventional thinking. From creating viral shipping emails to understanding why explorers make bad leaders, Derek shares why being busy means being out of control, how your first thought is an obstacle to your best work, and why you can't predict what the world will want from you until you try everything and listen closely to what it's telling you. Notes: No Speed Limit – Most things are paced so the slowest person can keep up. If you're driven and motivated, you can go so much faster than the standard pace. I graduated from Berkeley in two years by learning four semesters of harmony in one hour. "The standard pace is for chumps. You can do so much better than that." Question the Standard Process – When someone says you must go through usual channels or something will take a certain time, assume there's probably a hack. Develop institutional skepticism - there's usually a better way than how most people do it. Create Opportunities, Don't Wait for Them – You don't have to wait until a company is hiring. If you can see how to benefit them, walk in and show them what you can do for free first. Alan Tepper made Warner Brothers more money than anyone that year by just showing up with a plan. Make Everything Valuable to Others – The starving artist spends all their time on work valuable to them but not to others. Use money as a neutral measure - if you can make money with your art, it ensures what you're doing is valuable to other people. "It's almost impossible to predict what the world will want from you... Keep yourself out there and listen closely to what the world is telling you it wants from you." Stand Out by Being Different – Don't imitate what everyone else is doing. I wrote a silly shipping email in 10 minutes that became one of the most viral emails ever mentioned in business books. Ask yourself constantly: What has nobody done before? The First Follower Creates the Movement – We focus on the shirtless dancing guy, but the first follower is what made everything happen. Until then, people kept their distance from the freak. If you find someone doing something great, follow them and show others how to follow. Every Sentence Must Matter – My books are 90-100 pages, but start as 1,000-page rough drafts. I spend 1-2 years full-time chopping every sentence that doesn't absolutely need to be there. "I'm not gonna put a single sentence out into the world that doesn't need to be there." Make every word count - eliminate everything that doesn't add value. Hell Yeah or No is Context-Dependent – This tool is for when you're overwhelmed with options and need to raise the bar. Straight out of college, say yes to everything because opportunities are like lottery tickets. Once something rewards you, then say no to other things and double down. Busy Means Out of Control – "Busy to me implies out of control. You're busy if you've let other people shove shit into your schedule." Leave space instead of filling it - that time to think is what creates valuable insights others don't have time to develop. Your First Thought is an Obstacle – Don't honor the thought that came first. In brainstorming, acknowledge the first idea, then keep going - don't stop at two or three. Even silly ideas can seed great ones you'd never reach without that stepping stone. All Beliefs Are a Myth – People worshiped Zeus for centuries; now we call it mythology. But we say our own beliefs are true while others' are superstitions. I expected China to be awful from American news, but found it wonderful - question what you've been told. Use Prejudice as Your Compass – If you notice you're prejudiced against something, that's exactly what you should explore. Burning Man sounds awful to me; therefore, I should probably go. Steer into your biases to overcome them and gain new perspectives. Explorers Make Terrible Leaders – Explorers try everything and change direction constantly, which frustrates teams. Leaders go in a straight line to a clear destination, unwavering in mission even if the path changes. I loved changing my mind, which made me a bad leader until I learned the difference. Set projects with clear missions, even if you're personally exploring other things. Try Everything Until the World Says Yes – I had a booking agency, a record label, a recording studio, and my own music - all failures. Then, a side project to help friends (CD Baby) took off. You can't predict what the world wants from you, so try many things and listen closely to what it's telling you. Reflection  What "standard pace" are you accepting in your business or career that you could actually accelerate if you questioned it? Where have you assumed something has to take a certain amount of time just because that's how it's always been done? Are you spending time on work that's valuable to you but not to others? How could you test whether what you're creating actually solves problems people are willing to pay for? Are you acting more like an explorer or a leader right now? If you're constantly changing direction, how could you set clearer missions for your projects while keeping your personal explorations separate? Resources & References Derek's Content: Derek's website and blog  "Leadership Lessons from Dancing Guy" (First Follower) TED Talk - Derek Sivers  "No Speed Limit" essay  Former Episodes Referenced #647 - Tim Ferriss - Chasing Your Curiosity #562 - Nikki Glaser -  The Creative Process of a Comedian  #644 - Blaine Anderson - Confidence, Curiosity, Connection  Episode Timestamps 02:20 Early Life Lessons from Kimo Williams 05:21 Corporate Lessons and Unconventional Paths 09:10 The Power of Adding Value 13:57 Viral TED Talk: Leadership Lessons from the Dancing Guy 22:03 The 'Hell Yeah or No' Philosophy 27:29 The CD Baby Experience 28:02 Starting an Online Record Store 29:10 Creating a Unique Shipping Notice 30:01 The Viral Impact of Creativity 32:53 The Importance of Regular Writing 35:17 Questioning Assumptions and Beliefs 36:23 Exploring New Perspectives 40:41 The Explorer vs. The Leader 48:21 Advice for Aspiring Leaders Resources: Read: The Score That Matters Read: The Pursuit of Excellence Read: Welcome to Management To Follow me on X: @RyanHawk12

Kae Williams is a global software marketing executive on a mission to empower women in their careers through her work and her forthcoming book, Not Made For You. Kae works diligently to raise awareness about bias and hostile work cultures so that every woman will feel supported, respected, and enabled to achieve her full potential. Here are three key takeaways from the conversation about measuring organizational culture: Culture Needs Tangible Metrics, Not Just Talk: Organizations must treat culture like a business outcome, measuring it with the same rigor they apply to revenue and profit. This means looking at metrics such as retention rate and understanding that the main drivers of people leaving are burnout, not feeling supported, and lack of career growth. Focus on the "How," Not Just the "What": Performance reviews and rewards must balance the results an employee achieves with how they achieve them. A high performer who creates a toxic work environment will ultimately cost the company more in lost talent than the revenue they generate. Companies should actively reward behaviors like leading with empathy and being a "culture maker". Support and Train Your Managers: Middle managers are essential to the employee experience, but are often stuck without the right tools. Equipping them with skills like giving constructive, behavior-based feedback and knowing how to coach their teams is vital. Furthermore, organizations must audit workloads to prevent burnout and shift non-promotable tasks to avoid over-burdening women and marginalized employees. Follow Kae at https://www.linkedin.com/in/kaekronthalerwilliams/

Originally uploaded December 31st. Jeffrey Mosher welcomes back, Tony Vernaci, President, AIAM Aerospace Industry Association of Michigan, Rochester, MI. Tony, please remind the Michigan Business community about AIAM? How did the AeroOne 2024 Conference in Rochester go? Are the airlines back to or finally above pre-pandemic levels of business? Long-range forecast for aircraft production is genuinely unprecedented, tell us more? Talent was one of your focuses this year - how is that going? Please share an update on AIAM's charitable foundation AIAMF? What's your focus for 2025? » Visit MBN website: www.michiganbusinessnetwork.com/ » Subscribe to MBN's YouTube: www.youtube.com/@MichiganbusinessnetworkMBN » Like MBN: www.facebook.com/mibiznetwork » Follow MBN: twitter.com/MIBizNetwork/ » MBN Instagram: www.instagram.com/mibiznetwork/

This week on Tapod we catch up with perpetual innovator and a great person to boot – Derek Del Simone, Chief Talent Officer from Abano Healthcare. Fresh off winning 3 (that's right 3) ITAs in 2025 – Excellence in Innovation, Best Tech Stack & Excellence in Candidate Experience. Derek sees tech as a key driver to recruitment success and takes us on the same journey he took his team and business on to achieve it. And don't get us started about Dr Wisdom Tooth!Thanks to SmartRecruiters for partnering with us this month. 

Today's episode: There's just too much plain old talent in these parts to punt on the Steelers Hear award-winning columnist Dejan Kovacevic's three Daily Shot podcasts -- one each on Steelers, Penguins, Pirates -- every weekday morning, plus the all-new DOUBLE SHOT show that follows up at 4:00 p.m. Eastern! Learn more about your ad choices. Visit megaphone.fm/adchoices

What is an “admired leader,” and how can you become one? Dr. Suzanne Peterson, partner at CRA | Admired Leadership, has been studying and advising businesses for over 20 years on how senior leaders can create influence and develop trust within their organizations. She joins Dimensional's Catherine Williams for an episode of Managing your Practice to discuss the traits, behaviors, and communication styles of the most admired leaders that can create an authentic, engaging, and inspiring environment for employees and clients alike.

Former Republic of Ireland women's manager Sue Ronan and Off The Ball's own Kathleen McNamee join Colm and Keith this morning to look ahead to Ireland v Belgium tonight at the AvivaOff The Ball Breakfast from 7:30am with UPMC Ireland | #GetBackInAction

Matt Vincent, Editor-in-Chief of Data Center Frontier, sits down with Angela Capon, Vice President of Marketing at EdgeConneX, to discuss the groundbreaking collaboration between EdgeConneX and the Duke of Edinburgh's International Award Program. 

Most game studios think they have a talent problem. They don't. They have a structure problem.Chris Casanova spent 15+ years as a producer across Microsoft Xbox, Mojang (Minecraft), Relic Entertainment, Offworld Industries, and Hypixel Studios. He's watched talented teams fail repeatedly—not from lack of skill, but from organizational friction.Traditional studios organize around craft silos: design departments, engineering departments, art departments. Every feature requires handoffs. Every handoff loses fidelity. The result? Friction, misalignment, wasted iteration, and missed deadlines.Chris reveals the alternative: cross-functional outcome teams of 5-9 people who own their results from concept to ship.━━━━━━━━━━━━━━━━━━━━TIMESTAMPS━━━━━━━━━━━━━━━━━━━━00:00 - Chris's background: Xbox, Mojang, Relic02:59 - Why he wrote "Structure Teams to Win"06:54 - The problem with craft-based teams08:17 - Outcome teams: The procedural worlds example18:32 - Why 5-9 people is optimal team size24:10 - Three organizational layers explained31:48 - When leaders resist change42:20 - The political reality of reorganization47:15 - Case study: 70-person AA co-op shooter58:07 - Advice for small teams (10 people)01:01:06 - How to connect with Chris━━━━━━━━━━━━━━━━━━━━KEY INSIGHTS━━━━━━━━━━━━━━━━━━━━THE PROBLEMS:- Design creates specs without context → over-engineered solutions- Art produces assets without validation → endless iteration- QA receives unclear requirements → irrelevant bug reports- Every handoff loses the original intentTHE SOLUTION:Cross-functional teams of 5-9 people with:→ Mixed disciplines (designers, engineers, artists, QA embedded)→ Clear mission and measurable KPIs→ Everything needed to own their outcome→ Minimal handoffs, maximum collaborationREAL EXAMPLE:Procedural worlds team mission: "Every world seed feels fresh, readable, performant"KPI: Biome novelty per minuteTeam: Generation engineers, world designers, environment artists, technical artists, QA━━━━━━━━━━━━━━━━━━━━70-PERSON STUDIO STRUCTURE━━━━━━━━━━━━━━━━━━━━Chris provides detailed org structure for AA co-op shooter:- Combat & Gameplay (15 people, 2 teams)- Progression & Economy (10 people, 2 teams)- Social & Co-Op (12 people, 2 teams)- Content & Live Ops (15 people, 2 teams)- World & Narrative (10 people, 1 team)- Technical Foundation (8 people, 1 team)Each team has 5-9 people with mixed disciplines focused on specific outcomes.━━━━━━━━━━━━━━━━━━━━THE HARD TRUTHS━━━━━━━━━━━━━━━━━━━━Some leaders won't make the transition from managing 30 people to being on a team of 8. They'll resist or self-select out. And that's okay—holding onto territorial structures to preserve egos is how studios fail."If you have a C-suite that's divided, you're not going to be able to make this change. You need unified leadership."━━━━━━━━━━━━━━━━━━━━RESOURCES MENTIONED━━━━━━━━━━━━━━━━━━━━- "Team of Teams" by Gen. Stanley McChrystal- "Extreme Ownership" by Jocko Willink- "Structure Teams to Win" (Chris's Medium article)━━━━━━━━━━━━━━━━━━━━CONNECT WITH CHRIS━━━━━━━━━━━━━━━━━━━━Chris is seeking his next production leadership role.LinkedIn: https://www.linkedin.com/in/chris-casanova/Email: ChrisCasanova@outlook.comArticle: https://medium.com/@chris.casanova/structure-teams-to-win-15d98e65c5d7━━━━━━━━━━━━━━━━━━━━READ THE FULL BREAKDOWN━━━━━━━━━━━━━━━━━━━━Detailed newsletter post with implementation templates and additional examples:https://www.gamemakers.com/p/why-your-game-studios-organizational━━━━━━━━━━━━━━━━━━━━Gamemakers podcast: Gaming business insights for developers, executives, and investors. Hosted by Joseph Kim. New episodes weekly.#gamedev #productmanagement #teamstructure #leadership

In April–June 2025, 948,000 young people aged 16–24 in the UK were classified as NEET, not in education, employment, or training. That's 12.5% of the youth population, a worrying rise from the previous quarter and year.In this episode, host Bill Banham sits down with Sam Squire, CEO of Inspire 2 Ignite CIC, to unpack what's driving this crisis—and how a new generation of community leaders, educators, and employers are turning disconnection into opportunity.Sam shares his journey from aspiring pro footballer to NEET to social impact CEO, and how that lived experience informs a practical blueprint built on psychological safety, real-world exposure, and data-driven youth engagement.Tune in and discover: From disengagement to ignitionHow Inspire 2 Ignite's programmes transform potential into purpose through experiential learning, short-form work trials, and coaching.Why qualification filters and rigid job criteria shut out emerging talent—and how HR teams can rethink hiring to unlock hidden value.Action for HR leaders and educatorsRemoving barriers to early-career access.Building local ecosystems where education, employers, and youth services collaborate in real time.Measuring impact through lived outcomes, not just qualifications.Bill and Sam also preview the November 6th Disrupt Milton Keynes, produced in partnership with Inspire 2 Ignite CIC and supported by Securitas UK, bringing HR, business, and education leaders together to co-create solutions to the NEET challenge.Agenda highlights:Keynote by Julius Probst, European Labor Economist at AppcastDisrupt talks featuring Richard Page-Brown (NFU Mutual), Isi Ojobo (North Central London ICB), Kesiena Ogefere (Copieux Group), Rebecca Poxon (Pluxee UK), and moreInteractive learning lab led by Sam Squire, exploring data, design, and social innovation in youth employmentConnect with Sam Squire: linkedin.com/in/sam-squire-43308619bLearn more about Inspire 2 Ignite: inspire2ignite.co.ukSign up for Disrupt MK 2.0: eventbrite.ca/e/disrupt-mk-20-tickets-1292640716179Support 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

Der erfolgreiche Rapper und Sänger spricht mit Arnd Zeigler u.a. über die von Fußball geprägte Kindheit, sein sportliches Talent, Herzensklub Arminia Bielefeld, den Verlauf seiner musikalischen Karriere sowie über spezielle Marotten und Rituale. Außerdem erklärt er, dass der berufliche Aufstieg neben einem Gefühl von Freiheit auch hohen Druck mit sich bringt und warum man gegen Peter Maffay schon mal verlieren kann. Von Arnd Zeigler.

In this episode of RuPaul's Drag Race Recap, hosts Joe and Nathan discuss Season 17 Episode 12, titled 'The Charisma, Uniqueness, Nerve, and Talent Monologues.' They delve into the lip sync battle, contestant eliminations, and the dynamics of the mini and maxi challenges, highlighting the queens' performances and the inconsistencies in judging. The conversation also touches on the storytelling themes presented in the challenges and the interactions between the contestants. In this segment, the conversation delves into the dynamics of the competition, focusing on Lexi's controversial moments, the mini challenge, and the strategies employed by the queens in the workroom. The discussion also covers elimination day observations and critiques of the maxi challenge performances, highlighting the strengths and weaknesses of each contestant. In this episode, the hosts delve into various topics, including the medicinal benefits of cannabis, the ugliest dress challenge from a popular drag race show, and the cultural implications of fashion choices. They analyze the contestants' performances, critique their outfits, and share personal anecdotes, all while maintaining a humorous and engaging tone. The conversation wraps up with reflections on the episode and expectations for future discussions. Learn more about your ad choices. Visit podcastchoices.com/adchoices

My guest today is Althea Gordon, founder and CEO of Transformational Talent Group a boutique HR consulting and career development firm.  Althea shares her journey from law school to becoming a successful HR consultant, emphasizing the importance of authenticity, empathy, and empowerment in leadership. She discusses her career transitions, the challenges of starting her own business, and her commitment to helping others find their true calling. Episode Minutes: Minute 9: Starting Transformational Talent Group Minute 15: Empathy and Authenticity in Leadership Minute21: Networking and Self-Advocacy Minute 33: Balancing Work and Life To find out more about my work, please visit www.danawilliamsco.com  LinkedIn Instagram My Book - The Internal Revolution:Lead Authentically and Build Your Personal Brand from Within Email: hello@danawilliamsco.com The Strengths Journal™ is the only Gallup-certified, purpose-driven daily planner that helps you actively use your strengths to plan your days. Get Your copy here

SPARK Talent saw some of the greatest minds in HR speak on the most pressing topics in the workforce. They didn't just talk theory; they handed us a playbook for the AI and outlier era: First, know exactly what work needs to change. Second, know who can lead the change. Third, design the experience that attracts them. Bertrand Dussert, VP of Talent Acquisition at Staples, detailed in his session exactly who HR needs to fill and drive these roles being transformed by technology: Talent Outliers. These are the people who don't just work within the system; they change and reframe it. After his presentation, HR Daily Advisor had the chance to sit down with Dussert and pick his brain on all things AI and talent acquisition, where he gave us a behind-the-scenes look at what he considers is the most important changes HR leaders need to be aware of. If you want to stay ahead in the HR world, listen to our full conversation below!

With 15+ years leading Talent Acquisition teams in global companies like Accenture, Boehringer Ingelheim, PedidosYa and DeliveryHero, Leandro Cartelli decided to bring that expertise to new, growing businesses, so he launched Lana Talent!Leandro is passionate about helping businesses grow and succeed, and he believes it is key to find amazing talent that not only performs well but is also a perfect cultural fit. Today, his focus is on supporting small and medium-sized businesses, especially those that don't always have access to the same talent strategies as large corporations. Through Lana Talent, Leandro helps them tap into incredible talent across Latin America, his home region and one he's deeply committed to, offering not just world-class expertise, but also a smart, cost-effective way to scale.Contact Details:Email: leandro.cartelli@lanatalent.com Company: Lana TalentWebsite: https://lanatalent.com/ Social Media: LinkedIN - https://www.linkedin.com/in/leancartelli/ Remember to SUBSCRIBE so you don't miss "Information That You Can Use." Share Just Minding My Business with your family, friends, and colleagues. Engage with us by leaving a review or comment on my Google Business Page. https://g.page/r/CVKSq-IsFaY9EBM/review Your support keeps this podcast going and growing.Visit Just Minding My Business Media™ LLC at https://jmmbmediallc.com/ to learn how we can help you get more visibility on your products and services. #TalentAcquisition #RecruitmentExpert #BusinessGrowth #SMBs #HiringSolutions #LanaTalent #LatinAmericaTalent #CulturalFit #ScalingBusiness #GlobalHiring

In this episode, we dive into the power of grit—the ability to keep showing up, stay committed, and persevere even when things get tough. Grit is more than talent or luck; it's the number one predictor of long-term success in life, work, and sport. You'll hear the inspiring story of J.K. Rowling, who overcame rejection and struggle before building one of the most successful book series in history. We'll explore why grit matters, how it shows up in athletics and everyday life, and most importantly, how you can strengthen your own grit to achieve your long-term vision.  Grit is the difference between giving up and breaking through.    What You'll Learn in This Episode: Why grit matters more than instant success or raw talent How athletes and high performers use grit to overcome setbacks The four things to remember about grit: clarity, purpose, positive emotions, and self-compassion Practical strategies to build grit in your own life Quote of the Week: “Success is not final; failure is not fatal: It is the courage to continue that counts.” — Winston Churchill Power Phrase of the Week: “I am gritty. I persevere with passion, purpose, and persistence.” To  Request a Free Breakthrough Call with a Mentally Strong Coach, visit: http://www.freementalbreakthroughcall.com/ To learn more about the Mentally Strong Institute, visit: https://mentallystronginstitute.com/ To learn about Dr. Cindra Kamphoff's speaking and coaching, visit: https://cindrakamphoff.com/ To follow Dr. Cindra on Instagram, visit: Cindra Kamphoff, PhD (@cindrakamphoff) • Instagram photos and videos

Ric opens On the Ball by introducing his upcoming book, The Value of Being Coachable, which highlights lessons from legends like Steph Curry and Brandi Chastain, and outlines his three weekly shows—Full Court Passport (international hoops), On the Ball (solo NBA analysis), and Finding the Seams (with Brendan Haywood on college-to-pro transitions). He recaps the NBA's opening games, noting Oklahoma City's poise vs. Houston's promise and calling the Warriors-Lakers matchup a clear sign that the league's “tall ball” era has replaced small ball. Ric notes LeBron James's disengaged demeanor and fading leverage, praises Jonathan Kuminga's promising play, and transitions to his main topic: how environment and mentorship shape young stars such as Cooper Flagg and Ace Bailey. Using their situations to contrast development paths, he argues that American basketball's obsession with athletic highlights over winning habits—exemplified by Mikey Williams's social-media fame—has stunted homegrown growth while internationally trained players thrive through IQ, fundamentals, and team success.#NBA #Utah Jazz #Dallas Mavericks #GoldenStateWarriors #Los Angeles Lakers #HoustonRockets #OKCThunder #NBADraftSupport this show http://supporter.acast.com/bucher-and-friends. Hosted on Acast. See acast.com/privacy for more information.

Chit-Chat Chill 唞吓啦! - 第三季 | 美國廣東話 Podcast 節目

Welcome back to The Talent Development Hot Seat podcast! In today's episode, host Andy Storch sits down with Danielle Clark, VP of Talent and Head of Global Talent Strategy at eBay, for a practical and insightful exploration of the future of work and talent management. Danielle, a seasoned leader with more than 15 years of industry experience, shares her journey from recruitment in London to spearheading major talent transformations at eBay and other Fortune 500 companies.This episode dives into Danielle's blueprint for building a unified talent ecosystem—connecting talent acquisition, development, and management under one strategic umbrella. Learn how she's championed data-driven approaches, scalable learning initiatives, and internal mobility to keep eBay's workforce agile, empowered, and ready for what's next. Danielle also reveals eBay's tactics for upskilling employees, the impact of live and on-demand learning, and how integrating AI into talent development is reshaping everything from recruitment to coaching.For talent leaders eager to drive sustainable change, Danielle shares actionable advice on sponsorship, communications, and building cross-functional teams. Whether you're in HR, L&D, or simply passionate about helping people grow, you'll find tons of value in this candid conversation.Ready to rethink talent development and get inspired to tackle the tough challenges? Let's jump into the conversation with Danielle Clark.Order Own Your Brand, Own Your Career on AmazonApply to Join us in the Talent Development Think Tank Community!This episode is sponsored by Mento which offers a unique 80/20 mix of coaching and mentorship so that your people can increase performance and success. This episode is also sponsored by LearnIt, which is offering a FREE trial of their TeamPass membership for you and up to 20 team members of your team. Check it out here.Connect with Andy here: Website | LinkedInConnect with Danielle: LinkedInMentioned in this episode:Try Mento for coachingFor coaching with real-world experience, check out Mento.coCheck out Learnit! For fantastic on-demand learning, check out learnit.com/hotseat

In launching this series on talent, it had me thinking…where do we start? With that, we are re-broadcasting an episode with Allison Coward, an expert on #firstprinciples with the thought, why don't we start with what is, well, first.  First principles are the most fundamental, foundational truths or assumptions of a concept that cannot be deduced from anything more basic. First principles thinking (https://www.firstprinciples.ventures/insights/first-principles-the-foundations-of-innovation-and-growth) is a problem-solving method of breaking down a complex problem or idea into these basic truths, then reasoning up from there, rather than relying on analogy or convention. This method can lead to greater innovation and a deeper understanding of a subject by starting from the ground up.  Our first step (as we dissect the state-of-talent in 2026) is to start with the building blocks. The first principles.

This week we look at the enhancement talent of the 1980's, including former podcast guests Tom "Rocky" Stone, Earthquake Ferris, Frankie DeFalco, the late Nacho Berrera and more. We have a new one stop shop for AWA Unleashed merch, it's https://www.teepublic.com/user/unleashed-plus.

Band teacher to NFL coach: Coach Jill Gagliardi breaks down her incredible journey from the classroom to coaching DBs with the Las Vegas Raiders. We talk mindset, game film, earning respect in a male-dominated space, and why every great coach is also a mentor, strategist, and culture builder.This one's about leadership, legacy, and showing up with confidence - even when you're the only one in the room who looks like you. Coach Jill Gagliardi is currently with the NJ HS Lawrenceville Prep, and has also coached with the NFL Las Vegas Raiders 00:00 Intro with Avaan!!06:18 How Music and the NFL entered her life. 12:30 Pop Warner Advocate for yourself17:40 Evaluating and honing in Talent as a Coach19:00 Coaching with an Elite HS + NFL Team28:20 Brian Urlacher gets love as the QB of Da Bears Defense29:00 Film Tape and Strategies That Work35:00 Let's break down a Play37:28 Unique Voice in a Common Room45:00 Short History of the NFL46:00 National Coalition of Minority Football Coaches48:00 Executive Decision-Making: Sports + IRL56:00 Mindset is the Differentiator 1:05:49 Green Bay Packers-loving Security Guard (Booo!!)1:07:21 Legacy1:11:00 Make people ‘Feel' RelevantThis episode is part of the ‘Prof P' series on the WhiskeyHue Stream. Recorded in part for my Fordham Gabelli students.Please Rate, Review, Subscribe and Share with a Friend!Means a lot to us - thank YOU! For more info on: 1. Venture, Tech, Sports and Investing, visit: ⁠⁠Atul Prashar's - Venture Capitalist⁠2. LinkedIN: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠AtulPrashar ⁠3. Learn Venture Capital Investing for less than a dinner inNYC: “VC: IdeationThrough Execution”: ⁠⁠⁠⁠⁠⁠https://tinyurl.com/APsVCCourse⁠⁠⁠

Darby Ayers-Flood, mayor of Talent, OR joins the Exchange.

Hour 2 with Joe Starkey: Nick thought Thursday's loss to Cincinnati was a coaching and talent issue. Darius Slay didn't look good and Jalen Ramsey is better in the slot. Is this fixable? He thinks Joey Porter Jr. is a No. 2 corner, but is very inconsistent. Ravens reporter Brian Wacker of The Baltimore Sun joined the show. Ravens players don't like the scheme and players have a fear of making mistakes.

The Steelers continue rotating at free safety and inside linebacker, Nick thinks it's hurting communication. Nick thought Thursday's loss to Cincinnati was a coaching and talent issue. Darius Slay didn't look good and Jalen Ramsey is better in the slot. Is this fixable?

Think about the thing you've practiced more than anything else in the world. Maybe it's painting. Or writing. Or playing baseball. Now, imagine you wake up one day, and you just can't do it. You're not sick. You're not injured. But suddenly, that one thing is impossible. (Originally published in 2024) Guests: Rick Ankiel, former Major League Baseball star; Sally Akehurst, sports psychologist and a dean at University of Roehampton, London; Steven Frucht, neurologist at NYU Langone For show transcripts, go to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠vox.com/unxtranscripts⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠For more, go to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠vox.com/unexplainable⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠And please email us! ⁠⁠⁠unexplainable@vox.com⁠⁠⁠We read every email.Support Unexplainable (and get ad-free episodes) by becoming a Vox Member today: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠vox.com/members⁠⁠⁠⁠⁠⁠⁠⁠Thank you! Learn more about your ad choices. Visit podcastchoices.com/adchoices

SEE THE BOYS LIVE - https://www.samtallent.com/     SPONSORS: Prize Picks - Visit https://prizepicks.onelink.me/LME0/CHUBBY and use code CHUBBY and get $50 in lineups when you play your first $5 lineup!     IndaCloud - If you're 21 or older, get 30% OFF your first order + free shipping @IndaCloud with code CHUBBY at https://inda.shop/CHUBBY #indacloudpod     Chubbies - Your new wardrobe awaits! Get 20% off @chubbies with the code CHUBBY at https://www.chubbiesshorts.com/chubby #chubbiespod     PATREON EPISODES: https://www.Patreon.com/chubbybehemoth     Claw Machine: https://www.youtube.com/@ClawMachinepod     This week Nathan is doing a swap cast with the Claw Machine Podcast hosted by our main man Ran. They've been smoking digital sensi. Ran wants to chomp a pod so bad, reveals he tests the shampoo, and doesn't think he wants to get piped. Nathan is wearing a scary shirt, is in the stage when he looks tough, and reports on the weather in Cincinnati. What is the Midwest? The Doctor said it was cool man. 8 Nigerian beers.     Nathan Lund and Sam Tallent are Chubby Behemoth

Go to www.LearningLeader.com for full show notes The Learning Leader Show with Ryan Hawk 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: Dave Berke is a retired US Marine Corps Officer, TOPGUN Instructor, and now a leadership instructor and speaker with Echelon Front, where he serves as Chief Development Officer. As a F/A-18 pilot, he deployed twice from the USS John C Stennis in support of combat operations in Iraq and Afghanistan. He spent three years as an Instructor Pilot at TOPGUN where he served as the Training Officer, the senior staff pilot responsible for the conduct of the TOPGUN course. Notes: July 2001: Plans Don't Survive Contact - Dave's Top Gun graduation exercise as flight lead. Wingman yells, "Showtime one-one break right!" - an F-5 snuck into formation. Dave was staring at the radar instead of looking out, had to fall out of formation, and ended up at the back instead of leading from the front. Mission successful, but nothing like he planned. Dave: "The outcome was still really good... except it was nothing like I thought it was going to be." Lesson: You're planning for the success of the outcome, not how you're going to do it. The most important attribute in a leader is humility. To be effective, you must be able to listen, learn, be flexible, and admit you're wrong sometimes. One of the biggest issues they deal with when working with leaders is ego and/or the inability to be humble. As leaders, we need to be self-aware enough to realize when our ego is getting the best of us. And surrounding ourselves with people who will help us know when that is happening as well. Be Fluid with Plans, Deliberate with Outcomes - Be really fluid and loose with plans, but deliberate about aligning the team on outcomes. Dave grew up as a control freak, OCD planner. Dave: "In life, it's just not how life works... If you can align on the mission and outcome, and you are very open-minded that there are a lot of different ways to get there, you're far more likely to be successful." The military saying, "The enemy gets a vote." Ryan's quarterback coach after an interception: "He's on scholarship too, you know?" Process: How You Create It Matters Most - Process is important, but how you create it matters most. If you agree on the outcome, the conversation should be less about agreement, more about "When you talk about step one, what are you thinking? How does this lead to step two?" The process has to be organic. When you create it, you're more likely to maneuver around challenges. Book Dedication: Chris and Kat - Book dedicated to Corporal Chris Leon and his mother, Kat. Chris was a radio operator on Dave's 13-man Anglo team. June 20, 2006, Chris was killed by an enemy sniper in Iraq - first Anglican Marine killed there. Dave's son is Matthew Leon Burke - took Chris's last name. Chris's mom Kat is Aunt Kat to Dave's family. Dave: "I always say I really deep down wish I didn't know Kat, because that would've meant Chris came home and life just went on. But that's not what happened." Chris taught bravery. Kat taught strength. Top Gun Reality: It's About the Team - 1986 Top Gun most impactful movie on Dave's life at 14. But the movie depicts a lone wolf. Marine Corps teaches: Your contribution to the team matters most. A really good pilot who's self-centered will do more damage than a slightly less capable pilot who's a real team player. Dave: "If there's ever a team sport, it's going into combat... It's not about you. It's about the team." Trust: Action, Not Description - Echelon codifies relationships: Trust, respect, listening, influence. Trust is the cornerstone. Dave: "If you don't trust me, I could be good at so many things. If there is a trust gap, there's going to be a problem in the relationship and team." Trust is action you take.  Ego: The Universal Challenge - When Echelon works with companies, challenges are almost always connected to ego. Dave: "Our egos tend to wreak havoc at each level of organization." From birth, the ego drives us down the wrong path. When debating plans, ego says, "You're right, he's wrong." Building good leadership is managing egos. Dave: "Humility is the most important attribute in a leader. All the attributes, humility is number one, and we don't waffle on that." Humility Enables Everything Else - Dave worked with the biggest, toughest SEALs. Attribute most critical to success: humility. Ability to listen, learn, be flexible, change, admit you're wrong, and go with someone else's plan. It even affects fitness. Humility touches everything. Doesn't diminish other attributes, but allows you to strengthen them.  Teaching Humility: Subordinate Your Ego - You can't tell someone with a big ego to be humble. Dave: "The biggest challenge with someone else's ego is not their ego. It's your ego's response to it." Most counterintuitive thing: If you clash with Ryan, Dave has to subordinate his ego to Ryan's. Lower your ego: "Hey Ryan, I've been pushing back hard, I realize I'm not listening." Natural reaction: Ryan's ego starts to drop. Over time, collaborate more. You connect success to the ability to control the ego. Dave: "Humility is the measurement of how much control you have over your ego." What you give is usually what you get. It's reciprocal. Care About Team More Than Yourself - When your people see you working hard to clear paths or block an egomaniac boss, they'll run through walls for you. Outcome of a good relationship: You care about the team, the team cares about you. That selfless act shows you care about them more than yourself. Dave: "That's how you show that you care about them more than yourself, and that's what a leader's job is, to care about the team more than you care about yourself. That's parenting, that's marriage." Extreme Ownership - Book Extreme Ownership changed Dave's understanding. When you take ownership, take ownership of everything. Caveat: Not things you literally don't control. But you have ownership over everything, even just how you react. After Chris was killed, Dave said, "That's war, nothing we can do." Problem: When he embraced it wasn't his responsibility, it meant he didn't have as much to change. Should have asked: "What is everything we can do to make sure this doesn't happen again?" The tendency is to undershoot ownership. Try to take it to the extreme. If you can take ownership of everything you can control, you get more influence over the outcome. Detachment: A Superpower - Dave: "Detachment is a superpower" - (1) almost nobody can do it, and (2) if you can, it's massively influential. Detachment is being in control of emotions. When overwhelmed with priorities and pressures, you tend to get emotional. When you react emotionally, you make bad decisions. Learn the skill of detaching - not to be devoid of emotion (we're human), but don't let emotions dictate. Get Away from Problems to See What's Causing It - When a problem occurs at work, you tend to focus on it, go into it. It seems good but is often wrong. You should get away from it, detach. Getting away lets you look around and see what's really causing it. Military example: The enemy is shooting at you; the tendency is to focus on that. Usually bad because they're hoping you do - then they send a flanking maneuver. If you detach, step back, you'll see the flanking maneuver coming. Be able to see the future - that's the superpower.  Know Your Red Flags - Intervene Early - You have to understand where you are escalating your emotions. Know your personal red flags. Most people don't go zero to 100. Long day, flight delayed, bad meeting - little things tick up, so zero is actually 4 or 5, which means dirty dishes put you to 7. When Dave gets frustrated, traps tighten up. Some people's nose turns red. If you're at level 8 and someone says, "calm down," it makes it worse. But if at level 1 or 2 and you intervene, you're in control. What an adult does: "I'm an emotional guy, but I have awareness of where I am. If I'm a 4, I gotta intervene then." If at level 10, detaching is not gonna happen. That's the difference between kids and adults. Dave: "You are much more likely to have a hard time controlling your emotions, ironically, with people you care about the most." Quotes: "You're planning for the success of the outcome, not how you're going to go about doing that, because things get in the way."  "Humility is the most important attribute in a leader. All the attributes. Humility is number one, and we don't waffle on that."  "The biggest challenge with someone else's ego is not their ego. It's your ego's response to it."  "Detachment is a superpower."  "You are much more likely to have a hard time controlling your emotions, ironically, with people you care about the most." 01:16 Introducing Dave Burke 02:21 Dave Burke's Top Gun Experience 05:23 Lessons Learned from Military to Everyday Life 07:56 The Importance of Flexibility in Leadership 13:07 The Need to Lead: Dedication and Personal Stories 16:58 The Realities of Teamwork in Combat and Business 21:03 Building Trust and Relationships in Teams 26:04 The Role of Humility in Effective Leadership 31:03 Understanding Ego and Humility 31:50 Subordinating Your Ego 33:38 Challenges of Teaching Humility 34:07 Personal Experiences with Ego 39:20 The Power of Ownership 42:57 Detachment as a Superpower 52:58 Advice for Young Leaders 57:26 Conclusion and Key Takeaways  

Hey everyone! this is Sam on the Fancy Lad Podcast, these dudes rock and we wanted to share it with you. There is still going to be a new free episode and patreon coming tonight, it'll just be pretty late in the evening.  GHOUL! -Becker    Bigzo & Tom Tweak are BACK in the Fancy Lad Podcast studio with stand-up Sam Tallent to talk about millionaires, tight 5's, and the punk ethos. All this!