Podcasts about talent development

Your budget tells the truth about your strategy. A firm can say it wants to develop next generation leaders, strengthen succession readiness, improve management capability, prepare its people for AI, and increase enterprise value. But if those priorities do not appear in the talent budget, the strategy may be more aspirational than operational. Ray Sclafani explores why the talent budget is one of the clearest ways for an advisory firm's leadership team to determine whether its stated priorities are actually being funded.In this episode, you'll learn how to build a simple talent budget scorecard that reveals where your firm is investing in its people and what those investments are expected to produce. You'll also discover how Association for Talent Development benchmarks can provide a useful reference point, why talent development should be treated as infrastructure rather than a discretionary expense, and how to connect investments in leadership, coaching, onboarding, and AI fluency to measurable business outcomes. By the end, you'll have a practical framework to evaluate your current talent budget and identify where your spending needs to align more closely with your firm's growth priorities.This framework is designed for advisory firm leaders who are thinking beyond today's staffing needs and building the capabilities required for future growth, succession, leadership depth, and AI readiness. The central question is simple: Does your budget reveal the firm you're building, or the firm you once were?WHAT YOU'LL LEARN IN THIS EPISODE Why your talent budget may reveal more about your actual strategy than your strategic plan  How to connect talent investments to measurable outcomes such as retention, succession readiness, manager capability, and AI adoption  Why talent development should be treated as infrastructure in a growth-oriented advisory firm  How to align talent spending with your firm's top three strategic priorities  Why the goal is not simply to spend more, but to build the capabilities your firm will need in the future THE TALENT BUDGET SCORECARD Total annual talent development spend  Talent development spend as a percentage of gross revenue  Leadership development spend  Coaching and professional development spend  New employee onboarding spend  AI fluency and tool adoption training spend  Measurable business outcomes tied to talent investment REFLECTION QUESTIONS FOR YOUR LEADERSHIP TEAM What does your current talent budget reveal about what your firm actually believes?  Where are you expecting future growth from the people you're underinvesting in today?  What measurable business outcome should your talent investment deliver over the next 12 months?  How would your budget change if talent development were treated as firm infrastructure?  What capability must your firm build now so it is not constrained three years from now? Building the Billion Dollar Business is hosted by Ray Sclafani, Founder and CEO of ClientWise, the financial services industry's leading executive coaching and team development firm for elite advisors and wealth management teams. Ray Sclafani is also a Wealthies CEO of the Year Finalist (2026) and Luminaries Thought Leader of the Year Finalist (2026).Find Ray and the ClientWise Team on the ClientWise website or LinkedIn | Twitter | Instagram | Facebook | YouTube

How can leaders adapt their approach to give people what they need in each specific situation? In this episode, Kevin is joined by Suzie Bishop and Sam Shriver to revisit situational leadership and discuss why this decades-old model may be more relevant than ever. They explain how effective leadership begins by clearly identifying the task, skill, or behavior involved, then assessing an individual's ability, confidence, commitment, and motivation before choosing the right leadership response. Kevin, Suzie, and Sam discuss why no leadership style is inherently good or bad, how empowerment can feel like abandonment and direction can feel like micromanagement when misapplied, and why leaders must step beyond their comfort zones to serve others' needs. Listen For 0:00 Why Situational Leadership still matters after 50 years 3:13 Why write this book now 5:17 The big idea: adaptability 6:50 What "situational" actually means 8:11 How the model got typecast — and where it's expanded 12:55 The primer: task, readiness, and the R1–R4 scale 15:49 Where leaders get "style" wrong 23:15 "Power is the battery of leadership" 25:56 Leading through disruptive change 28:34 Situational leadership in the age of AI 32:12 The best next step for your organization 36:11 What are you reading? About Suzie & Sam Suzie Bishop and Sam Shriver are the authors of Situational Leadership®: The Model for Leading Others, Navigating Change, and Unlocking Performance. Suzie is an established leader in workplace education and leadership development, currently serving as Vice President of Product Development at The Center for Leadership Studies (CLS). She holds a Bachelor's degree in Communication and Media from North Carolina State University. A Certified Professional in Training Management (CPTM) and Stakeholder Centered Coach, Suzie is also a Marshall Goldsmith 100 Coach and a Thirty Under Thirty Leader recognized by Elliot Masie. Sam has over 45 years of experience with the Situational Leadership® Model, executive coaching, human behavior, and leadership development. A frequent contributor to industry publications, Sam also co-authors a leadership column with Marshall Goldsmith for Training Industry Magazine and publishes regular blogs, white papers, and articles on emerging trends in learning and development. His work has been recognized by Bersin, Brandon Hall, and the Association for Talent Development. Deeply inspired by his team's commitment to delivering transformative learning experiences, Sam focuses on reintroducing the Situational Leadership® Model to the next generation of leaders to help them build meaningful impact within their organizations. CONNECT WITH Suzie Bishop and Sam Shriver Website: https://situational.com/  LinkedIn: https://www.linkedin.com/in/suzie-bishop/ LinkedIn: https://www.linkedin.com/in/sam-shriver-6479763/   RESOURCES MENTIONED Situational Leadership: The Model for Leading Others, Navigating Change, and Unlocking Performance by Sam Shriver and Suzie Bishop Management of Organizational Behavior by Paul Hersey, Kenneth H. Blanchard, and Dewey E. Johnson Flexible Leadership: Navigate Uncertainty and Lead with Confidence by Kevin Eikenberry Lessons from Leaders Volume 1: Practical Lessons for a Lifetime of Leadership by Marshall Goldsmith, Sam Shriver, and Kathy McDermott  Heart the Lover by Lily King  Thinking, Fast and Slow by Daniel Kahneman  ---

Burnout and boredom have been plaguing the workplace more and more with each passing year, with HR leaders feeling more pressure with less reward. But what if we could bring creativity, flexibility, and genuine joy back into the workplace, and up productivity. According to Kevin Bishop, the Director of Talent Development at LinkedIn, it's not just a pleasant wish, but how the workforce should be moving forward. Coming from a unique, non-linear background in the performing arts (music and theater), Bishop treats his “corporate outsider” perspective as a superpower. Before he takes the main stage at SPARK TALENT this fall, HR Daily Advisor got to sit down with Bishop for a live webinar to discuss how LinkedIn is transforming it's workforce, and how HR leaders can challenge the status quo, handle modern disruptions, and build a future-ready workforce. Check out part one of our conversation below!

When it comes to leadership assessments, there's never a “one-size-fits-all” approach, says Peter Stewart.“There are some key questions we need to think about before you begin the assessment process so that you are selecting the right method, you're selecting the right resources or formal assessments or whatever you're doing, to help get the results you want,” he says.In today's episode, Daniel and Peter take a deep dive into leadership assessments, examining the purpose of assessments, the typical use cases for assessments, which types of assessments are appropriate, and how to understand assessment reports.Tune in to learn:Four clear cases for leadership assessmentsMistakes and pitfalls to avoid in assessing leadersThe most important things to do before assessing leadersHaving a formal leadership assessment process is one of the best ways for organizations to make sure they select the right leaders for their open positions and further develop those leaders for future roles. When designed and implemented for the unique needs of the organization, a good assessment process will help optimize and integrate individual leadership strengths and help both the organization and the leader deliver results.Questions, or comments? E-mail us at podcast@stewartleadership.com—Sign up for Stewart Leadership's newsletter: https://stewartleadership.com/newsletter/—Stewart Leadership Insights and Resources:Stewart Leadership AssessmentsWhen Should I Use a LEAD NOW! Assessment?6 Ways to Leverage the Power of 360° Assessments for Your LeadersThe Advantages of an Online 360° AssessmentSuccession Planning for SuccessConnecting Strategy with Talent Development, Part 1 (Podcast)Connecting Strategy with Talent Development, Part 2 (Podcast)Turnover to Tenure: How Succession Planning can Stabilize Leadership and Position Organizations for Long-Term Growth—#leadership #podcast #leadershippodcast #leadershipdevelopment #assessments #360assessments #successionplanning #StewartLeadership #LeadershipGrowthPodcastIf you liked this episode, please share it with a friend or colleague, or, better yet, leave a review to help other listeners find our show, and remember to subscribe so you never miss an episode. For more great content or to learn about how Stewart Leadership can help you grow your ability to lead effectively, please visit stewartleadership.com and follow us on LinkedIn, Instagram, and YouTube. 

On this episode of Coaching Call, Sifu Rafael welcomes Lindsay Barnett, leadership coach, consultant, and Founder and CEO of Barnett Coaching, a firm dedicated to helping organizations build healthier workplace cultures and stronger leaders.For more than 15 years, Lindsay has helped transform teams, leaders, and organizations across industries including advertising, biotechnology, consumer products, and education. Her leadership journey includes serving as Head of Talent Development and Inclusion at Kite Pharma, a Gilead company, where she focused on developing people, strengthening culture, and driving organizational success.Lindsay is also the author of the upcoming book, Working Hell to Working Well: Making Your Company Work for You, where she shares practical strategies for creating workplaces where employees and organizations can thrive together. Her mission is to help leaders build cultures rooted in trust, communication, inclusion, and sustainable success.Join us for a valuable conversation about leadership, workplace culture, communication, employee engagement, and creating organizations where people genuinely want to contribute and grow. Whether you're leading a team, running a business, or developing your own leadership skills, this episode offers practical insights you can put into action immediately.Watch on YouTube and subscribe:https://www.youtube.com/@sifurafaeltv?sub_confirmation=1Sifu Rafael is a master instructor and the founder of Speaking Prowess, where he combines expertise in communication and leadership to help individuals unlock their full potential. As a professional speaker, solutions expert, and executive coach, Sifu Rafael helps leaders, entrepreneurs, and experts communicate with clarity, confidence, and purpose.This episode is brought to you by Sifu's Mind Body Method, a lifestyle transformation that blends movement, mindset, nutrition, hydration, fasting, journaling, and faith. Learn more at sifumethod.comThat's where connecting with Sifu Rafael matters.Through Speaking Prowess and Sifu's Mind Body Method, Sifu Rafael helps leaders, entrepreneurs, and experts refine their message, command a room, and step onto more stages with clarity and confidence. From podcasts and live shows to keynote stages and curated experiences, Sifu Rafael helps people get seen, heard, and positioned as trusted voices in their industry while sharpening their speaking skills along the way.If you know you're meant to speak, lead, and impact at a higher level, this conversation is your invitation.Visit sifurafael.com to connect, explore speaking opportunities, and start positioning yourself for more stages, stronger presence, and real influence.#coachingcall #sifurafael #leadership #workplaceculture #communication #coaching #personaldevelopment

Director of Talent Development and AI Education at Fusemachines, Rojesh M. Shikhrakar, has spent nearly a decade building and working with AI systems, long before the world knew what a prompt was and long before ChatGPT made "artificial intelligence" a dinner-table phrase. In this episode, he pulls back the curtain on what's actually happening inside the machines we've started trusting with our decisions, our classrooms, and possibly our future economy. In this episode, we talk about: Why token costs are dropping 40x while model intelligence is compounding 1,000x, and what that math means for anyone building today. How predictive policing exposes the one thing AI still cannot do, forecast human social outcomes with any real accuracy. What "human in the loop," "on the loop," and "off the loop" actually mean for the jobs disappearing first. Why hallucination isn't a bug that will eventually be fixed. It's a permanent tax the industry has quietly accepted. How Nepal could build sovereign AI infrastructure instead of renting intelligence from someone else's data center. What happens to entry-level hiring when AI makes junior-level output senior-level ready almost overnight. Why competing with China, India, or the US on AI is the wrong game, and what the right one looks like. How philosophy, not code, might ultimately define where artificial intelligence goes next. This isn't a conversation about tools. It's about who gets to hold power when intelligence becomes cheap enough for anyone to buy. Rojesh M. Shikhrakar makes an uncomfortable case for why Nepal cannot afford to sit this one out. Watch it before your competitors do. TIMESTAMPS ⏱️ Timestamps 00:00 Highlights 07:19 Open Source vs Closed Source: What's the Difference? 16:07 AI Hallucinations Explained & It's Impact 27:14 Why It's So Hard to Change Nepal's Education System 40:37 Is There Really Such a Thing as Originality? 46:30 Does Nepal Have the Capacity to Lead in AI? 57:38 Why Entry-Level Jobs Are Disappearing in Nepal 1:08:37 AI Has a Much Higher Ceiling Than Most People Think 1:11:21 Technology Has Always Been Built on Science 1:23:03 Why Software Companies Are Becoming Hardware Companies 1:33:12 How AI Is Driving the Rise of Cybersecuritya Want to become a video podcaster? Get info: https://becomeadoer.com/programs/beco...   If you love reading, don't miss our newsletter on Substack Link: https://substack.com/@doersglobal?   Want to join us live in the studio as an audience member? Fill out this form: https://forms.gle/xZi8yptyoxkkc6aa8   ✉ Reach out to us at partners@doersnepal.com  

Most trainers spend a great deal of time thinking about engagement. We add polls, discussions, activities, and opportunities for participation because we do not want learners sitting quietly while we talk at them.Stephanie Hubka believes we may need to go further.In this episode of Lessons from Learning Leaders, Stephanie joins me to explore the difference between getting people involved in a training session and helping them form genuine human connections. Engagement may keep people busy for an hour. Connection can change the way they listen, contribute, take risks, and apply what they learn afterward.Stephanie shares the unexpected path that brought her into talent development. She originally moved to Washington, DC, with a political science degree and ambitions that had nothing to do with training. A position as an education coordinator changed that almost immediately. She discovered a profession centered on people, growth, and the kind of work she could not imagine leaving.We also talk about her experience earning the Certified Professional in Talent Development credential. Stephanie explains why the value went far beyond passing an exam or adding letters after her name. Preparing for the credential expanded her knowledge of the profession, while the community surrounding it led to relationships, volunteer opportunities, and professional connections that continued shaping her career years later.Much of our conversation focuses on Stephanie's Connect 4 approach to building community through training. The framework asks learning professionals to think about connection before the learning experience, during the session, after participants return to work, and across the larger collection of learning experiences an organization provides.Stephanie explains why storytelling is one of her favorite ways to begin. Asking participants to share a story gives them a reason to talk with someone they do not know, but it does not force them into a level of vulnerability they did not choose. They decide what to share, how personal to become, and how they want to participate. That sense of control helps create psychological safety while giving people a chance to become more than strangers sitting at the same table.We also discuss why facilitators sometimes need to give up control in order to gain greater contribution from the room, how connection prepares participants for deeper conversations later in the session, and why trainers should examine whether the engagement techniques they use are producing anything more meaningful than activity.As AI makes content easier to produce, Stephanie makes a strong case that the human side of learning deserves more attention. Trainers still have an opportunity to create spaces where people feel seen, heard, and connected to one another. Those experiences can influence what learners remember, what they are willing to try, and whether the training leads to real change.Connect with Stephanie HubkaProtos Learning helps organizations design and deliver practical, human-centered learning experiences focused on application, behavior change, and connection.StephanieHubka.comConnect with Stephanie on LinkedInContact Protos Learning for workshops, facilitation, speaking, custom learning design, and consulting inquiries.Professional email listed in Stephanie's public conference materials: Stephanie@ProtosLearning.comShare this episode with a trainer, facilitator, or learning leader who is thinking about how to create more meaningful learning experiences, and subscribe to Lessons from Learning Leaders so you do not miss the next conversation.Bring Better Conversations Into Your OrganizationStrong organizations are built on leaders who communicate well, ask thoughtful questions, facilitate productive discussions, and develop the people around them.If you'd like to bring these conversations into your organization through a keynote, workshop, leadership program, or train-the-trainer engagement, I'd welcome the opportunity.Learn more at DuaneLester.com. Get full access to Lessons from Learning Leaders at lessonsfromlearningleaders.substack.com/subscribe

What separates a good leader from a truly effective one?In this episode of UMBC Mic'd Up, host Dennise Cardona, M.A. '23 sits down with Karl Douglas, L.H.D. (Hon.), Graduate Faculty in UMBC's Entrepreneurship, Innovation, and Leadership (EIL) Graduate Program, to discuss leadership, communication, emotional intelligence, adaptability, and entrepreneurship in today's workplace.Karl shares lessons from his journey from sales and marketing to Director of Talent Development, where he supports the growth and development of thousands of employees. Together, they explore what it means to invest in people, create psychologically safe workplaces, embrace change, and lead with purpose.Learn more about the Entrepreneurship, Innovation, and Leadership Graduate Program at UMBC#UMBC #LeadershipDevelopment #CommunicationSkills #EmotionalIntelligence #ProfessionalDevelopment #Leadership

Most companies recruit interns to take work off someone's plate. Your Health does the opposite — and it's why several of its current executives, including a Chief Information Officer, first walked in the door as interns. In this episode, Jamie sits down with Heather Bower, Director of Experiential Learning, who has taken the reins of Your Health's internship, mentorship, preceptorship, and apprenticeship programs. Heather shares how a long-standing program is being rebuilt with structure, data, and intention — organized into semester cohorts, anchored by a four-day all-company orientation, and designed so every intern owns a project with genuine stakes. In this conversation, you'll hear: Why "get interns because they're cheap" is exactly the wrong spirit — and what replaces it How one MBA intern's shadowing experience redirected him toward nursing school The "spreadsheet whisperer" intern who taught regional leadership to pull data faster What surprises interns most once they're inside healthcare: the human complexity How Your Health uses feedback loops to move interns toward roles where they'll actually shine If you're early in your career and unsure where you fit, this episode is a map to possibilities you may not know exist. Press play and rethink what an internship can really be. www.YourHealth.Org

Daniel moderated a live panel at Running Remote 2026 with Carmen Amara (Yelp), Brandon Sammut (Zapier), and Vinícius Coelho (Time Doctor) to discuss how AI is reshaping leadership, management, and career growth. ----  Sponsor Links:

Robin Barbacane is the Head of Talent Development and Workforce Transformation at Rackspace. In this episode, Robin joins The Edge of Work  to discuss what it takes to move beyond AI experimentation and drive enterprise-wide workforce transformation. She shares how Rackspace has approached becoming an AI-first organization, including the development of AI-powered solutions, employee-led innovation programs, and new operating models designed to embed AI into everyday work. During the conversation, Robin also explains why successful AI adoption is fundamentally a change management challenge, how HR can play a more strategic role in transformation, and why organizations should focus on developing new ways of thinking and working rather than simply deploying new tools. LinksRobin's LinkedIn: https://www.linkedin.com/in/robinbarbacane/

Oakland County Offers Robust Talent Development Solutions - Aligns with Business

Promoting a high-producing advisor into a leadership role without teaching them how to lead isn't development, it's a risk transfer. Ray Sclafani has seen this pattern play out across hundreds of advisory firms: the best advisor gets promoted, the firm assumes leadership will follow, and within months the culture quietly starts to fracture. In this episode, Ray makes the case that leadership development is not a soft-skills initiative as it is an operational and economic imperative that directly shapes growth, retention, client experience, and enterprise value.What You Will Learn in This EpisodeWhy promoting high performers without leadership training is one of the most common and costly mistakes in wealth managementThe five direct questions every leadership team should ask to diagnose their management infrastructureHow to define what "meeting," "exceeding," and "far exceeding" expectations looks like for every leadership role in your firmHow to build a leadership scorecard that makes accountability observable, coachable, and measurableWhy leadership depth, not any single rainmaker or founder, is what allows a firm to grow without breakingKey Insight from This Episode"Promoting a high-producing advisor into a manager or leadership role without teaching that person how to lead is not development. That is a risk transfer."Leadership is not a reward for strong performance. It is a distinct skill set that requires training, structure, and ongoing accountability. The firms that invest in building that infrastructure now will have the bench depth, the culture, and the continuity to compete at the highest level — and to scale without depending on any one person.The Five Questions to Diagnose Your Leadership InfrastructureAsk your leadership team right now:Performance Reviews: Do you conduct performance reviews more than once a year?One-on-Ones: Do managers hold one-on-one meetings with their direct reports at least monthly?Feedback: Do employees receive regular, real-time feedback — not just at review time?Defined Standards: Have you defined what meeting, exceeding, and far exceeding expectations looks like for every role in your firm?Manager Accountability: Are managers held accountable for engagement, retention, and the development of the people they lead?If the honest answer to most of those is "no" or "not consistently," you have a leadership development gap and that gap has a direct cost.The Four-Step Framework for Building LeadersStep 1 — Define the Leadership Role Vague expectations produce vague performance. When a person is promoted to manager, their scope must be explicit and written down: What do they own? Which decisions are theirs to make? Which require alignment? Which belong elsewhere? Clarity here is not bureaucratic, because it is the foundation of effective leadership.Step 2 — Define What Strong Performance Looks Like For every leadership role, articulate three levels:Meeting expectations — Holds regular one-on-ones, provides timely feedback, follows through on commitments, keeps the team alignedExceeding expectations — Develops talent ahead of need, strengthens team capacity, reduces confusion, helps others make better decisionsFar exceeding expectations — Develops leaders who develop other leaders, builds scalable systems, improves retention, reduces the firm's dependence on any single personOnce the levels are defined, performance conversations, calibration, comp decisions, and development plans all improve. People stop guessing.Step 3 — Build a Feedback Cadence Annual reviews are too slow. By the time the review occurs, everyone already knows what should have been said months earlier. Managers should hold regular one-on-ones, provide feedback in real time, and ask the questions that matter: What is working? What is unclear? What needs to change? What support is required? What are you learning? Where do you want to grow? Feedback should not be dramatic. It should be normal.Step 4 — Hold Leaders Accountable for the People They Lead A manager should be evaluated not only on their personal performance or technical competence, but on the engagement, retention, development, and performance of their team. If a leader is personally successful but leaves behind confusion, burnout, or turnover, that is not strong leadership. Create a leadership scorecard for every manager in your firm. Include five measures: communication rhythm, feedback quality, talent development, accountability, and team health. Review it quarterly. Coach to it. Compensate it.Coaching Questions for ReflectionWhich leaders in your firm, including you, have been promoted based on production or contribution, but never trained to lead?Where have you clearly defined performance expectations, and where are people still guessing?Which leadership behaviors should be measured because they directly shape culture and retention at your firm?What would change if managers were held accountable for the growth of the people they lead?Why This Matters for Enterprise ValueManagers shape the firm's lived experience. Not the values poster in the break room. Not the retreat agenda. Not the title structure. Managers decide how feedback is delivered, whether accountability is real, whether talent is developed or ignored, whether high performers are challenged, whether underperformance is tolerated, whether meetings are useful, and whether people feel stretched, supported, and included.SHRM research shows that only 44% of managers globally have received formal management training. More than 90% of HR executives say people managers are critically important to organizational success — and job satisfaction nearly doubles among workers with highly effective managers.For advisory firms, this isn't abstract. Leadership development affects growth and retention, client experience, and ultimately the enterprise value of what you are building.The firms that develop leaders will win — because they will not rely on any single founder, rainmaker, or heroic operator. They will build bench depth. And that bench depth is what allows a firm to grow without breaking.Resources & References MentionedSHRM — Global Management Training ResearchKorn Ferry — Workforce 2025 Research ReportBuilding the Billion Dollar Business is hosted by Ray Sclafani, founder and CEO of ClientWise, the financial services industry's leading executive coaching and team development firm for elite advisors and wealth management teams.Find Ray and the ClientWise Team on the ClientWise website or LinkedIn | Twitter | Instagram | Facebook | YouTubeBuilding The Billion Dollar Business

What if educating your people so well that they could leave was exactly the point? At Your Health, that's not a risk to manage — it's the philosophy that built an entire learning ecosystem. In this episode, Jamie talks with Aubrey Wall, who came to Your Health from a background in education and now leads Your Health University, the organization's learning management system and continuous-development engine. Aubrey brings an educator's eye to a fast-evolving healthcare environment, where best practice changes by the day and meeting patients where they are demands that staff never stop learning. Here's what you'll hear: Why a healthcare company runs 12-month, Department of Labor–registered apprenticeships — including programs in management, value-based care, population health, and hospice aide preparation How gamification is being built into nurse instruction (straight from Aubrey's dissertation research) The difference between Your Health University (your classroom) and the Hub (your resource library) How LinkedIn Learning delivered roughly $4.2 million in CEUs to staff last year Meeting Leah — the new AI assistant that helps employees find exactly the right course If you've ever believed growing your people is a cost rather than the whole point, this conversation will change how you think. Press play, then go ask Leah a question. www.YourHealth.Org

Kelli Fitzpatrick is a science fiction writer, gamewriter, and teacher. She is the author of Captain Marvel: Carol Danvers Declassified (from BenBella Books, 2025) and is a contributing writer for the Star Trek Adventures role-playing game from Modiphius. Her Star Trek story “The Sunwalkers” won the 2016 Strange New Worlds contest from Simon and Schuster. Her short fiction has been published by Baen Books, Crazy 8 Press, Flash Fiction Online, and others, and her essays on sci-fi pop culture appear at StarTrek.com, Women at Warp, and in anthologies from Sequart and ATB Publishing. She has written for NASA's Hubble Space Telescope outreach team and Arizona State University's Interplanetary Initiative. She has over a decade of experience teaching high school and college courses. Find her at KelliFitzpatrick.com and on Bluesky @KelliFitzWrites. Derek Tyler Attico is a speculative fiction author, essayist, and award-winning photographer. In fiction, Derek has won the Excellence in Playwriting Award from the Dramatist Guild of America, and he is a two-time winner of the Star Trek Strange New Worlds short story contest (“Alpha & Omega,” “The Dreamer and the Dream”) published by Simon and Schuster. Derek is also the author of the bestselling, critically acclaimed “Star Trek novel The Autobiography of Benjamin Sisko” by Titan Publishing. Jim Johnson was born about the same time Apollo XII landed on the moon (and has always been kinda spacey) and shares a birthday with the Kindle. He is the author of the Pistols and Pyramids weird western series and the Potomac Shadows urban fantasy series. He's also written a bunch of other stuff in and around the SFF genres and pen and paper RPGs. He's currently the project manager and line editor for Modiphius's Star Trek Adventures RPG. Michael Dismuke is a Certified Professional in Talent Development and Certified Leadership Development and Succession Strategist. He is a national speaker/trainer and consultant, a freelance writer for the Star Trek Adventures RPG, and a published comic creator. Please check out this relevant link: Star Trek: Timelines Welcome to Dice in Mind, a podcast hosted by Bradley Browne and Jason Kaufman to explore the intersection of life, games, science, music, philosophy, and creativity through interviews with leading creatives. All are welcome in this space. Royalty-free music "Night Jazz Beats" courtesy of flybirdaudio.

What if the skills your organization needs are already sitting inside your company?In Part 2 of this conversation, Angela Finlay joins The H.I.T. Podcast to discuss skill stacking, talent architecture, and how organizations can better identify, develop, and leverage the talent they already have.As job roles continue to evolve and technology reshapes the workplace, leaders must rethink how they evaluate skills, reward development, and prepare employees for the future.In this episode, we discuss:How individuals can inventory and validate their skillsUsing AI and peer feedback to uncover strengths and blind spotsTurning performance reviews into meaningful skill assessmentsWhy organizations should reward leaders who develop talentThe power of "micro-mentoring" and learning from internal expertsMaking mentorship and development available to everyone—not just high-potential employees. How companies overlook valuable internal talent while searching externallyWhy linking performance, development, and reward systems is critical for future success.With workplace skills evolving faster than ever, this conversation offers practical insights for leaders looking to build stronger teams and future-proof their organizations.Like and subscribe for weekly conversations at the intersection of HR, insurance, and technology.

What you'll learn in this episode: ● The key difference between leading and managing ● How your words can carry more weight than you realize ● Why great leaders attract people seeking guidance ● How to empower your team through influence, not authority ● The mindset shift that transforms management into leadership

In this special group panel episode of the Ecomm Breakthrough Podcast, host Josh Hadley and fellow podcasters interview Michael E. Gerber, author of "The E-Myth." Gerber shares his foundational principles for business growth, emphasizing the need for entrepreneurs to work on their business, not just in it. He introduces his "eightfold path" for evolving a company from one person to an enterprise, and stresses the importance of developing elite talent and adopting a transformative mindset and "soul set" to build a successful, scalable organization.Chapters:Introduction and Setting the Stage (00:00:00)Host introduces the episode, panel, and Michael E. Gerber, setting up the discussion on business ownership myths.The Myth of Doing It All Yourself (00:01:09)Discussion on the misconception that business owners can do everything themselves and the dangers of being the business's core.If Your Business Depends on You, You Have a Job (00:01:42)Gerber explains his famous quote about business dependency and the need for transformation in business thinking.People Development and Its True Meaning (00:02:28)Explores the concept of people development and its foundational role in business growth.The Eightfold Path to Business Evolution (00:03:17)Introduction to the Eightfold Path: dream, vision, purpose, mission, job, practice, business, enterprise.The Dreaming Room and the Importance of Dream Discovery (00:03:48)Gerber describes the Dreaming Room program and the necessity of discovering your dream before vision and purpose.Gerber's Personal Dream, Vision, and Mission (00:05:00)Shares his original dream and mission from 1977 to transform small business worldwide.Scaling a Business and People Development Advice (00:06:52)Advice on finding and hiring top talent as you scale from a company of one to an enterprise.The Navy SEALs Analogy for Talent Development (00:07:44)Compares elite business team development to the rigorous selection and training of Navy SEALs.OldCo vs. NewCo: Building the Future Organization (00:09:07)Explains the concept of OldCo (legacy) and NewCo (future), and the need to focus on building NewCo.Mindset and Soul Set for Business Owners (00:11:08)Emphasizes the importance of both mindset and “soul set” before committing to transformative business changes.Closing Remarks and Thanks (00:11:51)Panelists thank Michael E. Gerber and conclude the episode.Links and Mentions:Tools and Concepts"The Eightfold Path": "00:03:48""The Dreaming Room": "00:04:56"Books"The E-Myth": "00:00:00""Beyond the E-Myth: The Evolution of an Enterprise from a Company of One to a Company of 1000": "00:03:19"Notable Quotes"If your business depends on you, you don't own a business; you have a job, and it's the worst job in the world because you're working for a lunatic.": "00:01:09"Transcript:Josh 00:00:00  Welcome to the Econ Breakthrough Podcast. I'm your host, Josh Hadley, where I interview the top business leaders in e-commerce. Past guests include Kevin King, Howard Tye, and Stephen Pope. Today is a special episode where I have joined a group panel of other podcasters that are interviewing Michael E Gerber, the author of the E myth. This is a foundational book that many of you have probably read. And now we get his decades of wisdom and we get to ask him questions. I know you're going to enjoy this podcast episode, so sit back, enjoy and enjoy this episode with Michael E Gerber, the author of the E myth. You know, Michael, I'm amazed with the book that you you wrote e myth. And because it is a timeless principles that are going to impact generations to come. And I look forward to my children and my grandchildren being able to read those principles. As an e-commerce business owner and as I speak with other e-commerce business owners, there's kind of this myth, that people believe that they could do it all on their own.Josh 00:01:09  Right. And they what they do is they build a team of a lot of VA's that are surrounding themselves, but they are still the core function of the business. There's a quote from your book that I want to read real quick and get your take on it. If your business depends on you, you don't own a business. You have a job. And it's the worst job in the world because you're working for a lunatic. So, Michael, can you provide some additional insight as to if you are still working in the business, why you don't actually own a business?Michael 00:01:42  Well, you have to understand that, oftentimes my statements are stronger than they need to be. Oftentimes, as well, they're not strong enough, but I understand. Take that quote working for a lunatic and you might change it to be working for an idiot. And it's that idiot that I attempt to transform. And the only way in the world that idiot is going to be transformed is if he or she doesn't persist. Being that idiot in the way they think about who they are, why they do what they do, what they're there to create, and how it's going to be created if in fact, they grow beyond their idiot hood.Michael 00:02:28  So it's a master, master, master position to take charge. In short, to strenuously understand that while you're not in a people development business. In short, that's not the intent you are. You get what I mean by that. While you're not in a people development business, you actually are. Everyone is. But the question then becomes what is people development? And how does one approach people development at the very outset? And that is in the positioning of who you are and what you do. So the most critical process in what I describe, how many of you have read beyond the email?Josh 00:03:17  Yes, I've read it.Michael 00:03:19  Well congratulations Josh folks. I picked the book up. It's beyond the myth, the evolution of an enterprise from a company of one to a company of 1000. And at the heart of that book is what I describe as the Eightfold Path. The Eightfold Path is crucial to the process of becoming who you intend to be. Let me describe the eight steps in the Eightfold Path.Michael 00:03:48  I have a dream. I have a vision. I have a purpose. I have a mission. I have a job, I have a practice. I have a business. I have an enterprise, a dream, a vision, the purpose, the mission, the job, the practice, the business, the enterprise. The Eightfold path is the process for growing a company of one to a company of 1000. It is the process of maturing from doing it yourself, doing it, doing it, doing it, doing it to create an enterprise that does it in great measure with a great number of individuals who are in fact, instilled in the process of understanding and appreciating what a dream is, what a vision is, what a purpose is, what a mission is. How many of you are familiar with the Dreaming Room? So the Dreaming Room is a program that I developed to take one through the first four steps to discover your dream, your vision, your purpose, your vision. If you fail to discover your dream.Michael 00:05:00  I'm saying you'll never discover your vision. If you fail to discover your dream, I say go to never discover your purpose. And you follow me and follow me. First this, then that, then that, then that. So there's a process, a mad process through which you grow in maturity, you grow in eloquence. You grow in ability to literally become the one you can't even imagine becoming. At the very outset of this process, my dream way back then, in 1977. Wow, that's a long time ago. My dream was to transform the state of small business worldwi...

In this episode of The Compassionate Accountability Podcast®, Dr. Nate Regier sits down with Lori Walker, Senior Manager of Talent Development at ERMCO, to explore what it really takes to build a people-first leadership culture inside a fast-paced manufacturing environment. When ERMCO's executive team set out to become an employer of choice, they recognized that technical excellence alone wasn't enough. Leaders needed practical tools to handle conflict, hold people accountable, and create stronger communication across every level of the organization. Lori shares how Compassionate Accountability became the foundation for a company-wide leadership development strategy designed to support both people and performance. From the shop floor to executive leadership, this conversation explores what happens when organizations stop avoiding difficult conversations and start building the skills to navigate them productively. In this episode you'll learn: Why manufacturing environments often struggle with communication and conflict How ERMCO is building Compassionate Accountability into leadership development What happens when leaders avoid difficult conversations How psychological safety impacts innovation and performance Why practical conflict tools create stronger trust and accountability How Compassionate Accountability is being scaled across 3,400 employees Why these communication tools don't just work at work, they transform relationships at home too Rapid fire questions include: What is one thing leadership has taught Lori about people? What did she used to believe about conflict that she no longer believes? What risk did she take implementing this work in manufacturing? What role does trust play in leadership and communication? How has Compassionate Accountability changed the way she approaches difficult conversations? If you're building leadership programs, navigating culture transformation, or trying to create healthier communication in high-pressure environments, this episode offers a powerful real-world example of what becomes possible when compassion and accountability work together. Listen, reflect, and discover how one manufacturing company is changing conflict at work and at home.  Subscribe for more real client transformation stories  Visit www.next-element.com to learn more about Compassionate Accountability  Share this episode with a leader who wants healthier accountability without sacrificing results Get our award-winning book Compassionate Accountability: How Leaders Build Connection and Get Results: https://www.next-element.com/publications/ Learn more about ERMCO: https://www.ermco-eci.com/

Host Jaime Klein speaks with Renee Ross about how AI is reshaping coaching and talent development. Renee explores why the future of leadership development lies in blending AI-driven insights with human connection to create more personalized, scalable support for employees.

How Parkland Health Grows Its Own Workforce — And Why You Should TooFeaturing Stephanie Speights, PhD, SHRM-SCP, Senior Vice President of Talent Development, Parkland HealthWhat if the answer to your most pressing workforce shortage is already inside your building? Stephanie Speights has been proving that thesis for nearly seven years at Parkland Health — one of the most respected health systems in the country — by building a talent development engine that grows clinical staff from the inside out.

On this episode of the Insurance Coffee House, Nick Hoadley is joined by Nicola Nairn, Group Head of HR at Lancashire Insurance Group, a global specialty insurance and reinsurance business operating across London, Bermuda, the US, and Australia.Nicola shares her career journey into HR, starting on the trading floor at Morgan Stanley before moving into asset management and eventually transitioning into human resources. She reflects on how an unplanned move into HR led to a long-term career in reward and, later, broader HR leadership, bringing a strong commercial lens to people strategy.The conversation explores how Lancashire has grown from around 300 to 450 employees in recent years, and how the focus has now shifted from expansion to optimising the structure, effectiveness, and development of the organisation. Nicola explains how this creates opportunities to focus more deeply on talent, mobility, and long-term capability building across the business.Nick and Nicola discuss practical approaches to talent development, including identifying high-potential and high-performing individuals, building internal mobility, and combining external training with internal initiatives such as mentoring and knowledge-sharing programmes. Nicola outlines how creating visibility across the business helps employees better understand opportunities beyond their immediate roles.The episode also looks closely at culture. Nicola shares how Lancashire maintains a consistent culture across geographies while allowing for local differences, and explains why common sense and common decency are the foundations of the organisation's approach to hiring and leadership. She emphasises the importance of hiring for both capability and character, and treating recruitment as a two-way process.They also discuss hiring practices, working with search partners, and the gradual introduction of technology such as applicant tracking systems to improve hiring processes and data visibility. Nicola highlights the importance of investing time upfront with recruitment partners to ensure alignment on role requirements and culture.The conversation closes with practical advice for candidates and HR professionals, including the importance of authenticity in interviews, taking the time to understand motivations, and recognising that career paths do not need to be linear. Nicola also shares a simple but consistent lesson from her career: spend more time listening than talking, and stay open-minded.This episode offers a grounded view of how people and culture strategy is evolving within insurance, and how organisations can build strong teams by focusing on development, clarity, and cultural alignment.Connect with Nicola Nairn on LinkedIn to follow her work across HR leadership, talent development, and organisational culture.The Insurance Coffee House Podcast is brought to you by Insurance Search.We are a global Insurance Executive Search Consultancy, supporting Insurance and Insurtech businesses to attract and retain the very best insurance talent.Find out more about showcasing your employer brand as a guest on the Insurance Coffee House Podcast or sign up to our News and Insights.Or follow us on LinkedIn, Twitter or Instagram.Insurance Executive Search Consultants in USA, London and Bermuda.Copyright Insurance Search 2025 - All Rights Reserved.

Margie Hamner, visionary author, speaker, and children’s empowerment advocate, (and friend and co-author with me on Brave Kids Volume 3) shares her empowering insights. Please join us as we discuss: her unexpected vision of holding a ball of light, sharing with children in a field the inspiration behind her story about kids receiving the light – empowerment, self-esteem, courage a discussion on disempowered children her upcoming YouTube shorts project social and emotional learning Grandparents as an audience generational healing and so much more! Welcome to The Healing Place Podcast! I am your host, Teri Wellbrock. You can listen in on Pandora, Apple Podcasts, Spotify, iHeartRadio, Deezer, Amazon Music, and more, or directly on my website at www.teriwellbrock.com/podcasts/. You can also catch our insightful interview on YouTube. Bio: Margie Hamner Margie Hamner is a visionary author, speaker, and children's empowerment advocate on a mission to help children embrace their inner light and believe in themselves and their dreams. Through her stories, workshops, and literacy initiatives, she equips children with the confidence, self-esteem, gratitude, intuition, positive mindset, and emotional intelligence they need to navigate an ever-changing world. She is the best-selling author of Magic Ball of Light: Summer Camp, Magic Ball of Light: Winter Holiday, and a contributing author to Brave Kids: Short Stories to Inspire Our Future World-Changers, Volume 3. Her storytelling blends imagination with practical life lessons, inspiring children to trust their inner guidance and step into their potential with courage. Before stepping fully into her calling as an author, Margie enjoyed a distinguished career as an HR leadership instructor and executive coach. After decades of developing today's leaders, she felt a deeper calling to help develop tomorrow's leaders — our children and grandchildren. That unexpected vision reshaped her path and became the foundation for her LIGHT Framework, a holistic approach to navigating setbacks and discovering new directions. Margie holds a bachelor's degree from American University and professional credentials, including Associate Certified Coach (ACC) through the International Coaching Federation and Certified Professional in Talent Development (CPTD) through the Association for Talent Development. She now speaks at schools, community events, and leadership gatherings, bridging her expertise in human development with her passion for children's empowerment. A proud grandmother of six, Margie draws daily inspiration from the wonder, imagination, and wisdom of her grandchildren. She and her husband enjoy lake life at their home in Virginia. In her free time, she loves cruising, swimming, fishing, biking, photography, holistic living, and real estate investing. Website: www.magicballoflight.com LinkedIn: linkedin.com/in/margie-hamner-cptd-acc-763670a Facebook: https://www.facebook.com/share/16uXfvaMR4/?mibextid=wwXIfr Instagram: https://www.instagram.com/authormargiehamner YouTube: https://www.youtube.com/@MagicBallOfLight Teri’s #1 best-selling books and #1 new-release book can be found here. Teri’s inspirational audiobook productions can be found here. Teri’s monthly newsletter can be found here. Teri’s book launch team can be found here. AMAZON AFFILIATE Teri Wellbrock and Unicorn Shadows are a participant in the Amazon Services LLC Associates Program, an affiliate advertising program designed to provide a means for sites to earn advertising fees by advertising and linking to Amazon.com. In other words, I make commission off of purchases made using any affiliate links on my site.

Mohit Jiwnani is the Director of Talent Development at Okta. In this episode, he shares how AI is reshaping leadership development and why traditional programs may no longer be enough as the nature of work changes. During this conversation, Mohit explores how organizations can shift from teaching leadership in classrooms to enabling leaders in the flow of work by redesigning workflows, clarifying what work humans should own versus AI, and helping teams operate differently. Mohit also discusses practical approaches to AI adoption and empowering internal champions to drive change. Finally, he reflects on how leaders can embed AI into everyday moments like decision-making, coaching, and performance conversations.LinksMohit's LinkedIn: https://www.linkedin.com/in/mohitjiwnani/

First podcast of the book club, featuring USA Swimming's Corey Manley. We discuss previous guest Kristoffer Henriksen's book All You Need to Know About Talent Development. The book was co-authored with Carsten Hvid Larsen and Louise Kamuk Storm. Book Club: All You Need to Know About Talent Development w/Corey Manley Chris DeSantis

"What if you train them and they leave?" It's the fear that quietly keeps most healthcare leaders from investing in their people. Matt Staub — CEO of Your Health — wants you to sit with the question his mentor once asked in return: What if you don't train them, and they stay? In this episode, Matt joins Jamie Preston for a conversation about why workforce education isn't a perk at Your Health — it's the culture. From nationally accredited apprenticeships, to a training pipeline built out of a licensing crisis, to the real people behind the success stories, this is a blueprint for leaders who want to grow something that lasts. Key topics covered: The lumberjack story: why sharpening your axe beats swinging harder every time How a shortage of licensed administrators became the catalyst for Your Health's training engine The shift from "education happens on your own time" to "this is how we behave" Real success stories — Olivia, Kristin, Taylor, McKinsey, Rebecca — and what they share Matt's three challenges for anyone ready to grow: show up, find your who, take your shot If you've ever wondered whether developing your people is worth the cost, this episode will change the math. Press play — then look around, and ask yourself who's looking at you.

Send us Fan MailWith nearly 100 leaders retiring daily and 30% of nonprofit CEOs expected to step down within five years, organizations must act now.  Nonprofit succession planning strategy is no longer optional—it's essential as leadership turnover accelerates across the sector.In this Fundraisers Friday discussion, Julia Patrick and Tony Beall explore what this leadership shift means for nonprofit operations, talent development, and long-term sustainability. The conversation goes beyond theory—this is about real-world readiness.Fundraising professionals are increasingly being tapped for executive roles. Why? As Tony explains, “Development professionals are typically tapped for CEO roles because they already understand the donors, the mission, and the board relationships.” That combination makes them uniquely positioned to step into leadership.This episode highlights the importance of structured succession planning—from defining roles and responsibilities to building internal leadership pipelines. Julia reinforces the urgency, pointing to sector-wide “brain drain” risks and the operational impact of leadership gaps.The discussion also tackles a critical mindset shift: investing in staff development even if they eventually leave. As Tony notes, “The sector is going to be stronger because of your investment in this individual, whether they stay with your organization or not.”You'll walk away with practical insights on:Preparing internal candidates for leadership rolesCreating a proactive succession planNavigating job transitions strategicallyStrengthening your organization through talent investmentThis is about more than filling roles—it's about building resilient organizations that can thrive through change. 00:00:00 Introduction to Leadership Turnover 00:01:00 Why Leadership Retirements Are Increasing 00:03:00 The 30% Nonprofit CEO Retirement Trend 00:05:00 Why Fundraisers Become CEOs 00:08:30 Internal Hiring vs External Search Decisions 00:11:30 Advocating for Your Leadership Path 00:14:00 The Role of Continuous Learning 00:16:00 Navigating Conversations with Leadership 00:19:00 Talent Development vs Staff Turnover 00:23:00 Building a Succession Plan Framework 00:25:00 Planned vs Sudden Leadership Transitions 00:27:00 Honoring Legacy Leaders in Transition  #TheNonprofitShow #NonprofitLeadership #SuccessionPlanningFind us Live daily on YouTube!Find us  Live daily on LinkedIn!Find us Live daily on X: @Nonprofit_ShowOur national co-hosts and amazing guests discuss management, money and missions of nonprofits!  12:30pm ET   11:30am CT  10:30am MT  9:30am PTSend us your ideas for Show Guests or Topics: HelpDesk@AmericanNonprofitAcademy.comVisit us on the web:The Nonprofit Show

US companies spent nearly $100 billion on workplace training last year. Employee engagement hasn't meaningfully improved in two decades. In this episode of Shedding the Corporate Bitch, executive coach Bernadette Boas makes the case that the problem is not one of effort, talent, or even budget, it's a design problem. Most organizations have built their development infrastructure around discrete events: a workshop here, an assessment there, a coaching session when someone gets promoted. That model was never engineered to produce lasting behavioral change. It was designed to check boxes.Bernadette walks through the four structural reasons their current programs are failing, including why 81% of organizations measure completion rates instead of behavioral change, why the Ebbinghaus Forgetting Curve makes single-session training scientifically ineffective, and why most leaders lack the self-awareness to absorb and apply what they're being taught. More importantly, she introduces a solution: the Leadership Development Operating System: a five-pillar framework that connects training, coaching, curriculum, assessment, and measurement into a single compounding architecture. What You'll Learn•       Why the workshop model fails and how the distinction between an event and a system determines whether your investment produces resultsThe four root causes of program failure: lack of self-awareness, no structured practice, absent measurement, and no pull-through•       How to structure skill training so that 60–70% of session time is dedicated to practice and feedback, not information transfer•       The five pillars of the Leadership Development Operating System and how each one reinforces the others•       Why external coaching is essential for real-time behavioral change, and why internal L&D teams cannot fully replace it•       The four-layer measurement framework: behavioral assessment, application data, business impact metrics, and cultural integration•       A diagnostic question to immediately identify the structural gaps in your existing programs Key Timestamps:[00:00] — Why positive workshop feedback doesn't equal behavioral change[01:30] — 80% mindset, 20% skillset: the leadership success formula[03:00] — Why the current development model was built to check boxes, not produce change[13:00] — Introducing the Leadership Development Operating System[14:30] — Overview of the five pillars[31:30] — The diagnostic question for your current program[32:00] — How to book a 30-minute diagnostic call with BernadetteResources & Links:Book a 30-Minute Diagnostic Call: coachmebernadette.com/discovery-callPodcast Hub (all platforms): balloffirecoaching.com/podcastFollow on YouTube: HERESupport the show

These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com About: Maribel R. Diz is the Head of People for Latin America and the Caribbean Region at Visa. She is responsible for developing and executing people strategies in support of the overall business plan and direction in the region. She is also a strategic business advisor to the Visa Latin America and Caribbean leadership team regarding talent needs and plans for the region, including Miami, Argentina, Brazil, Mexico, Chile, Colombia, Costa Rica, the Dominican Republic, Ecuador, Guatemala, Panama, Peru, Puerto Rico and Venezuela. She has also served as the global People Champion, serving as the Chief People Officer's advisor, enabling her to work closely with the global People community in meeting the strategic priorities of the function. Maribel has more than 25 years of experience with Visa, and has a proven track record of working very closely across functions and geographies, providing leadership and driving change in the organization, while also promoting the Visa culture and leadership principles with diversity and inclusion across the region. She specializes in transformational work focusing on creating high performing leadership teams. Maribel has a Masters of Science in Human Resources Management from Florida International University and an undergraduate degree in Business from Nova Southeastern University. She also holds a Doctoral in Business Administration with distinction at Florida International University. She sits on the Center of International Business Education and Research, and Masters in Human Resources advisory boards at FIU, and was recently appointed as a Co-chairperson of the Doctoral in Business Administration Advisory Council. She is an active role model for HISPA (Hispanics Inspiring Student's Performance and Achievement) speaking to high school students inspiring them to stay in school and follow their dreams. She is a published author and accomplished speaker on all things leadership and gender inclusion, and is also specialized in the different workplace generations. CHAPTERS 00:00 Opening + final interview from UNLEASH01:00 Intro to Maribel Diz (Visa HR Leader)02:30 30-year career at Visa: why she stayed04:30 Career growth, promotions & confidence06:00 Generational shifts in the workforce08:30 Gen X vs Millennials vs Gen Z dynamics10:30 Why Gen Z is misunderstood12:00 What Gen Z actually needs from leaders14:00 Leadership strategies for younger talent16:00 Remote work vs in-office debate18:00 “If you want a career, come into the office”20:00 The value of proximity, visibility & relationships22:00 Hybrid work realities across global teams24:00 HR tech & AI: what's actually exciting26:00 Using AI to remove tactical work28:00 The future of HR as a strategic function30:00 Leading with personalization (not one-size-fits-all)32:00 What truly motivates Gen Z and millennials34:00 Research insights: how Gen Z processes information36:00 Attention myths vs reality38:00 Motivation vs inspiration in leadership40:00 Preparing for the future workforce42:00 Final advice for leaders and organizations43:30 Closing + where to connect KEY TAKEAWAYS Gen Z is not entitled—they are highly capable but require guidance and context Leadership must shift from one-size-fits-all to personalized development Remote work offers flexibility, but in-person work accelerates career growth Relationship building and visibility remain critical for long-term success AI will remove tactical HR work and elevate the importance of strategic leadership Motivation is internal—but inspiration must come from leadership Generational differences are less about conflict and more about understanding The future of work requires meeting employees halfway while maintaining standards

Day Break | Ceasefire Countdown: Iran Running Out of Time --- 00:00 - Monologue 18:57 – Rey “R.T.” Trevino, oil and gas expert and head of Pecos Country Energy. Trevino discusses record-high U.S. oil exports and ongoing tensions in the Strait of Hormuz. He explains how geopolitical instability, particularly involving Iran, is impacting global oil markets and domestic energy prices. 27:52 – Nathan Worcester, Senior Congressional reporter for The Epoch Times. Worcester breaks down major issues facing Congress, including potential war powers votes related to Iran and the looming deadline for renewing Section 702 of FISA. He also discusses DHS funding debates and upcoming hearings on President Trump's 2027 budget. 37:47 - Monologue Featuring Ivey Gruber 46:48 – Rob Rene, Founder of Exodus Strong. Rene discusses solutions to the energy crisis through alternative wellness technologies like red light therapy. He explains the benefits of full-body red light systems and current promotional offers available at ExodusStrong.com/GRUBER. 56:47 – Michael Letts, 30-year law enforcement veteran and founder of InVest USA. Letts discusses a recent mass shooting in Shreveport and the ongoing need to support law enforcement. He highlights efforts to equip officers with life-saving protective gear. 1:05:36 – Dr. OJ Oleka, CEO of the State Financial Officers Foundation. Oleka discusses concerns about fraud within government systems and how it impacts taxpayers. He explains how inefficiencies and abuse can lead to higher costs for working families. 1:15:37 - Monologue  1:24:24 – Isabella “Bella” Ritter, Talent Development and Digital Coordinator at the Institute for Women's Health and MPH candidate at Liberty University. Ritter discusses why Gen Z women report higher levels of loneliness despite increased opportunities. She explores cultural, social, and technological factors contributing to the trend. 1:33:56 – Ann Bollin, Chair of the House Appropriations Committee representing Michigan's 49th District. Bollin discusses Michigan's budget outlook and strategies to address state debt. She outlines priorities for maintaining fiscal stability while building on prior legislative wins. 1:42:37 – Ivey Gruber, President of the Michigan Talk Network. Gruber discusses the risks associated with children's access to smartphones and digital content. The conversation explores how increased connectivity may be contributing to broader social disconnection. --- Check out our brand new podcast, 'Forgotten America'... The tenth episode is live NOW at Steve Gruber on YouTube! Link below: https://youtu.be/p757dQjoydM

After interviewing rower Cara Stawicki on the podcast, my perspective on late bloomers shifted. Most parents think if talent hasn't shown up by a certain age, it never will. That's not how performance works. Cara started rowing at 18, made the national team at 34, and won gold in her late 30s. The game-changer? She stopped seeing herself as “just someone who works hard” and started seeing herself as a racer who competes and goes for results.Once that clicked, everything followed. In this short note I share why time is not the enemy (impatience is), how persistence is built through friction instead of being removed, and why identity is the real driver of performance. Skills and reps matter, but how our kids see themselves when things stop working is what decides everything. Cara Stawicki Podcast link -- https://open.spotify.com/episode/5vlIvldKM0VrsoVDGEu1AA?si=4arEn1mkRpepsHlTwiqjkg ParentShift course 30% off with the code "TRIBE". Link below:  ParentShift (English): https://www.hernanchousa.com/courses/parentshift?ref=c23daa  Entrena Tu Legado (Spanish): https://www.hernanchousa.com/courses/entrenatulegado?ref=c23daa Parentshift book: https://www.amazon.com/PARENTSHIFT-SKILLS-BECOME-SUPER-PARENT-ebook/dp/B091Z11QTZ  

In this episode, Simon Brown takes us inside his role as Global Learning & Development Leader at EY, sharing how he sits at the table shaping the organisation's AI agenda rather than just delivering training. We explore how L&D can move from a support function to a strategic driver in the AI era, the practical ways his team is role-modelling AI, and the benefits of taking an integrated approach across departments to unlock real impact. Simon also gives his perspective on the speed at which AI is transforming L&D, what this means for day-to-day operations, and how teams can stay relevant in a rapidly changing landscape. He shares actionable advice for L&D leaders who feel they might be behind the curve, offering insights into how to forge influence, make AI work for learning, and prepare their organisations for the next wave of skills development. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS A skills-based learning ecosystem where skills act as the “connective tissue” and people build visible skills profiles, earn badges by applying new capabilities, and are then scheduled onto projects based on those skills  turns learning into a direct driver of real work opportunities and career growth. A clear vision, strategy and operating model, agreed with the C‑suite, gives L&D a mandate and protects it from shiny object tech decisions. L&D only stays relevant if it matches consumer-grade, AI-powered experiences and uses AI itself to accelerate and personalise learning. Be part of early AI conversations. BEST MOMENTS “The learning is actually done by interaction with an AI agent, and that agent will guide you through step by step what might be a good agent for you to build.” “We've tried to role model how to use the (AI) technology ourselves in how we build the learning solutions.” Simon Brown Bio Simon Brown is Global Learning & Development Leader at EY and international best-selling author of The Curious Advantage. A commercially minded learning leader, he was previously Chief Learning Officer at Novartis and has led major learning transformations across sectors, including at Lloyds Banking Group. Earlier in his career he co-founded Brightwave, one of the UK's leading e-learning companies, and consulted at Accenture for global brands such as BT, BP, Microsoft, and Canon. His work has earned multiple Chief Learning Officer Strategy Awards, and under his leadership Novartis was named #3 globally for Talent Development in the ATD BEST Awards. Simon co-hosts The Curious Advantage podcast, is a regular international keynote speaker, and is active in global learning communities and EdTech as an angel investor. https://www.linkedin.com/in/simoncbrown1/ https://www.amazon.co.uk/Curious-Advantage-Paul-Ashcroft/dp/1648713513 https://www.curiousadvantage.com/curious-advantage-podcast VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home ABOUT THE HOST David James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D.  CONTACT METHOD   https://twitter.com/davidinlearning  https://www.linkedin.com/in/davidjameslinkedin  https://360learning.com/the-l-and-d-collective This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

https://teachhoops.com/⁠ Cori Close's UCLA rebuild is a blueprint for any coach trying to modernize a program with tradition: build a culture that scales, develop talent on purpose, and train the mental game like it's part of practice. Why this matters: UCLA just won the 2026 NCAA women's national championship with a dominant 79–51 win over South Carolina. 1) Culture: “Broom + Shovel” leadership Close uses a broom and shovel as daily reminders: serve first (broom) and dig below the surface (shovel). For high school coaches: your culture is built in the small things—how you treat managers, how you handle mistakes, how you model service. 2) Talent + Development: recruit it, then accelerate it UCLA added elite talent like Lauren Betts and built a roster that could dominate physically. But the key development lesson: when Close brought in a top freshman class, those freshmen averaged 19.0 minutes per game—a deliberate investment in growth. 3) Mental performance: the “Mind Gym” isn't optional UCLA built a daily mental routine—highlight clips, mindset work, and reset habits—to help players stay present and return to neutral after mistakes. If the mental side is “most of the game,” it has to be trained—consistently. April 4, 2015: UCLA won the program's first WNIT title under Close. March 25, 2018: UCLA reached the Elite Eight for the first time since 1999. April 5, 2026: UCLA won its first NCAA-era national title. Start practice with “What went well” (train attention, not just correction) Install a reset cue (“Next” / “Neutral” + breath + physical action) Assign daily servant leadership habits to captains (“broom work”) Give young players real reps—short, role-based minutes that build the future The 3 Strategic PillarsKey Milestones (the long game)What High School Coaches Can Steal This Week⁠The Wall Street JournalUCLA Wins Its First NCAA Title in Women's BasketballToday⁠⁠theguardian.comNCAA women's national championship: South Carolina 51-79 UCLA - as it happened!Today Learn more about your ad choices. Visit podcastchoices.com/adchoices

https://teachhoops.com/ Cori Close's UCLA rebuild is a blueprint for any coach trying to modernize a program with tradition: build a culture that scales, develop talent on purpose, and train the mental game like it's part of practice. Why this matters: UCLA just won the 2026 NCAA women's national championship with a dominant 79–51 win over South Carolina. 1) Culture: “Broom + Shovel” leadership Close uses a broom and shovel as daily reminders: serve first (broom) and dig below the surface (shovel). For high school coaches: your culture is built in the small things—how you treat managers, how you handle mistakes, how you model service. 2) Talent + Development: recruit it, then accelerate it UCLA added elite talent like Lauren Betts and built a roster that could dominate physically. But the key development lesson: when Close brought in a top freshman class, those freshmen averaged 19.0 minutes per game—a deliberate investment in growth. 3) Mental performance: the “Mind Gym” isn't optional UCLA built a daily mental routine—highlight clips, mindset work, and reset habits—to help players stay present and return to neutral after mistakes. If the mental side is “most of the game,” it has to be trained—consistently. April 4, 2015: UCLA won the program's first WNIT title under Close. March 25, 2018: UCLA reached the Elite Eight for the first time since 1999. April 5, 2026: UCLA won its first NCAA-era national title. Start practice with “What went well” (train attention, not just correction) Install a reset cue (“Next” / “Neutral” + breath + physical action) Assign daily servant leadership habits to captains (“broom work”) Give young players real reps—short, role-based minutes that build the future The 3 Strategic PillarsKey Milestones (the long game)What High School Coaches Can Steal This WeekThe Wall Street JournalUCLA Wins Its First NCAA Title in Women's BasketballTodaytheguardian.comNCAA women's national championship: South Carolina 51-79 UCLA - as it happened!Today Learn more about your ad choices. Visit podcastchoices.com/adchoices

Send us Fan MailAbout This EpisodeIn this episode, Jasmine Moseley Beal, an award-winning global learning and talent development leader and CEO of Virtue Key Consulting Group, talks about bold leadership in the real world: career pivots, motherhood, entrepreneurship, and building a career that aligns with your values. We also dive into talent strategy, leadership development, performance management, and the role of AI in HR, including governance, privacy, and using automation to free people for higher-value work. Tune in for practical insights, honest conversation, and the bold encouragement you may need to take your next step forward. About Jasmine Moseley BealJasmine Moseley Beal is an award-winning Global Learning & Talent Development leader and the Founder, President & CEO of Virtue Key Consulting Group, a boutique consultancy helping mid-size to large companies move from chaos into clarity through transformational efforts in performance management, talent management, and leadership development. With 15 years of experience building and scaling talent, performance, and leadership strategies across five continents, Jasmine is known for translating complex people challenges into practical, business-driving solutions.Her expertise spans leadership development, performance transformation, talent strategy, organizational culture, and the future of work making her a sought-after voice for covering workplace trends, employee experience, inclusive leadership, and how organizations can unlock human potential at scale. Based in Richmond, VA and operating globally, Jasmine brings a rare blend of corporate rigor and entrepreneurial insight to every conversation. Her perspective is shaped by real-world transformation experience, a passion for developing leaders who drive impact, and a commitment to equipping organizations for the future. Additional Resources:LinkedIn: @JasmineMBeal      @VirtueKeyConsultingGroup Instagram: @jasmoseley     @TheVirtueKeySupport the show--------Stay Connected www.leighburgess.comWatch the episodes on YouTube Follow Leigh on Instagram: @theleighaburgessFollow Leigh on LinkedIn: @LeighBurgessSign up for Leigh's bold newsletter

What if the most powerful thing you could do for your clients isn't to consult or coach them… but to mentor them? We are the ones who guide our clients to achieve their aspirations and become who they are striving to become! We come alongside clients who are in the middle of their heroic journey. So if the client is the hero, then who are we? We are the mentors. We are the guides. We are the Obi-Wans to their Luke Skywalker. Ever since I left Disney to start my own consulting business over 15 years ago, I have been obsessed with the heroic journey. The heroic journey is a framework of transformation that mythologist Joseph Campbell captured…. There's an individual living a normal life who encounters something unexpected that calls them to adventure. They hesitate, and then they meet a wise old man or woman as a mentor. It appealed to me at first because of how it captured what was really behind me leaving my high-profile job at Disney for my own business, which wasn't just a career transition but a total life transformation. My own heroic journey. But then there's another angle that really speaks to me, especially as I pivoted from consulting to the business mentoring I do now, and that's the role of the mentor who shows up at critical moments with a mix of vision for what is possible for the hero or heroine and tough love to step into it. This role is what I see as the true purpose of transformational consultants and coaches… mentor to heroes and heroines on their journey of transformation. We are the Rafiki to Simba. We are the Obi-Wan to Luke. And when I heard people at a local OD networking meeting talking about Yogi Mueller and his book The Great Slapping, I knew I needed to have him on the show. Tune in to fully appreciate and step into the mentor role with your clients. In today's episode, we're getting into: The role of the mentor in the “hero's journey” and how it reframes your work with clients at a deeper level What real mentorship requires: trust, truth, and the willingness to deliver feedback that actually creates transformation The difference between accidental mentors and intentional mentors, and why that distinction matters for your impact How to both become a better mentor and show up as a mentee who actually grows and evolves Chapters: 00:00 – Why Mentorship Is More Powerful Than Coaching 02:05 – Yogi's Journey: Disney, Career Shifts, and Reinvention 10:49 – Building a Business and Finding Your Voice 15:44 – Why Clients Buy You, Not Your Framework 19:08 – Mentorship vs. Transactions: A Different Value Proposition 23:00 – The Meaning Behind The Great Slapping 25:28 – The Mentors Who Shape Us (and Why It Matters) 29:39 – The Hero's Journey and the Role of the Mentor 33:38 – Why Consultants Have Authority Without Position 42:18 – The “Great Slapping”: Tough Feedback That Transforms 47:50 – What Makes a Great Mentee 53:21 – Why You Need a Mentor (Even If You're the Expert) 59:02 – Growth, Blind Spots, and Stepping Into the Mentor Role Next Steps: Get clear on the role you actually play Are you showing up as a consultant, a coach… or a mentor? Define how you guide your clients through their transformation journey so your positioning reflects the real value you bring. Refine your brand positioning to match your impact If your messaging doesn't clearly communicate how you help clients become who they are striving to become, you're leaving opportunity on the table. Your positioning should make it obvious that you are the partner who meets them in the middle of their heroic journey. Work with me to step fully into the mentor role If you're ready to elevate your positioning and show up as the guide your clients actually need, Betsy can help you clarify your message, own your role, and build a brand that reflects the transformation you create. Learn more here https://www.betsyjordyn.com/services Other episodes you may enjoy: Shift Your Consulting & Coaching from Services to Transformations with Joseph Pine (Ep154) How to Start Your Consulting Business Right…the First Time with Sara Guttman (Ep153) Why Brand Clarity Is About Trust with Dr. J.B. Adams (Ep152) 3 Types of Consulting /Coaching Expertise: Which one is yours? (Ep147) 5 Truths About Branding, I Only Saw After Tearing My Process Apart (Ep146) Inside My Brand Messaging Process (and Why It Always Works) (Ep140) About the guest: With over 30 years in Talent Development, Yogi Mueller helps forward-thinking executives build the leadership pipelines they need to support real business growth. His background spans hospitality, Disney leadership, and even a former career in comedy, bringing a rare mix of clarity, candor, and humanity to every room he walks into. Yogi is the go-to partner when leadership teams are misaligned, new leaders lack direction, culture feels unclear, or high-potential programs need credibility fast. Through his signature Embrace the G.R.I.T. approach and G.R.I.T. Index Assessment, he helps leaders get honest, take ownership, and grow through the hard lessons that actually drive transformation. He is also the author of The Great Slapping, a raw take on mentorship, feedback, and what it truly takes to develop leaders who don't shy away from what's required to grow. https://www.linkedin.com/in/yogimueller/ About the host: Betsy Jordyn is a business mentor, brand messaging strategist, and former Disney consultant who helps purpose-driven consultants and coaches build profitable businesses rooted in their unique strengths. With over 20 years in the industry and a knack for turning big ideas into clear positioning, she's your go-to for strategy that aligns with your calling. Work with me: https://www.betsyjordyn.com/services

Hour 3: In this episode of The Sports Leader, Larry Krueger and Greg Silver discuss the San Francisco Giants' upcoming season. They dive into the team's expectations, with some fans feeling optimistic about the new season. Buster Posey's leadership and the team's young players are highlighted as key factors in their potential success. The hosts also discuss the importance of patience and giving the team time to develop its young talent. They're joined by Susan Slusser, a San Francisco Chronicle reporter, who shares her insights on the team's spring training and the potential for a strong season.See omnystudio.com/listener for privacy information.

Enterprise Knowledge CEO Zach Wahl speaks with Melanie Adams, Global Talent Development & Training Operations Lead, Digital Manufacturing Operations, at MSD. With a deep background in science, leading analytical testing teams, and ensuring quality in regulated pharma environments, Melanie blends people development with systems thinking to use data to spot gaps and create KM approaches that capture experience and prevent repeat mistakes.In this conversation, Zach and Melanie discuss her day-to-day, how she works to find and support the "one and only" experts, succession planning and the ROC risk assessment framework, facilitating good knowledge transfer and expertise sharing, and the symbiosis between KM and learning. They also chat about the practicalities of using a bite-sized approach to AI to encourage change management and tailor trainings to the right kinds of learnings.Note: The views expressed by guests are their own, and do not necessarily reflect the views of their organization.---Comment below to let us know how you find your "one and only's," or ask any questions you have for our Knowledge Cast hosts! They may be answered in a future episode.---To learn more about Enterprise Knowledge, visit us at: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠enterprise-knowledge.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.EK's Knowledge Base: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://enterprise-knowledge.com/knowledge-base/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Contact Us: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://enterprise-knowledge.com/contact-us/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.linkedin.com/company/enterprise-knowledge-llc/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Twitter/X: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://twitter.com/ekconsulting⁠⁠⁠

Hour 3: In this episode of The Sports Leader, Larry Krueger and Greg Silver discuss the San Francisco Giants' upcoming season. They dive into the team's expectations, with some fans feeling optimistic about the new season. Buster Posey's leadership and the team's young players are highlighted as key factors in their potential success. The hosts also discuss the importance of patience and giving the team time to develop its young talent. They're joined by Susan Slusser, a San Francisco Chronicle reporter, who shares her insights on the team's spring training and the potential for a strong season.See omnystudio.com/listener for privacy information.

As the Director of Talent Development at LinkedIn, Dr. Chrissy Roth-Francis currently oversees the growth of 3,000 leaders. She is at the forefront of a major cultural shift: the “Human Plus” future. Ahead of her sessions at SPARK HR 2026, HR Daily Advisor sat down with Dr. Roth-Francis to discuss how HR professionals and people leaders can navigate the rapid adoption of AI in HR while keeping human connection at the core. Check out our latest episode of the HR Works Podcast to hear exactly how Roth-Francis is reshaping the world of HR!

Mark Fogel, Director of Talent Development and Communications at Mile 2, joins us to talk about building custom software at the intersection of humans, machines, and work—from warfighters managing UAS to uncrewed F‑16s. Mark breaks down the cleared roles Mile 2 hires for, their remote-friendly GovCon model, how their values drive real hiring decisions, and why adaptability, a distilled resume, and strong referrals matter more than ever in the age of AI.Find complete show notes at: https://clearedjobs.net/mile-2-human-machine-teaming-in-action-podcast_ This show is brought to you by ClearedJobs.Net. Have feedback or questions for us? Email us at ajones@clearedjobs.net. Create a cleared job seeker profile on ClearedJobs.Net. Engage with us on LinkedIn, Facebook, Instagram, X, or YouTube. _

Is your parts department the most neglected, underappreciated, and misunderstood department in your dealership? In this episode, we sit down with Brian Crossin, an instructor at NADA Academy who brings over two decades of fixed operations and parts management experience to the table. Brian explains why dealerships routinely hand over half a million dollars in inventory capital to their parts teams without providing the formal sales and financial education needed to maximize that investment. In this episode, we cover: The Sales Mindset: Why the biggest blind spot for dealers is failing to treat the parts department like a true sales department capable of generating service appointments and vehicle sales. The Phone Call Problem: How mystery shops reveal a severe lack of sales training on the parts counter, despite staff fielding 50 to 100 phone calls per person, per day. Crucial Metrics: Why tracking "Investment Quality" and the all-important "First-Time Fill Rate" matters far more than just monitoring obsolescence. Technology & AI: The importance of fully utilizing your current DMS, and how artificial intelligence and machine learning are poised to revolutionize inventory management. Customer Experience: Why the ultimate rule of fixed ops is to "not make the customer work"—and how to eliminate friction points like bouncing customers back and forth for simple repair quotes. Navigating Tariffs: Why the parts department's existing systems are already well-equipped to handle the cost fluctuations brought on by international trade tensions. Whether you're looking to launch a nationwide e-commerce strategy or just want to master the mundane basics of customer experience, this episode is packed with practical insights to elevate your fixed operations.   About VADA: The Virginia Automobile Dealers Association (VADA) represents franchised new car and truck dealers in the Commonwealth of Virginia. Formed by dealers in 1943, VADA advocates for a regulatory environment that supports fair competition and enhances consumer safety. The association uses its collective power to proactively preserve, protect, and enhance the economic life, relationships, and image of its members across the state. About NADA Academy: The National Automobile Dealers Association (NADA) Academy prepares current and future dealership leaders to improve each department's profitability while examining how new technology and innovations reshape the retail automotive industry. Through comprehensive programs taught by industry experts, the Academy provides hands-on practical application to help automotive professionals develop an end-to-end view of business and dealership operations. About the Guest (Brian Crossin): Brian brings 21-plus years of fixed operations experience to NADA. Before joining NADA, he was involved in all aspects of dealership parts operations, including 12 years in parts management. Brian's passion for teaching, mentoring, and process improvement led him to NADA. He is certified in change management and as a Master Trainer by the Association for Talent Development. Brian currently facilitates Fixed Operations 1—Parts Department.

Zach Mercurio, Ph.D., is a researcher, author, and speaker who specializes in purposeful leadership, mattering, meaningful work, and positive organizational psychology.He wrote "The Invisible Leader: Transform Your Life, Work, and Organization with the Power of Authentic Purpose." His forthcoming book, "The Power of Mattering: How Leaders Can Create a Culture of Significance," will be released by Harvard Business Review Press in 2025.Zach works with hundreds of organizations worldwide to forge purposeful leaders who enable mattering, motivation, well-being, and performance. Some of his clients include the U.S. Army, USA Wrestling, J.P. Morgan Chase, Delta Airlines, Marriott International, The Government of Canada, and The National Park Service.He also serves as one of author Simon Sinek's “Optimist Instructors.”Zach earned his Ph.D. in organizational development from Colorado State University where he serves as a Research and Teaching Fellow in the Department of Psychology's Center for Meaning and Purpose and as an Instructor in the Organizational Learning, Performance, and Change program.His research on meaningful work has been awarded by The Association for Talent Development, The Academy of Management, and The Academy of Human Resource Development.Zach lives in Fort Collins, CO with his wife, two sons, and two adopted dogs.Link to claim CME credit: https://www.surveymonkey.com/r/3DXCFW3CME credit is available for up to 3 years after the stated release dateContact CEOD@bmhcc.org if you have any questions about claiming credit.

Today's show features: - Leonard Bellavia, Founding Partner of Bellavia Cohen P.C.
 - Mike Van Ryn, Vice President of Talent Development at Zeigler Auto Group

 - Terry Lange, Assistant General Manager at Suburban Ford of Ferndale This episode is brought to you by: Great America – Planning a new service lane, collision center, or showroom refresh? GreatAmerica finances dealership build‑outs and remodels—including service equipment, collision & repair, body & paint, EVSE, car wash, signage, and software. Our fast credit decisions keep projects on schedule, while flexible financing structures are designed to support growth, efficiency, and long‑term ROI—without tying up cash needed for inventory, staffing, or daily operations. Visit https://carguymedia.com/4l4uK13 to learn more! AutoHauler Exchange – Auto Hauler Exchange is the vehicle transportation marketplace connecting shippers and carriers directly to remove inefficiencies, cut delivery timelines in half, and save 15-20% on transport. Visit https://www.autohaulerexchange.com/ to set up your free account today. Check out Car Dealership Guy's stuff: CDG Circles ➤ ⁠https://cdgcircles.com/⁠ CDG News ➤ ⁠https://news.dealershipguy.com/⁠ CDG Jobs ➤ ⁠https://jobs.dealershipguy.com/⁠ CDG Recruiting ➤ ⁠https://www.cdgrecruiting.com/⁠ My Socials: X ➤ ⁠https://www.twitter.com/GuyDealership⁠ Instagram ➤ ⁠https://www.instagram.com/cardealershipguy/⁠ TikTok ➤ ⁠https://www.tiktok.com/@guydealership⁠ LinkedIn ➤⁠ https://www.linkedin.com/company/cardealershipguy/⁠ Threads ➤ ⁠https://www.threads.net/@cardealershipguy⁠ Facebook ➤⁠ https://www.facebook.com/profile.php?id=100077402857683⁠ Everything else ➤ ⁠dealershipguy.com

In this episode of The Beacon Way Podcast, Adrienne Wilkerson sits down with Jen Slusser-MacTernan, Director of Outreach and Talent Development at Horizon Treatment Services, to explore what outreach, storytelling, and community engagement really look like in behavioral health.Jen shares her journey from graphic design and jail-based addiction education to leading outreach, media production, events, and learning initiatives across Horizon's multi-location organization. The conversation dives into how Horizon approaches marketing not as promotion, but as community outreach, and how that mindset shapes everything they do.They discuss:• Horizon's nearly 50-year history serving Alameda County and beyond• Rebuilding and strengthening post-COVID• Their full continuum of care (youth prevention, sobering centers, detox, residential, outpatient)• How connecting sobering centers directly to detox reduces treatment drop-off• Using anonymous feedback kiosks and “heard you did this” boards to improve client and staff experience• Grassroots outreach strategies (schools, health fairs, law enforcement partnerships, internships)• The power of storytelling through Horizon's podcast and upcoming story-driven seriesHorizon currently operates sobering centers in Santa Clara, Alameda County, Chico, and Albuquerque — expanding access to care while reducing strain on jails and emergency rooms.If you're a behavioral health leader, outreach professional, or someone passionate about addiction recovery and community impact, this episode offers practical insight and real-world perspective.Links mentioned in today's episode: 

There's no shortcuts to a winning sales culture. When leaders compromise standards for convenience, talent, or short-term wins, they erode the very foundation that sustains performance over time. Brian White joins John Kaplan and John McMahon to unpack why elite teams are built on respect first, why trust is collective (not individual), and why commitment without conditions is the only kind that lasts. Drawing from decades inside championship locker rooms, Brian outlines what it takes to build peer-led accountability, accelerate young talent, demand excellence without demeaning people, and create environments where pride replaces entitlement. This conversation is for revenue leaders who want to build a long-lasting high-performance culture that goes beyond incentives.Brian White is a veteran Division I football coach, Assistant Coach of the Year, and author of The Locker Room Is Not for Sale. Over 55 years in and around elite programs including Notre Dame, he has coached national champions, developed NFL talent including Heisman Trophy winner Ron Dayne, and built cultures grounded in respect, accountability, and the human touch.Resources mentioned:The Locker Room Is Not for Sale by Brian WhiteThe Qualified Sales Leader by John McMahonWant to know how top-performing organizations create a culture of consistent success? Check out Force Management's guide to the Predictable Revenue Framework: https://hubs.li/Q03-T6NH0Key takeaways from this episode:16:53 – Why respect, not trust, is the true starting point of elite team culture25:55 – The human touch as a competitive advantage, not a soft leadership tactic35:27 – Caring is competence, and why pride is earned through preparation and standards40:54 – Why three clear values outperform forty two vague ones47:48 – How peer leaders, not titles, protect the integrity of the locker room55:06 – You don't rise to the occasion, you fall to your level of preparation01:02:06 – Why great leaders get talent in front of experience and refuse to hide behind youth 01:06:22 – Why direct engagement eliminates fear and prevents cultural drift Hosted by five-time CRO John McMahon and Force Management Co-Founder John Kaplan, the Revenue Builders podcast goes behind the scenes with the sales leaders who have been there, done that, and seen the results. This show is brought to you by Force Management. We help companies improve sales performance, executing their growth strategy at the point of sale. Connect with Us: LinkedInYouTubeForce Management

In this episode of the The Knight Report podcast, hosts Mike Broadbent, and Richie O'Leary discuss Rutgers Football hiring former Minnesota assistant Dennis Dottin-Carter as the program's new defensive line coach. 00:00 Introduction to Dennis Dottin-Carter 02:14 Connections and Coaching Journey 05:48 Talent Development and Coaching Philosophy 10:38 Recruitment and Future Prospects 15:55 Coaching Staff Dynamics and Structure 20:31 Reflections on Coaching Staff Quality 28:51 Defensive Staff Analysis 30:55 Evaluating Coaching Staff Effectiveness 34:55 Season Predictions and Schedule Challenges 38:20 Assessing Player Performance and Roster Depth 42:25 Recruitment and Future Prospects 46:48 Marketing and Fan Engagement Strategies Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode, I am talking with my friend, Al Dea, who is an expert on talent development and the future of work. In this conversation, we are doing a deep dive into the latest trends shaping the future of work. Al Dea, known for his research and consulting at Edge of Work and as a LinkedIn Top Voice, brings fresh insights from his recent report, where he interviewed over 40 talent and learning leaders across Fortune 1000 organizations.Together, we unpack what's top of mind in talent development right now from navigating constant change, embracing AI, and building adaptable leadership pipelines, to the rising importance of skills-based talent strategies. Hear candid stories about the challenges of implementing new technologies, the evolving role of managers, and why a blend of “deep tech” and “deep human” skills will define the talent profession's next chapter.I hope you enjoy it! As always you can learn more and connect with me on my website (andystorch.com) or LinkedIn. And you can find my books - Own Your Career Own Your Life and Own Your Brand, Own Your Career - on Amazon.Connect with Al Dea: LinkedIn