Podcasts about talent development

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: 

Lisa Poslusny left corporate accounting thinking life would feel different, only to discover she'd packed her stress right along with her. Now a mental fitness coach specializing in accounting professionals, she's learned that changing circumstances isn't enough, and the real work happens internally. Her candid, unscripted conversation with John Randolph on Episode 89 of CPA Life moves from personal transformation to industry-wide challenges, touching on everything from the saboteur assessment (those automatic negative thought patterns that reflect overused strengths) to why accounting firms waste energy trying to fix people's weaknesses instead of amplifying what they do best. There are many gems here: a Houston firm that built a multimillion-dollar practice by hiring part-time working moms, a tax director who found the one firm willing to let him build his own practice on the side, and a managing partner who finally admitted the real reason he opposed remote work was simply because he didn't want it. And the thread connecting it all? "Conventional wisdom" in the accounting profession is in serious need of deconstructing. Get the full show notes and more resources at CPALifePodcast.com  

Dawn Pinnock is the President and CEO of The Center for Urban Community Services.  In this episode, she talks about merit and fitness, a call to service, how to show-up, grassroots leadership, and humanizing your clients.About the GuestDawn M. Pinnock has spent nearly 30 years in public service driving change and opening doors of opportunity for New Yorkers. As President and CEO of the Center for Urban Community Services (CUCS), she leads one of the city's most effective social service organizations, supporting over 50,000 people each year on their path to housing stability, better health, and long-term well-being. Before joining CUCS, Pinnock built a distinguished public service career across several of New York City's largest municipal agencies, culminating in her appointment as Commissioner of the Department of Citywide Administrative Services (DCAS). In this role, she created the city's first community-based hiring model, advanced family-forward policies for more than 320,000 employees, managed 22 million square feet of city-owned and leased office space, and made New York greener through fleet electrification and large-scale energy efficiency upgrades. Outside of her role at DCAS, she built a reputation across city government for modernizing operations, fixing long-standing compliance gaps, and pushing forward equity initiatives that changed how agencies serve New Yorkers. A graduate of Baruch College and The New School's Milano Graduate School, Pinnock also completed Harvard University's Senior Executives in State and Local Government program.  She is a certified human resources professional and an active member of the Association for Talent Development.Dawn's LinkedIn https://www.linkedin.com/in/dawn-pinnock-84a893123/ CUCS: Website: https://www.cucs.org/LinkedIn:  https://www.linkedin.com/company/cucs/posts/?feedView=allIG: https://www.instagram.com/cucs_nyc/FB: https://www.facebook.com/CUCSnyc/?checkpoint_src=anyTo learn more, visit:linkedin.com/in/jason-Shupp-18b4619bListen to more episodes on Mission Matters:https://missionmatters.com/author/Jason-Shupp/

60-80% of managers have ZERO formal leadership training. Is your organization creating accidental managers?In this episode, executive coach Bernadette Boas exposes the hidden crisis destroying teams across corporate America: unprepared and untrained talented professionals promoted into leadership roles without the training, mindset, or support to actually lead.In This Episode, You'll Discover:• Why 60-80% of managers never receive formal leadership training—and the devastating impact on teams, culture, and business results• The 5 ways to stop the cycle of advancing or hiring professionals not prepared for leadership• How to identify leadership readiness BEFORE promoting your top performers• Why redefining success metrics from personal to team outcomes changes everything• The power of leadership onboarding programs, mentorship, and mastermind communities• How to hold leaders accountable for people development (and tie it to compensation)• The bonus strategy: Creating alternative career paths for high performers who shouldn't manage peopleYour Call to Action: Assess your current management pipeline. Ask yourself: Are my managers leading intentionally, or are they surviving accidentally? What do they need to become powerhouse people leaders?Work With Bernadette: Struggling to create an onboarding program, define people management goals, or help an accidental manager thrive? Book a 30-minute discovery call at CoachMeBernadette.com/DiscoveryCallConnect: • LinkedIn: @BernadetteBoas • Website: BallOfFireCoaching.com • More Episodes: BallFireCoaching.com/PodcastLove the show? Leave a review and share this episode with other leaders who need to hear this message. Your feedback fuels this community and helps other leaders find the show!Support the show

In this episode of Lessons in Leadership, Steve Adubato and Mary Gamba talk with Sabine Salvatore, Head of Talent Development and Enterprise Learning, Valley Bank, about the importance of trust, the need for everyone to be a leader and the importance of lifelong learning. Then, Steve talks about the importance of attracting talent to the … Continue reading Lessons in Leadership: Sabine Salvatore / Scott Shaw, Jack Nugent, Marty McGill

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.

Send a textEvery business transformation begins with human transformation.This week on The UpLevel Podcast, join us for a powerful conversation as we welcome Jenna Paterson, Talent Development leader at Equinix, to explore what conscious leadership really looks like in practice, especially in an era defined by AI acceleration and rapid change.From a childhood shaped by bullying and resilience to leading groundbreaking leadership programs at Equinix, Jenna shares how her origin story became the foundation of her leadership philosophy. She takes us inside Ground Break, a transformational leadership experience built on the truth that systems change only when people change.If you care about building human-centered organizations, cultivating conscious leaders, and strengthening culture from the inside out, this episode is for you.In This Episode:Why right relationship starts with self-leadershipHow defining moments shape leadership identityWhy emotional intelligence remains essential in an AI-driven workplaceThe connection between nervous systems and organizational cultureThe paradox leaders must hold in complex timesWhy transformation efforts fail when they ignore the human systemThe powerful ROI of psychological safety and presenceThree essential questions every leader must ask themselvesAbout Jenna:Jenna is a dedicated Talent Development professional based in the UK, currently shaping leadership development  and cultural transformation at Equinix. With a rich background in learning and leadership development; spanning roles in digital infrastructure and luxury retail sectors, she brings both breadth and depth to her craft.As a certified emotional intelligence practitioner, strengths coach and experienced facilitator, Jenna blends evidence-based frameworks with an empathetic, human-centred approach. She's passionate about crafting immersive learning experiences, and brings a thoughtful, systems-oriented approach to development.Her passion lies in cultivating inclusive, psychologically safe environments where people can grow, reflect, and develop conscious leadership. Jenna believes leadership starts with self-leadership. By staying curious, practicing empathy, and showing up authentically, she builds meaningful relationships that create trust and unlock growth; for herself and those around her.LinkedIn: linkedin.com/in/jenna-elizabeth-paterson-assoc-cipd-b1a78a54

This is the AHRMM Subject Matter Expert Podcast hosted by Justin Poulin. Tune in every month as we speak with Industry Experts to highlight success stories and solutions from the field that advance the healthcare supply chain. And now, Justin Poulin with this month's Expert… Guest: Dan Hurry, President @ Advantus Partners & CSCO Bon Secours Mercy Health Topic: Proactive versus Reactive Supply Chain Outline: - Welcome Dan - We all talk about taking a proactive approach to their supply chain. How would you break that down into categories: * Demand Signals * Contract cycles * Talent Development (gig work) - Let's dive deeper into talent development. How creative do you have to be these days?

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

If you're in OD or a leadership role, chances are your 2026 priorities already look familiar—and that might be the problem. In this episode, Bob and Joyce unpack what a group of seasoned OD practitioners believe must be at the center of OD and leadership attention in the year ahead. Some of the themes will feel like the usual suspects. Others—especially the growing influence of AI—push against comfortable assumptions about how OD creates value. Rather than offering a tidy checklist, this conversation invites a harder look. Where is your organization genuinely making progress—and where are you telling yourselves a reassuring story? As you listen, you're encouraged to ask a deceptively simple question: What are we actually focused on, and why? While OD has evolved in tools, language, and scope, its core mission hasn't changed: sustaining the health of the organization as a living system. The real challenge for OD leaders today isn't knowing everything that matters—it's deciding what matters most given the realities you're facing. To ground the conversation, Joyce shares how a leadership development program she created at Delhaize—Leadership College—directly addressed all six focus areas discussed in the episode, offering a concrete example of what intentional, system-level OD can look like in practice. Come on in. Grab a snack. Welcome!

Improving women's basketball with 5th year head coach Kelly Rae Finley, on recruiting and retaining top talent in the SEC. Liv McGill is a top 10 finalist for national point guard of the year. The Lady Gators face a tough February schedule down the stretch in the conference.

Thorsten Leibenath ist Sportdirektor von ratiopharm Ulm – und seit über 15 Jahren eine der prägendsten Figuren der Basketball Bundesliga (BBL): erst als Headcoach, später als Architekt der Ulmer Kader- und Talentstrategie. 2x „Trainer des Jahres“ (2012, 2017), Deutscher Meister 2023 – und ligaweit bekannt als „Diamantenauge“, wenn es um junge Top-Talente geht.In dieser Episode sprechen wir über Ulms Entwicklungsmodell, warum „Talententwicklung + Titel“ kein Widerspruch sein muss, und wie sich das Basketball-Ökosystem durch NIL/College, fehlende Ausbildungsentschädigungen und eine mögliche NBA Europe gerade komplett neu sortiert. Außerdem: der OrangeCampus als Identitäts-Motor – und warum Basketball in Deutschland viel stärker sportökonomisch gedacht werden muss.Enblick in den OrangeCampus: VideoThemen der Folge:Ulms These: "Entwicklung und Titel sind kein Gegensatz"Scouting: Wie bei 16–18-Jährigen entschieden wirdJuan Núñez: Warum Top-Talente zu Ulm wechselnOrange Campus: Identität an einem OrtSportbusiness: Sponsoring, Ticketing, Merch vs. TV-Gelder (BBL)NBA-Ablösen: Draft + Verpflichtung – und GehälterNIL/College: Spieler verdienen siebenstellig – und in Europa?Regulierung: FIBA/NCAA + AusbildungsentschädigungNBA Europe: Märkte, Standards und ZweifelDeutscher Basketball: Reformen + Debatte um Trainer-AusbildungThorsten LeibenathLinkedInKontaktwww.bta-pod.comMark HartmannFolge uns aufYouTubeInstagramTikTok

How much will your mortgage really cost you over your lifetime — and what if there was a simple way to avoid carrying debt for so long? In this episode, we're joined by Social Impact Pioneer Jinesh Vohra, founder of Sprive, the UK's fastest-growing mortgage platform designed to help homeowners reduce mortgage debt faster and save thousands in interest. Jinesh brings a powerful mix of personal experience, fintech insight, and entrepreneurial resilience, and sheds light on why mortgage debt has become one of the biggest financial pressures facing households today. Jinesh began his career in corporate finance at Goldman Sachs, where he spent 14 years seeing first-hand how financial systems are built to make borrowing easy, but rarely to help people escape long-term debt. Jinesh's turning point came when he took out his own mortgage and was shocked at the numbers: the realisation that for every pound borrowed, he'd pay around 50p in interest. Determined to take back control, Jinesh set out to clear his mortgage in just five years, and succeeded, becoming mortgage-free by age 32. That experience inspired him to help others overcome debt too. He built Sprive, a platform launched in 2021 that helps homeowners make mortgage overpayments easier through automation and cashback earned on everyday spending. Now, Sprive works with 14 major lenders and over 2,500 brands, including Amazon, major supermarkets, and leading high-street retailers, helping users save over £100 million in mortgage interest and gain peace of mind through faster debt reduction. In this conversation, Jinesh explores: • Why mortgage debt is rising across the UK and globally • How longer mortgage terms are becoming the norm, with many paying into retirement • How everyday spending can be redirected toward mortgage repayment • And what it takes to leave a high-paying career to build a fintech startup from scratch. Whether you're looking to understand how we can better manage debt, looking for inspiration and advice on starting or scaling your impact business or generally looking for some inspiration – this conversation is for you. Links: Sprive: https://sprive.com Jinesh Vohra | LinkedIn: https://www.linkedin.com/in/jinesh-vohra/ Citizen's Advice | Help with Debt: https://www.citizensadvice.org.uk/debt-and-money/help-with-debt/ And if you liked this conversation, try: Talent Development, Social Impact & the Future of Work with Banalata, DHL Group: https://businessfightspoverty.org/talent-development-social-impact-the-future-of-work-with-banalata-dhl-group/

A busy show this week with a lot to dig into across WWE, AEW, NJPW, and TNA.We start with WWE's Netflix streaming numbers and what they actually tell us about how wrestling performs on a major platform. From there, we talk AEW and talent development, whether the company really elevates new wrestlers, and why AEW isn't part of the Netflix conversation right now.We also cover ongoing NJPW departures, including confirmation that EVIL is officially gone, before wrapping up with Jamie Hayter and the Brawling Birds and Trey Miguel's return to TNA.RUNSHEET0:00:00 Intro0:02:54 WWE's Netflix streaming numbers0:26:41 Does AEW elevate new talent?0:49:29 AEW won't be on Netflix?1:08:59 NJPW departures1:37:07 EVIL is officially gone from NJPW1:50:26 Jamie Hayter and the Brawling Birds2:02:18 Trey Miguel back in TNA

The more we look at how work is evolving, the more obvious it becomes that tech isn't just something HR uses anymore. It's basically shaping decisions, workflows, and even culture in real time. And HRBPs are kind of right at the crossroads of all of this. Their role has shifted from being mostly people-focused to this really interesting mix of strategy, data fluency, and emotional intelligence.  For this episode, I'm joined by Jessie Lloyd Roberts, Head of Talent Development at Nextdoor. She's someone who is living that evolution up close and has a front-row view of how the HRBP role is being redefined from the inside. Host of this Episode: Sanjeevani Saikia

Do you have 27 years of experience or one year repeated 27 times?Too many people find themselves stuck on repeat in their careers–doing the same thing over and over without new challenges or opportunities. While it's true that everyone bears some responsibility for personal career development, organizations should be part of that process as well.In part two of their conversation about connecting strategy with talent development, Daniel and Peter look at how organizations can use the “3D” process to develop future-ready talent. This episode focuses on parts two and three of the process–Discuss and Develop.Tune in to learn:The key steps in Discussion and Development of talentThe vital question leaders often forget to ask when considering individuals for developmentThe reason work quality isn't always the most important consideration in a talent discussionAs organizations look ahead to development conversations in 2026 and beyond, the 3D process can be an important tool to put into use. “We've seen this process work across organizations,” says Peter. “It makes a difference in both the short- and the long-term.”Questions, comments, or topic ideas? Drop us an e-mail at podcast@stewartleadership.com.Listen to The Leadership Growth Podcast New episodes drop every other Tuesday!https://www.youtube.com/@stewartleadershipvideos/featuredhttps://open.spotify.com/show/6tYdz1gQAxHIQMeNXtkA3z?si=5cf424f1e2954749https://podcasts.apple.com/us/podcast/the-leadership-growth-podcast/id1726606341Resources and LinksNine-Box Performance Grid Template (Indeed): https://www.indeed.com/hire/c/info/nine-box-performance-gridStewart Leadership Insights and Resources:How to Create an Effective Action Plan for Development: https://stewartleadership.com/how-to-create-an-effective-action-plan-for-development/Connecting Strategy with Talent Development, Part 1: https://stewartleadership.com/six-tips-for-productive-career-conversations-with-your-team/4 Suggestions for Giving Brain-Friendly Feedback: https://stewartleadership.com/4-suggestions-for-giving-brain-friendly-feedback/#leadership #podcast #leadershippodcast #leadershipdevelopment #talentstrategy #talentdevelopment #successionplanning #leadershipcoaching #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.

Michigan State University has unveiled the signature initiatives of its specially appointed Green and White Council. The Council was convened by MSU President Kevin Guskiewicz and tasked with bringing forward ideas to strengthen the state's workforce, connect students to high-quality careers, and accelerate innovation across Michigan's industries. Launched by Guskiewicz in April, and co-chaired by Matt Elliott and Sanjay Gupta, the Green and White Council comprises more than a dozen prominent leaders, including representatives from Dart Container, Bedrock Detroit, Blue Cross Blue Shield of Michigan, ITC Holdings and Carhartt, representing a cross-section of industry and innovation that drive the economy.  Conversation Highlights:(1:37) - Before we discuss the signature initiatives, remind us why you thought it was important to pull this group together and what you charged them to do.(2:57) - Why did you select Matt and Sanjay to co-chair the council? And talk about the membership of the council and the variety of backgrounds you wanted to get input from.(4:16) - Why was it important to you to co-chair council and lead this initiative? And talk about the process and collaboration of the council. How did you do your work and go about selecting these three initiatives?(7:15) - Enhancing MSU's current work to connect education and industry, the members of the Green and White Council used their experience, knowledge and effort, to shape three transformative initiatives:  AI-Ready Spartans Career-Connected Spartans Spartan Catalyst Elaborate on the initiatives, and why did you settle on these three?(8:34) – What do you mean by AI-Ready Spartans?(12:00) – What are Career-Connected Spartans?(16:20) – What is a Spartan Catalyst?(21:33) – What are your thoughts on what Matt and Sanjay have been discussing?(23:23) - How do you envision the initiatives being implemented across campus over the coming weeks, months and even years?(27:36) - Will the council disband or will you keep working?(28:34) – Closing thoughts from the group.Listen to “MSU Today with Russ White” on the radio and through Spotify, Apple Podcasts, and wherever you get your shows. Conversation Transcript:Russ White (00:00):Michigan State University has unveiled the signature initiatives of the specially appointed green and white council. The council was convened by MSU President Kevin Guskiewicz and tasked with bringing forward ideas to strengthen the state's workforce, connect students to high quality careers and accelerate innovation across Michigan's industries. Launched by President Guskiewicz in April and co-chaired by Matt Elliot and Sanjay Gupta. The Green and White Council comprises more than a dozen prominent leaders, including representatives from Dart Container, from Bedrock Detroit, Blue Cross Blue Shield of Michigan, ITC Holdings and Carhartt representing a cross section of industry and innovation that drive the economy. And President Guskiewicz it's always great to have you back on the program. Good to see you again.Kevin Guskiewicz (00:51):Good to see you, Russ. Thanks for having me.Russ White (00:52):Sanjay Gupta is the Dean Emeritus, and Eli and Edythe L. Broad endowed professor in MSU's. Eli Broad College of Business. Sanjay, great to have you on again.Sanjay Gupta (01:02):Always good to be with you, Russ. Thank you.Russ White (01:03):And Matt, you've got your hands into so many things. I know Bank of America, just tell us how you'd like our audience to know about your background.Matt Elliott (01:10):Well, I'm the former president of Bank of America, Michigan, and now I lead a group of people under the banner of Blue Lake Ideas. And what we do is we consult with companies, boards, and institutions to help them lead through a world of accelerating change.Russ White (01:24):Excellent.Kevin Guskiewicz (01:25):And he's a proud Spartan alum. Russ White (01:26):Kevin, before we discuss the signature initiatives, remind us why you thought it was important to pull this group together and what you charge them to do.Kevin Guskiewicz (01:38):Well, Russ, I've said since I got here about 22 months ago now, that I wanted to be sure that Michigan State was always leading, that we were viewed as the leaders in research, education, service to the state, but also to the nation and the world. And we're going to lead in how we redefine the way in which we can better prepare our graduates for the workforce demands of today and tomorrow, jobs and careers that don't even exist today, that our graduates will be needing to be prepared for over the next three, four decades. So we charged them with gaining a better understanding from industry leaders in about five or six different sectors as to where higher ed is not delivering, it's going to be needed for the future, and I couldn't be happier with where we are. That's sort of one of the initiatives and others really around how we can better connect our graduates t...

Most high-performing advisors can point to someone who helped shape their success. Yet many firms still leave learning to chance, assuming experience alone will do the work. In this episode, Ray Sclafani makes the case that training is not a nice-to-have but a growth imperative for advisory firms that want to scale, retain top talent, and deliver a consistent client experience.Drawing on industry data and real-world examples from ClientWise, Ray breaks down six practical steps firm leaders can use to build a learning-driven culture. He explores how professional development plans, career planning guides, and intentional training budgets create clarity and momentum for individuals and teams. Ray also shares how firmwide training, visibility around learning milestones, and gamification can reinforce accountability and engagement across the organization.The episode closes with a discussion on balancing internal and external training, preparing the next generation of leaders, and using learning as a strategic advantage. If you want your firm to grow faster, retain great people, and multiply its impact, this episode offers a clear roadmap for making training a core part of how your business operates.Key TakeawaysFirms that prioritize training consistently outperform those that treat learning as optionalTraining must be budgeted intentionally, just like hiring, marketing, and technology investmentsFirmwide training builds culture, alignment, and shared language across teamsMaking learning visible through recognition and communication reinforces its importance internally and with clientsTraining is growth insurance that drives scalability, retention, and long-term firm valueQuestions Financial Advisors Often AskQ: Why is training essential for advisory firm growth? A: Training is a growth imperative. Firms with strong learning cultures are more productive, more innovative, more profitable, and better at retaining employees than firms that undervalue training.Q: How does training impact employee retention in advisory firms? A: According to LinkedIn's Learning Report cited in the episode, 94 percent of employees say they would stay with a company longer if it invested in helping them learn.Q: What are Professional Development Plans (PDPs)? A: PDPs are co-created plans between team members and their leaders that outline skills, competencies, and experiences needed for future roles. They are reviewed regularly and tied to measurable goals rather than treated as static HR documents.Q: Why should advisory firms budget intentionally for training? A: Research from the Association for Talent Development shows that top-performing companies spend more per employee on training and are more profitable than their peers. Training should be budgeted with the same discipline as hiring, marketing, and technology.Q: How does training support future leadership and succession planning? A: Training prepares team members to step into new roles, reduces key-person risk, and builds a pipeline of future leaders who are ready to support the firm's long-term growth.For more information click here to visit the Best in the Business Blog. Find Ray and the ClientWise Team on the ClientWise website or LinkedIn | Twitter | Instagram | Facebook | YouTubeTo join one of the largest digital communities of financial advisors, visit exchange.clientwise.com.

David Azar, Systems Administrator at Pingry School, explores the unique transition from corporate IT to the "white-glove" service model of independent schools. He discusses strategies for developing internal talent, the critical importance of reliable infrastructure like Wi-Fi, and how collaborative leadership programs like the ATLIS Leadership Institute (ALI) foster essential professional networks.The Pingry SchoolPingry's Values for AI UsePingry Hall of FamePingry ArchivesLoom, free screen recorder for PC and MacATLIS Leadership Institute, education and networking program designed to prepare and support technology leaders in independent schools as they grow into their positions and expand their influenceThe Lawrenceville School, private, coeducational preparatory school for boarding and day students located in NewJerseyPreservica, active digital preservation softwareBynder, digital assets managementCoquito recipe, popular Puerto Rican holiday drinkRockefeller Center Holidays

Welcome back to the Talent Development Hot Seat podcast! In this episode, I am talking with Siska D'hoore, Head of HR at the National Bank of Belgium. With over 20 years of experience spanning IT, banking, government, and work across three continents, Siska brings a wealth of insight into human resources strategy, talent management, learning and development, and diversity, equity, and inclusion.In this conversation, we dive into the challenges and opportunities of leading HR in a highly regulated, multilingual, and hybrid work environment. Siska shares her unique journey from engineering to HR leadership, the bank's innovative approach to onboarding and leadership development, and how they navigate Belgium's complex landscape with three national languages. They also explore the realities of return-to-office mandates, strategies for building an inclusive workplace that goes beyond gender, and the future of AI in HR at a central banking institution.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 Siska D'Hoore: LinkedInMentioned in this episode:Thanks for listeningThanks again for listening. You can find more information about me and everything I do on my website: andystorch.com

This should shock you! Only 25% of executives feel prepared to lead through disruptive change. In this episode, we explore why reactive leadership fails—and how anticipatory leadership equips leaders to navigate AI, automation, workforce shifts, and uncertainty with confidence.You'll learn the four core components of anticipatory leadership, the future-ready skills leaders must develop now, and how to shift from crisis-driven decisions to opportunity-focused strategy.Timestamps00:00 – Why reactive leadership is no longer enough 01:00 – What anticipatory leadership really means 02:00 – AI, automation, and workforce disruption 04:00 – The hidden cost of avoiding uncertainty 05:00 – Reactive vs anticipatory leadership explained 08:00 – The four components of anticipatory leadership 09:00 – Environmental scanning and spotting quiet signals 15:00 – Scenario planning and testing your strategy 19:00 – Adaptive decision-making in uncertain environments 22:00 – Change shaping and building trust 26:00 – Future leadership skills you must develop 31:00 – Reflection questions for leaders 35:00 – Final thoughts and next stepsCalls to Action✔ Subscribe & follow the show ✔ Leave a review to help other leaders find the podcast ✔ Share this episode with your leadership team

Have you ever been promoted to a level of leadership and suddenly felt like you were expected to just figure it out?My guest, Tyler Clapp, understands this feeling.After 15 years in HR and Talent Development at Volkswagen Group, he watched high performers get promoted without support and decided to change that process.As an ICF Associate Certified Coach, Tyler blends neuroscience, psychology, and practical strategy to help leaders navigate these transitions with clarity and intention. Tyler is also offering a free download.7 Reasons Why Your Team May Not Be Getting the Messagewww.divedeepdevelopment.com/transition Connect with Tyler:Website: www.divedeepdevelopment.comLinkedIn: www.linkedin.com/in/tylergclapp/YouTube (Coming Soon): @divedeepdevelopment CONNECT WITH DEBIDo you feel stuck?  Do you sense it's time for a change, but are unsure where to start or how to move forward? Schedule a clarity call!Free Clarity Call: https://calendly.com/debironca/free-clarity-callWebsite – https://www.debironca.comInstagram - @debironcaEmail – info@debironca.com Check out my online course!Your Story's Changing, Finding Purpose in Life's Transitionshttps://course.sequoiatransitioncoaching.com/8-week-programThe Family Letter by Debi Ronca – International Best Sellerhttps://www.amazon.com/dp/B07SSJFXBD

In this episode of the HR Mixtape podcast, host Shari Simpson welcomes Alex Seiler, founder and chief people officer of Alex Seiler LLC. They delve into the complexities of employee experience and inclusive leadership, emphasizing the importance of curiosity and adaptability in today's evolving workplace. Alex shares insights on how organizations can foster a culture that embraces change while honoring what employees may be losing, making this conversation particularly timely as companies navigate transformations in the age of AI and shifting workforce dynamics. Learn how to cultivate curiosity within your organization to enhance employee engagement. Discover why understanding loss is crucial for effective change management. Explore strategies for redefining talent development beyond traditional career paths. Hit “Play” to gain valuable insights that can transform your HR practices! Guest(s): Alex Seiler, Chief People Officer, Alex Seiler LLC

Welcome to the first episode of 2026 on The Talent Development Hot Seat Podcast! Join host Andy Storch for a solo deep dive into the six (plus a bonus!) biggest trends shaping talent development this year and beyond.In this episode, Andy Storch shares actionable insights and strategies informed by countless conversations with industry leaders—and even some innovative advising from his custom ChatGPT! Discover what organizations, L&D teams, and individual professionals MUST focus on to thrive in a rapidly evolving workplace.What you'll learn:Why "AI readiness" is about more than just tools—and how to create a growth mindset for tech adoption.The shift from roles to skills: How to actually execute as a skills-based organization (not just talk about it).Career ownership as the new retention strategy—in a world where promotions are slower and organizations are flatter.Coaching at scale: Managers as key drivers of employee engagement, performance, and growth.How L&D professionals can move from content creators to strategic business advisors.The essential role of personal brand—why visibility and reputation inside organizations are now business assets.BONUS: Why human skills will be the ultimate differentiator in a tech-dominated future.This episode is packed with real-world examples, practical frameworks, and resources for anyone responsible for talent development—or those simply interested in owning their career amid change.Grab the quick one-sheet summary of these 2026 trends at:https://talentdevelopmenthotseat.com/Hit ‘Subscribe' for more expert discussions, practical strategies, and future-focused talent development insights!Talent Development, L&D, Learning and Development, Andy Storch, Future of Work, AI Readiness, Career Ownership, Coaching at Scale, Skills-Based Organization, Personal Brand, Employee Engagement, HR Trends, Workplace Innovation, Human Skills, Strategic Advisor, Talent Management, Leadership Development, Career Growth, Professional Development, Organizational Culture, Retention Strategies, Corporate Learning, Amazon, Allstate, BetterUp, ATD PressConnect with Andy:Website: https://andystorch.com/LinkedIn: https://www.linkedin.com/in/andystorch/My books: https://www.amazon.com/stores/Andy-Storch/author/B08NF9QPFY?ref=sr_ntt_srch_lnk_2&qid=1767699536&sr=8-2&shoppingPortalEnabled=true

Roni Jacknow is the CEO of RJ Coaching & Consulting and recently retired after more than 17 years leading talent development at Kaiser Permanente. Her background spans leadership roles across multiple industries, including finance positions at Chevron and Charles Schwab, before transitioning fully into the talent development space. She is deeply passionate about employee and leadership development, wellbeing, and cultivating workplace cultures rooted in belonging, gratitude, and continuous learning. Thanks for listening! Connect with us at mike-goldman.com/blog and on Instagram@mikegoldmancoach and on YouTube @Mikegoldmancoach

How to bring business talent development and social impact to get the best outcomes. Social Impact Pioneer Banalata Sen, Global Head of GoTeach at DHL Group shares her wisdom. In this episode of the Social Impact Pioneers podcast from Business Fights Poverty, host Katie Hyson sits down with Banalata, who is working at the intersection of corporate strategy, talent development and social impact, as she leads GoTeach, DHL's flagship corporate citizenship programme on youth employability. Drawing on over two decades in human resources and learning and development, Banalata explains how DHL Group has woven youth employability into its core purpose of “Connecting People, Improving Lives” and is now working in more than 70 countries. Banalata shares how GoTeach supports young people from vulnerable backgrounds with mentoring, skills-building workshops and exposure to the world of work – while also helping DHL employees develop the leadership, communication and problem-solving skills needed for the future of work. Katie and Banalata explore why youth unemployment remains a structural challenge, even as businesses invest heavily in skills and training. They discuss the impact of AI, including generative AI and the decline of entry-level jobs, and why resilience, agency, adaptability and critical thinking are now as important as technical skills. Banalata explains why she sees technology not as a threat, but as a catalyst – provided young people are equipped to navigate uncertainty. The conversation also looks at what it takes to build effective multi-stakeholder partnerships on youth employability. From long-term collaboration with SOS Children's Villages and the Teach For All network to grassroots work through Loksakha Welfare Society, Banalata sets out how NGOs, companies, governments and educators can work together at eye level to scale what works, rather than reinventing the wheel in isolation. She also discusses GoTeach's Vision 2030: empowering every young person reached by its strategic partners with the employability skills they need to thrive. Finally, Banalata reflects on her personal journey – from her father being the first in his family to go to school, to her own role leading a global programme and a community-based organisation. She shares practical advice for companies wanting to embed social impact into business strategy, and for practitioners striving to stay motivated in the face of complex, long-term challenges. If you are interested in youth employment, responsible business, or how global companies can help shape a more inclusive future of work, this episode of Social Impact Pioneers offers thoughtful, grounded insight – and a hopeful vision for what is possible when collaboration and corporate citizenship come first. Links: DHL GoTeach - https://group.dhl.com/en/sustainability/social-impact-programs/employability.html Banalata Sen on Linked In: https://www.linkedin.com/in/banalata-sen-80bb451a/ And if you liked this episode, you may like: Workforce Development & Economic Empowerment, with Megan & Scott: https://businessfightspoverty.org/overcoming-poverty-driving-workforce-development-economic-empowerment-with-megan-scott/ or The Future of Climate Action: Youth Leadership and Systems Change with Penelope and Hassan: https://businessfightspoverty.org/the-future-of-climate-action-youth-leadership-and-systems-change-with-penelope-and-hassan/

Complicated. Difficult. Overwhelming.These are some of the most common words leaders use when facing talent development and succession planning. What positions are most critical, important, or essential? Who are the best candidates for development? And how can you connect it all to an overall strategy?In today's episode, Daniel and Peter break it down into a three-step process designed to give organizations a talent development framework that supports an overall strategy.Tune in to learn:How to define a critical positionHow to identify the skills you need to developWhat a talent profile is and why it's importantPlus, two tips to help you start your talent development journey, and a few insights about what to do–and what not to do–at a big offsite meeting.Questions, comments, or topic ideas? Drop us an e-mail at podcast@stewartleadership.com.—Stewart Leadership Insights and Resources:7 Ways Executives can Champion Learning and Development5 Benefits of Investing in Leadership Development6 Steps to Design a Leadership Development StrategyWhy HR Needs to Be Included in Strategic PlanningElevating Your Role in Talent Strategy PlanningHow Offsites can Jumpstart Leadership Development11 Tips for Successful Team Offsite MeetingsExamples of Talent Philosophy Statements:"We believe in fostering a culture of continuous learning and development, empowering our employees to reach their full potential.""Our talent philosophy emphasizes the importance of open communication, transparency, and a collaborative environment where everyone's contributions are valued.""We are committed to identifying and developing high-potential employees, providing them with opportunities for growth and advancement within the company."Typically, you can use the following as sentence starters:We are committed to ___________.We strive to_________.We believe in _________.Consider building statements on any or all of these talent topics:PerformanceDevelopmentAccountabilityTransparency—#leadership #podcast #leadershippodcast #leadershipdevelopment #talentstrategy #talentdevelopment #successionplanning #leadershipcoaching #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.

This episode features Naomi Titleman meeting with Glain Roberts-McCabe, Founder & President of The Roundtable Inc.  They dive deep into high-potential talent research, exploring what engages top performers and what causes them to burn out. This episode features insights from Roundtable's latest research on high-potential leaders.Key discussion topics include:Defining High Potentials:Balance between driving results and maintaining cultural alignmentCore motivational drivers: helping others, excelling, adaptabilityBehavioral expectations vs. underlying motivational energyWhat Engages High Potentials:Clarity: Clear priorities and understanding of goalsTransparency: Honest career conversations and realistic expectations Quality career discussions: Beyond linear promotion pathsCross-functional opportunities:Leveraging adaptive strengths across organizationMajor Barriers & Burnout Risks:Firefighting mode: 45% of respondents stuck in reactive workUnclear priorities: Moving goalposts without contextResource constraints: Ambitious targets without adequate supportDevelopment crowding: Operational demands overshadowing growth opportunitiesEvolving Leadership Requirements:Strategic thinking: Increased emphasis on forward-thinking capabilitiesTechnical depth: Leaders need subject matter expertise, not just general managementCooperation: Willingness to trade individual agendas for organizational benefitYou can learn more about the research here:https://goroundtable.com/the-2026-roundtable-report-on-high-potential-leaders/And follow Glain on LinkedIn here:https://www.linkedin.com/in/glain/Don't forget …To sign up for our monthly newsletter foHRsight at http://www.futurefohrward.com/subscribe.Follow us on LinkedIn:Mark - www.linkedin.com/in/markedgarhr/Naomi - www.linkedin.com/in/naomititlemancolla/future foHRward - www.linkedin.com/company/future-fohrward/And on Instagram - www.instagram.com/futurefohrward/Support the show

Hannah Shelton is a global people operations and learning-development leader, expert at turning disengagement into driving force. With deep experience shaping talent strategy, employee experience, and organizational learning for multinational firms, she influences how companies design workforces that learn, adapt, and thrive.Ross and Hannah talk about thirst for curiosity, negotiating, everyday approaches, thinking differently, approaching things differently, personal transformation, The Strengths Profile, better appreciation, leadership, curiosity, doubt, potential, judgment, value, change management, elevating, personalised knowledge scaling, coaching, supporting the community, building trust, learning from other people, new phases, self service, learning, adaptability, the future of work, variety, engagement, redundancy, advocacy, DIY and Chat GPT.Timecodes:00:17 Intro to Hannah 01:05 Chris Voss03:30 Learning and self development06:26 Triggers to evolving and leadership10:43 How Hannah designs and adapts programmes14:39 What's exciting Hannah at the moment with dentsu19:38 Transformation and developing in real time 22:33 Next years plan for Hannah25:16 Supporting agents with AI and evolution29:18 Coaching when data is uncertain34:20 Challenging people and management37:57 Upcoming challenges42:01 Sustainability44:21 The last time Hannah did something for the first timeConnect with Ross:WebsiteLinkedInMoonshot Innovation Connect with HannahLinkedIn

Welcome to another exciting episode of the Build Your Success podcast! In this episode, host Brian welcomes Emily Brown, Vice President of Talent Development at McCownGordon Construction. Emily shares her journey from project management to leading a learning and development team. She discusses the importance of training, retention, and emotional intelligence in the construction industry. From simplifying the complex to the value of industry peer groups, this episode is packed with actionable insights for anyone looking to enhance leadership and teamdevelopment within their organization.  Don't miss Emily's unique take on leadership, management, and the evolving industry landscape. Perfect for construction professionals and anyone interested in leadership development. Guest Email: ebrown@mccowngordon.comGuest Social: (1) Emily Brown, MS Ed. |LinkedIn Guest Website: https://mccowngordon.com Host Email:brianb@buildcs.net Host LinkedIn: Brian Brogen, PMP

In recent months, we've seen weaker and weaker job reports, coupled with greater frustrations around talent, or lack thereof, available to employers. From AI advancements, growing dissonance between workplace expectations and reality, to economic uncertainty, it seems increasingly hard for good talent to find roles, and for companies to fill roles with good talent. So, how can HR professionals bridge the gap between talent and opportunity, and stay innovative and driven during these challenging times? In today's episode of HR Works, we're joined by Travis Hunsicker, Leader of Talent Development at Kassouf, to talk about what HR is missing when it comes to meeting talent where they're at and filling those must-have positions.

This week, host Richard Graves sits down with one of the most energetic and thought-provoking voices in modern performance: Niklas Virtanen, Head of Sports Science at FC Midtjylland. If you've ever wondered how a club without the financial muscle of Europe's giants consistently outperforms bigger teams, beating Nottingham Forest away, winning at Celtic, and challenging at the top of the Danish Superliga, this conversation tells you exactly how they do it. Niklas is a rare blend of passion, creativity and evidence-based practice. His presentation at a recent Catapult event had the entire room hooked, and this episode delivers the same energy. From dismantling traditional GPS limitations to redefining how football teams train for micro-actions, set pieces, and physical dominance, Niklas pulls back the curtain on the processes driving Midtjylland's success. This episode goes deep into the real-world application of sports science, the balance between data and intuition, and why sometimes the most powerful competitive advantage is simply learning to “solve problems without money.” Things You Will Learn * Why FC Midtjylland's entire model is built on “solving problems without money” and how data gives them a competitive edge. * How Niklas and his team dominate set pieces using Trackman technology and detailed ball-flight analytics. * Why GPS alone is blind to football's most important movements, and how inertial data captures the micro-actions that matter. * How to use accelerometers, gyroscopes and magnetometers to measure real football movement quality. * The truth about injury “prediction,” why we still don't know athletes' limits, and why subjective data is often your most valuable input. * How to balance analytics with player feelings, coaching intuition, and the “eyeball test.” * Why communication, not technology, is the biggest challenge when coaching staffs change. * Practical ways to design training exercises that actually transfer to match actions (including why traditional rondos may be overrated). * How to create buy-in across departments in fast-moving environments with shifting coaching teams. * Why the best decisions come from leading with data first, then layering coaching opinions on top. About Niklas Virtanen Niklas Virtanen is the Head of Sports Science at FC Midtjylland, one of Europe's most forward-thinking football clubs and pioneers in data-driven performance. From Finland's Jyvaskyla to the top of the Danish Superliga, Niklas has carved out a journey defined by curiosity, relentless learning, and a willingness to challenge traditional methods. Starting his career as a physiotherapist, he transitioned into coaching, performance, and ultimately sports science — where he discovered his passion for practical, applied, football-specific methodology. At Midtjylland, Niklas plays a central role in integrating data, performance analytics, inertial technology and coaching processes. His approach blends scientific rigour with real-world applicability, always anchoring decisions in the question: “Does this help the players perform?” He collaborates closely with coaches, mental performance staff, physios, analysts, and leadership teams, shaping a holistic performance culture built around trust, objective data, and constant communication. Niklas is known across the professional football community for his high energy, creativity, authenticity, and his commitment to pushing the boundaries of what sports science can be. You'll often find him speaking to — and learning from — industry leaders such as Chris Barnes and Paul Balsom, who he credits with encouraging him to explore unconventional ideas, test them in the real world, and build evidence from the ground up. He shares many of these insights on LinkedIn, where he's become a respected voice for modern performance practitioners. FREE 7d SCIENCE FOR SPORT ACADEMY TRIAL SIGN UP NOW: https://bit.ly/SFSepisode241 ​ Learn Quicker & More Effectively ​ Optimise Your Athletes' Recovery ​ Position Yourself As An Expert To Your Athletes And Naturally Improve Buy-In ​ Reduce Your Athletes' Injury Ratese ​ Save 100's Of Dollars A Year That Would Otherwise Be Spent On Books, Courses And More ​ Improve Your Athletes' Performance ​ Advance Forward In Your Career, Allowing You To Earn More Money And Work With Elite-Level Athletes ​ Save Yourself The Stress & Worry Of Constantly Trying To Stay Up-To-Date With Sports Science Research

In this episode, Ray explores one of the most overlooked leadership disciplines in advisory firms: off-boarding with intention, respect, and alignment. While most teams invest heavily in creating world-class onboarding experiences, few bring the same rigor to the moment when a team member exits. Ray shares why offboarding is not about correcting failure—it's about stewardship. When leaders navigate departures with clarity, dignity, and structure, they strengthen the culture, protect client relationships, and create space for the team to evolve.Through a candid example from his own team, Ray demonstrates how mutual clarity, co-creation, and a disciplined framework can turn a transition into an empowering moment for both the departing individual and the organization. He also walks through a seven-part offboarding framework inspired by SHRM best practices and years of coaching elite advisory firms, offering a practical blueprint firms can use to elevate their own internal processes.Ray closes with coaching questions leaders can use to refine hiring, strengthen feedback loops, and ensure that offboarding reinforces, not erodes, the culture they've worked hard to build.Key TakeawaysOffboarding is about stewardship, respect, and protecting your culture.Fit and alignment matter as much as skills.Clear, honest communication prevents surprises during transitions.Use a structured offboarding framework to stay consistent and professional.How you handle goodbyes shapes your culture just as much as onboarding.For more information click here to visit the Best in the Business Blog.Find Ray and the ClientWise Team on the ClientWise website or LinkedIn | Twitter | Instagram | Facebook | YouTubeTo join one of the largest digital communities of financial advisors, visit exchange.clientwise.com.

Welcome to a milestone episode of The Talent Development Hot Seat! In this very special 600th episode, host Andy Storch reflects on the incredible journey of the podcast, which has been igniting conversations in the world of talent and learning development since 2018. Andy Storch takes us behind the scenes, sharing heartfelt gratitude for listeners, guests, sponsors, and the team members who've helped make the show a success.But this isn't just a celebration—Andy Storch dives deep into the most powerful insights uncovered over the last 600 episodes. You'll hear his top eight takeaways on the evolving talent landscape, from the importance of fostering a learning culture to the game-changing impact of AI, the shift toward skill-based organizations, and why human-centered leadership and career ownership are now essential. Plus, Andy Storch shares memorable quotes from standout guests and outlines what's ahead for talent development in the coming years.Whether you're a longtime listener or discovering the podcast for the first time, this episode is packed with actionable ideas, heartfelt stories, and a roadmap for the future of learning and development. Join Andy Storch as he celebrates this major milestone and looks forward to helping you and your organization thrive in the ever-changing world of work!Certainly! Here's a comprehensive sequence of topics covered in this episode of The Talent Development Hot Seat podcast, with sub-topic bullets under each primary topic. This breakdown follows the episode's flow and highlights the main insights and supporting details discussed by Andy Storch.KEY TOPICS:1. Introduction and Milestone CelebrationAcknowledgment of episode 600 and the podcast's evolution since 2018Initial doubts and challenges when starting the podcastGrowth into a vibrant community, conference, and ongoing conversations with top talent leaders2. Podcast Structure and GuestsBreakdown of solo vs. interview episodes (less than 10% solo)Types of guests: talent leaders, practitioners, gurus, authors, and sponsorsExpression of gratitude to listeners, guests, sponsors, and support staff3. Recognizing Support and Production TeamShoutouts to editors, assistants, and virtual staff for helping sustain the podcastPersonal reflection on strengths and weaknesses in managing podcast details4. Purpose of the Episode & Value to AudienceIntention to share actionable insights for listeners—especially those in talent developmentExplanation about the method: reviewing recent episodes to find key trends and lessons5. Eight Biggest Insights in Talent Development (Main Segment)Learning Culture is the Strategic FoundationImportance of fostering curiosity and growth mindsetRole of leadership in modeling and encouraging learningQuotes from guests emphasizing experiential and continuous learningLeadership Must Be Human, Authentic, and VulnerableShift from command-and-control to coaching and empathyEmployees' desire for authenticity, transparency, and psychological safetySupporting quotes on modern leadership and human connectionCareer Ownership and Talent Mobility Are Now the NormRise of individual responsibility in career growthShift from linear career ladders to skill-based, lateral, and diagonal career movesOrganizations supporting internal mobility through marketplaces and stretch assignmentsL&D Must Become Data-Driven and Evidence-BasedEmphasis on measuring business impact and connecting to

Today, I have the pleasure of speaking with Marcy Brajkovic and Stephanie Rosenberg. Marcy is the President and Owner of Chatfield Global LLC, a boutique consulting firm specializing in Human Resources and Organizational Effectiveness. And Stephanie is the Director of Talent Development at Chatfield Global. With over 20 years of experience at companies like Ernst & Young, PricewaterhouseCoopers, SC Johnson, W.W. Grainger, Anixter (now Wesco), and Hospira (now Pfizer), Marcy has helped organizations — from family-owned manufacturers to Family Offices to Fortune 50 enterprises — align human resources practices and talent development with organizational strategy. A certified Senior Professional in Human Resources, Lean Six Sigma Black Belt, and Kaizen facilitator, she brings a "build, grow, and serve" mindset and practical expertise to workforce development, organizational change, and leadership coaching. Stephanie has over 16 years of experience in talent development and business transformation and brings deep expertise in career coaching, leadership development, and change management. She has led programs in early careers, succession planning, and training for teams of 10 to 500+, as well as large-scale business initiatives at a major retailer. Today, she partners with family offices and professional services firms across the full employee lifecycle, helping them attract, develop, and retain high-performing teams. Marcy and Stephanie, and their firm Chatfield Global, are Specialist Advisor members for FOX and we are grateful to have their expertise within our membership community. We start with Marcy and Stephanie's collective view on the HR function in family offices today. They describe how family offices are designing and structuring their HR departments, how the function has evolved in recent years, and outline the most prominent trends that are reshaping HR and people strategy at family offices. Talent development is particularly challenging for family offices, given their small size and limited career paths. Marcy and Stephanie talk about how family offices handle talent development, including coaching, goalsetting, and performance management, and highlight the key challenges and opportunities families and their internal teams face in this realm. Marcy and Stephanie share their insights on some of the external resources available to family offices that they can leverage to strengthen their HR capabilities, develop and coach their people, and build a vibrant culture. They also offer for family office owners and leaders on how best to promote staff engagement, provide advancement opportunities, coach their executives, and promote a culture of both loyalty and excellence. Don't miss this highly insightful conversation with two of the most experienced and trusted human capital thought leaders and practitioners in the family office space.

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.

Welcome back to The Talent Development Hot Seat! In today's episode, host Andy Storch sits down with Eric Nielsen, founder and CEO of YUI Consulting. With over 20 years of experience working with Fortune 500 companies—including a 17-year stint at Verizon—Eric is a recognized expert in organizational development and leadership transformation.This episode dives deep into the challenges and opportunities of designing truly effective training and development programs. Eric shares powerful insights into trends like experiential learning, the importance of focusing on root causes rather than symptoms, and how to build a training culture that drives high performance—rather than delivering “flavor-of-the-month” programs that fade from memory.We'll also hear about common pitfalls in change management, why many soft skills trainings only scratch the surface, and how Eric's unique ADEPT framework is helping organizations achieve dramatically better results—in customer and employee experience, engagement, and hard metrics like cost savings.If you're in talent development and want to move beyond order-taking to real business impact, or you're curious about what makes learning stick for the long term, this conversation is packed with practical advice and bold challenges to rethink your approach.Ready to unlock the untapped performance hiding in your organization? Let's jump into this enlightening conversation with Eric Nielsen.Order Own Your Brand, Own Your Career on AmazonApply to Join us in the Talent Development Think Tank Community!This episode is also sponsored by LearnIt, which is offering a FREE trial of their TeamPass membership for you and up to 20 team members of your team. Check it out here.Connect with Andy here: Website | LinkedInConnect with Eric: Website I LinkedIn—They discuss:The biggest trends and opportunities in talent development, including experiential learning and the shift towards AI (Yes, it's shaking things up!).Why so much corporate training fizzles out within months—and how to ensure learning lasts and drives real behavior change.The importance of focusing on root causes, not just surface-level issues, to create solutions employees truly run towards.Eric's unique "ADEPT" framework for advanced soft skills and de-escalation—delivering powerful results like reduced escalations, higher employee engagement, and even fewer absences!The often-overlooked risks companies face when cutting back on training in uncertain times.The real reason employees resist change (spoiler: it's not just “people hate change!”), and how leaders can effectively manage and communicate through organizational change.The staggering cost of delivering “okay” or generic training versus programs that create lasting WOW experiences.Eric challenges the industry to ditch checking the box on training hours and instead measure real outcomes—with the bold promise of guaranteed results....

In this conversation, Dawn Tiura interviews Celeste Anderson, Chief Revenue Officer of Jalasoft, discussing the innovative approach of Jalasoft in developing engineering talent through Jala University. They explore the transition from traditional staff augmentation to managed services, emphasizing the importance of outcomes over headcount. Celeste shares insights on how this shift enhances procurement relationships, the evolution of statement of work, and offers advice for sourcing leaders looking to implement managed services. The discussion highlights the flexibility and commitment of Jalasoft in talent management, showcasing their unique model that benefits both clients and graduates. If you would like to connect with Celeste Anderson please email at celeste.anderson@jalasoft.com.

Nate Rees, Director of Training and Talent Development at Salary.com, joins us this episode to discuss a critical issue facing organizations today: the manager training crisis. Nate shares alarming data on the percentage of managers promoted without receiving any training and the costly impact this has on turnover and productivity. We explore why organizations fail to invest in new managers, how a raise is not a substitute for training, and low-budget/high-impact strategies HR leaders can implement immediately to better support their new managers. [0:00] Introduction Welcome, Nate! Today's Topic: The Manager Training Crisis [6:25] What is the manager training crisis? 60% of new managers report receiving zero training for their role. New managers are split between their own quota and team development. [16:31] Why aren't more organizations investing in manager training? Untrained managers' teams have a 260% higher turnover rate. Organizations will pay a premium for external experienced managers but won't invest in developing their internal talent. [22:29] How can HR leaders start to fix this? Create a zero-budget manager mentor program by leveraging your existing top managers. User simple conversation models like COIN (Context, Observation, Impact, Next). [33:43] Closing Thanks for listening! Quick Quote “60% [of managers] say they never received any training when they transitioned into their first leadership role... we're throwing them at the deep end of the pool and not giving them any swimming lessons.”

Welcome back to The Talent Development Hot Seat! In this episode, host Andy Storch sits down with Molly Hill, Global Head of Talent Development at Toast, for a lively and insightful conversation on the evolving landscape of talent development. Molly shares her fascinating career journey, from her early days at Disney and impactful roles at Microsoft, Starbucks, and Airbnb, to her current adventure at Toast—where she blends her professional passion with the hands-on experience of owning a bar in picturesque Lake Chelan, Washington.Together, Andy and Molly dig into the art and science of large-scale leadership development, codifying company values, and fostering a culture of connection in remote and in-person environments. Molly offers practical advice and lessons learned from orchestrating major events at Starbucks and spearheading innovative programs like the Leadership Lunchbox series and executive development initiatives at Toast. Plus, the conversation touches on the importance of behavior change, using marketing principles in L&D, and adapting to the growing influence of AI in HR—including hosting internal hackathons to inspire curiosity and collaboration.If you're ready for fresh ideas on building manager capability, driving career development, or creating memorable learning experiences, you won't want to miss this episode!Order Own Your Brand, Own Your Career on AmazonApply to Join us in the Talent Development Think Tank Community!This episode is also sponsored by LearnIt, which is offering a FREE trial of their TeamPass membership for you and up to 20 team members of your team. Check it out here.Connect with Andy here: Website | LinkedInConnect with Molly: LinkedIn: LinkedInMentioned in this episode:Check out Learnit! For fantastic on-demand learning, check out learnit.com/hotseat

This week's guests are Sarah Tilkens and Leah Roe. Ron, Sarah, and Leah discussed the problem solver revolution, building trust in yourself and others, working with younger generations, and more. An MP3 audio version of this episode is available for download here. In this episode you'll learn:  A favorite quote (2:16) How Sarah and Leah met (4:15) Ron's confession (9:25) Building a culture of problem solvers (11:15) His advice for when trust isn't where it should be (13:23) Trusting yourself (17:34) The problem solver revolution (22:32) How kaizen plays a role (25:49) Working with the younger generations (29:11) The most important concept Ron took away from today's episode (37:33) Podcast Resources Right Click to Download this Podcast as an MP3 GA 275 | Leading vs. Serving with Sarah Tilkens GA 408 | Lean and Life Coaches with Sarah Tilkens GA 474 | Integrating Coaching and Lean with Sarah Tilkens GA 568 | Lean and Talent Development with Sarah Tilkens Sarah on LinkedIn Sarah's Website Leah on LinkedIn Leah's Website Get All the Latest News from Gemba Academy Our newsletter is a great way to receive updates on new courses, blog posts, and more. Sign up here. What Do You Think? How do you build trust in yourself? In coworkers?

In this episode of the Revenue Builders Podcast, our hosts John Kaplan and John McMahon are joined by Susan Lucia Annunzio, the “CEO Whisperer” and President of the Center for High Performance. With over 25 years of expertise in leadership and organizational culture, Lucia shares her insights on fostering sustainable growth by treating people well, the importance of leveraging brain power, and the generational dynamics impacting today's workforce. They delve into strategies for leaders to harness the unique strengths of Gen Z, overcome organizational toxicity, and create environments where innovation and accountability thrive. Tune in to explore how to unlock potential within your teams and drive profitable growth.ADDITIONAL RESOURCESConnect with Susan Lucia Annunzio.LinkedIn: https://www.linkedin.com/in/susanannunzio/Learn more about the Center for High Performance: https://centerforhighperformance.com/ Get Lucia's books: https://centerforhighperformance.com/category/books/Read the Guide on Six Critical Priorities for Revenue Leadership in 2026: https://hubs.li/Q03JN74V0Enjoying the podcast? Sign up to receive new episodes straight to your inbox: https://hubs.li/Q02R10xN0HERE ARE SOME KEY SECTIONS TO CHECK OUT[00:03:08] Lucia's Journey and Mission[00:06:18] The Importance of Treating People Well[00:08:22] Return on Brain Power[00:10:17] Challenges in Leadership and Management[00:30:25] Generational Differences and Gen Z[00:33:39] The Most Rejected Generation[00:34:23] Technological Savvy and Social Media Influence[00:36:03] Gen Z's Desire for Purpose and Socialization[00:37:53] The Impact of Overprotection and Fear[00:40:21] Work Environment and Remote Work Preferences[00:43:37] The Future of Work and Leadership[00:53:30] Empowering Gen Z in the WorkplaceHIGHLIGHT QUOTES[00:06:56] “A great strategy without allowing people to use their brains will never maximize its potential.”[00:08:41] “Companies leave money on the table because they don't allow people to challenge assumptions.”[00:10:57] “The number one differentiator of sustainable growth... was the people in the group felt valued.”[00:13:41] “People work for people. When you look authentic, people begin to trust you.”[00:21:55] “Most Gen Zs prefer to work in person, learn socialization skills, and make friends.”[00:28:35] “Resilience comes from making mistakes, learning from them, and getting back up again. But when you make a mistake and people keep you down, you become a victim.”[00:32:32] “Ask for help. Tell your boss you want to be a star player and want to know what good looks like.”[00:38:13] “Anybody can be good. But how do you become great? That's what's going to give you satisfaction.” Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Our teacher today is Jan Mohr, CEO of Chapters Group, a publicly traded serial acquisition holding company with ambitions of becoming one of Europe's technology champions. Chapters' origins date back to a small software startup founded near Frankfurt in 1998. Twenty years later, the core business was sold to a strategic buyer, consolidating the market with the proceeds of the sale in 2018. With Jan's influence, the company embarked on a new chapter, pivoting to build the preferred home for mission-critical businesses across the old continent. Over the last five years, they have been on an absolute tear, having founded four distinct acquisition platforms that collectively acquired around 60 operating companies, demonstrated the ability to build a prolific M&A machine, while also improving the operations of the companies they acquire. Virtually every company in the world today is, on some level, thinking about AI in terms of threats, opportunities, and implications for their business. Perhaps nowhere is that discourse more animated right now than in the software industry. And as you'll hear from Jan, AI's potential to be a transformative force driving not only efficiencies, but also TAM expansion and most importantly, tangible customer value, is already evident throughout their business. We hope you enjoy class today with our good friend and Chapter CEO, Jan Mohr. For the full show notes, transcript, and links to mentioned content, check out the episode page here. —-- This episode is brought to you by ⁠Portrait Analytics⁠ - your centralized resource for AI-powered idea generation, thesis monitoring, and personalized report building. Built by buy-side investors, for investment professionals. We work in the background, helping surface stock ideas and thesis signposts to help you monetize every insight. In short, we help you understand the story behind the stock chart, and get to "go, or no-go" 10x faster than before. Sign-up for a free trial today at ⁠portraitresearch.com⁠ —-- Joys of Compounding is a property of Pine Grove Studios in collaboration with Colossus, LLC. For more episodes of Joys of Compounding, visit joincolossus.com/episodes.  Editing and post-production work for this episode was provided by The Podcast Consultant (https://thepodcastconsultant.com). Follow us on Twitter: @Buhrman_Rick  | @PaulBuser | @JoinColossus Show Notes (00:00:00) Welcome to The Joys of Compounding (00:04:48) The Rise of Artificial Intelligence (00:07:28) Jan's Vision for Chapters Group (00:12:01) The Importance of Talent and Co-Founders (00:15:48) Centralized Vision and Decentralized Operations (00:18:59) AI's Impact on Business Efficiency (00:27:42) AI in Public Sector and Enterprise (00:43:02) Mission Criticality and Public Sector Focus (00:45:57) Recruiting Talent for Clusters (00:48:11) Cybersecurity and AI Integration (00:50:09) European Market Dynamics (00:55:43) Deal Making vs. Deal Doing (01:14:11) Incentive Systems and Ownership (01:21:05) Future Vision and Talent Development

In this episode, host Andy Storch sits down with Jamie Albers, co-founder of Mento—a company at the forefront of transforming professional development with performance-based coaching solutions. Jamie shares her journey from Middle Eastern Studies to leading innovative teams at Google and eventually launching Mento, which is redefining coaching by skillfully blending mentorship from real-world operators with data-driven methodologies.Jaime's journey may look intentional in hindsight, but it unfolded through a series of unexpected choices. Originally pursuing Middle Eastern studies in college, Jaime set out in a different direction than most would expect. After graduation, they took a role as an advertising associate at Google during the 2010s—a time when such jobs were often a mix of customer service and ad review, but proved to be a valuable training ground. Grateful for the opportunities at Google, Jaime also seized the chance to participate in a classic “20% project,” further shaping their path. Looking back, every step seems to have fit together as if by destiny, even if it wasn't the plan from the start.Order Own Your Brand, Own Your Career on AmazonApply to Join us in the Talent Development Think Tank Community!This episode is sponsored by Mento which offers a unique 80/20 mix of coaching and mentorship so that your people can increase performance and success. This episode is also sponsored by LearnIt, which is offering a FREE trial of their TeamPass membership for you and up to 20 team members of your team. Check it out here.Connect with Andy here: Website | LinkedInConnect with Jamie: LinkedIn: LinkedInKey Topics:1. The Importance of Intentional Career Development2. Transition into Talent Development3. Current and Emerging Trends in Talent Development4. Bridging the Skills Gap and Skills-Based Hiring5. Fostering Collaboration, Knowledge Sharing, and Internal Upskilling6. The Role of Mindset in Adopting New Skills and Technologies7. Coaching and Mentoring: The Mento Model8. Measuring Impact and Return on Investment (ROI) in Coaching & L&D9. The Rise of AI Coaching and Where It's Headed10. Evaluating and Selecting Coaching and L&D SolutionsMentioned in this episode:Check out Learnit! For fantastic on-demand learning, check out learnit.com/hotseatTry Mento for coachingFor coaching with real-world experience, check out Mento.co

How can reframing your approach to talent, technology, and learning future-proof your entire organization? In this episode, Nicole Jansen sits down with Steve Cadigan—renowned talent strategist, former LinkedIn VP of Talent, and author of Workquake—to unlock what it means to truly lead in an era where work is being reinvented at lightning speed. Drawing on experience guiding LinkedIn through explosive growth, building world-class cultures, and advising the likes of Google and Harvard, Steve shares a bold blueprint for navigating AI, fostering “career security,” and turning today's workplace challenges into tomorrow's breakthrough opportunities. Steve and Nicole challenge the status quo in how leaders approach AI, talent development, and organizational design. From leveraging AI to unleash human potential (not just cut costs), to building learning-centric cultures that attract and retain top talent—even in a world of short tenures and ever-evolving skills—this is essential listening for leaders ready to thrive in the future of work. Episode Timestamps 0:00 – Career Security vs. Job Security 1:40 – The Promise & Pitfalls of AI 4:10 – Asking Better AI Questions 9:24 – Discovering Hidden Talent 10:14 – Work Trends: Change & Upskilling 13:43 – AI Case Study: Prudential's Approach 16:07 – Rethinking Retention 21:13 – Learning Over Tenure 23:46 – Companies as Learning Hubs 31:14 – Growth Through New Challenges 34:09 – Embracing Experimentation 36:14 – Adaptability & Pandemic Lessons 41:13 – The Human Side of Tech 42:00 – Action Steps for Leaders 10 Key Takeaways Career Security Beats Job Security: The modern workforce values opportunities for growth over the false promise of long-term employment. Leaders that invest in employee learning build true loyalty and adaptability. AI is More Than Automation: Most companies only use AI to cut costs or replace jobs. Its real power lies in redefining work, solving new problems, and unlocking human creativity. Ask the Right Questions: “How can we use AI to rethink our work altogether?” opens far more potential than “How do we do this same process faster?” Hidden Talent Is Everywhere: Most organizations don't know the full extent of their people's skills. AI can help surface and map internal capabilities, opening up new pathways for growth and engagement. Experimentation Over Benchmarks: There are no established playbooks for this new era. Leading organizations experiment constantly—and learn quickly from the results. Retention is Out, “Returnship” is In: Rather than focusing on keeping people forever, forward-thinking companies build relationships that welcome alumni back and track who returns and why. Hire for Learning Agility: Technical skills expire fast; the ability to learn quickly is now the most sought-after trait in hiring and promotion. Break the Boxes: Job titles and prior roles excessively limit talent. When employees' true capabilities are surfaced, internal mobility and innovation soar. The Joy of Newness: Growth, engagement, and breakthrough innovation come from giving employees new challenges—even if they stretch comfort zones (and tenures are short). Reclaiming the Human Side of Tech: Leaders should use AI and digital tools to create more meaningful, joyful work experiences—not just greater efficiency. Ready to future-proof your organization? Dive in, get inspired, and take action. Episode Resources: https://leadersoftransformation.com/podcast/business/544-unlocking-human-potential-with-ai-steve-cadigan Check out our complete library of episodes and other leadership resources here: https://leadersoftransformation.com ________

My guest today is Jeff Horing. Jeff cofounded Insight Partners and has been the Managing Director since 1995. This is one of Jeff's first public conversations about building one of the world's most successful technology investment firms with over $100 billion in AUM. Jeff reveals the mechanics behind Insight's legendary sourcing machine—60-80 people systematically calling companies worldwide. He explains their contrarian "one fund" strategy that deploys $12 billion across everything from $10M growth deals to billion-dollar buyouts, and why he thinks this creates unmatched competitive advantages. We discuss remarkable talent diaspora, AI representing a "TAM accelerator," and Insight's five-ingredient framework for perfect investments. Please enjoy this great conversation with Jeff Horing.  For the full show notes, transcript, and links to mentioned content, check out the episode page ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠here⁠⁠⁠⁠⁠⁠.⁠⁠⁠⁠⁠⁠⁠⁠ ----- This episode is brought to you by⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Ramp⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Ramp's mission is to help companies manage their spend in a way that reduces expenses and frees up time for teams to work on more valuable projects. Go to⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Ramp.com/invest⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ to sign up for free and get a $250 welcome bonus. – This episode is brought to you by⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ AlphaSense⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. AlphaSense has completely transformed the research process with cutting-edge AI technology and a vast collection of top-tier, reliable business content. Invest Like the Best listeners can get a free trial now at⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Alpha-Sense.com/Invest⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and experience firsthand how AlphaSense and Tegus help you make smarter decisions faster. – This episode is brought to you by⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Ridgeline⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Ridgeline has built a complete, real-time, modern operating system for investment managers. It handles trading, portfolio management, compliance, customer reporting, and much more through an all-in-one real-time cloud platform. Head to⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ridgelineapps.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ to learn more about the platform. ----- Editing and post-production work for this episode was provided by The Podcast Consultant (⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://thepodcastconsultant.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠). Show Notes: (00:00:00) Welcome to Invest Like the Best (00:08:35) Insight Partners' Investment Strategies (00:13:06) Evaluating Software Businesses (00:22:51) The One Fund Strategy (00:29:32) The Evolution of Insight's Sourcing Strategy (00:35:09) Operationalizing the Sourcing Process (00:44:43) Adapting to Market Changes and Strategies (00:49:45) Navigating Market Corrections and Investment Strategies (00:51:40) Challenges and Opportunities in Venture Buyouts (00:54:12) Talent Development and Retention at Insight (00:56:03) The Importance of Sourcing and Pattern Recognition (01:02:08) Scaling and Operationalizing Investment Strategies (01:20:24) Impact of AI on Investment and Software Markets (01:27:40) Reflections on Winning and Selling Strategies (01:30:34) The Kindest Thing Anyone Has Ever Done For Jeff