Podcasts about Talent

Go to www.LearningLeader.com for full show notes This is brought to you by Insight Global. If you need to hire one person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world has the hustle and grit to deliver. My Guest: Nick Gray is the author of The Two-Hour Cocktail Party and founder of Museum Hack. He's mastered the art of hosting events that strengthen networks and build genuine connections. In this conversation, he shares practical systems for hosting gatherings, why every leader needs a personal website, and lessons learned from his viral blind date trip to Tokyo. The Learning Leader Show Key Learnings Two Great Ice Breaker Questions:  What's a compliment that someone has given you that you've never forgotten about?  If you could teach any class about a topic that you're an expert on, what would it be? The power of a network is real: As a leader, you're probably hiring people regularly or looking for investors. By hosting simple, lightweight meetups or dinner parties, or happy hours once a quarter, you can strengthen your network, build it, and keep those loose connections or weak ties warm. Mix professional and personal contacts: For me, a really boring event would be all work people. Look for occupational diversity. If you're hosting a work event, invite some other random folks who you know are gonna be good conversationalists and add to the energy. Don't reach for the top shelf first. Most important advice for leaders: do not invite your most impressive contact to your very first happy hour or meetup. Your first party should be for your neighbors, the parents of kids at your school, those LinkedIn connections, high school buddies you haven't seen in a while. Your first party should be a comfortable meetup for 15 to 22 people that you host at your home with just cocktails, not a dinner party. Then slowly, once a quarter, you'll be adding more people to it and filtering your list. Collect RSVPs to ensure attendance. New hosts are absolutely terrified that nobody will arrive. As long as you get a minimum of 15 people to show up, your party will generally be a success. Use platforms like Partiful or Mixily (not Paperless Post or Evite) to get people to RSVP, let them know what to expect, and send reminder messages. Ten days before, send a reminder message hyping up the party. About a week before, send another reminder message with a little dossier of who the attendees are. Write something little: "Ryan Hawk hosts a podcast. He wrote a book. He lives in Ohio. Ask him about the ski trip he went on with his family." This serves to make anxious people or socially awkward feel like they're welcome and they have a conversational access point. Practical hosting tips on event day: Label your trash cans and your bathrooms. As people arrive, greet and welcome every single person, and make them a name tag. Write it out right in front of them, first name only. Do not pre-write your name tags. Force collisions through structured activities. Your job as a leader is to go through life collecting the interesting people that you meet and helping them meet each other.  Can you become a connector? One way to be a connector is to host these meetups and force the collisions. Lead two or three rounds of introductions at your meetup. Make a little announcement 30 minutes after it starts: "There are so many interesting people here. I want you all to meet each other. We're gonna split into small groups. It might seem silly, but I promise the purpose tonight is for you to talk to as many new people as possible. We're gonna split into small groups of three or four people, and you're gonna go around and tell your life story in two minutes." End on time, especially for weekday events: Host from 6:30 to 8:30 PM with a hard stop on Tuesday or Wednesday nights. People appreciate having an end time because they have responsibilities. Having that end time makes them more likely to RSVP yes and actually attend. "I get more compliments on my party ending on time, and they leave with a positive experience, so they want to return for another." Why every leader needs a personal website. If you have a blue check verified on Instagram, if you post at least once a month on LinkedIn, you probably need your own personal website. It's proactive reputation management. People are out there searching for you on Google and on ChatGPT. It may not happen every single day, but it probably happens every week. Whether it's parents of your kids at school, whether it's new employees, people are googling you. You want to have a personal website to put your best foot forward and make a good impression. Carrd.co to create a simple homepage or cloudflare to set up your domain name.  Keep it simple: You don't need a Gary Vee type page. Your page can look like a Google Doc. Feed these large language models your story and bio. My website is plain text, simple homepage. I used to have a fancy design site. Now I'm like, dude, it doesn't matter. 80% of my visitors are on their cell phone and just want to read some text and have some links. The tweet from 2024 that changed everything.  The viral Tokyo blind date trip taught me I was ready to share my life with someone. I ended up meeting my wife a couple of months after this experience because I realized I was ready. From a business perspective, one of the most interesting things while that was happening and for about a week afterwards: anyone would accept my phone call. My callbacks were instantaneous. My dial to answer fast. People were reaching out from everywhere. I was like, whoa, is this what it's like to be a celebrity? "I came back to Texas after the trip, ready to truly settle down and find a relationship and meet my now wife." Write like you talk: The best book about storytelling is Storyworthy by Matthew Dicks. Don't try to write a LinkedIn post that says "I'm happy to announce." Would you actually say that to someone? No, you wouldn't. Say it like you talk. Advice on Blind Introductions: Use a double opt-in intro. Reach out to one person first, "Hey, are you taking new clients before I connect you with a friend?" Get both parties' permission, separately - then send the email.  Give yourself a Free Day: Dan Sullivan suggests one free day a quarter from work. Make it a weekday, and even get a burner phone so you can't check your work text/emails, so you're completely disconnected from work.  The keys to being a great host/MC: Priya Parker does such a great job talking about the theory of being a good leader. The host that doesn't do a great job is the one who's too cool to care. Give explicit instructions to people. You are a ring leader for an event, and you're in charge of everyone's energy levels and keeping the show on the road.  Add value before taking value. Never send someone a message, "I'd love to pick your brain," or "I'm looking for a mentor." That is take, take, take. Think about how you can add value first. When you add value first to people, it's some sort of law of reciprocity. They're much more likely to want to help you out or do something in return. Advice for new grads in the AI era: AI and new tools are eating into the ability for companies to hire low-level employees that do grunt work. Learn how to use the tools themselves. Work with small businesses and entrepreneurs where you can make a difference. Develop a writing practice: Matthew Dicks has this activity called Homework for Life where every night you write down some note, some anecdote, something that stuck out for you. It gives you ideas about things to write about. Use AI as an editor, not a writer: Don't outsource your thinking to AI. Use the tools, understand how to use them, but don't outsource your thinking. It'll spit back something decent, but you don't want to outsource your thinking, especially as a leader. Reflection Questions Nick says your first party should be for neighbors, school parents, and LinkedIn connections you haven't seen in a while (not your most impressive contacts). Who are 15-20 people in your life that fall into this "comfortable but haven't connected recently" category that you could invite to a simple cocktail party?   He emphasizes "add value before you take value" and never says "I'd love to pick your brain." Think about someone you want to connect with. What's one specific way you could add value to them first before asking for anything in return?   Nick hosts events once a quarter to keep weak ties warm instead of trying to have individual coffee meetings with everyone. What's one relationship-building activity you're currently doing inefficiently that could be replaced with a group gathering? Additional Learning #663 - Priya Parker: The Art of Gathering #545: Will Guidara: Unreasonable Hospitality #430 - Matthew Dicks: Change Your Life Through The Power Of Storytelling Audio Timestamps 02:06 Icebreakers and Personal Stories 02:55 The Art of Hosting Events 08:27 Practical Tips for Successful Gatherings 20:16 Mastermind Events and Personal Websites 25:36 The Importance of a Personal Website 26:47 Crafting an Engaging Bio 29:27 The Viral Tokyo Trip 37:04 Living an Interesting Life 41:57 The Art of Hosting and MC'ing 44:50 Advice for New Graduates 46:35 The Power of Writing and Storytelling 49:07 EOPC

Kenny Wallace discusses if talent matters anymore in racing or if it's just all about money.#nascar #racing #kennywallaceBrought to you by JEGS! Click here: https://jegs.ork2.net/c/5722600/3417334/8482

Pour les fêtes de fin d'année, nous vous proposons de (re)découvrir quelques épisodes marquants de ces derniers mois. Nous vous donnons rendez-vous à la rentrée pour des nouveaux épisodes inédits !Nous sommes aujourd'hui avec Sandrine et Florian Favario, de l'Auberge de Montmin. Tous les gastronomes (ou presque) connaissent leur "maison de cuisine" doublement étoilée et nichée sur les hauteurs du somptueux lac d'Annecy. Ils y proposent une expérience gastronomique de haut vol où le sens du service de Sandrine sublime la cuisine instinctive et maîtrisée de Florian. Pour co-animer cet épisode de Business of Bouffe, Philibert est accompagné de Pierre Marcolin, le co-fondateur du restaurant Bloomer à Annecy.À travers ce podcast, nous cherchons à mieux connaître ce couple très réservé, mais terriblement talentueux et inspiré, qui rebat les cartes de la haute gastronomie avec beaucoup de sincérité et de bon sens.Pour cela, on fait doucement connaissance avec Sandrine et Florian. On brise la glace et on découvre les débuts de ces deux passionnés de restauration. Après des études dans le tourisme, Sandrine prend les commandes d'une brasserie parisienne à seulement 20 ans ! C'est la révélation : elle adore recevoir et s'occuper des clients. De son côté, Florian troque le sport-études pour les fourneaux dès 14 ans, poussé par le goût de l'effort et du dépassement. Ils excellent tous les deux dans leurs arts - la cuisine et la salle - et commencent à rêver, chacun de leur côté, qu'un jour ils ouvriront leur propre maison.C'est chez Thierry Marx que leurs chemins se croisent enfin. Un coup de foudre professionnel et personnel. Florian enchaîne les grandes maisons à travers le monde, Sandrine affine son sens du service sur le terrain, toujours au plus près du client. De cette rencontre naît un lien nourri d'admiration partagée.Puis, Sandrine et Florian nous racontent le projet de leur vie : l'Auberge de Montmin. Ensemble, on évoque ainsi la création et le développement de leur "maison de cuisine", cette auberge gastronomique d'un nouveau genre où la salle et la cuisine dialoguent sans barrière. Florian peut enfin exprimer tous ses talents et sublimer avec audace son terroir savoyard en s'inspirant notamment de ses riches expériences aux quatre coins du monde. Sandrine, quant à elle, revisite le métier de maîtresse de maison et accueille ses convives avec exigence mais dans une ambiance conviviale, décontractée et quasi familiale. Et si c'était ça, la haute gastronomie de demain ?Cet épisode a été enregistré avec la participation exceptionnelle de Mercotte, François-Régis Gaudry, Eric Frechon et Philippe Héritier (Domaine des Orchis). Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Gugs Mhlungu chats with Thinus Ferreira, TV and entertainment critic about the role of AI in film and television, including its growing use in advertising following Disney’s announcement allowing its characters to be used in AI-generated videos, sparking a the debate around authenticity, job security, creativity, and the broader impact on talent and storytelling. 702 Weekend Breakfast with Gugs Mhlungu is broadcast on 702, a Johannesburg based talk radio station, on Saturdays and Sundays Gugs Mhlungu gets you ready for the weekend each Saturday and Sunday morning on 702. She is your weekend wake-up companion, with all you need to know for your weekend. The topics Gugs covers range from lifestyle, family, health, and fitness to books, motoring, cooking, culture, and what is happening on the weekend in 702land. Thank you for listening to a podcast from 702 Weekend Breakfast with Gugs Mhlungu. Listen live on Primedia+ on Saturdays and Sundays from 06:00 and 10:00 (SA Time) to Weekend Breakfast with Gugs Mhlungu broadcast on 702 https://buff.ly/gk3y0Kj For more from the show go to https://buff.ly/u3Sf7Zy or find all the catch-up podcasts here https://buff.ly/BIXS7AL Subscribe to the 702 daily and weekly newsletters https://buff.ly/v5mfetc Follow us on social media: 702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702See omnystudio.com/listener for privacy information.

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Ken Taunton. Founder and president of The Royster Group, a nationally recognized, certified Black-owned professional staffing firm. Here's a breakdown of the key themes and takeaways:

“One of the things we talk about on our team is if everyone is giving 51% or more and never taking more than 49%, your ecosystem is always going to be in balance. But if everyone isn't willing to give more than 49% and they're always taking more than 51%, then the ecosystem is never going to be in balance. We just try to keep an environment where people are waiting for other people to go to the bathroom, giving each other rides, taking turns at the lead, doing the little things. My guest for today's episode is coach Dena Evans of the Peninsula Distance Club, one of the most experienced, influential, and quietly impactful leaders in American distance running. What happened at CIM just doesn't come out of nowhere. It was the product of more than 25 years of coaching spent moving between youth athletes, post-collegiates, pros, and learning how to build something that lasts.Along the way, Coach Evans has worn just about every different hat that this sport has to offer. She was the women's head coach for Team USA at the 2023 World Championships in Budapest, she's served on nearly a dozen international team staffs over the past two decades, and she currently sits on the USATF Women's Long Distance Running Committee after years of leadership across track and across country. At the center of all of it is the Peninsula Distance Club, a post-collegiate team that she founded in 2007 – and that she still leads today.It's a grassroots operation built on belief, patience, and also community, so if you're feeling generous, you can support them at the link here. Before PDC, Coach Evans was at Stanford from 1999 to 2005, where she led the Cardinal to a national cross country title and was named the NCAA Women's Cross Country Coach of the Year in 2003. During that time, she coached many of the athletes that you've heard on this show or seen us cover.In this conversation, we trace the long arc from that quiet moment at CIM to the very beginning where she was growing up in multiple sports, the influence of coaches like Vin Lananna and coach Frank Gagliano, and what she's learned by spending so much time with athletes in the often overlooked post-collegiate phase.Coach Evans has seen the sport from nearly every angle. She's built her career patiently, deliberately, and with deep care.____________Host: Chris Chavez | ⁠⁠@chris_j_chavez on Instagram⁠Guest: Dena Evans | @dizneena on InstagramProduced by: Jasmine Fehr | ⁠⁠⁠@jasminefehr on Instagram⁠⁠⁠____________SUPPORT OUR SPONSORSNOMIO: Made with 80% broccoli sprout juice, 15% lemon juice, and 5% sugar, Nomio activates your body's natural defense systems to reduce lactate, speed recovery, and enhance muscle adaptation. Take one 60 ml shot three hours before training or racing and feel lighter, stronger, and more resilient. Available at The Feed — use code CITIUS15 for 15% off | https://thefeed.com/collections/nomioWAHOO: The KICKR RUN isn't just another treadmill; it's a complete rethink of indoor running. With Dynamic Pacing, it automatically adjusts to your stride—no buttons, no breaking form, just pure running freedom. Its Terrain Simulation makes the deck feel like a track or trail, while lateral tilt mimics real-world conditions so you're always prepared for race day. So whether you're chasing your first half-marathon finish, a marathon PR, or your next trail adventure, the KICKR RUN is built to help you Run Your Run. Check it all out at WahooFitness.com and use code CITIUS at checkout.OLIPOP: Straight out of Bikini Bottom, Olipop's limited edition SpongeBob cans have arrived. Pineapple Paradise features a burst of juicy pineapples and a splash of mandarin. It's on shelves now at Walmart, Target, Whole Foods, Circle K, Amazon, and select stores nationwide. ⁠You can check out all of their flavors and get 25% off your orders at DrinkOlipop.com using code CITIUS25 at checkout.

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Ken Taunton. Founder and president of The Royster Group, a nationally recognized, certified Black-owned professional staffing firm. Here's a breakdown of the key themes and takeaways:

December 19, 2025:  Workers are hesitating before changing jobs. Parents are questioning whether college is still worth the cost. Talent shortages persist even as hiring slows. And U.S. regulators are signaling a major shift in how companies approach DEI. In this episode, we explore six key future-of-work stories shaping how people think about careers, education, productivity, and fairness at work. From new data on job mobility and workforce policy to early recession signals and changing attitudes toward vocational paths, these stories reveal a workforce moving from confidence to caution—and from slogans to systems.

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Ken Taunton. Founder and president of The Royster Group, a nationally recognized, certified Black-owned professional staffing firm. Here's a breakdown of the key themes and takeaways:

In this episode of Trending in Education, host Mike Palmer sits down with Sunanna Chand, Executive Director of the Reinvention Lab at Teach For America (TFA). As the leader of TFA's future-of-learning R&D engine, Chand is tasked with a formidable challenge: bridging the gap between a 19th-century education system and the demands of the 21st-century world. The conversation explores the Lab's "Radical Departures" framework, a mental model designed to shift the paradigm of how we define the why, what, where, and how of learning. Chand challenges the false dichotomy between academic rigor and student engagement, arguing for a "both/and" approach that prioritizes community achievement over individualized test scores. From exploring "credit flexibility" policies that allow students to learn outside school walls to reimagining the role of the educator in an AI-driven landscape, Chand offers a hopeful vision for a profession rooted in human connection and the "care economy". Key Takeaways Moving Beyond the "Banking Theory": Why the traditional model of a teacher delivering information to passive students is insufficient for a world where information is ubiquitous. Reimagining Chronic Absenteeism: How "present to learning by being absent from school" models allow students to gain graduation credit for interests pursued in their communities. The AI-Proof Profession: Why teaching remains a "smart bet" for the next generation, as neurobiological learning depends on human belonging and relational intelligence. The Educator as Orchestrator: A vision for the future where educators manage ecosystems of human support and AI agents rather than just delivering a curriculum. Why You Should Listen: If you are concerned about the current state of teacher burnout and student disengagement, this episode provides more than just a critique; it offers a roadmap for structural change. Sunanna Chand explains how the Reinvention Lab uses research and development to find the "future educator" and why the most valuable skills in an automated world—judgment, ethics, and care—are precisely those honed in the classroom. It is a deep dive into how we can use technology to reinvent rather than merely optimize an outdated system. Subscribe to ⁠Trending in Education⁠ wherever you get your podcasts to stay ahead of the curve on the future of learning. Time Stamps 00:00 - Intro and Sunanna's background in Cleveland and Pittsburgh 05:45 - The Mission of the Reinvention Lab at Teach For America 07:55 - Radical Departures: Redefining the "Why" and "What" of learning 12:45 - Credit Flexibility: Learning outside the four walls of the classroom 15:35 - Breaking the false dichotomy of rigor vs. relevance 19:40 - The "With Whom": Reimagining the role of the educator in the age of AI 24:30 - Why teaching is a smart career bet for Gen Z 27:45 - Combatting burnout through human connection and "Ignite" tutoring 31:45 - Closing thoughts: Building an ecosystem of reinvention

Hi there, welcome to Episode 756 of Recruiting Future with me, Matt Alder. Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. This episode is about Foresight. Making sense of talent acquisition right now feels impossible. Every week brings new technology announcements, shifting economic signals, and conflicting advice about what comes next. It's tempting to chase the latest headline or follow gut instinct, but reactive decision-making rarely ends well. Understanding key patterns helps separate signal from noise, and this is where genuine trend analysis grounded in real data becomes invaluable. So what trends are shaping TA heading into 2026, and how should leaders respond? My guest this week is Susan De La Vega, SVP Global Tech and Client Experience at Korn Ferry. Korn Ferry has just published their 12th annual TA trends report, built from interviews with over 1,600 global talent leaders, and Susan shares what the research reveals about where talent acquisition is heading. In the interview, we discuss: The biggest TA challenges we have seen this year Methodology behind Korn Ferry's TA Trends Report Changing attitudes and approaches to AI Why your next hire might not be human The importance of mapping tasks Investing in future talent Can TA get a seat at the table? Breaking the silos in the talent function Advice to TA Leaders on strategies for 2026 What does the future look like in 3 years' time? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

In this episode, I'm joined by Shana Peschek, Executive Director of the Machinists Institute, for a timely conversation about what it really takes to build a manufacturing workforce that can meet the moment. Workforce is one of the AMCC “Big Six” pillars of a functioning regional manufacturing ecosystem, and across the country, we're falling short. Shana brings a practitioner's lens to this challenge, drawing on her experience building apprenticeship and training models to support advanced manufacturing talent pipelines.We talk about how the Machinists Institute was founded by IAM District 751 to serve aerospace, manufacturing, and industrial trades; how Shana scaled the organization from an idea into a statewide—and now national—workforce platform; and why apprenticeship is fundamentally an educational modality, not a niche labor program. Along the way, she breaks down persistent myths around apprenticeship, explains how employer-driven curriculum keeps training relevant, and shares how the Institute partners with unions, non-union employers, community colleges, workforce boards, and community-based organizations without duplicating efforts.If you care about reindustrialization, aerospace and defense manufacturing, apprenticeships, or how regions can build real workforce capacity,this is a must-listen. Shana's work shows what systems leadership looks like in practice, and why workforce development can't be siloed from economic development if we're serious about competing globally, way to go Shana!

Jar is back in fundraising mode with talks to raise over $100 million at a sharply higher valuation. Krafton teams up with Korean heavyweights to launch a ₹6,000 crore India-focused tech fund. And Cognizant's chief AI officer explains why tightening US immigration rules could push global AI talent toward India. We break down the three big stories on this edition of Tech 3 podcast and also tell you why Ather is foraying into insurance.

With the support of Personio, we're bringing Disrupt back to Dublin with a format built for action: five-minute lightning talks, auto-advancing slides, and zero fluff. After years of webinars and multitasking, Dublin gets a night where ideas hit hard, conversations move fast, and the network you build matters.Ahead of the festive break, Bill Banham sat down with Disrupt Dublin co-organizer Ben Geoghegan to unpack why now is the right moment to relaunch, what makes the format so effective, and how a curated mix of voices can shift the future of work. We spotlight an early lineup featuring leaders from Google, Irish Rail, and Mazars; a chartered psychologist from the Royal College of Surgeons; and founders pushing new recruiting tech. Each speaker brings one tight message and one practical move you can test - no drawn-out slides, no corporate spin, just clear ideas with real outcomes.We also dig into why the crowd is the secret sauce. Senior HR execs, consultants, operators, and technologists share the floor, cross-pollinating approaches to AI, learning design, leadership, culture, well-being, and hiring. That diversity turns quick talks into immediate experiments: pilots you can run with your team, metrics worth tracking, and conversation starters for your leadership table. Expect energy, focus, and dozens of new connections by the time the Personio-hosted event wraps at 8:30.If you care about building better workplaces in 2026, this preview delivers the what, the why, and the how. Hit play to hear the format breakdown, the themes to watch, and the speakers to meet. Enjoy the show, then subscribe, share with a colleague, and leave a quick review so more HR pros and people leaders can find us.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

Karol Wimmer, najúspešnejší mládežnícky tréner slovenského basketbalu posledných rokov, sa v podcaste Pod košom s Tomášom Kotlárikom rozhovoril o práci s talentmi, problémových rodičoch aj o tom, prečo projekt NextGen nedozrel. Rozhovor prináša otvorený pohľad do zákulisia výchovy basketbalových hviezd.Karol Wimmer, ktorý pravidelne od roku 2020 získava ocenenie najlepšieho mládežníckeho trénera v ankete Basketbalista roka, v úprimnom rozhovore vysvetlil, prečo je vzdelávanie trénerov jednou z najväčších výziev slovenského basketbalu. „Netreba veci preceňovať. Verím, že budú aj iní, ktorí preberú to žezlo,” hovorí skromne o svojich úspechoch.Zaujímavá je jeho analýza dnešných detí a rodičov. Karol Wimmer otvorene hovoril o fenoméne „helicopter parent” a „snowplow parent” – rodičov, ktorí neprimerane zasahujú do tréningového procesu. „Je to o nastavení pravidiel od začiatku. My ideme ‚old school' prístupom – aby to tie deti mali ťažké a museli sa niečím prehrýzť,” vysvetlil svoju filozofiu.Tréner Inter SB Akadémie odhalil aj zákulisie práce s talentmi. Priznáva, že nie každé dieťa má potenciál na profesionálnu kariéru, no všetci môžu byť v budúcnosti užitoční pre basketbal ako rodičia, sponzori, rozhodcovia či tréneri. „Talent je 5 %, všetko ostatné je o tom, kto ako chce pracovať,” skonštatoval pragmaticky.O Sebastiánovi Rančíkovi, ktorý dnes hrá v NCAA a má reálnu šancu dostať sa do NBA, hovoril Karol Wimmer s patričným nadhľadom: „Mal asi 14 rokov, keď povedal, že chce hrať v NBA. V lete mi už hovoril, že sa chce v nej udržať.” Tréner vysvetlil, prečo nechal Sebastiána Rančíka aj Timoteja Malovca dlho hrať na pozícii rozohrávača, hoci mohli kvôli výške hrať pod košom.Kriticky sa vyjadril k zrušeniu projektu NextGen, ktorý mal dať priestor najtalentovanejším slovenským tínedžerom v najvyššej súťaži. „Na Slovensko to nedozrelo. Pýtam sa, či je kvalita zahraničných hráčov v našej lige naozaj taká, že by im mladí Slováci nemohli konkurovať,” kladie otázku, ktorá rezonuje celým slovenským basketbalom.Karol Wimmer sa venoval aj problematike pozície rozohrávača, na ktorú muselo Slovensko naturalizovať hráčov zo zámoria. Vysvetľuje, že problém nie je len v technických zručnostiach, ale aj v charakterových črtách a líderskych schopnostiach, ktoré sa od mladých slovenských hráčov v nižších kategóriách dostatočne nevyžadujú.Zaujímavý je aj jeho pohľad na moderné trendy – od vplyvu sociálnych sietí na mladých hráčov cez obrovské finančné balíky v NCAA až po využívanie pokročilých technológií a dát v tréningovom procese. „Vymyslené je všetko, náš šport zaznamenal v silovej príprave a biomechanike obrovský pokrok,” vysvetľuje, ako sa sám vzdeláva.Na záver Karol Wimmer otvorene priznal, že minulý rok bol pre neho ťažký a uvažoval o konci. „Mal som dosť toho, čo sa dialo okolo, ale podarilo sa mi z toho vyhrabať,” hovorí o náročných momentoch v kariére.Rozhovor, ktorý moderuje Tomáš Kotlárik, poskytuje vzácny pohľad do práce človeka, ktorý formuje budúcnosť slovenského basketbalu a ktorého absolventi dnes hrajú aj na univerzitách v USA.

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Send Bidemi a Text Message!In this episode, host Bidemi Ologunde spoke with Bruce Johnson of TekStream Solutions to unpack how the Whole of State initiative—with the Louisiana State University, Splunk, and Amazon Web Services—is turning classrooms into 24/7, student-powered SOCs that launch graduates into mid-level roles. With nearly four decades in IT security, Bruce shares how opening the door to any discipline builds stronger teams and real-world readiness. How do these student SOCs keep organizations safe while students learn? What does a typical shift and escalation look like? Can a philosophy or nursing major really become an analyst? How is success measured—placements, detection speed, or something else? Where does AI help without replacing humans? And what changed as the model expanded to New Jersey Institute of Technology and Louisiana Tech University?Support for The Bid Picture Podcast comes from Black Rifle Coffee Company, a veteran-founded coffee brand roasting premium beans for people who love a strong start to the day. From bold blends to convenient ready-to-drink cans, Black Rifle Coffee keeps you fueled for whatever's ahead. Check them out at blackriflecoffee.com.Support for The Bid Picture Podcast comes from GymShark, performance apparel designed for people who take their training seriously. With gym-ready fits that move with you, GymShark helps you stay focused from warm-up to cooldown. Explore their latest drops at gymshark.com.Support for The Bid Picture Podcast comes from Uncommon Goods, an online marketplace filled with unique, independently made gifts. From clever gadgets to handcrafted home goods, Uncommon Goods helps you find something thoughtful for everyone on your list. Learn more at uncommongoods.com.Support the show

Wow the lads ride again to get into it about cohabitation rituals, some food talk, comtemplate the idea of bullying, hit the Energy Drink and MoviePass Corners and more!

Watch the YouTube version of this episode HEREAre you a law firm owner looking for ways to build team culture? In this episode, Kevin Cheney, a law firm owner and co-founder, shares how intentional culture-building can be for a firm's growth. He explains why culture—more than marketing or processes—drives retention, recruitment, client experience, and resilience. He offers a practical three-step framework for leaders to assess, envision, and build their ideal culture.Kevin shares some steps to building culture for a firm. The first is what your culture is today. Be brutally honest with yourself and admit what you are doing right and wrong. Another thing is to think about the future of this culture. Map out a five year plan - what needs to change and how can you change it. From there, decide what is important for your firm to have in order to be successful. At the end of the day, a positive team culture drives retention and improves employee experience. It is important to ensure your employees bond so they can work better together. Create opportunities for your staff to connect. For Kevin, he organizes happy hours and potlucks as ways for employees to have some fun and disconnect. Another option is to organize team bonding activities that build confidence and trust. Ensure to make these optional so staff are not forced but encouraged to participate.Listen in to learn more!1:07 Intentionality in Marketing, Processes, and Culture2:27 Defining Culture in a Law Firm6:51 Three Steps to Building Culture10:40 Facilitating Employee Bonding13:29 Employee Ownership MentalityTune in to today's episode and checkout the full show notes here. Connect with Kevin:Website  Facebook  Linkedin 

Dr. Joe Baker (@bakerjtoronto) is the Tanenbaum Research Chair at the University of Toronto, Canada. He is a world-leader in research on talent identification, developing sport expertise, relative age effect, and high performance athlete development and has held visiting researcher/professor positions in the United Kingdom, Australia and Germany. His research considers the varying influences on optimal human development, ranging from issues affecting athlete development and skill acquisition to barriers and facilitators of optimal aging. Joe is author/editor of 9 books and hundreds of peer reviewed articles and book chapters. He works with several Canadian high performance sports teams (e.g., Golf Canada, Wheelchair Basketball Canada) and organizations (e.g., Own the Podium, the Canadian Sport Institutes/Centres, the Canadian Paralympic Committee) in their quests for international success. More info on his research can be found at yorku.ca/bakerj    His new book is called The Tyranny of Talent: How it Compels and Limits Achievement… and Why We Should Ignore It and it is a doozy. In our conversation today we go over th emain points Joe discussed at the IIHF conference we both spoke at in September 2025. We try and define what talent is, and why labels and talent ID systems have been so damaging to children, all the while missing many of our potentially most talented athletes. We also discuss the massive importance of long term engagement.  BOOK A SPEAKER: Interested in having John or one of our speaking team come to your school, club or coaching event? We are booking November and December 2025 and Winter/Spring 2026 events, please email us to set up an introductory call John@ChangingTheGameProject.com PUT IN YOUR BULK BOOK ORDERS FOR OUR BESTSELLING BOOKS, AND JOIN 2025 CHAMPIONSHIP TEAMS FROM SYRACUSE MENS LAX, UNC AND NAVY WOMENS LAX, AND MCLAREN F1! These are just the most recent championship teams using THE CHAMPION TEAMMATE book with their athletes and support teams. Many of these coaches are also getting THE CHAMPION SPORTS PARENT so their team parents can be part of a successful culture. Schools and clubs are using EVERY MOMENT MATTERS for staff development and book clubs. Are you?  We have been fulfilling numerous bulk orders for some of the top high school and collegiate sports programs in the country, will your team be next? Click here to visit John's author page on Amazon Click here to visit Jerry's author page on Amazon Please email John@ChangingTheGameProject.com if you want discounted pricing on 10 or more books on any of our books. Thanks everyone. This week's podcast is brought to you by our friends at Sprocket Sports.  Sprocket Sports is a new software platform for youth sports clubs.  Yeah, there are a lot of these systems out there, but Sprocket provides the full enchilada. They give you all the cool front-end stuff to make your club look good– like websites and marketing tools – AND all the back-end transactions and services to run your business better so you can focus on what really matters – your players and your teams. Sprocket is built for those clubs looking to thrive, not just survive, in the competitive world of youth sports clubs.  So if you've been looking for a true business partner – not just another app – check them out today at https://sprocketsports.me/CTG. BECOME A PREMIUM MEMBER OF CHANGING THE GAME PROJECT TO SUPPORT THE PODCAST If you or your club/school is looking for all of our best content, from online courses to blog posts to interviews organized for coaches, parents and athletes, then become a premium member of Changing the Game Project today. For over a decade we have been creating materials to help change the game. and it has become a bit overwhelming to find old podcasts, blog posts and more. Now, we have organized it all for you, with areas for coaches, parents and even athletes to find materials to help compete better, and put some more play back in playing ball. Clubs please email John@ChangingTheGameProject.com for pricing.  Become a Podcast Champion! This weeks podcast is also sponsored by our Patreon Podcast Champions. Help Support the Podcast and get FREE access to our Premium Membership, with well over $1000 of courses and materials. If you love the podcast, we would love for you to become a Podcast Champion, (https://www.patreon.com/wayofchampions) for as little as a cup of coffee per month (OK, its a Venti Mocha), to help us up the ante and provide even better interviews, better sound, and an overall enhanced experience. Plus, as a $10 per month Podcast Super-Champion, you will be granted a Premium Changing the Game Project Membership, where you will have access to every course, interview and blog post we have created organized by topic from coaches to parents to athletes. Thank you for all your support these past eight years, and a special big thank you to all of you who become part of our inner circle, our patrons, who will enable us to take our podcast to the next level. https://www.patreon.com/wayofchampions

There are a lot of ways to bake a great cake. But none of them work if you refuse to commit to the recipe. Show Notes — Double Down or Drift In this episode of Shark Theory, Baylor breaks down why so many people have real dreams but never fully pursue them. Using the analogy of baking a cake, he explains that while there are many paths to success, every path requires commitment. There is no single "right way," but there is a wrong one: never fully deciding. Baylor unpacks the true meaning of decision, which comes from the Latin word meaning to cut off all other options. He challenges listeners to stop treating their goals like hobbies and stop protecting themselves with endless backup plans. When your Plan B becomes your security blanket, your real goal quietly becomes optional. This episode is a call to double down. Not through burnout or obsession, but through identity. Saying "this is what I do" instead of "this is something I dabble in." Focusing on becoming exceptional instead of chasing validation. Trusting that if you bring real talent to the table consistently, the right people will eventually find you. The internet has changed the game. Talent travels now. If you are truly great at something, you do not need permission. You create your own seat. What You'll Learn • Why commitment matters more than strategy • The real meaning of deciding and cutting off Plan Bs • How backup plans turn goals into hobbies • Why talent attracts opportunity faster than networking • How focusing on quality creates leverage • Why over-delivering builds momentum Featured Quote "When you give yourself a Plan B, your dream quietly becomes optional."

Curious about the real changes happening in financial services right now? In this episode, Adam Larson sits down with Chandelle Fastiggi, Head of Financial Services Vertical at ManpowerGroup, who brings over 25 years of insight and industry experience to the table. Chandelle shares her take on today's economic and political pressures, how institutions are transforming with AI and automation, and why upskilling and reskilling employees matter more than ever. From smart strategies to retain top talent, to how banks are beefing up cybersecurity and adapting their budgets, this conversation is packed with practical wisdom for anyone navigating finance, technology, or even their own career. Whether you're a finance professional or just a curious listener, you'll walk away with a fresh perspective and some insider stories you won't hear anywhere else.

Hour 3 opens with Senator Josh Hawley discussing President Trump's $1,776 military checks, border security, healthcare reform, and pro-life initiatives through the Love Life Initiative, emphasizing Missouri's upcoming constitutional vote. Former Senator Jim Talent follows, analyzing the president's speech, economic indicators, and the lingering effects of the border crisis on housing costs. The conversation then shifts to generational and professional impacts of DEI policies, highlighting reverse discrimination in creative industries and education. The hour closes by examining the rise of furry student clubs on U.S. campuses, critiquing the culture of extreme self-expression and questioning the role of universities in supporting these trends.

Join Dr. Fred Johnson for a captivating interview with former NFL player and entrepreneur Brennan Scarlett (Houston Texans, Miami Dolphins), founder of Scarlett Creative. Brennan's story is a masterclass in successful career transition, a journey where many athletes fail. In this powerful conversation, Brennan shares the universal principles for creating a great team, whether in an NFL locker room or a cutting-edge business.

In this last episode of the special AI mini-series, we now explore the human side of transformation, where technology meets purpose and people remain at the center. From future jobs and critical thinking to working with C-level leaders, how human intervention and high-quality data drive success in an AI-powered world.This week Dave, Esmee , Rob sit down with Johanna Hutchinson, CDO at BAE systems about why data matters, the rise of Sovereign AI, and the skills shaping the intelligence age. TLDR00:55 Introduction of Johanna Hutchinson02:09 Explaining the State of AI mini-series with Craig06:01 Conversation with Johanna34:20 Weaving today's data tapestries with AI40:20 Going to a rave GuestJohanna Hutchinson: https://www.linkedin.com/in/johanna-hutchinson-95b95568/ HostsDave Chapman: https://www.linkedin.com/in/chapmandr/Esmee van de Giessen: https://www.linkedin.com/in/esmeevandegiessen/Rob Kernahan: https://www.linkedin.com/in/rob-kernahan/with co-host Craig Suckling: https://www.linkedin.com/in/craigsuckling/ProductionMarcel van der Burg: https://www.linkedin.com/in/marcel-vd-burg/Dave Chapman: https://www.linkedin.com/in/chapmandr/ SoundBen Corbett: https://www.linkedin.com/in/ben-corbett-3b6a11135/Louis Corbett:  https://www.linkedin.com/in/louis-corbett-087250264/ 'Cloud Realities' is an original podcast from Capgemini

Hour 3 of DJ & PK on December 18, 2025 Pacific's Athletic Director called BYU's basketball team "Walking Bags of Cash." Is he wrong? USU Basketball Head Coach Jerrod Calhoun joined to talk about his team's season so far as they prepare for their last run in the Mountain West Conference.  We've got a lot of high school talent all over the state!

The Office of Personnel Management wants to bring a surge of technical expertise into the government's ranks. The agency is aiming to recruit 1,000 new federal employees for the inaugural class of the “U.S. Tech Force." The new hiring effort comes after hundreds of thousands of feds left government this year. Here with details, Federal News Network's Drew Friedman.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the Grow Clinton Podcast, Andy and Jenny are joined by Lori Susie and Kelly Weaver of Sedona Staffing in Clinton, Iowa. Sedona Staffing is a highly motivated team of staffing professionals who specialize in matching eager job seekers with top employers. Established in 1986, Sedona Staffing has nearly 40 years of experience delivering service excellence. Unlike many staffing firms, Sedona firmly anchors its focus on the community they serve.At Sedona Staffing, they believe that building meaningful connections on shared ground is crucial. They're not just recruiters; they are your neighbors, committed to strengthening the businesses and careers that make our community thrive!Find out more about Sedona Staffing by visiting https://www.sedonastaffing.com/. Grow Clinton is a proud 501(c)(6) nonprofit organization committed to fostering community, driving economic development, and promoting tourism in Clinton, Iowa.Subscribe to the Grow Clinton Podcast at the following locations:- Apple Music- Spotify- Amazon Music- Buzzsprout- Overcast- YouTubeFollow the Grow Clinton Podcast on Facebook at https://www.Facebook.com/GrowClintonPodcast. Our mission? To ignite business growth, strengthen community ties, and advocate for the sustainable economic success of the Greater Clinton Region.Want to promote your business or upcoming event? Connect with Grow Clinton at (563) 242-5702 or visit our website at www.GrowClinton.com.Have an idea for a podcast guest? Send us a message!

Our guest this week is Sara Swisher, Vice President, Talent & Workforce for the Toledo Regional Chamber of Commerce. In this episode, Sara shares her career journey with the Chamber and the key initiatives that the organization is focusing on, aimed at strengthening talent pipelines and supporting both employers and young job seekers.She offers her perspective at the current talent landscape in Northwest Ohio, including the region's biggest workforce challenges and their innovative programs designed to address them.Her favorite restaurant in Toledo is Kengo Sushi & Yakitori. Follow Sara on LinkedIn to stay up to date on workforce development in the Northwest Ohio region.

This PR Talent Trends Year in Review podcast discusses the Public Relations (PR) job market and talent trends of 2025. The host is PRmoment founder Ben Smith and he's speaking with Dean Connelly, founder and PR recruitment director at Latte.The early entry deadline for the 2026 PRmoment Awards is on Friday, December 19th. The final entry deadline is on 23rd January.If you want more information about the best jobs available in UK PR do subscribe for free to PRmoment's weekly Top 10 PR Job updates. Finally, it's worth checking out PRmoment's new PR Masterclass: "The intersection of PR and GEO event.Key points from the discussion:Job Availability: There was a slight uptick in PR jobs in 2025 compared to 2024, specifically a 6% increase, according to Latte's data. However, this figure is still significantly down (17% less) compared to 2022, which suggests the "COVID boom" has flattened out. The years 2024 and 2025 have been "the toughest" in the last five years.Client Hiring Trends: In 2022, Latte had seven fewer clients but 17% more jobs were released than in 2025, indicating that agencies and brands were hiring at a rapid rate and more often at that time. Recruitment Levels: More roles were hired at the Account Executive (AE) and Senior Account Executive (SAE) level, making up 30% of the vacancies seen this year. 23% of the roles were at the Account Director (AD) and Senior Account Director (SAD) level.Consumer PR Senior Talent: It was a "tough year" for consumer senior-level talent but at more junior levels there are recruitment demand still outweighs supply.In-House Market: The in-house market seems to be a "slower market". Salaries: Pay increases have been relatively low for the past 12 months, which is "welcome news for business owners". Talent is no longer coming in with "ridiculous requests," and the frequency of needing to manage salary expectations in a conversation has "really dropped," likely driven by the softening job market.AI in PR Jobs: Job specifications are changing to reflect the increasing nature of AI, but not as widespread as one might think. The second half of the year saw more conversations around agencies testing candidates' AI skills and ability to prompt. Some small-to-midsize agencies have hired AI specialists whose job is to work on prompting and building a platform.Redundancies: The frequency of redundancies is about the same as last year, but bold headlines "creates fear". There is still a gap between available jobs and available talent, and good agency talent is "still getting snapped up pretty quickly". The market is more difficult for those who are in-house and want to stay in-house, as those roles are more competitive if they are for a "good brand".

F.O.C.U.S. = Follow One Course Until Success. It's the simplest habit you'll ever learn and the most life-changing one you'll ever master. In this episode, Kelly Siegel delivers the single business habit that will transform your results in 2026: relentless, disciplined focus. Not chasing shiny objects. Not trying 10 strategies at once. Not quitting when it gets hard. Kelly breaks down why people fail (it's NOT laziness), why your brain sabotages new goals, how to choose the one thing that actually moves the needle, and how measurement becomes your greatest superpower. If you're tired of starting over, overwhelmed by distractions, or jumping from idea to idea… this episode is your reset. 2026 will not reward the most talented person. It will reward the most focused one. Key Takeaways

SummaryIn this episode of the Wrestling with the Willey's podcast, the hosts discuss AEW's Full Gear pay-per-view, providing insights into match predictions, results, and the overarching themes of the event. They delve into the pre-show matches, the main card, and the notable bloodshed throughout the event, while also critiquing character development and the use of finishing moves in wrestling. The conversation highlights the unpredictability of matches, particularly the casino gauntlet, and concludes with reflections on the No Holds Barred match between Moxley and O'Reilly. In this episode, the hosts review various wrestling matches, focusing on predictions, match outcomes, and the storytelling involved in AEW events. They discuss the significance of hometown advantages, the dynamics of championship matches, and the impact of injuries on wrestlers' performances. The conversation also highlights the storytelling flaws in certain matches, particularly in the context of a million-dollar stipulation. The hosts analyze women's championship matches and the return of wrestlers like Swerve, questioning the logic behind title shots after injuries. The episode culminates in a discussion about the bloodshed in matches, particularly the Hangman vs. Samoa Joe match, emphasizing the overall intensity of the event.TakeawaysThe podcast discusses the emotional context behind the delayed episode.Predictions for the pre-show matches were mostly accurate despite not watching them.The hosts express disappointment in the outcomes of several matches, particularly regarding Darby Allin.Bloodshed was a recurring theme throughout the Full Gear event, leading to it being dubbed the 'blood pay-per-view.'Character development and storytelling in wrestling are critiqued, especially regarding Jon Moxley's repetitive match style.The use of finishing moves has evolved, with many wrestlers needing to perform multiple finishers to secure a win.The unpredictability of the casino gauntlet match format adds excitement but also confusion.The hosts reflect on the importance of hometown advantage in wrestling outcomes.Moxley's matches are characterized by extreme violence and blood, which has become his trademark.The discussion emphasizes the need for more variety in match types and character portrayals.  Hometown advantage can significantly influence match outcomes.Championship dynamics often involve complex storytelling elements.Injuries can impact a wrestler's performance and match pacing.The stipulation of a million-dollar match can lead to confusing storytelling.Women's matches are gaining more attention and analysis in wrestling.Bloodshed in matches can enhance the drama but may also detract from storytelling.Returning wrestlers should earn their title shots after injuries.The significance of match predictions can lead to unexpected outcomes.The portrayal of wrestlers' characters can evolve over time, affecting audience perception.Overall match quality can vary, but blood and intensity often leave a lasting impression.Sound bites"This is so dumb""Ricochet won it""It's to the extreme"Chapters00:00 Introduction and Context01:03 Pre-Show Match Predictions and Results06:10 Main Card Matches Overview10:13 Storylines and Match Dynamics14:10 FTR vs. Brody King Analysis17:11 The Evolution of Finishers in Wrestling21:06 Understanding the Casino Gauntlet Match24:40 The Hurt Syndicate: Booking and Character Development27:33 Jon Moxley: The Consistency of Chaos32:11 The Importance of Hometown Advantage35:54 Match Predictions and Outcomes38:06 Brutality in Wrestling Matches42:25 The Million Dollar Match Stipulation50:20 Women's Championship Match Analysis54:44 Favorite Wrestlers and Matches55:37 Injuries and Their Impact on Performance57:08 The Legacy of Paige and Her Career58:03 AEW's Push for Talent and Missed Opportunities59:18 The Bloodiest Matches and Overbooking in Wrestling01:06:12 Wrap-Up and Future Predictions

What if the biggest disruption to work isn't AI, automation, or hybrid models—but a 100-year-old idea about when careers are supposed to peak and decline?In episode 868, Pauline James speaks with Lisa Taylor, CEO of Challenge Factory, about why traditional career models are fundamentally broken in a world where many people will live well into their 80s and beyond. Together, they unpack how outdated assumptions about age, productivity, and “career ladders” quietly undermine engagement, waste talent, and accelerate disengagement—especially in midlife.Lisa explains how the concept of retirement at 65 was created for a very different era, why career conversations often disappear after age 49, and how manager bias—not performance—drives perceptions of declining productivity among experienced workers.The conversation also explores the idea of the “talent escalator”—and what happens when senior leaders reach the top with nowhere meaningful left to go. Lisa shares what progressive organisations are doing differently: designing roles beyond the final rung, enabling intergenerational mentorship, and creating space for purpose, contribution, and renewal across longer working lives.For individuals feeling stuck or ready to pivot, Lisa offers a practical alternative to the traditional CV-first approach—starting instead with purpose, strengths, values, and market relevance.This is a must-listen for HR leaders, executives, and professionals rethinking careers, longevity, and the future of work.Key Topics CoveredWhy retirement at 65 no longer makes sense in a world of 82+ year life expectancyMidlife as a distinct and valuable career stage—not a declineThe role of manager bias in perceived productivity dropsWhy career development conversations often stop too earlyThe “talent escalator” and how it jams at the topIntergenerational teams, mentorship, and cultural ambassadorshipWhy engaging older workers can reduce youth unemploymentA scientific, hypothesis-driven approach to talent strategyRethinking career pivots, entrepreneurship, and longer working lives

This episode was originally released on 12/1/2020. While new episodes of Breaking Walls are on hiatus I'll be going back and posting the older episodes. ____________ In Breaking Walls episode 110 we continue our mini-series on the 1948-49 radio season by focusing on news and programming during Christmas week, 1948. —————————— Highlights: • Jack Benny: Leaving for CBS • A northeast blizzard starts holiday week • Edgar Bergen: Also leaving NBC • Walter Winchell's big new ABC deal • Soaps, Queens, and the Chesterfield Supper Club • Monday night belongs to CBS • Lunch with WOR while NBC still owns Tuesday evenings • Fred Waring and Yukon King Gear up For Xmas • Blackie, Gildy, Duffy, and Bing • Abbott, Costello, and Jolson fade, while Suspense soars on Thursday • ABC wins Friday while Skelton gets ready to leave NBC too • Merry Christmas from the Royal Roost in Manhattan • Mary Lee, Grand Central, and Elgin Celebrate Xmas • Sinatra's up-and-down 1948 • Benny and Bergen say goodbye to NBC —————————— The WallBreakers: http://thewallbreakers.com Subscribe to Breaking Walls everywhere you get your podcasts. To support the show: http://patreon.com/TheWallBreakers —————————— The reading material used in today's episode was: • On the Air — By John Dunning • Network Radio Ratings, 1932-53 — By Jim Ramsburg As well as articles from: • Broadcasting Magazine • The Los Angeles Times • NationalParkService.gov • The New York Daily News • Radio Daily • WhiteHouseHistory.org —————————— On the interview front: • Edgar Bergen, Mel Blanc, Himan Brown, Ken Carpenter, Gale Gordon, Jim Jordan, Harold Peary, Alan Reed, Lurene Tuttle, and Don Wilson were with Chuck Schaden. Hear their full chats at SpeakingOfRadio.com. • Edgar Bergen, Hans Conried, John Gibson, Jim Jordan, and Jan Miner were with Dick Bertel and Ed Corcoran for WTIC's The Golden Age of Radio. Hear these at Goldenage-WTIC.org. • Ralph Bell, Himan Brown, and Jack Johnstone were with SPERDVAC. For more information, go to SPERDVAC.com • Bing Crosby and John Scott Trotter were with Same Time, Same Station • Eve Arden was with John Dunning • Phil Harris with Jack Carney • Bob Hope with Johnny Carson • Jo Stafford with Michael Feinstein • Frank Sinatra with Larry King • Red Skelton was with Dini Petty —————————— Selected music featured in today's episode was: • It's the Most Wonderful Time of the Year — By Andy Williams • Christmas Dreaming — By Frank Sinatra • Somewhere in My Memory and Star of Bethlehem — By John Williams for Home Alone • Christmas Blues — By Washboard Pete • Tomorrow Shall Be My Dancing Day — By The Marlborough Cathedral Choir • Christmas Carols for 1928 — By Elsie Holt • White Christmas — By Bing Crosby • Have Yourself a Merry Little Christmas — By Mel Torme • Ya Viene La Vieja — By JP Torres

Rob Turano, Operating Partner at Bloom Equity Partners, breaks down the playbook he uses to transform lower middle-market software companies—from sharpening product focus to elevating talent and building repeatable go-to-market engines. He shares how Bloom integrates operating partners early in diligence, accelerates transformation in the first 12–18 months, and instills a performance culture rooted in data, speed, and ownership. Rob also gets personal, from his love of cooking to the practices he uses to think more clearly as a leader. It's a sharp, candid look at what real value creation in private equity demands today—hit play and take notes. Episode Highlights 1:31 – Growing up in New Jersey, Villanova roots, and the consulting-to-private-equity path 5:56 – Why food matters in Rob's life and how he became Bloom's unofficial in-house chef 9:22 – The three traits Bloom looks for: focus, management strength, and GTM maturity 14:38 – Selling value vs. selling features—and why every salesperson must think like a CFO 20:49 – How Bloom's deal, BD, and operating teams collaborate from diligence through execution 27:45 – The urgency of the first 6–12 months and the sequencing of transformation in PE 36:18 – Rob's top advice to PortCos today: talent first, disciplined KPIs, and repeatable GTM engines 40:25 – The book shift that made Rob more creative—and the life hack that helps him think clearly For more information on Bloom Equity Partners, go to https://www.bloomequitypartners.com/ For more information on Robert Turano, go to https://www.linkedin.com/in/robert-turano

Sexual sin is not the only sin which struggling believers deal with. But some other sins are more hidden. Yet these will have no less a terrible impact on the Christian's life if he does not stand against them. In today's message, Director of Ministry Outreach, Patrick Hudson, discusses three of these discreet sins and shares how to be on guard against them. Scripture quotations are from The ESV® Bible (The Holy Bible, English Standard Version®), copyright © 2001 by Crossway, a publishing ministry of Good News Publishers. Used by permission. All rights reserved.

As supply chain leaders and professionals look ahead to 2026, one reality remains unchanged. Supply chains still exist to move, make, store, and deliver the goods and services people rely on every day. Food must be produced and distributed. Energy demand continues to rise. Products still need to move from suppliers to manufacturers to customers.What has changed is the level of complexity required to manage those flows effectively.In this episode of the Supply Chain Career Catalyst podcast, Rodney Apple, Chris Gaffney, and Mike Ogle discuss the forces shaping supply chain careers today. Their conversation spans technology adoption, skills gaps, labor market shifts, risk management, and what both employers and professionals must do to remain competitive in an increasingly uncertain environment.Need help hiring top talent? Engage SCM Talent Group, a supply chain recruiting & executive search firm that specializes in your hiring needs: Continuous Improvement Engineering Inventory Planning Logistics & Transportation Manufacturing Operations Robotics Sales & Business Development S&OP Strategic Sourcing & Procurement Supply Chain Management Technology & Automation Warehousing

„Talent na jazyky mají všichni,“ říká lektor angličtiny Broňa Sobotka, který výukou doslova žije. „Brát si na pomoc nedostatek talentu je stejně oblíbená výmluva jako tvrzení, že už jsme na to staří. Přitom je dokázáno, že senioři mají mnohdy lepší výsledky než děti v mateřské školce.“ Podstatná je podle něj spíš trpělivost a přirozené učení. Jak se vymanit z kruhu věčného začínání? Jak se přestat stydět mluvit? A má smysl biflování?Všechny díly podcastu Blízká setkání můžete pohodlně poslouchat v mobilní aplikaci mujRozhlas pro Android a iOS nebo na webu mujRozhlas.cz.

This episode sponsored by Adkins Enterprises LLC   LightSpeed VT: https://www.lightspeedvt.com/ Dropping Bombs Podcast: https://www.droppingbombs.com/   In this electrifying Dropping Bombs episode, national guitar champion Zachary Adkins shatters the starving artist myth—revealing how he scaled from teaching guitar in his house to running four music schools across Nebraska with 800+ students and $1M+ revenue. Why chase fame when you can build a 7-figure empire from your garage? Zach even shreds live on his custom Ernie Ball, proving talent meets strategy.   From flipping $100 ad spend into full-time freedom to expanding during Covid to 250 students, Zach exposes the blueprint: reinvest ruthlessly, pay teachers well, and dominate underserved suburban markets. Action takeaways: leverage convenience over competition, charge premium to avoid burnout, and scale multiple locations. Music isn't just notes—it's a scalable empire.    Whether you're a musician, entrepreneur, or just hate leaving money on the table—this conversation is your wake-up call to build real wealth in an overlooked industry.  

Judd, Thor, and AJ share their latest football takes including all of the WR talent on its way to the NFL, how Detroit will make the NFC Championship Game, NFL Coach of the year, and more!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Looking 4 Healing Radio with Dr. Angelina Farella – This season of expectation and hope is lost on many because they are focused on the commercialism of the holidays. Giving the gift of health and wellness can surpass any novel item you can think of to give others. This is also the time of year when we naturally start reflecting on our past year and looking toward a future that can...

Welcome back This is Truth, Lies and Work, the award-winning podcast where behavioural science meets workplace culture — brought to you by the HubSpot Podcast Network. Al and Leanne break down the biggest stories shaping the way we work, with practical insights for founders, leaders and anyone trying to build a better workplace.

Andy and Randy talk about how despite the win over Tampa Bay the Falcons season has been massively disappointing and the question about playing at a high level consistently individually and as a team still remains.

Can AI fuel a people-first transformation at global scale? At UPS, the answer is a resounding yes. While many companies view AI through the lens of automation and efficiency, UPS is taking a radically different approach: treating AI as an enabler of human growth, not a replacement for it. In this episode of the Digital HR Leaders podcast, host David Green is joined by Danelle McCusker, Senior Vice President and Global Head of Talent, Learning and Culture at UPS, to explore how the company is redefining what workforce transformation looks like in the age of AI. With over half a million employees and a deeply rooted culture of promotion from within, UPS faces a unique challenge: how to prepare its people for a future defined by emerging technologies - while preserving trust, purpose, and opportunity. Join them as Danelle and David explore: Why UPS is designing AI implementations to relieve frontline burdens and elevate the value of human work - not eliminate it. How a pilot with Valence's AI coach Nadia is creating access to consistent, personalised development for employees well beyond the executive tier. The role of psychological safety and experimentation in successful AI adoption How HR and technology teams are partnering to drive cultural and capability transformation What other HR leaders can learn from UPS's intentional, business-first approach to AI Whether you're in the early stages of your AI journey or looking for practical ways to align tech with talent strategy, this conversation offers both inspiration and actionable insights from the front lines of change. This episode is sponsored by Valence. Imagine if every employee had a world-class coach in their pocket. That's exactly what Valence has created with Nadia - the AI-powered coach helping Fortune 500 companies scale development, boost performance, and support leaders at every level. Learn more at valence.co/insight222 Hosted on Acast. See acast.com/privacy for more information.

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

Looking 4 Healing Radio with Dr. Angelina Farella – This season of expectation and hope is lost on many because they are focused on the commercialism of the holidays. Giving the gift of health and wellness can surpass any novel item you can think of to give others. This is also the time of year when we naturally start reflecting on our past year and looking toward a future that can...

In this solo episode, Al Dea reflects on the biggest themes he has been exploring throughout the fall as leaders continue navigating rapid workplace and technology change. He shares what he has learned from helping organizations adopt AI more effectively, the mindset shifts required to rethink how work gets done, and why thinking before doing matters when it comes to using artificial intelligence tools in our work. He also discusses lessons from moderating a panel on influence and impact and highlights the four human skills that will matter most in an AI-powered world. LinksAl Dea: https://www.linkedin.com/in/itsaldea/ The Edge of Work Live: https://us02web.zoom.us/webinar/register/WN_OdBSLzC-R4mLhVNnRK5dcw 

In this episode of the HR Leaders Podcast, we sit down with Kristin Trecker, Chief People Officer at Visteon Corporation, to unpack what it really takes to build talent at the speed of disruption in a 100-year industry going through a 100-year change.Kristin explains why HR has to stop acting like an order taker and start operating like a product line manager, with a clear roadmap, clear customers, and a clear point of view. She shares how Visteon runs a six month product roadmap and pairs it with a capability and capacity plan, so talent decisions keep pace with the business.Most importantly, she breaks down the cultural shift behind it all, from calibrating performance around impact, to out-rewarding star performers, to rewriting HR's role entirely, replacing “business partner” with performance coach, and building a team that can debate, challenge, and drive change without politics.

Go to www.LearningLeader.com for full show notes This is brought to you by Insight Global. If you need to hire one person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world has the hustle and grit to deliver. My Guest: Angie Hicks, co-founder of Angie's List (now called Angi). She started the company at just 23, going door-to-door as a self-described introvert and non-salesperson, and turned it into a national platform trusted by millions. During our conversation, we discuss what it takes to lead with authenticity and build lasting impact.  Key Learnings Lead by listening and showing up. Whether it's knocking on doors as a 23-year-old or meeting employees during office hours as CEO, Angie reminds us that being present, paying attention, and seeking feedback is the heart of leadership. Focus on people and learning. Angie's career filter is simple: Do I like the people I'm working with? Am I learning new things? If yes, keep going. If not, it's time to reconsider. Excellence isn't just about results. It's about the environment and growth around you. Take your work seriously, but not yourself. Confidence, humility, and authenticity go hand in hand. Angie shows us that you can be ambitious and driven without losing sight of the human side of leadership. From Angie... My co-founder, Bill Osterle, came to me when I was a senior in college and said, "Hey, I've got a crazy idea. Your parents are gonna hate it. But why don't we start a business?" I talked to my parents, talked to my friends, and then I ended up talking to my grandfather who was incredibly conservative. He grew up in the Depression, very fiscally responsible. "What do you have to lose? You're 22, your parents aren't going to let you starve, and you're not trying to support a family, so why don't you try it?" I was so taken aback by his response that that comment was probably what pushed me over the edge. I think young people can do this a lot, as we tend to overthink decisions. Sometimes people see things in you that you don't see in yourself, and you've gotta have a little faith. What better time to have a little faith than when you're young and carefree? Work hard, and things will come your way. We started in 1995. It was an offline world. We started as a call-in service and a monthly newsletter. The first name of the company was Columbus Neighbors. We left it like that for a year, and people just didn't get it. They thought the newsletter was the list. We decided to do a rebranding nine months in. We had two options: The List or Jackie's List (Jackie was the mother of one of our investors who knew everybody). At the last minute, Bill said maybe it should be Angie's List. "She does answer the phone." Going door to door was hard. There was a lot of crying, I will be honest. I was selling something that wasn't concrete. "Hey, so when you need a plumber, you're gonna call me and I'm gonna help you find a plumber. And then when you hire someone, you're gonna tell me about it." I viewed it as a numbers game. I need to knock on so many doors every day, and that's just what I'm going to do. Hopefully, if I stay on my pitch and I knock on enough doors, I will sell the right number of memberships. If I was selling one or two memberships a day, that's great. No business was gonna be built on me selling one or two memberships a day, but that's where we were. Sometimes you have to do the hard stuff. Sometimes you have to do the stuff you're not good at, and you have to figure out ways to work around it. Because no matter what you do in your career, there's gonna be stuff you don't love. I broke it down by like, I'm gonna do it for these two hours. I'm a believer in the you can do anything for a year philosophy. I could do anything for an hour a day. So you have to kind of disconnect and treat it that way, as this is like taking my medicine. But you do win every once in a while. And it is fun when you win. It is fun when you sell something. The day Patty gave me her church directory was the best day ever. You gotta celebrate the little wins as well in life. Starting a business is a long journey. It is more of a marathon than a sprint. There's usually not this burst of momentum where everything rolls your way. It's building blocks along the way. If you don't celebrate those little wins and you only focus on, oh, I'm not gonna be happy until we're at 10,000 members, that could be years. You need things to keep you going every day. Patty lived near Bill, so she kinda liked him too, but I think there was a little bit of entrepreneur in Patty. Patty needed nothing from us. She had lived in Columbus her entire life. She had renovated a 1920s house. All she was able to do was give. She knew everybody. But I think she just loved the spirit. You don't know whether that's door seven, door one, door 57, you don't know. But there is typically a breakthrough. Staying true and persistent, you know, there probably weren't a lot of women starting businesses going door to door in 1995, and Patty was like, look, she's got some gumption. She's tackling a business that in many ways is a man's world. Construction is a man's world. Whether that's starting a business or finding the right boss, or finding the right position, that same lesson is the same. I talk to young people, I say, Hey, you can do marketing anywhere. There's any company you can do marketing. When it comes to me... Go where you're gonna be with somebody who believes in you. That's gonna invest in you, because that's actually what's gonna change your trajectory. It's not the name on the company that's gonna change your trajectory. It's actually who's got your back, who's coaching you, that's going to make the biggest difference. The next inflection point for me was when we opened in Cleveland the year after that. It was the first market we had opened from scratch. I remember I went one morning and picked up the newspaper, picked up the Plain Dealer at the bagel shop across the street from my office. And there it was, our little two-by-three ad that said, "Tired of lousy service" with some clip art. I was so excited. I was like, This is amazing. We're in Cleveland. This is gonna be so great. And then I remember telling Bill, "We're gonna get so many calls." And he's like, "We're gonna get so many calls." And I don't think we got any calls that day. The transition from individual contributor to leading others was a horrible transition. It's actually really hard. I tell people that all the time because if you think about who do we promote in companies, we promote really strong individual performers. The skills that make us really good individual performers do not necessarily make us good leaders, managers, et cetera, because it's actually a whole different skillset. I was that overachiever kind of controller, let me just do it type person. You have to actually train yourself to not do those things because no one's ever going to be successful and learn if you're just over there stepping in. The early days when I was young and trying to manage people, not good. Not good at all. I ended up leaving for a year and a half to go to business school. I was pretty burnt out on the business, and I probably would've left the business had I not gone. It gave me a chance to reflect on where I've been and step back. Now I understand, I'm not in the pressure cooker. I can see where I've mistepped. I left when I was 25, three years in. The business had gotten big enoug,h and we decided to bring in a CEO because the 22- 23-year-old was kinda like, maybe we need some leadership here. My co-founder joined full-time at that point and came in as CEO. I joke around, I'm like, take a break. I was still keeping the books. The TV commercial was a hundred thousand dollars, which I had to convince our board on. I was like, look, either we try this or we just close Cleveland because there is no scenario here that we're gonna build a business with door-to-door sales at the rate we're moving. We basically took everything on Cleveland, which was $100,000. I would've been devastated had it failed. People started calling. I was so excited. Then all of a sudden it just kinda went bananas. You realize there's a lot of people with this problem. Doors slammed in my face at that point, not as much of an issue. And then we ended up being in Boston and Washington, and a bunch of other cities. Every time we'd go to a city, I'd fly in, and I would open the paper, and I would get all happy. The TV commercials themselves were funny because I can't do anything for fun anymore without seeing myself in the commercial. I did the first one, and they're like, listen, we're just gonna, we're not gonna tell anybody. It's just gonna go on, you know, we're just gonna do it really quietly. I was like, great. Okay, fine. And then it kind of took off. I had young kids at the time. I wouldn't let us advertise on kids' shows. There was never us on Disney Channel or Nickelodeon because I didn't want that. But the kids would see me on TV. You know, they would see me doing interviews. It happened for them at such a young age that they just kind of thought that's what parents did. I remember one of my kids coming home in middle school and being like, I can't believe you didn't tell me you were famous because it was finally, the friends had grown up enough that they were like, you know who her mom is, right? I became a little more closed off in my personal life as I became more public. Kids deserve to grow up in a world where they get to be kids and not have to deal with that stuff. In our little town, people were like, Oh yeah, she just lives here. And it became not a thing. It became more relevant to me when I was traveling. I started doing office hours. I did it on Fridays leading into the lunchtime, which, let's be honest, was probably one of the squishiest times of productive work. I was with a group of CEOs the other day, and I actually suggested, just try a little. It doesn't have to be a big thing. Just try a little and see where it takes you. The meetings were anything. It was career advice. What should I do? They might have ideas for the business. Hey, we should go into this line. I remember talking one day to our head of legal, and I was like, you know, I don't get open-door media requests anymore. And she kind of chuckled, and she said, That's because you have them all the time. You allow problems to come to you before they're big problems, so they become less of a thing. I'd rather people bring their concerns internally first and listen to 'em and address 'em when you can. They always come internally first, whether it's from an employee, whether it's from a customer. It's just how we handle those things as to whether they blow up into something bigger. I always tried to give them something in return. They come to talk to me and I'd introduce 'em to someone who would help. I'd open a door for them. To this day, I still love talking to customers. I think we live in a very digital age, and I feel like we don't talk to one another very much. People like people. They need to feel heard and have things resolved. I took that office hours idea, and now I do it with customers, so any pro can sign up and talk to me. Gives me a chance to understand, get a pulse on what's going on. The people on the front line are the ones who are making your brand. The marketing team might make some great social posts and some great TV ads. But many times, the people who are manning the phones or your chats are the ones that are leaving a more lasting impression on your brand than anything else. How do you bring the voice of the customer into the organization? Not everybody in our company is a homeowner. How do you make sure they can understand the customer? What's life like as a small business owner, as a pro? What's it like for a homeowner when something goes awry on their worst day? How do I bring those stories to life? I had to convince myself that it was a good use of time. Busy people who have lots of responsibility are active doers, overachievers, to sit back and talk and listen feels like, Okay, am I moving the needle? It feels a bit too squishy. That's why I would treat it just like some of the other things. I will give it an hour a week. Let's see what happens there. I could see the payoff. I can't go spend 30% of my time doing this, but there is a portion of time that I do dedicate. Feedback is a gift and something you should seek out. But yeah, it doesn't always feel great. One of the hardest pieces of advice I got came at a time when we were actually trying to do a transaction. They said, "You have an executive presence issue." And I was like, what? They said, "You're too nice to everybody. It doesn't help the company." I can't tell you how much that comment just killed me. But then I went out and got an executive coach, and I reflected on it. In many ways, it made me a better CEO. I learned that I could be me and I could still be nice and I could be kind, but there are moments I have to be clear. When I'm looking to promote someone or hire someone, knowing your stuff is super important. You don't want this person, who says, I'm the one who always knows the answer. You want someone who can learn from their team. I spent most of my career running marketing, and marketing moves fast. Some of the youngest members of the team are teaching me more things over the years than even some of the more seasoned marketing people. How are you constantly having a view about learning and staying smart in the trade? The ability to just be a good partner or work with people is important. Your job's not to come in and knock down walls. It's actually to build relationships because you can't do everything yourself. How are you at building cross-department relationships? My advice to recent grads: One of my favorites, take your work very seriously. Be good at what you do. Don't always be looking for that next thing that you gotta go tackle. Do what's in front of you first. Don't take yourself too seriously. You come out, you're like, Oh, I have all of these credentials. I should therefore be able to do these things. Sometimes the envelopes need stuffed and we might all do that together. So don't take yourself too seriously. We're gonna do this together. Be open to feedback and to helping others. Don't be afraid when people suggest things that seem totally counter. I think sometimes we get too rigid in our plans. I use Angie's List as an example. I was supposed to be a consultant. I was supposed to go be a business consultant, but then Bill comes in and says, hey, what about this? I could have easily been a business consultant and had a nice life. But I chose that door. A lot of times, people get a little too narrow in their focus and miss opportunities. So stay open to that. For me, it's all about the people you work with. Working with people that you're learning from, that believe in you, that's all that matters. I overindex there. People ask me, how are you still doing this after 30 years? I ask myself two questions, and if I can answer yes to those two questions, I'm in. If I answer no, I'm out. The two things are: Do I like the people I'm working with, and am I learning new things? When you're as long in your career as I am, you have to dedicate time and effort to learning new things so that you don't become that person that is like, we do this because we've always done it this way. Which I think is just like the worst line ever. Reflection Questions Angie's grandfather asked, "What do you have to lose?" when she was 22 and hesitating about starting a business. What decision are you currently overthinking that you might need to just take a leap on while you're young (or young enough) and the risk is manageable? S She says the skills that make us really good individual performers don't necessarily make us good leaders. If you've recently been promoted or are leading others, what specific "doer" habits do you need to let go of so your team can learn and succeed? Angie stayed at Angi for 30 years by asking herself two questions: "Do I like the people I'm working with?" and "Am I learning new things?" How would you honestly answer those two questions about your current role? If the answer to either is no, what does that tell you?