Podcasts about Talent

Viele starten KI-Solopreneurship komplett falsch: zu viel Planung, falsche Annahmen, Perfektionismus und Angst vor Technik. In dieser Folge zeige ich dir, warum dich KI überfordert, welche Denkfehler dich blockieren und wie du dein KI-Business in nur 10 Minuten neu ausrichtest. Du lernst die drei Menschentypen kennen – und wie du sofort klar, schnell und risikofrei vorankommst. Welcher KI-Business-Typ bist du? https://www.alexhurschler.ch/business-Typ-Quiz AI Zero-to-250 Email Challenge: https://www.alexhurschler.ch/ai-zero-250 =========================== So kannst du mit mir zusammenarbeiten oder Kontakt aufnehmen: ===========================

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: David Adelman is the CEO of Campus Apartments, founder of Darco Capital, and co-owner of the Philadelphia 76ers. During our conversation, we discussed how losing a basketball bet at age 11 changed his life, investing his bar mitzvah money in real estate, becoming CEO at 25, his grandfather's Holocaust survival story, and why it gives him perspective on struggle, embracing failure, the trade-offs of building something excellent, and what he looks for when hiring leaders. Key Learnings "Why not me? Why not now?" David's mantra cuts through all the overthinking and excuses we make. When he saw other people building national real estate portfolios, he didn't wonder if it was possible—he asked why he couldn't do it. Stop waiting for permission. Stop waiting for the perfect moment. Ask yourself: why not me? Why not now? Make mistakes, just not the same one twice. David doesn't expect perfection from himself or his team. He expects learning. Fail fast, fail forward, but don't repeat the same failure. That's not growth—that's negligence. Embrace the suck, but evolve through it. David's grandfather survived the Holocaust after his wife and children were murdered. He escaped, joined the resistance, and rebuilt his life from nothing. When David thinks about that, he says: "No matter what, I don't know struggle." That's perspective. Most of what we call struggle is just discomfort. Understanding that doesn't make your challenges disappear... It makes them manageable. If your grandfather could survive the unthinkable, you can handle the hard day in front of you. At age 11, David challenged family friend Alan Horwitz to a basketball game and made a wager. Horwitz didn't let the kid win, and David lost his basketball, football, and baseball glove. To get them back, he had to go to Campus Apartments every Saturday to sweep sawdust and stack lumber. This losing bet became his entry into a billion-dollar career. At 13, David gambled his $2,000 bar mitzvah money by investing it with Horwitz in a building at 45th and Pine Streets in Philadelphia - a property his company still owns today. By age 17, he bought his first solely owned investment property. David was accepted into Temple University Beasley School of Law but chose to become a Property Manager at Campus Apartments instead. At age 25 in 1997, he became CEO of Campus Apartments. His grandfather, Sam Wasserman, was captured by the Nazis in 1942 and taken to the Sobibor concentration camp, where his wife and two children were immediately executed. Wasserman escaped during an organized revolt, joined the resistance, was wounded in battle, and was cared for by a woman named Sophie, who became his second wife. David said, "I feel a deep connection to him and what he went through. It's more like a sense of duty to honor him." David says, "I bet on jockeys, not horses. I ask, 'If the thing fails, would we support them again?' To be clear, a lot of our [investments] are going to fail.' He learned the hard way: "Friends would say, 'Here's a deal, put in X amount,' so you know, it's $250,000 or $500,000 or $1 million. I realized very quickly that it's probably a money-losing prospect to just invest in a friend of a friend's idea or because someone at your country club is investing in it." "It's called working off your debt." I literally lost everything to my "Uncle" Alan in 30 minutes when I was 11. My baseball glove, football, basketball, even my bank book. Every Saturday, I had to stack lumber and sweep sawdust to get one item back. Two years later, at my Bar Mitzvah, my parents asked if I wanted to give my gift money to my grandfather, who was good at picking stocks. I said no, I want to give it to Uncle Alan and buy real estate. At 13, I drove around with him, picked the biggest building he owned, handed him $2,000, and became a partner. My grandfather was in Poland with a wife and two kids when the Nazis rounded him up. There were two lines. One for men, one for women, and children. He never saw his wife and kids again. He escaped from the Sobibor prison camp, became a freedom fighter, got shot, and was in a hospital recovering when a woman checking on her brother saw this lonely soldier and went over to check on him. That was my grandmother. My mother was born in a displaced persons camp after the war. "No matter what, when I'm getting the crap kicked out of me in business or anything else, I don't know struggle." I think about my grandfather and what he went through. "That guy knew pressure and made it through the other side. So I have to stop being a little bitch about it and lean in." Uncle Alan always said, "Whatever you do in life, it shouldn't feel like work." I have never said I'm going to work. I say I'm going to the office. Now, am I tired sometimes? A hundred percent. Did I miss a lot of stuff with my kids? Absolutely, and I have deep regret over that. With success and money comes a price, too. Becoming a CEO at 25. "Why not me and why not now?" I live my life by this mantra. In the 1990s, no one was doing student housing at large scale nationally. I saw this white space, and I'm like, fuck it, let's do it. "I'm not afraid to fail. And I think if you're not afraid to fail, it's a freedom." "Embrace the suck." Not everything's gonna be fun. Some things are hard. But sometimes when you push through them, you get to another side. Sometimes you don't, and pulling the plug is okay if it's not working. I've gotten good at understanding that a business might be a great opportunity, a great idea, at the wrong time. When building something…If you aren't willing to make sacrifices earlier in your career and build that foundation for the future, being an entrepreneur might not be for you. I made choices to miss things with my wife and kids. Were all those things I missed worth it? Probably not. My daughters are 21 and 23 now, and I missed a lot of their early growing up. Four years ago, I apologized to my older one, and she said, "You know what, we remember this dad more than that dad." "It's never too late to make a change." After you've done okay financially, it has to be about something else. The guys and women I roll with—"it's not about money. You either are wired to get up and work hard every day and do it, and it has to be about something else." It could be about providing opportunities for the people who work with you, or solving complex problems, or creating a business you're excited about. "I don't think I'm the smartest guy in the room." You have to be open to learning.  I continue to want to learn about other people's businesses. If I meet somebody, I'm like, tell me about that business. If you have that inquisitive mind, some guy tells me he's in the widget business, and I'll think of ten things they should try to do. "I am never too embarrassed to say I don't know something." When we were selecting architects and contractors for the arena, I spoke to owners of the newest stadiums. Just lessons learned about the process. When I mentor kids, I tell them most people are afraid to say "I don't know" or "I don't understand." "If you're embarrassed for looking stupid, isn't it worse if you don't know what you're doing down the road because you didn't ask?" "People don't know how to listen anymore. People wait to talk." They don't listen. When I have dinner with my youngest daughter, I hand her my phone so I won't be on it. I want to be there, I want to be attentive. Why are you wasting time meeting with people if you're not gonna listen to them? "Make lots of mistakes. Just don't make the same one twice." Try hard. Don't be afraid to put yourself out there. The worst thing that happens is someone says no. I met my wife in a bar, literally in line for pizza. Turns out she was the school teacher two different women had told me I needed to call. The funny part is my buddy was talking to her best friend. He married her, I married Hailey, and our kids are best friends. When it comes to sales. "Don't bullshit people. That's my number one goal." People can tell. Even at an early age, I had the humility to say I don't know everything. Here's my business plan, here's why I think I can scale Campus Apartments across the country when that wasn't being done. When I'm hiring or promoting leaders, I look for three things. One is trust—I need to trust them. Two is creating an open line of communication. Three, "I don't think you're a successful leader or CEO if you're not willing to listen." There are a lot of dictator type CEOs. That's not me. Some of them work. "I don't manage from fear, I manage from bringing in opinions." For me, it's about having people who, in their individual swim lanes, are better at those jobs than you are. The DeSean Jackson situation taught me about leading with curiosity. He made some anti-Semitic comments, and people came to me saying we need to cancel him. "Before I get there, I actually just want to find out what his intent was." The things he said were based on him being uninformed about the hurtfulness of those words. Not only was he willing to understand that, but he said, "Can you take me to your Holocaust memorial and actually educate me?" He came with his mom, no press. "It would be nice to take a moment before you're ready to convict somebody and actually have a conversation." When I'm looking at investments, I really have to understand the product. I joke, "Do my kids at least understand it?" Number two: Who's the founder? People matter. I ask myself, if this thing goes bad, and as long as the guy's not a crook, would I invest with them again? "I have to be more than just money in the deal." I like knowing when my influence and input can help make a difference. I think it's strategic thinking, introductions, and being a sounding board. The hardest part about being a founder is that they're afraid to tell investors bad news. "Bad news doesn't get better with time." Advice to young professionals. "Try to get noticed for the right reasons." Show up and go to work. Go get coffee when you see your boss's boss there. Don't be afraid to introduce yourself. Ask lots of questions. Be the person who says, "Could you explain that to me?" Folks in my position really respect that. "Don't be afraid to put out a bad idea." I hate working from home because I think people are screwed by the opportunity to interact with people and better their career and learn things. You're robbed of chance encounters, of overhearing conversations, of learning by proximity. We're building this arena in downtown Philly, not taking any city capital, and doing good things for the city. We came together with Comcast who owns the Flyers. "It's gonna be the best live entertainment venue in the world, located in Philadelphia." We're opening in 2030 with a WNBA team. For those counting Philly out, you're wrong—we're doing great shit here. Reflection Questions David's grandfather survived the Holocaust, which gives David a profound perspective on what real pressure and struggle actually look like. What experiences in your own life or family history could you draw on to reframe the "struggles" you face in your work or personal life? He lives by the mantra "Why not me? Why not now?" and says that not being afraid to fail is a freedom. What opportunity are you currently overthinking or waiting on "permission" for? What would change if you asked yourself those two questions right now? David regrets missing parts of his daughters' childhoods while building his businesses, but his daughter told him, "We remember this dad more than that dad." Meaning it's never too late to make a change. What relationship in your life needs you to show up differently, and what's one concrete thing you could change this week? More Learning From The Learning Leader Show #126: Jayson Gaignard - Mastermind Talks #273: Chip Conley – How To Be Wise Beyond Your Years #476: Kat Cole - Reflection Questions, Humble Confidence, Building Trust Time Stamps: 01:51 David Edelman's Early Lessons in Business 03:58 Investing at a Young Age 06:12 Family History and Holocaust Survival 09:53 Balancing Ambition and Family 18:17 Sustaining Excellence and Learning from Others 25:38 The Art of Listening and Being Present 26:16 Lessons from Childhood and Parenting 26:47 The Story of Meeting My Wife 28:23 The Importance of Taking Risks 29:52 Sales and Leadership Philosophy 30:54 Building a Nationwide Business 32:07 Hiring and Promoting Leaders 35:34 Handling Controversy with Compassion 38:15 Investment Strategies and Favorite Ventures 41:36 The Future of Philadelphia's Arena Project 44:05 Advice for Young Professionals 46:45 EOPC

Today's show features: Jeremy Robb, Chief Economist at Cox Automotive Derek Scroggins, Parts and Service Director at Pilson Automotive and Power Sports This episode is brought to you by: Cars.com – the #1 most recognized automotive marketplace and the place shoppers turn for trusted expertise and a better way to compare vehicles. Unlike marketplaces that reduce everything to price, Cars.com automatically merchandises your inventory's most compelling features and accolades to highlight true value and help shoppers make confi dent buying decisions. Cars.com is the fl agship off ering from Cars Commerce, an audience-driven technology company simplifying everything about buying and selling cars. Learn more at https://www.carscommerce.inc/marketplace. CDG Circles – A modern peer group for auto dealers. Private dealer chats. Real insights — confidential, compliant, no travel required. Visit ⁠https://cdgcircles.com/⁠ to learn more. Car Dealership Guy is back with our second annual NADA Party—happening in Las Vegas on Thursday, February 5th. It's the hottest ticket at NADA 2026. Spots are limited and unfortunately we can't invite everyone —so RSVP today at ⁠https://carguymedia.com/cdglive⁠ and we hope to see you in Vegas! — Check out Car Dealership Guy's stuff: CDG News ➤ ⁠⁠⁠⁠⁠⁠https://news.dealershipguy.com/⁠⁠⁠⁠⁠⁠ CDG Jobs ➤ ⁠⁠⁠⁠⁠⁠https://jobs.dealershipguy.com/⁠⁠⁠⁠⁠⁠ CDG Recruiting ➤ ⁠⁠⁠⁠⁠⁠https://www.cdgrecruiting.com/⁠⁠⁠⁠⁠⁠ My Socials: X ➤ ⁠⁠⁠⁠⁠⁠https://www.twitter.com/GuyDealership⁠⁠⁠⁠⁠⁠ Instagram ➤⁠⁠⁠⁠⁠⁠ https://www.instagram.com/cardealershipguy/⁠⁠⁠⁠⁠⁠ TikTok ➤ ⁠⁠⁠⁠⁠⁠https://www.tiktok.com/@guydealership⁠⁠⁠⁠⁠⁠ LinkedIn ➤ ⁠⁠⁠⁠⁠⁠https://www.linkedin.com/company/cardealershipguy/⁠⁠⁠⁠⁠⁠ Threads ➤ ⁠⁠⁠⁠⁠⁠https://www.threads.net/@cardealershipguy⁠⁠⁠⁠⁠⁠ Facebook ➤ ⁠⁠⁠⁠⁠⁠https://www.facebook.com/profile.php?id=100077402857683⁠⁠⁠⁠⁠⁠ Everything else ➤ ⁠⁠⁠⁠⁠⁠dealershipguy.com

While technology is transforming work, the real competitive advantage lies in human curiosity, creativity, and connection—because AI can optimize efficiency, but only people can create joy. In this episode, Deborah Borg, Chief People and Culture Officer at International Flavors & Fragrances (IFF), joins us to explore how one of the world's most innovative companies is reimagining talent strategy through the fusion of AI, analytics, and human creativity. Deborah shares how IFF—home to the scents, flavors, and enzymes found in everyday products—builds its people strategy around both science and soul. She walks through the entire talent lifecycle, from AI-assisted recruiting and predictive analytics in engagement to apprenticeship-based mentoring for niche roles like perfumers and scientists. The conversation unpacks how IFF balances technology with human judgment, ensuring cultural fit and creativity remain central as AI accelerates hiring and decision-making. Deborah also reveals how IFF's cross-functional AI Council governs innovation responsibly, enabling experimentation without losing the human touch. ------------ Start your day with the world's top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleadership.substack.com/   Future-ready organizations are built, not hoped for. My latest book, -The 8 Laws of Employee Experience shows how. Preorder here: 8EXLaws.com

Ken Carman and Anthony Lima express their frustrations over the Cleveland Browns' lack of overall talent, coupled with poor coaching as the team has lost 23 of their last 29 games.

Hour 1: Browns' special teams issues + Lack of talent doesn't excuse coaching full 1966 Mon, 01 Dec 2025 15:49:50 +0000 nJC5mCiDrIXC9Q4v82nEZVuw9QlfifFM sports The Ken Carman Show with Anthony Lima sports Hour 1: Browns' special teams issues + Lack of talent doesn't excuse coaching The only place to talk about the Cleveland sports scene is with Ken Carman and Anthony Lima. The two guide listeners through the ups and downs of being a fan of the Browns, Cavaliers, Guardians and Ohio State Buckeyes in Northeast Ohio. They'll help you stay informed with breaking news, game coverage, and interviews with top personalities.Catch The Ken Carman Show with Anthony Lima live Monday through Friday (6 a.m. - 10 a.m ET) on 92.3 The Fan, the exclusive audio home of the Browns, or on the Audacy app. For more, follow the show on X @KenCarmanShow. 2024 © 2021 Audacy, Inc. Sports False https://player.

Useless Talent Jason Mamoa AND vibrators? Sounds like a good night to me.  Our fan favorite is Samantha! She wants to shout out The Leukemia and Lymphoma Society in memory of her sister.    Please remember to Rate, Review, and Subscribe on Apple Podcast and Spotify.  If you would like to write in, find us on Patreon, buy MERCH, or find our social handles, go to our website,⁠ www.myskepticalsister.com You can also support us with a one time donation at https://www.buymeacoffee.com/myskepticaz

In 2025, Spokane's Miro Parr-Coffin became the freshman every Northwest distance fan had to watch.The Gonzaga Prep standout opened his high-school career by dropping a 14:29.6 at The Mook XC Invitational, finishing second in a field loaded with upperclassmen. Two weeks later, he backed it up with another runner-up finish at the Battle of the 509, proving the breakout wasn't a one-off.His momentum carried into championship season. He placed fifth at the Washington 4A State Meet, then delivered a strong 32nd-place, 15:17 performance at NXR Northwest — the biggest race of his life, on a course only a handful of athletes had previewed.Off the cross-country course, Parr-Coffin showed an even wider range. In July, he swept the 16U national titles in both Freestyle and Greco-Roman wrestling, earning USA Wrestling's Athlete of the Week honors. The combination of endurance, power, discipline, and composure made him one of the most versatile young athletes in the country.Balancing high-stakes wrestling with high-level running, the 2029 freshman built a season defined by conviction and consistency. His progression, from breakout invitational performer to state contender to national-championship wrestler, reveals a rare competitive engine for someone this young.With three years still ahead of him, Parr-Coffin's ceiling stretches far beyond the already massive results he's produced. Whether sharpening his craft on the mat or chasing new benchmarks on the grass, his next chapters promise even more leaps forward.Tap into the Miro Parr-Coffin Special.If you enjoy The Sunday Shakeout, please follow the show on Spotify and Apple Podcasts and leave a five-star review. It helps the podcast grow and reach more listeners.

Carl and Mike get back to Falcons talk as share thoughts why they believe the team is "wasting time and talent" as they discuss why the season is a disappointment due to the fact they have the talent and several players are proving to be the type of players which can help lead a team to being a contender.

https://theserapeum.com/how-to-help-nemos-help-you-the-world/If you appreciate the work we do and wish to support us, you can donate here >> https://www.nemosnewsnetwork.com/donateBitchute – Where We Don't Have To Watch Our Mouths!Click Here For Exclusive Deal and Remove all ads and secure your privacy!https://www.bitchute.com/affiliate/dustinnemosOn Sale Now - CarbonShield60 Oil Infusions 15% OFFGo to >> https://www.redpillliving.com/NEMOSCoupon Code: NEMOS(Coupon code good for one time use)Sleepy Joe Sleep Aidhttps://redpillliving.com/sleepIf you wish to support our work by donating - Bitcoin Accepted.✅ https://NemosNewsNetwork.com/Donate———————————————————————FALL ASLEEP FAST - Stay Asleep Longer... Without Negative Side Effects.✅ https://redpillliving.com/sleep———————————————————————For breaking news from one of the most over the target and censored names in the world join our 100% Free newsletter at www.NemosNewsNetwork.com/news———————————————————————Follow on Truth Socialhttps://truthsocial.com/@REALDUSTINNEMOSAlso follow us at Gabhttps://gab.com/nemosnewsnetworkJoin our Telegram chat: https://NemosNewsNetwork.com/chat———————————————————————

This podcast is one I've been working on for months. Jane Hoskisson, Director of Talent, Learning, and Diversity for IATA (the world's advocacy, support, and training provider for 300+ airlines). Jane is joined by Alina Aronberga, HR Aviation Leader (former SVP of HR for Air Baltic), who partnered with IATA and others in GAAST, The Global Aviation and Aerospace Skills Taskforce. (You will hear Jane and Alina discuss GAAST in the podcast.) Jane and Alina discuss many things, including the rapid growth in airlines, the critical need for talent, skills, and diversity, and their comprehensive Future of Work Aerospace Industry Skills Matrix. This industry skills model, which defines skills at four competency levels, details the industry-wide skills for the major job roles in an airline. It also describes the way these skills will change with AI. And this entire model, which integrates detailed product and operation plans from Boeing, Airbus, and many airlines and service providers, was developed with Galileo® As Jane explains in the discussion, Galileo was the thought partner, AI consultant, and analyst that directly helped IATA develop this model. This means that any airline, airline provider, or aerospace manufacturer, can get the model from IATA and GAAST, and use Galileo to understand how these new roles and skills impact their operations, product plans, services, and internal talent strategies. Galileo, loaded with this data, is now available for thousands of aviation HR professionals to help with recruiting, job design, pay and benefits analysis, and training. And there's more. Through Jane and Alina's relationships with airlines and other sources of business and economic data, the model describes how aviation talent needs vary by geography. Aviation skills in demand in the US, for example, are tilted toward space travel and aeronautics. In the middle east, where airlines are doubling in size in 4-5 years, the critical skills are in pilots, crew, and front-office staff. You can download the latest version of the skills matrix here, and there's lots to learn by simply reading it. You can see how this authoritative, highly researched model can be used for training, hiring, succession, pay, and all the critical decisions airlines must face in this unprecedented period of growth. Interested in the topics and stories shared here? Join us at our annual conference Irresistible 2026, on June 8-10 at USC in Los Angeles! For those of you who are in other industries, let me assure you that airlines have precisely the same talent, hiring, leadership, and training problems you have – but with a safety and regulatory-driven urgency not seen in any other industry. So these are complex, highly skilled HR teams and we can all learn a lot from their experiences and stories. I want to thank Jane, Alina, and all our airline clients and partners for supporting this work. We have much more to talk about in this fascinating industry, so please listen, learn, and join us at Irresistible. Like this podcast? Rate us on Spotify or App... Chapters (00:00:00) - Interview: Jane Hoskissen from IATA on Diversity in the(00:01:26) - Analyst: The airline industry's complexity(00:04:37) - Airline Diversity in 2017(00:05:49) - Your Group's Talent Work(00:07:10) - The Future of Work(00:09:29) - Employment Strategy: The Talent Model(00:17:55) - What is the role of skills in the airline industry?(00:20:02) - Do You Look to Airlines as Human Capital Leaders?(00:21:35) - Thanks for your Galileo work

Generosity with Time, Talent, & Treasure

„Česká kultura smrtí Davida Stypky přišla o osobnost, která se nerodí každý den. Nebyl to jen zpěvák. Jeho písně stále žijí a je vidět, jak ovlivnil Kateřinu Marii Tichou, Miraie, Ewu Farnou i další,“ říká v Blízkých setkáních hledač talentů Martin Červinka. „Už první nahrávce bylo zřejmé, že je to něco mimořádného,“ vzpomíná. „David byl zpočátku nedůvěřivý. Ale podařilo se nám to prolomit. Věděl jsem, že všechny přesvědčím, že je to mimořádná, silná, charismatická osobnost.“Všechny díly podcastu Blízká setkání můžete pohodlně poslouchat v mobilní aplikaci mujRozhlas pro Android a iOS nebo na webu mujRozhlas.cz.

„Česká kultura smrtí Davida Stypky přišla o osobnost, která se nerodí každý den. Nebyl to jen zpěvák. Jeho písně stále žijí a je vidět, jak ovlivnil Kateřinu Marii Tichou, Miraie, Ewu Farnou i další,“ říká v Blízkých setkáních hledač talentů Martin Červinka. „Už první nahrávce bylo zřejmé, že je to něco mimořádného,“ vzpomíná. „David byl zpočátku nedůvěřivý. Ale podařilo se nám to prolomit. Věděl jsem, že všechny přesvědčím, že je to mimořádná, silná, charismatická osobnost.“

OMI.ai hat mich die letzten Tage komplett überrollt – nicht, weil es schlecht ist, sondern weil es mir gezeigt hat, wie viele Gedanken, Muster und Informationen ich gleichzeitig im Kopf habe. In dieser Folge spreche ich darüber, warum OMI.ai mich gerade überfordert, was das mit den drei Menschentypen zu tun hat (Intro-, Action- und Chaos-Typ) und warum du verstehen musst, welcher Typ du bist, bevor du KI sinnvoll nutzt. Ich zeige dir, wie OMI nicht einfach nur zuhört, sondern deine Identität spiegelt – und warum genau das der Grund ist, dass viele sofort ins Chaos rutschen. Wenn du Klarheit willst statt Overload, ist diese Episode für dich. Wenn du Omi.ai auch willst bekommst du es mit Code: ALEXAI günstiger, hier: https://www.omi.me/?ref=alexprofilerBusiness Kompass AI https://alexhurschler.ch/business-kompass-ai KI-Tools für Anfänger → Wenn dich Technik stressthttps://www.alexhurschler.ch/meine-tools-ausrustung-business-empfehlungen-1 AI Zero-to-250 Email Challenge https://www.alexhurschler.ch/ai-zero-250 Hol dir den neuen 2025 „AI-Weekly Check“ – kostenlos! https://www.alexhurschler.ch/weekly-ai-check =========================== So kannst du mit mir zusammenarbeiten oder Kontakt aufnehmen: ===========================

Get our premium episode archive: https://www.patreon.com/ieltssfs Why are there so few top athletes? What is the most popular sport in your country? Is it easy to identify children's talents? Is talent important in sports? What qualities should an athlete have? Should students have physical education and do sports at school? Tune in and have a great day! - Book a class with Rory here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://successwithielts.com/rory⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Our course on Phrasal Verbs: https://successwithielts.com/podcourses Transcript: https://linktr.ee/sfspremium Find an IELTS Speaking Partner: https://links.successwithielts.com/ieltspartner Our social media: https://linktr.ee/successwithielts © 2025 Podcourses Learn more about your ad choices. Visit megaphone.fm/adchoices

God values your talents/gold/inputs From Matthew 25:14-30

Today's wisdom comes from Talent is Overrated by Geoff Colvin.   If you're loving Heroic Wisdom Daily, be sure to subscribe to the emails at heroic.us/wisdom-daily.   And… Imagine unlocking access to the distilled wisdom form 700+ of the greatest books ever written.   That's what Heroic Premium offers: Unlimited access to every Philosopher's Note. Daily inspiration and actionable tools to optimize your energy, work, and love. Personalized coaching features to help you stay consistent and focused   Upgrade to Heroic Premium →   Know someone who'd love this? Share Heroic Wisdom Daily with them, and let's grow together in 2025!   Share Heroic Wisdom Daily →

00:00 Intro + Thanksgiving Football4:45 Jaxson Dart Probably is Back7:30 Should the 2015 Giants be a cautionary tale to the 2025 Giants?24:15 Do results not matter anymore?29:05 Analyzing the Giants talent vs depth39:20 Technology & innovating the Giants building42:30 Analyzing Giants impending free agents1:00:00 TD Draft + Spread picks1:12:30 Giants-Patriots predictions This episode was brought to you by SeatGeekUse our code for 10% off your next SeatGeek order*https://seatgeek.onelink.me/RrnK/Giants2025Sponsored by SeatGeek. *Restrictions apply. Max $20 discount Use our Nike affiliate link to shop here: https://www.dpbolvw.net/click-101505473-17049705?url=https%3A%2F%2Fwww.nike.com%2Fw%2Fnew-york-giants-8b7ig Whether you're just wanting to test an idea out, or you're getting serious about launching your own brand, it's never been easier to get started on https://shopify.com/giants. GYMSHARK'S BLACK FRIDAY SALE IS LIVE! HEAD TO http://gymshark.com/ FOR UP TO 50% OFF EVERYTHING + AN EXTRA 10% OFF WITH CODE JOMBOY10 Download the DraftKings Casino app and use promo code JMFOOTBALL Check out our Merch: https://shop.jomboymedia.com/collections/talkin-giants Subscribe to JM Football for our NFL coverage: https://www.youtube.com/@JMFootball Follow all of our content on https://jomboymedia.com #giants #nygiants Gambling problem? Call 1-800-GAMBLER (MI/NJ/PA/WV). Help is available for problem gambling, call (888) 789-7777 or visit ccpg.org (CT). 21+. Physically present in CT/MI/NJ/PA/WV only. Void in ONT. Eligibility restrictions apply. 1 per new customer. Opt-in req. Min. $5 in wagers req. Max. 500 Casino Spins for featured game. Spins issued as 50 Spins/day upon login for 10 days. Spins are non-withdrawable and expire 24 hours after issuance. $0.20 per Spin. Game availability may vary. Terms: casino.draftkings.com/promos. Ends 1/4/26 at 11:59 PM ET. Sponsored by DK. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

SHOW NOTES: I've been consulting, coaching, advising and otherwise helping people to achieve success, personally and professionally, for over half a century. Those clients include CEOs of Fortune 500 companies, top governmental elected officials, executive directors on nonprofits, solo entrepreneurs, entertainers, athletes, and lawyers, accountants, designers, architects, and a myriad of employees. Until the 21st Century kicked in, this was standard work on skills, behaviors, attitudes, and self-confidence. Then things became a bit weird, which was exciting for me, being a resource for people, but scary for them (and, I admit, a bit baffling to me). However, prior to the covid epidemic, it became clear there was a subliminal crisis of confidence brewing which, during and post-covid, burst into the open and became its own pandemic. Many might say the causes were obvious: conflicting medical opinions, tainted political agendas, paranoid conspiracy theories, and all of this inflamed by social media random misinformation and speculation. Yet as I watched the confusion, uncertainty, and vacillation, I realized the actual causes were an unprecedented feeling of powerlessness, an unsatisfied need to receive some kind of "permission" to act, and a profound loss of self-esteem and self-worth. "Self-esteem," for simplicity's sake for the moment, is a confidence in one's abilities to achieve desired results, and an ongoing self-respect irrespective of whether the individual is successful. It's not about ongoing "victories" or "wins," but it is about a permanent sense of "worth." For many people, that has been lost. Like athletes in a "slump" in terms of performance, especially under pressure, people are becoming more afraid, more uncertain, as the turmoil and disruptive nature of our times continue and will not abate.

Everyone: one of the big existential changes in management and leadership is a whole new model for talent. Today, for the first time in human history, we've agreed to pay one person a $Trillion dollars for his skills (Elon Musk). And this trend is growing. Google paid $2.7 Billion to hire Noam Shazeer, the co-founder of Character AI. Mark Zuckerberg paid around $100 Million to hire Jiahui You, a top OpenAI researcher. And others, Lucas Beyer, Alexander Kolesnikov & Xiaohua Zhai, were rumored to receive $100 M signing bonuses to join Meta. What's going on? What happened to our belief in the “bell curve” of performance, forced rankings, salary bands, and all the traditional ideas of talent management? Well it's time to throw that stuff out the window and think differently. As many researchers have pointed out, including Boris Groyberg from Harvard, these “hyperperformers” can deliver 100 to 1000 times higher outcomes than an “average” employee and their utility and value is very hard to reproduce. Groyberg's studies show that hyper-performers in one company turn into middling performers in another. And this is borne out by our research, which shows that individuals who fit the culture and behaviors of a company well can absolutely deliver 10-fold higher performance than those who “grind the gears.” All this said, the traditional talent management model has not worked out well, and I want to encourage you to ditch it. Even the job market itself bears this out: some “10x engineers” make 5 times as much money as engineers sitting next to them, and the same is true for sales people, consultants, politicians, and athletes. (The top ten NBA players make 7X more pay than the “average” NBA player.) So why do we try to “commoditize” this into a bell-curve based talent system? Integrated Talent Management, as defined by HR, leads to over-hiring, layoffs, and all sorts of “performance commoditizing” effects. If you use the Talent Density philosophy, by contrast, you wind up with a smaller company which performs at a much higher level. Listen to this podcast and I'll explain all that needs to be addressed. Suffice it to say that in a world of AI-powered Superworkers, it's your talent system (as a whole) that's going to drive extraordinary growth and competitive advantage, not fitting people into the bell curve. Like this podcast? Rate us on Spotify or Apple or YouTube. Additional Information The Myth Of The Bell Curve: Look For The Hyper-Performers How To Create Talent Density We Wasted Ten Years Talking About Performance Ratings. Seven Things We've Learned. Galileo: The World's Trusted Agent for Everything HR   Chapters (00:00:00) - Initiated Talent Management: The Future of Talent(00:06:11) - Talent Management and the Layoff Cycle(00:08:53) - Talent density and the management process(00:17:03) - Bradley: Talent density and the culture(00:22:14) - Airline Industry

SAP's recent acquisition of SmartRecruiters has generated considerable interest across the talent acquisition community. The deal brings AI-native recruiting capabilities into a broader HR suite, creating complete visibility into data across the entire employee lifecycle. For recruiters, this means seeing what happens after a hire is made with the potential to connect talent acquisition decisions to performance, retention, and engagement outcomes. This is where AI agents become significant. When agents can access and act on a complete, harmonized data set spanning the whole employee journey, entirely new possibilities open up for how work gets done across the talent function. Yet despite the rapid pace of innovation, AI adoption is still lagging. Vendors are shipping capabilities faster than most organisations can implement them, held back by regulatory concerns, change management challenges, and uncertainty about where to start. So how can Talent leaders close this gap and take advantage of what is a huge strategic opportunity? My guest this week is Lara Albert, Chief Marketing Officer at SAP SuccessFactors. In our conversation, she discusses the SmartRecruiters acquisition, explains how agents working across the employee lifecycle could reshape HR, and shares her advice on how employers can get started. In the interview, we discuss: Why SAP acquired SmartRecruiters and what happens next Connecting recruiting data to employee outcomes Layering Agentic AI on top of people intelligence What's holding back AI adoption Regulation, change management, and mindset TA and HR have a once-in-a-career opportunity to lead transformation Business cases, buy-in, and getting started What will the future look like?

John Studzinski discusses his book "A Talent for Giving," which aims to inspire individuals to engage in everyday philanthropy. He distinguishes between charity and philanthropy, advocating for a more active role in addressing societal issues. Studzinski highlights the importance of leveraging personal talents, not just financial resources, and the power of mentorship. He also touches upon the implications of artificial intelligence, particularly "digital exclusion," and its impact on the common good.======== Schwab Network ========Empowering every investor and trader, every market day.Subscribe to the Market Minute newsletter - https://schwabnetwork.com/subscribeDownload the iOS app - https://apps.apple.com/us/app/schwab-network/id1460719185Download the Amazon Fire Tv App - https://www.amazon.com/TD-Ameritrade-Network/dp/B07KRD76C7Watch on Sling - https://watch.sling.com/1/asset/191928615bd8d47686f94682aefaa007/watchWatch on Vizio - https://www.vizio.com/en/watchfreeplus-exploreWatch on DistroTV - https://www.distro.tv/live/schwab-network/Follow us on X – https://twitter.com/schwabnetworkFollow us on Facebook – https://www.facebook.com/schwabnetworkFollow us on LinkedIn - https://www.linkedin.com/company/schwab-network/About Schwab Network - https://schwabnetwork.com/about

Send us a textTalent, culture, and the future of work take centre stage in this episode of Talking Success, recorded with Absa Group at the heart of Africa's fintech ecosystem. Host Darren Franks sits down with KG Bako, Managing Executive for Talent Management & Transitions in Absa's Human Capital leadership team, to explore how a leading Pan-African bank is innovating in talent management, AI readiness, and culture transformation to thrive in a rapidly evolving market.They unpack the ‘skills of the future' – from AI fluency, data, cyber and digital capabilities to critical thinking, empathy, and collaboration and why skills have become the new currency for financial services across Africa.The conversation highlights Absa's DEI+B (Diversity, Equity, Inclusion and Belonging) agenda, flexible work models, and how ‘come as you are' and a sense of belonging are embedded in Absa's employee value proposition.You'll also hear how banks and fintech's are collaborating to build Africa's talent pipeline, and why partnerships across industries and governments are essential to future-proof the continent's workforce. If you're a fintech founder, HR leader, banker or parent thinking about where the next generation should focus, this episode offers practical insights into where work, skills and opportunity are heading in African financial services.

Podcast: Industrial Cybersecurity InsiderEpisode: The Silver Tsunami: Manufacturing's Talent and Knowledge Retirement CrisisPub date: 2025-11-18Get Podcast Transcript →powered by Listen411 - fast audio-to-text and summarizationIn this milestone 100th episode, Craig and Dino tackle the critical intersection of workforce retirement and industrial cybersecurity knowledge in manufacturing.They explore how 82% of manufacturing workforce exits are due to retirement, creating a dangerous knowledge vacuum as decades of plant expertise walk out the door. The conversation reveals why traditional IT security tools consistently miss 50-70% of OT assets, the problematic practice of buying equipment that's obsolete before installation, and why plant operators bypass corporate security policies when downtime costs a million dollars per day. Craig and Dino state that the solution isn't just better tools, it's bridging the gap between centralized IT teams and the decentralized OT ecosystem by partnering with the system integrators and OEMs who actually keep plants running. They discuss how manufacturers must choose between multi-million dollar capital investments in modern equipment or implementing proper network segmentation and security around legacy systems.They address the reasons why the next generation of talent won't be attracted to facilities running decades-old technology.Chapters:(00:00:00) - Introduction and Industry Growth Update(00:02:15) - The Silver Tsunami: 82% of Manufacturing Exits Are Retirements(00:05:42) - Why IT Security Tools Miss 50-70% of OT Assets(00:09:18) - The Knowledge Vacuum: What Happens When Experience Walks Out(00:13:05) - Why Plant Operators Bypass Corporate Security Policies(00:16:30) - The Problem with Buying Obsolete Equipment(00:19:45) - Centralized IT vs Decentralized OT: Bridging the Gap(00:23:20) - Building Partnerships with System Integrators and OEMs(00:26:50) - Capital Investment vs Network Segmentation Strategy(00:29:35) - Attracting Next-Gen Talent to Manufacturing EnvironmentsLinks And Resources:Want to Sponsor an episode or be a Guest? Reach out here.Industrial Cybersecurity Insider on LinkedInCybersecurity & Digital Safety on LinkedInBW Design Group CybersecurityDino Busalachi on LinkedInCraig Duckworth on LinkedInThanks so much for joining us this week. Want to subscribe to Industrial Cybersecurity Insider? Have some feedback you'd like to share? Connect with us on Spotify, Apple Podcasts, and YouTube to leave us a review!The podcast and artwork embedded on this page are from Industrial Cybersecurity Insider, which is the property of its owner and not affiliated with or endorsed by Listen Notes, Inc.

Luis Derechin is the CEO or NirYu and is the first Mexican citizen to get US venture capital for his startup and was actually successful selling it, a serial founder now leading Nir-Yu a nearshoring business based in Mexico and focused on staffing services from teams across Latin America but Not Just Staffing—A New Way to Build Remote Teams and Save 70%, - Learn what the acronym: REMOTE stands for? - How to Prevent the 73% Offshoring Failure Rate- Catch the highlights from Luis'#1 Amazon bestseller "The Offshore Team Deathtrap"Building a high-performing team doesn't require Bay Area budgets anymore. In this episode, Keith sat down with Luis, the founder behind the Remote Intelligence Framework, NIR-Yu to explore how top companies are scaling faster and smarter by tapping into world-class LATAM talent.They dive into:- Why offshore hiring often fails — and how to avoid the “offshore trap”- Cultural alignment and time-zone proximity as competitive advantages- Why execution beats ideas every single time- Lessons from raising capital while everyone said it was “impossible”- The mindset founders need to go from survival to scaleWhether you're a startup founder, team leader, or investor — this episode unlocks a smarter, more resilient way to build global teams that win.

In this episode: how telehealth has evolved from a pandemic-era necessity into a powerful tool for improving access to healthcare. Senior analyst Ashley Cram breaks down the different types of telehealth, from video visits and audio-only consultations to remote patient monitoring, and why each plays an essential role for patients facing challenges like provider shortages, transportation barriers, or limited broadband access.  Also, State Epidemiologist Tracy Miller explains how a partnership with North Dakota State University created a student assistantship program that gives MPH students hands-on experience, builds leadership skills among early career staff, and strengthens public health capacity. She shares lessons learned, how the model evolved, and why it could be a blueprint for other states and health departments looking to grow the next generation of public health professionals.ASTHO Telehealth Project Initiation and Scoping Assessment | astho prodFunding & Collaboration Opportunities | ASTHO

The Truth:Creative power is nebulous, making it hard to measure, but it is trained in the same way as physical strength.Your skill level as a producer is moving right now. The question is: which direction?Your skills are either growing or decaying---change is constant. Your development is a dynamic consequence of your decisions.Up close, progress may seem invisible. That's an illusion of perspective. Growth is happening even when you can't point to it in a given moment. The key is to trust that consistent, intentional work produces results---whether you feel them today or not.Creative Strength TrainingStrength---physical or creative---is your capacity to do it when you don't feel like it. It means doing what you said you were going to do. In the gym, that means showing up and doing your workout. In the studio, it means showing up consistently, working through doubt, and carrying ideas to completion.The version of you that goes to the gym will be stronger than the version that doesn't. How much stronger depends on: the consistency of your workouts (refer to Frequency) and the quality of design in alignment with your goals (see The Piñata Method). The same holds true in the studio---consistency and intentional practice generate creative power.The Session Doesn't Count. The Streak Does.What we can lift today versus a year from now has less to do with what we accomplish in one session and everything to do with how many sessions we are able to link together.This is easy to forget if we don't feel ourselves getting stronger moment to moment. From one day or week to the next you may find that you are lifting the same weight, maybe even a little less. There's a recency bias inherent in this natural desire for fast results. We can't remember what it felt like a year ago, but we recognize that compared to yesterday, I'm not lifting any more than I did. The key here is to zoom out. And the longer the recorded history, the more we are able to see. The more we show up on a daily basis, the more recorded history we have in the future. Temperature doesn't increase every single day, but overall the planet is warmer. As you execute your strength training program according to a schedule aligned with your goals you will notice that it grows in a similar way.Trust the PracticeWe cannot control the rate of growth, but growth is inevitable when we are committed to the plan. If someone were to tell you that they are going to the gym five days a week and are expecting to be stronger a year from now, you wouldn't question that assumption. How is creative strength any different?Embracing this is powerful because when we understand that growth is happening, we can commit ourselves to the underlying practice.“But What About...?”Talent. I love this idea from Jerry Seinfeld: talent is like being gifted a thoroughbred horse. It's fast and powerful, but you have to learn to ride it. Unapplied and untrained talent will atrophy over time. Talent is a gift. Training is a choice. Regardless of how much talent you perceive yourself to have or lack, developing skill is your decision.Decay. If we can grow, we can shrink. In the never-ending quest for growth and improvement, it is easy to take what we have for granted. But, what we have gained is not retained if not maintained. If you miss a day or two at the gym, you probably won't notice much of a change. But extend this to a week, a month, or even a year and it becomes obvious. The perspective of decline and deterioration is equally powerful in its reminder that our ability is not a static trait.Plateaus. The paradox of skill development: the more skilled you become, the harder it is to improve. That said, plateaus aren't dead ends, they are firm ground for forward motion. They are platforms to internalize what you learn until it becomes automatic, generating momentum to carry you to the next level. With accumulated experience, you can refine your goals and adjust how you train. The plateau isn't where growth stops---it's where your next climb begins.Making bad music. No matter how much your skill level grows, you're not immune to making bad music. The music we share is always our “best of.” The most direct path to making good music is to make music often. Most of what you make will be bad---that's not a problem, that's the process that leads to your best work.As you head to the studio, start tracking one simple metric: How many sessions can you link together? Experimenting, sketching, finishing---they all count. The decisions are within your control. The outcomes will reveal themselves over time. Nothing is static---especially when it feels like it is. Show up. You are getting stronger even when you can't feel it. Get full access to ProducerHead at producerhead.substack.com/subscribe

When it comes to warehouse talent recruitment, few understand the shifting dynamics better than Charlie Saffro, CEO and Founder of CS Recruiting. In this episode of The New Warehouse Podcast, Kevin chats with Charlie about warehouse hiring trends, logistics recruiting, and how culture-driven leadership shapes retention. With 15 years of experience matching supply chain talent to employers across North America, Charlie shares her perspective on the changing labor landscape. Her insights reveal that the future of supply chain talent acquisition depends as much on human connection as it does on technology.Learn more about Brecham Group here. Learn more about Endpoint and give Gary a break here. Follow us on LinkedIn and YouTube.Support the show

Most producers underestimate how long it actually takes to make money from music. In this episode, I sit down with Ralph (Bassjackers) and Jobke to talk honestly about timelines, consistency, and what it really costs to build a sustainable career as a DJ/producer.We dive into why it took Bassjackers five years to break through with Mush Mush, how Jobke spent eight years grinding before getting momentum, and why so many artists quit right before things start compounding. We also touch on multi-genre vs signature sound, the DJ Levi debate, “real DJ” conversations, and how to build a long-term career in 2026.What we cover:Why your career takes years, not monthsMindset vs talentThe unsexy reality of studio workMartin Garrix naming storyTrend-chasing vs consistencyHype vs long-term respectRoyalty expectationsGoals for 2026Black Friday plugin picksChapters:(00:00) Intro(07:20) Why it takes YEARS to make money(09:10) Talent vs mindset(10:20) Reality of studio work(11:50) Track titles & Martin Garrix story(13:20) Romanticising the artist life(17:20) Bassjackers & “Mush Mush”(19:00) Jobke's 8-year journey(22:40) Gigs as a side effect(24:20) Royalties aren't a pension(26:00) Consistency vs trends(28:10) Two styles vs many(33:20) DJ Levi & “real DJ” talk(36:20) Short-term hype vs long-term career(45:50) 2026 goals(51:20) Black Friday plugin picksJoin the community / coaching / socials:https://linktr.ee/artistcoachingnl

In this Best of 2025 episode, David Alemian discusses boosting hospital profits & mastering talent retention for financial & operational excellence. 

Athletes and their children, how big of a move should the Sens make, Quinn Hughes, and Brady Tkachuk should be back in the lineup Friday in St. Louis

In this episode of Learn Polish Podcast the hosts debate whether determination is an innate talent or a skill you can develop. They share personal business stories, setbacks and recoveries, and practical tips — lists, coaching, routines and intuition — to build long-term discipline. The conversation also covers how to avoid unhealthy obsession, balance work and rest, and why your circle influences your habits. Find all episodes and links in the show notes at learnpolishpodcast.com.   I have just launched my PodFather Podcast Coach Community https://www.skool.com/podfather/about   Start your own SKOOl Academy https://www.skool.com/signup?ref=c72a37fe832f49c584d7984db9e54b71   All about Roy / Brain Gym & Virtual Assistants at ⁠https://roycoughlan.com/⁠    Do you want to unlock your potential? https://www.skool.com/brainfitness/about  

The guys break down the Miami Heat's strong 12-6 start, including their dominant 8-1 record at home. Kel'el Ware is starting to click and catch fire, while Bam Adebayo embodies the Heat's workmanlike identity, saying “I'll outwork anybody.” They discuss why Jimmy Butler wouldn't fit in the current system, how the Eastern Conference is wide open, and the value of the team's homegrown talent driving Miami's success

Joe and Dave Hyde break down whether the Dolphins have enough talent to be a top 5–6 team in the AFC, with Hyde saying no and pointing to the trade deadline where Miami was largely a seller. They discuss the team's past draft missteps under Chris Grier and how those decisions have hampered roster construction. The conversation also touches on the future of interim GM Champ Kelly, emphasizing that if he stays, he'll need a fresh front office team to surround him in order to chart a new path for the Dolphins.

This week, Traci connects with Renaud Delaquis, Head of Product Marketing at Coastline Academy, the nation's largest driving school scaling across 500+ cities.Spoiler alert: What if your biggest hiring problem was actually a revenue problem in disguise?When Renaud noticed a tiny dip in quality metrics—just 1%—he could've ignored it. Instead, he discovered something most marketing leaders never see: the direct correlation between who you hire and what your customers experience. That realization led him to partner with recruiting and completely rethink how Coastline attracts, screens, and retains driving instructors.What We Cover:– The moment a marketing leader realized recruiting was his problem too– Why a 1% quality drop led to an entirely new hiring system– How to find people who don't know they want the job– The personality trait that actually predicts success (and it's not what you think)– Turning your best employees into organic brand ambassadors– Making the business case to leadership with numbers that stick– Why happy employees are literally your greatest productKey Quote:"The best product that you have are happy employees. When you invest in your best product, your employees, all of your other products will totally start to rise to the occasion." – Renaud DelaquisConnect with Renaud Delaquis:Website: https://www.instagram.com/coastlineacademy Instagram: https://www.instagram.com/coastlineacademyFacebook: https://www.facebook.com/coastlineacademyYouTube: https://www.youtube.com/channel/UCPruykTxAWpwh8i1GK-U1kATikTok: https://www.tiktok.com/@coastline.academyRenaud on LinkedIn: https://www.linkedin.com/in/renaud-delaquis/Connect with Traci here:https://linktr.ee/HRTraciDisclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

The time of year when we express our gratitude for our many blessings offer an opportunity to reflect on the importance of giving.  On this episode of Free Expression, Gerry Baker speaks with financier John Studzinski, who shares lessons learned from his own philanthropy in a new book, “A Talent for Giving, Creating a More Generous Society That Benefits Everyone.” They discuss the projects he started to show the difference between philanthropy and charity, why giving can be a currency for change, and what can be done to broaden what he calls the “community of mankind.” Learn more about your ad choices. Visit megaphone.fm/adchoices

Entrepreneurial visionary Max Interbrick joins us to unravel his journey from the streets of Israel to the picturesque landscapes of Switzerland, where the seeds of Sparrow Analytics were sown. Inspired by a personal quest to protect his son from urban pollution, Max innovatively transformed taxis into mobile air quality sensors, embarking on a mission to redefine urban health. This episode unpacks how these pioneering devices have traversed over a million miles, gathering invaluable data that shines a light on the air we breathe and its direct impact on our well-being. Max's story is a testament to the power of personal experiences in sparking groundbreaking innovations. Max and Sophie explore the transformative potential of Sparrow's decentralized network of air quality sensors that promise a fresh perspective on city living. By providing real-time air quality insights, Max envisions empowering communities to make informed decisions that could lead to revitalized local economies and healthier lifestyles. We delve into the implications of this data, considering its integration into daily life from public transport to indoor spaces, and its role in the burgeoning longevity industry. Max also shares his vision for future technology collaborations, including the exciting prospects of AI, machine learning, and blockchain in creating a robust ecosystem for environmental data sharing.  In this episode, you'll hear about: Max Interbrick's innovative journey from Israel to Switzerland, founding Sparrow Analytics. Transforming taxis into mobile air quality sensors to gather crucial environmental data. Impact of real-time air quality insights on urban living and community health. Role of Sparrow's decentralized sensor network in promoting informed decision-making. Exploration of air quality data's integration into public transport and indoor spaces. Follow and Review: We'd love for you to follow us if you haven't yet. Click that purple '+' in the top right corner of your Apple Podcasts app. We'd love it even more if you could drop a review or 5-star rating over on Apple Podcasts. Simply select "Ratings and Reviews" and "Write a Review" then a quick line with your favorite part of the episode. It only takes a second and it helps spread the word about the podcast. Supporting Resources: Linkedin - https://www.linkedin.com/in/maximinterbrick/  Website - Sparrow Analytics - https://sparrow.city/  Alcorn Immigration Law: Subscribe to the monthly Alcorn newsletter Sophie Alcorn Podcast: Episode 16: E-2 Visa for Founders and Employees Episode 19: Australian Visas Including E-3 Episode 20: TN Visas and Status for Canadian and Mexican Citizens Immigration Options for Talent, Investors, and Founders Immigration Law for Tech Startups eBook  

Mary O'Carroll welcomes Ben Campbell (General Counsel, Deloitte) to unpack how law firms can—and must—learn from consulting and advisory firms. With a career that spans the DOJ, BigLaw, and now a top in‑house role, Ben offers a unique vantage on how governance, compensation, pricing and talent models are evolving. In this episode: Outcome‑based billing: Ben walks through how outcome‑based (versus hourly) billing shifts incentives, aligns with the client, and drives efficiency. Governance at scale: At Deloitte, the partnership model combines with a layered board/CEO structure—getting buy‑in from hundreds of partners and deploying resources across businesses. Talent & career flexibility: Moving beyond "lockstep" life‑path models, Ben discusses how allowing flexible progression and acknowledging different career goals helps retain and grow talent. AI & disruption: The "pyramid" leverage model (many junior + a few senior) is under pressure. Routine tasks will be automated; strategic judgment will remain the premium play. What law firms can borrow now: From shared back‑offices and staffing flexibility to outcome‑pricing and more dynamic governance—Ben makes the case for law firms to evolve before "behind" becomes the new norm. If you're wondering how the next chapter of legal and professional services might look, this conversation is a must‑listen—smart, candid and forward‑leaning. Follow Mary on LinkedIn Rate and review on Apple Podcasts  

BT & Sal tag-team NFL Insider Brian Baldinger on the disastrous state of New York football. The discussion is immediately fiery as Sal questions the Giants' 2-10 record, demanding Baldy shut down the fan notion that their talent is better than their dismal standing. Baldy agrees, highlighting the defense's collapse, but gives Interim Head Coach Kafka a passing grade for his deceptive play-calling. The conversation shifts to the Jets' quarterback crisis, where Baldy throws a bone to the fanbase, confidently stating that Cam Ward "can play," directly impacting the Giants' draft strategy. They analyze the league's overall parity, with Baldy arguing the playoffs will be diluted by teams barely over .500, a direct result of QB mega-contracts forcing good teams like the Lions to be "thin." Finally, they debate the legitimacy of the Caleb Williams-led Bears ahead of their measuring-stick game against the Eagles.

Welcome to the Boomer Briefing Podcast – your 20-minute insight into the conversations shaping the future of the accounting profession. On this episode, Jon Hubbard and Jim Boomer share highlights from the latest Talent Circle meeting, where HR and talent leaders came together to tackle the challenges and opportunities shaping their firms. From the strategic role of HR in firmwide planning to building a culture of clarity and accountability in feedback, this conversation explores how people-focused leaders are driving transformation. You'll also hear takeaways on HR technology adoption, cross-functional collaboration with IT and operations, and how talent leaders can secure—and maximize—their seat at the table in strategic planning.

Doppelt so schnell zu sein bringt dir nichts, wenn du in die falsche Richtung läufst. Viele Founder tappen in die "Productivity Trap": Sie optimieren ihren Output, haben aber keine Klarheit über ihr eigentliches Ziel. Mike teilt seine Learnings aus 10 Jahren radikaler Exploration – warum er Robotik und Mathe studiert hat, um am Ende doch Unternehmer zu werden, und wie du systematisch herausfindest, was du wirklich willst. Du erfährst, wie du das "Ikigai"-Modell taktisch für dein Startup nutzt , warum du beim Validieren deiner Idee niemals deine Mutter fragen solltest und mit welchen 4 Instrumenten du echten Product-Market-Fit findest, statt nur Annahmen zu treffen. Was du lernst: - Speed vs. Direction: Warum die Richtung wichtiger ist als die Geschwindigkeit und wie du verhinderst, effizient das Falsche zu tun. - Ikigai für Founder: Wie du Purpose, Profit, Talent und Marktbedürfnisse vereinst. - Identität ist theatralisch: Warum dein Selbstbild oft falsch ist und du dich jederzeit neu erfinden kannst. - Validation Framework: Die 4 konkreten Instrumente (Desk Research, Observation, Immersion, Interviews), um echte Probleme zu identifizieren. ALLES ZU UNICORN BAKERY: ⁠https://zez.am/unicornbakery⁠ Mehr zu Daniel: LinkedIn: ⁠https://www.linkedin.com/in/danieldippold/⁠ Website: ⁠https://www.ewor.com/⁠ Mehr zu Co-Host Mike: LinkedIn: ⁠https://www.linkedin.com/in/mikemahlkow/⁠ Website: ⁠https://fastgen.com/⁠ Join our Founder Tactics Newsletter: 2x die Woche bekommst du die Taktiken der besten Gründer der Welt direkt ins Postfach: ⁠https://www.tactics.unicornbakery.de/⁠ Kapitel: (00:00) Intro: Warum Founder-Produktivität allein nicht reicht (01:04) Die Alice im Wunderland Analogie: Richtung schlägt Speed (02:18) Das Ikigai-Modell: Wie finde ich meinen Purpose? (06:49) Exploration vs. Exploitation: Mikes 10 Jahre "Trial & Error" (11:40) Negative Selektion: Warum es hilft zu wissen, was du nicht willst (14:40) Hyper Focus & Hyper Delegation: Wie man sich Zeit freischaufelt (16:22) "Es gibt keinen Spiegel für die Seele": Warum du externes Feedback brauchst (23:30) Identität als Entscheidung: Du spielst nur eine Rolle (28:33) Problem First vs. Tech First: Wie startet man ein Unicorn? (30:22) Warum der TAM (Total Addressable Market) oft irreführend ist (36:53) Das Luck-Skill-Continuum: Warum PMF am Anfang oft Glückssache ist (40:00) Das Framework zur Ideen-Validierung: Desk Research, Observation, Immersion & Interviews (41:30) Buchempfehlung: "The Mom Test" – Wie man richtig Fragen stellt (43:25) Start Specific: Warum du spezifisch starten musst, um groß zu pivoten

I-CAR President and CEO Kyle Thompson joins the CollisionCast to highlight the organization's focus on talent development. Highlights of this year include the rollout of the I-CAR Academy and Registered Apprentice Program, plus the organization's strong partnerships with ASE, CREF, the Collision Career Institute, and WrenchWay. Hear how these collaborations act as “force multipliers” to help address the technician shortage by aligning resources and modernizing training. And learn how I-CAR is adapting to differing learning methods in part by introducing mixed-reality and virtual-reality courses, is focused on growing Gold Class participation, accelerating technical-training updates, and deepening OEM engagement so that shops are prepared to repair the newest vehicles safely and correctly.

Go to www.LearningLeader.com for full show notes Join tens of thousands of leaders pursuing excellence: https://ryanhawk.kit.com/profile 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: Priya Parker is a master facilitator, conflict resolution expert, and author of the bestselling book The Art of Gathering: How We Meet and Why It Matters. Priya has spent decades facilitating difficult conversations in boardrooms, communities, and conflict zones. In this conversation, she reveals the mechanics of meaningful gathering and why most of us are doing it wrong. Key Learnings A facilitator is interested in the life of a group. I think of facilitation as working with people who are interested in the infrastructure of three or more people who need to come together and are ideally changed for the better by what transpires between them. A facilitator thinks deeply about how to set up the conditions to increase the likelihood that transformation happens. Great facilitators are obsessed with language. There's listening to make someone feel heard, but the difference between green facilitators and seasoned ones is an obsession and ability to hear, recall, and play with language. You have to understand what people are actually saying and be able to reflect it back in ways that unlock new meaning. Understanding power is essential to facilitation. You need to know how decisions are being made, who is talking more than others, when to allow for that, and what your own relationship is to holding the group. When do you shut up? When do you pull people out? When do you push back? All of this is fundamentally about understanding power dynamics. I'm a third-generation ostrich. On both sides of my family, when conflict arises, we stick our heads in the sand. Nothing to see here, folks. But I've cultivated the ability to hold heat. Even now, when facilitating a reckoning and the heat rises, my palms still get sweaty, I can feel my heart racing, blood rushing to my cheeks. But I've learned how to stay present with that discomfort. Counterintuitively, having deep empathy for people who want to flee makes me more effective. "90% of the success of what happens in the room, and as a facilitator, happens before anybody arrives." This is what my mentor Randa Slim taught me, and it's absolutely true. The construction of the house happens before anyone gets there. Dr. Hal Saunders changed everything for me. He was an American diplomat who served five presidential administrations and was part of the Camp David Accords. After leaving government, he realized that while governments can create peace treaties, people's perceptions of each other on the ground haven't necessarily changed. He trained me as a teenager in sustained dialogue, and I learned facilitation the way it should be learned—through apprenticeship. Even in his seventies and eighties, he always believed he had something to learn. The first questions people ask you signify what they value. When I arrived at the University of Virginia, people kept asking, "What are you?" I learned quickly that they meant racially. My mother, an anthropologist, had taught me that the first questions a community asks reveal what matters most to them. Race was clearly very important there. I made myself a conflict resolution facilitator. Growing up between two vastly different households—toggling every two weeks between a vegetarian, Buddhist home where the word "God" was never mentioned and an evangelical Christian home where we never ate before saying Grace. I became deeply interested in when and why and how people come together, what they think of as normal, how they create and change cultures, and how they come apart. Your highest real estate is when people are together in the same place at the same time. Wasting time in the room figuring out what to say or do is actually wasting everyone's time. A huge part of preparing for any gathering is figuring out what the right conversation is for this group to have, and how to equip them to have it well. Think of military pre-mission briefs. They're really good at setting mission objectives. This is the goal, this is what we're striving for. Then they debrief afterward to learn and do better next time. That same discipline applies to any gathering, whether it's a leadership retreat or hosting dinner at your house. Every gathering is a social contract. You're creating a temporary constitution. At a dinner party, there's an implicit rule: bring a bottle of wine. People find out they've broken the constitution when someone says, "Wow, they didn't even bring a housewarming gift." We have all these implicit norms, and in diverse groups... Which is every group, not just racially, but people with different assumptions about how things work—you need to make the contract explicit. Elizabeth Stewart ran a startup networking organization and wanted it to be a true community, not just a shark tank for pitches. She created a pop-up rule: you can't talk about what you're selling. No pitches. Super counterintuitive for a networking night, but it created exactly what she wanted... Trust and long-lasting relationships rather than transactional encounters. The rule signified what she was trying to create. Using your power as a host means protecting your guests. You're temporarily equalizing people so they can coordinate group life. Gathering is fundamentally a coordination problem: helping people understand what the rules are, protecting them, and connecting them. There are moments when you should surprise people. If a team is stuck in a 50-year-old institution that's always done things the same way, and they'll die institutionally if they don't change, maybe the purpose is to build their skills for discomfort and navigating uncertainty. In that case, maybe you don't tell them the full roadmap because the practice itself is learning to navigate the unknown. Making things explicit and transparent equalizes the room. Showing the roadmap is deeply beneficial, particularly to people with less power and knowledge. For newer people who don't know how things work, for people with other obligations like tending to an elderly parent or being a student athlete with fixed schedules, transparency helps level the playing field. But it may not always be your purpose. Before you default to a dinner party, ask what you actually need. If the goal is to laugh hysterically and create memories with friends you don't see enough, a dinner party might not be the best form. Maybe you should play kickball in the park, stage a made-up pickleball championship, go to a morning rave, or take a party bus to a concert. We're so boxed into thinking about how adults must hang out. When hosting dinner parties, keep the menu relatively simple. Increase the meaning dial and it decreases the pressure on food quality. Think about food that tells a story. The invitation matters deeply. I could send an invitation: "Come enjoy my best attempts at Ruth's BLTs." My grandmother's recipe that takes me back to childhood. I tell the story in the email, narrow the expectations, and create a social contract. This is for BLTs. If you're a vegetarian, you can take out the bacon. And please don't bring your mushroom penne, not in this context. Then I ask: bring a story of a dish that takes you back to childhood. The whole night plays itself. Magical questions are questions everyone in the group is interested in answering, and everyone would be interested in hearing each other's answers. It's a magical equation. It's subjective and relative to each group. My seven-year-old daughter once asked at dinner: "What's the naughtiest thing you've ever done that was worth it?" We laughed and shared for two hours. My son asked my elderly father: "What's the meanest thing you ever did to anybody before the age of 15?" That caveat, before age 15, temporarily equalized everyone at the table. Testing and practicing are how you develop the muscle. I test questions on my team, I think through social arithmetic: what do these specific people have in common, what don't they have in common, what's the right level of vulnerability? I ask my community on Instagram and Substack to share their magical questions. Someone from Brazil sent me: "Would you rather spend 10 minutes on the moon or one year traveling through Europe?" It inspires heated debates in his friend group. My favorite question for virtual groups: "What was the first concert you ever went to, and who took you?" People pause, then you see a waterfall of answers—Bonnie Raitt, Madonna, New Kids on the Block. Everyone's interested in seeing everyone else's answers. You realize who's here, you see there's someone behind everyone (my sister, my mother, my college girlfriend), and you increase the likelihood that people realize these are real humans.  Creating psychological togetherness on Zoom is my single most important skill. During the pandemic, I lost all my physical facilitation tools. I couldn't chase someone into the bathroom to convince them to come back, couldn't use my body to signal it's time to quiet down. I was just a little green square. Magical questions became my most powerful tool for creating psychological togetherness when people aren't in the same room. Ryan's champagne question works because it's visceral and emotional. "We're meeting exactly one year from today and popping bottles, what are we celebrating?" That's not "what's your goal for the year." That's boring. You pop champagne for something that matters emotionally. It's a somatic, physical question that forces people to think big because you're not popping champagne about something boring. The responsibility of gathering is about both connection and power. Particularly in work contexts, you can ask questions that are too vulnerable or that aren't appropriate. You need to protect your guests by ensuring questions relate to the purpose of the convening. Asking "what's a core experience from your early life that connects to why you do the work you do today?" helps people understand motivations without crossing lines. Questions can open up the world. They're a sequence of words that, if you ask them in a specific way, can fundamentally change what's possible. Being genuinely curious and fascinated about people and their stories and life experiences will change your life. Full stop. Writing The Art of Gathering let me articulate what deeply frustrated me about gatherings and try to convince other people it should frustrate them too. What's been beautiful is that people are starting to get fed up with mediocre gatherings and expect better of how we spend our time together. They're realizing we can change it with some thought, some temerity, some bumping around. The pandemic made the book even more relevant. The paperback came out in April 2020, when gathering was banned, which was super awkward. But by taking gathering from us, we began to see it. We began to see that this thing we took for granted shapes our lives—how we wed, fight battles in court, host funerals, host galas. People started asking first-order questions: when and where and why should we meet, and who decides? That's a powerful question to be asking. Anyone can gather. Many of the hundred gatherers I interviewed for the book identified as introverts, loners, people on the outside of things, people with social anxiety. As one person said, "I create the gatherings I wish existed in the world. And other people seem to like it." Reflection Questions What gathering in your life, whether a team meeting, family dinner, or community event, would be transformed if you paused to clearly define its purpose before diving into logistics and form? Think about a group you're part of where people come from different backgrounds and assumptions. What explicit "social contract" or ground rules could you create to help everyone understand how to show up and what's expected? What's a magical question you could ask in your next gathering that everyone would be interested in answering and everyone would want to hear each other's responses to? More Learning From The Learning Leader Show #126: Jayson Gaignard - Mastermind Talks #273: Chip Conley – How To Be Wise Beyond Your Years #476: Kat Cole - Reflection Questions, Humble Confidence, Building Trust

Unlocking Global Talent and Founder Freedom: Insights from Sid Jashnani of RekruutoIn this episode, host Josh Elledge talks with Sid Jashnani, Founder of Rekruuto and certified EOS implementer, about how founders can reclaim their time, scale with confidence, and access high-performing global talent. Sid shares his personal leadership journey, his frameworks for effective delegation, and his expert perspective on hiring senior-level overseas professionals—revealing practical, repeatable systems founders can apply immediately.The Power of Global Hiring and Delegation for FoundersSid's story begins on the golf course with his 14-year-old son during a period of serious illness—an experience that reshaped how he leads both at home and in business. Instead of defaulting to advice or correction, Sid embraced curiosity, asking open-ended questions that encouraged deeper connection. This same leadership principle applies directly to business: when founders listen more and prescribe less, teams become empowered, engaged, and more accountable.Sid also challenges the common belief that overseas hiring should be limited to entry-level roles. Drawing from his experience in the Philippines, he explains why many mid- and senior-level professionals abroad bring global expertise, strong process orientation, and cultural adaptability—making them strong fits for operations, marketing, finance, and management roles within EOS-driven companies. With proper onboarding and context-sharing, these hires integrate seamlessly and provide exceptional value at a fraction of the cost.To help founders free themselves from burnout and low-value tasks, Sid offers his four-quadrant time audit: a simple but powerful system for categorizing activities based on skill and enjoyment. By identifying tasks you are good at but dislike—or those you neither enjoy nor do well—leaders can delegate strategically, reinvesting their energy into high-impact work that drives revenue, growth, and clarity.About Sid JashnaniSid Jashnani is the Founder of Rekruuto, a global hiring agency specializing in matching U.S. companies with senior-level talent from overseas. As a certified EOS implementer and seasoned entrepreneur, Sid helps founders streamline their operations, delegate effectively, and scale sustainably. Connect with Sid on LinkedIn.About RekruutoRekruuto helps founders and business owners hire skilled global talent through a risk-free, flexible model. Specializing in mid-level and senior overseas professionals—particularly from the Philippines—Rekruuto provides vetted candidates, trial periods, and month-to-month engagement options. Their mission is to help founders reclaim their time by delegating confidently and scaling with the right people in the right seats.Links Mentioned in This EpisodeSid Jashnani LinkedIn ProfileRekruuto websiteKey Episode HighlightsWhy curiosity-based leadership strengthens both family and team relationshipsThe advantages of hiring mid- to senior-level overseas talentCultural adaptability and global experience of Filipino professionalsSid's four-quadrant time audit for identifying delegation opportunitiesHow to calculate the value of your time as a founderRekruuto's risk-free hiring model and month-to-month flexibilityHow to start small and scale confidently with global...

Ever worked with a leader who's brilliant behind closed doors—but invisible to the outside world? They're smart, strategic, and respected internally…but when it comes to showing up publicly, they're MIA. Let's fix that. Because in today's business climate—shaped by tech disruption, trust gaps, and talent wars—invisible leadership isn't just a missed opportunity. It's a measurable liability. In this solo episode, I'm breaking down the real cost of external invisibility, why presence equals performance, and how organizations can't afford to ignore it any longer. I'll also walk you through the ripple effect invisible leaders create—from revenue loss and retention risks to reputational decline. If you’re a decision-maker, this episode will challenge you to stop treating executive visibility like a “nice-to-have.” It's not. It's a business necessity. What you'll learn: Why internal credibility without external presence is a growth cap How thought leadership directly ties to revenue, retention, and reputation The measurable risks of executive invisibility (yes, we have the data) Why trust is earned in public—and how leaders can build it What's at stake when leaders stay quiet in moments that matter Your Next Steps: Access the white paper: External Influence: The Currency Every Leader Must Carry. https://externalinfluence.us Follow Shayna on LinkedIn: http://linkedin.com/in/shaynarattler Visit our website: https://shaynadavisconsulting.com

Join us as Pastor Chad Benson continues in our series The Act of Worship as we dive into The Act of Worship: Use Your Talent.

WWE Superstar Natalya on New Book The Last Heart Beating, Training Indie Talent @ The Dungeon And More   #Natalya #Nattie #TheLastHartBeating #LastHartbeating #womenswrestling #wwe #raw #smackdown #nxt #Prowrestling #wrestling #indiewrestling #indywrestling #GCW    Powered by Twisted Shamrock Studio & Spa   Tech Provided by GPW Productions   Special Thank you to Tommy Fierro & The Wrestling Collector    As Always The BCP is brought to you by our FAVORITE store, Funkenstein Wrestling Superstore located in The Englishtown Flea Market (NJ) from 8 am -3pm Sat & Sunday and online. Get your favorite wrestling merch, retro games, ninja turtles, Ghostbusters, and so much more!!   Please welcome in our NEW sponsor, MANIA CLUB . Established in 2015, MANIA CLUB is a WWE recognized community for fans with an eclectic love for both the world of professional wrestling and raising money for Connors Cure. During WrestleMania weekend, we host the official Tailgate of WrestleMania while also celebrating Connor Michalek. They are the single largest donor within the V Foundation for Connors Cure with over $150K raised! Please donate and join the Facebook group at MANIA CLUB    The BCP is also sponsored by The No Gimmicks Podcast !! The Pro Wrestling podcast that keeps it 100% real, 100% of the time!! The No Gimmicks Podcast is available wherever you get your podcasts. The No Gimmicks Podcast   WRESTLING ALL DAY ALL NIGHT is the best wrestling discussion group on Facebook! We provide more of a community feel here, and have wrestling fans introduce other fans to something they may not have seen before, such as old school wrestling, indie wrestling, Japanese wrestling, and more! We also strive to be a source of information regarding upcoming wrestler meet & greets and signings. And remember, we're open 24/7. All Day. All Night! Be sure to follow on socials and join the group on Facebook at Wrestling All Day All Night    Sweet Chin Musings is the creation of the reigning, rarely defending, highly disputed champion of wrestling podcasts, “Mr. Perfect” Mike Mueller, and his tag team partner in crime, Luke Kudialis. SCM focuses on the in-ring product of WWE and AEW (no dirt sheet rumors here), as well as backstage news, predictions and analysis of characters, storylines, and major pay per views. Old school fans, don't worry, we have you covered too, with a look back on classic matches, top 10 lists, and interactive tournaments that let the fans decide who is truly the best of all time. You can find us on Facebook at Sweet Chin Musings , and check out the podcast at https://linktr.ee/SweetChinMusings    Please welcome in our returning pod sponsor for the show GPW Productions !! GPW provides your promotion or event with TOP TIER video, audio, production, live streaming, and more!! I can personally vouch for them in saying they are hands down THE BEST Production company I have ever worked with as they have and continue to work with the likes of AEW, GCW, Starrcast, MLW, not to mention the majority of the local independent Promotions in the tri-state area. They can even help you film a vignette or promo for your persona/gimmick. And guess what? GPW doesn't just work in wrestling. They cover MMA, boxing, basketball, or any other sporting event as well!! On a personal note I'd like to thank Michael James Sesko , Frank León , Oneil Andrews & the team for giving me multiple opportunities to work with them and some of the best talent in the world. BOOK GPW for your promotion or event today at contact@gpwproductions.com   ISPW Wrestling brings the Independent Superstars of Wrestling to TOTOWA, NJ‼️ ISPW heads to Cedar Grove High School in Cedar Grove, NJ to benefit Cedar Grove Softball on December 6th! ISPW Heavyweight Champion Justin Corino will be forced to team up with “The Revolver” Alex Reiman on orders from ISPW General Manager Rob Williams to take on The Shot Callers for the ISPW Tag Team Titles! Get your tickets now on ISPWWrestling.com   Please welcome in our newest podcast sponsor ISPW Weekly featuring host Totowa Tom Mele as he interviews the stars of the ring, uncover their stories, rivalries, and electrifying action that defines ISPW. Catch ISPW Weekly on The ISPW Facebook Page every week!! ISPW Wrestling    Looking to press play on feeling good again? Twisted Shamrock Studios & Spa —Delaware County's Retro Recovery Rebels—are here to rewind time and reboot the way you heal. From therapeutic massage and assisted stretch therapy to glow-up facials and energy work—this is where function meets feel-good. Perfect for athletes, overachievers, and everyday Joes & Janes who need real relief with a vintage twist. Reboot your body. Recharge your soul. Rock the retro vibe. Call or text 484-574-8868 or visit  And follow us for pop-up events, retro inspo, and more!   Please welcome back our returning pod sponsor, Jay Adam Photography !! Jay provides quality, artistic, innovative photography with quick turnaround. Be sure to check out his latest pics from the top promotions here in the northeast and much more stellar content. Contact Jay at Jay Vogel for promo shots at events or off site, match photos, and much more!! Thank you Jay!! Jay Vogel   Please welcome in our new pod sponsor for 2025 the @Ropes N Riffs Podcast featuring maestro John Kiernan speaking with the Stars of professional wrestling about in ring, tunage, gear, and more!! Check out John's interviews with the likes of Lince Dorado, Mercedes Martinez, and more!! Find the Ropes N Riffs Podcast on all major Podcast platforms!! @Ropes N Riffs Podcast   USDN Podcast is run by USDN_Chairman and the Council of Nerds. We bring you all the latest news and rumors from the World of Nerds and consolidate it right here at USDN. USDN is for the people, by the people and of the people. https://www.facebook.com/usdepartmentofnerds USDN Podcast   Warriors Of Wrestling (W.O.W) returns to Staten Island for the 18th Anniversary Show on December 6th featuring former WWE Superstar Trevor Lee fka Cameron Grimes, Mike Datello, Danny Storm, Roger Mendez, and more!! Get your tickets now at WarriorsofWrestling.com    Brii Combination Wrestling returns to The Mecca in Ridgefield Park, NJ for The match we never got to see goes down at Nightmare at the Mecca! Mr. Darius Carter defends the BCW World Heavyweight Championship against Shawn Donavan

Welcome to episode #1011 of Thinking With Mitch Joel (formerly Six Pixels of Separation). We tend to romanticize leadership as an act of personal brilliance, but the deeper story is often about the people who understand what truly moves human beings toward one another. Jon Levy has built a career around that question. A renowned human behavioral scientist, consultant and creator of the long-running Influencers Dinner - a global, invitation-only experiment where guests cook together anonymously to dissolve status cues and foster authentic connection - Jon has spent over fifteen years studying why people bond, collaborate and trust. His work has brought Olympians, Nobel laureates, astronauts, CEOs, creators, and even political leaders into the same kitchen, all guided by his curiosity about what helps human beings unlock their best collective instincts. Jon is also the author of The 2 AM Principle and You're Invited, books that explore adventure, belonging, and the science of human connection. His newest book, Team Intelligence - How Brilliant Leaders Unlock Collective Genius, extends this exploration into the workplace, challenging long-held assumptions about leadership, performance, and why great teams succeed. In this conversation, Jon talks through the surprising behaviors that shape genuine relationships, the role anonymity plays in reducing status pressure, the misconceptions organizations hold about star performers, the importance of emotional intelligence, and why bonus structures often undermine collaboration. He touches on the future of hybrid work, the psychology of status, the gap between individual excellence and team effectiveness, and the small but essential habits that allow groups to think more clearly and solve problems more intelligently. Above all, the discussion offers a window into the mind of someone who has spent his career studying how people come together, and how leaders can create the conditions for teams to do their best thinking. Enjoy the conversation… Running time: 55:34. Hello from beautiful Montreal. Listen and subscribe over at Apple Podcasts. Listen and subscribe over at Spotify. Please visit and leave comments on the blog - Thinking With Mitch Joel. Feel free to connect to me directly on LinkedIn. Check out ThinkersOne. Here is my conversation with Jon Levy. Influencers Dinner. Team Intelligence - How Brilliant Leaders Unlock Collective Genius. You're Invited. The 2 AM Principle. Follow Jon on LinkedIn. Follow Jon on Instagram. Chapters: (00:00) - Introduction to John Levy and His Unique Dinners. (02:54) - The Art of Inviting Extraordinary Guests. (06:07) - The Power of Anonymity in Social Interactions. (09:04) - The Impact of Status on Connections. (11:59) - Exploring Team Dynamics and Human Connection. (14:28) - The Future of Work and Employee Expectations. (17:39) - Rethinking Leadership and Team Intelligence. (20:27) - The Role of Emotional Intelligence in Teams. (23:10) - Challenging Conventional Wisdom on Talent. (26:13) - The Importance of Emotional Intelligence in Team Success. (29:48) - The Allure of Status and Leadership. (31:43) - Lessons from the Military and Sports. (33:37) - Understanding Team Dynamics and Player Contributions. (36:19) - The Role of Glue Players in Team Success. (40:32) - The Nature of Team Intelligence. (44:35) - The Impact of Corporate Structures on Teamwork. (52:08) - The Future of Team Intelligence in the Age of AI.

This week of Deck the Hallmark is presented by "A Tyler Shaw Christmas". Listen to this amazing Christmas album HERE. ---Patrick is back to help us break down another episode of Finding Mr. Christmas! ABOUT FINDING MR. CHRISTMAS S02E04The hunks slide through a messy Festive Face Off before cleaning up for the Mr. Talent show; with Hallmark Superfans as guest judges, the guys are faced with tough questions; it all leads to an elimination with a shocking twist.AIR DATE & NETWORK FOR FINDING MR. CHRISTMAS S02E04November 17 2025 | Hallmark ChannelFINDING MR. CHRISTMAS SEASON 2 CAST:Angel Garet, 38 — Charlotte, N.C.Craig Geoghan, 33 — Lake Ronkonkoma, N.Y.Davey Fisher, 34 — Lake Tahoe, Nev.Gabriel Thaxton, 32 — Laramie, Wyo.Marcus Brodie, 32 — Hamilton, OhioRobbie Simpson, 35 — New York, N.Y.Rustin Sailors, 37 — San Diego, Calif. Watch the show on Youtube - www.deckthehallmark.com/youtubeInterested in advertising on the show? Email bran@deckthehallmark.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.