Podcasts about top people

This week, host Jorden Guth is joined by SoundStage! founder Doug Schneider to discuss the 2024 SoundStage! Awards for Products of the Year and Outstanding Achievements. Doug gives the insight on what the awards me and how they are chosen, as well as explain the special awards video SoundStage! created with singer Kellylee Evans. Sources: The 2024 SoundStage! Network Awards for Outstanding Achievements and Products of the Year by Doug Schneider: https://www.soundstagehifi.com/index.php/opinion/1927-the-2024-soundstage-network-awards-for-outstanding-achievements-and-products-of-the-year The SoundStage! Australia Products of the Year Awards 2024 by Edgar Kramer: https://www.soundstageaustralia.com/index.php/features/929-the-soundstage-australia-products-of-the-year-awards-2024 Best Hi-Fi Products and Top People 2024—SoundStage! International Hi-Fi Awards by SoundStage! Network: https://youtu.be/FYH1bDPczbA?si=-w2b7pGQudQSmIfU Chapters: 00:00:00 Announcement 00:00:30 Products of the Year: categories and choosing 00:05:03 Explaining the Outstanding Achievement awards 00:05:03 Outstanding Achievement award winners 00:13:02 Music Break: "The Wassail Song" by The Reed Pittman Trio 00:15:03 Welcome back from the break 00:15:14 Products of the Year: Distinction category (core sites) 00:15:14 Products of the Year: Outstanding Performance category (core sites) 00:24:58 Products of the Year: Outstanding Performance category (SoundStage! Australia) 00:26:53 Products of the Year: Distinction category (SoundStage! Australia) 00:29:16 Products of the Year: Exceptional Value category (SoundStage! Australia) 00:30:22 Products of the Year: Exceptional Value category (core sites) 00:34:22 Where to find the awards (core sites) 00:35:31 Outro: “Jingle Bells” by TEO

12 - 11 - 24 CAN YOU GUESS THE TOP PEOPLE, SHOWS ETC. WE SEARCHED THIS YEAR by Maine's Coast 93.1

Debbie Steinhauer is passionate about giving to the community. An expert in starting Non-Profit Foundations, she is the Founder of Fox River Grove Recreation Counsel (1984), Co-Founder/Chair VOICES (1992), Seattle Fire Foundation (2019), and the Scottsdale Police Foundation (2023). As Founder and CEO of the Scottdale Police Foundation, she volunteers her time to the organization and is responsible for the management of the organization, the Board and integration of the various programs into the community. Outside of Debbie's volunteer work, Debbie spent her career in Health Care Executive Leadership as Director of Physician Services, then moved to owning two successful restaurants. She lives in North Scottsdale with her husband and three dogs.Originally from New York, Jon grew up in Scottsdale and is a graduate of University of Arizona in Tucson. With a background in both commercial brokerage and property management, Jon co-founded LevRose Commercial Real Estate in 1992 with Robert Levine. Under his leadership, LevRose is a six time honoree as one of the Inc 500/5000 Fastest Growing Companies in the U.S. LevRose has consistently been named one of the Business Journal's "Top 25 Commercial Brokerage Firms", is a multi-year recipient of Costar Groups "Power Broker" Award and in 2020 was names "#1 Commercial Brokerage Firm" by Ranking Arizona Magazine. Jon served for several years on the board and is an active member of the Arizona Chapter of Entrepreneurs' Organization (EO). Currently, he is a member of the Board of Directors of TCN Worldwide, an International alliance of commercial real estate firms of which LevRose is the Arizona affiliate and is also serving on the Board of Directors of the recently formed Scottsdale Police Foundation. He recently served on the Board of the Arizona Small Business Association (ASBA) and gives time to serve on committees for the City of Scottsdale, the Jewish Federation of Greater Phoenix and the University of Arizona Mentorship Society, where he helps mentor numerous up and coming leaders in Arizona. Jon was recently recognized by AZRE Magazine as One of the "Top People to Know in Commercial Real Estate". He has been a featured guest on PBS television show "Arizona Horizons" as well as interviews on numerous podcasts, GlobeStreet.com, the Arizona Republic and the Phoenix Business Journal.

JB Miller is the visionary leader and CEO of Empire Entertainment and Emmy Awards-winning executive producer. He is a legend in the events industry for creating completely immersive experiences on a global scale.    In this interview, JB talks about what signifies the “experiential events industry”, seen as a merger between the events and meeting industry and the entertainment industry, that opens wide opportunities for a producer to create cutting edge events for clients to fulfill thoughtful, creative, and strategic goals What are the key resources necessary to create events that will attract people's attention, change the mindset and behavior of a key audiences, help launch new products, create new markets, and move the needle on an objective, in a major way?     He tells us about various projects where the producer is likened to an alchemist at work. The producer, or perhaps rather the “experiencer”, is a person who is “genre agnostic”, and can move swiftly between various types of gatherings, clients, and locales. One project, in particular, illustrates how producing a multimillion-dollar project in front of a global audience, can become a scary high-wire act.   JB Miller was recognized as “Producer of the Year” by BizBash's Reader's Choice Awards and has been regularly identified as one of the “Top People in the U.S. Event Industry”. In 2023 Miller was awarded the “Collaborate America” award for outstanding achievement as a collaborator, convener, and connector. Photo credit: Caroline Dorn.  

Staff members at the B.C. Children's Ministry who failed to check on two Indigenous children who were systematically abused by their foster parents have lost their jobs. Guest: Karin Kirkpatrick, Childcare Critic for BC United Learn more about your ad choices. Visit megaphone.fm/adchoices

Has someone hurt you? Tried to ruin you? What do you do? Try and get back at them? Try to hurt them? If so – that means you only see what is right in front of you. What if you could change that? What if you could start seeing life from a 30,000 ft view where you begin to see those people and situations as something God wants to use in your life to change you and those around you?

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David Belman is the President of Belman Homes and NAHB YP Committee Chair. We're celebrating the YP week and discussing how to get involved with NAHB, local and state organizations beyond your own business.  David Belman is an MLS Broker and Realtor. He received his Business Administration degree from Carroll University and has won numerous awards over the years including the 2017 MBA Builder of the Year, Waukesha Freeman Citizen of the Year, 2016 NAHB Young Professionals Award, 2014 Best Young Entrepreneur Of the Year, 2014 WBA Rising Star, and the 1997 Metropolitan Builders Association Salesperson of the Year.David introduced Belman Homes to the Parade of Homes and has since created 7 models with 3 Top People's Choice Awards for best overall design.He founded Belman Builders, the firm that handles all scattered site construction in 2000, where he also developed the companies unique vision, mission culture, and Porch to Patio Protection program. When David is not working (which is not very often) his wife Susan claims he is hyperactive and enjoys working out, playing basketball, Tae-Kwon-Do, swimming, playing games with his daughter, or watching movies.Professional Certifications: David Belman has a B A. in Business Management, Licensed Realtor', Real Estate Broker, Uniform Dwelling Contractor, CAPS (Certified Aging in Place contractor), CCP (Certified Construction Professional), Metropolitan Builders Association (MBA) Past President in 2016, Wisconsin Builders Association (WBA) Board of Director and Past President in 2017, past Chairman of MBA Green Building Council and Single Family Builders Council.  David currently serves as a director for the Wisconsin REALTORS® Association and NAHB YP Chair.David is the Builder lead for Operation Finally Home in Wisconsin, an organization that provides mortgage-free homes to wounded war heroes and has completed 6 projects for the organization.  David also speaks and guest teaches at Waukesha County Technical College for the architecture/design and Real Estate Class.Check out David's Podcast Home Building Hero. 

It is said that he people who have the most legendary careers are what you might think of as other-directed. The key to a successful life is to remove your joy blockers, and the goal of a career should be to, as Warren Buffett says, dance your way to work. We talk about all these and more on Christopher Lochhead: Follow Your Different with our guest David Novak. David Novak is the co-founder and was the CEO for 17 years of the legendary Yum! brands. Yum! is the world's largest restaurant company, which owns Kentucky Fried Chicken, Taco Bell, and many others. David also has an amazing podcast called How Leaders Lead, and a new book called Take Charge of You: how self-coaching can transform your life and your career. Learn how be a legendary leader, executive, and entrepreneur from the best by listening in to this episode. David Novak on Looking Back on his Career The conversation begins with David's new book, and how it is a window to his career and life, and the interesting events and tidbits that go along with it. “I was the first kid in my family to get a college education, got a degree in journalism, didn't get an MBA, ended up becoming a CEO, and have the time of my life building a fantastic company. Now I'm in my next phase of my life where I'm fortunate enough to be able to spend time on the things that truly give me joy.” – David Novak Nowadays, David focuses on Leadership Development, and shares his thoughts and insights in his podcast, How Leaders Lead by David Novak. He also has time to write books, which has been a big passion of his. David Novak on Reaching One's Goals and What Comes After The topic shifts on how most of the books and guides in entrepreneurship that is published are focused on personal growth and development, but there are only a few on what happens when you achieve those goals. Because life doesn't stop when you reach those goals – there has to be something else to direct your passion into. David agrees and adds to it that after proving yourself and learning to manage and eventually lead people, the goal post shifts ever so slightly, and you find other ways to draw success. “Well, I have to tell you, that a lot of the research out there says that, you know, the people that are the happiest are other directed. What I've found is that the more other directed I got, the more I focused on other people's success more than my own, the more success I ultimately got. And, you know, it's kind of an amazing thing.” – David Novak On the Current State and Rising Up Again The conversation then goes to the current state of things, where inflation and the looming threat of recession is on the rise. David comments that there is current a huge divide, particularly in the haves and have nots, especially in the environment that they are in. That is not to say that there aren't any people who thrive in harsher environments, but David wishes that people would at least have the chance to nurture themselves and grow. “I hope one day, my goal is somehow from all the leadership development I do that there'll be one person that will rise up in this country and inspire people again.” – David Novak To hear more from David Novak and how you can take charge of you, download and listen to this episode. Bio David Novak, Founder/former CEO Yum! Brands & NY Times Bestselling Author Starting with an undergrad degree in Journalism from the University of Missouri, David grew from his first job as a copywriter at a small ad agency to become a New York Times best-selling author, co-founder and former CEO and Chairman of Yum! Brands, the world's largest restaurant company (KFC, Taco Bell, Pizza Hut), and now, founder of the non-profit organization, David Novak Leadership, Inc. and host of top-rated leadership podcast, How Leaders Lead with David Novak. David was named "CEO of the Year" by Chief Executive magazine, one of the world's “30 Best CEOs” by Barron's, one of the “Top People in Business” by FORTUNE and one of the ...

Catch the message Interrupted by "Over-the-Top People" by Pastor Scott Jones

“Integrity to me is one of the top foundational skills that people need to have in order to have a happy and successful life and generate success in business.” – Brett Knopf In today's episode of Tactical Friday, Brett Knopf shares a couple of tips that we can apply ourselves and how we can work with him in the future that will make the most effective sales teams. He discusses how to identify our top salespeople and how to develop leadership skills for them. Brett discusses the importance of soft skills in building a successful team.   [00:01 - 01:48] Opening Segment If you have a platform and you want to create content that DELIVERS, go over tohttp://knightly.productions/ ( knightly.productions)! For the first part of my interview with Brett, tune in to last Monday's episode [01:49 - 10:59] Integrity is Important Is A Foundational Skill  Brett talks about identifying what your top people are doing What are they doing from a leadership perspective roles? The organic leadership qualities that they need to posses He discusses that one of the key things makes a good salesperson is empathy and interest in other people Integrity is important and salespeople should never try to take advantage of their customers [11:00 - 13:11] Closing Segment Brett coaches a small group that are looking to level in mindset, time management, organization, sales, and leadership. He invites us to visit his website: https://knopfknowssolutions.com (https://knopfknowssolutions.com) Connect with Brett (links below) Head over tohttps://www.myvoicechallenge.com/discovermyvoice ( myvoicechallenge.com) to find out how you can discover your voice, claim your independence, and build that thriving business that you've always wanted!   Key Quote: “Identifying what your top people are doing and I don't mean top people strictly in terms of sales productivity, but what are they doing from a leadership perspective in their roles.” – Brett Knopf   Connect with Brett Learn more about Brett through his website: https://knopfknowssolutions.com (https://knopfknowssolutions.com), https://www.instagram.com/knopfknows/?hl=en (Instagram), and https://www.facebook.com/bknopf (Facebook)!   Did you love the value that we are putting out in the show? LEAVE A REVIEW and tell us what you think about the episode so we can continue on putting out great content just for you! Share this episode and help someone who wants to expand their leadership capacity or clickhttps://podcasts.apple.com/us/podcast/tactical-leadership/id1498567657 ( here) to listen to our previous episodes.   Tactical Leadership is brought to you by Knight Protection Services. A veteran-owned and operated company, with extensive experience in risk assessment and crime prevention. Find out more by visitinghttps://knightprotectionllc.com/ (  https://knightprotectionllc.com/)   If you want to learn how to build a better business check out my website athttps://beatacticalleader.com/ ( Beatacticalleader.com). You can connect with us onhttps://www.linkedin.com/in/zaknight ( LinkedIn),https://www.instagram.com/beatacticalleader/ ( Instagram), or joinhttps://www.facebook.com/groups/BATLgroup/ ( Our BATL Space) and become part of the community.

Flip The Switch - How to get in the room and Learn from some of the Top People in the World. COACH BURT HAS A SIMPLE PHILOSOPHY​ “Everybody needs a good coach in life.” Those that have great coaches outperform those that don't 3-4X and out earn those that don't 3-4X.Burt is both INTENSE and POSITIVE and many like his authentic nature and pure coaching skills of packaging and delivering content in ways that get people to take action and get results.Coach Micheal Burt is considered “America's Coach,” a unique blend of a former championship basketball coach combined with a deep methodology of inner-engineering people to produce at a higher level in the business world. Coach Burt found his unique voice early in life at the age of 15 by starting his basketball coaching career with a junior pro basketball team. Everybody Needs a Good Coach In Life!

In episode 28 of the Professional Builders Secrets podcast, we're joined by David Belman, President of Belman Homes Inc. based in Wisconsin, United States. Throughout this episode, we dig into the background of Belman Homes, and how David's shaped it into the building company it's become today. Belman Homes is Waukesha County's premier custom home builder, and has served the Waukesha and surrounding Milwaukee communities as home builders, land developers, realtors, and green home building experts for the last 35 years. David takes pride in the fact every Belman home is handcrafted on-site using only the best suppliers and finest contractors. Ensuring each custom home will be unique, comfortable, energy efficient and most of all, an investment to be proud of. Throughout this episode, David discusses what you need for successful lead generation, key metrics to measure the success of your lead generation, how to find your unique selling proposition and so much more. Listen to the full episode to learn David's story. DAVID BELMAN - PRESIDENT OF BELMAN HOMES INC. David Belman is the President of Belman Homes. With a passion for building homes, giving back to the community through Operation Finally Home and being an industry leader for housing. He introduced Belman Homes to the Parade of Homes and has since created 7 models with 3 Top People's Choice Awards for best overall design. David has also won numerous awards over the years including the 2017 MBA Builder of the Year, Waukesha Freeman Citizen of the Year, and many more. Connect with David: linkedin.com/in/davidbelman TIMELINE 1:03 The background of Belman Homes. 2:55 Why you need a healthy pipeline of leads. 4:15 Why your documented sales process is just as important as your lead generation. 8:31 What's shaped where Davids building company is at today. 10:39 The main elements that have driven Belman Homes growth. 13:09 How David got involved with APB. 14:10 What you need for successful lead generation. 18:18 Successful lead generation recipes. 20:34 Trending sales techniques that create high conversion rates. 23:48 Key metrics to measure the success of your lead generation. 26:55 Finding your unique selling proposition. 28:32 The challenges right now vs the future of the industry. 34:59 The future of Belman Homes. 36:06 David's advice for other builders. LINKS, RESOURCES & MORE Belman Homes Website: belmanhomes.com APB Website: associationofprofessionalbuilders.com APB on Instagram: instagram.com/apbbuilders/ APB on Facebook: facebook.com/associationofprofessionalbuilders APB on YouTube: youtube.com/c/associationofprofessionalbuilders Join the Professional Builders Secrets Facebook group for builders & connect with professional builders world-wide: facebook.com/groups/builderssecrets

You can and should search out the best of the best coaches to assist you in growing you into your best. Unfortunately, the problem is that many coaches are less than excellent. As a result, finding someone who is excellent becomes a real challenge. I support your commitment to seeking out the best of the best, but do you know how to coach yourself so that you can successfully coach others? Well, that's where we are going in the next two episodes. Our guest for the next two episodes is David Novak. David is the Co-Founder, retired Chairman and CEO of Yum! Brands, Inc. (NYSE:YUM), one of the world's largest restaurant companies with locations in more than 135 countries and territories. Under his 17-year leadership, Yum! Brands doubled in size to over 45,000 restaurants and grew from $4 billion to a $32 billion market cap. David is a #1 New York Times bestselling author of, Taking People With You: The Only Way to Make Big Things Happen. He is also the founder and CEO of David Novak Leadership, the parent organization to five non-profits dedicated to developing leaders at every stage of life, from ages 5 to 65. Among other things, David is a renowned expert on leadership and recognition culture and the host of the top-ranked business podcast, How Leaders Lead with David Novak. David is recognized as “CEO of the Year' by Chief Executive magazine, one of the world's ‘30 Best CEOs' by Barron's, one of the ‘Top People in Business' by FORTUNE, and one of the ‘100 Best-Performing CEOs in the World' by Harvard Business Review. Website https://howleaderslead.com https://davidnovakleadership.com/novak-david Social Media https://www.facebook.com/DavidNovakLeadership https://twitter.com/DavidNovakOGO https://www.linkedin.com/company/davidnovakleadership, https://www.linkedin.com/in/david-novak-ogo https://www.instagram.com/davidnovakleadership Part 1) “Take Charge of You" From Trailer Parks to Global CEO If You're focused on Results First Your Focus is Off Why Your People are Leaving What the Great Resignation Really is about Why Soft Drives Hard! Defining and Rewarding Behaviors Living in 23 States by Age 13, Lessons in Leadership Every Job has Dignity Building a Culture of Community

You can and should search out the best of the best coaches to assist you in growing you into your best. Unfortunately, the problem is that many coaches are less than excellent. As a result, finding someone who is excellent becomes a real challenge. I support your commitment to seeking out the best of the best, but do you know how to coach yourself so that you can successfully coach others? Well, that's where we are going in the next two episodes. Our guest for the next two episodes is David Novak. David is the Co-Founder, retired Chairman and CEO of Yum! Brands, Inc. (NYSE:YUM), one of the world's largest restaurant companies with locations in more than 135 countries and territories. Under his 17-year leadership, Yum! Brands doubled in size to over 45,000 restaurants and grew from $4 billion to a $32 billion market cap. David is a #1 New York Times bestselling author of, Taking People With You: The Only Way to Make Big Things Happen. He is also the founder and CEO of David Novak Leadership, the parent organization to five non-profits dedicated to developing leaders at every stage of life, from ages 5 to 65. Among other things, David is a renowned expert on leadership and recognition culture and the host of the top-ranked business podcast, How Leaders Lead with David Novak. David is recognized as “CEO of the Year' by Chief Executive magazine, one of the world's ‘30 Best CEOs' by Barron's, one of the ‘Top People in Business' by FORTUNE, and one of the ‘100 Best-Performing CEOs in the World' by Harvard Business Review. Website https://howleaderslead.com https://davidnovakleadership.com/novak-david Social Media https://www.facebook.com/DavidNovakLeadership https://twitter.com/DavidNovakOGO https://www.linkedin.com/company/davidnovakleadership, https://www.linkedin.com/in/david-novak-ogo https://www.instagram.com/davidnovakleadership Part 2) Finding Your Joy Blockers and Builders Taking People with You Why Leadership Development is The Most Efficient and Effective Use of Time Self Coach and Self Accountability Wellness Starts with Joy Finding your Joy and the Hunger for more of it Developing a healthy dissatisfaction with Status Quo Success by Definition of Reality What will be on Your Highlight Reel? The Power of Massively Confident Humility

You can and should search out the best of the best coaches to assist you in growing you into your best. Unfortunately, the problem is that many coaches are less than excellent. As a result, finding someone who is excellent becomes a real challenge. I support your commitment to seeking out the best of the best, but do you know how to coach yourself so that you can successfully coach others? Well, that's where we are going in the next two episodes.  Our guest for the next two episodes is David Novak. David is the Co-Founder, retired Chairman and CEO of Yum! Brands, Inc. (NYSE:YUM), one of the world's largest restaurant companies with locations in more than 135 countries and territories. Under his 17-year leadership, Yum! Brands doubled in size to over 45,000 restaurants and grew from $4 billion to a $32 billion market cap. David is a #1 New York Times bestselling author of, Taking People With You: The Only Way to Make Big Things Happen.  He is also the founder and CEO of David Novak Leadership, the parent organization to five non-profits dedicated to developing leaders at every stage of life, from ages 5 to 65. Among other things, David is a renowned expert on leadership and recognition culture and the host of the top-ranked business podcast, How Leaders Lead with David Novak.  David is recognized as “CEO of the Year' by Chief Executive magazine, one of the world's ‘30 Best CEOs' by Barron's, one of the ‘Top People in Business' by FORTUNE, and one of the ‘100 Best-Performing CEOs in the World' by Harvard Business Review.   Website https://howleaderslead.com https://davidnovakleadership.com/novak-david Social Media https://www.facebook.com/DavidNovakLeadership https://twitter.com/DavidNovakOGO https://www.linkedin.com/company/davidnovakleadership,  https://www.linkedin.com/in/david-novak-ogo https://www.instagram.com/davidnovakleadership Part 2) Finding Your Joy Blockers and Builders Taking People with You Why Leadership Development is The Most Efficient and Effective Use of Time Self Coach and Self Accountability Wellness Starts with Joy Finding your Joy and the Hunger for more of it Developing a healthy dissatisfaction with Status Quo Success by Definition of Reality What will be on Your Highlight Reel? The Power of Massively Confident Humility Curious about how to tap into what drives meaning in your life and create meaningful transformation in the lives you touch? Take a look at DovBaron.com Learn more about your ad choices. Visit megaphone.fm/adchoices

You can and should search out the best of the best coaches to assist you in growing you into your best. Unfortunately, the problem is that many coaches are less than excellent. As a result, finding someone who is excellent becomes a real challenge. I support your commitment to seeking out the best of the best, but do you know how to coach yourself so that you can successfully coach others? Well, that's where we are going in the next two episodes.  Our guest for the next two episodes is David Novak. David is the Co-Founder, retired Chairman and CEO of Yum! Brands, Inc. (NYSE:YUM), one of the world's largest restaurant companies with locations in more than 135 countries and territories. Under his 17-year leadership, Yum! Brands doubled in size to over 45,000 restaurants and grew from $4 billion to a $32 billion market cap. David is a #1 New York Times bestselling author of, Taking People With You: The Only Way to Make Big Things Happen.  He is also the founder and CEO of David Novak Leadership, the parent organization to five non-profits dedicated to developing leaders at every stage of life, from ages 5 to 65. Among other things, David is a renowned expert on leadership and recognition culture and the host of the top-ranked business podcast, How Leaders Lead with David Novak.  David is recognized as “CEO of the Year' by Chief Executive magazine, one of the world's ‘30 Best CEOs' by Barron's, one of the ‘Top People in Business' by FORTUNE, and one of the ‘100 Best-Performing CEOs in the World' by Harvard Business Review.   Website https://howleaderslead.com https://davidnovakleadership.com/novak-david Social Media https://www.facebook.com/DavidNovakLeadership https://twitter.com/DavidNovakOGO https://www.linkedin.com/company/davidnovakleadership,  https://www.linkedin.com/in/david-novak-ogo https://www.instagram.com/davidnovakleadership Part 1) “Take Charge of You" From Trailer Parks to Global CEO If You're focused on Results First Your Focus is Off Why Your People are Leaving What the Great Resignation Really is about Why Soft Drives Hard! Defining and Rewarding Behaviors  Living in 23 States by Age 13, Lessons in Leadership Every Job has Dignity Building a Culture of Community Curious about how to tap into what drives meaning in your life and create meaningful transformation in the lives you touch? Take a look at DovBaron.com Learn more about your ad choices. Visit megaphone.fm/adchoices

This is Episode 467 of the My Morning Devotional Podcast Join me, Alison Elizabeth as we read out of Psalm 1:1 which says “Blessed is the one who does not walk in step with the wicked or stand in the way that sinners take or sit in the company of mockers,""You are a mix of who you hang out with. You are who you spend your time with. You are who you associate with. You will always be a mix of those around you. Today let us give thanks to the Lord for the foundation he has given us in the families and friends we are surrounded by"Quick Links: @mymorningdevo on IG: https://www.instagram.com/mymorningdevo/@alisonelizabethco on IG: https://www.instagram.com/alisonelizabethco/Facebook Group: http://www.facebook.com/groups/mymorningdevotional/Support the show (https://www.patreon.com/mymorningdevo)

Do you know who your top people are? When was the last time you thanked them for supporting your business? Join Angela Fisher, Agent Development Director, as she sits down with top team, Megan Mitchum and Nichole Johnson (515realtor.com), to talk about the value your top 10-20 people bring to your business. In this episode, we discuss keeping track of your top people, what it means to teach people to refer to you, how to show care and keep them engaged in your business, and how to thank your people in such a way that they feel appreciated and in turn continue to refer clients to you. 

Most entrepreneurs have overcome one, if not all, of the following four things at some point in their life: bankruptcy, depression, the highest level of anxiety, and a traumatic experience. The most difficult thing to overcome is the inherent competition in the world of building businesses. Justin Breen dives into the secrets behind having a collaborative mindset and how you should only spend time and energy with people who get it. Show highlights include: Just having a colossal bank can make you miserable if you don't put things like family first (6:07)  The 4 biggest and most common problems for 7 to 10 figure business owners (and the one skill that flips these into advantages) (10:14)  Is entrepreneurship lonely? Here's how to connect with others going through the same struggles you are (12:36)  The “investment, not cost” mindset tweak that helps you pick the best partners, mentors, and mastermind groups (14:36)  The “Top People” technique that grows your company like a wildfire (without using gimmicks, tricks, or worrying about your competitors) (22:04)  How to find the perfect relationships for your business in a fraction of the time (32:42)  If you'd like to learn more about Justin and connect with you, you can find his website here: https://www.brepicllc.com/ and his LinkedIn here: https://www.linkedin.com/in/justinbreen1/  To get the most out of this podcast, or connect with Duane and Dave, head over to https://buildernuggets.com and join our active community of like-minded builders and remodelers.

In this episode, Alex looks at recent surge of Omicron cases at Cornell University that has led to a return to online finals and a shutdown of the Ithaca campus. He goes over how this reflects a similar problem in Vermont, Denmark, and the U.K.. It seems like Omicron may be a serious threat for the US, not because of its lethality, but because of what the surge in cases may do to the health care system. Later, Alex talks about how the Biden Administration has announced that it won't extend student loan relief even though it was a popular policy. Alex discusses how the student loan crisis is not only a ticking time bomb, but something that both parties don't seem driven to fix. Could ending this relief before the midterms hurt Biden even more? Finally, Alex goes over his top five most impactful people from 2021. These are highly debatable, but all are individuals that have impacted Alex's year and made him think.  

Some leaders often have a difficult time letting go of authority or their sense of control on even the smallest part of their business. Ultimately, this results in a complicated and time-consuming process that no one will appreciate. In today's episode, host John Laurito shares a way to look for and develop your top people. Hence, it enables you to see the people you can trust and, at the same time, allow you to let go of some of the responsibilities your position has as a leader.Show notes:[1:01] Storytime![3:57] Smart leaders give their top people authority[4:57] Look at it from a follower's standpoint[10:50] As a leader, look for your top people and give them confidence[15:03] OutroGet a copy of Tomorrow's Leader on Amazon https://tinyurl.com/huseae9hText LEADER to 617-393-5383 to receive The Top 10 Things That The Best Leaders Are Doing Right NowFor questions, suggestions, or speaker inquiries, contact me at john@lauritogroup.com

The Google trends report is out and Oliva Rodrigo is among the top searched names this year.   Find out more from Adam Carter and Charlotte Smith of Google.  See omnystudio.com/listener for privacy information.

Are you planning to be a new entrepreneur? Where can we get some resources that become our basis in starting a business? In today's Q&A episode, Jon answers the question "Who are the top people that you think are important for new entrepreneurs to look into?" Connect with Jon Dwoskin: Twitter: @jdwoskin Facebook: https://www.facebook.com/jonathan.dwoskin  Instagram: https://www.instagram.com/thejondwoskinexperience/  Website: https://jondwoskin.com/  LinkedIn: https://www.linkedin.com/in/jondwoskin/  Email: jon@jondwoskin.com  Get Jon's Book: The Think Big Movement: Grow your business big. Very Big!

Special Guest: Jon Rosenberg, co-founder of LevRose Commercial Real Estate which is based in Scottsdale. Originally from New York,  Jon grew up in Scottsdale and is a graduate of the University of Arizona in Tucson. With a background in both commercial brokerage and property management, Jon co-founded LevRose Commercial Real Estate (http://www.levrose.com (www.levrose.com)) in 1992 with Robert Levine and MODE Real Estate Management Services (http://www.modecommercial.com (www.modecommercial.com)), a commercial property management firm in 2008.   Under his leadership, LevRose is a four time honoree as one of the Inc 5000 Fastest Growing Companies in the U.S.  LevRose has consistently been named one of the Business Journal's “Top 25 Commercial Brokerage Firms”, is a multi-year recipient of Costar Groups “Power Broker” Award and in 2020 was named the “#1 Commercial Brokerage Firm” by Ranking Arizona Magazine. Jon has served on the board and as an active member of Arizona Chapter of Entrepreneurs' Organization (EO) and is on the Board of Directors of TCN Worldwide, an international alliance of commercial real estate firms of which LevRose is the Arizona affiliate. He recently served on the Board of the Arizona Small Business Associate (ASBA) and gives time to serve on committees for the City of Scottsdale, the Jewish Federation of Greater Phoenix,  the University of Arizona Mentorship Society and helps mentor numerous up and coming Entrepreneurs' in Arizona. Jon was recently recognized by AZRE Magazine as One of the “Top People to Know in Commercial Real Estate”.  He has been a featured guest on the PBS television show “Arizona Horizons” as well as interviews on numerous podcasts, GlobeStreet.com, the Arizona Republic and the Phoenix Business Journal. He and his wife Debbie have two daughters, Danielle and Jessica, who were born and raised in Scottsdale. Facebook: @LevRoseRE Instagram: @levrosecre

Whittaker Chambers tries to have a peaceful life, working a farm and becoming a high-paid and powerful editor at Time Magazine.  But his past in the Soviet underground won't go away.  Stalin's pact with Hitler impels him to inform the government about the underground.  Worse, from time to time government investigators ask him for more and more information.  Chambers tries to expose the conspiracy without ruining his own career or the friends who shared his treason.  How long can he continue threading the needle?   If you were Chambers, how would you walk the tightrope, trying to alert the government about the Soviet underground without exposing your own role in its crimes and incriminating your best friend in those years, with whom you committed those crimes? If Alger Hiss and Whittaker Chambers both witnessed an event and gave different accounts of it, which one would you be more inclined to believe?  Hiss, the public man, has the resume to die for and all The Top People vouching for him.  Chambers, the creature of the underground, has been a professional liar for years and loves to tell melodramatic tales.  But is there something too good to be true about Hiss?  Do you wonder who is the real man behind the resume?  And while no one would say that Chambers is the embodiment of moderation, he is painfully honest in many ways and he does not hide all his past sins.  Even if your first inclination would be to believe Hiss, what would make you change to put more faith in Chambers? Further Research: Episode 3:  Professor Weinstein's book and Chambers' memoir, referenced above, contain much about what Chambers called “the tranquil years.”   Re Chambers' emergence from the Communist underground, interesting memoirs are “The Autobiography of Mark Van Doren” by Mark Van Doren at 218-19 (Harcourt Brace & Co, 1958), “Navigating the Rapids 1918-1971: From the Papers of Adolf A. Berle” edited by Beatrice B. Berle & Travis B. Jacobs at 249-50 (Harcourt Brace Jovanovich 1973), and “Eyewitness to History: Memoirs and Reflections of a Foreign Correspondent for Half a Century” by Isaac Don Levine at 179-200 (Hawthorn Books 1973).  Levine was the journalist who accompanied Chambers to see Berle the day World War II began. The best books about Chambers' career at Time are “Harry & Teddy: The Turbulent Friendship of Press Lord Henry Luce and His Favorite Reporter, Theodore H. White” by Thomas Griffith (Random House 1995) and “One Man's America: A Journalist's Search for the Heart of His Country” by Henry Grunwald (Doubleday 1997).  Look in each book's index for references to Whittaker Chambers. Concerning the disillusionment with Communism by intellectuals who had been bedazzled by it, see “The God That Failed,” edited by Richard Crossman (Columbia Univ. Press 2001, first published in London in 1950), “Up From Communism: Conservative Odysseys in American Intellectual History” by John P. Diggins (Harper & Row 1975), and “A Better World: The Great Schism: Stalinism and the American Intellectuals” by William L. O'Neill (Simon & Schuster 1982) 259-368 passim.  Chambers' admirer in Columbia and later a great Comparative Literature Professor there, Lionel Trilling, wrote a novel about leftist disillusionment with radical leftism.  Originally published just before the Hiss-Chambers scandal broke, it was reissued in 1975 (around the time of President Nixon's disgrace).  “The Middle of the Journey” by Lionel Trilling (Harcourt Brace Jovanovich 1975).     A major character in the novel, Gifford Maxim, is based on Chambers and the 1975 reissue contains an introduction by Trilling that describes his long relationship with Chambers.  

Great advice I learned from Brian Tracy and some of Jeff Bezos wisdom! https://www.yishaibreslauer.com/

Adam Berke is the CEO & co-founder of WorkPatterns, a solution helping operational best practices automatically by providing a system for one-on-ones and small group meetings. Adam is an expert in marketing, digital advertising & growth marketing. Previous to WorkPatterns, Adam was part of the founding team at AdRoll, one of the largest independent marketing tech companies worldwide with over 35k users, $350M in revenue and over 500 employees. During this interview we cover: 00:00 Intro 01:01 - Adam's  Background, Past Positions & Launching WorkPatterns 03:28 - WorkPatterns in Terms of Size & Bootstrapping VS Fundraising 05:50 - The Opportunity in The Market & The Problem to Solve 09:52 - Empowering People to Work Effectively & Adopt Better Practices  13:55 - Best Practices are dependent on The Companies Growth Strategy?  17:11 - SaaS Management at All Stages  19:31 - Developing a Highly-Effective Team  22:47 - Less Experienced VS High Experienced Options 25:30 - Investment in Under-Performing Members 29:03 - Managing AAA Members With Poor Teamwork 32:04 - Hard & Soft Skills a Good Leader Should Have 35:03 - The Hybrid Work Model  38:04 - Advice Adam Would Tell His 25 Years Old Self 39:37 - Biggest Challenges Adam's Facing Right Now? 41:51 - Instrumental Resources for Adam's Success 43:14 - What does Success Mean to Adam Today 46:17 - Get in Touch With Adam Mentions: https://www.workpatterns.com/ (WorkPatterns) Books: https://www.jimcollins.com/books.html#good-to-great (Good to Great) https://www.jimcollins.com/books.html#good-to-great (Build to Last) https://books.apple.com/us/book/high-output-management/id1046431786 (High Output Management) https://medium.com/@sam_harris/the-hard-thing-about-hard-things-ben-horowitz-summary-and-review-8013261e1b4c (The Hard Thing About Hard Things) Podcasts: https://www.adamgrant.net/podcast/ (Work Life) Get In Touch With Adam: https://www.linkedin.com/in/adamberke/ (Adam's Linkedin) Tag us & follow: https://www.facebook.com/HorizenCapitalOfficial/ (Facebook)  https://www.facebook.com/HorizenCapitalOfficial/ https://www.linkedin.com/company/horizen-capital (LinkedIn)  https://www.linkedin.com/company/horizen-capital https://www.instagram.com/saasdistrict/ (Instagram)  https://www.instagram.com/saasdistrict/ (https://www.instagram.com/saasdistrict/) More about Akeel: Twitter - https://twitter.com/AkeelJabber (https://twitter.com/AkeelJabber) LinkedIn - https://linkedin.com/in/akeel-jabbar (https://linkedin.com/in/akeel-jabbar) More Podcast Sessions - https://horizencapital.com/saas-podcast (https://horizencapital.com/saas-podcast)

In this episode of Add To Cart, we are joined by Impact Sales Director, Peter Bray and Booktopia Chief Marketing Manager, Steffen Daleng. In our conversation we discuss how retailers can set up sales partnerships with other brands, content creators, affiliates, publishers and influencers to scale and grow. Steffen shares how Booktopia approach partnerships to attract passionate communities at scale and how they do it profitably. Peter shares how Impact is making it easier than ever for brands to find new partnership opportunities and automate the process. Links from the episode:ImpactBooktopiaForresterBest and LessBWSCatch of the Day by Gabby Leibovich AudiTrackanomicsVogueBuzzfeedBusiness InsiderMashableQuestions answered:What types of partnerships have been most effective for Booktopia? How has technology allowed Booktopia to scale and diversify their partnership program?What tactics can businesses implement for the easiest wins in their partnership channels?About your host: Nathan Bush from 12HIGHNathan Bush is the founder and lead strategist at eCommerce consultancy, 12HIGH. He has led eCommerce for businesses with revenue $100m+ and has been recognised as one of Australia’s Top 50 People in eCommerce four years in a row. You can contact Nathan on LinkedIn, Twitter or via email.About your co-hosts: Peter Bray from ImpactPeter has over ten years' experience working in marketing and advertising technology in Australia and has held leadership positions at Celtra, Forrester and InMobi. Currently he oversees the revenue expansion team at Impact and is responsible for growing the Partnership Cloud customer footprint across Australia, New Zealand and South East Asia.You can contact Peter on LinkedIn Steffen Daleng from BooktopiaSteffen serves as Chief Marketing Officer at Australia's largest online bookstore; Booktopia and was named #15 Top People in Ecommerce in 2021. Arriving in Australia in 2014, after having sold and exited his last company in Indonesia he joined The Co-op to drive digital growth and in his latest role as General Manager Digital & Marketing was responsible for omnichannel growth across two websites and 120 stores before joining Booktopia in 2018. Prior to arriving in Australia Steffen founded an online electronics retailer in Denmark in 2006, and a digital agency helping more than 300 SMBs grow online through Conversion Rate Optimisation, Strategy, Design/Development and Digital Marketing.You can contact Steffen on LinkedInPlease contact us if you: Want to come on board as an Add To Cart sponsor Are interested in joining Add To Cart as a co-host Have any feedback or suggestions on how to make Add To Cart betterEmail hello@addtocart.com.au We look forward to hearing from you! See acast.com/privacy for privacy and opt-out information.

In this episode of Add To Cart, we are joined by Impact Sales Director, Peter Bray and Booktopia Chief Marketing Manager, Steffen Daleng. In our conversation we discuss how retailers can set up sales partnerships with other brands, content creators, affiliates, publishers and influencers to scale and grow. Steffen shares how Booktopia approach partnerships to attract passionate communities at scale and how they do it profitably. Peter shares how Impact is making it easier than ever for brands to find new partnership opportunities and automate the process. Links from the episode:ImpactBooktopiaForresterBest and LessBWSCatch of the Day by Gabby Leibovich AudiTrackanomicsVogueBuzzfeedBusiness InsiderMashableQuestions answered:What types of partnerships have been most effective for Booktopia? How has technology allowed Booktopia to scale and diversify their partnership program?What tactics can businesses implement for the easiest wins in their partnership channels?About your host: Nathan Bush from 12HIGHNathan Bush is the founder and lead strategist at eCommerce consultancy, 12HIGH. He has led eCommerce for businesses with revenue $100m+ and has been recognised as one of Australia’s Top 50 People in eCommerce four years in a row. You can contact Nathan on LinkedIn, Twitter or via email.About your co-hosts: Peter Bray from ImpactPeter has over ten years' experience working in marketing and advertising technology in Australia and has held leadership positions at Celtra, Forrester and InMobi. Currently he oversees the revenue expansion team at Impact and is responsible for growing the Partnership Cloud customer footprint across Australia, New Zealand and South East Asia.You can contact Peter on LinkedIn Steffen Daleng from BooktopiaSteffen serves as Chief Marketing Officer at Australia's largest online bookstore; Booktopia and was named #15 Top People in Ecommerce in 2021. Arriving in Australia in 2014, after having sold and exited his last company in Indonesia he joined The Co-op to drive digital growth and in his latest role as General Manager Digital & Marketing was responsible for omnichannel growth across two websites and 120 stores before joining Booktopia in 2018. Prior to arriving in Australia Steffen founded an online electronics retailer in Denmark in 2006, and a digital agency helping more than 300 SMBs grow online through Conversion Rate Optimisation, Strategy, Design/Development and Digital Marketing.You can contact Steffen on LinkedInPlease contact us if you: Want to come on board as an Add To Cart sponsor Are interested in joining Add To Cart as a co-host Have any feedback or suggestions on how to make Add To Cart betterEmail hello@addtocart.com.au We look forward to hearing from you! See acast.com/privacy for privacy and opt-out information.

02:21 - Melissa’s Superpower: Being Extremely Online 03:06 - Unionizing Glitch (https://glitch.com/) * Glitch workers sign tech’s first collective bargaining agreement (https://www.theverge.com/2021/3/2/22307671/glitch-workers-sign-historic-collective-bargaining-agreement-cwa) * Misconceptions re: Unions * Engineer Salary Discrepancies * Middle Management, Product Management Unionization * Minority Unions (i.e. Google) * What is a Minority Union? (https://workercenters.com/labors-loophole/what-is-a-minority-union/) * The Rise of Minority Unions: How Social Movements and Tech Giants Could Be Showing Signs of Things To Come (The Rise of Minority Unions: How Social Movements and Tech Giants Could Be Showing Signs of Things To Come) 14:58 - Melissa’s Previous Experience with Working w/ Unions * Communications Workers of America (CWA) (https://cwa-union.org/) * Civic Technology (What Is Civic Technology? (https://www.forbes.com/sites/quora/2017/09/19/what-is-civic-technology/)) * Chi Hack Night (https://chihacknight.org/) 17:13 - Positive Skills Union Organizers Should Have 18:32 - Thoughts on Leading with Petitions * We are Frank — a platform for worker voice (https://getfrank.medium.com/we-are-frank-189111ceb54a) * 2018 Google Walkouts (https://en.wikipedia.org/wiki/2018_Google_walkouts) 26:58 - Writing Online; Dismantling Publications and the Fracturing of the Media World * The Rise Of Substack—And What’s Behind It (https://www.forbes.com/sites/falonfatemi/2021/01/20/the-rise-of-substack-and-whats-behind-it/) * Melissa McEwen: The best JavaScript date libraries in 2021 (https://www.skypack.dev/blog/2021/02/the-best-javascript-date-libraries/) 29:41 - Evaluating Human Performance * PSA: DevRel isn’t fake !! * How to Hire A-Players: Finding the Top People for Your Team- Even If You Don't Have a Recruiting Department (https://www.amazon.com/How-Hire-Players-Recruiting-Department/dp/0470562242) * People Skills 43:21 - Getting Started with Organizing a Union * Use Signal (https://signal.org/en/), Not Slack * Be Harder to Fire Reflections: Casey: Hearing success stories re: unionizing. Jacob: How people skills can be a function of your individual team. Melissa: Studying more about unions in other countries. Rein: Looking more into co-ops and collectivisations. An injury to one is an injury to all. (https://en.wikipedia.org/wiki/An_injury_to_one_is_an_injury_to_all) This episode was brought to you by @therubyrep (https://twitter.com/therubyrep) of DevReps, LLC (http://www.devreps.com/). To pledge your support and to join our awesome Slack community, visit patreon.com/greaterthancode (https://www.patreon.com/greaterthancode) To make a one-time donation so that we can continue to bring you more content and transcripts like this, please do so at paypal.me/devreps (https://www.paypal.me/devreps). You will also get an invitation to our Slack community this way as well. Transcript: JACOB: Hello, and welcome to Greater Than Code, Episode 229. My name is Jacob Stoebel and I’m here with my co-panelist, Casey Watts. CASEY: Hi, I'm Casey. I'm here today with Melissa McEwen. Melissa is a web developer, working in content now. She often writes about the JavaScript ecosystem. She helped unionize Glitch, which recently signed their first Collective Bargaining Agreement in late February. Welcome, Melissa. So glad to have you. MELISSA: Hi, everyone. CASEY: We like to start each show by asking you a certain question. Melissa, what is your superpower and how did you acquire it? MELISSA: My superpower is being extremely online and I acquired it by being given computers way too young and having nothing to do, but play with computers. CASEY: I like that phrase “extremely online.” What does that look like today for you? MELISSA: It means, I know way too much about what's going on in Twitter and the internet in general and sometimes, I'll make references that you only know if you're extremely online and it's kind of embarrassing. I don't even know what it's like to not be extremely online, but I'm trying to stop being extremely online because it's overwhelming trying not to check Twitter every 5 seconds. CASEY: Oh, yeah. I did that a lot, too. I don't know if I would describe myself as extremely online, but I might have seen some of the same memes as you and I think that would [chuckles] give me a little bit of that. MELISSA: Yeah. I mean, memes, what's the latest drama on Twitter today, that kind of stuff. JACOB: Is there a way to turn that superpower and help people around you or, how do you leverage that? MELISSA: Yeah, the only thing that's good about it, I would say is that you know a lot. I try to write about things and provide my knowledge to other people. I mean, you know a lot, but on a surface level, that's the problem so, you have to always be aware of that. I'm not an expert on unions and for the Glitch union, I was one of the original organizing committee folks, but I was laid off last year in March and there were 18 people, I think laid off. So the union has been going on without me and that's just great. Me and some other externally online people, when we started the union, we leveraged our externally onliness because we were connected to a lot of people who helped us like the CWA, which is the Communications Workers of America. We found them online, for example and they were critical in getting the union actually started because we'd been talking about it, but they were the people that pushed us and they're one of the bigger unions. They've been around for a long time. They have an organized telecommunications workers, primarily and now they're doing some tech stuff. So very interesting. JACOB: Well, as someone who is moderately online at best, I have been reading a little bit about recent union news with Glitch, but I would love to hear your story about how it started and how it brought us to today. MELISSA: Yeah, I mean there's only so much I can say, but the stuff that really was – building a union is about connecting with your coworkers and a lot of people have said, “How are we going to build a union to the remote workplace?” Well, I was remote and half the company was remote. That's one good thing about being extremely online is you’re probably used to talking to people online. I connected to people in my workplace and people on my team. At first, it was mainly people on my own team and then what CWA teaches you to do is to build connections in your workplace. It's almost like you map it out and you talk to other people in your workplace and you try to leverage those connections. I wasn't connected to everybody in the workplace, but I was connected to some other people who were connected to people I wasn't connected to. So it was challenging in that this was not an office where I could go see these people every day. I had to kind of – you can't just sneakily invite someone to a call unionizing. You have to actually build social capital and build relationships and then turn those into those connections you need to build a union. A lot of us had been following union stuff in tech. I was a member of Tech Workers Co, I think others were and we thought since Glitch is a very diverse workplace, we want to make sure that workers have a seat at the table and can actually help each other and to help the company do right by the workers. We had some bumps along the road. It is hard to organize people remotely and a lot of people have misconceptions about unions. They think unions are only for certain workers like people working in a mine, or they have bad impressions of unions. Like, I don't know. I grew up and my parents were like, they told me that unions were bad. We watched On the Waterfront and they were like, “Oh, look, unions, they’re so corrupt.” But a union is just like an organization. It's a big organization and they have a history and they have a context and a union is just like anything. Like a company. It can be bad; it can be good. It's based on the people and once you join a union, you can help guide that union by being part of it. JACOB: I would think an extremely online person would be very good at that. MELISSA: Yeah, it did help to be constantly on Slack and on Twitter. JACOB: And good at really just making those connections. That would not come naturally to make all those personal connections, what you just said. MELISSA: Yeah, but also, it was. I do think people who had those real life – who were at the office did have an advantage in forming those connections because not everybody at Glitch was extremely online, for example. Also, meeting each other in real life, occasionally like, we'd go to the conferences and stuff, that really helped. It's complicated about how much organizing you can do in the workplace and at what times. You don't want to ever do it on times are supposed to be working, for example, so. CASEY: What were some of the things that made this unionization effort successful and possible and what were some of the things that got in the way? I think we've covered some already. MELISSA: Yeah. I think having a pretty social workplace, that was social online, but that doesn't include everybody. There’s some people who were more online than others, for example and the fact that we relied so much on online organizing, it was harder to reach those people. So it was very crucial that we have people in the New York City office who were able to do some on the ground in-person organizing and getting those people on board was like, once we got those people on board, that was a very important thing that we did. Because originally, it was all remote people and then we added in the New York City office people. Yeah, the bumps along the road are just misconceptions about unions, what they mean. People can union bust themselves just by having these misconceptions like, “Oh, union is a third-party. It'll affect my relationship with my manager. I can't be friends with my manager anymore.” It's not true at all. So some of the organizing committee had been in unions before. Like, there was one woman, who was a social worker, who had been a social worker union and I had been in a Civil Workers Union before. So I knew that I was friends with my managers in these unions and I mean, not that being friends with the manager is the priority, but the idea that if you're friends with a manager, you can't do a union. That's just not true. But some people thought that. CASEY: The biggest misconception I can think of is why do you well-compensated professionals need a union and I'm sure you've heard this all the time. MELISSA: Oh yeah, that’s a big one. CASEY: Yeah. Fill us in for that. Like what do you say to that? MELISSA: I think so. Online, someone was like, “Oh, it's cultural appropriation of blue-collar workers.” I do not agree with that. I think all workers benefit from a union and it is just an organization that allows workers to negotiate with their bosses and on a fair playing field. It's not a culture. You don't have to be in the movie, The Irishman, or On the Waterfront, or even know people like that. It's just a way of organizing a workplace and having a seat at the table, so. JACOB: You mentioned earlier that I think, or maybe you implied that this union joins multiple disciplines, too. Is that true? MELISSA: Yeah, like we had engineers and then we also had a media department. That's where things would be hard because a lot of workplaces are quite siloed and I've always been against that. Like, I hate the term non-technical for example, like video production people, those are the most technical people I know they're literally working with like technical equipment every day and they know so much about it. Those people are tactical. And then another big obstacle is who is eligible for a union? Who can join? It's not clear because tech has roles that aren't very traditional, like product manager. Is that a manager, or is that an individual contributor and often, that’s hashed out on the negotiating table. It's based on all these laws and I've read some of the laws, I'm not an expert, but it's good to read a little bit of the labor law just to understand. But even if you know it, it's interpreted differently by different courts and stuff. There's a National Labor Review Board that reviews labor disputes and stuff and that was Trump's appointed board. So we wanted to make sure we got a voluntary recognition because we didn't want anything to do with that board at that time because they were very hostile towards workers. JACOB: The reason I was curious about joining together all kinds of different people from different roles, I was just curious if that diverse workforce came with a diversity of priorities and goals for a union and if those presented any challenges. MELISSA: Yeah. There's a big class difference between engineers and people outside of engineering. Engineers are overwhelmingly paid higher than people outside of engineering, for example and I totally understand the resentment towards engineers. We need to acknowledge that if you're organizing multiple people and outside of engineering. I mean, the fact that engineering is so well-compensated. I don't understand why, for example, a video producer isn't compensated the same as an engineer. It's just an accident of history, how culturally valued, supply and demand, all these things mixed up together. So you have to realize that and when it comes down to money, paying dues. For an engineer, it might be like, “Oh, you're taking 1%, or 2% for the union,” and that's like, “Oh, that’d take you away from being able to go on vacation.” Whereas, for someone who is making a lot less, that's taking away from their ability to pay rent. So that is really, really hard and I don't have a good solution for that. I wish unions would offer things like maybe peg it to your income, maybe not, maybe at a lower percentage, but it tends to not be that high of a percentage; it's 1 to 3%. But acknowledging that that can be the difference between someone being able to afford or not. Especially the salary ranges were quite extreme in our case so, that was really hard. CASEY: I'm listening to this conversation based on my background as a product manager who happened to have managed engineers, designers, and product managers, I don't know how that structure came into play. But even that tier, I wanted to be part of a union, but I think it's US law maybe that gets in the way that says managers at any level can't be unionizing in any form, not even like—let's use a synonym for a union—collective people who tell each other, “Yes, you deserve more money,” or something like that. It's not we're not incentivized to work together in any way and we pretend that the HR department of the company does that for us, which they do the opposite often. What do you think about that middle management kind of thing and how it plays into product management? Your thought process? MELISSA: Yeah. That really sucks because then it becomes like some people feel left out who wanted to be part of the union and at that point, they feel like, “Oh, am I part of –?” Like, they're obviously not C-suite so that's really hard. Other countries have other types of unions like sectoral bargaining that get around that. I don't know that much about that, but we weren't sure if a product manager fit under the definition of qualify, or not. It just depends on if you make decisions on employment, if you tell people what to do, there's a lot of criteria. We did find that product managers were not going to be part of the union. So what does the product manager do? Well, they can't organize themselves, but they're just not legally protected under this bargaining thing under a labor law. So that really sucks and I don't know what the solution is. I guess, getting involved in bigger organizations that work for unionization. The Google union is very interesting and that is a different form of union. It's called a minority union and I don't know that much about those, but I know that people who are managers can join that one, but it has fewer legal protections. So I assume when CWA decided to organize Google under a minority union, it was because they felt they were not capable of doing the traditional union because there are so many obstacles to doing so in Google—Google’s size and multiple locations. It's very difficult. You can organize however you want, it's just what is legally protected and that kind of goes in, in that article. I talk about petitions, for example. Petitions are an example of organizing. That's not unionization, it's not protected by US labor law, but it is a form of organizing. The Google walkout, that's a form of organizing. That's not unionization. You just have fewer legal protections and you don't have the structure that you get from a union when you do those things. CASEY: Well, that's awesome. I'm not up-to-date on this. I'm going to be Googling minority union and sectoral bargaining after this call. MELISSA: Yeah. I didn't even know what a minority union until that came out. I was like, “Wow, I guess, someone should write a book.” There probably is a book. I'm going to find that book. JACOB: Melissa, what brought you to doing this in the first place? Did you have experience with organizing before, or was it something new to you? MELISSA: I didn't have any experience organizing, I suppose, but I was in a union before. I worked at University of Illinois in Chicago and their IT departments are in a union, an older established union. As soon as you join as an employee there, you're a part of that union. Actually unions, some of them aren't that great. Our union was kind of mediocre, to be honest. They barely involved people, for example, in the very top down. That's one thing when you're organizing, you have to choose which union you're going to organize under, or even to start your own union. We thought about starting our own union. I don't feel that qualified to hire union lawyers. You need to advantage money because CWA provided that all the lawyers and stuff like that and all the structure. CWA has gotten a lot of flack on Twitter recently with the Google union stuff. People have dug up the fact that they've represented security guards in the past, but it's a big organization; it's like working with the government. You can't expect perfection, we've got to get involved. If you want to change things, you've got to be involved yourself. I'm very skeptical of the idea that we should just throw that away and start our own thing as tech workers. Because I think people of different ages and classes and stuff have so much to teach us and that's what you get when you join a big union like CWA and you can't demand they fit your extremely online standards. So if you want them to follow the standard, you've got to join and get involved. JACOB: So definitely a politics of compromise from the get-go. MELISSA: Yeah, and I've been involved with the civic technology a little bit. So I was a little bit familiar with that. I've worked in government contracting and I've gone to Chai Hack Night, which is a Chicago meetup, for quite a while. It's a Chicago meetup focused on civil technology and government. I was familiar with some of that, but if you're a startup person, maybe that's harder. You expect unions are going to cater to you, treat you like a freaking princess or whatever, but no, they're not. They are a saboteurization. They've got members, they have a history, and you've got to take that for what it is. CASEY: All right, Melissa, you brought to the table to the union organizing effort your superpower of being extremely online. What other skills did some of the union organizers have that really helped? MELISSA: Yeah. Actually being consistent and organized, that's really important. Organizing meetings. I'm not into that kind of thing and thankfully, there were other people who did that and I thank them quite a lot. Taking notes, following up, once you make me angry, I'm very effective at arguing with people. So that's a good thing about extremely online, but it's bad about being extremely online, but it did come in handy a few times when unionizing. But otherwise, doing in-person on the ground work, I couldn't do because I was remote and organizing the meetings, taking notes, following up with CWA, coordinating between different people, that stuff. The other people helped with that. The other members of the organizing committee and then after the union was recognized, we had an election and some people did that election where you elect the reps and other people did that and I was really happy because I was tired at that point. [chuckles] CASEY: So I'm going into a little bit of a different topic. Melissa, I think you mentioned something about companies and nonprofits who want to lead with petitions and you have some thoughts on that I'm curious to hear. MELISSA: I am super anti petitions. I think these organizations push them and I think they're just antithetical to unionization. A Coworker, for example, they really push you to do these petitions and a, you're alerting your boss that you're organizing, you're doing it under a way that's not legally protected. Why don't you just unionize? I understand that some people can't and if you genuinely can't, that's great, but I wouldn't trust Coworker to tell you if it's okay, or not. I have noticed that some of the conflict on Twitter regarding the Google union, some people involved with that are also involved in Coworker. So I'm really against that and another company that's spread it out. It's a startup, they're called Get Frank but they're also doing petitions. They're very antithetical to unionization and people don't want to say that because the people who were involved with that are nice people and some of them are even involved with Tech Workers Co and stuff and they're nice online, or they're well-respected, but at some point, you’ve got to say, “This is just anti-union.” REIN: Yeah. I mean, taking a collective bargaining opportunity that can stretch across multiple issues and organize the workforce to push for all of them and turning into a petition about a specific thing that has marginal support. I don't see how that helps. I mean, I don't think that those startups are disrupting business organization. I think they're disrupting union organization. MELISSA: Yeah, and I think more people should call them out and the fact that a lot of people who the media goes to for comments about tech organizing are like – so, Liz Fong-Jones, I really respect her. She's on Twitter and she's a member of the board on Coworker and I find that not good. REIN: I mean, I guess the argument is that any place where you can voice concerns and generate support within the workers, the employees is better than none, but that's not how the world works. We can have unions, too, or instead actually putting effort into that means that you're not spending that time putting effort into organizing. MELISSA: Yeah. So when we were first thinking about unionizing, I was on Tech Workers Co and they connected me to people at Coworker and they were really pushing out to do a petition. I'm really lucky that my coworker, Steph, could have connected with CWA because she was like, “No, let's talk to CWA.” CWA took it from there and they actually got us the motivation and the resources we needed to unite us. Whereas, Coworker was like, “Oh, we love unions, but why don't you do this petition first, it's building organization?” and CWA is like, “No.” Unfortunately, some people are taking the CWA being against that as an insult on them personally, which is really weird, that it's an insult for people who did past organization efforts that weren’t unionizing. I don't see why that is relevant. I understand sometimes you can't unionize and I respect other organization efforts, but you're taking an example of a company that can unionize and you're pushing them to do a petition. You're wasting their time. You're endangering their jobs. It's just bad. REIN: Well, I think if there was evidence that it starting with petitions led towards more formal union organizing, I would be more in favor of it, but I don't know of any. MELISSA: Yeah. People use the Google walkout, for example and I guess, the Google unions and the controversy on Twitter was about how the union wasn't involving the past organizers who did all this work for the Google walkout. I recognize Google walkout was an amazing thing and the people who organized that were really great, but that doesn't mean that you have to use their expertise to unionize. A union should be for the current employees. When I'm talking about our union at Glitch, I'm not speaking for the union. I was laid off. I'm not a member anymore. That's very sad. It's very unfair, but I'm not a member and the employees who are working there have insight into the company that I don't. So I don't expect them to recognize me, or to ask me for advice, or anything. I don't even talk to them that much anymore because that's their sphere. CASEY: I'm not an expert on Coworker, but this reminds me of another metaphor a little bit. Let me know if this is close, or not, or similarities and differences. So you know how when you look on the bottom of a solo cup, you see a triangle, or a cycle symbol with a number? Some of those aren't really recyclable and the lobbyists who made that happen, and you’re required to put them on, knew that ahead of time. So they are doing this small change, “Look, you can do the thing,” and then that stops people from pushing back against the production of it. It's helping, but not really and I'm hearing your view of Coworker seems to be helping, but not really. MELISSA: I mean, the Frank one is even worse. They're a for-profit startup. I'm like, “If anyone is giving them positive coverage, they are not asking the right questions here.” Actually, when I saw them written about, I attempted to join just to see what they were about and they rejected me because they were like, “Oh, you're already in a union. You don't need us.” So very interesting. They occasionally email me asking for my feedback, but I'm like, “I don't think you're worth my time.” REIN: If someone wanted to make a platform for unionizing, but I don't think you're going to get much traction in Silicon Valley on that one. MELISSA: There is one person who's doing that. It's called Unit, but I don't know that much about it. I'm just very skeptical of the idea that tech can disrupt unions and it's the easy way out to say, “Oh, the old unions, they're not radical enough. They don't cater to tech workers.” To throw that all away for those reasons is bad in my opinion, because they're not perfect, existing unions, but you're unionizing with a diverse workforce that has a history and has power and I don't know. I think it's also classist, too, like, “Oh, we don't want to organize with these people that aren't tech workers. We don't want to organize with these blue-collar workers.” They're not thinking that maybe explicitly, but that's what they're saying in a way. They don't want to say that, but that's what they're saying. REIN: Yeah. I personally have a problem with trade unions that is that they fracture the workforce and they prevent people with different trades from organizing together and historically, that's been on purpose. Like there's a reason the AFL is still around, but the Knights of Labor aren't. MELISSA: Yeah. I mean, unions are organizations, they’re just like companies and stuff. There's some that even have dark histories of racism and stuff like that. Although, trade unions are a little different than like CWA. This is where I wish I was more up to the terminology, but it's very complicated. REIN: I would just like to unionize whole companies and not worry about what job titles people have because I think that's the systems thinking way to do it. MELISSA: Yeah, and we unionized everyone in our company that qualified under the labor, the national labor law, and not just engineers so, that was good. Luckily, the people were into engineers being craftsmen, or whatever are usually typically anti-union, but otherwise, you'd think that they'd be like, “Oh, we need an engineer's trade union because we're like electricians, or something.” But I think that would not be a good direction. CASEY: Yeah, I think it makes a lot of sense that there are unions for people who work at a company, separate from groups of people working on a technology like, Ruby user groups and all the other meetup groups for every technology everywhere and the conferences. It's like the skills are separate from the union, from the company and it's funny, I guess maybe historical that a lot of them are conflated together. All the engineers in the company are doing both a little bit. I like that we're cleanly splitting it now sometimes. That sounds great. Melissa, I noticed that you have a Substack newsletter, which is a popular thing lately. Not that you're working on a lot lately. I know we talked about that, but there's a trend for individual people to be writing more and more online lately and it seems like you're aware of that and in that sphere. What's your experience lately writing online, trying to get an audience and all that? The process. MELISSA: I say no to Substack because I'm like, “This is just more work and I don't need any more work.” I started a Substack because I was like, “Oh, a lot of people have Substacks.” But then I was like, “Oh, this requires me to do, this is another job.” You have to have a consistent thing and at least, we are starting to – Substack encourages paying creators. That's good. But at some point, it's like, “Oh, I'm paying like ten different creators. I wish there was this thing where I could just pay them all at the same time and they could have jobs and benefits. Oh, that's called a publication. Too bad, we've systematically disabled these by predatory capitalists, hedge funds and stuff, buying them and disposing of them.” Like what's happened to the Chicago Tribune. I had friends who worked there and that thing it's basically just been totally dismantled by predatory companies. So I think Substack is going to be here and other similar models are going to be here for the foreseeable future. But I don't think they are – I think it's sad. CASEY: Have you worked with any of the traditional publications to try to get things published? I know you do JavaScript content work. MELISSA: Yeah. So I originally was a food writer and I've worked for Chicagoist. I left Chicagoist because I didn't have time due to my tech job, but they unionized and they were shut down because they unionized and that's really sad. A lot of my friends lost their jobs. So I have a little bit of experience in the media world and I've watched the media world become so fractured and precarious and I think the tech industry has been unfortunately, a negative actor in that. But now, I primarily write about JavaScript and I do so professionally. It'd be nice to write about food instead, but I like JavaScript. I like coding a lot so that's cool. There's no jobs in food writing, though. CASEY: Tell us about something you wrote recently. MELISSA: I wrote about JavaScript date libraries and like the different ones that are out there and when you should use the library and when you shouldn't use the library and that's for the blog I work for, which is called Skypack blog and I do DevRel all for them in there, a CDN for JavaScript modules. Oh, here's the thing we can talk about: how people attack DevRel as being non-technical and I hate that. JACOB: Yeah, please. MELISSA: There was a tweet this week, or maybe it was on Friday, it was like, “Offend a developer relations person in one tweet,” and I'm like – so it was a variation on the original one, which was, “Offend a software engineer, offend a DBA in one tweet,” and those were often there a software engineers making fun of software engineers or DVA's people making jokes about data structures, or a bad data. The DevRel one was like, “Oh, your job is fake.” That's what all the jokes were and most of them were not from DevRel people and I'm like, “I hate this.” I used to be a frontend developer and people used to joke like that about frontend developers, like, “Oh, you just play with CSS all day and you just push little boxes around the page and give them different colors.” We need to recognize that there’s sexism involved in this and also, racism because frontend development and DevRel tend to be more diverse subsections of tech. I'm just tired of men saying a job is fake and that I'm not technical. I left frontend dev because of that, partially. I shouldn’t have done that because the end of the day, there's no way to convince these people that you're a real engineer. They're just not going to be convinced because they're sexist and they're jerks and they should be deleted. REIN: Yeah. It was kind of funny when it was software engineers laughing at themselves, but it turned into punching down pretty quickly and then it just got me in and I did not like it. I would say to those people that they should try a day in the life of a DevRel and see if you think you're good at it. MELISSA: Yeah. It's thinking that, okay, if you have these skills, you don't have the technical skills and also, that your other skills aren't valuable at all. This is a constant struggle, working with engineers, especially working in cross-departmental is engineers not recognizing other skills. I was talking about video editing before. I'm like, “That is the worst thing I can totally think of is calling a video editor non-technical; they're literally the most technical people I could think of.” They're walking with software technology and also, a lot of engineers who are like, “Oh, anyone can write things,” and I'm like, “I've edited y’all’s writing. I know you can't write.” [chuckles] Even me, I feel like sometimes the more engineering I do, the worst I become as a writer. That's scary, but I try to balance it. I try to be a mediocre engineer and a mediocre writer. REIN: I want people to stop doing that because it’s just a shitty thing to do, but I will also say that as you get more experienced as a software engineer – so I'm a principal now, which means I'm a huge deal, but as you get more experienced, you need to get good at a lot of the stuff that DevRels are good at. You need to be able to convince people that your ideas are good. You need to be able to communicate both verbally and written in writing. You need to give a shit about product and marketing and customer support and people who aren't engineered. You have to start doing all that stuff if you want to grow as an engineer. So to some extent, I think these people are limiting themselves more than are limiting DevRel. They should still stop being shitty people, though. MELISSA: Yeah. The whole principal engineer thing is funny because I was just thinking about how every company has a different definition for principal, senior, junior. That's one of the things that a union can help with and otherwise, it can be very arbitrary and you can feel like they're used to discriminating against people. So if the union can negotiate what a ladder is and what it means, that's way better than having just a random manager do it. That's my rant with all of tech. We're always constantly reinventing the same thing over and over again. Ladders were like, “Oh, we’ve got to build this from scratch for ourselves. Even though we have no training on building ladders, we're just going to invent this because we know everything because we're engineers.” Same with interviewing process. I'm like, “Oh, there's decades of research on interview process. but you want to invent your own new interviewing process.” I'm like, “At some point, you're just like experimenting on people and that's unethical.” I'm like, “Take your weird games elsewhere. If you want to design weird games, play Dungeons & Dragons, or something.” REIN: Yeah. I mean, if you want to take human performance seriously, you can do that. People have been doing that for decades. You just need to go take a course and read some books and started taking it seriously. It's not hard. I mean, it's hard to evaluate human performance because human performance is very complex, but it's impossible if you don't know what you're doing. MELISSA: Yeah, and I tried to get – any interview process I'm involved with designing. I'm like, “First of all, why am I involved with designing this? I'm not qualified. Second of all, at least I did read some research and I do know that the research shows that you want to do a structured interview.” If I can just get people to agree to that one thing, it's so much better than if they're just asking random questions. So structured interview means you agree on a structure beforehand for the interview, you agree on questions and what you're going to talk to the person about, or what exercise you're going to do, if you insist on doing programming exercise. You ask the same ones to every candidate. There's other things you could do to make it more fair, but if you just have that one baseline. Otherwise, it's so arbitrary. REIN: There's a book called Hiring A-Players, or something like that and I like some of the advice that it has, but I think the idea that you can distinguish between “A and B players” in an interview is pretty marginal. But I do like the parts about trying to make things more evidence-based when you're trying to assess capability. I think that a lot of the hiring practices we have today mostly are about providing motivated reasoning to hire people who look like you and that's about 90% of what they do. MELISSA: Yeah, and there's also this thing, I will die in this hill, but I have people who insist if we don't do a specific code exercise, or do some kind of screener that we're going to hire someone who can't code, who literally can't code and some people will have insisted that they've worked with such people. I'm really skeptical that like can't code. What does that mean? I don't know. Does it mean they just didn't integrate with the team correctly? No one tried to help them? I'm not sure. I'm just really skeptical of that. It just sounds like more hoops to jump through, but I have not convinced anybody of that besides myself. [chuckles] At least in workplaces. REIN: I think in my career, I've maybe worked with one person who I genuinely thought couldn't code, but that's when I was pretty new. What I think now is that they were really not put in an environment where they could be successful. They were dropped in immediately into a high-pressure scenario, with little experience, with a team that was small, under-resourced, over pressurized, and didn't have time to support them. So what I thought then was, “Wow, this guy sure can't code. He sucks.” What I think now is, “Wow, we sure screwed up putting him in that position.” MELISSA: Yeah. I've taught people to code who are 12. I'm really skeptical that someone was hired that managed, I don't know, I just sound like they're not managed well, or not onboarded well, but that'd be a cool, like, I don't know. Maybe I'm becoming too interested in HR, I will become an HR researcher and study the phenomenon of people saying that their coworkers can't code and what does that mean? REIN: Yeah. MELISSA: I mean actually find those people, ask them, and then find the people who supposedly can’t code and find out they actually can. They were in a very difficult environment, for example, or I don't know. I've been in environments where getting the dev environment started took you five days. No wonder they had trouble; you thought they couldn't code because you did set them up to being able to code. They had to install 40 different things and do a proxy, or whatever. So yeah. JACOB: I’m someone who’s very – well, there's that phenomenon stereotype threat you perceive that other people are making preconceived judgements about you. Like, “Oh, I'm the only person of color in my team and I can tell that I'm not expected to do well.” It affects your performance and as a white male, that actually does make some sense to me. If I can feel that I'm going to be judged for the output that I put out, instantly whether it's I didn't follow the great style, or it looks like my work is going to be picked apart immediately. That's just going to be debilitating and I'm just going to be constantly focused about looking good rather than trying to solve the problem. That is not what – Rein’s story does not surprise me at all. MELISSA: Yeah. If I actually hired someone who couldn't code, that would be actually exciting to me, it would be like My Fair Lady, or something because I could definitely teach them how to code and I'd be really impressed because I was like, “Oh, they were able to talk about all these projects and stuff and not actually be able to code?” I don't believe this person exists, by the way. REIN: The other thing I really wish people would understand is that human performance is ecological. The context matters. If you take one person and drop them into five different hypothetical companies, you'd get five different outcomes. They'd perform in different ways. You wouldn't get the same performance for them in those different companies because it's not just about the person. MELISSA: Yeah, and it's also about the demands of the job. I worked with one guy and people told me he couldn't code and what they actually meant was that they just didn't think he was technical, or something, but he was coding every day. He was doing Dribble templates, which is not considered the highest level of work by some snobby engineers. But that guy could definitely code and he did his job and it was very unfair to say he couldn't code. CASEY: I have a story I can share about some evidence-based interviewing I did back at the IT department. We evaluated hundreds of student employees to fix laptops every year—we hired a whole bunch—and we evaluated them based on the people skills and their technical skills on a scale we put that into data for all the points that evidence and structured questions and all that. Some people had a 5 on people's scales out of 5 and 1 on technical skills, or vice versa, or something close to that. And then we look back a year, or 2, or 3 later, after they had time to learn and grow in the position, we loved all the people with the 5 on people's skills. They were the best employees. They learned the most over time. We're proud of them. They were great to work with. They taught other people a lot, too. But the ones with the technical 5s weren’t people ones. A lot of them resigned, or didn't like the job, or people avoided working with them, they were solo employees. Maybe they got some work done, but that lesson that you can learn the technical part, but you can't necessarily learn the people part. Some of it's learnable if you're motivated, but the disposition is what really drove success in that role. I think that applies everywhere. It's not surprising. MELISSA: I wish there were more approaches teaching people skills because, I don't know, it feels like there's a lot of trainings for engineering skills, but not for people's skills. I've definitely like, I was raised by parents who were weird and homeschooled me. So I definitely use a lot of stuff like books to learn people skills and stuff like that. I don't know. It's super basic, but How to Win Friends and Influence People, that one. You could just read that. I mean, it gets you some of the way there. So I wish there were more resources like that. REIN: Yeah. I would say that you can learn people skills, but companies don't teach them. That's not what companies think is part of their responsibility. They think that they're hiring the person as they are and can teach them technical things. That's another problem, which is that companies aren't providing the opportunities to grow that people need. JACOB: There's probably different people's skills for different companies, that would be successful. MELISSA: Yeah, and it's the same thing. It's the saying that I've heard at workplace is like, “Oh, he doesn't know how to code.” I've also heard the same thing like, “He has no social skills.” It's like something you're born with and can't be changed and that's just your lot in life and I don't believe that. I was homeschooled and when I first went to school, you would have said, “I had poor social skills,” but now I have serviceable social skills. JACOB: I think Casey pointed out an important distinction between a disposition to be personable and learn and apply people skills versus the skills you have at a particular moment. I, as a neurodiverse person, I think that's a really important thing because I'm sure people have said behind my back many times in my life that I don't have people's skills without commenting on the disposition of my ability to do well and interface with people. I think they’re two different things. MELISSA: I think neurodiverse people—I'm also in that category—also sometimes are even better at certain people's skills because we've been told we have these issues and we really want to think about them. I've read a lot of books; I don't think most neurotypical people have read as many books as I have on human psychology. I wasn't a psychology major—I just want to know why are these normal people trying to get me to do these things? What does it mean? That's a level I’m asking? Yeah, but that's a skill and it's a learned skill that is valuable to me. REIN: Can we talk about unions again because I have a question? If you already talked about this before I got here, just let me know. But my question is: what would you say to someone who really has no idea how to get started with this, but thinks that there's an opportunity to organize their company is worried about retaliation and things like that and wants to get started? MELISSA: Yeah. Get in contact with, they could DM me and I could connect them to people at the current Glitch union, or two, you can approach a union directly. CWA is happy to help. The union that Kickstarter organizers worked under OPEIU, I think is also another option. It can be hard to pick a union because some only do local organizing, but there are some that are national like CWA. CWA has a lot of resources. I would just go with them at first. But you can always do your research and stuff. I'd just be careful with people who direct you to those petition sites, or whatever and that did happen to me. REIN: And don’t do your organizing on the company Slack. MELISSA: Oh yeah, for sure. Use Signal, don't do it on company time when you're supposed to be working, build social relationships with people at work. Although, it could be, I don’t know if – I was a member of a company where they specifically seem to discourage social relationships. I was a contractor. I wonder if that was a way that they were discouraging organization and unionizing. You see that with Uber and stuff like that. Uber drivers, they're not given a company Slack, pr whatever, or even like, they don't have a way to chat with other drivers. They've had to do this on their own time on Facebook; they've used Facebook to organize. So definitely don't use any company resources, or company time. You're not legally protected if you do that. If you do contact CWA and stuff, they'll tell you what's legal and illegal. It is for example, legal to organize during lunch, I believe, but you should definitely check that beforehand. And then you get into issues if you're remote, time zones, everyone has lunch at a different time. You have to be creative. REIN: Yeah. It turns out it's legal, except for all of these loopholes that make it not legal and companies are incentivized to make the case that what you did was illegal so that they can fire you. So just be extra careful. MELISSA: Yeah. I don't know. I've known of union organizers that they're going to find a way to fire some of them, but if you can stand up and up in your job, you're harder to fire. Make sure to attend all your meetings. Don't be late to work. I am not a fan of that and I think it's very unfair that you have to be expected to live by this perfect standard that non-organizing employees don't have to follow, but I'm willing to do it for the union. REIN: Yeah. I mean, just be aware that once it becomes apparent that this is what you're doing, they're going to try to fire you—any company will—and so you need to be on your best behavior even more so than you were before. MELISSA: And it is scary organizing unions. I've often wondered would I have been laid off if there was a union, or not? I don't know. But the thing is you negotiate severance for me and I didn't have to do that individually. So it gave me a good cushion when I was laid off and I know people who are laid off who didn't have those things. A company can hurt you even if you don't unionize and at least, unions give you some protection and I'm very grateful to CWA negotiating my severance. REIN: So are we getting close to reflections? CASEY: I think it is time for reflections. I can go first. As a product manager and engineering manager before, I've always been interested in being part of a union and it's awesome hearing a success story about how, what happened at a company, even though it was the formal type that I'm not eligible for as a manager. But now I'm very interested in looking up some of these alternative forms like sectoral marketing, minority union. I think there's a whole lot happening recently that could help middle managers like me and a lot of my roles have the benefits. Often, I hear, “No, you can't possibly ever be part of a union. Why would you even ask that question?” And it's just great to hear someone actually who has worked with a union and say, “No, that's possible. It's just a different form. Not covered by loss.” That's what I want to hear. That's what I wanted to believe. MELISSA: Yeah. It's so unfair. Unions are just what's the law now doesn't have to be the law tomorrow, for example and different countries have different forms of unions and stuff, so. JACOB: I'm thinking more about the thread we got on about personal skills, people skills and I'm thinking more about how those can be really just a function of the culture of your team and who's on it and what everyone's individual needs are and how their brains are wired and so many other factors. I'm just thinking about, “Well, what are the right skills that I need for my team rather than just an arbitrary, or a universal list of what those skills might be?” MELISSA: Yeah. I'm thinking I need to like – I'm here talking about unions and there's so much I don't know about unions. I'd like to study unions in other countries, especially. I really want to learn about different forms of unionization and really delve into the history of unionization. I've done it a little. I was never taught that much about unionization in school and stuff like that, especially from homeschool because my parents were anti-union. But even when I went to public school, after being homeschooled, we really didn't talk that much. I know about the Triangle Shirtwaist Fire, but I think for most people, we don't know that much about it and I definitely want to beef up my history and international knowledge on that. REIN: Yeah. I think also looking into collectivization work around collectives, things like that, there's a tech consultancy that does the websites for Verso and Haymarket and some other lefty publications and there are workers collective and there are actually a surprising number of them. MELISSA: Yeah. That's super interesting to me. I've done a little bit of co-ops and stuff. I've been members of co-ops. There is an interesting article, I forget where I saw it, but it was about how co-ops can be good, but they're not the answer to work, or organizing because often they replace work, or unionization. For example, they were talking about this coffee shop that they were trying to unionize and they all got fired and then they formed a co-op and that was seen as success, but it's not necessarily. For example, I'm a member of a co-op, a food co-op, and the workers there were trying to unionize and the co-op was union busting them and that was like, wow, that is really special and as a member of the co-op, I was writing to the board. I was like, “How dare you, I'm going to quit.” [chuckles] We should recognize the union. They really fought that union and I was like, “This is supposed to be – co-op is supposed to be empowering to workers,” but just like unions, there are many different forms of co-ops. There's a very interesting history, especially internationally and I don't even know the tip of the iceberg on that. But I'm very fascinated and having been in co-ops and been involved with co-ops. Another issue with co-ops is often the membership that can be almost like trade unions in that, there can require an onerous process to join one. REIN: I think the thing I'd like to leave our listeners with, you might've heard the saying, “An injury to one is an injury to all,” and you might know that that comes from the IWW, I believe. But you might not know that it comes from preamble to their constitution, which says in part, “Trade unions foster a state of things which allows one set of workers to be pitted against another set of workers in the same industry, thereby helping to feed one another in wage wars. Trade unions aid the employing class to mislead workers into the belief that the working class have interests in common with their employers. These sad conditions can only be changed and the interest of the working class upheld only by an organization formed in such a way that all of its members in any one industry, or in all industries, if necessary, cease work whenever a strike or lockout is on.” So the IWW obviously believes very strongly, you have to organize whole companies and not just the techies maybe get their union because they're special. I mean, can you imagine if Uber, if the tech workers and the drivers unionized together? They share the same interests, folks they could do that. MELISSA: Yeah. That's an interesting question. Like, could they? That's another thing that contracting, or permalansing, I don't know, maybe there'll be a major court challenge, especially with the Biden administration where the National Labor Board might be more sympathetic. Can contractors unionize with regular workers? Contracting is a way to bust unions and to keep people in a position of precarity, but what if they ruled that you can unionize. Once you realize that’s arbitrary, you're like, “Oh, if you've got good enough lawyers, if you have politicians that can get involved, maybe unionization 10 years from now will look really different because maybe they –” REIN: Yeah, the main difference is that the drivers don't have multi-million dollar lobbying organization that they're backed by. That's the main difference and the reason they're not getting the respect they deserve. Special Guest: Melissa McEwen.

"DJ Meredith motivates you with the latest Electronica from artists like GØNZA, Deiver, Vanilla Ace and so many more! Tracks like ‘Top People’ by Fran Evolution will help you smash your fitness goals! “You may not control all the events that happen to you, but you can decide not to be reduced by them.” – Maya Angelou “Doing better means you go out of your way to find a better way to do things.” – Holly Ruttenbur Dickinson “Be there for others, but never leave yourself behind.” – Dodinsky “Push yourself again and again. Don’t give an inch until the final buzzer sounds.” – Larry Bird 00:00 - Mic Break 01:38 - Move Like This - Claudia Tejeda 08:22 - Top People (Angel Heredia Remix) - Fran Evolution 14:25 - Mic Break 14:33 - 202 (Original Mix) - Cubemode 21:13 - Bandido (Original Mix) - GØNZA 28:47 - Mic Break 28:54 - Hydra (Original Mix) - Andrea Signore 35:33 - Acid Party (Original Mix) - Deiver 41:49 - Mic Break 41:54 - Python (Club Mix) - Sakin Bozkurt 49:17 - Dangerous (Extended Mix) - Vanilla Ace, Sonickraft 54:23 - Mic Break 54:40 - Moon Lasers (Original Mix) - Bang Dee 60:30 - Slapping (After Mix) - Bruno Box 64:22 - Mic Break 65:55 - Laser Trip (Francis Davila Remix) - Andre Salmon, Eurostep 72:40 - Finish "

"DJ Meredith motivates you with the latest Electronica from artists like GØNZA, Deiver, Vanilla Ace and so many more! Tracks like ‘Top People’ by Fran Evolution will help you smash your fitness goals! “You may not control all the events that happen to you, but you can decide not to be reduced by them.” – Maya Angelou “Doing better means you go out of your way to find a better way to do things.” – Holly Ruttenbur Dickinson “Be there for others, but never leave yourself behind.” – Dodinsky “Push yourself again and again. Don’t give an inch until the final buzzer sounds.” – Larry Bird 00:00 - Mic Break 01:38 - Move Like This - Claudia Tejeda 08:22 - Top People (Angel Heredia Remix) - Fran Evolution 14:25 - Mic Break 14:33 - 202 (Original Mix) - Cubemode 21:13 - Bandido (Original Mix) - GØNZA 28:47 - Mic Break 28:54 - Hydra (Original Mix) - Andrea Signore 35:33 - Acid Party (Original Mix) - Deiver 41:49 - Mic Break 41:54 - Python (Club Mix) - Sakin Bozkurt 49:17 - Dangerous (Extended Mix) - Vanilla Ace, Sonickraft 54:23 - Mic Break 54:40 - Moon Lasers (Original Mix) - Bang Dee 60:30 - Slapping (After Mix) - Bruno Box 64:22 - Mic Break 65:55 - Laser Trip (Francis Davila Remix) - Andre Salmon, Eurostep 72:40 - Finish "

If you think in a positive way, your results will be more positive and therefore you will be happier, most of the time. What kind of mindset the top people have? The answer is simple and yet amazing. They think what is that they want most and what they have to do to get it most of the time.

We go over the Super Bowl and offseason trends in the NFL. We also talk about the current NBA power rankings and go through some MLB offseason moves. Lastly, we draft a list of "The Top People you Cannot Count Out." --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/bigslumpin/support

Cole Wright, Ryan Shazier, Kevin Clark, and Danny Kelly give their lists of the top people in football in 2020 (1:50). Cole and Ryan discuss ESPN analyst Booger McFarland’s most recent comments about Dwayne Haskins (1:06:20), and then share a clip of Bakari Sellers's latest interview with quarterback guru Quincy Avery. Avery has trained Haskins in the past, and he talks about what’s next for the young quarterback (1:11:20).  To check out the full episode follow 'The Bakari Sellers Podcast.'

The events business has been hit one of the hardest since the pandemic started. To shed some perspective on the industry and how it's changing, I invited Cheryl Gentry from Glow Global Events to join us. Cheryl Gentry is the Founder and CEO of Glow Global Events.  Named 2019 and 2018 Top People in Events by Bizbash, 2017 Top Influential Women in Meetings and 2017 Brava Award Winner Top Female CEO by SmartCEO Magazine.   In addition to being a leader in the $40-billion event industry , Cheryl is a strategic entrepreneur constantly seeking out innovative opportunities. Gentry has been a role model and prominent voice on entrepreneurship. Serving on the boards of Network for Teaching Entrepreneurship (NFTE) and the Kigali Reading Center in Rwanda.  Gentry was inducted into the YWCA/New York City Top Women Executives, received the Howard University Alumni Association Golden Bison Award, the Thurgood Marshall College Fund Outstanding Achievement Award to name a few. She's been featured in O, the Oprah Magazine, Black Enterprise, Huffington Post among others.Managing a global agency, Gentry travels extensively.  She journeyed to Cuba on a humanitarian mission, summited Mt. Kilimanjaro in 5 days, skydived from 10,000 feet, trekked alongside silverback gorillas in Rwanda, walked with lions in South Africa and swam with dolphins in Mexico.Glow Global Events, is a Certified Minority Business Enterprise (W/MBE).About Glow Global EventsGlow Global Events, recently ranked No.145 on Inc. 5000, Fastest Growing Companies in America list, is a New York-based, full-service agency specializing in dynamic, purpose-driven events.  Over the course of more than 20 years, the agency has successfully coordinated meetings, conferences, galas, outdoor events, and other special productions in the U.S., Asia, Africa, and Europe.  Glow Global serves a mix of brands, nonprofits, A-list celebrities and organization including Allianz, Shiseido,  FIFA, PGA and United Way of New York City.

In this episode we discuss with our guest Jason Motley the history of racial tensions in America and the church. We also shared a list of people we would love to have lunch with. News and Reviews (00:01-28:58) Mitch Darrell & Boomer - Stop Killing Us (28:59-30:09) Top People to Have Lunch With (30:10-1:01:46) Lecrae - Cant Stop Me Now (1:01:47-1:05:45) Racial History in America (1:05:46-1:52:35) We Came As Romans - Carry the Weight (1:52:36-1:56:25)

In this episode we discuss with our guest Jason Motley the history of racial tensions in America and the church. We also shared a list of people we would love to have lunch with. News and Reviews (00:01-28:58) Mitch Darrell & Boomer – Stop Killing Us (28:59-30:09) Top People to Have Lunch With (30:10-1:01:46) Lecrae […]

In this episode of the Strategy & Leadership Podcast, we're joined by Grategy founder and Chief Appreciation Strategist, Lisa Ryan, CSP.  Lisa brings an impressive range of experience to the podcast, spending time as an executive recruiter, working in industrial sales, the welding industry (yes, she welds!), the healthcare industry, and as a speaker. During our conversation, Lisa shares some of that experience with us, including:  Her THANKS process In one of her most successful programs, Lisa uses a process called the THANKS process: build Trust, Help, Acknowledge, Navigate work/life, get to Know them, and Serve a greater mission. During our discussion, she breaks down how to go about each step and how it can help your organization keep it's best employees longer. Culture doesn't change overnight Lisa discusses the undertaking of influencing culture, and how the process is a long one that requires patience and genuine intention. Many organizations consider employee engagement to be an action that is carried out, when in reality it's a process. Your employees will know if you're faking it. Don't leave hourly workers behind Unfortunately, when trying to improve engagement, the hourly workers are often left behind because they aren't seriously considered for chances to move up in the organization. Lisa points out that by letting them know they're important and that the organization is invested in their future, they're much less likely to leave for an extra dollar per hour. The costs of losing great people Losing a great employee can cost anywhere between 1 and 5 times what you're paying them. Not only do you have to recruit, interview and on-board someone new, but you have to hope they are a good culture fit and pray they aren't poached by someone else. The costs of keeping toxic people On the flip side, it can equally bad or worse to keep toxic people on board. If they're sucking the energy out of each room they enter, it will inevitably be your best employees that start to look for work elsewhere, not the worst ones. If you are interested in using a facilitator for your next planning session, learn more here: www.smestrategy.net/strategic-plann…tation-services If you want to learn how to lead the strategic planning process yourself, take our self guided course at: www.smestrategy.net/course

We’re starting this new season of the podcast with a twist. We’re giving you a behind the scenes look at our founder David Novak. In this podcast Ashley Butler Novak interviews her father and gets him to share the leadership lessons that helped him become one of the most successful and admired CEO’s in the world. On this season of the David Novak Leadership Podcast we'll have a quarterly Q&A where David will answer your most pressing leadership questions. You can submit your questions by following David Novak and commenting on his Twitter, Instagram or Facebook pages. David Novak is Founder and CEO of David Novak Leadership, a digital leadership development platform he created to help people move from Me to We and become the best leaders they can be. He is Co-Founder, retired Chairman and CEO of Yum! Brands (Taco Bell, Pizza Hut and KFC), one of the world’s largest restaurant companies with over 45,000 restaurants in more than 135 countries and territories. Novak’s passion is to make the world a better place by developing leaders at all ages through David Novak Leadership, his family’s Lift-a-Life Foundation, Lead4Change, Global Game Changers and The Novak Leadership Institute at the University of Missouri. A renowned expert on leadership and recognition culture, Novak is also a bestselling leadership book author. His highly respected and critically acclaimed books include The New York Times bestseller Taking People With You, The Only Way to Achieve Big Things, The Education of an Accidental CEO, Lessons Learned from the Trailer Park to the Corner Office and his latest parable, O GREAT ONE! A Little Story About the Awesome Power of Recognition. Novak has been recognized as “2012 CEO of the Year” by Chief Executive magazine, one of the world’s “30 Best CEOs” by Barron’s, one of the “Top People in Business” by FORTUNE and one of the “100 Best-Performing CEOs in the World” by Harvard Business Review. He received the prestigious 2015 Horatio Alger Award for his commitment to philanthropy and higher education. David is the host of the David Novak Leadership Podcast. You can subscribe to David’s bi-weekly podcast, leadership newsletter and learn more about his online courses at DavidNovakLeadership.com Listen to other leaders sharing their insights at: davidnovakleadership.com/podcast Follow David on Twitter at twitter.com/DavidNovakOGO Take our FREE Leadership Assessment at: davidnovakleadership.com/survey

Andre is The Host Of Real Talk University and while he is just 19 , he disrupts the Podcasting industry by interviewing people like Lewis Howes while revolutionising the education system! If you are hungry for more of Andre’s Value Bombs , connect with him on LinkedIn: http://linkedin.com/in/andre-haykal-jr-3117b0133

Want to meet top people? Want to get into vital groups? Want Real Success—but you feel held back as an introvert? Do groups make you feel tired? Discover how to use your natural Introvert Advantages for Real Success. Spoken Word Strategist Tom Marcoux and Johanna E. bring you a lively show, filled with real-world success methods. © Tom Marcoux Media, LLC Introverts Own Your Voice Podcast

In this special IWD2019 episode, four experts share their thoughts on tech and the future of the accounting and finance professions. Hear from Oracles's Kimberly Ellison-Taylor and "Changemaker's Playbook" author Amy Radin. We also feature Jennifer Gardner and Clar Rosso of the AICPA & CIMA. There'll be more at our Women's Global Leadership Summit in late 2019 in California. In our first conversation, Kim Drumgo (Diversity and Inclusion Manager for AICPA & CIMA) talks to Kimberly Ellison-Taylor, a global strategy leader at Oracle, USA. Kimberly has been recognized by Accounting Today as one of the “Top People in Public Accounting—2018” and by CPA Practice Advisor as one of the “2018 Most Powerful Women in Accounting.” She was the youngest person, fifth woman, and first person of colour to serve as chairman in the AICPA’s 130-year history. They discuss the profession's changing roles, how technology is fuelling them, and the skills they'll require.  Next, Kim speaks to "Change Maker's Playbook" author Amy Radin. A C-Suite advisor, AICPA Board Member and global speaker, Amy shares her insights on facing change head-on, how to fuel growth, and becoming a changemaker for one's organisation. We also feature a conversation between AICPA & CIMA  Communications Manager Jennifer Gardner and Clar Rosso, the association's Executive Vice-President for Engagement, Learning and Innovation. They discuss the recent release of the World Economic Forum's "Future of Jobs" report, the opportunities that learning opens up for professionals, intentionality,  and the skills outlook for 2022.    QUOTES:  "Technology has really changed how we would have traditionally gone about our careers" - Kymberly Ellison-Taylor "The more diverse your team is, in terms of background, perspective, gender, where they grew up, all of those factors are going to feed a stronger chance of success because you're benefiting from diverse opinions and backgrounds"- Amy Radin.  "Learning doesn't always have to be formal so if you spend the time doing the learning and developing the skills that you need, there's a tremendous amount of opportunity "- Jennifer Gardner   "We have to be really intentional. Think about what am I doing today that's going to help me develop as an individual and draw value for my organisation...really think about where do I want to be and how do I get there?" - Clar Rosso   LINKS: Find out more about the WEF Future of Jobs report and the 2022 Skills Outlook. Read Jennifer Gardner's blog post here. Join us in in person or online at the AICPA & CIMA Women's Global Leadership Summit in November 2019.  Visiting the Chicago area this Spring? Network and learn with your peers at the AICPA & CIMA "CFO Conference" in Chicago this April 24-26th 2019. MORE ABOUT OUR PODCAST: DON'T MISS OUT. Get our shows every week, automatically and free. Share them easily with colleagues and friends by using the icons on your app or media player.  GLOBAL VOICES. Interviews with our international experts are recorded by different members of the AICPA & CIMA team from our offices around the world. While the sound quality may vary, the insights will always be consistently useful. TAKE IT FURTHER. Find related CPD/CPE resources at the AICPA Store and the CGMA Store. STAY CONNECTED.  #GoBeyondDisruption #AICPAWomenLead #IWD2019 @AICPANews @CIMA_News PERMISSIONS. ©2018 Association of International Certified Professional Accountants (AICPA & CIMA). All rights reserved.

John has been named to Business Week's List of Best Young Tech Entrepreneurs and Silicon Alley's List of Top People in NYC Tech. John's company Project X has been recognized by Crain's Fast 50 list and named Top 10 on Inc. 5000 fastest growing companies. Listen to his journey, his mentors along the way, growth tips and the culture he's creating at Project X.  Project X brings brands'​ stories to life in the physical world by using its industry leading tech platform to launch Out-of-Home (i.e. billboards, transit/airport ads, etc.) advertising campaigns.  PJXmedia.com https://www.linkedin.com/in/johnlaramie/ 

In this episode, Tyler outlines all of his favorite people to learn, grow, and level up from.

I can pinpoint some of the exact moments that changed the trajectory of my personal growth journey. It began with a breakup, followed by a career shift and then a […]

I can pinpoint some of the exact moments that changed the trajectory of my personal growth journey. It began with a breakup, followed by a career shift and then a book. Yes, a book. It all started with a meltdown about money, which lead to a friend gifting me this book. That book changed everything for me. I took a look back and identified some major players that have influenced me and my mindset … in a positive way… over the past few years. Here they are:   Dale Carnegie: How to Stop Worrying and Start Living (aka THE book) This was the book that lead me down a path of a complete mindset shift.  The message is incredibly simple and some of it reads as common sense, but for someone like me who use to stress over everything – this is a must read. I won’t ruin it for you in case you do read it, but the biggest piece I took away from this book was this: Most of the things we stress over and worry about, never come to fruition. Think about it!? How much of the stuff that is consuming you and filling you with dread actually ends up happening? Its not likely and its not worth your happiness.   Alexi Panos: YouTube My mind shifted quite a bit after reading that book and I felt inspired to start beginning my days with more intent. During this time I had stumbled across a video from Alexi Panos on my Facebook feed. This was not a coincidence… the Universe dropped that in my lap to keep me on the path towards mindfulness. I began to watch these short, motivational & high vibe videos from Alexi while I drank my morning coffee. It was just that little spark I needed to pay more attention to my thoughts and the way I was talking to myself. This opened up a huge door for me.   Abraham Hicks: The Law of Attraction: The Basics of the Teachings of Abraham & YouTube During this time, I began to see & hear the word “manifestation” a lot throughout my search on YouTube for motivational videos. Naturally, I wanted to know more about this… particularly how to manifest more money. Abraham Hicks kept popping up in my search so I finally gave it a listen. My first reaction- what on earth is this lady talking about. Is her name really Abraham? It was a bit confusing at first, but something kept me intrigued. I kept listening to her seminars, and piece-by-piece the message became crystal clear to me. This is exactly what I needed to find, and where I began to go through a massive internal transformation. I was diving deep into the world of the Law of Attraction, and I felt like I had finally found my church. These were my people, and I truly believed in this way of life. I listened to her speak for almost every day for 2 years. Besides ol’ Dale getting me started on this path of change, the words of Abraham Hicks have made the most impact on me, without a doubt.   Tony Robbins: YouTube Ahhh, Tony. Who doesn’t know about Tony?! I knew of him, but I didn’t truly know the scope of the incredible work he did. My morning motivation videos evolved from Alexi to Tony Robbins and man, did he light a fire underneath me. I love his no bullshit approach to every message he delivers. His words really helped me become aware of having a victim mentality, and shifting that to taking control of my reality. I feel like I’ve only scratched the surface when it comes to the material Tony Robbins has to offer but whatever he touches is good & gold. Maybe one day I will do something really awesome and go to one of his seminars…   Tim Ferriss: The Tim Ferriss Show & The 4-Hour Workweek: Escape 9-5, Live Anywhere, and Join the New Rich Up until this point I had been focusing solely on personal growth & development- mainly around money, relationships, my body image, and confidence. I had started a new position in my job which took us from Orange County to Chicago and I had been battling some rough inner-dialog throughout this change on whether or not I had the ability to succeed in the workplace. Once again, the Universe dropped me a life raft and I came across a Ted Talk fr...

I can pinpoint some of the exact moments that changed the trajectory of my personal growth journey. It began with a breakup, followed by a career shift and then a book. Yes, a book. It all started with a meltdown about money, which lead to a friend gifting me this book. That book changed everything for me. I took a look back and identified some major players that have influenced me and my mindset … in a positive way… over the past few years. Here they are:   Dale Carnegie: How to Stop Worrying and Start Living (aka THE book) This was the book that lead me down a path of a complete mindset shift.  The message is incredibly simple and some of it reads as common sense, but for someone like me who use to stress over everything – this is a must read. I won’t ruin it for you in case you do read it, but the biggest piece I took away from this book was this: Most of the things we stress over and worry about, never come to fruition. Think about it!? How much of the stuff that is consuming you and filling you with dread actually ends up happening? Its not likely and its not worth your happiness.   Alexi Panos: YouTube My mind shifted quite a bit after reading that book and I felt inspired to start beginning my days with more intent. During this time I had stumbled across a video from Alexi Panos on my Facebook feed. This was not a coincidence… the Universe dropped that in my lap to keep me on the path towards mindfulness. I began to watch these short, motivational & high vibe videos from Alexi while I drank my morning coffee. It was just that little spark I needed to pay more attention to my thoughts and the way I was talking to myself. This opened up a huge door for me.   Abraham Hicks: The Law of Attraction: The Basics of the Teachings of Abraham & YouTube During this time, I began to see & hear the word “manifestation” a lot throughout my search on YouTube for motivational videos. Naturally, I wanted to know more about this… particularly how to manifest more money. Abraham Hicks kept popping up in my search so I finally gave it a listen. My first reaction- what on earth is this lady talking about. Is her name really Abraham? It was a bit confusing at first, but something kept me intrigued. I kept listening to her seminars, and piece-by-piece the message became crystal clear to me. This is exactly what I needed to find, and where I began to go through a massive internal transformation. I was diving deep into the world of the Law of Attraction, and I felt like I had finally found my church. These were my people, and I truly believed in this way of life. I listened to her speak for almost every day for 2 years. Besides ol’ Dale getting me started on this path of change, the words of Abraham Hicks have made the most impact on me, without a doubt.   Tony Robbins: YouTube Ahhh, Tony. Who doesn’t know about Tony?! I knew of him, but I didn’t truly know the scope of the incredible work he did. My morning motivation videos evolved from Alexi to Tony Robbins and man, did he light a fire underneath me. I love his no bullshit approach to every message he delivers. His words really helped me become aware of having a victim mentality, and shifting that to taking control of my reality. I feel like I’ve only scratched the surface when it comes to the material Tony Robbins has to offer but whatever he touches is good & gold. Maybe one day I will do something really awesome and go to one of his seminars…   Tim Ferriss: The Tim Ferriss Show & The 4-Hour Workweek: Escape 9-5, Live Anywhere, and Join the New Rich Up until this point I had been focusing solely on personal growth & development- mainly around money, relationships, my body image, and confidence. I had started a new position in my job which took us from Orange County to Chicago and I had been battling some rough inner-dialog throughout this change on whether or not I had the ability to succeed in the workplace. Once again, the Universe dropped me a life raft and I came across a Ted Talk fr...

Most of us know how hard it can be to find words to say when someone we know is going through a really difficult time. Here, Alan Pike shares a glimpse into the support he provides to people affected by life changing trauma. He explains what it feels like to turn up and knock on someone’s door, not knowing what you’re going to find on the other side. He shares his own very personal story of loss. And there are nuggets of wisdom for us all from his years 14 years of working for CCP. I’d like to thank Alan and CCP who have supported Missing People for many years, helping us to develop our counselling services for families missing a loved one.

In episode 43, Jack & Miles are joined by comedian Edgar Momplaisir to discuss Lavar Ball & his sons, Rand Paul, Time Person Of The Year, Al Franken, Brock Turner, Harvey Weinstein, Israel & Palestine, Trump speeches, the Jolene song, & more Learn more about your ad-choices at https://news.iheart.com/podcast-advertisers

Sam Robins has over 20 years working in the heart of police investigations, as an Analyst and Intelligence Manager for the police. A dark, complex role from initial investigations, right through to court hearings. Sam has handled some of the most sensitive intel – information from human sources. You get that wrong and a life could be in danger. Her career to date has involved working on some of the most horrific crimes of recent years - from the murder of schoolgirl Milly Dowler, to the fatal shootings of the Al Hilli's in the French Alps. Here, Sam tells us about the heart of her mysterious work, the impact on her and how she's coped. This interview doesn't make for easy listening, but Sam's drive to seek justice for the victims and her upbeat character shines through the dark subject matter. And, ultimately, Sam sees good everywhere. Now that's a message worth hearing

Dame Ellen MacArthur – a highly focused, intrepid, formidable, humble all-round achiever. Ellen sailed to the ‘bottom of the earth and back again’ solo, breaking the world record. She set up the Ellen MacArthur Cancer Trust in 2003 to build children’s confidence through sailing. She went on to found the Ellen MacArthur Foundation in 2010 to fundamentally change the world’s economy to protect our finite resources. Listen and be bowled over with this. Full of nuggets about resilience, leadership and innovation.

Liam Walker - an inspired guy who completes crazy challenge events, is a top barrister, dad, husband and supporter of Help Refugees through fundraising and action - he opened up his own home too. Listen and be moved. It will energise your belief that you can achieve things you didn't think you could.

Sunday, May 6, 2012 Church Wide Retreat 2012 Speaker: Robert Daniels Duration: 01:30:05

Are you struggling to find employees with the right skill sets to grow your business? Are you constantly trying to turn B and C employees into A-players? Eric Herrenkohl, author of How to Hire A-Players: Finding the Top People for Your Team – Even If You Don’t Have a Recruiting Department, talks with Jim Lobaito about how to recognize and recruit top talent for your company. Herrenkohl shares with Jim how company leadership, not just HR, must act as recruiters-in-chief – always on the look out for the next A-player to add to their team.

In case you didn't notice, the podcast has a new name! Hooray! In this episode, we discuss upcoming Anime live action adaptations. Plus, a review of Arcade Gamer Fubuki.