Podcasts about Top Talent

Send us Fan MailBrandon Seigel and guest Will Humphreys, founder of Virtual Rockstars, delve into the essential strategies for recruiting A-players in today's competitive healthcare landscape. They challenge the notion of a talent shortage, highlighting that many practices face a lead generation problem rather than a recruitment one. Discover how creating unique online communities, establishing a strong company identity, and nurturing a vibrant culture can transform your recruitment efforts and attract top-tier professionals. Will shares inspiring examples, including a pelvic floor therapy practice that successfully built a talent pipeline through online educational platforms. Learn why authenticity, clear values, and a compelling vision are non-negotiable for securing and retaining the best in the business. Recruit A-players effectively by cultivating a community that aligns with your practice's values and vision. What You'll Learn:The primary challenge in recruitment is often lead generation, not a lack of available talent.How online communities can serve as powerful tools for attracting and vetting A-players.The significance of a unique company identity and culture in differentiating your practice from competitors.Why articulating and living your core values is crucial for attracting aligned team members.Strategies for fostering employee retention by providing a clear vision and future within the company.Real-world examples of successful niche recruitment through community building.Don't miss this in-depth discussion on building a resilient and high-performing team by rethinking your recruitment approach and focusing on authentic connection and shared values. #PrivatePracticeSurvivalGuide #RecruitingAPlayers #HealthcareRecruitment #TalentAcquisition #CompanyCultureWill Humphreys is a physical therapist, entrepreneur, and healthcare innovator who helps private practice owners start, scale, and sell their businesses. After founding and growing one of Arizona's largest PT practices to five locations, Will sold the company in 2018 and launched multiple ventures, including Virtual Rockstar, which connects medical offices with highly trained virtual assistants from the Philippines.With over two decades of experience in leadership, recruiting, and culture-building, Will has become a sought-after speaker for his dynamic, humorous, and practical approach to solving the biggest challenges facing outpatient practices. His work focuses on helping owners free themselves from administrative burdens, create raving fans among patients and teams, and build scalable systems for growth.When he's not speaking or running his companies, Will hosts The WillPower Podcast, where he inspires healthcare entrepreneurs to increase their impact on patients and change the broken healthcare system. He is also passionate about mentoring young professionals, faith-based initiatives, and global humanitarian work.https://www.facebook.com/people/Will-Power-Project/61559075266036/ https://www.instagram.com/willpowerproject https://willpower.buzzsprout.com https://www.youtube.com/@WillPowerFreedom Welcome to Private Practice Survival Guide Podcast hosted by Brandon Seigel! Brandon Seigel, President of Wellness Works Management Partners, is an internationally known private practice consultant with over fifteen years of executive leadership experience. Seigel's book "The Private Practice Survival Guide" takes private practice entrepreneurs on a journey to unlocking key strategies for surviving―and thriving―in today's business environment. Now Brandon Seigel goes beyond the book and brings the same great tips, tricks, and anecdotes to improve your private practice in this companion podcast. Get In Touch With MePodcast Website: https://www.privatepracticesurvivalguide.com/LinkedIn: https://www.linkedin.com/in/brandonseigel/Instagram: https://www.instagram.com/brandonseigel/https://wellnessworksmedicalbilling.com/Private Practice Survival Guide BookThis show is proudly produced at PS Studios — learn more https://www.psstudios.co

Send us Fan MailLooking for Top Talent in Defence and Security? Meet NATO Youth

Have you hired the same role more than once and watched it still not work out, even with genuinely talented people? If your answer is yes, that's not a talent problem.In this episode of the Opt In Podcast, Melissa Franks tackles one of the most common hiring mistakes small business owners make: assuming an A player is an A player everywhere. Not a question of skill, but of fit. There are only two operating modes at work, builder and steady state, and hiring the wrong one into a role sets even the most talented person up to fail.If your job description hasn't changed since the last time this role turned over, someone is paying for that gap. Spoiler: it's your business.Melissa breaks down why founders keep hiring skilled people into the wrong seat (it's not bad luck, it's an undefined role), walks through the two-column audit you can run on any role this week, and gives you the exact framework for figuring out whether the seat needs a builder or a steady state person, before you ever post the job again.In This Episode:Why "I want the best person" is the wrong starting point for a job descriptionThe real difference between a builder and a steady state person, and why it has nothing to do with seniority or departmentThe two-column exercise to diagnose exactly why past hires in this role didn't workWhy a job description without defined performance metrics guarantees your new hire defaults to what worked at their last jobHow to figure out which one you are as a founder, and why that determines who you hire nextWhy your best people quietly leave, and it's rarely about the moneyYour homework: one role, one audit, one honest answer.Connect with Melissa:Book a free consultation with Melissa → https://www.melissafranks.comLearn more about On Call COO fractional services → https://www.melissafranks.comWatch the Episodes on YoutubeInstagram: instagram.com/melissa_franks LinkedIn: Melissa Franks

The Institute of Internal Auditors Presents: All Things Internal Audit In this episode, we're getting into the daily realities of modern internal auditing — the messy, practical, and sometimes uncomfortable challenges that don't always make it onto conference agendas. Jas Gill sits down with Asim Fareeduddin to talk through what's shaping internal audit. Fareeduddin shares why business acumen is the hardest skill to hire for, how to think about AI beyond the basics, and why understanding how your company makes, and could lose, money is the foundation of every valuable audit. HOST: Jasdeep Gill, CIA, CISA, CISM, CFE Senior Manager, Internal Audit and Assurance, RELX  GUEST: Asim Fareeduddin, CISA, CPA, CISM, CIPP, CISSP Head of Internal Audit and Assurance, RELX KEY POINTS: Introduction [00:00:02-00:00:50] Geopolitical Instability and Flexible Audit Planning [00:00:50-00:02:43] Cyber Risk, Upskilling, and Second-Line Collaboration [00:02:43-00:05:31] Auditing Culture and Behavior [00:05:31-00:07:05] Measuring Internal Audit Impact [00:07:05-00:10:04] Business Acumen and the Future Audit Talent Profile [00:10:04-00:12:36] Upskilling Through AI, Training, and Practical Exposure [00:12:36-00:14:45] Competing for Top Talent [00:14:45-00:17:29] Skills for the Modern Internal Auditor [00:17:29-00:21:31] Building Professional Courage and Trust [00:21:31-00:24:50] Commercial Curiosity and Understanding Revenue Risk [00:24:50-00:27:44] IIA RELATED CONTENT:  Interested in this topic? Visit the links below for more resources: Global Internal Audit Standards Vision 2035 Cybersecurity Topical Requirement Knowledge Center: Artificial Intelligence Communicating with the Board: Turning Audit Insights   Visit The IIA's website or YouTube channel for related topics and more. Follow All Things Internal Audit: Apple Podcasts Spotify Libsyn Deezer

Send us Fan MailHeylands Lowry is a globally experienced continuous improvement and operational excellence leader with deep expertise in Lean manufacturing, Six Sigma, and organizational transformation. Over the course of his career, he has helped companies across medical devices, aerospace, and manufacturing build sustainable systems that improve efficiency while strengthening culture and employee engagement. Known for his ability to connect with people at every level of an organization, Heylands focuses not just on process improvement, but on creating lasting behavioral and cultural change.  Most recently, Heylands served as Director of Continuous Improvement at Intuitive, where he developed and deployed company-wide Lean and Six Sigma training initiatives that reached hundreds of employees across multiple events and workshops. His work included embedding DMAIC methodologies and Lean principles into core business processes while mentoring cross-functional teams on strategic improvement initiatives. One notable achievement involved reducing a surgeon payment cycle from three months down to fewer than five business days.  Prior to Intuitive, Heylands spent nearly fifteen years at Edwards Lifesciences, where he held leadership roles focused on business excellence and Lean deployment. During that time, he led numerous high-impact initiatives, including productivity improvements, throughput increases, inventory optimization, and multimillion-dollar Six Sigma projects. His contributions earned him repeated recognition as Top Talent within the organization, a distinction reserved for fewer than ten percent of employees.  Earlier in his career, Heylands led process improvement initiatives at Panasonic Avionics Corporation and served as a Six Sigma Champion at ITT Industries, where he was selected as one of only 48 employees out of 9,000 for advanced Six Sigma leadership training. Across these roles, he helped organizations streamline operations, prioritize high-value projects, and create scalable infrastructures for continuous improvement.  In this conversation, we explore what it really takes to sustain continuous improvement efforts inside large organizations, why cultural buy-in matters more than most leaders realize, and how engineers and technical professionals can become more effective problem solvers, mentors, and change agents inside their teams.  LINKS: Heylands Lowry LinkedIn: https://www.linkedin.com/in/heylands-lowry-64211a99/ Heylands Lowry website: https://www.intuitive.com/en-us Aaron Moncur, host PDX 2026 is October 20-21 in Phoenix, AZ. Attendee tickets are 50% off August 3-7 only. Learn more and register at https://pdexpo.engineer/  Subscribe to the show to get notified so you don't miss new episodes every Friday.The Being An Engineer podcast is brought to you by Pipeline Design & Engineering. Pipeline partners with medical & other device engineering teams who need turnkey equipment like cycle test machines, custom test fixtures, automation equipment, assembly jigs, inspection stations and more. You can find us at www.teampipeline.usWatch the show on YouTube: www.youtube.com/@TeamPipelineus 

Valérie Tétreault, Vice-President, Communications & Professional Events with Tennis Canada Image: AP Photo/Kin Cheung

Your top talent doesn't always quit because they're unhappy. Often, they simply can't see what their next move is. And if that's the case, it's not their fault: it's yours!Every leader I talk to at the moment is obsessed with retention; it feels like it's getting harder for them to hold onto their top performers. Job tenures are declining, but the averages often mask the real story. In this episode, I explain why a scarcity mindset entices good leaders to do dumb sh!t, by playing defence at exactly the wrong moment; and I walk you through the two hardest conversations you'll have with your top talent. If you get them wrong, you'll lose your best people when it could have easily been avoided. But, if you get them right, you'll get more out of them for longer, even though you know you might lose them eventually.It doesn't matter what your team structure is… it doesn't matter whether or not a promotion opportunity exists… your job, as a leader, is to develop, grow, and stretch every individual to bring out their best, no matter what.Links mentioned in this episode:No Bullsh!t Leadership episodes:Ep.404: 8 Surprising ways to Reduce Unwanted TurnoverWikipedia link:Superbowl LIBLSUS Bureau of Labor StatisticsLBT link:Leadership Beyond the Theory————————You can connect with me at:Website: https://www.yourceomentor.comFacebook: https://www.facebook.com/yourceomentorInstagram: https://www.instagram.com/yourceomentorLinkedin: https://www.linkedin.com/in/martin-moore-075b001/Youtube: https://www.youtube.com/@YourCEOMentor————————Our mission here at Your CEO Mentor is to improve the quality of leaders, globally. Your boss wants more with less. Your team wants less, full stop. You're stuck in the middle.Leadership Beyond the Theory is 9 weeks to promotion-ready leadership.2,800+ leaders from 150+ organisations. 99% would recommend.Doors are now open for the June 2026 cohort, they close Fri 26 June!Join the cohort here: https://go.leadershipbeyondthetheory.com/ Hosted on Acast. See acast.com/privacy for more information.

Why Top Talent Stays: They Know How to WinWhy do some organizations consistently retain top performers while others struggle with turnover?In this episode of the People/AI Strategy Forum, Sam Reeve speaks with Andy Neary, Founder of Complete Game Consulting, about the connection between employee retention, leadership, confidence, and performance. Andy shares the Brand Authority Blueprint, a practical framework that helps professionals and leaders identify what makes them unique, define who they serve, understand the problems they solve, and build a repeatable approach to creating value.The discussion explores how organizations can improve recruiting, retention, sales performance, leadership development, and employee engagement by helping people gain clarity and confidence in their roles.In This Episode:• Why top talent stays when they know how to succeed • The Brand Authority Blueprint framework • Leadership lessons from professional sports and business • Building confidence through clarity and ownership • Recruiting and retaining high-performing employees • The role of trust in modern sales and leadership • Practical uses of AI for coaching and professional development • Why leaders should focus on strengths, not just mistakes • The importance of investing in personal growthKey TakeawayThe best employees do not stay simply because they like where they work.They stay because they understand how to create value, achieve success, and continue growing within the organization. Guest: Andy NearyLearn more: https://completegameconsulting.comConnect with Andy: https://www.linkedin.com/in/andynearyLearn more about CompTeam: https://compteam.net/Watch the full video episode: https://www.youtube.com/@PeopleStrategyForumPoweredByCompTeamIf you enjoyed this episode, follow the People/AI Strategy Forum on your preferred podcast platform and join the conversation! About the People/AI Strategy Forum The People/AI Strategy Forum explores how leaders navigate the intersection of people strategy, leadership, and artificial intelligence. Hosted by Sam Reeve, Founder & CEO of CompTeam, the Forum features conversations with executives, practitioners, and experts shaping the future of work.Learn more about CompTeam and the People/AI Strategy Forum at compteam.net.

In this episode of The Steward Chair, host Jeff Bond sits down with Jackie Cardello, President of GRF CPAs & Advisors, to discuss how values, independence, and community impact drive sustainable success. Jackie shares how her background in English, philosophy, and psychology fuels human-centered leadership in a technical industry. We explore GRF's courageous pivot from an "eat what you kill" compensation model to a goals-based system that rewards collective stewardship and leadership behaviors. Jackie also shares the strategic advantages of remaining fiercely independent and managing difficult partner conversations with vulnerability. Key Takeaways The Humanities Edge: A background in philosophy and psychology builds the empathy and communication skills required to lead people and navigate tough organizational shifts. Incentivizing Stewardship: Swapping out individual profit models for goals-based compensation allows a firm to intentionally reward mentorship and collaboration over short-term revenue. Independence as a Magnet: Staying independent preserves a firm's core values, allowing for client-first decision-making and an authentic culture that naturally attracts and retains top talent. Resources Mentioned Visit https://www.grfcpa.com/ Follow Shane on LinkedIn at Follow GRF CPAs & Advisors (GRF) on social media at: LinkedIn: https://www.linkedin.com/company/grf-cpas-and-advisors Twitter / X: https://twitter.com/grfcpas Instagram: https://www.instagram.com/grfcpas/ Follow Jackie on LinkedIn at: https://www.linkedin.com/in/jackie-cardello-grf/ Join the ConversationThe Steward Chair is about equipping and inspiring business leaders to build organizations that stand the test of time. If this episode resonated with you, share your biggest takeaway and tag us on LinkedIn: Chat With Leaders Media https://www.linkedin.com/company/chatwithleaders/ and End of the Line Productions https://www.linkedin.com/company/end-of-the-line-productions/. See omnystudio.com/listener for privacy information.

In an increasingly competitive business environment where organizations are battling economic uncertainty, changing workforce expectations, and a shrinking pool of highly skilled professionals, The Office tackles one of the most important questions facing business leaders today: how do organizations attract and retain top talent?Kolawole sits down with Christian Isaac, an accomplished human resource professional and Full Member of the Chartered Institute of Personnel Management of Nigeria (MCIPM), to explore the strategies organizations must adopt to remain employers of choice in challenging times.Drawing from his extensive experience leading people and talent initiatives, Mr. Isaac discusses the evolving expectations of today's workforce, the importance of employee value propositions, workplace culture, leadership effectiveness, career development opportunities, and how organizations can create environments where talented employees choose to stay and thrive.The conversation also examines the realities facing employers in Nigeria's current economic climate, highlighting the delicate balance between business sustainability and employee satisfaction. From recruitment strategies and talent pipelines to engagement, retention, and succession planning, the discussion provides practical insights for business leaders, HR professionals, and aspiring executives alike.Insightful, strategic, and highly relevant, this episode reinforces the idea that an organization's greatest competitive advantage is often its people—and the ability to attract, develop, and retain the very best among them.

Why do smart, well-funded companies still end up slow, stuck, and unable to execute? In this episode, Lisa Goldenthal breaks down the hidden forces that stall AI initiatives and quietly drain momentum from top-performing teams. From "permission addiction" to approval overload, she explains why organizations don't fail because of bad strategy—but because decisions move too slowly and talent stops speaking up. Lisa explores the real cost of slow decision-making, including the measurable revenue impact of what she calls the "Slowness Tax," and reveals why so many leaders unknowingly create systems where people wait instead of act. Most importantly, she shares practical ways to fix it: how to remove unnecessary bottlenecks, push decision-making closer to the work, and re-empower teams so top talent doesn't disengage in silence. If you're a leader navigating AI adoption, organizational speed, or team performance, this episode will challenge how you think about control, trust, and execution.

In this episode of Just Compensation, Andrew E. Graw, Chair of Lowenstein's Executive Compensation and Employee Benefits group, Taryn E. Cannataro, and Kate Basmagian discuss inducement equity grants, a tool employers use to attract top talent in competitive markets. The conversation discusses how inducement equity grants can be used to issue awards outside shareholder-approved equity plans, and what employers must look out for to ensure they are complying with proper approval procedures, applicable listing rules, and timely and accurate disclosure requirements. Andrew E. Graw, Partner, Chair, Executive Compensation and Employee Benefits Taryn E. Cannataro, Counsel, Executive Compensation and Employee Benefits Kate Basmagian, Partner, Capital Markets & Securities Group

What you'll learn in this episode: ● The “commit or quit” mindset shift that defines high-performing leaders ● How to attract and retain top talent who align with your vision ● Why teaching and sharing knowledge makes you irresistible to top recruits ● The 50/50 rule for hiring success and how to avoid costly misfits ● The two activities every business owner must prioritize to scale — daily lead generation and weekly recruiting ● How to create a business culture that draws ambitious, growth-minded people  

Top Ethereum talent is leaving. The Ethereum Foundation is shrinking. And one question now hangs over the entire ecosystem: what happens to ETH if the EF steps back?In this livestream, Camila Russo is joined by Dankrad Feist, Laura Shin, Ajit Tripathi, and William Mougayar to break down the EF departures, leadership turmoil, the cypherpunk mandate, the debate over tokenomics, and whether Ethereum is still positioned to win as competition intensifies.The big tension in this conversation is clear: the EF may be choosing to do less, but the market is demanding more. So if Ethereum is entering a new phase, who organizes, who builds, and who fights for ETH from here?Explore The Defiant ✨

Every great entrepreneur wants (and deserves) to have a dependable team around them so they can be freed up to develop new ideas and focus on growing their business. But how do you get one? After all, the first question most entrepreneurs ask when they join The Strategic Coach® Program is, “Where do you find such great team members?” In this episode of Inside Strategic Coach, Dan Sullivan and Shannon Waller finally answer this question in-depth. From identifying and nurturing Unique Ability® within a team and creating a positive and collaborative work culture to investing in team members' growth, Dan and Shannon share everything that makes Strategic Coach® a magnet for skilled and passionate talent—and how to become one too.Here's some of what you'll learn in this episode: The number one tool necessary for building and maintaining a great team.How to determine if an activity is right for a person.Why Strategic Coach team members don't really need to be managed, monitored, or motivated.How Strategic Coach creates an incredible sense of safety for its team members.The two things that team members are looking for.Why you should think of hiring someone as an investment, not a cost.  Show Notes: At Strategic Coach, you're always either winning or learning. There are a lot of Coach tools that support having a great team. Everybody's on their own unique growth path in terms of who they are and the kind of work they're most likely to enjoy and excel at. Strategic Coach team members can continually focus their time at work on doing what they're excited about. The moment someone is hired, Coach invests in learning about who that person is and how they can grow their skills. At Strategic Coach, if something doesn't work, the system gets blamed, not the individual. The four core values of Strategic Coach (PAGE) are: positive and collaborative teamwork, being alert, curious, responsive, and resourceful, getting results, and providing an excellent first-class experience. Strategic Coach has uniformly very helpful and very positive staff. Some Coach clients have been with the company for 15, 20, 25 years, and so have some team members. The educational system generally disparages successful business people. Almost all Coach team members are directly in contact on a person to person level with the company's clients. A team member can't be at their best if they don't feel safe. If you want great team members, you have to be a great entrepreneur. And that also includes being a great person. Great team members who want a bigger future aren't interested in being with someone who doesn't have any future. If you're going to be able to attract and retain the best people out there, you can't have an entitled attitude. Resources: Unique AbilityⓇ Article: Your Business Is a Theater Production: Your Back Stage Shouldn't Show on the Front Stage The Team Success Handbook by Shannon Waller Everyone And Everything Grows by Dan Sullivan Who Not How by Dan Sullivan with Dr. Benjamin Hardy

If your top performers are walking out the door and you never saw it coming, the problem isn't them. In this episode of The Game Changing Attorney Podcast, Michael and Jessica Mogill answer three listener questions that all point back to the same problem: what you are not seeing is shaping your outcomes. They talk through why high performers often leave without giving real feedback, how to approach self-awareness without getting lost in endless "work on yourself" loops, and what promotions look like in a results-driven environment. Here's what you'll learn: Why employees often avoid direct feedback on leadership issues, and how to reduce regrettable turnover How to spot patterns in your behavior through journaling, weekly reviews, and trusted outside feedback Why promotions follow measurable output, not visibility and long hours, and how to become undeniable If you want better outcomes, take a hard look at the habits and assumptions you treat as normal. (00:00:00) Introduction (00:02:00) "Back of the Pack" Mindset (00:08:29) You Can't Judge a Book by Cover (00:11:59) Q1: They Left, But Won't Say Why (00:14:17) High Standards vs Being Abrasive (00:18:00) Q2: Finding What You Can't See (00:18:50) Weekly Reviews Expose Patterns (00:22:16) Q3: Passed Over, Now What? (00:24:45) Hours Don't Matter, Output Does (00:26:30) Become Undeniable Links & Resources: Kyle Pease Foundation Kristian Blummenfelt Mat Fraser Shohei Ohtani Learn what sustainable growth can look like for your firm at crispcoach.com. Do you love this podcast and want to see more game changing content? Subscribe to our YouTube channel. Past guests on The Game Changing Attorney Podcast include David Goggins, John Morgan, Alex Hormozi, Randi McGinn, Kim Scott, Chris Voss, Kevin O'Leary, Laura Wasser, John Maxwell, Mark Lanier, Robert Greene, and many more. If you enjoyed this episode, you may also like: 446. AMMA - How to Know If Hard Work Is Worth It 325. AMMA - Pressure, Priorities, and Progress: Mastering the Price of Success 63. Mat Fraser - The Fittest Man on Earth

If you're enjoying the content, please like, subscribe, and comment! Philipp's Links:Soccer Instinct: https://www.amazon.ca/Soccer-Instinct-Differential-Learning-Neuro-Athletic/dp/B0GX2765H4Instagram: https://www.instagram.com/coach_philipp.wank/ Philipp Wank is a professional soccer coach, coach educator, and developer of the Soccer Instinct training methodology. Born and raised in Dortmund, Germany, he combines European coaching principles with modern neuro-athletic training and applied differential learning to develop adaptable, creative, and resilient players.In addition to his coaching career, Philipp holds two law degrees and brings a structured, analytical approach to performance development. His work focuses on reprogramming instinctive movement and decision-making through cognitively demanding, variable training environments that reflect the unpredictable nature of the game.Through Soccer Instinct, Philipp shares a practical framework for coaches who want to move beyond rigid systems and isolated drills, and instead develop players who think, adapt, and perform under real match conditions.Sponsored by Taelor. Most guys spend way too much time figuring out what to wear- and still end up in the same three outfits. Taelor fixes that. A personal stylist picks clothes in your size and style, ships them to you every 2 weeks- You wear them and return them. No shopping, no laundry, and no more spending on new clothes. Use code ERIC25 at Taelor.style for $25 off your first month._______________________Follow us!@worldxppodcast Instagram - https://bit.ly/3eoBwyr@worldxppodcast Twitter - https://bit.ly/2Oa7BzmSpotify - http://spoti.fi/3sZAUTGYouTube - http://bit.ly/3rxDvUL#soccer #soccercoach #coaching #coach #train #training #cognitivescience #instinct #soccerinstinct #football #entrepreneurship #subscribe #explore #explorepage #podcastshow #longformpodcast #podcasts #podcaster #podcasting #worldxppodcast #viralvideo #youtubeshorts

#352: Drei Medaillen, dann fast das Aus

Today I had the privilege of interviewing Nicole Yade, CEO of WAGEC (Women and Girls' Emergency Centres) established to support women and their children, seeking support from situations of domestic violence. Australia continues to struggle with a national crisis in terms of violence against women with 1 in 4 women having experienced violence from an intimate partner since the age of 15 and nearly 9 in 10 hospitalisations for assault by a partner – were for females (Source: AIHW).Today, Nicole Yade is sharing insight from her diverse role as CEO at WAGEC and how she needs a multitude of skills to adapt to lots of different stakeholders including individual women and their children; communicating with Ministers; and meeting with people with inter-generational wealth who want to invest their money into an NGO such as WAGEC. We also talk about the misconception that NGOs struggle to attract the best talent... and the kinds of people who do well in NGOs.Nicole, on NGOs attracting the best talent: "One of my pet peeves... is hearing the idea that if you were really good at your job you'd be working for government or in a corporate setting. But for me, nothing could be further from the truth. What I see everyday at WAGEC, I see people [in our team] who are really good at their jobs, with incredible heart and soul and professionalism and adding wisdom to some of the most complex problems in our community."Links:Connect with Nicole and the work of WAGEC at www.wagec.org.auConnect with Nicole Yade on LinkedinInstagram follow Nicole Yade (@nicoleyadee)Connect with Rebecca Allen on LinkedinGet your copy of Rebecca's free guide, 7 Strategic Shifts to Position You as a High-Impact LeaderRate, Review, & Follow our Show on Apple Podcasts:Also, if you haven't done so already, follow the podcast. We air every week and I don't want you to miss out on a single broadcast. Follow now!About Nicole:Nicole Yade is the CEO of the Women's and Girls' Emergency Centre. She has over 25 years experience leading, designing, and delivering services for marginalised people in the NGO sector. Much of this work has involved working across cultures with traumatised populations, including extensive work with victim survivors of violence, refugees, and Aboriginal communities. In 2024 Nicole was awarded the Chief Executive Women Not for Profit scholarship which enabled her to attend Harvard University to study leadership development. Nicole holds a MA in Counselling and Psychotherapy and a Bachelor Arts with Honors in Anthropology from The University of Sydney. She is a proud victim survivor advocate and was recently nominated as Advocate of the Year in Marie Claire's Women of the Year Awards.  About Rebecca:Rebecca Allen is a warm and dynamic Leadership Coach who helps build high-performing leaders and teams by working on 4-core pillars: how do we want to show up; how do we want to add value; how should we elevate our thinking; and how should we elevate our communication? Rebecca has coached managers through to CXOs at Woolworths, Coles, ANZ, RBA, J.P. Morgan, PwC, ANSTO, Ministry of Defence, Frontier Sensing and abbvie through her Roadmap to Senior Leadership coaching programs. Connect with Rebecca

In this episode of The Comedian's Paradise, Marvin McCarthy and Jack Wheeler are joined by industry veteran Kate Lennon.As the first employee of UTC Artist Management, Kate helped navigate the careers of household names and worked on some of the biggest shows in the UK, including the historic Black British Takeover at the O2. Now, she's disrupting the circuit with REPPD —a consultancy designed to give unrepresented comedians the business tools they need to succeed without a traditional agent.We discuss the "unwritten rules" of the UK comedy circuit, the reality of talent management, and how the industry must evolve to support independent creatives.Show Timestamps[[00:00]] My introduction to comedy and why I set up REPPD [[04:36]][[04:36]] What is happening for agents and when I joined UTC [[08:27]][[08:27]] What being an agent is like compared to Estelle from Friends [[18:22]][[21:47]] The impact on comedians' careers that I am most proud of [[27:47]][[27:47]] How my approach to developing acts changed in 2020 [[30:07]][[37:00]] Analysing the audiences of different digital platforms [[39:00]][[39:00]] The moment I wanted to set up Reppd and why I left the agency [[41:44]][[41:44]] Who has contacted me and why my approach is universal [[47:21]][[47:21]] The future of the comedy world and how I want to change things [[54:09]][[54:09]] What not to do as a professional comedian [[56:32]]To know more on Kate Lennon and REPPD ,you can go on https://www.reppd.co.uk/.You can follow this podcast on Youtube at https://bit.ly/41LWDAq, Spotify at https://spoti.fi/3oLrmyU,Apple podcasts at https://apple.co/3LEkr3E and you can support the pod on:https://www.patreon.com/thecomediansparadise. #comedybusiness #katelennon #thecomediansparadise #standupcomedy #ukcomedy #talentmanager #reppd #marvinmccarthy #comedyadvice

The Notre Dame Fighting Irish land a standout commitment as Marcus Freeman secures Zayden Gamble, the dynamic safety from St. Thomas Aquinas. Can this highly-ranked addition push the Fighting Irish closer to an elite recruiting class and reshape their secondary for the future? Brian Smith breaks down Gamble's versatile skill set, his fit in South Bend, and how Notre Dame's nationwide recruiting strategy continues to pay off. Insights include Gamble's strengths in zone coverage, impact on run defense and versus screens, plus comparisons to recent top prospects. The analysis spotlights Notre Dame's current secondary haul, potential flip targets, and what sets this year's recruiting class apart. With top rating agencies in agreement on Gamble's four-star status, the podcast explores how Marcus Freeman's staff is building a group capable of rivaling national powers. Are the Fighting Irish poised for a run at the nation's #1 class? Everydayer Club If you never miss an episode, it's time to make it official. Join the Locked On Everydayer Club and get ad-free audio, access to our members-only Discord, and more — all built for our most loyal fans. Click here to learn more and join the community: https://theportal.supercast.com/ Support us by supporting our sponsors! FanDuel Today's episode is brought to you by FanDuel. Right now new customers can bet just five dollars and get two-hundred and fifty dollars in bonus bets if your first bet wins. Head to FANDUEL DOT COM to get started. Gametime Today's episode is brought to you by Gametime. Download the Gametime app, create an account, and use code LOCKEDON for $20 off your first purchase. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this talk, I share one of the biggest reasons that a lot of top talent will leave your company, and what can you do to avoid that. CONQUER SHYNESS

New work-from-home laws will take effect in Victoria from 1 September this year, giving eligible employees the legal right to work remotely two days a week. But could this policy expand nationwide and how is it reshaping hiring strategies across Australia? In this podcast, young parents share their experiences with flexible work, while a hybrid work expert weighs in on whether working from home is an effective response to the ongoing fuel crisis.

Most people don't think about supply chain until something goes wrong. But behind the scenes, it drives everything from sustainability progress to whether products even make it to your door.In this episode of Supply Chain Now and ongoing Now Generation series, Scott W. Luton is joined by Professor Catarina Carvalho, faculty member at Columbia University and Associate Principal at Arup, alongside Briana Stregiel from Columbia Business School, Curran Murphy, Distribution Planning Manager at Louis Vuitton, and Ingrid Eck, Graduate Student, M.S. in Sustainability Management at Columbia University. Together, they share how the next wave of supply chain leaders is already tackling complex challenges across sustainability, data, and global operations.The conversation highlights how diverse backgrounds, from luxury fashion and food systems to natural gas trading, help students bridge classroom learning to real global challenges. Topics such as decarbonization, scope 3 emissions, climate risk, and cross-functional collaboration take center stage as each guest shares what drives them most. Their perspectives reveal a generation that is not only career-focused but deeply motivated to create meaningful change.Catarina also shares insights into how Columbia's program intentionally develops well-rounded leaders by bridging academic rigor with hands-on, real-world practitioner expertise. This episode offers a glimpse of how the next generation is approaching the supply chain with curiosity, adaptability, and a strong sense of purpose.Jump into the conversation:(00:00) Intro(02:05) Meet the panel: Professor Catarina Carvalho and students(06:26) Student backgrounds, studies, and personal hobbies(18:30) What each guest loves most about the global supply chain(27:06) What will define the best supply chain leaders in 5 years(27:17) Briana: Transparency and closing the Scope 3 emissions gap(29:34) Catarina: Supply chain accounts for 94% of your emissions(37:30) The Columbia University student experience(52:37) Wise organization, closing thoughts, and how to connectAdditional Links & Resources:Connect with Catarina Carvalho: https://www.linkedin.com/in/catarina--carvalho/Connect with Curran Murphy: https://www.linkedin.com/in/curranjmurphy/Connect with Briana Stregiel: https://www.linkedin.com/in/briana-stregiel/Connect with Ingrid Eck: https://www.linkedin.com/in/ingrid-eckLearn more about Arup: https://www.arup.com/Learn more about Columbia University: https://www.columbia.edu/Learn more about Columbia Business School: https://business.columbia.edu/Learn more about WISE by The University of Arkansas: https://walton.uark.edu/departments/supplychain/wise.phpLearn more about our hosts: https://supplychainnow.com/aboutLearn more about Supply Chain Now: https://supplychainnow.comWatch and listen to more Supply Chain Now episodes here: https://supplychainnow.com/program/supply-chain-nowSubscribe to Supply Chain Now on your favorite platform: https://supplychainnow.com/joinWork with us! Download Supply Chain Now's NEW Media Kit: https://supplychainnow.com/media-kit/WEBINAR- Talent Management Playbook for Supply Chain Leaders: https://bit.ly/4uc2OfBWEBINAR- From Workforce Planning to Hourly Performance Management: How GEODIS Americas Turned Labor Productivity into a Growth Engine: https://bit.ly/4blRfKpWEBINAR- Ahead of Disruption: How AI-First Design Builds Supply Chain Resilience — and Transforms the Teams Behind It: https://bit.ly/4ldRn3bThis episode was hosted by Scott Luton and produced by Trisha Cordes, Joshua Miranda, and Amanda Luton. For additional information, please visit our dedicated show page at: https://supplychainnow.com/now-generation-columbia-university-fueling-top-talent-pipeline-1573

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In-house agencies have been growing over the last few years, as brands have been taking more work in-house and building bespoke teams. In the last few weeks, Allwyn launched an in-house studio, ITV shifted its retained creative account from Uncommon to ITV Creative and Uncommon's executive creative director Richard Biggs jumped to BBC Creative. Campaign Red analysed this trend and last month produced an in-depth global report, The Inside Job, looking into what disciplines brands are in-housing, why they are luring agency talent and how they are collaborating with external agencies. In this episode, Niki Garner, director of ITV Creative, joins The Campaign Podcast to discuss the in-housing evolution, why she hires from agencies and how in-house teams can provide the most value. Garner was also named In-house Agency Leader at Campaign's In-House agency awards last year.Joining from the Campaign team is data journalist Jamie Rossouw, co-author of The Inside Job, and premium content editor Nicola Merrifield. This episode is hosted by tech and multimedia editor Lucy Shelley.Further reading:How to build a successful in-house agencyAllwyn's media director: in-house shop Studio 59 aiming for “newsroom mentality”BBC Creative appoints Natalie Lau as head of planningITV Creative lead dismisses past 'snobbery' aimed at in-house agenciesITV promotes I'm a Celebrity… South Africa with hand-drawn animation“The darker side of water”: behind the scenes of Channel 4's “The fountain of filth”Lego ad calls 'play' with array of characters performed by Tom HollandSpecsavers highlights audiology services by 'rebranding'Over four in 10 in-house agencies want to be brand's lead agency, IHALC research findsITV, Reckitt and Pepsi in-house leaders to speak at Campaign's In-Housing SummitThe Lists 2025: Top five in-house creativesCampaign In-House Agency Awards 2025: winners revealed Hosted on Acast. See acast.com/privacy for more information.

A new faith-based audio drama The Christ, is an immersive four-part audio event from Faith Podcast Network. Meritus Media City: Los Angeles Address: 4300 Cahuenga Blvd Website: https://www.meritusmedia.com

In every market, there are plenty of leaders. Plenty of companies. Plenty of comp plans. Plenty of promises. So why do certain leaders become the ones people think of first when they consider making a move? In this episode of Recruiting Conversations, we break down what it really takes to position yourself as the leader of choice. And it starts with a shift most leaders never make. You stop competing on features. And you start competing on identity. Episode Breakdown [00:00] The Real Goal Not to be an option. To be the first call. The leader people think about before they even decide to move. [01:10] Step 1: Get Clear on What You Stand For Most leaders blend in because their messaging is vague. They talk about growth, culture, and opportunity. But so does everyone else. Clarity creates separation. Ask yourself: What do I believe about growth? What do I believe about accountability? What do I protect inside my culture? When your philosophy is clear, your positioning sharpens. [02:00] Step 2: Communicate Vision Consistently People follow clarity. Not just what you are doing this month. But where you are going over the next three to five years. Leaders of choice: Talk about the future Paint a picture Help people see themselves inside something bigger That is what creates attraction. [02:30] Step 3: Show Proof, Not Just Promise Anyone can say they develop leaders. Very few can show it. Share real stories Highlight team growth Demonstrate culture in action Visibility builds trust. Evidence builds belief. [03:00] Step 4: Raise Your Standards Publicly Leaders of choice are clear about what fits and what does not. They are not trying to appeal to everyone. They are trying to attract alignment. When you clearly communicate standards, you: Attract the right people Repel the wrong ones Strengthen your culture [03:25] Step 5: Invest in Your Own Growth You cannot position yourself as the leader of choice if you are static. Markets evolve. Technology shifts. Expectations rise. Leaders of choice: Learn constantly Adapt quickly Upgrade their systems and thinking Growth signals progress. And ambitious people align with progress. [03:50] Step 6: Build Visibility With Intention You cannot be the leader of choice if no one sees you. But visibility without clarity is noise. You need both. Show up where your ideal recruits are paying attention and consistently share: Insights Lessons Wins Vision That is how leadership scales beyond one-on-one conversations. [04:20] The Positioning Test If someone in your market was asked: What does this leader stand for? Could they answer clearly? If not, your positioning is still developing. If yes, you are becoming the leader of choice. Key Takeaways Clarity Creates Separation – Vague leaders blend in, clear leaders stand out Vision Attracts More Than Opportunity – People follow direction, not just compensation Proof Builds Trust Faster Than Words – Show real outcomes, not just promises Standards Drive Alignment – The right people are drawn to clarity, not comfort Growth Signals Leadership – Evolving leaders attract evolving talent Visibility Multiplies Influence – Consistent presence builds authority over time Here is the shift. You stop chasing talent. And you start attracting it. You stop convincing. And you start inviting. Because when your positioning is clear, the right people already know who you are before you ever reach out. Want Help Positioning Yourself as the Leader of Choice? If you want to clarify your leadership message, build a visibility strategy, and create a recruiting system that attracts aligned talent consistently, let's talk. You can book time directly on Richard's calendar and we will walk through: Your leadership positioning and messaging How to communicate vision clearly and consistently How to build content that attracts the right people How to create a recruiting system that shifts from chasing to attracting Visit bookrichardnow.com and grab a time that works for you. The goal is not to be known by everyone. It is to be chosen by the right ones. And that starts with clarity.

Why can't the construction industry find the talent it needs? Peggy Smedley talks with Tasha Jones, Espire Collective, about resilient talent ecosystems, the rise of fractional expertise, what top tier talent really looks like, and how to reshape operations. She says what is happening in construction is a preview of a broader workforce design issue across complex industries as a whole. They also discuss: · If the labor shortage is a pipeline problem or is it a workforce design issue. · How to attract and educate the construction workforce. · How to equip businesses in the construction industry. https://theespirecollective.com/

Mississippi stirs the college football recruiting pot with its push for state NIL tax breaks—will this move give Ole Miss and Mississippi State a vital edge over SEC rivals? Brian Smith and Steven Willis debate the real impact of NIL state tax exemptions, spotlighting how Mississippi wants a tax law that benefits recruiting, much like Texas, Florida, and Tennessee have no state income tax. Could Louisiana, Oklahoma, or even Alabama be next to join the NIL tax revolution, and how will this reshape SEC recruiting battles? The conversation breaks down the potential changes to Ole Miss's defensive strategy, focusing on stars like Suntarine Perkins and key offseason transfers. On offense, the hosts spotlight new faces who could emerge and discuss game-changing prospects such as BJ Allen, whose recruitment signals Ole Miss's rise on the national stage. Get the inside scoop on how Pete Golding and the Rebels are leveraging playoff momentum—and whether Mississippi State can keep up in the ever-evolving world of college football recruiting. Everydayer Club If you never miss an episode, it's time to make it official. Join the Locked On Everydayer Club and get ad-free audio, access to our members-only Discord, and more — all built for our most loyal fans. Click here to learn more and join the community: https://theportal.supercast.com/ Support us by supporting our sponsors! 5-Hour ENERGY Have your cake & drink it too. Birthday cake-flavor is back, no fork needed. Vanilla-y cakey flavor, caffeinated kick, and no sugar. It's party time. Order Now at https://5-hourENERGY.com or Amazon. Mazda Like our players, we're driven by the details. Because highlights make the reel. What it takes to get there makes it count. There's more to a Mazda. Because there's more to you. TurboTax  This year you're getting a major upgrade — Intuit TurboTax now has in-person locations nationwide. Visit http://TurboTax.com/local to book your appointment today. Robinhood You're no longer just a spectator. Play by play. You decide. Trade Every Play with Robinhood. Now available across the U.S. Download the Robinhood app now to begin. Futures and cleared swaps trading involves significant risk and is not appropriate for everyone. Event contracts are offered by Robinhood Derivatives, LLC., a registered futures commission merchant and swap firm. Indeed Listeners of this show get a $75 Sponsored Job Credit to help give your job the premium placement it deserves at http://Indeed.com/podcast Gametime Today's episode is brought to you by Gametime. Download the Gametime app, create an account, and use code LOCKEDON for $20 off your first purchase. Terms and conditions apply. FanDuel FanDuel is giving you a way to turn that energy into even bigger potential wins with a College Basketball Parlay Profit Boost. Visit https://FANDUEL.COM to get started — Play Your Game. FANDUEL DISCLAIMER: 21+ in select states. First online real money wager only. Bonus issued as nonwithdrawable free bets that expire in 14 days. Restrictions apply. See terms at sportsbook.fanduel.com. Gambling Problem? Call 1-800-GAMBLER or visit FanDuel.com/RG (CO, IA, MD, MI, NJ, PA, IL, VA, WV), 1-800-NEXT-STEP or text NEXTSTEP to 53342 (AZ), 1-888-789-7777 or visit ccpg.org/chat (CT), 1-800-9-WITH-IT (IN), 1-800-522-4700 (WY, KS) or visit ksgamblinghelp.com (KS), 1-877-770-STOP (LA), 1-877-8-HOPENY or text HOPENY (467369) (NY), TN REDLINE 1-800-889-9789 (TN) Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

You find the perfect senior hire. They have the résumé. The experience. The track record. But the salary makes your stomach drop.Do you stretch and hope it pays off? Or walk away and risk staying stuck?In this episode, we unpack the real tension leaders face when hiring senior talent in a small business and how to think about compensation without blowing up your risk tolerance.We talk about:Why overextending on a big hire can create pressure that sabotages onboarding How to think beyond base salary and use ownership, scope, equity, and incentives strategicallyWhat to consider when deciding your true risk tolerance as a leader Why no hiring process can guarantee success and how to de-risk smartly insteadIf you are wrestling with whether you can afford that senior hire or afraid you cannot grow without them, this episode will help you make the decision from clarity instead of fear.

Old-school management is dying, and good riddance. The "first in, last out" mentality never measured real productivity—it just rewarded theater. Christine Sandman Stone spent decades leading transformation at global companies, and she's clear: location doesn't matter. Hours don't matter. Results matter. Modern managers need to stop monitoring presence and start defining outcomes. Give your team clear goals, regular check-ins, and trust. That's it. The pandemic proved remote work functions. Now it's time to embrace what actually drives performance: clarity over surveillance, impact over optics, and real achievement over visible struggle. Not everyone should manage people. Build dual career tracks. Recognize that technical excellence and people leadership require different skills—and reward both equally.

Leadership quality and organisational culture are emerging as nearly equal priorities to compensation when professionals choose and stay with employers, according to the Cpl Salary Guide for Ireland 2026. The findings reveal a fundamental shift in talent priorities, as employees increasingly evaluate opportunities based on values, work environment, and leadership behaviours alongside financial rewards. The key findings from this year's report are as follows: While compensation and benefits remain the top priority at 35%, leadership and culture follow closely at 24% as the most important factor when choosing an employer. When examining both first and second most important factors combined, leadership and culture reaches 54% (24% first choice, 30% second choice), narrowing the gap with compensation and benefits at 62% (35% first choice, 27% second choice). Within the leadership and culture category, employees prioritise culture, values and ethics (27%), work environment (25%), and leadership behaviours (24%). Cpl's findings reinforce that leadership quality remains a critical driver of employee attrition. Flexible Working: The Essential Benefit Flexible working arrangements have evolved from a perk to a critical component of employee packages. After remuneration (32%), flexible working ranks as the second most important compensation and benefit factor at 26%. The research shows that 70% of employees now utilise some form of flexible working, with previous studies indicating that one in four candidates would not proceed with a job opportunity lacking flexibility. The predominant flexibility model is hybrid working (over 54%), typically with a 3/2 or 2/3 home/office split. However, next-generation arrangements are emerging, with 12% working fully remote and over 7% utilising compressed work weeks. Organisations offering structured, design-led flexible working strategies gain a significant competitive advantage, particularly when recruiting for high-skilled roles where talent is scarce. Work-Life Balance Takes Centre Stage Within employee experience priorities, work-life balance dominates at 40%, followed by meaningful and stimulating work at 21%. While not yet surpassing compensation in importance, work-life balance, when considered alongside flexible working, represents a core pillar of any successful talent strategy. AI Transitions from Specialist to Mainstream Capability Cpl's analysis found that, between 2022 and 2024, AI references in job titles and descriptions increased year-on-year, peaking in 2024. However, 2025 saw a correction as organisations moved beyond experimentation toward strategic implementation. AI demand remains concentrated in IT (55% of AI-related hiring), Life Sciences (17%), and Customer Service (13%). Business Intelligence has emerged as a distinct growth category since 2023, signalling a shift toward insight-led decision-making. Regulatory roles now account for 3% of AI positions, reflecting growing governance requirements. Cpl found that AI is becoming embedded within existing roles rather than creating new specialist positions. By 2024-2025, AI-related roles comprised just 3% of all jobs, yet within those roles, under 50% of job titles still referenced AI. References to AI in job descriptions have doubled compared to job titles, indicating that employers increasingly expect baseline AI literacy as a standard competency rather than a differentiator. Limited Company Growth Signals Workforce Evolution Ireland experienced near-record limited company incorporations in 2025, with approximately 25,000 new companies registered (a 5-6% increase on 2024). This growth reflects layoffs and slower permanent hiring for experienced professionals, prompting many to establish their own businesses providing specialist services across technology, life sciences, and financial services. This trend signals a structural shift toward self-employment, fractional leadership, and contingent workforce models, offering organisa...

Today we're talking about the war for AI talent. Right now, the hottest job market on the planet is for AI researchers. And the vast majority of these people are concentrated into a small number of hugely valuable, extremely fast-growing companies in the San Francisco Bay Area, most of which are now paying some of the highest salaries in the history of tech to poach from one another. We've been dying to really dig in and try to unpack what's going on with all these talent moves in AI. So we brought on Verge senior AI reporter Hayden Field, who's been covering the revolving door of the AI industry really closely and also the broader culture that's motivating workers to jump ship.  Links: What's behind the mass exodus at xAI? | The Verge OpenClaw founder Peter Steinberger is joining OpenAI | The Verge Two more xAI co-founders leave after the SpaceX merger | The Verge AI safety leader says 'world is in peril' and quits to study poetry | BBC OpenAI is making the mistakes Facebook made. I quit. | NYT Anthropic's chief on AI: ‘We don't know if the models are conscious' | NYT Meet the one woman Anthropic trusts to teach AI morals | WSJ OpenAI plans fourth-quarter IPO in race to beat Anthropic to market | WSJ Subscribe to The Verge to access the ad-free version of Decoder! Credits: Decoder is a production of The Verge and part of the Vox Media Podcast Network. Decoder is produced by Kate Cox and Nick Statt and edited by Ursa Wright. Our editorial director is Kevin McShane.  The Decoder music is by Breakmaster Cylinder. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Join us LIVE on February 12th at 1:00 PM CTHow Accountable Is Your Insurance Agency—Really?

Doug Brown - CEO Sales Strategies On Knowing What to Look For: "Number one, we help companies find revenue, hidden revenue that they already paid for but they haven't collected in their bank." There's a funny thing about business, and that is that your entrepreneurial journey will take you places you may have never dreamed of.  This can often mean that you are in a situation, with a business, that you may not fully understand.  That can lead to you leaving money on the table.  So how do you make sure your business sis as profitable as possible? Doug Brown learned these lessons early on.  Trial by fire, similar to how many of us entrepreneurs get taught.  After years of experience and some profitable success, he decided it was time to share his knowledge. From sweeping floors at his father's electric machinery repair shop as a young child to discovering multi-million dollar opportunities inside companies, Doug Brown shares his journey through entrepreneurship, the lessons learned from the trenches, and the emotional impact of helping business owners transform not just their companies, but their lives. Listen as Dough explains some things to look for in your business to make sure you keep of the cash you have earned. Enjoy! Visit Doug at: https://ceosalesstrategies.com/   Podcast Overview: 00:00 "Entrepreneurial Journey and Business Insights" 05:29 Early Lessons in Business Leadership 15:06 Medicine to Music Business Shift 16:48 From Medicine to Business Success 25:18 "Straight Talk Changed My Life" 26:58 "Moral Obligation to Guide Others" 33:37 "Connection Builds Rapport" 37:36 "Preventing Revenue Leakage" 43:57 Customer Insights Through Questions 47:42 "Seeking Feedback on Past Missteps" 56:06 Effective Prospecting Leads to Opportunities 01:01:24 "Hiring: Learning and Improvement" 01:03:34 "Preparing for Top Talent" 01:10:10 "Skate to Future Success" Sponsors: Live Video chat with our customers here with LiveSwitch: https://join.liveswitch.com/gfj3m6hnmguz Some videos have been recorded with Riverside: https://www.riverside.fm/?utm_campaign=campaign_5&utm_medium=affiliate&utm_source=rewardful&via=james-kademan Podcast Transcription: Doug Brown [00:00:00]: So what they would do is they did a two and a half hour business training and at the end of the, toward the end of the training, they would go around the room and say, hey James, what did you find here? And you go, Well, I found $600,000 in my business, you know, and they go from person to person to person. They were small rooms, they were only like 10 to 20 people. But what they were doing after that, you know, I mean, they were literally finding sometimes hundreds of millions of dollars in these trainings. Right? James Kademan [00:00:30]: You have found Authentic Business Ventures, the business program that brings you the struggle stories and triumphant successes of business owners across the land. Downloadable audio episodes can be found in the podcast link phone@drawincustomers.com we are locally underwritten by the Bank of Sun Prairie, Calls On Call Extraordinary Answering Service, the Bold Business Book and Live Switch. Today we're welcoming Slash, preparing to learn from Doug C. Brown of CEO Sales Strategies. So Doug, how are you doing today? Doug Brown [00:00:59]: James? I'm doing great. Thanks for having me here. I'm so grateful. James Kademan [00:01:02]: Yeah, you know, it's funny, I just came back from a trade show in Florida, so. And when you work in a booth, the name of the game is sales. So I'm excited to talk to you now because maybe I should have talked to you last week before I went to this thing. Let's just lay the foundation. What is CEO Sales strategies? Doug Brown [00:01:19]: So the company itself is a company that does primarily four things. Number one, we help companies find revenue, hidden revenue that they already paid for but they haven't collected in their bank. And I don't mean, you know, outstanding invoices, I mean in the whole customer journey, there are places where revenue just stagnated, stopped, not optimized. Could be, you know, something as simple as pricing dormant clients, lack of follow up, something like that. Where we get in there, we find what that revenue is and we, we go, you know, identify it and then help collect it and put that money in the bank for the folks. We also do that with margins, ebitda, so profit, if you will, in some capacities. We manage or build, you know, teams of sales people as well for companies. And then we end up coaching CEOs and founder led businesses on how to do all of the above. James Kademan [00:02:28]: All right, and how do you get involved in something like this? Imagine you don't. Just, you're not born with sales strategies for CEOs. Doug Brown [00:02:37]: No, no, I actually it started when I was very young. I didn't realize it until, you know, I'm 63. This year and I was doing a podcast and somebody asked me, how did you learn what you're doing? And I actually started working for my father's business when I was three years. And. Yeah, three, all right. Yeah, I was sweeping floors for 25 cents a week. I loved it because they used to bring me to the, to the lunches, you know, so we'd go to like the, the local, you know, pub and grub, if you will, or whatever. They prop me up on the bar stool, give me my Roy Rogers and they'd sit and have business conversations. Doug Brown [00:03:19]: I hear my mother wasn't too pleased they took me to the bars. James Kademan [00:03:22]: But, you know, you learn in all kinds of places. So it's all. Doug Brown [00:03:28]: So, you know, a lot of that stuff when we're with children, it sets in. Like you hear CEOs and business owners talking and, and so along the path, you know, we started selling at 5 or 6 to clients, but it was a family owned business, so the family helped me. And one day I sold a part for $20 and we paid 10 for it. And I realized I was making 25 cents a week at that point, which was still pretty good for that time. But I had to work a whole week for 10 bucks. And I just did this in like six minutes. Right. So what I realized is you can make money by looking at ratios and numbers and that's where it kind of started. Doug Brown [00:04:10]: So even in my dad's business when I was a young boy, I mean, 10 years old, I'm looking at his inventory and trying to figure out, because, you know, when you have inventory at the end of the year, you got to pay taxes on it. And so I was looking at, like, how do we widen out the margins in the company? And I, I always had my own businesses growing up since 13, and you know, I always worked my dad until I was up to about 19, before I went into the military. And so I was kind of doing this with all these businesses back then and that's how it sort of started. I didn't realize it, but then as I got into larger businesses, you know, tens of millions and hundreds of millions, I realized that they had the same challenges that businesses in the hundreds of thousands or the millions, multi millions still have, just on a different level. But when you look at the math and metrics in all of this, you can find all these great stories that tell you the story of where you're supposed to be going. Once you figure that out, then you just optimize the point. So it's, I guess I Don't know if I was born with this or it just kind of, you know, it certainly the skill grew over, over time, but I enjoy doing it because to me it's like a treasure hunt. James Kademan [00:05:23]: Sure. Fair. It sounds like you were sent on that trajectory with your dad's business. What type of business did your dad have? Doug Brown [00:05:29]: He had an electric machinery repair company, so industrial machinery, and it was sales and service and you know, so I was constantly around all kinds of different businesses from manufacturing to, I mean, you name it, pretty much we were, we were around anything that had a, like even in an office building, they had a commercial fan or something. We would, you know, we would work on that. So it was a great, wonderful part of my life that, you know, I love doing it. And you know, sometimes when you're a little, little kid, you don't realize some of the things that shape you as you get older. But as I start to look back on things, you know, even my dad ended up in the hospital one time. He had a heart attack and I was 17 years old and I had to run the company for a little while and that was a super learning experience. But I got at certain levels of the books I never got at before, so I was able to kind of look at it. So when he came back, I was like, dad, I think we should do this and this and that. Doug Brown [00:06:33]: And one of the things that was successful in my dad's business was actually raising prices because he hadn't done it in over 10 years. James Kademan [00:06:40]: Oh, wow. Okay. Doug Brown [00:06:41]: Yeah, yeah. So my dad was a brilliant guy. He just wasn't the, he was a guy who knew how to build a business around him, but he didn't know how to build a systematic, functional, you know, business without him being present. James Kademan [00:06:57]: Sure, that's fair. So the inspiration for, I guess growing the business or seeing even that the pricing should be different. Imagine a 17 year old. That's not necessarily something that every 17 year old in the world is going to be aware of or even know that it's a thing, let alone no look at it. Doug Brown [00:07:16]: Well, I mean, Most of the 17 year olds I meet are really smart. They just, they didn't, they weren't around it probably for 14 years. Right. And so, you know, and I, I had, you know, I, I could, I could look and see things that, and spot things that could be monetized a lot of times. So for example, even when I was, I think I was 8 years old and I wanted to, you know,

#336: The workplace is on the verge of a transformation as significant as the Industrial Revolution. Just as Bring Your Own Device policies emerged after the iPhone disrupted corporate mobile standards, we are now entering an era where employees may arrive with their own AI teams in tow. The question is no longer whether AI will change hiring and employment - it is how quickly companies will adapt before being left behind by competitors who embrace this shift. Current AI productivity gains remain largely individual rather than organizational. Writing code twice as fast means nothing if the deployment pipeline stays the same speed. But within five to ten years, entire industries face disruption - from primary care physicians to transportation to knowledge work. Companies clinging to restrictive AI policies today risk driving away top talent who have already integrated these tools into their workflows. The intellectual property implications alone - who owns an AI stack trained on company processes when an employee leaves - will require entirely new frameworks for employment law. Darin and Viktor explore these scenarios through the lens of a hypothetical job interview where a candidate brings their own team of AI agents. The conversation surfaces uncomfortable questions about compensation models, corporate governance, and whether we are witnessing the emergence of a new kind of talent that blends human expertise with digital capabilities.   YouTube channel: https://youtube.com/devopsparadox   Review the podcast on Apple Podcasts: https://www.devopsparadox.com/review-podcast/   Slack: https://www.devopsparadox.com/slack/   Connect with us at: https://www.devopsparadox.com/contact/

Text me!In today's episode, I pop off about best practices when it comes to recruiting. I  share my extensive experience in headhunting, discussing the challenges and strategies involved in finding top talent. I reflect on my journey from a novice recruiter during the recession to successfully placing high-level executives. We talk about the importance of emotional intelligence, candidate energy, and professionalism in the recruitment process, while also critiquing popular recruiting platforms.takeawaysI transitioned from fundraising to headhunting during the recession.The recruitment industry is worth 200 billion dollars due to its challenges.Traditional platforms like Indeed are often ineffective for finding quality candidates.Paying attention to a candidate's energy can indicate their suitability.Professionalism and soft skills are crucial in the hiring process.The follow-up process must be handled delicately to avoid appearing desperate.TOP TALENT has HIGH EQTemporary staffing solutions can be beneficial during economic downturns.Crafting intentional messages to candidates increases response rates.Recruiting is about understanding both the candidate and the employer's needs.Start a podcast today!Riverside is the BEST podcast studio to record!Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showLINKS TO FREEBIES BELOW: WEEKLY NEWSLETTER where I share all the tips and tricks on how to grow organically online HERE If you are interested in sponsoring the show, send me a DM ABOUT THE HOST: Former Executive Recruiter turned Digital Marketing Expert & Entrepreneur. I'm here to show you that you can do it too! I help women to start, grow and scale their personal brand and business online through social media. In 2021 I launched ChilledVino, my patented wine product and in 2023 I launched The Feminine Founder Podcast and in 2025 I launched my Digital Marketing Agency called The Feminine Founder Marketing. I live in South Carolina with my husband Gary and 2 Weimrarners, Zena & Zara. This podcast is a supportive and inclusive community where I interview and bring women together that are fellow entrepreneurs and workplace experts. We believe in sharing our stories, unpacking exactly how we did it and talking through the mindset shifts needed to achieve great things.Connect with me on LinkedIn HERE IG @cpennington55 FB HERE Follow the podcast page HERE ChilledVino ...

In this episode of The Managing Partners Podcast, Kevin Daisey sits down with Nick Mendez, co-founder of Horton & Mendez, to break down how intentional culture-building can become a law firm's greatest competitive advantage. Nick shares how his firm scaled from a tiny office share during COVID to a statewide powerhouse with a $38 million jury verdict—all while building systems that attract, retain, and develop top legal talent. They dive deep into the seven critical needs every employee has, how to define core values that actually work, and why law firm owners must stop hiring “mercenaries” and start building teams of missionaries. If you're struggling with hiring, retention, or internal alignment at your firm, this episode provides a clear roadmap for sustainable growth. Today's episode is sponsored by The Managing Partners Mastermind. Click here to schedule an interview to see if we're a fit. Chapters (00:00:00) - The Managing Partners Podcast(00:02:14) - Can You Tell More About Your Law Firm?(00:07:29) - How to Build a Strong Partnerial Partnership(00:10:53) - 7 critical things employees need to know about their firm(00:11:43) - The Chick Fil A Law Firm Values(00:15:16) - 7 Critical Needs of Employees for EOS(00:19:09) - Hiring the Right People for the Core Values(00:24:30) - What Makes a Law Firm So Well-Off?(00:27:40) - Six Rules for Protecting Your Culture(00:31:34) - Fractional HR: Paying the Right People(00:33:26) - 7 critical needs for employees at your firm

Inside Carolina's senior reporter Greg Barnes joins Tommy Ashley to discuss the news that North Carolina wide receiver Jordan Shipp has re-signed with the Tar Heels. Barnes and Ashley discuss the importance of retention for team chemistry and cohesion in the portal era. UNC continues to fill the roster via the portal, but retaining Shipp, edge Melkart Abou-Jaoude, running back Demon June and Leroy Jackson as well as defensive back Jaiden Patterson and others will aid in the process of team building with another year of 50 plus roster additions.   This show is brought to you by Inside Carolina, the No. 1 site for UNC sports coverage and community. Visit http://www.InsideCarolina.com   Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

My talk with lead singer, Multi instrumentalist and manager Garrett Lechowski about Harvest and Rust Neil Young Tribute Band coming Friday, Jan 16 to Cohoes Msic Hall. 

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1911: Molly Fletcher reveals that the key to retaining top talent is consistently over-delivering and supporting team energy. By helping employees identify what energizes and drains them, leaders can build loyalty, boost performance, and reduce burnout during the challenges of high turnover. Read along with the original article(s) here: https://mollyfletcher.com/retaining-top-talent/ Quotes to ponder: "I challenge you to look for ways to over-deliver for your team, to pour into them so they can focus on what matters." "Our role as leaders is to pour into our teams and right now, energy management is more essential than ever." "We need energy to sell, to lead, to solve, to serve." Learn more about your ad choices. Visit megaphone.fm/adchoices

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1911: Molly Fletcher reveals that the key to retaining top talent is consistently over-delivering and supporting team energy. By helping employees identify what energizes and drains them, leaders can build loyalty, boost performance, and reduce burnout during the challenges of high turnover. Read along with the original article(s) here: https://mollyfletcher.com/retaining-top-talent/ Quotes to ponder: "I challenge you to look for ways to over-deliver for your team, to pour into them so they can focus on what matters." "Our role as leaders is to pour into our teams and right now, energy management is more essential than ever." "We need energy to sell, to lead, to solve, to serve."

Penn State has reached its final game week of the 2025 season, preparing for a Pinstripe Bowl matchup versus Clemson. We chat with a 247Sports Tigers insider to learn more about the Nittany Lions' opponent, including a fall from Top-5 ranking to 7-5, coach Dabo Swinney's approach and the impact of key player absences. (Note: We dealt with some connection issues for Hannon. Thanks for your patience.) Enjoy complete Penn State coverage anytime at Lions247.com. Follow the team on X: @Lions247 @TDsTake @danieljtgallen @tyler_calvaruso @MarkXBrennan. Follow or subscribe to the Lions247 Podcast on Spotify, Apple Podcasts, Stitcher, or wherever you get your podcasts. And watch every episode on YouTube. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Keywords: business development, entrepreneurship, leadership, tax planning, financial growth, relationship management, service-based businesses, strategic planning, client success, business transformation Summary: In this engaging conversation, Michael Walsh shares his extensive experience in business development, transitioning from tax planning to empowering businesses to grow sustainably. He emphasizes the importance of relationships, delegation, and creating an intelligent ecosystem within organizations. Michael discusses the complexities of managing growing teams and the need for strategic planning to navigate these challenges. He also highlights the significance of finding the right people and fostering a culture that values contributions, ultimately leading to greater success and impact. Takeaways: Michael has run his firm for over 30 years. He transitioned from tax planning to business development. Delegation is key to business growth and efficiency. Combining commerce and economics provides a powerful perspective. Business growth changes management dynamics significantly. Relationships are crucial for business success. The power dynamics in business have shifted to knowledge workers. Creating an intelligent ecosystem is essential for growth. Complexity increases with team size, requiring effective management. Finding the right people is critical for business success. Titles Unlocking Business Growth: Insights from Michael Walsh The Power of Relationships in Business Development Sound bites "You can only save somebody so much tax." "Every business absolutely needs structure." "It's not about the money, it's about freedom." Chapters 00:00 Introduction and Background 03:59 Transitioning to Business Development 09:13 Starting His Own Business 12:45 The Evolution of Business as It Grows 16:38 Empowering Employees for Success 19:57 Shifting Power Dynamics in the Workplace 24:26 The Complexity of Growing Teams and Relationships 28:49 The Value of Top Talent in Service-Based Industries 30:47 Growing Businesses: Balancing Quality and Demand 33:38 Strategic Planning for Impact and Growth 36:57 Exploring Business Growth in the UK 39:18 Transforming a Small Business 40:44 Understanding Business Growth Challenges 42:33 Identifying Danger Zones in Business 43:27 Framework for Sustainable Business Growth 45:05 Defining the Ideal Client Profile 47:02 The Importance of Freedom in Entrepreneurship 49:22 Building a Powerful Business Ecosystem 52:13 The Power of People in Business 55:03 Engaging with Clients and Resources

This week we welcome writer/director John-Michael Powell on the show to talk about how he got his 2nd feature Violent Ends made starring Billy Magnussen and how he got Billy attached. After that we play another round of THE GAME and talk about the current statuses of our projects, enjoy! Don't forget to support us on Patreon! www.patreon.com/mmihpodcast Leave us a Review on Apple Podcasts! https://podcasts.apple.com/us/podcast/making-movies-is-hard-the-struggles-of-indie-filmmaking/id1006416952 Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

What you'll learn in this episode:● The “commit or quit” mindset shift that defines high-performing leaders● How to attract and retain top talent who align with your vision● Why teaching and sharing knowledge makes you irresistible to top recruits● The 50/50 rule for hiring success and how to avoid costly misfits● The two activities every business owner must prioritize to scale — daily lead generation and weekly recruiting● How to create a business culture that draws ambitious, growth-minded people 

In this eye-opening episode of the WholeCEO Podcast, host Lisa G. sits down with Mitch McDermott to reveal the real reasons high performers leave—and how you can stop the talent drain before it costs you big.