Podcasts about treating people well

Episode #138: Growing up, I learned the art of negotiation by watching my mother haggle at the Rose Bowl flea market. Those early experiences taught me that negotiation isn't about clashing interests but finding common ground. In this episode, I invite you to discover how negotiation can be a collaborative process rather than an adversarial one. Drawing from my time at USC business school and my extensive professional journey, I share stories and strategies that will transform your approach to negotiation. Whether it's negotiating a corporate salary or setting terms for an entrepreneurial venture, these insights will empower you to achieve personal and professional growth. The art of negotiation isn't just about closing deals; it's about building lasting relationships and creating win-win scenarios. Together, let's explore how setting clear expectations and fostering a positive atmosphere can lead to sustainable success. By adopting a mindset focused on mutual benefit, we emphasize transparency, respect, and good vibes in all business dealings. This episode is your guide to embracing negotiation as an essential life skill, ensuring that you walk out of any discussion not just with a deal, but with a partnership for future success. Join me on this journey to see negotiation as a celebration of shared goals and opportunities.   Chapters (00:00) - The Art of Negotiation (09:16) - The Art of Collaborative Negotiation Highlights (00:58) Mastering Business Deal Negotiations (116 Seconds) (07:48) The Importance of Treating People Well (87 Seconds) (12:53) Building Trust and Goodwill in Deals (73 Seconds) (18:36) Morality in Business Relations (47 Seconds) (21:23) Negotiating for Success and Friendship (76 Seconds) Follow Kimberly on Instagram and TikTok @kimberlylovi or @iconicnationmedia

BUSINESS: Treating people well is key to profitability | April 16, 2024Subscribe to The Manila Times Channel - https://tmt.ph/YTSubscribe Visit our website at https://www.manilatimes.net Follow us: Facebook - https://tmt.ph/facebook Instagram - https://tmt.ph/instagram Twitter - https://tmt.ph/twitter DailyMotion - https://tmt.ph/dailymotion Subscribe to our Digital Edition - https://tmt.ph/digital Check out our Podcasts: Spotify - https://tmt.ph/spotify Apple Podcasts - https://tmt.ph/applepodcasts Amazon Music - https://tmt.ph/amazonmusic Deezer: https://tmt.ph/deezer Stitcher: https://tmt.ph/stitcherTune In: https://tmt.ph/tunein #TheManilaTimes Hosted on Acast. See acast.com/privacy for more information.

0:00 - Preview  1:05 - Pronouncing Asian Names 4:16 - Guz on Being Recognised 25:28 - Life of Crime & Finding Faith 51:40 - Having a Big Vision 58:05 - Dealing with Criticism 1:09:50 - How to Gain Confidence in Social Situations 1:13:30 - Managing the Ego 1:16:50 - Treating People Well 1:20:25 - Reading Books 1:25:00 - Why Guz is on Freshly Grounded 1:35:30 - Spending 6 Hours with my Hero, Prince Naz 1:40:44 - Quick Fire Questions

Would you like to generate an average revenue increase of 30% per year? In this interview, Simon La Fosse shares how La Fosse Associates has achieved this every year for the past 15 years.  When Simon founded La Fosse Associates, his focus was on creating a values-led company and treating people well – including team members and customers.  He firmly believes that the core values of Caring, Ambition and Humility have been a huge factor in company's sustained success as they scaled to a team of 250 people.  Simon also expands on why La Fosse Associates give share options to everyone in the business and 40% of the company is owned by the employees. He explains how it has benefitted them not only with staff retention but has also created a culture where everyone is extremely motivated to contribute to the company's consistent growth.  Their commitment to looking after the people on their team has earned the brand several awards. Another more recent but highly exciting addition to Simon's portfolio is Futureproof. This venture is completely revolutionary and has the potential to set the recruitment industry off in a new direction. Through innovative thinking, Futureproof is a solution that overcomes the demand for more diversity and also addresses the severe talent shortage in technology. Episode Outline and Highlights [3:00] How does La Fosse retain their culture over multiple offices for so long? [8:35] Designing your company culture [10:50] Find out how care, ambition and humility are pillars in their brand [13:20} What does care look like in the recruitment industry? [18:56] How to use different ways to celebrate success  [25:02] Can you measure a culture fit during interviews? [31:50] Simon shares details about their share options and how it impacts their success [39:42] What are the secrets behind the commercial success La Fosse enjoys [46:50] Can you effectively measure the office vibe and what to do with the results? [49:29] What are the KPIs the management team focuses on? [53:30] Futureproof - a radical evolution in recruitment Why Do Values Play Such A Vital Role In La Fosse? “The better I treated people, the more successful I was,” this is the observation Simon made as he looked back on 15 years in the recruitment industry before he founded La Fosse Associates. Back then the recruitment industry was very competitive and income-driven, making his observation quite profound for the time. However, it was this wisdom that he took with him as he felt that it was something that would give his brand a key strategic advantage.  Today, the brand still operates on principles that celebrate care, ambition and humility as determining factors to their success. It is by upholding these principles and giving it space in everything they do that the brand manages to sustain its value-driven culture for more than a decade. Through sustaining this brand culture, it has earned several awards but even more importantly, La Fosse has been able to show 30% growth year on year, for the past 15 years.  At La Fosse Associates, 40% of the Company is Owned by the Staff – Why Is the Share Option Scheme Open to All Employees? The first characteristic that differentiates the way that La Fosse gives share options is the fact that the percentage of the business that is reserved for share options is much larger than usual.  I'm not aware of any other recruitment company that is 40% owned by the employees. The second is that they don't only offer share options to the senior management team and the highest billers. Every employee has access to this opportunity.  “I started the business and I took the risk but you know I am one person amongst 250 and I don't do much billing anymore. So, you can see where the value is being created and it is not me. So I think to say 60% seems really fair to leave me with,” Simon expands on how they came to the point of offering as much as 40% of the business to share options rather than the conventional 5-10%.  The longer you are part of the team and the more you progress in the level of role you fulfill, the larger your share option grows, but essentially everyone, even those who just started as fresh graduates, has access to this opportunity. Futureproof - Helping to Address Diversity and Talent Shortages in the Industry As the recruitment industry can be very stagnant, the foundation of Futureproof came as a breath of fresh air. Simon admits that it has been an expensive venture, but it represents a major transition in the recruitment industry. It allows the team to select the best of the pickings of graduates before putting them through relevant training and placing them in the workplace for two years. The academy enables them to present their clients with a diverse group of junior candidates. As students don't have to pay for this training, it allows access to training on the basis of how good you are rather than whether you can afford to pay the fees. The result is fairness and diversity when it comes to the selection of suitable candidates they can present.  Our Sponsors This podcast is proudly sponsored by i-intro®.  i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained  Simon La Fosse Bio and Contact Info  Simon is the founder and now Chair of the technology recruitment business La Fosse Associates. He also more recently founded a rapidly growing subsidiary business called Futureproof;  a diverse and free-to-learn tech academy. Everyone's a shareholder in the group and the mission is to continue to rapidly grow a purpose-driven business with the hope of positively impacting the whole recruitment industry. La Fosse Associates has won a few awards for growth and the way they treat people, which they keep at the heart of their ethos as they continue to expand. La Fosse Associates is 15 years old, over 250 strong, has a number of UK offices, and established operations in Los Angeles and New York  Simon La Fosse on LinkedIn La Fosse Associates website link Futureproof website link La Fosse Associates on Instagram La Fosse Associates on Facebook La Fosse Associates on Twitter i-intro on Youtube Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Subscribe to The Resilient Recruiter

#PhillipRussertt #Interviews #booktubePhillip Russertt joins the podcast. We talk dealing with people, and the struggles sometimes that can come from social media, as well as dealing with our flaws ourselves in dealing with others. Beyond that, we talk Tragedy, have a rambunctious chat, and Phillip has to fill in when I get knocked out of my stream due to bad weather. All in all an awesome chat.Phillip RusserttKickstarterSponsorsSpeculative Fiction Academy - The Academy where creators can create their ultimate fantasy world. With courses in writing, scriptwriting, podcasting, and more, this is the ultimate place of learning to create the worlds you dreamed of.  I'm teaching my podcast course here, and there many other great courses taught by the likes of James Nettles III, Lisa Marie Wood and more.Pre-Order:Alice Won? - Pre-order now. Available Dec. 1st. Alice escaped the asylum and pursues the Queen of Hearts to the Greek Labyrinth in the underworld, there she must engage in a game of croquet unlike any other, against Jason of the Argonauts. Illustrated by Kenzie Carr, written by yours truly, come to wonderland Dec. 1st, where the real games begin.My Stuff:Books:Alice ZeroThe Cloud DiverSupport And Subscribe:Buy my MerchNewsletterPatreonTwitch

Today's guest is producer, engineer, mixer, Tim Palmer known for his work with Pearl Jam, U2, Cutting Crew, Tears for Fears, and many more. This is Tim's second appearance on the show.  In this episode, we discuss: Key to Repeat Clients Treating People Well Humanizing Revisions "Prodixing" (Producing + Mixing) Remote Clients Past vs. Present State of Songwriting  Mutt Lang Handling Compromise Studio Building Hearing Safety Rethinking Gear  Music Cares Black Fret Pricing U2 Comfort zones  Matt's Rant: Thinking and Working GloballyLinks and Show Notes Tim's Site: https://timpalmer.com/ Black Fret: https://www.blackfret.org/ Music Cares: https://www.grammy.com/musicares Tim's First Interview on WCA: https://www.workingclassaudio.com/wca-025-with-tim-palmer/ WCA on Instagram: @working_class_audio Connect with Matt on Linkedin: https://www.linkedin.com/in/mattboudreau/ Current sponsors & promos: https://bit.ly/2WmKbFw Credits Guest: Tim Palmer Host: Matt Boudreau  Engineer: Matt Boudreau Producer: Matt Boudreau Editing: Anne-Marie Pleau & Matt Boudreau WCA Theme Music: Cliff Truesdell  Announcer: Chuck Smith Additional Music: The License Lab

This is the final episode in our book discussion on Treating People Well. Join us as we discover practical tips for both our professional and personal lives as we seek to treat people well. There is something in these episodes that we all need to be challenged with. Join in.

How we treat others can bring people together or drive them apart. What if we all purposed to treat people well and be a person that brings people together? This is the second week of our book discussion. Join us as we learn to treat people well.

How do we treat people well? Join us for our first book review called, Treating People Well. So grab the book, catch up the the few chapters we go over today and enjoy the humor and lessons the authors suggest in learning to treat people well.

Our guest for today is Joshua Thompson, a clinical assistant professor at Idaho State University. He has broad experience in healthcare practice and in this episode we want you to hear about his amazing experience in this field. He will tell us how he got into healthcare and the reason why he chose to stay. We will go through his experience as a professor, why he believes he can make a great impact on people, and his proudest moment as a practice administrator when he changed the mindset of his team and learned that treating people well results in growth and expansion for businesses. If you are looking for some great advice on healthcare administration please tune in! For the full transcript, show notes, and resources to help you level up your practice, visit us at medman.com 

Chad Pitcher sits down to talk about doing what's necessary for your business and treating customers and employees well.

On this episode, I'm joined by Indi Pahl from Oakwell Hampton. He initially entered the world of recruitment by - you guessed it - falling into it. Beginning his career with SThree, Indi quickly realised that recruitment was going to be his long-term passion, and after 8 years split across two businesses he started Oakwell Hampton. Indi's journey as a recruitment business owner is slightly different to those that I have had previously on the podcast, as he grew a recruitment business as a non-biller, and put emphasis on how hiring the correct people enabled him to scale his business. For recruiters who want to learn more about hiring the right people, hiring triggers and starting a business as a non-biller, this ones for you. For the junior consultants listening, I think this is an amazing podcast to listen to if you are looking to achieve consistency with your desk, as Indi talks about how he measures this with individuals in his own business. Timestamps: How did Indi get into recruitment? [2:06] Were you a good biller? [5:09] How would you describe the SThree environment? [6:14] Why did Indi get the opportunity to progress? [8:30] Did you always want to have your own business? [12:28] How were the first years at Oakwell? [14:49] What was your strategy to make your company different? [19:55] What are the clear parameters to let someone go? [22:52] What was the biggest challenge in year one? [24:36] Year one turnover and going into year two  [26:49] What did you include in your interview process when hiring that has had an impact? [30:11] What are the non negotiables for you when hiring? [33:40] Hiring triggers [38:24] What is your mentality to reactive and proactive hiring? [42:04] Family and life with work [46:54] Remote working [50:25] How have you been able to achieve that growth? [57:50] How much time do you invest in your employees? [58:34] Training and development [1:01:34] Knowing what you know now what would you do differently? [1:04:09] What are your plans to grow now? [1:06:27] What are you excited about? [1:08:47] What is resilience to you? [1:10:32] What would you say to the people? [1:12:29] You can connect with Indi on LinkedIn: https://www.linkedin.com/in/indypahl/ (https://www.linkedin.com/in/indypahl/) I hope you enjoyed the episode, the best place to connect with me is on Linkedin - https://www.linkedin.com/in/hishemazzouz/ (Hishem Azzouz) If you would love me to cover certain topics with future guests please drop me a message.  Finally, if you have been enjoying the podcast and you have two minutes then it would be greatly appreciated if you could leave a review.   Simply it will enable me to reach more people with the podcast, you can easily leave a review with the following link - https://ratethispodcast.com/rollercoaster (https://ratethispodcast.com/rollercoaster)

A guide to personal and professional empowerment through civility and social skills, written by two White House Social Secretaries who offer an important fundamental message—everyone is important and everyone deserves to be treated well.

It's an extraordinary time in our world's history with so many countries in lockdown with COVID-19. It's understandable that leaders are focused on trying to save business rather than focusing on their people. However, treating people well is critical to future performance. Best wishes during this difficult time. I know I have a lot of listeners in countries that are badly impacted. Please be assured of my thoughts and prayers.

Summary The best leaders prioritise treating people well, and reap the benefits through higher performance and greater commitment. But time pressure can make this difficult. Here are five ways busy leaders prioritise treating people well.   Transcript Hello and welcome to episode 47 of the Leadership Today podcast where each week we tackle one of today’s biggest leadership challenges. This week we look at five ways busy leaders prioritise treating people well. Treating people well matters, and not just because it’s the right thing to do. Research shows that people who feel they are treated fairly perform better, and have higher team and organisational commitment. People who are treated fairly deliver better results and stay longer. But what does it mean to be treated fairly? Researchers divide fairness into four factors: Equitable rewards - people want to see a link between performance and reward Transparent procedures for rewarding people - people are clear about the ‘what’ and ‘how’ of reward and recognition - they know what is rewarded, and the way it is rewarded Clear decision making - people are clear about the logic behind decisions, not just the decisions themselves Dignity and respect - people feel they are treated in a considerate way No doubt you agree these all sound great, and the best leaders you have worked for have probably done all of those things. So why doesn’t it happen more often? Research published in Harvard Business Review helps to explain why fairness can be such an issue. Through a series of studies the researchers found short-term high workloads were associated with leaders placing less attention on fairness. Even more concerning, they found that chronic and ongoing high workloads were associated with leaders persistently prioritising tasks over people. The problem is that leaders who are under time pressure tend to put technical tasks ahead of people, and as a result their treatment of people suffers. The risk is that performance drops off and people think about leaving. Not only that, the best leaders feel compromised - they may want to treat their people better, but feel they don’t have the time or permission to do that effectively. So, what can we do about it? Here are five ways busy leaders prioritise treating people well: Great leaders still set aside time for their people: treating people fairly is rarely urgent, so the best leaders schedule time for their people. And they keep to those times even when they’re busy. If you’re interested in exploring that further you can check out episode 4 about monthly 1 on 1 meetings that work. Great leaders prioritise the process not just the task: researchers often refer to this as procedural fairness. People want to know that procedures have been established and are followed without exceptions. Great leaders agree and communicate what should be rewarded: they work with other leaders to establish values and performance standards. Great leaders differentiate based on performance: this isn’t necessarily about money, but could include secondments, promotions, conferences, training, additional leave. They also ensure that under-performers know they’re underperforming, then they help them to improve, they move them to a more appropriate role if needed and, if all else fails, they move them on. Great leaders share the ‘why’ behind decisions, not just the decisions themselves: in the absence of this, people make things up to fill in the gaps. The best leaders make sure the gaps aren’t there in the first place. The world needs more leaders that prioritise treating people well. We also need organisations to value and reward fairness. Once leaders have permission to put people first they’re far more likely to be fair. It’s not just because it’s the right thing to do, but it also produces better results and helps to retain our best people.   References When Managers Are Overworked, They Treat Employees Less Fairly - Elad N. Sherf, Ravi S. Gajendran, Vijaya Venkataramani - JUNE 04, 2018 https://hbr.org/2018/06/research-when-managers-are-overworked-they-treat-employees-less-fairly

A guide to personal and professional empowerment through civility and social skills, written by two White House Social Secretaries who offer an important fundamental message—everyone is important and everyone deserves to be treated well.

LAS HABILIDADES SOCIALES NO SUELEN SER PRIORIDAD PARA MUCHOS, PERO SON NECESARIAS PARA QUE LAS PERSONAS A NUESTRO ALREDEDOR NOS APOYEN Y NO SE CONVIERTAN EN UN OBSTÁCULO INNECESARIO Esta idea sobre Relaciones Remarcables fue extraída de "Tratando bien a las personas" (Treating People Well) por Lea Berman y Jeremy Bernard. Este título enseña el fino arte de tratar bien a los demás por medio de historias, ejemplos y principios que podemos aplicar para crear y fortalecer lazos con amigos, familia, compañeros de trabajo y cualquier persona que conviva con nosotros. Recomendamos todas las ideas de este libro a cualquier persona interesada en mejorar sus habilidades sociales y a líderes encargados de la atención a clientes, ventas, clima laboral o desarrollo de alianzas. Algo útil para dialogar ¿Qué es lo más difícil de hacer cuando no tienes el apoyo de otras personas? ¿Te sirvió esta idea? Propágala para que más personas descubran de dónde vienen las buenas ideas. Suscríbete en ideasinfalibles.com o visita ideasinfalibles.com/premium para conseguir resúmenes completos.

Dennis visits the Los Angeles home of Jeremy Bernard, former White House Social Secretary under President Obama and co-author of the book Treating People Well, which he wrote with Lea Berman, Social Secretary under George W. Bush. Jeremy talks about how the idea of writing the book came about, being the first man to serve in the position of Social Secretary, interviewing for the job with Michelle Obama and the running joke he has with the Obamas about his dancing. He also discusses the Obama's goal of inviting as many different people to the White House as possible, how his sexual orientation affected his job or not, meeting the Obamas back in the 2008 election, making the decision to leave and his biggest screw-up. Other topics include: growing up in Texas, his favorite memories of President Obama, living in DC, the scarcity of White House souvenirs, working with the White House calligraphers, getting Prince to the White House, meeting Frank Sinatra at Don Rickles' house, remembering people's names, the tip Anna Wintour gave him, the deliciousness of Shake Shack, being e-mail buddies with Aretha Frankln, his favorite room in the White House, the power of President Clinton's charisma, coming out to his parents and that time he slipped and fell in front of the First Lady.  https://www.treatingpeoplewellbook.com/  

Rev. Kurt Cooper opens John 8 and implores us with the message that displaying mercy towards other means treating people well even when they don't deserve it.

Jennifer Hill speaks with past White House Social Secretaries, Lea Berman & Jeremy Bernard, about their new book: “Treating People Well.” Lea and Jeremy share the tips that had them be successful at the White House and beyond. They offer advice for landing an internship at the White House and the reasons why some people were not hired at the White House. treatingpeoplewellbook.com/about-1/ Lea Berman served as White House Social Secretary from 2004-2007, was Chief of Staff to Second Lady Lynne Cheney from 2002-2003 and previously, Social Secretary to the Vice President. She has worked at the Center for Strategic and International Studies at Georgetown University, and the National Republican Senatorial Committee, and ran her own fundraising and event planning business. She is the creator of the blog America's Table, and lives in Washington, DC. Jeremy Bernard was the first male and first gay White House Social Secretary. He has been the senior advisor to the US Ambassador in France and also the White House Liaison to the National Endowment for the Humanities (NEH). He has worked on various political campaigns, including the 1992 Clinton for President Campaign and the 1993 and 2009 Presidential Inaugural Committees, and was appointed by President Clinton to the Presidential Advisory Committee on the Arts of the John F. Kennedy Center for the Performing Arts. He is a member of the Pacific Council on International Policy.

  AViD author Lea Berman joins special guest host Laura Rowley on the newest episode of the DMPL Podcast! She co-wrote Treating People Well with Jeremy Bernard. Both served as White House Social Secretaries - Berman under President George W. Bush and Bernard under President Barack Obama. During the interview, she talks about why she sees civility and manners as something that needs to be discussed in the current day and age. She also shares a couple of stories from her time at the White House.   Berman and Jeremy Bernard will be at the Central Library as part of the 2018 AViD series on Tuesday, May 15, at 7:00 PM.   Music credits: "Young, Tough and Terrible" by The Losers / CC BY-NC

Sitting in the beautiful living room of Lea Berman’s elegant, historic home (one of the oldest in Washington, DC), we talked with Lea about her new book “Treating People Well” and heard wonderful stories from her days as the White House Social Secretary. One would imagine someone with Lea’s professional background to be gracious. She […] The post Rudeness is Contagious….and thankfully so is civility! Our conversation with author and former White House Social Secretary Lea Berman (Episode #4) appeared first on She Said / She Said.

The White House. The Oval Office. Trump, one year later. Oh, what a year! And they said it wouldn't last. This week on TALKish, The Halli Casser-Jayne Show Allan J. Lichtman, author of THE CASE FOR IMPEACHMENT returns to the show to talk politics, Trump, Mueller, impeachment and how Trump's presidency has effected these United States. In the second half-hour, the authors of TREATING PEOPLE WELL, former White House social secretaries Lea Berman and Jeremy Bernard. Is civility a thing of the past in the brash age of Trump?Distinguished Professor of History at American University, Allan J. Lichtman, has correctly forecasted thirty years of presidential outcomes. And he continued his forecasting winning streak in the fall of 2016 when he predicted that Donald J. Trump would defeat the heavily favored Democrat, Hillary Clinton, to win the presidential elections. The pollsters wish they could have fared as well. Hillary acolytes wish he had broken his winning streak. Then in his bestselling book THE CASE FOR IMPEACHMENT, Professor Lichtman turned his focus to President Donald Trump and his next forecast – that it is not a question of IF President Trump will be impeached but a question of WHEN! Now on the year anniversary of President Trump's inauguration, Lichhtman remains convinced that President Trump's days are numbered and that an impeachment investigation will be launched. In his updated version of his national bestseller, THE CASE FOR IMPEACHMENT, Professor Lichtman lays out the factors that will lead to Trump's removal from office and assesses how Trump's first year in office has strengthened the case for his impeachment, and goes so far as to explain in detail exactly how he could be removed from office. In the age of Trump is civility dead or just temporarily out-of-fashion? Maybe it's a lost art one day to be recovered.Two people out to make civility fashionable again are former White House social secretaries Lea Berman, who served President George Bush and former First Lady Laura Bush, and Jeremy Bernard, who served President Barack Obama and First Lady Michelle Obama. Together they have written TREATING PEOPLE WELL, THE EXTRAORDINARY POWER OF CIVILITY IN WORK AND IN LIFE, a guide to personal and professional empowerment through civility and social skills, a book that conveys an important fundamental message—everyone is important and everyone deserves to be treated well -- not a book of old school etiquette. For lovers of White House history, this is a treasure of never-before-published anecdotes as they describe pearl-clutching moments with presidents and first ladies both a fun and informative book, and dishy too.The White House and Trump one year later with Professor Allan Lichtman and Civility in these uncivil times on TALKish, The Halli Casser-Jayne Show. For more about the show visit Halli Casser-Jayne dot com.

WHC Insider's Tammy Haddad talks with two Former White House social secretaries about their new book on civility and social skills, "Treating People Well: The Extraordinary Power of Civility at Work and in Life." Lea Berman, who worked for George and Laura Bush, and Jeremy Bernard, who worked for Michelle and Barack Obama, are the ultimate White House Insiders. Join us as we talk about how to deal with awkward situations, how to not take things personally or too seriously, and how not to behave while a guest at 1600 Pennsylvania Avenue.

Chef Russo has over thirty Eight years of experience in the food and beverage industry and has held numerous titles including: Excutive chef, general manager, food and beverage director, consultant and corporate chef. He's been featured in Gourment, Food and Wine, Bon Appetit, New York Times, Chicago Tribune, Los angeles Times, and the USA Today, just to name a few. He's won several “best” awards, which we don't have the time to dive into, because there so many. He has been at semifinialist for james beard best chef Midwest for the past 7 year and was a finalist 5 of those 7 years. Today he serves as Executive Chef for Heartland Restaurant and Wine Bar in Saint Paul MN.