Podcasts about Turnover

In this episode of the Crazy Wisdom Podcast, host Stewart Alsop sits down with client strategist Amadeus Huff to cover a wide range of topics that wind their way from the nuts and bolts of recruiting and payment models to the rapidly shifting landscape of AI adoption in business. The two dig into how AI tools are reshaping client success roles, the murky territory of recording laws and privacy in a globalized world, the geopolitical implications of oil supply chains, sanctions, and the rise of domestic tech ecosystems in countries like Russia and Argentina, and what all of this means for the future of human connection and the nation-state. Amadeus closes on an optimistic note, arguing that as AI takes over bureaucratic busywork and erodes trust online, people will increasingly hunger for genuine human relationships and third spaces. You can connect with Amadeus Huff on LinkedIn.Timestamps00:00 - Stewart introduces Amadeus Huff, diving into recruiting as building connections between job seekers and employers with minimal variance.05:00 - Amadeus discusses AI adoption pitfalls, comparing aggressive growth strategies to Amazon's early model, questioning whether tools deliver promised results.10:00 - Conversation shifts to AI notetaking versus human perception, exploring probabilistic interpretation differences between humans and machines.15:00 - Recording consent laws debated across states, touching on Waymo surveillance, Uber data collection, and public versus private space definitions.20:00 - Global privacy landscape examined, covering Swiss banking secrecy erosion, ProtonMail's departure, and RISC-V semiconductor development escaping US jurisdiction.25:00 - Sanctions creating domestic innovation ecosystems discussed through Russia's example, paralleling Argentina's emerging commerce evolution.29:00 - Closing reflections on AI replacing bureaucracy while preserving human purpose, optimism about meaningful work and deeper personal connections emerging.Key Insights1. Recruiting is fundamentally about reducing variance between what job seekers want and what employers offer. The most ethical payment models in recruiting are tied to proven success, such as waiting three months to confirm a hire is working out, rather than collecting fees the moment a contract is signed.2. Business thinking has shifted from shareholder value to stakeholder value, meaning companies now consider the wellbeing of employees, families, and communities, not just stock price. This shift is accelerating due to AI overpromising and underdelivering, making value-based measurement more important.3. AI is most useful when it handles administrative tasks that provide no direct value to customers, such as transcribing meetings and populating CRM systems. This frees up workers to focus on meaningful relationship-building and intellectual work rather than bureaucratic busywork.4. There is an important distinction between recorded and unrecorded conversation in professional settings. Building trust through informal off-the-record dialogue before switching on a transcription tool creates clearer boundaries and stronger relationships with clients.5. Sanctions tend to follow a bell curve of effectiveness. Over time they force sanctioned countries to build domestic alternatives, which gain adoption and loyalty, ultimately reducing the influence of the original foreign companies once sanctions lift.6. AI is degrading trust in online information to the point where people will increasingly crave authentic human connection, physical gathering spaces, live experiences, and real relationships rather than algorithmically generated content.7. AI is quietly improving intergenerational relationships by removing codependency. When elderly parents learn to use AI for technical help, their calls to family members shift from problem-solving to genuine connection, which strengthens the relationship.

The real link between employee experience and customer experience is not happiness alone. It is readiness, training, empowerment, accountability, and leadership. Summary The phrase happy employees create happy customers is popular in customer experience, but it is incomplete. In this episode of The Customer Service Revolution Podcast, Denise Thompson and John DiJulius challenge the oversimplified belief that employee happiness alone leads to a world-class customer experience. Employee happiness matters. If employees are miserable, unsupported, burned out, or treated like a cost center, customers will feel it. But a happy employee who is poorly trained can still create a poor customer experience. A happy employee without standards can still be inconsistent. A happy employee without autonomy can still feel helpless when something goes wrong. John explains that the real connection between employee experience and customer experience comes from hiring people with the right service aptitude, then giving them the training, systems, coaching, empowerment, recognition, and accountability they need to succeed. Denise and John also discuss how toxic employees, rushed onboarding, broken policies, lack of recognition, and poor leadership can turn even naturally happy employees into frustrated or burned-out ones. The goal is not just happy employees. The goal is happy employees who feel valued, prepared, trusted, empowered, and responsible for the experience they create. Key Takeaways: 1. Happy Employees Matter, But Happiness Alone Is Not a Strategy Employee happiness is a critical part of customer experience, but it does not automatically create happy customers. Employees also need preparation, standards, tools, and leadership. 2. Employee Readiness Is Different From Employee Happiness A naturally positive employee can still fail the customer if they are rushed into the role without proper onboarding, technical training, or service aptitude training. 3. Poor Systems Can Destroy Employee Happiness When employees are forced to defend broken policies, cover for understaffing, or absorb customer frustration without support, happiness disappears quickly. 4. Technical Training Is Not Enough Companies often train employees on processes, tasks, and systems, but neglect the human skills required to deliver great service: empathy, energy, listening, curiosity, problem-solving, and service recovery. 5. Autonomy Requires Clarity Empowering employees to make decisions only works when they understand the standards, expectations, and boundaries behind the customer experience. 6. Toxic High Performers Are Still Toxic Keeping a negative employee because they bring in revenue can damage morale, increase turnover, and weaken the customer experience. 7. Recognition Cannot Only Go to Problem Employees Leaders often spend most of their time managing high-maintenance employees while overlooking the reliable employees who quietly keep the business running. 8. The Real Goal Is Prepared, Valued, Trusted Employees The connection between employee experience and customer experience is strongest when employees feel valued, prepared, trusted, empowered, and accountable. Standout Quotes "Happy employees are a critical part of the equation, but just hiring happy employees does not by itself produce happy customers." — John DiJulius "A happy employee who is poorly trained can still create a terrible customer experience." — Denise Thompson "The best time to hire a new employee is two months ago." — John DiJulius "Over 90% of the things that go wrong in a customer-facing situation are not the customer-facing employee's fault." — John DiJulius "You never trade your reputation for sales." — John DiJulius "Burnout is real, but I think it is misdiagnosed." — John DiJulius "The goal is not just happy employees. The goal is happy employees who feel valued, prepared, trusted, and responsible for the experience they create." — Denise Thompson Chapters List After 20 Years John shares that he is most proud of the community built around The DiJulius Group's customer experience philosophies. 03:00 – Why In-Person CX Communities Matter Denise and John reflect on the Customer Service Revolution Conference and why live learning creates stronger relationships, deeper community, and better transformation. 06:06 – Challenging "Happy Employees Create Happy Customers" Denise introduces the episode's central idea: the phrase is true in spirit, but too simplistic if taken literally. 07:31 – Why Happiness Alone Is Not Enough John explains that happy employees are essential, but without training, systems, standards, and leadership, they cannot consistently create happy customers. 09:19 – Employee Happiness vs. Employee Readiness Denise asks about the difference between employees who feel good at work and employees who are truly prepared to deliver a world-class customer experience. 10:13 – Why the Best Time to Hire Was Two Months Ago John explains why reactive hiring and rushed onboarding set employees and customers up for failure. 12:25 – When Broken Systems Frustrate Happy Employees Denise and John discuss how poor policies, lack of training, and customer frustration can quickly drain employee happiness. 14:24 – The Service Aptitude Skills Companies Forget to Train John explains why organizations must train human skills like empathy, energy, curiosity, listening, problem-solving, and service recovery. 16:10 – Turnover as a Warning Sign John shares how employee turnover often reveals deeper issues in hiring, leadership, compensation, or culture. 18:23 – How Long Should Leaders Try to Fix a Toxic Employee? Denise asks how much time companies should spend coaching someone who performs well in some areas but hurts the culture. 21:41 – When Happy Employees Become Unhappy Denise explains how employees can start out happy but lose energy or engagement as conditions change. 22:14 – Burnout, Boredom, and Broken Systems John and Denise discuss why burnout is often caused by lack of support, poor systems, understaffing, and inability to get results. 25:03 – Mastery, Autonomy, and Purpose John connects employee happiness to growth, empowerment, purpose, and the ability to keep building value for employees. 27:28 – Autonomy Without Standards Denise and John discuss what happens when employees are empowered but not fully trained to make the right decisions. 31:10 – Teaching Service Recovery John shares how organizations can teach employees to handle service failures with clarity, judgment, and escalation when needed. 32:13 – A Real Service Recovery Story from John Roberts Spa John tells a memorable story about a serious customer service failure and how immediate ownership and overcorrection matter. 38:01 – Why Employees Need to Feel Valued Denise and John discuss how leaders often overlook reliable employees while focusing attention on higher-maintenance team members. 39:54 – The Danger of Overloading Rock Stars Denise and John explore how high performers can unintentionally be punished with extra work and higher expectations. 43:10 – The Real Link Between EX and CX Denise summarizes the core message: the goal is not just happy employees, but employees who are valued, prepared, trusted, and accountable. 44:02 – Closing and 20th Anniversary Reflection Denise thanks John and again recognizes The DiJulius Group's 20th anniversary. Links: The DiJulius Group Methdology: https://thedijuliusgroup.com/x-commandment-methodology/ Company Service Aptitude Test:  https://thedijuliusgroup.com/c-sat-forms/individual-c-sat/ Schedule a Complimentary Call with one of our advisors:  tdg.click/claudia Ask John!  Submit your questions for John, to be aired on future episode:  tdg.click/ask Customer Experience Executive Academy: https://thedijuliusgroup.com/project/cx-executive-academy/ Experience Revolution Membership:  https://thedijuliusgroup.com/membership/ Books:  https://thedijuliusgroup.com/shop/ Contacts:  Lindsey@thedijuliusgroup.com , Claudia@thedijuliusgroup.com If you want to learn how world-class organizations build cultures customers cannot live without, explore The Experience Revolution Membership. Inside the membership you'll gain access to livestream workshops, practical frameworks, and proven strategies used by organizations around the world. Learn more at https://thedijuliusgroup.com/membership/ Learn More If your organization is working to improve customer experience but struggling to connect it to measurable business outcomes, The DiJulius Group can help. Visit: https://thedijuliusgroup.com Listen to more episodes: https://thedijuliusgroup.com/the-customer-service-revolution-podcast/ Subscribe We talk about topics like this each week; be sure to subscribe wherever you listen to podcasts so you don't miss an episode.  

The conversation about the labor shortage in cleaning and facility services usually sounds the same: “Nobody wants to work anymore.” Add to that, “Turnover is at an all-time high.” But what if the real issue is that cleaning companies are competing against entirely different industries, POWERFUL industries, for the same people—and losing? 

Wil sits down with 30-year restaurant veteran and author Lance Reynolds for a candid conversation about the realities of independent restaurant ownership. Lance shares his unlikely origin story, going from janitor to owner of the very same restaurant, and opens up about nearly losing everything when he overextended on a fourth location, plus the vulnerability it took to ask for help and turn things around. The two dig into what actually drives restaurant success: putting employees first, delivering genuine hospitality, telling your story, and embracing technology and AI to free up time for the human connection that makes local restaurants irreplaceable. With independent restaurants facing record closures, Lance offers practical, hard-won advice on reducing employee turnover, training effectively, managing your numbers, and using tools like AI and voice technology to survive and thrive in a tough economy.Top 10 Key TakeawaysYou don't have to fail to succeed. Lance learned everything the hard way through pain and near-bankruptcy. His mission now is helping operators skip the worst lessons through mentorship, books, and education.Ask for help, it's not weakness. Lance came within days of losing four restaurants and 177 jobs. The turning point was swallowing his ego, admitting he didn't know how to build a P&L, and asking for guidance.It's not about the food. Skilled farm-to-table chefs go out of business daily. Business acumen, systems, and hospitality are what separate survivors from casualties.People-first is the secret sauce. Lance runs on a three-legged stool: employee experience, guest experience, then bottom line, in that order. The financial success is a byproduct of getting the first two right.Turnover is a profit killer. Replacing a line employee costs roughly $4,500 to $6,000, and a manager runs $12,000 to $15,000. Investing in people up front changes the entire financial picture.Training drives retention. The more you train employees, the longer they stay. Well-trained teams build trust, and people don't leave environments they trust.Independent restaurants are community first responders. From hurricanes to wildfires, local restaurants show up with food, time, and money. If they vanished, local economies would collapse in weeks.AI is a game-changer most operators are ignoring. In Lance's talks, fewer than 5% of owners are intentionally using AI. He demonstrates live how it can generate specials, recipes, training, pricing, and social content in minutes.Technology should elevate hospitality, not replace it. Tools like voice AI (e.g., Virnika) and video training platforms automate behind-the-scenes work so staff can focus on guests, and they're not eliminating jobs, just reallocating talent.Tell your story. Sharing why your restaurant exists creates emotional connection with employees and guests alike. A chain's Achilles heel is local, intimate knowledge, so lean into it.

In this episode of ScaleUp Radio, Kevin Brent is joined by Maritsa, founder of The People Keeper, to explore one of the biggest challenges facing growing businesses: keeping great people. Maritsa shares how her business evolved from offering a single employee retention service into a comprehensive framework that helps companies with between 2 and 50 employees build the people foundations needed for sustainable growth. Together they discuss why staff turnover is rarely a recruitment problem, how founders can overcome the fear of delegation, and why strong people systems create the stability every growing business needs. In this episode: Why The People Keeper completely restructured its service offering to better support growing SMEs The Three-Legged Stool Framework for building a stable people foundation The hidden costs of employee turnover and why prevention is significantly cheaper than replacement How outdated processes and founder dependency create retention problems The role of leadership development in successful delegation Practical ways founders can overcome the fear of letting go How effective onboarding accelerates performance and retention Why retention is an outcome of good systems rather than a standalone objective The Three-Legged Stool Framework Maritsa explains that every business needs three critical foundations in place: 1. Legal and Operational Basics Contracts, policies, procedures and templates that provide clarity and consistency. 2. Day-to-Day Operations Effective hiring, onboarding, management capability and communication systems. 3. Future-Facing Strategy Aligning people plans with business objectives, whether that's growth, acquisition, succession or exit planning. When all three legs are working together, businesses create the stability that naturally improves retention. Case Study: Solving 100% Annual Staff Turnover One recruitment agency approached Maritsa with a serious challenge. Despite employing only four people, the business was experiencing 100% annual staff turnover. After investigating, three core issues emerged: Processes had not adapted to a fully remote working environment following Covid The founder was heavily involved in every decision, creating bottlenecks and dependency New hires were expected to learn through an overwhelming two-week virtual shadowing process Rather than focusing solely on recruitment, Maritsa addressed the underlying systems. A promising team member was developed into an Office Manager role, receiving training in leadership, performance management and conducting effective one-to-ones. The onboarding process was redesigned with clear success measures and structured milestones. The founder was supported in stepping back and delegating responsibility more effectively. The result? Staff turnover fell from 100% to 0% and has remained there for more than two years, saving the business an estimated £150,000 or more in replacement costs. Founder Delegation: The Real Barrier A key theme throughout the conversation is that delegation is rarely a capability issue. More often it is a psychological one. Many founders worry: What if someone makes a mistake? What if standards drop? What if customers are affected? Maritsa encourages founders to explore those fears openly. By asking, "What's the worst that could happen?" founders can identify realistic risks and put mitigation plans in place. The solution is not simply handing work over. It is about creating the conditions for success through training, authority, accountability and clarity. One Key Takeaway High turnover is usually a symptom, not the problem itself. When founders build strong systems, develop capable managers and create clear expectations, retention improves naturally. Great people stay where they can succeed.   Scaling up your business isn't easy, and can be a little daunting. Let ScaleUp Radio make it a little easier for you. With guests who have been where you are now, and can offer their thoughts and advice on several aspects of business. ScaleUp Radio is the business podcast you've been waiting for. If you would like to be a guest on ScaleUp Radio, please click here: https://bizsmarts.co.uk/scaleupradio/kevin You can get in touch with Kevin here: kevin@biz-smart.co.uk   Most founders I speak to feel busy but stuck; plenty happening, but not always clear on what genuinely matters most this quarter. If that sounds familiar, the G90 Summit is worth a look. It's a structured half-day session where we help founders identify the three to five priorities that genuinely matter over the next 90 days and build the systems to deliver them. Quarterly, virtual, and £97 a seat. You can find out more at http://Smart90.co.uk/summit .   Maritsa can be found here: https://thepeoplekeeper.com/ https://thepeoplekeeper.com/resources https://www.linkedin.com/in/maritsai/   Resources: PX Espresso with Luke O'Mahoney - https://open.spotify.com/show/1M3SBzxJpogaR5aG6JL0eN Claude - https://claude.ai/  

If you've ever wondered what to actually do during small group time in math, this episode will give you a clear and practical way to support students without lowering expectations.We built a simple Math Coherence Compass to help district and school leaders make aligned decisions around math—without adding another initiative. Get your free copy and training here https://makemathmoments.com/coherence-compass/Not sure what matters most when designing math improvement plans? Take this assessment and get a free customized report: https://makemathmoments.com/grow/ Math coordinators and leaders – Ready to design your math improvement plan with guidance, support and using structure? Learn how to follow our 4 stage process. https://growyourmathprogram.com Looking to supplement your curriculum with problem-based lessons and units? Make Math Moments Problem Based Lessons & Units Description:Every school system wants sustainable improvement in math instruction. But in education, there's one reality we can't ignore: people are constantly stepping on and off the system. Teachers change roles, leaders move positions, and new staff enter every year. So how do you build improvement efforts that actually last?For years, many educators have thought about improvement through the idea of a flywheel—something that takes significant effort to get moving, but gains momentum over time. But what if education systems are less like flywheels and more like Ferris wheels? In a Ferris wheel system, people are always coming and going. And that means improvement can't live only inside individuals—it has to live within the system itself. Sustainable change requires structures that preserve learning, distribute leadership, and continuously support people as they enter and move through the system.In this episode, you'll explore:Why sustainable improvement can't depend on individual people aloneThe role of hubs, networks, and distributed leadership in math improvementWhat it means to “learn fast and implement slow”How systems can preserve and share learning over timeWhy continuous improvement must be built into the system itselfIf you're leading math improvement in a classroom, school, or district, this episode will challenge you to think differently about sustainability—and help you design systems that continue to grow even as people come and go.Show Notes PageLove the show? Text us your big takeaway!Empower Your Students (and Teachers) Using A Professional Learning PlanThat Sparks Engagement, Fuels Deep Learning, and Ignites Action! Book a time to chat with our team to see how we can help you achieve your math goals! https://makemathmoments.com/plan/Are you wondering how to create K-12 math lesson plans that leave students so engaged they don't want to stop exploring your math curriculum when the bell rings? In their podcast, Kyle Pearce and Jon Orr—founders of MakeMathMoments.com—share over 19 years of experience inspiring K-12 math students, teachers, and district leaders with effective math activities, engaging resources, and innovative math leadership strategies. Through a 6-step framework, they guide K-12 classroom teachers and district math coordinators on building a strong, balanced math program that grows student and teacher impact. Each week, gain fresh ideas, feedback, and practical strategies to feel more confident and motivate students to see the beauty in math. Start making math moments today by listening to Episode #139: "Making Math Moments From Day 1 to 180.

Spurs do not have enough experience and it is showing Brunson has been nothing short of great this postseason. Seeing the future of the Wizards

The New York Knicks are two wins from their first title since 1973. On this Championship Chase edition of the Sports Chasers Podcast, lifelong Knicks fans Kevin L. Warren and D-Dubbz react to New York's 105-104 Game 2 win over the San Antonio Spurs — a 2-0 NBA Finals lead built on two road wins (Game 1: 105-95) and a 13-game playoff win streak.We break down the game flow — San Antonio's 34-point first quarter, the Knicks' decisive 31-18 second quarter, and surviving a Spurs 14-0 fourth-quarter run to tie it at 97 — before New York closed it out. Plus: Jalen Brunson's gritty 20 points (7-25) and the game-deciding free throws, Karl-Anthony Towns' efficient 21 & 13, Mikal Bridges' 20 on 13 shots, OG Anunoby's two-way impact, and Landry Shamet off the bench. We get into the late Spurs turnover and foul, the final shot debate, officiating, national media narratives, and Mike Brown's coaching turnaround — then preview Game 3 at Madison Square Garden on Monday, June 8 at 8:30 PM ET.No hot takes. No narratives. Just objective, fan-first sports talk.

Victor Wembanyama Addresses Critical Turnover After Spurs' Narrow Finals Loss to Knicks by Jaggy Sports

2015 veröffentlichte die US-amerikanische Band Turnover mit «Peripheral Vision» ein Album, das zum modernen Klassiker für Indie-Girls und Sad-Boys wurde. Die darauffolgende Platte konnte noch einigermassen mithalten, doch danach floppte alles Weitere. Gelingt ihnen mit «Down On Earth» das Comeback?

Light-on for news this week, as Sam and Max dive into some big names coming to your screens and your stages with the ARIA awards and Night At the Parklands, before going deep into some bands that we feel like don't get enough love.Listen along to the songs we discuss with this week's Spotify Playlist.Discover more new music and hear your favourite artists with 78 Amped on Instagram and TikTok.Watch episodes on our YouTube channel and don't forget to like and subscribe.

Julie Thiel of TTS Company explains why MSPs need to treat retention as a business-building discipline, not a last-minute response to resignations “Turnover doesn't start when someone leaves,” says Julie Thiel of TTS Company. “That's just when you get the wake-up call.” In this episode of Technology Reseller News, Doug Green is joined again by Julie Thiel of TTS Company for the latest conversation in an ongoing series designed to help MSPs understand the human resources side of building a stronger business. The discussion focuses on a common issue for growing MSPs: employee turnover. But rather than treating turnover as something that begins when an employee gives notice, Thiel argues that the warning signs often appear much earlier. Retention, she explains, is tied to leadership, employee experience, culture, communication, expectations and whether team members see a future inside the organization. For MSPs, the stakes are especially high. Losing a strong technician, account manager or operations leader can disrupt customer relationships, reduce service quality and put added strain on the rest of the team. Turnover is not only an HR problem. It can become a customer experience problem, a profitability problem and even a business valuation problem. Thiel says MSP owners should think about retention as part of building equity in the company. A stable, engaged team helps create better customer outcomes and a stronger operating model. That means leaders need to pay attention before someone starts looking elsewhere. The conversation also explores the limits of compensation alone. Thiel notes that while another employer can always offer more money, pay is not the only factor that keeps people in place. “Anyone can offer more money,” Thiel says. “I've gone to jobs where I made a lot more money and it was a terrible experience. It was combat pay.” Her point is that MSPs need to make it harder for good employees to leave by building an environment where people feel valued, supported and connected to the mission of the business. More money may get someone's attention, but a healthy workplace can be the deciding factor in whether they stay. TTS Company, originally founded as Thiel Talent Strategy, works with businesses on the people side of growth. Thiel says her goal is to make HR less intimidating for business owners who may know they need help but are unsure where to begin. “I want HR to not seem so scary,” Thiel says. “We're non-scary HR.” Learn more at thettscompany.com.

Many investors see passive investing as the safest, most cost-effective way to build wealth. In this episode of Off The Wall, David B. Armstrong, CFA and Nate Tonsager, CIPM, CFA challenge that assumption by pulling back the curtain on what can happen to passive investors when the market turns. They break down the hidden risks of matching a benchmark exactly, exploring how a 20% market drop means an automatic 20% hit to your personal wealth if you don't have an active strategy behind you. They cover boredom mindsets, as well as answering the question: Should you be an active or passive investor? The goal of finding the cheapest solution is too simplistic and comes with unnecessary risk. The more strategic goal is to build a portfolio that actively protects your financial freedom.     Please see important podcast disclosure information at https://monumentwealthmanagement.com/disclosures   Episode Timeline/Key Highlights:  00:00 - Disclosures And Warm Open 01:58 - Active Vs Passive Defined Clearly 03:58 - The V8 Portfolio And Manager Discipline 15:16 - Passive Investing And The Boredom Trap 19:25 - Taxes, Turnover, And Account Type 21:35 - Actively Managing ETFs For Diversification 27:32 - Emerging Markets Breakdown And What Works 32:59 - Listener Questions, Contact Info, Closing Connect with Monument Wealth Management:    Visit our website: https://monumentwealthmanagement.com/   Follow us on Instagram: https://www.instagram.com/monumentwealth/#   Connect on LinkedIn: https://www.linkedin.com/company/monument-wealth-management/   Connect on Facebook: https://www.facebook.com/MonumentWealthManagement   Connect on YouTube: https://www.youtube.com/user/MonumentWealth#Fit   Subscribe to our Private Wealth Newsletter: https://monumentwealthmanagement.com/subscribe/   Check out our Between Sips Podcast: Where Money Meets Meaning Because money without meaning never feels like wealth. https://monumentwealthmanagement.com/between-sips-podcast/   About "Off the Wall":    Markets are noisy. Your time is limited. Off The Wall cuts through the clutter. Hosts David B. Armstrong, CFA and Nate Tonsager, CFA, CIPM bring you straightforward, candid insights about what's really moving markets and why it matters for successful investors. From economic shifts to portfolio positioning, we break down the complexities so you can invest with intention and stay grounded when headlines and life feels chaotic. Learn more about our hosts on our website at https://monumentwealthmanagement.com 

MLB.com Blue Jays Reporter Keegan Matheson joined OverDrive to discuss the Blue Jays and Marlins' series, Vladimir Guerrero Jr. 's injury timeline, Alejandro Kirk making a return, the turnover of the lineup, the positioning in the AL East, Max Scherzer and Shane Bieber's return and more.

Most leaders think high turnover is a retention problem. But it's not; it's a leadership problem. And the fix is the exact opposite of what most leaders do.Staff turnover is still widely misunderstood. And most leaders operate from a place of fear, responding to it defensively.They tiptoe around their people, lower the standards, and tolerate poor performance so they don't rock the boat. But, ironically, this is the worst thing you could possibly do for your retention problem. In this episode I give you my views on how to frame the turnover problem; I look at an article from Harvard Business Review that confirms what great leaders have always known. And I give you a practical framework that you can implement: four things to stop doing and four things to start doing.Links mentioned in this episode:No Bullsh!t Leadership episodes:Ep.27: Unleashing the Power of Your PeopleEp.355: The New Rules for High Performing TeamsHarvard Business Review article:Surprising Ways to Reduce Turnover in High-Pressure, High-Skill JobsSupporting research:Operational Overload: The Impact of Workload on High-Skilled Workforce AttritionWikipedia link:Yerkes-Dodson LawNurse Org article:Nursing Demand His New HIghLBT link:Leadership Beyond the Theory————————Have you taken our free Leadership Blindspot test?✨ In just 5 minutes you'll uncover the hidden leadership habits holding you back.Get your Blindspot Score and know exactly what to fix before it costs your career!TAKE THE FREE TEST HERE————————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. ✨ If you've finished Leadership Beyond the Theory but still find yourself needing a sounding board for the real leadership challenges, applications are now open for the next intake of The No Bullsh!t Leaders Club.Join Marty, Em, and 90+ high calibre leaders for straight answers, tough conversations, and ongoing support to help you lead at a higher standard: leadershipbeyondthetheory.com/nblc Hosted on Acast. See acast.com/privacy for more information.

TSN's Cheryl Pounder on expansion dominating the PWHL offseason, Canadiens OT loss to the Hurricanes, Lane Hutson, Avalanche in deep against the Golden Knights, and who starts in net for Colorado.

MONEY QUOTES: "The Internal Customer Crisis: Why Your Employees Are Quitting (And It's Not About Money)" "Nearly 75% of employee turnover is preventable." "Your job is to be the source of certainty in the chaos." THE DATA: Work Institute: 15,000 exit interviews in 2025, part of 120,000+ interviews from 2020-2025. Nearly 75% of employee turnover is preventable. MIT Sloan: Toxic workplace culture is the number one reason people quit, 10x more predictive than compensation. Gallup: Only 23% of employees are actively engaged. If you have 10 people, only 2-3 are truly engaged. The other 7-8 are going through the motions. People aren't quitting because of perks, pay, or flexibility. They're quitting because you're not giving them the 5 Cs.   THE 5 Cs YOUR EMPLOYEES NEED: 1. Context: The big picture. How does their work matter? Where is the company going? 2. Clarity: What does success look like? What are the priorities? What's expected? 3. Communication: Transparent conversations. Early problem surfacing. No surprises. 4. Consistency: Weekly rhythm. Reliable cadence. Predictable structure. 5. Certainty: Trust. Belief in the vision. Coaching for their highest potential. The one leaders miss most: Certainty.   WHAT CERTAINTY MEANS: Certainty isn't about guarantees. It's about creating psychological safety in an uncertain world. It's about your employees knowing: - "My leader believes in me." - "My leader has my back." - "My leader sees my potential and is invested in helping me reach it." - "Even when things are hard, I trust that we'll figure it out together." Certainty is the foundation of everything else. Without it, nothing else works. It is your job as the leader to create certainty. Not HR. Not a program. You. Your employees are living in an uncertain world. In the absence of certainty, people panic. They disengage. They leave. Your job is to be the source of certainty in the chaos.   WHY EMPLOYEES QUIT: REASON #1: They can't see a future (Career Development) Career growth has been the number one driver of turnover for decades. Not pay. Not perks. Growth. The 5 Cs failure: No Context (how their growth fits the bigger picture), No Clarity (what skills to build or what success looks like), No Certainty (they don't trust you're invested in their future). What you need: Role clarity that defines what great looks like and what the path forward is.   REASON #2: Their manager is the problem (Manager Behavior) People don't leave companies. They leave managers. The problem isn't technical. It's behavioral. How managers communicate. How they handle pressure. How they treat people when things get challenging. The 5 Cs failure: No Communication (managers avoid hard topics), No Consistency (managers are unpredictable, moody, reactive), No Certainty (managers don't believe in their people, they micromanage or abandon, they don't coach or create safety). Certainty is the hardest C for managers to deliver because it requires them to show up as leaders, not just task managers. What you need: A weekly rhythm that structures one-on-ones, creates space for coaching conversations, and builds certainty through consistency.   REASON #3: Work-life balance is unsustainable (Workload and Flexibility) This isn't about remote work or flexible hours. It's about unrealistic expectations, unclear priorities, and constant firefighting. Employees don't know what's most important, what they can say no to, or when "good enough" is actually good enough. So they try to do everything. And they burn out. The 5 Cs failure: No Clarity (priorities are unclear, everything is urgent), No Consistency (the rhythm is chaotic, meetings are random, expectations shift constantly), No Certainty (employees don't trust it's okay to set boundaries or push back). What you need: Decision boundaries that clarify what's theirs to own, what needs your input, and what they can let go of.   REASON #4: AI and job security uncertainty (Lack of Transparency) It's not fear of job loss. It's uncertainty about what AI means for them and their role. In the absence of clarity, employees fill in the blanks. Usually in ways that don't work in your favor. The lack of transparency creates anxiety. The 5 Cs failure: No Context (they don't understand why AI matters or how it fits the vision), No Communication (you're not talking about it or you're being vague), No Certainty (they don't trust you'll protect them, support them, or help them adapt). Your job as the leader is to say: "Here's what's changing. Here's what's staying the same. Here's how you fit into the future. I believe in you. We'll figure this out together." What you need: Transparent communication built into your weekly rhythm so change doesn't blindside your team.   REASON #5: The day-to-day experience wears them down (Culture and Recognition) This is the slow bleed. Not one big thing. Just a thousand small things that add up over time. Their wins go unnoticed. Their concerns go unheard. Their effort goes unrecognized. They feel invisible. The 5 Cs failure: No Communication (you're not listening, acknowledging, or seeing them), No Certainty (they don't feel valued, they don't trust their work matters, they don't believe you care). What you need: A consistent rhythm that creates space for recognition, celebration, and connection.   THE PATTERN: Every reason employees quit comes back to the same problem: You're not giving them the 5 Cs. And the one you're missing most? Certainty. Because certainty is hard. It requires you to show up as a leader, not just a manager. It requires you to believe in your people, even when they don't believe in themselves. It requires you to create safety, trust, and confidence in an uncertain world. Most leaders have never been taught how to do that. So they default to managing tasks. And their people leave.   THE REAL PROBLEM: You don't have an internal customer experience strategy built on the 5 Cs. Turnover has slowed, but the underlying frustration hasn't. Employees are staying longer, not because they're fully bought in, but because they're watching, waiting, and quietly reassessing whether it's worth sticking around. That's the real risk. Not mass exits, but quiet disengagement building under the surface. The gap between staying and committing is where most organizations are losing people. They just don't see it yet. You can't fix this with another perk, another program, or another pizza party. You fix it by building the infrastructure that delivers the 5 Cs.   THE SOLUTION: Bulletproof COO builds the infrastructure that creates the internal customer experience your team is craving. 3-5 short conversations. You talk. The system builds: - Role clarity so employees know what great looks like and what's next - Decision boundaries so they know what's theirs to own - Documented standards so expectations are clear - A weekly rhythm that creates consistency, communication, and certainty - An onboarding process that delivers context from day one Your team gets the 5 Cs. You stop being the bottleneck. Your A-players stay. Mediocrity loses its hiding place. Most importantly, you create certainty. Because the system gives you the structure to show up as a leader, not just a firefighter. Stop losing your best people to preventable turnover. Go to bulletproofbusinessgrowth.com/coo   ACTION STEP: Ask yourself: Are you creating certainty for your team? Or are you leaving them to navigate the chaos alone? NEXT WEEK: "Why Hiring More People Won't Fix This (And What Will)"

In This Episode Processes alone do not build great companies—people and culture bring those systems to life. In this episode, Adi Klevit interviews Mandi Moran, owner and Marketing Director at Window World of Youngstown, about how she helped transform a growing family business by implementing strong systems, accountability, and people-first leadership. Mandi shares how she joined the business eight years ago and quickly realized that while the company was successful, there were very few documented operational processes in place. Adi and Mandi dive into how creating over 100 SOPs across multiple departments helped standardize operations across six different Window World locations. More importantly, Mandi explains that implementation was only successful because leadership focused on hiring the right people, building accountability, and investing in continuous training. Through internal trainers, KPI tracking, and hands-on leadership, the company created consistency across all markets. The conversation also highlights the critical role of company culture. Mandi explains that employees thrive when they feel appreciated, supported, and connected to leadership. From peer-recognition programs to learning employees' personal goals and family milestones, the company intentionally creates a workplace where people feel valued—not just managed. Perhaps the biggest takeaway is that systems and culture are not separate initiatives. When combined intentionally, they create businesses that scale successfully while maintaining strong employee retention and long-term stability.  

In episode 253, Coffey talks with Anthony Sork about how emotional attachment during onboarding shapes employee engagement, retention, and organizational performance.  They discuss the difference between employee attachment and employee engagement; how onboarding experiences create long-term emotional bonds with organizations; the role frontline managers play in employee retention and discretionary effort; why poor manager engagement creates downstream hiring and retention risks; how employer branding influences attachment before candidates even apply; the impact of lengthy recruiting processes on candidate perception and trust; why organizations should treat onboarding as a strategic investment; the four core attachment perceptions of security, trust, acceptance, and belonging; how emotional bonds form during the first 120 days of employment; practical ways leaders can strengthen employee connection and purpose alignment; the risks of unmanaged onboarding and declining new-hire sentiment; why traditional engagement surveys are lagging indicators of workplace culture; and how individualized onboarding experiences improve retention and team performance.  Mentioned in this episode: Qualtrics' 2026 Global Employee Experience Trends https://www.qualtrics.com/ebooks-guides/employee-experience-trends/   ** Special Offer From Our Guest **  We are pleased to offer a complimentary trial of the Employee Attachment Inventory for an employee who has commenced and who reaches their 90th day of employment in the months of May, June, or July 2026.  Visit www.shcBOND.com and use this code: GoodMorningHREAI2026   Or email Anthony Sork (anthony@sorkhc.com.au)or Selina Sork (selina@sorkhc.com.au) with questions.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  As a world recognized thought leader in employee perception measurement, Anthony Sork has changed the way organizations understand “Engagement” across the employee lifecycle. Anthony has worked with leaders across all industries to help them understand, measure and manage the emotional bond of their talent to enhance performance and retention and build “Culture's of Excellence'.  Anthony's award winning patented instrument, the Employee Attachment Inventory (EAI) together with the Employee Connection Inventory (ECI) and Employee Detachment Inventory (EDI) have supported thousands of Managers globally to create highly engaged, high performance teams.  Anthony has spoken at leading industry conferences around the world. His audiences describe him as “expert”, “upbeat”, “articulate”, “engaging”, “entertaining” and “passionate”.  Anthony has been featured in the Australian Financial Review, Sydney Morning Herald, Management Today, Human Capital Magazine, Recruitment Extra & ABC Radio.  You can learn more about Employee Attachment, Connection and Detachment across Anthony's social media channels which attract a worldwide audience.  Anthony Sork can be reached at: www.SorkHC.com.au   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Understand the difference between employee attachment and employee engagement. Identify the leadership behaviors that strengthen emotional bonds with new hires. Evaluate onboarding practices that improve retention, trust, and belonging. Recognize the long-term organizational risks of poor manager engagement. 

Good afternoon, I'm _____ with today's episode of EZ News. ---- Tai-Ex opens higher The Tai-Ex opened higher (開高) this morning. It was up 28 points at 40,204. Turnover (成交量) was 9.1-billion NT. The market fell on Tuesday for a fourth day in a row. Investors sold tech shares because of worries about the war with Iran. Some investors moved their money into non-tech shares (科技股). ---- Government to expand parental leave and family support measures Premier Cho Jung-tai has announced new plans to help families. The measures are aimed at Taiwan's falling birth rate (出生率). They include longer parental leave (育嬰假) and tax breaks (稅務優惠) on housing for parents. Cho says the government wants to support children from birth to age 18. The plan would cover childbirth, child care and education. It is expected to go to the Cabinet for approval on May 28. ---- CDC confirms first mpox clade Ib case  The Centers for Disease Control has confirmed (證實) the first m-pox clade Ib case in Taiwan. Officials say the case was imported (境外移入病例). It involves a man in his 20s. Another new mpox case this month involves a man in his 40s in northern Taiwan. The CDC says neither man had been vaccinated (已接種疫苗) against mpox. Mpox became a notifiable disease in Taiwan in 2022. ---- Israeli Airstrikes in Lebanon Leave Over Dozen Dead Lebanon's Health Ministry says Israeli airstrikes (空襲) in southern Lebanon have killed at least 19 people. The dead include four women and three children. The strikes come as fighting continues between Israel and Hezbollah. That is despite a U.S.-brokered ceasefire (停火). Israel says it is targeting Hezbollah infrastructure. Hezbollah is both a militant group and a powerful political group in Lebanon. More than one million people in Lebanon have been displaced (流離失所的). ---- US government drops tax claims against Trump as part of IRS lawsuit deal The U.S. government has agreed to drop tax claims (稅務索賠) against President Donald Trump. The deal is part of Trump's 10-billion U.S. dollar lawsuit (訴訟) against the IRS. The lawsuit is about the leak of Trump's tax returns. The settlement (和解協議) could protect Trump from more review of his finances. It also creates a fund of nearly 1.8-billion U.S. dollars. The money would go to people who say they were targeted for political reasons. Kate Fisher reports from Washington. ---- That was the I.C.R.T. EZ News, I'm _____. -- Hosting provided by SoundOn

"The most important lever you can pull as a leader is hiring the right people." Episode Chapters [03:29] Why Hiring Right Solves Most Leadership Problems [06:17] Looking Beyond the Resume [10:33] Setting Clear Expectations Up Front [13:00] The Real Cost of Turnover [18:10] Resources to Improve Your Hiring Process Hiring the right people is one of the most important decisions a leader makes. In this episode, Lee Cockerell is joined by Tim Dyck, an expert in hiring and interview strategy. They discuss why resumes only tell part of the story and how attitude, motivation, and clear expectations drive long-term success. Take a listen to hear a break down of the true cost of turnover. This episode will remind you why investing time in hiring right pays off in every area of your business. Read the blog for more from this episode.  Resources CockerellStore.com The Cockerell Academy About Lee Cockerell Mainstreet Leader Jody Maberry Travel Guidance Magical Vacation Planners are my preferred travel advisors. Reach out to have them help plan your next vacation. You can reach them at 407-442-2694.

In this episode of our On The Road series, we sit down with Jennifer Reimert, SVP, Consulting Practice at Workhuman, to explore how organizations can make recognition reach the people who are often hardest to reach: frontline and deskless workers.Jennifer spent 20 years as an HR practitioner and total rewards leader before joining Workhuman. She was also a Workhuman customer back when the company was Globoforce, using recognition to help bring two merged companies together when culture, identity, and belonging were under real pressure.Her message is clear: recognition cannot only work for people at a desk. If most of the work that defines your culture happens on the floor, in the field, in hospitals, in plants, in stores, or across customer sites, then recognition has to meet people where they actually work.

Hugh Millen joins Dave Softy Mahler and Dick Fain to talk about the Mariners bringing up Colt Emerson, his trepidations with the team turning to another young player, and how his experience around Deion Sanders connects, plus Aaron Rodgers signing with the Steelers finally plus his deep dive on what the analytics say about turnover battles.See omnystudio.com/listener for privacy information.

That seems to be the biggest issue the Warriors need to fix this summer and it sounds like they might have a plan for that.

Chessa Bouche, a sports reporter for LA First News, joined Sports Talk. Bouche celebrated LSU softball's incredible turnaround this year under head coach Beth Torina. She also lamented the Tiger baseball team's disastrous 2026 campaign.

In this episode of Lock It Down with Security Magazine, Editor-in-Chief Rachelle Blair-Frasier speaks with Frank Rojas, Business Development Manager for Hospitality and Gaming at Traka, and Dre Perkins, VP of US Strategic Key Accounts for Vingcard. Sponsored by Traka

Are high turnover and ineffective leadership draining your agency's culture and momentum? In this no-fluff episode, we break down how emotional burnout, unclear expectations, and toxic environments are killing your growth and reveal proven strategies to fix it fast. You'll discover how to build loyalty, create stability, and keep your team engaged with practical tactics like celebrating activity, defining clear career paths, and maintaining consistent leadership, so your agency can thrive without the chaos.Join the elite ranks of P&C agents. Sign up for Agent Elite today and get exclusive resources to grow your agency!

Send us Fan MailAI for nonprofit staff burnout is becoming one of the most important operational conversations in the sector. This episode explores how nonprofits can use AI to reduce staff burnout, protect institutional knowledge, and build smarter internal systems. Ben Hays of Your Part-Time Controller explains why burnout belongs in boardroom conversations about risk, finance, staffing, and mission sustainability.Burnout is often treated as an emotional or HR issue, but Ben reframes it as a financial, governance, and risk issue. When nonprofit employees leave, the organization loses more than a person. It loses institutional knowledge, training investment, workflow stability, grant reporting confidence, and often months of productivity.As Ben explains, “There's also a financial cost to burnout, which usually doesn't show up in the financial statements until later down the road.” That hidden cost can affect reimbursements, compliance, reporting timelines, employee morale, and even funder confidence.This informative conversation moves beyond surface-level wellness talk and into the operational realities nonprofit leaders face every day. Ben encourages executive directors and boards to examine role clarity, priorities, internal systems, onboarding costs, staff training time, and the infrastructure needed to retain people instead of repeatedly replacing them.AI enters the conversation not as a magic answer, but as a business tool. Used responsibly, AI can reduce repetitive tasks, support first drafts, assist with grant applications, speed up reconciliations, improve communication across departments, and give teams more room for analysis and decision-making.But Ben is clear: responsible AI starts with policy and training. Nonprofits need guidelines that protect donor data, client information, employee records, and financial confidentiality. “AI is not here to replace humans,” Ben says. “You still need to look it over. You still need to make sure it makes sense.”  00:00:00 Welcome to The Nonprofit Show 00:02:25 Ben Hays and Your Part-Time Controller 00:04:13 Why Burnout Has a Financial Cost 00:06:04 Burnout as a Governance and Risk Issue 00:07:05 Retaining Staff Versus Replacing Staff 00:09:51 How to Calculate the Cost of Turnover 00:11:28 Broken Systems Create Repeat Burnout 00:12:45 Why Outside Assessment Can Help 00:14:10 Building a Culture That Welcomes Feedback 00:18:29 Wellness Programs Are Not Enough 00:19:38 Responsible AI Use Starts With Policy 00:21:27 AI Can Create Time to Think 00:23:42 AI Across Finance, Programs, and Operations 00:25:27 Reframing AI as a Tool, Not a Threat 00:28:28 Final Thoughts on AI, Burnout, and Nonprofit Capacity #TheNonprofitShow #NonprofitAIFind us Live daily on YouTube!Find us  Live daily on LinkedIn!Find us Live daily on X: @Nonprofit_ShowOur national co-hosts and amazing guests discuss management, money and missions of nonprofits!  12:30pm ET   11:30am CT  10:30am MT  9:30am PTSend us your ideas for Show Guests or Topics: HelpDesk@AmericanNonprofitAcademy.comVisit us on the web:The Nonprofit Show

John Schuhmann joined Baskin and Phelps to share his thoughts on how the Cavs and Pistons series has gone so far, why he thinks Cleveland is struggling so much on the road, and what he thinks will be the defining factor in game 5. He also discussed James Harden's future and whether or not he'll be in Cleveland beyond this season.

Next Up! Flames Coaching Turnover – Flames Unfiltered – Episode 288           Hosts- Brad Burud and Kyle Lewis --- EPISODE 288 ---SPECIAL EPISODEThe Calgary Flames franchise has seen plenty of coaches.  From Stanley Cup winning coaches in Terry Crisp to coaches that lead this team on strong playoff runs in Sutter.  The list of coaches with significantly less success is long. Website: Flames UnfilteredListen: Apple Podcasts |  Spotify  |  Google Podcasts  Watch: YouTUBE Social Media – X - @FlameUnfiltered |FACEBOOK – Flames Unfiltered |INSTAGRAM – Flames Unfiltered | TikTok – flames.unfiltered NHL #HockeyX #TalkinHockey #HockeyPodcast #Flames #cofred #nhlflames #calgaryflames #YYC #FireItUp  *Produced by Inside Edge Hockey News Media Group

Join Tess Michaels, Founder and CEO of Clasp, for a strategic discussion on solving one of the most critical crises in modern infrastructure: the healthcare staffing shortage. With a high-octane background in healthcare investment banking at Goldman Sachs and private equity at Vista Equity Partners, Tess is applying institutional-grade financial logic to a human problem. In this episode, we explore how Clasp is moving the needle from "Turnover to Tenure" by connecting employers with clinicians before graduation and utilizing student loan repayment as a structural retention tool.

Good afternoon, I'm _____ with today's episode of EZ News. Tai-Ex opening  The Tai-Ex opened down 102 points this morning from yesterday's close, at 41,795. Turnover (成交金額) stood at 12.8 billion NT. The market rose again on Tuesday after briefly reaching the 42,000-point mark. The rise was led by major electronics stocks (電子類股), after U.S. tech shares gained on Wall Street overnight. ---- Lai says obstruction of Eswatini visit proof of consolidating authoritarianism President Lai Ching-te says China's alleged obstruction (阻撓) of his state visit to Eswatini shows that authoritarian governments are becoming more united. Lai made the comments in a pre-recorded speech for the Copenhagen Democracy Summit. He said the world is now at an important turning point in the competition between democracy and authoritarianism (威權主義). Lai said authoritarian governments are using military threats, economic pressure, cyberattacks, and grey zone tactics. He said these actions are creating serious challenges for peace, stability, and democracy. Lai also said China is willing to damage aviation safety and order for political reasons. ---- CDC to purchase over 7-million trivalent flu vaccines  The Centers for Disease Control says it plans to buy more than 7 million trivalent (三價的) flu vaccine doses (疫苗劑量) this year. That is 35,000 more doses than last year. The CDC says the vaccines will include about 6.85 million standard flu vaccine doses and about 200,000 enhanced immune-response vaccine doses. This is the first time the CDC has bought enhanced immune-response flu vaccines for the government-funded immunization program (免疫接種計畫). The vaccines are being bought from GSK, Sanofi, Adimmune, and TTY Biopharm. The first phase of the free government flu vaccine program will begin as usual on October 1. ---- Lebanon Militant Group Calls for Withdrawal from Israel Talks The leader of the Lebanese militant group Hezbollah is calling on Lebanon to withdraw (退出) from direct talks with Israel. Naim Kassem said the talks are a concession (讓步). He said Lebanon should hold indirect talks instead, through a third party. Lebanon and Israel are set to hold another round of talks in Washington starting Thursday. The talks will focus on how to end the war and discuss future relations. Although the U.S. helped arrange a ceasefire (停火) on April 17, Hezbollah and Israel have continued to attack each other every day. Hezbollah confirmed that one of its commanders was killed in an airstrike near Beirut last week. Lebanon's health minister says 380 people have been killed since the ceasefire. That brings the total death toll to more than 2,800 since the war began in March. ---- Modi heads to UAE and Europe with energy and trade on agenda Indian Prime Minister Narendra Modi is visiting the Middle East and Europe this week. The trip is being seen as one of his most important diplomatic visits (外交行程) of the year. Energy and trade (貿易) are expected to be major topics during the trip. Ishan Garg has more from New Delhi. ---- Eurovision Down to Final 10 Ten countries have moved on to the Eurovision Song Contest final after the first semifinal (準決賽). They include Finland, one of the favorites, and Israel. Israel's participation has led five countries to boycott (抵制) the contest. Israeli singer Noam Bettan heard both cheers and protest shouts when he performed the rock ballad "Michelle." Moldova, Croatia, and Sweden also made it to the final. Estonia, Georgia, Montenegro, Portugal, and San Marino were eliminated. The second semifinal will be held Thursday. Pro-Palestinian demonstrators (示威者) are planning to protest Israel's participation before Saturday's final. That was the I.C.R.T. EZ News, I'm _____. -- Hosting provided by SoundOn

The boys have been on the road all week, so they're glad to be sitting in the studio for five minutes. They bring plenty of new tunes with everything from sexy metal to model rock, then dive into some of the mountain of live music they've seen over the week, and why a family day out may save one of Australia's most iconic festivals.Follow along with the songs we discuss with this week's Spotify Playlist.Discover more new music and hear your favourite artists with 78 Amped on Instagram and TikTok.Watch episodes on our YouTube channel and don't forget to like and subscribe.

Mike Gallagher and Drew Dinkmeyer run through the Conference Semi-Finals, assessing all the games so far, covering all the key talking points, and passing judgement on how they foresee the rest of the series to develop.

Good afternoon, I'm _____ with today's episode of EZ News. Tai-Ex opening The Tai-Ex opened 121 points higher this morning at 41,259. Turnover reached $20.3 billion NT. On Wednesday, the market set more closing records. Tech stocks helped support the market after a rally (上漲) on Wall Street overnight. Taiwan Semiconductor Manufacturing closed unchanged (持平). But investors bought other chip stocks (晶片股), which gave the market strong support. ---- MOFA says Taiwan is working with allies to build drone supply chain center The Ministry of Foreign Affairs says Taiwan is working to become the Asia-Pacific center for the democratic drone (無人機) supply chain (供應鏈). The head of MOFA's Drone Diplomacy Task Force, Chiang Zhen-wei, made the statement at the Taiwanese-German Aerospace Conference in Taipei. Chiang said Taiwan plays an important role in the global "non-red" drone supply chain because of its strong manufacturing abilities. He said the task force is using Taiwan's experience in "chip diplomacy" to help develop the drone industry. He added that drones could become an important part of Taiwan's national defense (國防). At the same time, Taiwan is working with allies and like-minded countries to promote drone-related projects. ---- Lai gives top honor to Michael Fonte for supporting Taiwan-U.S. ties President Lai Ching-te has given one of Taiwan's highest honors (榮譽) for foreign nationals (外國人士) to Michael J. Fonte. Fonte is a former head of the DPP's mission in the United States. He received the Order of Brilliant Star with Grand Cordon at a ceremony at the Presidential Office. Officials said Fonte was honored for his important work in promoting Taiwan-U.S. relations. Fonte first came to Taiwan in 1967 as a missionary (傳教士). He worked with farmers in Taichung, Changhua, and Miaoli. ---- White House says deal may be coming to end Iran conflict (衝突) U.S. President Donald Trump says talks with Iran are making progress. Reports say a one-page memo (備忘錄) is being prepared. It could help end the war in the Middle East. But Trump is also warning that he could resume (恢復) attacks on Iran. His comments came 24 hours after his Secretary of State said Operation Epic Fury had ended. Simon Marks reports from Washington. ----- Search continues for missing U.S. soldiers in Morocco More than 600 military personnel (軍事人員) from several countries are searching for two U.S. soldiers missing in Morocco. They disappeared during U.S.-African military exercises. The search is now in its fifth day. Teams are looking in underwater caves and along the Atlantic coast near the training area. Officials believe the soldiers may have been on a recreational hike (休閒健行) and may have fallen into the ocean. The African Lion military drills include more than 7,000 personnel from over 30 countries. The drills are set to end Friday. Moroccan and U.S. forces are taking part in the search, along with aircraft and vessels (船隻). That was the I.C.R.T. EZ News, I'm _____. -- Hosting provided by SoundOn

The Cleveland Cavaliers just took on the Detroit Pistons in Game 1 of their 2nd Round Series! Time to react to everything we saw including:Turnover woes continuingContaining Cade CunninghamCan the Cavs handle Jalen Duren?Kenny Atkinson's rotational issuesGive us a follow over on X/Twitter:Mack PerryIt's Cavalier Podcast

Bienvenue sur Happy Work Express.Chaque jour, en quelques minutes, un chiffre pour mieux comprendre le monde du travail… et surtout pour prendre un peu de recul.Happy Work Express est le format court et quotidien de Happy Work, le podcast francophone audio le plus écouté sur le bien-être au travail et le management bienveillant.Que vous soyez salarié, manager ou dirigeant, ces chiffres rappellent une chose essentielle :Ce que vous vivez au travail n'est ni isolé, ni anormal.Parfois, il suffit d'un chiffre pour relativiser, respirer… et avancer un peu plus sereinement.

In this episode of the Nursing Management Podcast, Dr. Rosanne Raso talks with Dr. Ellie Jun about her people-centered approach to leadership. Dr. Jun shares insights on rebuilding teams, driving sustainable operational improvements, and cultivating mentorship.

Turnover is expensive, disruptive, and often blamed on “the staffing market”—but what if the real issue is your internal culture and leadership systems? In this episode, Kirk Behrendt sits down with coach Heather Crockett to explain why turnover isn't a staffing problem—it's a culture problem—and to walk you through the practical framework that attracts the right people, keeps them, and helps them thrive. You'll learn what truly drives turnover, the leadership behaviors that reduce it, and the culture systems that create clarity, consistency, and accountability. Listen to Episode 1040 of The Best Practices Show!Main Takeaways:Turnover is often a lagging indicator of deeper issues like unclear leadership, inconsistent expectations, weak onboarding, and uneven accountability.Strong cultures still attract and retain top talent, even in tight labor markets, because people choose workplaces for leadership and experience—not just pay.Clear roles, defined success, and documented expectations reduce guessing and frustration, and help the right people perform in the right seats.Consistency in leadership—supported by regular meeting rhythms—eliminates “rule changes” that make accountability feel unfair.Systems create predictable, repeatable behaviors and improve training so you don't rely on memory, mood, or “training by people.”Avoiding conflict quietly erodes culture; productive conflict builds trust when leaders use clear frameworks and address issues early.Team members stay when they feel clear, valued, and connected to meaningful purpose—not because of perks alone.Snippets:00:00 Turnover isn't a staffing problem—it's a culture problem.02:00 Why hiring is hard, and why culture is the real retention advantage.05:30 Turnover as a lagging indicator of internal leadership and systems issues.07:00 Why onboarding drives retention and the “3-3-3” framework.10:00 “Team members come first” and what it changes operationally.11:00 Clarity: defining roles, success, and expectations for behavior and performance.13:30 Consistency and the meeting rhythms that remove unfair accountability.17:00 Systems as the “this is the way” to reduce errors and speed up training.19:00 Purpose: moving from transactional dentistry to meaningful, relational work.22:00 Avoiding conflict erodes culture and drives high performers away.24:00 Clear is kind: why clarity prevents conflict from becoming a crisis.26:30 Tactical leadership behaviors you can start immediately to reduce turnover.29:00 Two questions to ask your team to uncover what's hurting culture.Guest Bio/Guest Resources:Heather Crockett is a Lead Practice Coach who finds joy in not only improving practices but improving the lives of those she coaches as well. With over 20 years of combined experience in assisting, office management, and clinical dental hygiene, her awareness supports many aspects of the practice setting.Heather received her dental hygiene degree from the Utah College of Dental Hygiene in 2008. Networking in the dental community comes easy to her, and she loves to connect with like-minded colleagues on social media. Heather enjoys both attending and presenting continuing education to expand her knowledge and learn from her friends and colleagues.She enjoys hanging out with her husband, three sons, and their dog, Moki, scrolling through social media, watching football, and traveling.More Helpful Links for a Better Practice & a Better Life:The Best Practices Show: https://www.actdental.com/podcast/Best Practices Association: https://www.actdental.com/bpaUpcoming Events & Workshops: https://www.actdental.com/events/Smile Source: https://www.smilesource.com/Subscribe on Apple Podcasts: https://podcasts.apple.comSubscribe on Spotify: https://open.spotify.com

What happens when retailers keep playing the hits after the audience has moved on? Steve Dennis opens with that question — drawn from his latest Substack essay — and it anchors everything that follows. From Bed Bath & Beyond's overreliance on the 20% coupon to QVC's slow fade, the episode explores what happens when leaders confuse past success with future relevance. The problem, Steve argues, isn't always fear. Sometimes it's a failure of imagination. That theme runs straight into DTC strategy, with Nike as the cautionary case. The promise — better margins, direct relationships, more control — turns out to be misleading. The middleman doesn't disappear; the brand becomes the middleman, absorbing fulfillment, real estate, and marketing costs that were previously someone else's problem. Levi's, Moncler, Yeti, Vuori, and On all point toward the same conclusion: the winning model is almost always a blend, not a binary. The news section is equally dense. Conflicting signals from CNBC/NRF, the U.S. Census Bureau, and Circana make the current environment genuinely hard to read — retailers are being asked to make big decisions in a fog of contradictory evidence. Walmart's continued investment in store remodels is a clear counter-narrative: physical retail isn't retreating, it's evolving. Leadership transitions at Lululemon and Best Buy raise harder questions about succession, inherited playbooks, and whether new executives will have the courage to break from them. Michael closes with surveillance pricing — the emerging debate over whether AI-powered individualized pricing is something retailers should do, not just something they can do. It's a fitting final note for an episode about what happens when the old formulas stop working and leaders haven't yet found new ones. Join us at the CommerceNext Growth Show in New York June 23rd and 24th with this exclusive discount code for 10% off general admission tickets and FREE retail tickets: Your code is "REMARKABLE" . See you in the Big Apple! About UsSteve Dennis is a strategic advisor and keynote speaker focused on growth and innovation, who has also been named one of the world's top retail influencers. He is the bestselling author of two books: Leaders Leap: Transforming Your Company at the Speed of Disruption and Remarkable Retail: How To Win & Keep Customers in the Age of Disruption. Steve regularly shares his insights in his role as a Forbes senior retail contributor and on social media.Michael LeBlanc is a senior retail advisor, keynote speaker and media entrepreneur. Michael has delivered keynotes, hosted fire-side discussions hosted senior retail executive on-stage in 1:1 interviews worldwide. Michael produces and hosts a network of leading retail trade podcasts, including The Remarkable Retail Podcast, The Voice of Retail The Food Professor, The FEED powered by Loblaw and the Global eCommerce Leaders podcast. He has been recognized by the NRF as a global Top Retail Voice for 2025 and 2025 and continues to be a ReThink Retail Top Retail Expert for the fifth year in a row.

Law firm leaders don't struggle with hiring strategy, they struggle with keeping the right people. In this episode, Molly sits down with Tess Michaels to reveal why turnover, burnout, and constant rehiring have nothing to do with a lack of talent—and everything to do with how leaders design their hiring strategy, compensation, incentives, and the overall employee experience. Discover why real leadership isn't about hiring faster or paying more upfront. It's about building a smarter hiring strategy, incentivizing by design, creating loyalty over time, and developing a system employees don't want to leave.   Key Takeaways:  If you're constantly hiring, you're not growing, you're leaking. Most law firms are stuck in a cycle of replacing people instead of fixing the system that's pushing them out. Sign-on bonuses are a band-aid (and smart talent knows it). Throwing money upfront doesn't create loyalty—it signals desperation. The best candidates aren't chasing bonuses… they're evaluating your leadership, structure, and long-term investment in them. Turnover isn't a soft-cost, it's a silent profit killer. It's lost clients, broken trust, team burnout, and brand damage. The firms that win won't be the ones posting more jobs. They'll be the ones investing earlier, developing people, and creating loyalty before competitors even get a shot. Quote for the Show:  "It's not just about paying people, it's about how that pay makes them feel over time. You have to design incentives that make them want to stay — not just accept the job." - Tess Michaels Connect with Tess:  Website: https://www.clasp.com/ LinkedIn: https://www.linkedin.com/in/tessmichaels/ Facebook: https://www.facebook.com/claspmates Instagram: https://www.instagram.com/clasp_official/  Links: Website: https://hiringandempowering.com/ Facebook: https://www.facebook.com/hiringandempowering Instagram: https://www.instagram.com/hiringandempowering LinkedIn: https://www.linkedin.com/company/hiring&empoweringsolutions/ The Law Firm Admin Bootcamp + Academy™ : https://www.lawfirmadminbootcamp.com/ Get Fix My Boss Book: https://amzn.to/3PCeEhk   Ways to Tune In: Amazon Music - https://www.amazon.com/Hiring-and-Empowering-Solutions/dp/B08JJSLJ7N Apple Podcast - https://podcasts.apple.com/us/podcast/hiring-and-empowering-solutions/id1460184599 Spotify - https://open.spotify.com/show/3oIfsDDnEDDkcumTCygHDH Stitcher - https://www.stitcher.com/show/hiring-and-empowering-solutions YouTube - https://youtu.be/qV-Ohe2hNLc 

Turnover problem.

If you'd like a tested formula to double your sales without spending any more on marketing, today's episode will show you the exact steps you need to take to make that happen. In the episode I share with you the how we helped a client double sales by doing every single step we talk about. If you're keen to extract every single dollar out of your business through optimisation - you will love this episode.

Un acteur du monde du foot est l'accusé du soir. Il est ensuite défendu avant le verdict du juge.

Story of the Week (DR):Apple names John Ternus as CEO to replace Tim Cook, who will become chairmanApple CEO Tim Cook is stepping downMeet John Ternus, the 51-year-old former swimming champ who will succeed Tim Cook as Apple CEOTim Cook to step down as Apple CEO. In letter, describes 15 years of emailsTim Cook's exit is part of a CEO reckoning sweeping Corporate AmericaAre internal CEOs the way to go?Best Buy taps insider Jason Bonfig as new CEO, Corie Barry steps downShe's actually leaving the boardLululemon names former Nike exec Heidi O'Neill as CEO MMLululemon CEO Pick Heidi O'Neill Faces Skeptical Wall Street AND Lululemon shares dive on new CEO pick — as investors fear she may not have chops to save struggling companyO'Neill brings more than 30 years of experience in performance apparel, footwear, and sports, including over 25 years at Nike, where she was credited with transforming their women's business from a side-project into a global juggernaut. Her leadership spanned product creation, brand strategy, marketing, and global operations, making her one of the most influential executives in the company's modern era. Most recently, she served as President, Consumer, Product & Brand, overseeing Nike's global consumer and product engineGolden hello: $7M equity, $2M cashRoughly 75% of Lululemon's customers are womenLululemon board: 7 of 11 FChair Martha MorfittCommittees:Audit: 2 of 3 F, including chairNomination: 3 of 5Pay: 3 of 5 F, including chairAlso: CFO, Chief Merchandising Officer, Chief People & Culture Officer, Chief Legal and Compliance Officer, Chief Brand & Product Activation OfficerNow we get why Chip is so mad: Chip Wilson, Lululemon's founder, largest shareholder and chief agitator, has not weighed in on the pick yet, although he previously advocated for waiting to name a new CEO until the board could be resetBest Buy taps insider Jason Bonfig as new CEO, Corie Barry steps downBest Buy taps insider Bonfig to succeed veteran Barry as CEO amid demand slowdownOil giant BP suffers shareholder revolt over climate transparency at tense AGM“BP suffered a shareholder revolt at its AGM over the election of a new chair and resolutions that included dropping some climate disclosure obligations”BP failed to get majority shareholder approval on two highly anticipated motions, which would have permitted online-only AGMs and retired two company-specific climate disclosure obligations. Each resolution received around 47% support, far short of the required 75% required to pass.Ahead of the AGM, BP's board blocked a motion tabled by Follow This that would have required the company to share plans on creating value for shareholders under future scenarios of falling oil and gas demand.Resolution 1: Annual Report and Accounts – 98% For / 2% AgainstResolution 2: Directors' remuneration report – 95% For / 5% AgainstResolution 3: Directors' remuneration policy – 95% For / 5% AgainstResolution 4: To elect Albert Manifold as a director – 82% For / 18% AgainstSome activist investors had said even a 5% vote against Manifold, who has only been in post as chair since October, would represent a severe reprimand, particularly after a historic 24% vote against outgoing chair Helge Lund last year.Resolution 5: To elect Meg O'Neill as a director – 97% For / 3% AgainstResolution 6: To re-elect Kate Thomson as a director – 96% For / 4% AgainstResolution 7: To re-elect Dame Amanda Blanc as a director – 95% For / 5% AgainstResolution 8: To re-elect Tushar Morzaria as a director – 96% For / 4% AgainstResolution 9: To re-elect Ian Tyler as a director – 96% For / 4% AgainstResolution 10: To re-elect Satish Pai as a director – 92% For / 8% AgainstResolution 11: To re-elect Dr Johannes Teyssen as a director – 89% For / 11% AgainstResolution 12: To re-elect Hina Nagarajan as a director – 96% For / 4% AgainstResolution 13: To elect Dave Hager as a director – 97% For / 3% AgainstResolution 14: Reappointment of auditor – 100% For / 0% AgainstResolution 15: Remuneration of auditor – 100% For / 0% AgainstResolution 16: Political donations and political expenditure – 98% For / 2% AgainstResolution 17: Directors' authority to allot shares – 96% For / 4% AgainstResolution 18: Special resolution: Authority for disapplication of pre-emption rights – 99% For / 1% AgainstResolution 19: Special resolution: Additional authority for disapplication of pre-emption rights – 99% For / 1% AgainstResolution 20: Special resolution: Share buyback – 100% For / 0% AgainstResolution 21: Special resolution: Notice of general meetings – 94% For / 6% AgainstResolution 22: Special resolution: New Articles of Association – 47% For / 53% AgainstResolution 23: Special resolution: Revocation of previous 2015 and 2019 resolutions – 47% For / 53% AgainstResolution 24: Special resolution: ACCR shareholder resolution – 26% For / 74% AgainstNetflix authorizes $25 billion share buyback after stock dropPopulist Math Time:Employees: As of 2026, Netflix employs roughly 16,000 people. If you took that $25 billion and distributed it directly to the workforce = $1,562,500 per employeeAlternatively: They could fund a $100,000 annual salary for 250,000 new people for an entire year.Customers: Netflix has roughly 325 million subscribers globally. If they decided to use that money to subsidize the service instead of buying back stock: $77 per person.Netflix could give every subscriber on the planet roughly 4 to 5 months of service for free.Or, they could lower the price of every subscription by about $6.40 per month for a full year.Social impact:Various estimates (including from HUD) suggest that ending homelessness in the US would cost roughly $20 billion to $30 billion.It could provide a full four-year scholarship (at an average cost of $100k total) to 250,000 students.It could fund the eradication of several neglected tropical diseases or provide clean water infrastructure for tens of millions of people globally.For perspective, the entire annual budget for NASA in 2025 was around $25 billion. Netflix is essentially spending one "National Space Program" worth of cash just to tweak its stock price.Shareholders:If Netflix successfully retires that 6.4% of shares and the market maintains its current valuation, the stock price should mathematically rise by about 7% to compensate for the reduced supply.If the price jumps 7% (from $93 to roughly $99.50), here is the wealth jump:Vanguard: $2.5BBlackRock: $2.1BFidelity: $1.4BReed Hastings: $138MGoodliest of the Week (MM/DR):DR: Lufthansa Cuts 20,000 Flights to Save Fuel Amid Iran War Price SurgeMM: The Onion Says It Has Again Struck a Deal to Take Over InfowarsMM: Texas Capital stays incorporated in Delaware after shareholders reject 'Dexit' voteAre investors waking up??? They rejected TEXAS CAPITAL redomestication to TEXAS!Assholiest of the Week (MM):White guy victimhood DR‘The disfavored groups, No. 1, obviously, would be white males': Ron DeSantis is still signing anti-DEI legislationWhite males are…70% of governors70% of congress60% of US corporate boards31% of US populationWhat percentage of DEI programs for companies were designed by white male CEOs? 90% of CEOs in Fortune 500 are white guys - so ALL OF THEMSo when we read: White House study says DEI policies cost US economy by promoting unqualified managers…Even if the premise and math and methodology and concepts are literally all make believe, we SHOULD take away that “white men pretending to do DEI are bad for the economy” right?Federal Job Cuts Hit Black Women Hard—a Year Later, Unemployment Is UpDonald Trump 'Honours' UGA Women's Tennis Champions With Bizarre Photo Featuring Only Men In The ForegroundThe anti DEI, white male victimhood movement should entirely OWN DEI itself - this is the great blame transfer - somehow manage to blame black women and gays for the fact that white men running the world instituted shitty policies not meant to distribute equal opportunity, just meant for press releases - anti DEI is actually anti white male leaders. Make every company CEO a black woman and then see what DEI looks likeWhite guy manifestosPalantir published a mini manifesto calling some cultures ‘harmful' and ‘middling' and said Silicon Valley has ‘a moral debt' to the U.S.Why are tech bros so insistent we listen to everything they think? Were you not listened to as a child? Did no one ever validate you? Is this just about sex? Could you not get laid, and now because you have money you need to get everything you ever thought off your chest?Here are snippets of what Alex Karp, man who couldn't get laid, thought so important that we know:The postwar neutering of Germany and Japan must be undone.The culture almost snickers at Musk's interest in grand narrative, as if billionaires ought to simply stay in their lane of enriching themselves . . . . Any curiosity or genuine interest in the value of what he has created is essentially dismissed, or perhaps lurks from beneath a thinly veiled scorn.The ruthless exposure of the private lives of public figures drives far too much talent away from government service.Man who exposes private lives as a business model says it's badWe, in America and more broadly the West, have for the past half century resisted defining national cultures in the name of inclusivity.All very important points from a man we should clearly listen to about everything - the lane I want you to stay in is “shut the fuck up” lane where, BECAUSE you have billions, I'm not forced to listen to you as if you matterWhite guy philanthropyJeff Bezos and Lauren Sánchez Bezos Donate $34 Million in Fashion GrantsMacKenzie Scott's latest donation takes her HBCU giving to well over $1 billionMacKenzie Scott has donated more than $26 billion—but it's barely made a dent in her net worth because of the power of Amazon sharesHeadliniest of the WeekDR: The blowhards:Sam Altman opens up about the Molotov cocktail attack on his home: 'The way Anthropic talks about OpenAI doesn't help'Nvidia CEO says that AI agents will make workers busier than ever—they'll ‘harass' and ‘micromanage' you, instead of take your jobMcDonald's boss on abuse claims: 'I don't want to talk about the past'Nvidia CEO Jensen Huang says you won't lose your job to AI—you'll lose it to your coworker who uses it‘I think it's a mistake': Delta CEO Ed Bastian refuses to call it ‘artificial intelligence' because it scares peopleAI will boost productivity so ServiceNow won't have to backfill open jobs, CEO saysDR: The Nutter Chutter Butter Double: Morgan Stanley biotech banker Jessica Chutter joins Tectonic board AND Tectonic Therapeutic Appoints Jessica Chutter to Board of DirectorsI screwed up: blanked and thought that was two different companies. But then I did 3 seconds of research and found that she had joined a second board: PTC Therapeutics on March 24, 2026.MM: Apple's New CEO Needs to Be a ‘Cowboy' — But Can He With Tim Cook Still There?MM: SEC Imposes Strict Nine-Year Cap on Independent DirectorsPhillipinesWho Won the Week?DR: Jessica ChutterMM: The Philippines, whose corporate boards will no longer be allowed to have Edward Sylvester of WestAmerica Bancorp, born in 1938 and on the board for 47 yearsPredictionsDR: Nobody ever talks about Jason BonfigMM: Edward Sylvester steps down as Lead Independent Director of WestAmerica Bancorp to take the role of Non Executive Advisor to the Lead Independent Director Emeritus of WestAmerica Bancorp, says the rise of AI calls fresh blood on the board

Front desk upsells didn't just add revenue — they cut turnover by 40% in one operator's portfolio. In video 2 of this series, Geoffrey Toffetti, CEO of Frontline Performance Group, and Sloan Dean, former CEO of Remington, break down how hotels train front desk teams to build rapport, tailor offers, track performance, and pay incentives that actually keep people.

After several “Good Morning” greetings, the Fat One returns with an update on the garbage disposal, sportsball nattering, a Jeopardy! update, Apple Snack news and a few gas reports. Happy National Jelly Bean Day.

The c-suite view on Apple's CEO change. What Fed Chair nominee Kevin Warsh said, and didn't say, in his confirmation hearing. Plus, Alaska Air suspends guidance amid surging jet fuel prices. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

The new Atlanta Falcons regime is taking no prisoners when it comes to roster spots as they've quickly moved on from 2024 second-round pick Ruke Orhorhoro in a rare position-for-position player swap. Scott gets into it as we look ahead to the NFL Draft starting on Thursday night. Sign up for PrizePicks with code: HMA and get $50 in lineups instantly when you play your first $5+ lineup! https://link.prizepicks.com/LME0/SCOTTKENNEDY Don't Forget Friday Night's Falcons Podcast NFL Draft Party When: Friday, April 24th 7:00 p.m. Where: Taco Mac, Duluth / 3543 Peachtree Industrial Blvd, Duluth, GA 30096 Questions: skinnedy@gmail,com Become a Member of the Falcons Podcast: https://www.youtube.com/channel/UCExH7g8jWCX0Wb5p6Jd9FwA/join For More Atlanta Falcons News: https://www.si.com/nfl/falcons/onsi #Falcons #atlantafalcons #DirtyBirds Learn more about your ad choices. Visit megaphone.fm/adchoices

Ben and Tom discuss tech world turnover and the week ahead. Join our live YouTube stream Monday through Friday at 8:30 AM EST:http://www.youtube.com/@TheMorningMarketBriefingPlease see disclosures:https://www.narwhal.com/disclosure