Podcasts about Unilever

In today's Cloud Wars Minute, I examine how AI-powered partnerships are redefining growth and desirability in the consumer economy. Highlights 00:15 — I want to talk today about how Google Cloud, the number one company on the Cloud Wars Top 10, has partnered up with its longtime customer, Unilever, to develop what I'm calling an AI-powered marketing and fulfillment engine for the AI economy. 00:59 — The focus about AI on large language models and tokens is incredibly important, but not the end goal. The end goal is the business outcome. And I think this is a very healthy thing to see the conversation shift from being heavily focused on the technology to being focused on the desired business outcomes. 02:07 — They said, we are working together in this partnership to create a new model for how consumer packaged goods brands are discovered and shopped. How consumers find them, look for them, shop for them, pay for them, and create growth for these companies. Technology has moved to the core of value creation. 02:52 — Consumers are going to be looking for, finding, and engaging with products via AI. [Unilever's Head of Supply Chain and Operations] said, we now have to be the company that presents them our products, services, possibility, our value to them in the AI context. This goes beyond a tech vendor supplying products and services to a big customer. 03:50 — They're going to use all of Google's vast AI portfolio, from Vertex AI to Gemini on the model side, so from platform to model. They're going to move a lot of Unilever's enterprise applications and data platform over to Google Cloud to allow this better end-to-end capability. Visit Cloud Wars for more.

What Next? Leadership Conversations for a Better Future examines how leaders can build future-fit economies in a time of accelerating technological and societal change. This episode looks at the power shifts created by AI and digital systems - asks where real agency still lies. Hosts Lindsay Hooper and Marc Kahn sit down with Thomas Lingard, who previously founded Unilever's Global Advocacy team to influence international public policy on sustainable development and who now heads the Centre for Future Generations, to explore where the real opportunity and agency exist to ensure that emerging technologies are used in the best interest of humanity. The discussion probes how digital power is concentrating, why regulatory systems are struggling to keep pace, and what it would take to steer emerging technologies toward societal benefit rather than narrow commercial gain. Thomas highlights the leadership capacities that now matter most: ethical judgement, systems intelligence, and the confidence to question deterministic narratives about technology. The episode asks a central question: how do we build an economy where technology strengthens society - and who has the responsibility and agency to shape that path? In partnership with the University of Cambridge Institute for Sustainability Leadership (CISL) and Investec. Investec Focus Radio SA

This week on a replay episode, Traci welcomes Bianca Best to discuss what actually stops burnout and why values alignment matters more than sleep, exercise, or vitamins.Bianca Best is a globally recognized speaker, author, and strategist whose career includes collaborations with Google, Amazon, Deloitte, Barclays, and Unilever. She's dedicated to empowering professionals to achieve extraordinary results without sacrificing their health or happiness. Her book Big Impact Without Burnout offers actionable strategies to help leaders align purpose with performance while thriving sustainably.(00:00) Meet Bianca and What This Episode Is Really About(03:11) From Side Hustle to Entrepreneurship: How the Burnout Cycle Started(08:14) Why Your Last Burnout Happened in 2015—And What Changed(10:30) The Missing Piece Nobody Talks About(15:10) That Feeling in Your Gut That Something's Wrong(22:08) Energy Management as Your Foundation(24:16) Why Where You Work Actually Matters(26:24) How Gender Changes the Burnout Equation(30:32) What the Workforce Is About to Look Like(34:27) The One Question That Changes Everything About Your CareerThis conversation will change how you think about your career, your values, and what burnout really costs you. If you're feeling stuck between ambition and exhaustion, this is for you. Connect with Bianca Best: Website: BiancaBest.com  Book: Big Impact Without Burnout (endorsed by Arianna Huffington)Connect with Traci: https://linktr.ee/HRTraci Don't forget to rate, review, and subscribe wherever you listen. Share this with someone on your team who's running on empty.Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

We welcome to the Warrior Community Anouk Pappers, Brand Anthropologist and Online Presence Architect. She has published over 15 books, bringing interviews from around the globe to life, and discovered an opportunity to shine light on leaders who were outside of the spotlight. She created a platform, Signitt, to focus on the needs of business and social leaders to define their personal brand, craft their narrative, and build their online presence. Anouk shares her playbook with us, giving us the tools and powerful stories that we will find value in and some might even resonate with our own experiences.  In 2002 Anouk started a storytelling expedition: Around the World in 80 Brands. The goal was to support brands and companies convey their message through storytelling. She traveled the world in search of brands with a purpose and people with a vision. Having started CoolBrands in Amsterdam, she later expanded to Dubai, São Paulo, and New York, working with companies such as PepsiCo, Apple, Google, Mercedes, Harley Davidson, and Unilever. She has interviewed over 900 CEOs, CMOs, and business leaders across the globe and published 15 books chronicling their stories.  In 2015, Anouk founded Signitt to focus on the needs of business and social leaders to define their personal brand, craft their narrative, and build their online presence. Drawing on her global experience and insights, Anouk has seen first-hand how clarity of brand and story can transform careers. She has dedicated much of her work to supporting leaders better position themselves for the future and “use Google as their wing(wo)man.”  A sought-after, engaging speaker, she shares practical insights and tactics to help individuals take control of their narrative and grow their visibility in a digital-first world.(3:23) Anouk shares her own story with our community, how she started working with entrepreneurs to give them a platform to share their own stories.  (6:22) What does the word branding mean to Anouk and the work she does?  (11:17) How has storytelling evolved, both professionally and personally, over the years?   (13:10) Anouk shares an experience in her own life, that was sparked her journey of curiosity and learning about other people, cultures and their experiences.  (15:50) Anouk shares how she sparks some of that same curiosity in the people that she works with.  (18:40) How does Anouk work with others to help them begin storytelling for themselves, sharing their own experiences.  (20:27) How is authentic storytelling holding up in our world, often addicted to optimization, AI and digital “noise”?  (24:21) What does Anouk notice, in her work, that helps people to accept and move through the transformational work that she does?  (30:06) What part of her story that Anouk rarely shares, but that has shaped her the most?  (32:17) What does Anouk want to make sure resonates and can be actionable for our WAW community?  (35:48) Anouk shares some steps on creating your own story.  (38:10) What is next for Anouk?  What mark does she want to leave on the world?Connect with Anouk Pappershttps://www.linkedin.com/in/anoukpappers/    Subscribe: Warriors At Work PodcastsWebsite: https://jeaniecoomber.comFacebook: https://www.facebook.com/groups/986666321719033/Instagram: https://www.instagram.com/jeanie_coomber/Twitter: https://twitter.com/jeanie_coomberLinkedIn: https://www.linkedin.com/in/jeanie-coomber-90973b4/YouTube: https://www.youtube.com/channel/UCbMZ2HyNNyPoeCSqKClBC_w

Over the course of Jeffrey Bowman's career, his work has impacted brands like Pepsi, P&G, Unilever, Dell Technologies, Verizon,  Wyndham, United, British Airways, Restaurant Associates,  Prudential, MetLife, Gap, Sears, IKEA, Whirlpool, Delta Faucet,  Behr Paint, Unilever, Planned Parenthood, Estee Lauder and  CoverGirl to name a few. Bowman is an industry thought leader, two-time award-winning Wiley published author,  Campaign US 40 Over 40, pocstock 2025 Top 50 Future of Black America and recipient of the David Ogilvy Beacon Award. Prior to starting Reframe Consulting Services in 2015, Bowman was a senior partner, managing director at Ogilvy, where he disrupted the $1T industry by starting the first cultural agency while pioneering a change operating system - The Total Market Approach that helped leaders accelerate growth that reflected the total addressable audience.

Cierre de Mercados está hoy desde IFEMA Madrid presentándoles las novedades de HIP 2026, la reunión anual de innovación para Horeca. La industria de la hostelería está viviendo una auténtica revolución. Ya no se trata solo de ofrecer un buen servicio, sino de sorprender, inspirar y conectar. La innovación es la cave para destacar en un sector cada más más competitivo. Hoy, la experiencia se mide en los detalles. Empezaremos hablando con Allesandro Alaimo di Loro, director general de Unilever Food Solutions, que es la divisón de foodservice del gigante de la alimentación Unilever. Operan en 68 países, con más de 4.700 empleados, de los cuales 230 son chefs.. así que saben perfectamente cómo funciona el día a día de una cocina. Nuestro siguiente invitado es Tomás Fernández, director comercial de Coma Partners, para presentarnos las últimas novedades en cubertería, cocina, logística, comedor, bar, buffet y catering aunque hay mucho más por venir. Iñigo Barea es el director general de Just Eat España y con él charlaremos del papel de la compañía en el sector del delivery y de la innovación tecnológica al servicio de la hostelería. El ecosistema digital hotelero atravies actualmente una fase de consolidación tras años de eclosión y en este contexto, hace ya siete años nació Yurest con el propósito de centralizar las operaciones de cualquier tipo de organización restauradora. Hablaremos con Marcos Gómez, CEO de Yurest. Y, por último, entrevistaremos a uno de los "sastres" de la alta restauración. Es Raúl Iván Fernández, director general de Kitchen Consult.

Magnum Ice Cream reported its first full-year results since its December demerger from Unilever, but posted a disappointing 3% drop in sales volumes in the fourth quarter but is it down to the widespread use of GLP-1 drugs? AJ Bell's Investment Director, Russ Mould joins Bobby to discuss.

"Deze reorganisatie is vooral watertrappelen, de winst op peil proberen te houden in een markt die voor hen gewoon moeilijk is", zegt Robbert Manders van het Antaurus Europe Fund. Die reorganisatie werd tegelijk met de jaarcijfers aangekondigd. "In veel markten heeft Heineken een nummer 2 of 3 positie. Ze hebben best veel brouwerijen." AB-Inbev, de grote concurrent brouwt efficiënter in minder, maar grotere brouwerijen. Wim Zwanenburg van Stroeve Lemberger constateert ook: "Het dalende biervolume, dat is het grote probleem, de productiviteit moet worden opgekrikt." Dat dalende biervolume raakt natuurlijk ook AB-Inbev, maar Heineken heeft er meer last van. AB-Inbev profiteert van grotere schaalvoordelen. Bij Unilever gaat het een stuk beter dan bij Heineken. Het bedrijf zag op een aantal fronten de volumes toenemen en het aandeel doet het goed, dit jaar al 12 procent in de plus. Wim Zwanenburg, die in het verleden kritisch was over Unilever, krijgt nu meer waardering voor het bedrijf. Concurrent Nestlé zit in een moeilijke fase, wellicht is dit het Unilevermoment. Verder in de podcast aandacht voor (on)houdbare staatsschuld van Frankrijk, de problemen in de softwaresector en veel cijfers. Zo bespreken we onder anderen Philips en Adyen. Ook de luisteraarsvragen komen aan bod en de experts geven hun tips. Wim geeft een algemene tip, Robbert tipt een Nederlandse financiële instelling en geeft daar een zeer uitgebreide analyse bij. Geniet van de podcast! Let op: alleen het eerste deel is vrij te beluisteren. Wil je de hele podcast (luisteraarsvragen en tips) horen, wordt dan Premium lid van BeursTalk. Dat kost slechts 9,95 per maand, 99 euro voor een heel jaar. Abonneren kan hier!See omnystudio.com/listener for privacy information.

Hoje recebemos Renata Rivetti que é pesquisadora na ciência da felicidade, palestrante do TEDx, LinkedIn Top Voice e autora de O Poder do Bem-Estar. Renata é administradora formada pela FGV e pós-graduada em Psicologia Positiva e Estudos da Felicidade. Deixou a carreira executiva para se dedicar à transformação do trabalho. À frente da Reconnect, atua com felicidade corporativa, liderança humanizada e redesenho do futuro do trabalho, impactando empresas como Unilever, Itaú, Natura e Grupo Boticário. Vamos falar de felicidade, que tal? See omnystudio.com/listener for privacy information.

Hoje recebemos Renata Rivetti que é pesquisadora na ciência da felicidade, palestrante do TEDx, LinkedIn Top Voice e autora de O Poder do Bem-Estar. Renata é administradora formada pela FGV e pós-graduada em Psicologia Positiva e Estudos da Felicidade. Deixou a carreira executiva para se dedicar à transformação do trabalho. À frente da Reconnect, atua com felicidade corporativa, liderança humanizada e redesenho do futuro do trabalho, impactando empresas como Unilever, Itaú, Natura e Grupo Boticário. Vamos falar de felicidade, que tal? See omnystudio.com/listener for privacy information.

Three Operating Principles from This Conversation 1. White space is now dynamic, not staticWhite space used to be analyzed every 18 months. Today, Ryan is seeing strategy cycles compress to quarterly—or even monthly—reviews. Not because leaders love churn, but because technology and culture are moving too fast for set-and-forget thinking.White space isn't always a massive blue ocean. More often, it's a small, highly specific intersection of your value proposition, your customer's real needs, and what you can actually execute well, right now. 2. AI works best when it supports judgment — not when it replaces itRyan offers one of the clearest, most useful frames I've heard for AI and small business:Don't ask AI for big, sweeping answers.Ask it a series of small questions you can common-sense check, and let those answers ladder up.This takes longer. It requires thinking. And it keeps humans in the loop.That matters because for a small business, one AI mistake isn't annoying; it's expensive. One missed email, one misrouted opportunity, one wrong automation can cost real money.Interestingly, Ryan is also seeing large corporations pull back from “AI everywhere” toward controlled automation and fixed workflows. The lesson? We're not at the point where we can responsibly turn everything over, and pretending we are is risky. 3. Community is now a strategic advantageRyan makes a compelling case that small business owners should be in their local business community at least once every two weeks, not to network performatively, but to gut-check reality, compare notes, and stay human.Some of the most valuable insights right now are coming from people with just a few years of experience, because they're in it, learning fast, and willing to share what's actually working.You never stop learning. And you don't need decades of experience to contribute. You just need a clear point of view and an open mind. The Bigger PictureDespite uncertainty, Ryan is seeing more optimism in business than he has in years. Not blind optimism, earned optimism.As he puts it, we have more control than we realized last year. But control only matters if we use it.This is a conversation about:Staying human in an increasingly automated worldUsing powerful tools wisely instead of stupidlyShowing up—locally, imperfectly, consistently—for the world we want to createWe're the ones we've been waiting for. Connect with Ryan EdwardsCamino Five: camino5.comRyan Edwards on LinkedIn: linkedin.com/in/ryanedwardsConnect with John Batesjohnbates.comexecutivespeakingsuccess.comlivelikealeader.show This episode makes no difference without you. If you enjoyed the show, please leave a five-star rating and share it with someone who's navigating leadership, strategy, or AI right now. That's how we learn from — and support — each other on the journey. Thank you! ----- Ryan Edwards is the co-founder of Camino5, a strategy consultancy built on a simple belief: insights create strategy and strategy creates growth.With more than 15 years of experience across digital, brand, and customer experience, Ryan's career began in web design and programming before evolving into creative and CX leadership roles. Over the last decade, his work has focused on understanding how people actually engage with brands across platforms, moments, and decisions, turning that understanding into strategies that move businesses forward.At Camino5, Ryan leads work through Paired Perspective™, the firm's approach to connecting customer behavior across a fragmented landscape. The goal isn't channel optimization in isolation, but strategic clarity that enables speed, alignment, and action.Ryan has partnered with global brands including Disney, P&G, NBCUniversal, Unilever, Chase, Nike, and Kaiser Permanente, as well as high-growth startups and emerging category leaders. His work has supported multiple unicorns, driven category-defining launches, and contributed to research that led to $20M-per-month business turnarounds.Ryan works with companies that believe strategy should create momentum and that growth starts with seeing the customer clearly. --------John Bates provides 1:1 Executive Communications Coaching, both in-person and online. He also gets 92+ Net Promoter Scores for his large and small group leadership development trainings at organizations like Johnson & Johnson, NASA, Google, Intuit, Boston Scientific, and many more. Find more at https://executivespeakingsuccess.com.Sign up for his weekly micro-trainings for free at https://johnbates.com/mini-trainings and create a great leadership communications habit that makes you the kind of leader who inspires trust, loyalty, and connection.

Zo erg als de vorige keer was het nog net niet, maar het was toch weer een horrordag voor Adyen en hun beleggers. Het aandeel verloor een vijfde van z'n waarde. En dat allemaal dankzij een paar tegenvallers. De omzet was totaal niet naar verwachting. Waar de CFO in november nog uitging van 20 tot 25 procent, kwam die uit op 17. Wanneer gaat Adyen écht leren hoe goed verwachtingsmanagement werkt? Of zijn het de beleggers die veel te veel fantaseren? Dat hoor je in deze aflevering. Verder hebben we het over het duo dat afscheid van elkaar nam, maar toch tegelijk met de cijfers komt. Unilever en Magnum. Die eerste sluit het jaar prima af, maar wel met de sidenote dat het verkopen van onderdelen vrij duur blijkt. En ook Magnum voelt daar de kosten van. Dat draait op de voor de kosten van de afsplitsing en dat is toch wel even slikken voor beleggers. Je hoort ook nog over Box 3. Schoorvoetend stemt de Tweede Kamer in met een vernieuwing van de belasting op jouw aandelen en obligaties. We vertellen je wat de veranderingen voor jou betekenen. En dan kom je ook nog te weten wie Apple achterna komt omdat het bedrijf 'te links' zou zijn. Wie zou dat toch zijn???? Te gast: Hans Oudshoorn van Saxo BNR Beurs is een journalistiek onafhankelijke productie, mede mogelijk gemaakt door Saxo. Over de makers: Jelle Maasbach is presentator van BNR Beurs en freelance financieel journalist. Zijn favoriete aandeel om over te praten is Disney, maar daar lijkt hij de enige in te zijn. Sinds de eerste uitzending van BNR Beurs is 'ie er bij. Maxim van Mil is presentator van BNR Beurs en journalist bij BNR, waar hij zich focust op de financiële markten en ontwikkelingen in de tech-wereld. Je krijgt hem het meest enthousiast als hij kan praten over ASML, of oer-Hollandse bedrijven zoals Ahold of ABN Amro. Jorik Simonides is presentator van BNR Beurs, economieredacteur en verslaggever bij BNR. Hij wordt er vooral blij van als het een keer níet over AI gaat. Milou Brand is presentator van BNR Beurs, freelance podcastmaker en columnist bij het Financieele Dagblad. Jochem Visser is presentator van BNR Beurs, maakt Beursnerd XL en is redacteur bij BNR Zakendoen en de podcast Onder Curatoren. Vraag hem naar obscure zaken op financiële markten en hij vertelt je waarom het eigenlijk nóg leuker is dan je al dacht. Over de podcast: Met BNR Beurs ga je altijd voorbereid de nieuwe beursdag in. We praten je in een kleine 25 minuten bij over alle laatste ontwikkelingen op de handelsvloer. We blijven niet alleen bij de AEX of Wall Street, maar vertellen je ook waar nog meer kansen liggen. En we houden het niet bij de cijfers, maar zoeken ook iedere dag voor je naar duiding van scherpe gasten en experts. Of je nu een ervaren belegger bent of net begint met je eerste stappen op de beurs, de podcast biedt waardevolle inzichten voor je beleggingsstrategie. Door de focus op zowel de korte termijn als de lange termijn, helpt BNR Beurs luisteraars om de ruis van de markt te scheiden van de essentie. Van Musk tot Microsoft en van Ahold tot ASML. Wij vertellen je wat beleggers bezighoudt, wie de markten in beweging zet en wat dat betekent voor jouw beleggingsportefeuille.See omnystudio.com/listener for privacy information.

It's the 6th largest economy in the EU with its largest port and some of its most important companies including ASML and Unilever. It's also the 5th biggest trading partner for Ireland and now as a brand-new centrist coalition government.But what can we expect in economic terms from the new Rob Jetten minority government in a time of trade anxiety and pressure from the US? All to discuss with Titia Ketelaar Commentator for the Dutch national broadcaster NRC.

When it comes to AI, just about everyone is experiencing some “fear of missing out” right now, says Melissa Reeve. “It's not just executives. It's not just your average individual. It's even people who are writing the code.”Humans are “not equipped to absorb these changes so quickly,” she says.Melissa is the creator of the Hyperadaptive Model and author of Hyperadaptive: Rewiring the Enterprise to Become AI-Native. She spent 25 years as an executive and Agile thought leader, which led to pioneering work in Agile marketing and her role as the first VP of Marketing at Scaled Agile. She also co-founded the Agile Marketing Alliance.In this conversation with Daniel and Peter, Melissa discusses how organizations can shift into a 21st Century model with AI integration.Tune in to learn:What an AI-native organization looks likeWhat most organizations are missing when it comes to AI integrationWhat precedence can teach us about how to integrate AIUsing examples like McDonald's, Unilever, and Moderna, Melissa shows that AI isn't just for programmers–it's a leap forward that can improve organizational operations and work environments for everyone.Drop us an e-mail at podcast@stewartleadership.com.—Listen to The Leadership Growth Podcast!https://open.spotify.com/show/6tYdz1gQAxHIQMeNXtkA3z?si=5cf424f1e2954749https://podcasts.apple.com/us/podcast/the-leadership-growth-podcast/id1726606341—Resources and LinksHyperadaptive: Rewiring the Enterprise to Become AI-Native (IT Revolution link) (Amazon link)“The Five Stages of Becoming AI-Native: The Hyperadaptive Model” (article)Hyperadaptive Solutions websiteMelissa Reeve LinkedIn“The Overlooked Key to Leading Through Chaos,” MIT Sloan Management Review “Sensemaking” Article #leadership #podcast #leadershippodcast #leadershipdevelopment #leadershipcoachingIf you liked this episode, please share it with a friend or colleague, or, better yet, leave a review to help other listeners find our show, and remember to subscribe so you never miss an episode. For more great content or to learn about how Stewart Leadership can help you grow your ability to lead effectively, please visit stewartleadership.com and follow us on LinkedIn, Instagram, and YouTube.

Natasha Chawla spent 25+ years in the corporate world working on brands like Coca-Cola and Unilever before launching Greens&Beans — a line of vegetable-packed, allergen-free pasta sauces born from her own kitchen.What started as a mom's mission to feed her allergy-prone, hockey-playing son healthy meals turned into a full-fledged CPG brand now landing on shelves across British Columbia and beyond.In this episode, Natasha shares the real journey: the R&D nightmare of scaling from 10 litres to 300 (when her sauce turned into dessert), the pivot from glass bottles to shelf-stable pouches for e-commerce, and the hard lesson that getting into a store is only half the battle — you still have to sell it.Kenny and Phil also dig into the practical side of growing a food brand the right way: why training your distributor matters, how to pace your retail pipeline so you don't outgrow your co-packer, and the power of collaboration with complementary brands.Whether you're just starting out or scaling up, this conversation is packed with real talk about what it actually takes to get a sauce from your kitchen to the shelf.

Hub van Bockel shares his story with Richard Harpin about founding Tenzing, a natural energy drink brand inspired by Himalayan sherpas. Drawing on his marketing background at Unilever, MTV, and Red Bull, van Bockel explains how he identified a gap in the market for low-sugar, plant-based alternatives to artificial energy drinks. But how do you take on incumbents in such a competitive space? He explains his bootstrapping strategy, which to begin with focused on niche communities like climbing and running. He also explains how he slowly wooed major retailers like Tesco and Sainsbury's. But it all really began with a pitch deck he presented to convince his wife of the risks. Hosted on Acast. See acast.com/privacy for more information.

Send us a textThis week on the Creator Economy Live Podcast, we're joined by Dana Paolucci, Head of PR & Influence for Dove North America. Dana walks us through a decade-long evolution of Dove's influencer strategy—from one-off campaigns to always-on, community-driven creator programs. We dig into standout activations (Crumbl, the GRAMMYs, Bridgerton), the rise of earned creator content, and why “influencer in every zip code” isn't about follower count—it's about trust.

APAC stocks were mostly lower following the continued tech selling stateside and flip-flopping regarding US-Iran talks, while commodities were pressured overnight with silver prices dropping by a double-digit percentage.Earnings saw Alphabet shares fall 2.0%, ARM Holdings slip 8.6%, and Qualcomm slump 10.3% after market.US President Trump said not much doubt that interest rates will be lowered and thinks that Warsh wants to cut rates anyway.US BLS rescheduled the January employment report for Feb. 11th, while it rescheduled December job openings and labour turnover report for February 5th, and rescheduled January CPI to February 13th.Looking ahead, highlights include German Factory Orders (Dec), EZ Retail Sales (Dec), US Challenger (Jan), Weekly/Continuing Jobless Claims, Revelio PLS, ECB Announcement, BoE Announcement & MPR, Banxico Announcement, CNB Announcement. Speakers include BoE's Bailey, ECB's Lagarde, Fed's Bostic, BoC's Macklem & RBA's Bullock. Supply from Spain & France.Earnings from Amazon, Strategy, Roblox, Reddit, Bloom Energy, ConocoPhillips, Bristol Myers Squibb, Barrick Mining, Cigna, Linde, Shell, Unilever & UniCredit.Read the full report covering Equities, Forex, Fixed Income, Commodites and more on Newsquawk

The way organizations think about artificial intelligence (AI) in the workplace has shifted dramatically over the past few years. While early conversations centered on isolated experiments and technological hype, organizations now face the much harder task of integrating AI into the fabric of how work gets done. We welcome Melissa Reeve, author of “Hyper Adaptive: Rewiring the Enterprise to Become AI Native,” to discuss what AI adoption really means for people, processes, and culture.Melissa tackles some tough questions about organizational complexity, shifting operating models, and the critical role of culture and systems thinking in successful AI integration. Listeners will get candid advice on starting small, experimenting with purpose, and preparing for the rewiring ahead. You will want to hear this episode if you are interested in...03:38 Integrating AI into organizations12:47 AI Native enterprise structure15:51 Dynamic AI governance framework18:58 AI implementation foundations23:56 Process mapping for AI integration29:44 Balancing efficiency and leadership focus37:02 Start small with value streams40:59 Innovative organizational funding models42:14 Starting a skills-focused organization47:03 Digital Twins in Product TestingNavigating the AI Revolution at WorkMelissa Reeve's journey began on the factory floors of Toyota, learning firsthand how small process shifts can drive system-wide change. Building on years of research and influence from Lean, Agile, and DevOps practitioners, Reeve authored a five-stage maturity model she calls hyperadaptive, designed to guide organizations through the incremental steps needed to become truly AI-native.The five stages of Melissa's model:Foundation – Build organizational understanding of AI; create dynamic governance structures and clarify guardrails. Optimization – Identify and optimize business processes for AI interactions; move beyond basic experimentation. Agents & Automation – Develop and manage AI agents that execute tasks and processes autonomously. Rewiring – Shift organizational architecture from rigid hierarchies to flexible, value-stream teams funded and incentivized differently. Hyperadaptive – Fully sense-and-respond organizations capable of real-time adaptation.Melissa splits these into two main categories: Basecamp (the first three stages, where most companies currently operate) and the Emerging Frontier (rewiring and hyper adaptivity).Why Organizations Struggle with AI IntegrationAccording to Melissa, most organizations are stuck because they underestimate the support structures required for successful AI adoption. It's not just about updating technology, in fact, 70-80% of AI success depends on people, culture, and processes, not algorithms. Companies often rush to deploy AI agents or experiment without a clear North Star, leading to pilot fatigue and an 80% failure rate. Many organizations haven't even finished laying the foundational groundwork, such as establishing unified governance or mapping work processes.Another common pitfall is the tendency to try everything at once. Pressure for fast results drives teams to bite off too much, resulting in burnout and costly errors.Moving from Experimentation to Purposeful TransformationPlaying with AI is not a strategy. While experimentation is necessary, organizations must put bounds on these efforts, know why they're experimenting, what hypothesis they're testing, and what success will look like.One necessary precursor is getting to grips with how your organization actually works. Many leaders lack visibility into workflows, decisions, and skillsets, making process optimization difficult. Reeve suggests collaborative process mapping—sometimes supported by AI tools—to unlock tacit knowledge and identify where AI can augment or reinvent workflows.Organizing Around Value StreamsOne of the most transformative elements is the shift from function-based silos to cross-functional value stream teams. Melissa draws on examples from Toyota, Zappos, and Unilever—organizations that reimagine workflows, funding mechanisms, and team incentives to deliver value rather than preserve hierarchy. Dynamic budgeting, focused experimentation, and flexible team structures help organizations scale AI success without tearing up everything at once.Culture, Upskilling, and Durable SuccessAI's impact will be decided by how well organizations invest in people. Unilever's Future Fit program exemplifies this approach, aligning reskilling efforts to individual purpose and business needs. It's not algorithms that set successful organizations apart, but their ability to create cultures and support systems that empower people to adapt, reinvent themselves, and thrive amidst change.Start small, experiment with purpose, invest in support structures, and prepare to rewire not just technology, but how your organization thinks about work itself. AI may be the catalyst, but people, empowered and organized around value, are the key to lasting transformation. Resources & People MentionedHyperadaptive: Rewiring the Enterprise to Become AI-Native Connect with Melissa ReeveMelissa M. Reeve on LinkedIn Connect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

In this episode of Building Brand Advocacy, we sit down with Emily Heath, Global Brand Director of Rexona | Sure, to unpack how one of the world's biggest, everyday deodorant brands is building true brand awareness and community through sports partnerships.Emily shares her extensive experience working with Unilever over 17 years and provides insights into managing a global brand. Discover how sport partnerships, particularly in football, have played a crucial role in enhancing brand engagement and creating emotional connections with fans. Emily also touches on the tactical side of sports marketing, leveraging AI in brand marketing, and maintaining brand advocacy outside of major campaigns. Tune in for an in-depth conversation filled with valuable strategies and tips for marketers at any level.In this episode, we cover:How Rexona | Sure uses sport to drive authentic brand awarenessWhat “good” looks like in global sporting partnerships, and how to maximise themThe rise of female sports and how to advocate for it as a global brandThe role of ambassadors and athletes for a global brandHow to engage and activate community at global scale, while still feeling local and humanWhere AI fits into the future of brand building and how Rexona | Sure are already tapping into itCHAPTERS00:00 Introduction01:39 The Evolution of Sports Marketing at Rexona04:22 Expanding into Female Sports Partnerships07:47 Maximizing the Value of Global Sports Partnerships10:48 How To Gain Value from Brand Ambassadors17:45 Sports Marketing Strategies for Smaller Brands20:51 Exploring Brand Advocacy Beyond Major Campaigns22:07 Leveraging Cultural Moments for Brand Relevance25:01 The Impact of AI on Brand Marketing28:56 Quick Fire Round: Personal Insights and Fun Facts

Jon Wild shares his insights into how to create a growth engine for a business. From Pet Circle and Groupon, to Hotel Club, Unilever and O2 to name a few.  He shares why and how he distills data to discover a true insight, creates focus for competitive advantage, and rallies resources and teams to run tests successfully at scale. Across all the Ps of true marketing.  Jon emphasizes the need for simplicity in strategy, the significance of understanding unit economics, and the evolving landscape of customer engagement through personalization and effective marketing strategies. Listen on Apple: https://podcasts.apple.com/au/podcast/managing-marketing/id1018735190   Listen on Spotify: https://open.spotify.com/show/75mJ4Gt6MWzFWvmd3A64XW?si=a3b63c66ab6e4934   Listen on Stitcher: https://www.stitcher.com/show/managing-marketing   Listen on Podbean: https://managingmarketing.podbean.com/    For more episodes of TrinityP3's Managing Marketing podcast, visit https://www.trinityp3.com/managing-marketing-podcasts/   Recorded on RiversideFM and edited, mixed and managed by JML Audio with thanks to Jared Lattouf.

In this episode of The Brave Enough Show, Dr. Sasha Shillcutt and Lindsay Pinchuk discuss:   How to reinvent your career after 40  How to protect your boundaries when you are in a career transition  How to find the community YOU need to thrive  "When you don't want to put yourself out there, when you want to cancel the girl's night out and stay in, the answer is always NO. GO. Get in front of your girlfriends. Go on the girls trip. ALWAYS say yes. You need other women to thrive." -Lindsay Pinchuk   Lindsay Pinchuk is an award-winning entrepreneur, consultant, and small business mentor who's among the less than 1% of female founders to successfully lead her company through an acquisition. She built her first company, Bump Club and Beyond, from just $500 into a 7-figure brand with partnerships that included Target, Nordstrom, Huggies, and Unilever, reaching over 3 million people every month before selling the business to a large agency holding company. Today, Lindsay is the founder of Dear FoundHer..., a top 1.5% podcast and community supporting women business owners over 40. Through her podcast, newsletter, mentorship program, and her signature SWEEP framework, she helps entrepreneurs simplify their marketing, grow their businesses, and build long-term success.   Newsletter Website   The Boundaries Blueprint, my new, short, on-demand course, is designed to be your toolkit for making small changes that add up to a big reset. In just three easy modules, you'll walk away with your personal plan to: Stop the daily drains on your energy, Set boundaries that stick, Protect a pocket of time that is yours (no excuses). This isn't about overhauling your entire life. It's all about the small shifts that bring powerful change. It's simple, practical, and takes less than one hour! Brave Balance is about transforming your professional and personal life in a safe, small group setting. You will grow deep in self-awareness, set clear boundaries, and develop strong time management skills to create the work-life balance you desperately need (and deserve). Change your mindset to let unhealthy behaviors go, and create long-lasting work-life control so you can live well on YOUR terms. Follow Brave Enough:   WEBSITE | INSTAGRAM | FACEBOOK | TWITTER | LINKEDIN Join The Table, Brave Enough's community. The ONLY professional membership group that meets both the professional and personal needs of high-achieving women.

Stacey Andrade-Wells, Chief Marketing Officer of Liquid I.V., shares how her background at Procter & Gamble and Unilever shaped a data-driven, purpose-led approach to building a culturally relevant hydration brand and executing its first Super Bowl advertising moment. Hosted on Acast. See acast.com/privacy for more information.

When an organisation has lots of moving parts, coordination becomes a competitive advantage. Divisional rivalries, egos, "not invented here," and personal competition can quietly shred performance, while external shocks—regulatory changes, competitor M&A, natural disasters, and market movements—keep landing on your desk. The leader's job is to create solid alignment between what the company needs and what individuals actually do every day.  What is performance alignment and why does it matter in 2025-era organisations? Performance alignment is the tight fit between company direction and individual behaviour so the business operates like one smooth machine. Without alignment, internal friction beats you before the market does—teams compete instead of coordinate, priorities conflict, and effort gets wasted on "busy work" that looks active but doesn't move results. In post-pandemic business (2020–2025), this got harder: hybrid work increased miscommunication, supply chains became less predictable, and regulation shifts plus competitor consolidation raised complexity. In Japan, alignment can be strong once decisions land, but slower if consensus and cross-division coordination drags. In the US, execution can be fast, but priorities can splinter if each function runs its own agenda. In multinationals, the "moving parts" problem is amplified; in SMEs, a single misalignment can derail the whole plan. Do now: Write the one-line "main game" for this quarter and check every team goal against it.  How do vision and mission create alignment across divisions and teams? Vision and mission align performance by clarifying where you're going and what you will (and won't) do to get there. Vision is the window to a brighter future and the goals for where you want to be—and there's usually a macro company vision plus a unit-level vision that translates strategy into local execution. When teams can "juxtapose" their contribution to the enterprise vision, motivation rises because people can see how their work matters. Mission then adds operational clarity by defining purpose and boundaries, preventing scattergun activity. This is where big organisations often win: leaders at firms like Toyota or Unilever typically cascade strategy into unit-level execution targets; startups do it faster, but sometimes leave it implicit, which can cause drift as the company scales. Do now: Rewrite your unit vision in one sentence that shows exactly how it supports the enterprise vision.  How do shared values drive engagement and commitment (especially across cultures)? Shared values align performance because they act as the cultural glue that keeps behaviour consistent under pressure. Values aren't posters—they're the rules of the road for how decisions get made, how conflict gets handled, and what "good" looks like when nobody is watching. The hard truth is the personal value spectrum is extremely varied, so alignment doesn't happen by accident. Leaders have to make values explicit, visible, and reinforced through recognition and consequences. In Japan, values often support harmony and consistency, but can also discourage constructive challenge if not balanced. In the US, values may champion individual initiative, but can turn into silos if each team's "value" becomes their private religion. In both contexts, values determine whether people truly commit or just comply. Do now: Pick 3 values and define the observable behaviours that prove each one in meetings, customer work, and decision-making.  What is a position goal and how does it motivate teams to perform? A position goal aligns performance by giving teams a clear competitive target: where do we want to rank? That could mean market share dominance, profitability leadership, or rapid growth—inside your industry, sector, or even within your own global organisation. This is powerful because many teams feel isolated and assume their work doesn't make much difference. A visible ranking goal (top ten by revenue, number one in customer retention, highest NPS in the region) turns effort into identity and recognition. In large enterprises, position goals can be highly motivating because teams can see how they compare globally. In SMEs, position goals should be chosen carefully—too grand and they feel fake; too small and they don't inspire. Consumer sectors may chase share; B2B may prioritise margin and renewal stability. Do now: Choose one position goal for 2026 and define the single metric that proves it.  How do KRAs, standards, and activities translate strategy into daily execution? KRAs, standards, and activities align performance by turning "strategy" into measurable work that gets done consistently. Key Result Areas (KRAs) identify where results must be achieved and what matters most; constant measurement and broadcasting keeps focus. Performance standards then create objectivity—use frameworks like SMART (Specific, Measurable, Attainable, Relevant, Time-specific) so everyone knows what "good" looks like. Finally, required activities must directly produce the desired outcomes; otherwise, you collect "barnacles" of superfluous tasks that slow the ship. In Japan, standards can be strong and consistent, but activity lists can grow bloated if nobody challenges legacy tasks. In the US, activity can be energetic, but standards can vary if not enforced. Do now: List your top 3 KRAs, define one standard for each, and delete one "busy work" activity that doesn't support them.  How do skills audits and results reviews keep alignment strong over time? Skills and results close the alignment loop by ensuring the team can perform—and learning whether the system worked. A skills audit tells you if the team has the capacity to achieve the goals, what training/coaching is required, and whether you need new talent. The article notes that changing personnel can be difficult and expensive in Japan, which makes skill-building and coaching even more critical. Results then answer the leadership questions: did we achieve what we set out to do, what was the quality, and what did we learn? Even failure can be a learning experience that makes the next cycle stronger. Startups can iterate faster with shorter review loops; multinationals may need quarterly or annual alignment reviews, but should still build in regular check-ins. Do now: Run a quarterly skills audit + results review: capability gaps, coaching plan, and 3 lessons to apply next quarter.  Conclusion Performance alignment is not "soft culture work"—it's a hard business system that prevents friction, wasted effort, and internal competition from destroying results. The eight elements—vision/mission, values, position goal, KRAs, standards, activities, skills, and results—work like a checklist leaders can use to keep the main game in sight, even when emergencies and meltdowns try to hijack attention.  Next steps for leaders and executives Re-state the unit vision and mission in execution language.  Choose one position goal and one proving metric.  Set KRAs + standards, then strip out "barnacle" activities.  Audit skills and lock in coaching or hiring actions.  Author credentials Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie "One Carnegie Award" (2018, 2021) and recipient of the Griffith University Business School Outstanding Alumnus Award (2012). As a Dale Carnegie Master Trainer, Greg is certified to deliver globally across all leadership, communication, sales, and presentation programs, including Leadership Training for Results. He has written several books, including three best-sellers — Japan Business Mastery, Japan Sales Mastery, and Japan Presentations Mastery — along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His works have been translated into Japanese, including Za Eigyō (ザ営業), Purezen no Tatsujin (プレゼンの達人), Torēningu de Okane o Muda ni Suru no wa Yamemashō (トレーニングでお金を無駄にするのはやめましょう), and Gendaiban "Hito o Ugokasu" Rīdā (現代版「人を動okasu" Rīdā).  Greg also publishes daily business insights on LinkedIn, Facebook, and Twitter, and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery, and Japan's Top Business Interviews, which are widely followed by executives seeking success strategies in Japan. 

When an organisation has lots of moving parts, coordination becomes a competitive advantage. Divisional rivalries, egos, "not invented here," and personal competition can quietly shred performance, while external shocks—regulatory changes, competitor M&A, natural disasters, and market movements—keep landing on your desk. The leader's job is to create solid alignment between what the company needs and what individuals actually do every day.  What is performance alignment and why does it matter in 2025-era organisations? Performance alignment is the tight fit between company direction and individual behaviour so the business operates like one smooth machine. Without alignment, internal friction beats you before the market does—teams compete instead of coordinate, priorities conflict, and effort gets wasted on "busy work" that looks active but doesn't move results. In post-pandemic business (2020–2025), this got harder: hybrid work increased miscommunication, supply chains became less predictable, and regulation shifts plus competitor consolidation raised complexity. In Japan, alignment can be strong once decisions land, but slower if consensus and cross-division coordination drags. In the US, execution can be fast, but priorities can splinter if each function runs its own agenda. In multinationals, the "moving parts" problem is amplified; in SMEs, a single misalignment can derail the whole plan. Do now: Write the one-line "main game" for this quarter and check every team goal against it.  How do vision and mission create alignment across divisions and teams? Vision and mission align performance by clarifying where you're going and what you will (and won't) do to get there. Vision is the window to a brighter future and the goals for where you want to be—and there's usually a macro company vision plus a unit-level vision that translates strategy into local execution. When teams can "juxtapose" their contribution to the enterprise vision, motivation rises because people can see how their work matters. Mission then adds operational clarity by defining purpose and boundaries, preventing scattergun activity. This is where big organisations often win: leaders at firms like Toyota or Unilever typically cascade strategy into unit-level execution targets; startups do it faster, but sometimes leave it implicit, which can cause drift as the company scales. Do now: Rewrite your unit vision in one sentence that shows exactly how it supports the enterprise vision.  How do shared values drive engagement and commitment (especially across cultures)? Shared values align performance because they act as the cultural glue that keeps behaviour consistent under pressure. Values aren't posters—they're the rules of the road for how decisions get made, how conflict gets handled, and what "good" looks like when nobody is watching. The hard truth is the personal value spectrum is extremely varied, so alignment doesn't happen by accident. Leaders have to make values explicit, visible, and reinforced through recognition and consequences. In Japan, values often support harmony and consistency, but can also discourage constructive challenge if not balanced. In the US, values may champion individual initiative, but can turn into silos if each team's "value" becomes their private religion. In both contexts, values determine whether people truly commit or just comply. Do now: Pick 3 values and define the observable behaviours that prove each one in meetings, customer work, and decision-making.  What is a position goal and how does it motivate teams to perform? A position goal aligns performance by giving teams a clear competitive target: where do we want to rank? That could mean market share dominance, profitability leadership, or rapid growth—inside your industry, sector, or even within your own global organisation. This is powerful because many teams feel isolated and assume their work doesn't make much difference. A visible ranking goal (top ten by revenue, number one in customer retention, highest NPS in the region) turns effort into identity and recognition. In large enterprises, position goals can be highly motivating because teams can see how they compare globally. In SMEs, position goals should be chosen carefully—too grand and they feel fake; too small and they don't inspire. Consumer sectors may chase share; B2B may prioritise margin and renewal stability. Do now: Choose one position goal for 2026 and define the single metric that proves it.  How do KRAs, standards, and activities translate strategy into daily execution? KRAs, standards, and activities align performance by turning "strategy" into measurable work that gets done consistently. Key Result Areas (KRAs) identify where results must be achieved and what matters most; constant measurement and broadcasting keeps focus. Performance standards then create objectivity—use frameworks like SMART (Specific, Measurable, Attainable, Relevant, Time-specific) so everyone knows what "good" looks like. Finally, required activities must directly produce the desired outcomes; otherwise, you collect "barnacles" of superfluous tasks that slow the ship. In Japan, standards can be strong and consistent, but activity lists can grow bloated if nobody challenges legacy tasks. In the US, activity can be energetic, but standards can vary if not enforced. Do now: List your top 3 KRAs, define one standard for each, and delete one "busy work" activity that doesn't support them.  How do skills audits and results reviews keep alignment strong over time? Skills and results close the alignment loop by ensuring the team can perform—and learning whether the system worked. A skills audit tells you if the team has the capacity to achieve the goals, what training/coaching is required, and whether you need new talent. The article notes that changing personnel can be difficult and expensive in Japan, which makes skill-building and coaching even more critical. Results then answer the leadership questions: did we achieve what we set out to do, what was the quality, and what did we learn? Even failure can be a learning experience that makes the next cycle stronger. Startups can iterate faster with shorter review loops; multinationals may need quarterly or annual alignment reviews, but should still build in regular check-ins. Do now: Run a quarterly skills audit + results review: capability gaps, coaching plan, and 3 lessons to apply next quarter.  Conclusion Performance alignment is not "soft culture work"—it's a hard business system that prevents friction, wasted effort, and internal competition from destroying results. The eight elements—vision/mission, values, position goal, KRAs, standards, activities, skills, and results—work like a checklist leaders can use to keep the main game in sight, even when emergencies and meltdowns try to hijack attention.  Next steps for leaders and executives Re-state the unit vision and mission in execution language.  Choose one position goal and one proving metric.  Set KRAs + standards, then strip out "barnacle" activities.  Audit skills and lock in coaching or hiring actions.  Author credentials Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie "One Carnegie Award" (2018, 2021) and recipient of the Griffith University Business School Outstanding Alumnus Award (2012). As a Dale Carnegie Master Trainer, Greg is certified to deliver globally across all leadership, communication, sales, and presentation programs, including Leadership Training for Results. He has written several books, including three best-sellers — Japan Business Mastery, Japan Sales Mastery, and Japan Presentations Mastery — along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His works have been translated into Japanese, including Za Eigyō (ザ営業), Purezen no Tatsujin (プレゼンの達人), Torēningu de Okane o Muda ni Suru no wa Yamemashō (トレーニングでお金を無駄にするのはやめましょう), and Gendaiban "Hito o Ugokasu" Rīdā (現代版「人を動okasu" Rīdā).  Greg also publishes daily business insights on LinkedIn, Facebook, and Twitter, and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery, and Japan's Top Business Interviews, which are widely followed by executives seeking success strategies in Japan. 

What is needed to truly move the needle on health? Create more research, more trials on nutrient density, more advocacy? Or, as Martin Reiter, founder of RARE argues, create the next regen Nestlé or Unilever: a 100 billion (yes, that's a B) regenerative consumer goods conglomerate, with only better-for-you and better-for-the-planet brands. The demand is there; the current incumbents are unable to innovate in regen, as they are built on chemical ingredients.The story usually goes like this: a group of people sets up a food (or cosmetics) brand that is better for you and better for the planet. Much better ingredients, honest sourcing, actually healthy, not UPF, etc. Then they need some money and raise funds, keep building, scaling, and at some point, 10–15 years down the road, the founders get tired and want to take some money off the table. and their existing investors need to get out and return money to their LPs.Currently, their only option is to sell to an incumbent, which then unfortunately usually screws it up. They start tweaking the ingredients, squeezing farmer margins, etc. The original founders leave after a few frustrating years.Is there a better way? A permanent home for regen, good-for-you, good-for-the-planet brands? A regen Nestlé or Unilever, if you will?More about this episode.==========================In Investing in Regenerative Agriculture and Food podcast show we talk to the pioneers in the regenerative food and agriculture space to learn more on how to put our money to work to regenerate soil, people, local communities and ecosystems while making an appropriate and fair return. Hosted by Koen van Seijen.==========================

Jeannette sits down with seasoned growth leader and plural board director Emma Woods to unpack a 30-year career spent scaling iconic brands like Unilever, Pizza Express, and Wagamama.  Emma shares candid reflections on transitioning from a "hands-on" CEO to a strategic board advisor, the psychological drivers behind consumer behaviour, and the profound personal resilience she developed navigating corporate crises and personal grief. From the importance of "revelling in your greatness" to the strategic power of saying "no," this conversation offers a masterclass in authentic leadership and the evolving landscape of female representation in the boardroom. You'll Learn: How to transition successfully from an executive leadership role to a non-executive director (NED) or chair position. The psychological principles of consumer behaviour and how they drive product innovation in the food and leisure sectors. Why the most effective leadership involves "lifting others as you climb" and fostering a culture of mentorship. The strategic importance of brand authenticity and why consumers today are quicker than ever to "sniff out" a lack of integrity. Practical techniques for building personal resilience, including daily gratitude rituals and seeking professional coaching. This episode is living proof that no matter where you're starting from — or what life throws at you — it's never too late to be brave, bold, and unlock your inner brilliant. Visit ⁠https://brave-bold-brilliant.com/⁠ for free tools, guides and resources to help you take action now

Checkout ASUS ExpertBook P Series: ⁠⁠https://www.flipkart.com/bbd-eb-intrigue-at-store⁠⁠Guest Suggestion Form: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://forms.gle/bnaeY3FpoFU9ZjA47⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Disclaimer: This video is intended solely for educational purposes and opinions shared by the guest are his personal views. We do not intent to defame or harm any person/ brand/ product/ country/ profession mentioned in the video. Our goal is to provide information to help audience make informed choices. The media used in this video are solely for informational purposes and belongs to their respective owners.Order 'Build, Don't Talk' (in English) here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://amzn.eu/d/eCfijRu⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Order 'Build Don't Talk' (in Hindi) here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://amzn.eu/d/4wZISO0⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Follow Our Whatsapp Channel: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.whatsapp.com/channel/0029VaokF5x0bIdi3Qn9ef2J⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Subscribe To Our Other YouTube Channels:-⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.youtube.com/@rajshamaniclips⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.youtube.com/@RajShamani.Shorts⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠(00:00) - Intro(03:58) - The role of a board of advisors(09:14) - A company that flourished with the help of its board of directors(11:55) - Why big companies are slower than small companies(20:38) - How feedback makes you better(27:53) - What small companies underestimate about big companies(34:43) - Billion-dollar CEOs and their biggest fear(38:18) - How large companies kill innovative ideas(45:19) - Why India doesn't have enough capital backing(49:48) - BlackBerry & Nokia: why they vanished(52:53) - Why large companies employ consultants(55:10) - How young founders can beat giants(57:05) - Three business niches(1:00:39) - Dominating one business(1:06:33) - Unilever: one thing that changed the market and one that failed(1:12:15) - How to build trust in a low-trust society(1:14:41) - Differences between Indian, American, and Chinese customers(1:18:46) - Convincing low-income consumers to buy phones(1:21:41) - Which sector sees maximum growth as a country develops(1:26:24) - OutroIn today's episode, we have Shiv Shivakumar, ex-CEO of Nokia (Emerging Markets) and PepsiCo India, to cover how startups build massive brands and why big companies struggle to keep up. We also talk about understanding customers across India, the US, and China, and how trust, authenticity, and relevance are critical to scaling a business in a low-trust society. From building trust with new audiences to creating brands that last, Shiv shares practical insights for founders and leaders who want to win big.Subscribe for more such conversations!Follow Shiv Shivakumar On:LinkedIn: https://www.linkedin.com/in/shivshivakumar/X: https://x.com/ShivShivakumar⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠About Raj ShamaniRaj Shamani is an Entrepreneur at heart that explains his expertise in Business Content Creation & Public Speaking. He has delivered 200+ speeches in 26+ countries. Besides that, Raj is also an Angel Investor interested in crazy minds who are creating a sensation in the Fintech, FMCG, & passion economy space.To Know More,Follow Raj Shamani On ⤵︎Instagram @RajShamani ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/rajshamani/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Twitter @RajShamani ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://twitter.com/rajshamani⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Facebook @ShamaniRaj ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/shamaniraj⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn - Raj Shamani ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.linkedin.com/in/rajshamani/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠About Figuring OutFiguring Out Podcast is a Candid Conversations University where Raj Shamani brings raw conversations with the Top 1% in India.

Peter Wilken is an award-winning brand strategist, celebrated author, and the creator of The Lighthouse Brand Strategy Academy. With over three decades of experience, Peter has run agencies for three of the world's top creative networks, including Ogilvy and Leo Burnett, and served as Head of BBDO Asia Pacific. He has worked with some of the world's top creative and strategic minds on brands including Coca-Cola, Shell, McDonald's, PepsiCo, Unilever, BMW, Shangri-La, and many more. As the co-founder of The Brand Company, one of the world's first specialist brand consulting firms, Peter pioneered innovative approaches to brand strategy, including the widely recognized Brand Centred Management™ 4Ds process.A winner of the prestigious Cannes Gold Lion - considered the Oscars of the Advertising world - Peter is renowned for his creative excellence and strategic insight. His book Dim Sum Strategy is hailed as a must-read for serious brand professionals. Known as a constructive disruptor and ‘Father of Brand DNA,' Peter's work has impacted thousands of professionals globally, redefining how brand-builders connect with their audiences and how organisations centre their business around their brand. Today, he consults with a small cadre of clients through his private consulting firm, Dolphin Brand Strategy, and speaks on Creative Strategic Thinking and Brand-Building. His CBO Masterclass represents the culmination of a storied career, offering invaluable insights drawn from his depth of experience at the forefront of advertising and brand-building, with a focus on practical implementation in the real world. Originally hailing from Edinburgh, Scotland, he has lived in nine countries, including the UK, USA, the Solomon Islands, Singapore, Hong Kong, the Philippines, Malaysia, and now calls Vancouver, B.C., home. He is married to Regina, and they have three adult boys.Master Brand Strategy, build a thriving brand-centered business, and earn CBO certification. Click this link: https://www.peterwilken.com/brand-strategy-masterclass Click here to access the Complete Dim Sum Strategy Audio Book for FREE: https://www.peterwilken.com/dimsum-strategy-free-audibook Connect with Peter Wilken:Website: https://www.peterwilken.com/ Podcast: https://open.spotify.com/show/63psdkyx5wVlsK0H7GO0WE TurnKey Podcast Productions Important Links:Guest to Gold Video Series: www.TurnkeyPodcast.com/gold The Ultimate Podcast Launch Formula- www.TurnkeyPodcast.com/UPLFplusFREE workshop on how to "Be A Great Guest."Free E-Book 5 Ways to Make Money Podcasting at www.Turnkeypodcast.com/gift Ready to earn 6-figures with your podcast? See if you've got what it takes at TurnkeyPodcast.com/quizSales Training for Podcasters: https://podcasts.apple.com/us/podcast/sales-training-for-podcasters/id1540644376Nice Guys on Business: http://www.niceguysonbusiness.com/subscribe/The Turnkey Podcast: https://podcasts.apple.com/us/podcast/turnkey-podcast/id1485077152

Today I'm joined by neuroscientist and mitochondrial health expert Siobhan Mitchell to cut through the noise around mitochondria, inflammation, NAD, and what actually matters for energy, recovery, and brain health in midlife We unpack why mitochondria are not just “battery packs”, they are a master regulator of oxidative stress, immune signalling, and cellular aging. Siobhan explains the difference between hormetic stress that upgrades your system (like training) versus chronic stress that drains it WHAT YOU'LL LEARN: • What mitochondria actually do, beyond “energy production”  • Mitophagy and mitochondrial biogenesis, and why both decline with age  • The difference between hormetic stress (exercise) and chronic stress (modern life)  • Why mitochondrial dysfunction can drive inflammation and immune overactivation  • How brain energy demand and oestrogen loss intersect in menopause symptoms  • CD38, inflammation, and why staying lean matters for NAD preservation  • Why NAD precursors can be wasted, and what supports conversion inside the cell  • The practical take on timing, training, and recovery support TIMESTAMPS 00:01 Mitochondria, ATP, and the oxidative stress trade-off  04:14 Mitophagy, mitochondrial biogenesis, and aging  16:13 Mitochondria as immune regulators, inflammation and cytokines  23:09 Brain energy, menopause, oestrogen, and cognitive decline mechanisms  29:33 NAD explained, CD38, and why NAD drops with age  48:56 NAD, GLUT4, insulin sensitivity, and perimenopause metabolism  53:19 Where to learn more, discount code, and closing VALUABLE RESOURCES ⁠Join The High Performance Health Community⁠ ⁠Click here⁠ for discounts on all the products I personally use and recommend A BIG thank you to our sponsors who make the show possible Get 10% off MitoQ NAD+ - www.mitoq.com with code ANGELA Get 35% off Timeline Mitopure by visiting this link while the offer lasts - https://www.timeline.com/promotions/angela35 Upgrade your cellular health - get 20% off Beam Minerals at http://beamminerals.com/ANGELA & use code ANGELA at checkout ABOUT THE GUEST Dr Siobhan Mitchell - Chief Scientific Officer - MitoQ Siobhan is the Chief Scientific Officer at MitoQ. She completed her PhD at SUNY Albany and a post-doctoral fellowship in brain ageing at the University of Washington. Siobhan has held roles at the three largest food companies in the world (Unilever, Nestlé, and PepsiCo), where she conducted trials in Europe, North America, and Asia, investigating the effects of nutrition on cognitive decline, mood, and performance. Additionally, she was Senior Director of Research at Noom, where she led a team investigating the behavioural and health effects of weight loss and mental health ABOUT THE HOST Angela Foster is an award winning Nutritionist, Health & Performance Coach, Speaker and Host of the High Performance Health podcast. A former Corporate lawyer turned industry leader in biohacking and health optimisation for women, Angela has been featured in various media including Huff Post, Runners world, The Health Optimisation Summit, BrainTap, The Women's Biohacking Conference, Livestrong & Natural Health Magazine. Angela is the creator of BioSyncing®️ a blueprint for ambitious entrepreneurial women to biohack their health so they can 10X how they show up .without burning out. CONTACT DETAILS ⁠Instagram⁠ ⁠Facebook⁠ ⁠LinkedIn⁠ Disclaimer: The High Performance Health Podcast is for general information purposes only and do not constitute the practice of professional or coaching advice and no client relationship is formed. The use of information on this podcast, or materials linked from this podcast is at the user's own risk. The content of this podcast is not intended to be a substitute for medical or other professional advice, diagnosis, or treatment. Users should seek the assistance of their medical doctor or other health care professional for before taking any steps to implement any of the items discussed in this podcast.

Subscribe to DTC Newsletter - https://dtcnews.link/signupFan Bi is the founder of The Hedgehog Company, where he acquires distressed DTC brands and helps get them profitable fast. He's also the creator of In the Money, a must-follow podcast and content brand unpacking the capital side of consumer.For DTC founders navigating exits, plateaus, or profitability hell...What most founders still get wrong about valuationsHow the buyer landscape has shifted post-Unilever & WalmartSigns your bridge round is a bridge to nowhereThe trenches of sub-$20M exits, explained with examplesWhy switching costs matter more than everWho this is for: Founders, operators, and investors trying to understand today's DTC M&A landscapeWhat to steal:20%+ post-marketing contribution as a key health metricThe 3-week test to know if your exit has tractionRealistic comps on $3M, $10M, $30M brand valuationsTimestamps00:00 Real math behind DTC exits in today's market02:15 Why 3–5x revenue exits no longer exist05:00 The real state of DTC profitability and acquisition costs07:00 What makes a distressed DTC brand worth buying09:00 Turning around Baboon to the Moon and fixing fundamentals11:00 DTC exit trenches from $1M to $100M+ brands15:00 What kills DTC acquisition deals fastest17:00 Why bridge rounds often fail19:00 DTC vs software and AI from an investor lens22:00 Product market fit vs product channel fit24:00 Categories that still work for DTC exits26:00 What it takes to build a winning DTC brand todayHashtags#DTC #DirectToConsumer #DTCExits #Ecommerce #EcommercePodcast #StartupExits #MergersAndAcquisitions #BrandAcquisition #DTCBrands #EcommerceGrowth #FounderAdvice #ConsumerBrands #PrivateEquity #ShopifyBrands #BusinessPodcast Subscribe to DTC Newsletter - https://dtcnews.link/signupAdvertise on DTC - https://dtcnews.link/advertiseWork with Pilothouse - https://dtcnews.link/pilothouseFollow us on Instagram & Twitter - @dtcnewsletterWatch this interview on YouTube - https://dtcnews.link/video

In der heutigen Folge sprechen die Finanzjournalisten Lea Oetjen und Holger Zschäpitz über Shutdown-Alarm in den USA, neue Zolldrohungen gegen Kanada und was sonst noch wichtig wird in dieser Woche. Außerdem geht es um Intel, Amazon, Volkswagen, ASML, SAP, Apple, Microsoft, Meta, Tesla, Ryanair, Stabilus, Steel Dynamics, Nucor, Ferrovial, Thales, Vinci, Eiffage, Fraport, Accenture, Wipro, Tata Consultancy, C3.ai, Palantir, Standard Chartered, Fujitsu, Cloudflare, CrowdStrike, Dell, Pinterest, Cognizant, Uber, Nasdaq, Qualcomm, Snowflake, Bank of America, Citi, IBM, Cisco, Krka, Ignitis, Shell, BP, HSBC, Diageo, Reckitt Benckiser, Rio Tinto, Imperial Brands, Sage Group, Unilever, Aviva, Phoenix Group, Legal & General, Vale, OPAP, National Bank of Greece, DBS Group, Oversea Chinese Banking Corporation, Singapore Exchange, Jardine Matheson, Invesco, Tokio Marine, CK Infrastructure, EUWAX Gold II (WKN: EWG2LD), VanEck Defense ETF (WKN: A3D9M1), iShares MSCI Canada ETF (WKN: A0YEDS), Xtrackers Euro Stoxx 50 ETF (WKN: DBX1ET), Amundi Stoxx Europe 600 ETF (WKN: LYX0Q0), Global X European Infrastructure Development ETF (WKN: A40E7B), SPDR MSCI Europe Industrials ETF (WKN: A1191T), iShares MSCI Saudi Arabia Capped ETF (WKN: A14ZV2) und Xtrackers MSCI EM Europe, Middle East & Africa ETF (WKN: DBX1EA). https://www.businessinsider.de/informationen/newsletter/alles-auf-aktien/ Wir freuen uns an Feedback über aaa@welt.de. Noch mehr "Alles auf Aktien" findet Ihr bei WELTplus und Apple Podcasts – inklusive aller Artikel der Hosts und AAA-Newsletter. Hier bei WELT: https://www.welt.de/podcasts/alles-auf-aktien/plus247399208/Boersen-Podcast-AAA-Bonus-Folgen-Jede-Woche-noch-mehr-Antworten-auf-Eure-Boersen-Fragen.html. Der Börsen-Podcast Disclaimer: Die im Podcast besprochenen Aktien und Fonds stellen keine spezifischen Kauf- oder Anlage-Empfehlungen dar. Die Moderatoren und der Verlag haften nicht für etwaige Verluste, die aufgrund der Umsetzung der Gedanken oder Ideen entstehen. Hörtipps: Für alle, die noch mehr wissen wollen: Holger Zschäpitz können Sie jede Woche im Finanz- und Wirtschaftspodcast "Deffner&Zschäpitz" hören. +++ Werbung +++ Du möchtest mehr über unsere Werbepartner erfahren? Hier findest du alle Infos & Rabatte! https://linktr.ee/alles_auf_aktien Impressum: https://www.welt.de/services/article7893735/Impressum.html Datenschutz: https://www.welt.de/services/article157550705/Datenschutzerklaerung-WELT-DIGITAL.html

The Secretary General of NATO has been dubbed the Trump whisperer after talks with Donald Trump at Davos appeared to help trigger a sudden U-turn on Greenland and threatened tariffs. Mark Rutte was born in The Hague in 1967, began his career in business at Unilever and entered politics in 2002 eventually becoming the Dutch prime minister where he steered the Netherlands through economic turmoil, domestic crises and global shocks. Appointed Secretary General of NATO in October 2024 he has led the organisation through a tumultuous time in global politics. Mark Coles takes a closer look at Mark Rutte's life. Production Team Presenter: Mark Coles Producers: Keiligh Baker, Katie Solleveld, Sally Abrahams Production Co-ordinator: Maria Ogundele & Gemma Ashman Sound: Neil Churchill Editor: Justine LangArchive: Guardian News, 2024 Sky News tv47 BBC TV Bloomberg News

From spiritual connections to survival reality: Why historical diaspora make emotional relocations to Ghana - and the brutal truth about the difference between African diaspora with family ties versus descendants of the transatlantic slave trade who kiss the ground at slave rivers, feel ancestor spirits at Cape Coast dungeons, and move based on escaping systemic racism without asking how they'll make money, raise children, or survive when the ancestral connection fades and bills arrive in a country where salaries don't match Western pay and jobs require networking not applications. In this raw episode of Konnected Minds, host Derrick Abaitey sits down with Ivy Prosper - former social media manager for Ghana's Year of Return secretariat and diaspora relocation expert - who dismantles the dangerous "follow your ancestral calling to Africa" mentality keeping diasporans shocked when they land with spiritual feelings but no income plan, when the Diaspora Africa Forum (the only embassy for diaspora recognized by the African Union and based behind the Du Bois Center in Ghana) distinguishes between historical diaspora descended from enslaved Africans versus African diaspora with direct birth or parental connections to the continent, and when the pressures of living under systemic racism create such powerful emotional pulls to "go home" that people ignore logical questions about employment, salary differences, and whether kissing the ground at Assin Manso slave river translates into sustainable living when 90% of jobs in Ghana won't pay what you earned abroad unless you're recruited as a country manager with negotiating power to demand foreign currency salary, housing, and a car. Critical revelations include: The historical diaspora versus African diaspora distinction: the Diaspora Africa Forum (recognized by the African Union, based behind Du Bois Center in Ghana) defines historical diaspora as descendants of the transatlantic slave trade with no direct lineage, while African diaspora have birth or parental/grandparental ties to the continent - and the relocation experiences are completely different Why historical diaspora make more emotional decisions: centuries of disconnect create a feeling of not knowing where you're from and wanting to connect with home - the desire to be with your people and escape systemic racism overrides practical planning The systemic racism escape fantasy: the pressures of living in systems built on racism are so painful that you want to go somewhere you feel like home, where people look like you and nobody says "I don't like you because you're black" because everyone else is black The spiritual connection reality: people kiss the ground when they land, feel ancestors' spirits at Door of No Return, Cape Coast dungeons, Elmina dungeons, and Assin Manso slave river where the last bath happened before people were shipped off The cameraman's spirit encounter: a Ghanaian cameraman filming diasporans at Assin Manso slave river felt like somebody was grabbing his leg in the water - he looked and nobody was there, he believes it was a spirit The relationship relocation parallel: moving to Ghana based only on emotion is like staying with someone who treats you badly because you love them - you ignore the logical side that supersedes the emotional feeling The questions emotion blocks: when you're thinking about the spiritual connection, you're not asking how will I make money, how will I build a life, how will I take care of my children - those logical thought processes don't come in when emotion dominates Why Ghana is not a place to come looking for jobs: you can get a job, but 90% of jobs won't pay the same as America, Canada, or UK - if you're a secretary or admin worker, your salary will be drastically lower than what you earned abroad The only way to get Western-level salary: be recruited for a high-level position like country manager at a big corporation (Unilever, Nestle) where you have negotiating power to demand foreign currency salary, housing, and a car before you relocate The money-runs-out trap: people come to Ghana not looking for jobs, spend all their money, then either have to find work quickly or go back home - because they didn't research what the country offers for careers and income before relocating Guest: Ivy Prosper - Former Social Media Manager, Year of Return Secretariat (Ghana Tourism Authority) Host: Derrick Abaitey

Meet your customer where they want to shop. On the latest episode of the Omnichannel Marketer, I had the pleasure of talking with Sarah McNamara, Executive Vice President & General Manager at Peter Thomas Roth Clinical Skin Care and Naturally Serious Skin.Sarah is a beauty industry veteran, having worked at Unilever, L'Oreal, and grew her own beauty brand, Miracle Skin Transformer to $35M in revenue before selling it.‍Now she oversees Peter Thomas Roth.‍Peter Thomas Roth started in a doctor's office, but is now a retail powerhouse. It was one of the first brands to launch with Sephora when it came to the US market, and also is present in Sephora locations around the world. Other key channels for Peter Thomas Roth are Ulta Beauty, Amazon, and QVC. Sarah's philosophy is that you need to be where the customer is. ‍That is highly dependent on demographics. ‍PTR is a legacy brand that historically skews to an older demographic.‍So retail and QVC are big channels for them. ‍Each channel has a unique offering for the demographic that frequents it. ‍And the spread in Ulta is very different from Sephora. ‍She loves department stores herself, but sees it as a shrinking business. ‍Beauty is constantly evolving and experiencing unprecedented digital change. ‍As Sarah says, “You snooze, you lose.” ‍To that end, PTR also has a DTC presence and is active on social media to cater to some Gen X, Z, and even Alpha customers. ‍Her team is actively tinkering with Tiktok shops. ‍She was also relatively early to Amazon, compared to Clinique, another legacy brand that only launched on Amazon a few weeks ago.‍Sarah views the DTC site as a window into the brand and is in midst of an exciting website revamp going live in August. ‍The PTR website serves loyalists, but she also realizes that every channel has its loyalists. “Some people really just want to buy on Amazon. Others only at Sephora.”‍At the end of the day, Sarah shares that good marketing is about “understanding where your customers are and making it easy for them to buy in those channels.”‍Thanks Sarah for sharing your experience and insights. 

Something New!  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP236  In episode 236, the second part of a two-part conversation, Coffey continues his discussion with Jacob Morgan about building future-ready organizations by balancing empathy, performance, and technology in the modern workplace.  They discuss misalignment between employee expectations and career outcomes; long work hours versus work-life balance tradeoffs; honesty in company culture and career paths; the eight laws for future-ready organizations; decoding the human signal in leadership; empathetic excellence as a talent framework; learning as the new job security; flexibility in career design; people-first leadership principles; the role of leaders in shaping employee experience; using AI and technology to amplify humanity; risks of over-indexing on empathy; managing performance during personal hardship; AI augmentation versus job replacement; and why organizational redesign must precede true AI transformation.  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:  Jacob Morgan is an international best-selling author, professionally trained futurist, and keynote speaker. He also runs "Future of Work Leaders," an exclusive network of the world's top CHROs shaping the future of work and employee experience. His passion and mission is to create future-ready leaders, employees, and organizations. Jacob's work has been endorsed by the CEOs of Mastercard, Best Buy, Unilever, The Ritz Carlton, Nestle, Cisco, Audi, and many others. He has a popular podcast called Future-Ready Leadership With Jacob Morgan and lives in Los Angeles with his wife, two kids, and two Yorkie rescue dogs.  Jacob Morgan can be reached at   https://thefutureorganization.com/  https://www.linkedin.com/in/jacobmorgan8/  https://x.com/jacobm https://www.youtube.com/@JacobMorgan https://www.instagram.com/jacobmorgan8/ https://www.facebook.com/JacobMorgan8/ https://greatleadership.substack.com/   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 28 years are empty nesters in Fort Worth.  Learning Objectives: Understand how misaligned expectations between employees and organizations undermine performance and engagement Evaluate talent using the empathetic excellence framework of competence, merit, and empathy Apply practical leadership approaches to balance empathy with accountability Explain the eight laws that define a future-ready organization Assess how AI and technology can augment human capability rather than replace it  

In most companies, budget season is a predictable exercise in "incrementalism," taking last year's numbers and adding a 5% bump. But what happens when leadership drops a bomb and says, "This year, we start from zero"?In this episode of Corporate Finance Explained on FinPod, we explore Zero-Based Budgeting (ZBB), a high-stakes financial framework in which every dollar must earn its right to exist. We unpack the mechanics of ZBB, the "Save to Grow" mindset, and the cautionary tales of companies that saved themselves into obsolescence.ZBB vs. Traditional Budgeting: The Logic FlipThe fundamental difference between ZBB and the status quo is a shift in perspective:Traditional Budgeting: Asks, "How much more or less do we need than last year?" It is comfortable, based on precedent, and often hides "historical entitlement."Zero-Based Budgeting: Asks, "If we were building this function from scratch today, what would we actually fund?" It treats every expense as discretionary and requires a strategic justification for every line item.The Mechanics: Decision Packages and Tiered FundingThe core engine of a successful ZBB program is the Decision Package. Rather than funding a department, leadership funds specific activities using a three-tiered approach:Minimum Level: The "keep the lights on" spend. The bare minimum required for operations and regulatory compliance. Current Level: Business-as-usual spending. Enhanced Level: Discretionary funding for innovation, R&D, and new customer acquisition.This framework allows leadership to make strategic trade-offs. For example, funding a "minimum" level for administration to prioritize "enhanced" funding for revenue-driving marketing.Case Studies: The Scalpel vs. The AxeKraft Heinz (The Warning): Following a 2015 merger, the company applied a "ruthless" ZBB model. While margins shot up instantly, they cut too deeply into R&D and brand-building. The result was massive brand erosion and billions in write-downs. Unilever (The Blueprint): In response to market pressure, Unilever adopted a "Save to Grow" ZBB model. They targeted specific SG&A categories but "ring-fenced" strategic areas like innovation. Savings were immediately reinvested in the business, proving that ZBB can be a tool for growth, not just austerity.The Role of FP&A: From Scorekeeper to ArchitectWithout a strong Financial Planning & Analysis (FP&A) team, ZBB is just a spreadsheet exercise. In a ZBB environment, FP&A professionals must:Define Cost Drivers: Moving away from "last year's bill" to metrics like transaction volume or headcount.Assign Ownership: Ensuring the person who owns the activity is the one defending the spend.Differentiate Costs: Protecting "Change the Business" costs (future investments) from being swallowed by "Run the Business" costs (daily operations).

Send us a textThe wonders of the hair follicle ~ Hair & skin science Gill Westgate is a specialist consultant in hair & skin sciences  & the cosmetics industry.She studied the immune privilege of the hair follicle, and the extra cellular matrix.She began a hair research programme with Unilever in 1983 and shares her knowledge on the hair follicle with us, stating that they are a lot more complicated than most people imagine!She describes the incredibly complex nerve supply to the hair bulb and we chat about the microbiome and how it can support hair growth.We look at the biotechnology that is being used to create products in the cosmetics industry and the new plant based biosurfactants being engineered to replace oil, fossil fuel & palm oil options.Connect with Gill:LinkedInCosmetics ClusterRuka HairBBIAWebinar  https://bcaorg.com/training_development/details/developing-and-marketing-cosmetic-ingredients-2026 Hair & Scalp Salon Specialist course Support the showConnect with Hair therapy: Facebook Instagram Twitter Clubhouse- @Hair.Therapy Donate towards the podcast Start your own podcastHair & Scalp Salon Specialist Course ~ Book now to become an expert!

Camille Dagorn is an award-winning creator and influencer marketing expert with more than a decade of experience building high-impact campaigns for global brands including L'Oréal, Unilever, Pernod Ricard, GoPro, and Mastercard. As the VP, Creator Partnerships for McCann New York, she is known for scaling social-first programs, designing creator-led brand initiatives, and driving measurable growth across beauty, lifestyle, tech, and consumer verticals. Camille is passionate about creating meaningful, unforgettable moments for creators and audiences.

After a few sleepy years, beauty M&A had a gangbuster 2025, including three deals worth more than a billion each, leading many insiders to speculate on whether the momentum can continue in 2026. “We were excited to see what we saw last year; M&A had become so dormant for a while, we were getting a little concerned,” said Kimber Maderazzo, professor of marketing at Pepperdine Graziadio Business School and former Proactiv and L'Oréal Group executive. “But I think we'll see something different [this year].” In 2025, E.l.f. Beauty purchased Hailey Bieber's Rhode for $1 billion in May. Then in June, men's care brand Dr. Squatch was acquired by Unilever for $1.5 billion, and L'Oréal Group bought clinical skin-care brand Medik-8 for approximately $1.1 billion. “When you see big deals like that, it sends a message out to private equity that strategics are looking for big, big brands that will last over time,” Maderazzo said. “And when we look at the history [of beauty M&A], a lot of those brands [acquired in the past] didn't.” In this week's episode of The Glossy Beauty Podcast, host Lexy Lebsack sits down with Maderazzo to discuss the new acquisition rulebook, as she sees it, what strategics are looking for today and what we can expect in 2026.  Lebsack also taps Maderazzo to share her “2026 in and out” prediction list and an insider glimpse into the trends and topics most important to the beauty-industry-focused graduate students she teaches today. 

Something New!  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP235 In episode 235, the first part of a two-part conversation, Coffey talks with Jacob Morgan about building a future-ready organization by redesigning employee experience as a leadership system rather than a collection of perks. They discuss the role of futurists and foresight frameworks in business strategy; decoding human signals to anticipate workforce change; why employee experience must balance empathy, competence, and merit; failures of perk-driven engagement models; employee agency and co-creation of the workplace experience; structural work design versus superficial engagement tactics; leadership accountability in shaping culture; using technology and AI to amplify human capability rather than replace it; aligning expectations between employees and organizations in a post-pandemic workforce. 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: Jacob Morgan is an international best-selling author, professionally trained futurist, and keynote speaker. He also runs "Future of Work Leaders," an exclusive network of the world's top CHROs shaping the future of work and employee experience. His passion and mission is to create future-ready leaders, employees, and organizations. Jacob's work has been endorsed by the CEOs of Mastercard, Best Buy, Unilever, The Ritz Carlton, Nestle, Cisco, Audi, and many others. He has a popular podcast called Future-Ready Leadership With Jacob Morgan and lives in Los Angeles with his wife, two kids, and two Yorkie rescue dogs. Jacob Morgan can be reached at  https://thefutureorganization.com/  https://www.linkedin.com/in/jacobmorgan8/  https://x.com/jacobm https://www.youtube.com/@JacobMorgan https://www.instagram.com/jacobmorgan8/ https://www.facebook.com/JacobMorgan8/ https://greatleadership.substack.com/  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 28 years are empty nesters in Fort Worth.  Learning Objectives: Understand how foresight tools and human signals help leaders prepare for future workforce shifts Evaluate employee experience using the framework of empathetic excellence instead of perks or engagement scores Apply the eight laws of employee experience to build resilient, future-ready organizations  

Your career spans some of the world's biggest CPG brands, from Unilever to PepsiCo to Newell. Looking back, what pivotal moments or decisions shaped your approach to marketing leadership?Consumers today interact with brands across so many touchpoints—online, in-store, social, and more. How do you approach creating a consistent, meaningful brand experience that resonates across channels while staying true to the brand's core purpose? You've led the launch of major products and platforms. What's your approach to fostering innovation in large organizations, and how do you decide which risks are worth taking?You emphasize collaboration, strategic clarity, and entrepreneurial agility in your leadership. How do you cultivate teams that can execute bold marketing strategies while staying agile in an ever-changing market?As we wrap up, is there anything you'd like to leave today's listeners with—an insight, a piece of advice, or a perspective from your journey that you hope they take away?

In this episode of The Speed of Culture podcast, Matt Britton sits with Selina Sykes, VP and Global Head of Digital Marketing and Social-First, Unilever, Beauty & Wellbeing, for a deep look at the company's marketing transformation. Selina breaks down how Brand DNAI, AI in content creation, digital twins, creators, and cultural insight come together to build “desire at scale.” She also explains how AI agents and agentic shopping will rewrite the future consumer journey, and why authenticity and community matter more than ever in global beauty.Follow Suzy on Twitter: @AskSuzyBizFollow Selina Sykes on LinkedInSubscribe to The Speed of Culture on your favorite podcast platform.And if you have a question or suggestions for the show, send us an email at suzy@suzy.com Hosted on Acast. See acast.com/privacy for more information.

David Stever is the former CEO and CMO of beloved ice cream brand Ben & Jerry's. David started with the company back in the early 80's, working as a tour guide at their factory in Waterbury, Vermont. Over time, David ascended within Ben & Jerry's, helping to grow the then start-up into an iconic, multinational corporation. Over the course of his decades-long career there, David led marketing initiatives, drove massive brand growth, expanded global market share, and helped facilitate reinvention and product innovation, all while keeping Ben & Jerry's social mission front and center. He joins Roy to discuss his journey from tour guide to C-Suite, the many learnings he took from founders Ben Cohen and Jerry Greenfield, the profound effect of pursuing a triple bottom line, and much more.        Highlights from our conversation include: David's initial interest in the ice cream industry and how it evolved into his career (1:32)Working with Ben and Jerry in the early days (3:50)Leadership lessons learned through periods of massive growth and scaling (6:13)David's strengths and keys to success as Ben & Jerry's CMO (8:48)What surprised him the most when he transitioned from CMO to CEO (13:48)What it means to do “business as unusual” (15:29)The influence of Ben & Jerry's blend of activism and commerce on his leadership (18:12)How David defines Ben & Jerry's unique culture and how he helped sustain it through the years and through acquisition (20:26)Successful hiring throughout Ben & Jerry's different phases (22:48)Qualities David sought in his top leadership team (27:40)What he believes is often overlooked when assessing prospective talent (28:47)David's next chapter and what he's most excited about in looking ahead (31:00)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Tallulah Le Merle is an AI investor, advisor, and speaker. She is a Partner at Fifth Era, where she leads the firm's AI strategy. Fifth Era now manages eight investment vehicles with exposure to more than 80 unicorns through fund-of-funds and co-investments. She began her career as a management consultant advising FTSE 100 companies (Johnson & Johnson, Mars, HSBC, Unilever, etc.) on digital and data transformation - including AI strategy back when it was still largely machine learning and big data. She later served as a fractional COO for AI scale-ups, working directly with founders at the heart of the ecosystem. Tallulah speaks frequently on the future of AI and investing at global conferences and panels, often with a lens on the humanity side of the technology equation, and hope in the age of AI. She also hosts Fresh AI, the world's first fully AI-generated daily news podcast on artificial intelligence.

In Episode 100 of the Digital Velocity Podcast, Erik Martinez is joined by Pat Barry, President of AI Consulting Partners, for a forward-looking conversation on where artificial intelligence is headed as we move into 2026. After several years of experimentation, this episode focuses on what it looks like when AI shifts from novelty to something embedded in everyday business operations. Pat brings more than two decades of experience in data science and AI, having worked with organizations like Discovery Channel, Google, and Fortune 100 brands including Unilever, McDonald's, and UnitedHealthcare. Together, Erik and Pat discuss why 2026 will be defined less by new tools and more by automation, confidence, and real operational change. As Erik notes, "I think it's going to be the year of automation," and Pat describes how advanced organizations are already managing AI as a "digital employee" supported by agents and sub-agents. Listeners will learn: • Why automation and AI agents are becoming practical tools for daily business use • How organizations are applying AI to improve communication, workflows, and clarity • Why measuring AI success may shift away from traditional ROI models • The risks of shadow AI and the need for clear training and policies • What agentic shopping and AI-powered search could mean for marketers and brands Throughout the conversation, Erik and Pat stress that progress with AI starts with intention. Pat cautions businesses to avoid rushing into tools and instead recommends experimenting within existing platforms and focusing on training. They also reinforce the importance of keeping a human in the loop to maintain quality and accountability. For marketers, operators, and executives across industries this milestone episode offers a practical look at how AI adoption is evolving heading into 2026. The takeaway is clear: focus on real problems, build confidence with the Large-Language Model tools, and prepare for a future where automation supports, not replaces, human work.

It started with a massive pile of razors sitting in a Rancho Cucomonga warehouse, and Michael Dubin's chance meeting of the man who wanted to get rid of them.In 2010, Michael was working in marketing in Los Angeles, producing online video content. As a hobby, Michael took improv comedy classes.At a holiday party, he met a man named Mark Levine. Mark was looking for ideas to sell razors he had imported, but didn't know how to unload.Michael's background in video and comedy helped him create a viral launch video for his spontaneous idea: an internet razor subscription brand called Dollar Shave Club.Five years after launching, Dollar Shave Club sold to consumer products behemoth Unilever for a reported $1 billion in cash.This episode was recorded in front of a live audience in Los Angeles.What you'll learn:How Michael's early career at NBC in New York exposed him to a world of video production - and comedyThe fateful party where Michael had to decide whether to start a company to sell razors - or to sell cake slicersHow Michael's gut feeling was that shaving was a sector that could use disruption - even though it meant facing down daunting incumbent players like GilletteMichael's viral launch video was so good, it brought investors on boardHow to DIY fulfillment to keep an overnight success on trackHow expanding their offerings into other men's grooming products caught the attention of Unilever and led to an acquisition offerListen now to hear the amazing backstory of one of the best-known early DTC brands.------------Hey—want to be a guest on HIBT?If you're building a business, why not get advice from some of the greatest entrepreneurs on Earth?Every Thursday on the HIBT Advice Line, a previous HIBT guest helps new entrepreneurs work through the challenges they're facing right now. Advice that's smart, actionable, and absolutely free.Just call 1-800-433-1298, leave a message, and you may soon get guidance from someone who started where you did, and went on to build something massive.So—give us a call.We can't wait to hear what you're working on.—-----------This episode was produced by Casey Herman with music composed by Ramtin Arablouei.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

COMMERCE AND THE ORIGINS OF THE FELLOWSHIP Colleague Charles Spicer. The Anglo-German Fellowship was headquartered at the Metropole Hotel in London in 1935, immediately attracting major business interests, including Unilever, which had vast assets in Germany and sought to avoid war to protect its commercial empire. While business leaders were initially anxious about the brutality of the Nazi regime, the stabilization following the Night of the Long Knives led optimists to believe the regime could be civilized. Ribbentrop took credit in Berlin for the Fellowship's success, which gave members extraordinary access to Hitler. The organization also attracted Germanindustrialists like Robert Bosch, who despised the Nazis but joined the Berlin counterpart, the Deutsch-Englische Gesellschaft, hoping to maintain international ties and prevent conflict. NUMBER 2 1945-46. TWO GERMAN ADMIRALS ACCUSED  N THE NUREMBERG TRISL

PREVIEW FOR LATER TONIGHT UNILEVER AND THE ANGLO-GERMAN FELLOWSHIP Colleague Charles Spicer. Corporations like Unilever, fearing war and seeking to protect massive profits, formed the Anglo-German Fellowship to maintain dialogue with Berlin. Spicer explains how business leaders, hoping to "civilize" the Nazis, misinterpreted events like the Night of the Long Knives as signs of a stabilizing, less brutal regime. DECEMBER 1945 WAR CRIMES TRIBUNAL NUREMBERG GERMANY: THE ACCUSED PRIDONERS