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Suresh Martha, Head of Data Driven Innovation and Analytics at EMD Serono, joins The Tech Trek for a practical conversation on what leadership looks like when your team is asked to take on new technical capabilities. This episode is about extending team impact, evaluating new tools, building credibility with stakeholders, and leading through change without pretending to be the deepest expert in every domain.For data leaders, analytics managers, technology executives, and operators, this conversation gets into the real work behind capability building. Suresh breaks down how to assess whether a new technology is worth pursuing, when to start with a pilot, how to upskill internal talent, and how to hire for skills your team does not yet have.In this episode• How to evaluate whether a new tool or technology actually adds business value• Why small pilots help leaders build trust before asking for larger investment• What it takes to lead technical work you have not personally done yourself• How to hire for capabilities your team does not yet have• Why business context and data knowledge still matter as much as technical depthTimestamped highlights00:04 Extending technical impact as a leader when new capabilities land on your team03:37 A simple framework for evaluating new tools, investment, and fit05:28 Hiring for skills your team does not yet have07:44 Upskilling as a leader so you can guide the work with confidence12:06 Managing experts whose technical depth goes beyond your own15:21 Making room for learning and experimentation while still deliveringStandout lineAs long as I understand the intricacies and can explain that, that is what matters, especially for a leader.A practical takeawayStart small. Pick a real business problem. Run a focused pilot. Measure the outcome. Earn the right to scale.Follow The Tech Trek for more conversations with leaders building teams, systems, and technical capability inside modern businesses.
If you allow people to discover their voice, to claim their space, to set their boundaries… they will speak upMeggi and I discuss the concept of mindful rebellion - which isn't about anarchy, but about strategic influence and finding your voice in complex environments. This discussion explores the psychological impact of organizational identity on personal well-being, the challenges of reinvention, and the power of strategic, quiet disruption within established systems.An interesting take on mindfulness as an antidote to the potential pitfalls of AI. While AI can augment human capabilities, it risks making people “cognitively lazy” by replacing critical thinking and skill development. Learning mindfulness alongside AI skills from a young age can help individuals leverage AI's benefits while preserving their capacity for presence and independent thought.Mindfulness became a crucial tool in meggi's own journey to prevent burnout and in turn informed her concept of mindful rebellion, a gentle yet powerful approach to challenging the status quo for greater innovation and employee satisfaction.The challenge of distinguishing between healthy self-reflection and destructive self-doubt, and allowing yourself to mourn during transitions, but not getting stuck in a negative space. This resonated deeply with me, as I know how easily we can fall into overthinking, especially when facing big changes or career shifts.How to foster and accompany this change ? The “submarine technique” for creating change within organizations was one idea. Instead of pushing loudly against resistance, working “under the radar,” gathering evidence, and building momentum with champions before emerging. This strategic patience allows new ideas to strengthen and gain support, making it easier for leaders to say “yes.” and enable them to cultivate environments where challenging the status quo leads to greater engagement and retention.This approach feels so relevant in today's constantly changing workplaces, where reinventing ourselves and our businesses is the new normal for keeping up with technology and market shifts.The main insights you will get from this episode are :Mission-driven organisations can be outwardly compassionate but internally harsh; when organisational and personal identities merge, the outcome is akin to complex family dynamics – difficult moments mean we appreciate what binds us and feel a sense of belonging, but without becoming (too) attached to the need for external validation.We are all constantly evolving, moving through phases of (maybe radical) reinvention, changing priorities, learning from difficult moments along the way - the younger generation do not speak from a place of lived experience or pain and this gap between the generations is widening.Upskilling is the new normal and requires transferrable skills across sectors: our superpowers here are hard skills like craftsmanship (analytical, strategy, etc.) and soft skills like empathy, that come from life experience, e.g. ‘unofficial' skills from family life or hobbies that can be a USP in bringing our whole selves to a job.The difference between healthy self-reflection and destructive self-doubt is mindfulness – understanding the principles of non-judgement, being aware of a negative mindset, feeling and acknowledging feelings and then letting them pass; artificial positivity can be dangerous, and mastery of self is important (especially in teams).The ‘submarine' technique can be used to develop positive case studies to convince people of change, i.e. running small side projects under the radar to make the bigger point and then surface with demonstrable success, displaying strategic patience to help leaders support new ideas in a tangible, specific way.‘Mindful rebellion' (based on the PCM personality model and Rebel Talent by Francesca Gino) is about finding our voice, accepting who we are and speaking up authentically; mindful rebel managers working with mindful rebel talent is a potent combination for successful intrapreneurship, even in bureaucratic setups.William Bridges' three phases of change – the ending, the neutral zone and new beginnings – emphasise sufficient time in the neutral zone for introspection and challenging old scripts; in the absence of clarity, courage and confidence, the Japanese concept of ikigai is a good starting point for true alignment.Mindfulness can be the antidote to AI, making us aware of the risks - going through the pain ourselves will enable us to derive the biggest benefits from AI; curiosity about mindfulness and rebellion allows us to test them out in micro habit form, experimenting with an open mind and being bold with ideas.Find out more about Meggi and her work here :https://www.linkedin.com/in/mrombach/https://mindset-mastery.ch/https://meggirombach.com/
In this episode of Leadership Unlearned and Reframed, Maxine Attong sits down with Leah Blue de Souza, talent development strategist, entrepreneur, and learning and development specialist with over 21 years of experience. Leah shares what leaders often get wrong about learning and development and why many organizations fail to get real value from their training investments.The conversation explores the difference between training and learning, the importance of having qualified L&D professionals in the role, and why too many organizations rely on emotion, likability, or habit instead of strategy, data, and sound design. Leah also highlights a major mistake leaders make: using training to fix poor performance or avoid difficult performance conversations.Together, Maxine and Leah unpack the need to align learning initiatives with business strategy, measure return on investment, choose the right intervention for the right issue, and stop confusing entertainment, team bonding, and real development. This episode is a practical and honest conversation for leaders, HR professionals, and anyone responsible for developing people at work.#Leadership #LearningAndDevelopment #TalentDevelopment
On a longtemps recruté des diplômes.Des intitulés de poste.Des lignes sur un CV.En 2026, ce modèle ne tient plus.Dans cet épisode du Barbu qui parle RH, on parle de la fin de la dictature du CV… et de l'essor du recrutement par compétences.Parce que la vraie question n'est plus “Où as-tu travaillé ?”Mais : “Qu'est-ce que tu sais faire ? Et qu'es-tu capable d'apprendre ?”Dans cet épisode, on parle :Recrutement : pourquoi chercher le “mouton à cinq pattes” est devenu un non-sens.Soft skills : pourquoi l'adaptabilité, la curiosité et la résilience valent plus qu'un Master obtenu il y a 10 ans.IA & matching : comment la technologie permet d'identifier des compétences adjacentes et des potentiels invisibles.Upskilling & reskilling : pourquoi fabriquer ses talents en interne est devenu 6 fois plus rentable que recruter à l'extérieur.Rémunération : vers le “Pay-for-Skills” et la fin des grilles figées basées uniquement sur le diplôme.
Balancing performance with human leadership can be tough for some leaders. The goal is to strike a healthy balance, while always remembering that taking thoughtful care of your people, recognizing their unique contributions, and creating an environment where they can thrive can lead to the stellar performance results you seek.But how would you lead if your title or position didn't give you any power?Joris Merks-Benjaminsen is a leadership trainer and the award-winning author of Managing Without Power. Joris shares his unique journey at Google, watching the culture and leadership he loved so much shift as his managers changed, and why he's committed to helping companies capture that early magic and scale it as they grow. We discuss recognizing and respecting your power dynamic while also understanding that the title does not give you power, but consistent, intentional small behaviors will ensure your team will help you meet your goals. Joris shares how to balance people nd performance through the five basics of his interconnected, practical, holistic leadership approach. And he shares how to solicit and take in upward feedback to help you effectively support an employee's journey, ensure high performance, and make tough decisions when needed.To access the episode transcript, go to www.TheEmpathyEdge.com, search by episode title.Listen in for…How managers can shape microcultures and establish team norms.Upskilling leaders to avoid conventional traps and pitfalls.Providing ongoing support to learning, not just one-time training. The five basics of his interconnected, practical, holistic leadership approach.How to solicit and take in upward feedback to help effectively support an employee's journey, ensure high performance, and make tough decisions when needed.“The problem I see is this balance between human-focused and performance-focused leadership. I regularly meet leaders who think of them as opposites, but you need both of them in a certain balance...in order to create a high-performing team and organization." — Joris Merks-BenjaminsenEpisode References: Joris' Book: Managing Without Power: Creating high-performance teams and organizations in your own human wayHow Google Works by Eric Schmidt and Jonathan RosenbergGoogle re: Work - Guides: Give feedback to managers https://share.google/nhB0hREQOztuqQwOVAbout Joris Merks-Benjaminsen, Leadership Trainer, Author of Managing Without Power:Joris Merks-Benjaminsen is a leadership trainer and the award-winning author of Managing Without Power. Joris had a leading role in Google's Diversity, Equity & Inclusion initiatives, and was one of the highest-scoring managers in the company's history. Today, he trains managers and leaders to help find the right balance between humaneness and performance pressure.From Our Sponsor:Keynote Speakers and Conference Trainers: Get your free Talkadot trial and enjoy this game-changer for your speaking business! www.share.talkadot.com/mariaross Connect with Joris: Managing Without Power: www.managingwithoutpower.com/LinkedIn: https://www.linkedin.com/in/joris-merks-benjaminsen-5673384/Connect with Maria:Get Maria's books: Red-Slice.com/booksHire Maria to speak: Red-Slice.com/Speaker-Maria-RossTake the LinkedIn Learning Courses! Leading with Empathy and Balancing Empathy, Accountability, and Results as a Leader LinkedIn: Maria RossInstagram: @redslicemariaFacebook: Red SliceGet your copy of The Empathy Dilemma here- www.theempathydilemma.com
Anjani Mahabashya M.D., CHCQM-PHY is the founder of the founder of a physician-led consulting company focused on Utilization Management, CDI, coding process improvement, and Physician Advisor staffing. Dr Mahabashya is a national speaker, a two-time TEDx speaker, and has been featured on multiple podcasts. She has also trained and mentored physicians to become effective, high-impact Physician Advisors. Some of the topics we discussed were: Career opportunities outside traditional clinical practicePractical steps for successfully transitioning away from traditional clinical practiceHow to work in different roles without completely giving up clinical practiceThe role of curiosity in working hybrid rolesDr. Mahabashya's course where physicians can gain practical experience with the day-to-day of hybrid career pathwaysPreparing for value-based care as a physicianRecommendations for someone who has just started as a physician advisorThe importance of relationship building as a crucial skill set for a physician advisor And more! Connect with Dr. Mahabashya:Email:anjaniM@avenrasolutions.com LinkedIn:https://www.linkedin.com/in/anjani-m-848a201b9/ Ep 180: How to Expand Physician Impact Beyond the Bedside as a Physician Advisor with Dr. Anjani Mahabashya Apple Podcasts: https://podcasts.apple.com/us/podcast/voices-of-women-physicians/id1630624425?i=1000749059219 Spotify: https://open.spotify.com/episode/0kPobt1jZrRPSZBjVTPFOJ?si=825HAsceTVufaAlN-bj1Tg Ep 181: Upskilling for the Evolving Healthcare Landscape with Dr. Anjani Mahabashya Part 1 Apple Podcasts: https://podcasts.apple.com/us/podcast/voices-of-women-physicians/id1630624425?i=1000750141503 Spotify: https://open.spotify.com/episode/2hW638XbEdeocoHZivL0mp?si=gEYAuKjFRIOwwI2I41B0LA Ep 182: Upskilling for the Evolving Healthcare Landscape with Dr. Anjani Mahabashya Part 2 Apple Podcasts: https://podcasts.apple.com/us/podcast/voices-of-women-physicians/id1630624425?i=1000751171536 Spotify: https://open.spotify.com/episode/4SuutTSMyXjPa9QBfkS1A7?si=5XDr99FhTSa1DQ4uSlxjgw
Navigating Talent Optimization: Strategic Staffing and Leadership with Robert HowardIn this episode of The Thoughtful Entrepreneur Podcast, host Josh Elledge speaks with Robert Howard, Director of Recruiting Operations and Executive Leadership Coach at Magic Talent Solutions, about the evolving complexities of the modern workforce. As a military veteran and seasoned business owner, Robert brings a unique perspective to the high-stakes world of recruitment, offering deep dives into bridging staffing gaps and upskilling internal teams. This conversation serves as a strategic guide for founders and executives who are navigating the post-pandemic market correction and seeking to balance the efficiency of AI with the irreplaceable value of human judgment in leadership.Optimizing the Human Element in Modern RecruitmentThe current recruiting landscape requires a sophisticated blend of agility and specialized expertise to overcome the "ebb and flow" of market demands. Robert observes that while many organizations surged with over-hiring in previous years, 2026 is defined by stabilization and a more project-based approach to talent acquisition. For companies struggling with mission-critical, hard-to-fill roles, the solution often lies in moving beyond basic job postings toward advanced sourcing strategies that identify passive talent. By aligning staffing levels with specific project needs and maintaining a flexible workforce of both full-time and contract professionals, businesses can protect their bottom line while ensuring they have the right hands on deck for every initiative.Transitioning from an individual contributor to a leadership role remains one of the most common stumbling blocks for growing enterprises. Robert emphasizes that effective leadership development is not a "one-size-fits-all" endeavor; it requires tailored coaching that draws on proven principles of communication and accountability. Many companies find their internal recruiting teams are comprised of junior staff who lack the nuance required for high-level interviewing or the deep understanding of complex employment laws, such as those specific to California. Upskilling these internal teams through hands-on training ensures that the first point of contact for new talent is professional, compliant, and capable of identifying the subtle cultural fits that drive long-term retention.The integration of AI in recruitment offers significant efficiency gains, but it also introduces new risks regarding bias and candidate experience. While AI excels at administrative heavy lifting—such as interview scheduling and bulk follow-ups—Robert cautions that it is not yet a reliable substitute for human intuition in the final selection process. Relying solely on algorithms for candidate screening can lead to unintentional bias and even legal complications. Successful organizations use AI as a tool to free up their human recruiters for high-value relationship building, ensuring that the final "yes" is always determined by a person who can sense the intangible qualities that make a candidate truly exceptional for a specific team.About Robert HowardRobert Howard is the Director of Recruiting Operations at Magic Talent Solutions and a dedicated Executive Leadership Coach. With a background rooted in military service and entrepreneurial leadership, he specializes in identifying talent patterns and helping organizations build high-performing teams. Robert is passionate about professional development, often using his experience as an escape room enthusiast to teach the principles of collaborative problem-solving and strengths-based task management.About Magic Talent SolutionsMagic Talent Solutions is a premier staffing and consultancy firm founded to help businesses navigate the shifting talent landscape. The company provides a holistic approach to people operations, offering specialized recruiting for Biotech, Marketing, and Commercial Sales, alongside internal team training and executive leadership coaching. Magic Talent Solutions focuses on bridging the gap between current organizational capabilities and the high-level talent required to achieve strategic goals.Links Mentioned in This EpisodeMagic Talent Solutions Official WebsiteRobert Howard on LinkedInKey Episode HighlightsThe Metaphor of the Escape Room: Why pattern recognition and playing to individual strengths are the secrets to solving both literal puzzles and business bottlenecks.Recruitment Upskilling: The necessity of training internal hiring teams to handle complex employment regulations and sophisticated candidate sourcing.The 2026 Market Correction: Navigating the shift from over-hiring to stabilized, project-based staffing strategies.AI vs. Human Judgment: Why administrative automation is a win, but candidate selection still requires a human touch to avoid bias.Leadership Transitions: Strategies for helping top-tier individual contributors successfully move into management and executive roles.The conversation with Robert Howard illuminates the path for businesses that want to move away from reactive hiring and toward proactive talent optimization. By investing in the training of internal teams and maintaining a human-centric approach to leadership, organizations can build a resilient culture that attracts and retains the best in their industry.More from The Thoughtful Entrepreneur
Chad Delligatti — CEO of InnoSourceChad Delligatti is the CEO of InnoSource — a more than two-decade-old, Ohio-based company that has grown into a national workforce solutions platform serving Fortune 500 and midsized organizations across the country.Since joining InnoSource in 2000 as one of its earliest employees, Chad has devoted his entire professional career to building the company — helping it evolve from a regional staffing firm into the leading HR, talent, outsourcing, and data solutions partner it is today, employing more than 2,000 associates across North America, partnering with clients to deliver highly customized recruiting and workforce management solutions.But this isn't just a story about staffing…From sweeping neighbors' floors in Bexley as a child, to running a lawn care business in Granville, to flipping Beanie Babies in college, Chad's entrepreneurial drive showed up early. And when faced with the choice between joining a large corporation or becoming one of the first employees at a small, fledgling company called InnoSource, he chose the entrepreneurial path — a decision that shaped the next 25 years of his life.In our conversation, Chad reflects on what it means to dedicate decades to building one company — the evolution of the staffing and outsourcing industry from newspaper classifieds to job boards to AI-driven recruiting — and how InnoSource is now entering a new chapter powered by technology.We unpack how the implementation of AI is reshaping hiring funnels, reducing time-to-offer, improving tenure, and fundamentally transforming how workforce solutions are delivered. We also explore what hasn't changed: the company's cultural anchors, leadership principles, and Chad's conviction that technology must enhance — not replace — the human touch.This conversation was a lot of fun — chad exudes passion for his work and it comes through in spades. Please So please enjoy this awesome discussion with Chad Delligatti.00:00 The Journey of InnoSource: A Personal Story15:07 InnoSource Today: Services and Innovations19:26 Evolution of the Staffing Industry: Adapting to Change26:47 AI in Recruitment: Transforming the Landscape31:20 The Human Touch: Balancing AI and Personal Connection33:13 Embracing Change in Recruitment37:22 Leadership Lessons from Experience46:59 Core Values and Company Culture55:24 Defining Success and Motivation01:01:21 Upskilling for Future Opportunities01:05:10 Outro-----LINKS:https://innosource.com/https://www.linkedin.com/in/chad-delligatti-621bba2/-----SPONSOR:Roundstone InsuranceRoundstone Insurance is proud to sponsor Lay of The Land. Founder and CEO, Michael Schroeder, has committed full-year support for the podcast, recognizing its alignment with the company's passion for entrepreneurship, innovation, and community leadership.Headquartered in Rocky River, Ohio, Roundstone was founded in 2005 with a vision to deliver better healthcare outcomes at a more affordable cost. To bring that vision to life, the company pioneered the group medical captive model — a self-funded health insurance solution that provides small and mid-sized businesses with greater control and significant savings.Over the past two decades, Roundstone has grown rapidly, creating nearly 200 jobs in Northeast Ohio. The company works closely with employers and benefits advisors to navigate the complexities of commercial health insurance and build custom plans that prioritize employee well-being over shareholder returns. By focusing on aligned incentives and better health outcomes, Roundstone is helping businesses save thousands in Per Employee Per Year healthcare costs. Roundstone Insurance — Built for entrepreneurs. Backed by innovation. Committed to Cleveland.Cerity PartnersCerity Partners, a full-service investment and wealth management firm serving high-net-worth individuals, entrepreneurs, and business owners, is proud to sponsor Lay of The Land. The firm has local roots in Cleveland and across Ohio, and like this podcast, Cerity Partners advisors specialize in serving the interests of local entrepreneurs and business leaders. They understand how to manage the total picture of wealth, both personal and professional. Cerity Partners has a unified team of specialists who collaborate on almost every aspect of a client's financial life, including business ownership. The firm's national presence means it can offer the resources and specialized knowledge of the largest institutions with the independence and service of a neighbor. The Cerity Partners Cleveland team understands the complexity that comes with wealth, and they adhere to fiduciary standards. Discover the financial lay of your land.Learn more at ceritypartners.com/NPR or call 216-464-6266.-----Stay up to date by signing up for Lay of The Land's weekly newsletter — sign up here: https://layoftheland.ck.page/5f0c1e28faConnect with Jeffrey Stern on LinkedIn — https://www.linkedin.com/in/jeffreypstern/Follow Lay of The Land on X @podlayofthelandhttps://www.jeffreys.page/
The rules of hiring have changed—and many small business owners are still playing by an outdated talent playbook. In this episode, John Jantsch sits down with Rob Levin to explore how to upskill employees for AI, navigate the ongoing talent shift, and build a future-ready team for small and midsize businesses. They discuss why culture and KPIs matter more than ever, how to redesign workflows with an AI-first mindset, and what it really takes to manage AI instead of being replaced by it. If you want to create a resilient organization that thrives amid rapid technological change, this conversation is your roadmap. Today we discussed: 00:00 The New Talent Playbook Explained 05:43 The Hidden Talent Crisis for SMBs 07:12 AI Upskilling for Small Business Teams 12:00 Building Culture in Remote Teams 14:56 Over-Communication and KPI Clarity 17:30 Using AI to Design Smarter KPIs 20:28 AI, Job Security, and Team Buy-In 22:00 Book, Resources, and Final Thoughts Rate, Review, & Follow If you liked this episode, please rate and review the show. Let us know what you loved most about the episode. Struggling with strategy? Unlock your free AI-powered prompts now and start building a winning strategy today!
Harry Phokou, founder of Hivemind, shares his insights onthe importance of in-person networking events in any industry. He discusses how these gatherings foster genuine connectionsand valuable conversations that can't be replicated online. With a focus on building personal brands and creatingeconomic opportunities, Harry emphasises the need for professionals to upskilland adapt in a rapidly changing job market. He believes that by helping others and sharing knowledge,individuals can unlock their potential and achieve their goals. If you feel like you're capable of more but don't know yournext move, this conversation will help you think clearly about what comesfirst. This conversation is about taking ownership of your own destiny.Connect with JonnyLinkedIn: https://www.linkedin.com/in/jonnysrose/ Connect with Harry:LinkedIn: https://www.linkedin.com/in/hphokou/YouTube: https://www.youtube.com/@hphokouChapters:(00:00) - Introduction and Background(00:18) - The Importance of In-Person Networking(01:14) - The Philosophy Behind Valuable Conversations(01:50) - The Power of Real Life Interactions(03:06) - Understanding the Business Model of Conferences(05:15) - How to Start a Business in Marketing and Sales(09:51) - Transitioning from Hospitality to a New Career(10:46) - The Importance of Prioritizing Mission OverCurrent Situation(11:01) - The Danger of Drifting in Life(13:24) - The Importance of Upskilling and Avoiding Drift(15:47) - The Importance of Upskilling and ContinuousLearning(16:56) - Investing in Learning and Personal Development(17:35) - The Impact of Learning on Personal and BusinessGrowth(22:51) - The Power of Community in Learning and Growth(23:11) - Overcoming the Learning Phase and Taking Action(23:32) - Building Confidence and Proving Your Value(27:28) - The Evolution of Personal and Business Mission(31:16) - The Launch of Hive Mind Academy
UC San Diego's Division of Extended Studies broadens the university's public impact by connecting campus expertise to the evolving needs of people and workplaces. Dean Hugo Villar, Ph.D., M.B.A., describes a mission centered on lifelong learning that helps individuals build skills, pursue new opportunities, and stay adaptable as work and technology change. He explains how the division develops applied learning in partnership with employers and community organizations, using workforce insights to keep offerings aligned with real-world demand. Villar also emphasizes how artificial intelligence is integrated across programs so learners can use emerging tools thoughtfully and effectively. Series: "Career Channel" [Business] [Education] [Show ID: 41108]
UC San Diego's Division of Extended Studies broadens the university's public impact by connecting campus expertise to the evolving needs of people and workplaces. Dean Hugo Villar, Ph.D., M.B.A., describes a mission centered on lifelong learning that helps individuals build skills, pursue new opportunities, and stay adaptable as work and technology change. He explains how the division develops applied learning in partnership with employers and community organizations, using workforce insights to keep offerings aligned with real-world demand. Villar also emphasizes how artificial intelligence is integrated across programs so learners can use emerging tools thoughtfully and effectively. Series: "Career Channel" [Business] [Education] [Show ID: 41108]
UC San Diego's Division of Extended Studies broadens the university's public impact by connecting campus expertise to the evolving needs of people and workplaces. Dean Hugo Villar, Ph.D., M.B.A., describes a mission centered on lifelong learning that helps individuals build skills, pursue new opportunities, and stay adaptable as work and technology change. He explains how the division develops applied learning in partnership with employers and community organizations, using workforce insights to keep offerings aligned with real-world demand. Villar also emphasizes how artificial intelligence is integrated across programs so learners can use emerging tools thoughtfully and effectively. Series: "Career Channel" [Business] [Education] [Show ID: 41108]
W tym odcinku podcastu MIT Sloan Management Review Polska gościem Pawła Kubisiaka jest dr Agnieszka Bolikowska – neofilolożka, kulturoznawczyni i autorka metody "Sześciu Otwarć". Rozmawiamy o tym, jak skutecznie uczyć się w świecie pełnym zmienności, AI i cyfrowego hałasu. Dowiesz się, dlaczego perfekcjonizm hamuje Twój rozwój, czym jest "slow learning" i dlaczego znajomość języka czy nowej technologii na poziomie 60% może być Twoim największym atutem biznesowym.
UC San Diego's Division of Extended Studies broadens the university's public impact by connecting campus expertise to the evolving needs of people and workplaces. Dean Hugo Villar, Ph.D., M.B.A., describes a mission centered on lifelong learning that helps individuals build skills, pursue new opportunities, and stay adaptable as work and technology change. He explains how the division develops applied learning in partnership with employers and community organizations, using workforce insights to keep offerings aligned with real-world demand. Villar also emphasizes how artificial intelligence is integrated across programs so learners can use emerging tools thoughtfully and effectively. Series: "Career Channel" [Business] [Education] [Show ID: 41108]
UC San Diego's Division of Extended Studies broadens the university's public impact by connecting campus expertise to the evolving needs of people and workplaces. Dean Hugo Villar, Ph.D., M.B.A., describes a mission centered on lifelong learning that helps individuals build skills, pursue new opportunities, and stay adaptable as work and technology change. He explains how the division develops applied learning in partnership with employers and community organizations, using workforce insights to keep offerings aligned with real-world demand. Villar also emphasizes how artificial intelligence is integrated across programs so learners can use emerging tools thoughtfully and effectively. Series: "Career Channel" [Business] [Education] [Show ID: 41108]
UC San Diego's Division of Extended Studies broadens the university's public impact by connecting campus expertise to the evolving needs of people and workplaces. Dean Hugo Villar, Ph.D., M.B.A., describes a mission centered on lifelong learning that helps individuals build skills, pursue new opportunities, and stay adaptable as work and technology change. He explains how the division develops applied learning in partnership with employers and community organizations, using workforce insights to keep offerings aligned with real-world demand. Villar also emphasizes how artificial intelligence is integrated across programs so learners can use emerging tools thoughtfully and effectively. Series: "Career Channel" [Business] [Education] [Show ID: 41108]
Anjani Mahabashya M.D., CHCQM-PHY is the founder of the founder of a physician-led consulting company focused on Utilization Management, CDI, coding process improvement, and Physician Advisor staffing. Dr Mahabashya is a national speaker, a two-time TEDx speaker, and has been featured on multiple podcasts. She has also trained and mentored physicians to become effective, high-impact Physician Advisors. Some of the topics we discussed were: Navigating potential pressure to deny claims on the insurance side of a physician advisor roleHow to resist insurance pressure while still providing enough quality careWhere to start in looking for a physician advisor roleKnowing the language of presentation in front of stakeholdersTranslating a problem into either revenue or qualityWhere to learn more about strategy and system-level contributions to healthcareClinical documentation integrity and coding taking precedence while the healthcare system shifts to value-based careHow to truly influence the healthcare systemHow physicians can prepare for shifts in care delivery, technology, and value-based care in the evolving healthcare landscapeHow to document all the risks of a patient appropriatelyWorking as a connector to translate medical coding into a regular clinical language And more!Connect with Dr. Mahabashya: Email:anjaniM@avenrasolutions.com LinkedIn:https://www.linkedin.com/in/anjani-m-848a201b9/ Ep 180: How to Expand Physician Impact Beyond the Bedside as a Physician Advisor with Dr. Anjani Mahabashya Apple Podcasts: https://podcasts.apple.com/us/podcast/voices-of-women-physicians/id1630624425?i=1000749059219 Spotify: https://open.spotify.com/episode/0kPobt1jZrRPSZBjVTPFOJ?si=825HAsceTVufaAlN-bj1Tg Ep 181: Upskilling for the Evolving Healthcare Landscape with Dr. Anjani Mahabashya Part 1 Apple Podcasts: https://podcasts.apple.com/us/podcast/voices-of-women-physicians/id1630624425?i=1000750141503 Spotify: https://open.spotify.com/episode/2hW638XbEdeocoHZivL0mp?si=gEYAuKjFRIOwwI2I41B0LA
Are you a high-earning dentist… living paycheck to paycheck? Do you ever feel financially stretched – despite earning well? Are you trapped in dentistry's “golden handcuffs”? And what would your life look like if you worked because you wanted to… not because you had to? In this rare solo episode, Jaz steps away from occlusion and restorative dentistry to talk about something just as important: personal finances and career security for dentists. After going deep down the money rabbit hole — reading books like Rich Dad Poor Dad, The Simple Path to Wealth, and I Will Teach You To Be Rich — Jaz shares how his upbringing, early career decisions, and financial education shaped his beliefs about wealth, freedom, and dentistry. This isn't financial advice.It's a mindset shift. And for many dentists, it might be the most important episode you hear this year. https://youtu.be/4OXruGIdb_g Watch IC068 on YouTube Your day list reflects your earning power. The work you do each day quietly sets the limits of what you can earn. Exams and single-surface composites create one kind of ceiling; comprehensive cases, ortho, rehab, sedation, and complex restorative work create another. Upskilling changes that ceiling and gives you far more control over your financial future. Want more mindset shifts like this?AskJaz — your on-demand dental brain — is built into the Protrusive App. Key Takeaways High income does not guarantee financial security. Dentistry can become “golden handcuffs” without asset building. Invest in yourself early — skill drives earning power. Lifestyle creep quietly erodes freedom. Financial independence means practicing because you want to. Define your rich life and align spending accordingly. Highlights of This Episode: 00:00 Why talk about money on a dental podcast?04:12 Perspective and gratitude as dentists10:45 The 45% paycheck-to-paycheck poll16:20 Associates vs principals — the reality22:34 Lifestyle creep explained27:18 Golden handcuffs in dentistry31:10 Growing up with financial scarcity40:02 Investing in yourself early in your career47:55 Index funds and financial resilience55:20 The 20% happiness illusion01:02:18 Defining your rich life01:08:42 Action steps and reflection #PersonalFinances This episode isnot eligible for CPD/CE points, but never fear, there are hundreds of hours of CPD waiting for you on the Ultimate Education Plan. If you enjoyed this episode, check out IC022 – Income for Dentists and Jaz’s Top 10 Financial Literacy books inside Protrusive Guidance.
The episode covers Apple researchers' Ferret-UI Light, a 3B-parameter on-device model that interprets on-screen interfaces using a two-pass crop-and-zoom approach, positioned against reported OpenAI smart-speaker work with Jony Ive, Amazon's generative-AI Alexa rollout, and Google's Gemini integration, with Apple emphasizing privacy and local processing. Walmart is highlighted for offering free Google-backed AI training to its US and Canadian workforce (about 1.6 million employees) via an eight-hour professional certificate, with executives saying AI will reshape jobs rather than drive layoffs. Wikipedia, via the Wikimedia Foundation, blocks archive.today citing infrastructure overload from automated requests and alleging some archived captures were altered, raising concerns about archival integrity while distinguishing it from the Internet Archive's Wayback Machine. Research from UNSW Sydney and the Australian National University finds most people—including "super recognizers"—struggle to detect AI-generated faces, increasing risks like fraud and social engineering. The show closes with Bernie Sanders urging to slow AI development, alongside similar readiness warnings from OpenAI CEO Sam Altman and Anthropic CEO Dario Amodei about rapid progress toward very powerful systems and the lack of preparedness by lawmakers and the public. Hashtag Trending would like to thank Meter for their support in bringing you this podcast. Meter delivers a complete networking stack, wired, wireless and cellular in one integrated solution that's built for performance and scale. You can find them at Meter.com/htt 00:00 Hashtag Trending Kickoff + Sponsor: Meter 00:57 Apple's On‑Device AI for App Control (Ferret‑UI Light) 02:01 Smart Speaker Arms Race: OpenAI, Alexa GenAI, Gemini vs Apple's Privacy Play 03:09 Walmart's Plan: Train 1.6M Workers in AI Instead of Layoffs 04:56 Wikipedia Blocks Archive.today Over Load + Integrity Allegations 06:34 AI-Generated Faces Now Fool Most People (Study + Security Risks) 07:57 "Slow This Thing Down": Sanders, Altman & AGI Timelines 09:59 Wrap-Up, Links, Listener Messages + Sponsor Close
Learn more about Refrigeration Mentor Customized Technical Training Programs at www.refrigerationmentor.com/courses Join the Refrigeration Mentor Hub here In this episode, we're talking about commercial refrigeration trends and technician realities in the UK/Europe versus North America with UK-based Refrigeration Consultant, Brian Churchyard. We cover the transition to CO2 transcritical, as well as skilled-trades shortages, wage and workload pressures, and the need for continual upskilling across service, maintenance, design, installation, and commissioning sectors of refrigeration. Brian also shares some hands-on fundamentals and things for new technicians to be excited about. This episode was recorded live at the 2026 AHR Expo. In this episode, we discuss: (0:51) Brian's Journey: From Service Engineer to Supermarket Head of Engineering (3:30) Refrigeration Trends in Europe (6:01) A2L Safety, Flammability Context & Design Risk Mitigation (10:48) Upskilling for the Low-Carbon Transition (11:24) The Skilled Trades Shortage (14:55) Pay, Workload & Market Pressures (17:03) Attracting New Refrigeration Professionals (18:54) Building Strong Refrigeration Techs Faster (20:06) Customer Relationships and Clear Communication (22:54) Refrigeration Controls (23:33) Omega Solutions Now Data (31:08) Refrigeration Industry Outlook (34:27) Advice for New Refrigeration Technicians Helpful Links & Resources: Omega Solutions Now Data Episode 374. Growing the Refrigeration Industry Globally with World Refrigeration Day Founder, Steve Gill Episode 285. CO2 Experts: Transitioning to CO2 as a Service Technician Q & A with Andrew Freeburg Episode 340. Basics of CO2 Controls with Kevin Mullis (Part 1 of 4)
Anjani Mahabashya M.D., CHCQM-PHY is the founder of the founder of a physician-led consulting company focused on Utilization Management, CDI, coding process improvement, and Physician Advisor staffing. Dr Mahabashya is a national speaker, a two-time TEDx speaker, and has been featured on multiple podcasts. She has also trained and mentored physicians to become effective, high-impact Physician Advisors. Some of the topics we discussed were:How to facilitate productive conversations with physicians as a physician advisorHelping physicians by trying to avoid contacting them in the first part of the day when everything is busiestSharing successes of proper documentation with the physicians who did it Placing emphasis on coming from a place of compliance and helping patients avoid extra feesThe importance of correct documentation in protecting patients from expensive medical billsBringing focus back to taking care of patients holistically and thinking of financial consequences they might faceMaking difficult conversations easier by finding who is friends with whomHow things are different for physician advisors who work for insurance companiesAnd more!Connect with Dr. Mahabashya:Email:anjaniM@avenrasolutions.com LinkedIn:https://www.linkedin.com/in/anjani-m-848a201b9/Ep 180: How to Expand Physician Impact Beyond the Bedside as a Physician Advisor with Dr. Anjani MahabashyaApple Podcasts: https://podcasts.apple.com/us/podcast/voices-of-women-physicians/id1630624425?i=1000749059219Spotify: https://open.spotify.com/episode/0kPobt1jZrRPSZBjVTPFOJ?si=825HAsceTVufaAlN-bj1Tg
Gestire un reparto che offre assistenza ai clienti attraverso svariati canali, è una bella sfida. Oggi più che mai AI, perché un/a manager responsabili affronta obiettivi aziendali e aspettative del cliente in continua evoluzione. Da qui la necessità di sviluppare nuove modalità di up-skilling: Paolo Fabrizio condivide alcune esperienze con imprese clienti che hanno coniugato in modo virtuoso attività di formazione e coaching.
Send a textWhat happens when a global consulting giant decides AI proficiency is the new baseline? We dig into Accenture's headline-grabbing cuts, its billion-dollar bet on upskilling, and the ripple effects this kind of mandate has on culture, fairness, and everyday HR work. The story isn't robots taking jobs—it's people who learn new tools outpacing those who won't, and leaders choosing whether to invest, communicate clearly, and measure what actually matters.We start with the human side: how fast change collides with real teams, the pressure that public targets create, and why skills-based expectations land differently across age groups. Then we get practical. We share how we evaluate AI-enabled ATS options that free recruiters from busywork without outsourcing judgment, and why prompt craft, data hygiene, and clear workflows beat flashy features every time. We also zoom out to the trust problem—self-checkout friction, surveillance at retail, and what happens when technology feels like a cop instead of a coach. Those same dynamics show up at work. AI that reduces toil earns buy-in; AI that polices without context breeds resistance.If you're an HR pro, manager, or curious employee wondering where to start, we sketch a path: pilot small, track time saved and quality gains, reward learning in performance, and set explicit expectations that tools will change every few years. We trade doom for agency, making the case that your value grows when you can wield modern systems with judgment. And yes, we still make time for the real workplace issues that spark outsized drama—like cream cheese gone missing during a bagel drop.Hit play to get a candid, no-fluff take on AI at work, the skills race, and how to build teams that adapt without burning out. If this resonated, follow the show, share it with a colleague, and leave a quick review so more HR folks can find us.Support the showWe want to hear from you.Text us or leave a voicemail (252) 564-9899email: feedback@jadedhr.comWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/
The post Lavinia Iosub on AI in leadership, People & AI Resources (PAIR), AI upskilling, and developing remote skills (AC Ep31) appeared first on Humans + AI.
The assurance and audit profession is facing a talent crisis. Fewer graduates are choosing it as a career, and the perception of what auditors actually do hasn't kept pace with reality. At the same time, AI is fundamentally reshaping the work itself, automating repetitive tasks and opening up entirely new service areas around cyber risk and sustainability. The profession needs different skills, different mindsets, and a completely different value proposition for the next generation of talent. So how do you transform a workforce of over a hundred thousand people while simultaneously making the profession attractive to a generation that wants purpose, flexibility, and career agility? My guest this week is Sandra Oliver, Global Assurance Talent Leader at EY. In our conversation, she shares how EY is reskilling auditors at scale, bridging generational divides around technology adoption, and repositioning audit careers as a launchpad for business leadership. In the interview, we discuss: Attracting Gen Z to the audit profession AI's impact on day-to-day audit work Upskilling 130,000 professionals in AI Bridging the generational technology gap Reverse mentoring between junior and senior staff. Purpose and meaningful work as talent drivers How will audit careers evolve over the next five years? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.
To help organizations reap the benefits of AI while meeting regulatory requirements, many L&D teams are rolling out AI skills programs. But how do we design these programs in a way that shapes consistent, compliant behaviors, while helping colleagues develop the judgment they need to navigate messy, real-world situations? In this week's episode of The Mindtools L&D Podcast, Ross D and Cammy are joined by Alyn Kinney, Senior Learning and Development Manager at T-Mobile, to discuss: how organizations are supporting AI skills development; the potential drawbacks of a top-down, skills-based approach; how to deliver practical, problem-based AI skills programs at scale. If you enjoyed this conversation, be sure to check out Alyn's newsletter, Nerd Out. In 'What I Learned This Week', Ross D recommended C. Thi Nguyen's book The Score. For more from Mindtools Kineo, visit mindtools.com. There, you'll also find details of our new face-to-face and virtual workshops, and our off-the-shelf courses. Like the show? You'll LOVE our newsletter! Subscribe to The L&D Dispatch at lddispatch.com Connect with our speakers If you'd like to share your thoughts on this episode, connect with us on LinkedIn: Ross Dickie Cammy Bean Alyn Kinney
In this episode of Tech Talks Daily, I sat down with Jinsook Han, Chief Agentic AI Officer at Genpact, to unpack one of the most misunderstood shifts in enterprise AI right now. Many organizations feel confident about the value AI can deliver, yet only a small fraction are able to move beyond pilots and into autonomous operations that actually scale. Genpact's Autonomy By Design research puts hard data behind that gap, and Jinsook explains why optimism often races ahead of readiness. We explore why agentic AI changes the rules entirely. When AI systems begin to act, decide, and adapt on behalf of the business, familiar operating models start to strain. Jinsook makes a compelling case that agentic AI cannot be treated like another software rollout. It demands a rethink of data, governance, roles, and even how teams define work itself. The shift from tools to teammates alters expectations for people across the organization, from frontline operators to the C-suite, and exposes just how unprepared many companies still are. Governance is a major theme throughout the conversation, but not in the way most leaders expect. Rather than slowing progress, Jinsook argues that governance must become part of how work happens every day. She shares how Genpact approaches agent certification, maturity, and oversight, using vivid analogies to explain why quality and alignment matter more than simply deploying large numbers of agents. We also dig into why many governance models fail, especially when they rely on committees instead of lived understanding. Upskilling sits at the heart of this transformation. Jinsook walks through how Genpact is training more than 130,000 employees for an agentic future, starting with executives themselves. The focus is not on abstract learning, but on proving that today's work looks different from yesterday's. Observability, explainability, and responsible AI are woven into this approach, with command centers designed to monitor both agent performance and health, turning early signals into opportunities rather than panic. This conversation goes well beyond hype. It is about readiness, responsibility, and the reality of building autonomous systems that still depend on human judgment. As organizations rush toward agentic AI, are they truly prepared to change how decisions are made, how people work, and how accountability is defined, or are they still treating AI as a faster hammer rather than a new kind of teammate? Useful Links Connect with Jinsook Han Learn More about Genpact
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 today's rapidly evolving job market, the need for continuous learning and skill development has never been more critical. With the advent of advanced technologies and automation, many workers find themselves grappling with the challenge of maintaining their employability in an increasingly competitive landscape. Traditional methods of education and training often fall short, as they may not cater to the unique needs of individual workers or the specific demands of their industries. This is where AI-driven upskilling solutions, such as those offered by companies like Viblio, come into play.The Role of AI in UpskillingAI-driven upskilling platforms leverage sophisticated algorithms to analyze a myriad of factors, including technology trends, job roles, and personality traits. By synthesizing this data, these platforms can curate personalized learning experiences tailored to the specific needs of each worker. For instance, Viblio positions itself as an AI mentor that functions similarly to a Spotify recommendation system, suggesting relevant content - from educational programs to podcasts and videos - that aligns with the worker's career aspirations and learning style.The beauty of this approach lies in its personalization. Rather than adopting a one-size-fits-all methodology, Viblio's AI-driven system adapts to the individual learner's pace and preferences, ensuring that the content is not only relevant but also engaging. This personalization is crucial, as it fosters a deeper connection to the learning material and enhances the likelihood of skill acquisition and retention.Addressing Workforce ChallengesOne of the most pressing challenges workers face today is the rapid pace of technological advancement. Industries are evolving at breakneck speed, and workers must keep up to remain relevant. This is particularly evident in sectors like manufacturing and information technology, where the demand for tech-savvy employees is soaring. Companies that fail to upskill their workforce risk falling behind in the competitive market.Viblio's focus on B2B solutions highlights the importance of organizational support in the upskilling process. By partnering with companies across various sectors-such as banks, manufacturing firms, and insurance companies-Viblio aims to facilitate a culture of continuous learning. This not only benefits the individual employees, who gain new skills and enhance their employability, but also helps organizations remain competitive by ensuring their workforce is equipped to handle new technologies and methodologies.Learning as an ExperienceAnother significant advantage of Viblio's AI-driven upskilling is the recognition that learning is not confined to traditional classroom settings. Viblio emphasizes the importance of diverse learning stimuli, suggesting that educational content can come from various sources, including podcasts and videos, and can be integrated into daily routines. This holistic approach to learning acknowledges that knowledge acquisition can occur in myriad forms and contexts, making it more accessible and less daunting for workers.By creating habits that encourage continuous learning, AI-driven platforms empower workers to take charge of their professional development. This proactive approach is essential in a world where the only constant is change. Workers are encouraged to seek out knowledge and skills actively, fostering a mindset of lifelong learning that is crucial for career longevity.Future ImplicationsAs AI technology continues to advance, the potential for enhancing upskilling initiatives will only grow. The ability to analyze vast amounts of data and generate insights will enable even more refined learning experiences tailored to the evolving job market. Furthermore, as companies like Viblio expand their reach-potentially entering new markets like the United States-their impact on workforce development could be substantial.ConclusionIn conclusion, Viblio's AI-driven upskilling represents a transformative shift in how workers approach their professional development. By leveraging technology to personalize learning experiences, address workforce challenges, and promote a culture of continuous learning, these innovative solutions are not just preparing workers for the jobs of today but are also equipping them for the careers of tomorrow. As industries continue to evolve, embracing such advancements will be crucial in ensuring that workers remain relevant and empowered in their careers.Interview by Don Baine, The Gadget Professor.Sponsored by: Get $5 to protect your credit card information online with Privacy. Amazon Prime gives you more than just free shipping. Get free music, TV shows, movies, videogames and more. Secure your connection and unlock a faster, safer internet by signing up for PureVPN today.
In today's rapidly evolving job market, the need for continuous learning and skill development has never been more critical. With the advent of advanced technologies and automation, many workers find themselves grappling with the challenge of maintaining their employability in an increasingly competitive landscape. Traditional methods of education and training often fall short, as they may not cater to the unique needs of individual workers or the specific demands of their industries. This is where AI-driven upskilling solutions, such as those offered by companies like Viblio, come into play.The Role of AI in UpskillingAI-driven upskilling platforms leverage sophisticated algorithms to analyze a myriad of factors, including technology trends, job roles, and personality traits. By synthesizing this data, these platforms can curate personalized learning experiences tailored to the specific needs of each worker. For instance, Viblio positions itself as an AI mentor that functions similarly to a Spotify recommendation system, suggesting relevant content - from educational programs to podcasts and videos - that aligns with the worker's career aspirations and learning style.The beauty of this approach lies in its personalization. Rather than adopting a one-size-fits-all methodology, Viblio's AI-driven system adapts to the individual learner's pace and preferences, ensuring that the content is not only relevant but also engaging. This personalization is crucial, as it fosters a deeper connection to the learning material and enhances the likelihood of skill acquisition and retention.Addressing Workforce ChallengesOne of the most pressing challenges workers face today is the rapid pace of technological advancement. Industries are evolving at breakneck speed, and workers must keep up to remain relevant. This is particularly evident in sectors like manufacturing and information technology, where the demand for tech-savvy employees is soaring. Companies that fail to upskill their workforce risk falling behind in the competitive market.Viblio's focus on B2B solutions highlights the importance of organizational support in the upskilling process. By partnering with companies across various sectors-such as banks, manufacturing firms, and insurance companies-Viblio aims to facilitate a culture of continuous learning. This not only benefits the individual employees, who gain new skills and enhance their employability, but also helps organizations remain competitive by ensuring their workforce is equipped to handle new technologies and methodologies.Learning as an ExperienceAnother significant advantage of Viblio's AI-driven upskilling is the recognition that learning is not confined to traditional classroom settings. Viblio emphasizes the importance of diverse learning stimuli, suggesting that educational content can come from various sources, including podcasts and videos, and can be integrated into daily routines. This holistic approach to learning acknowledges that knowledge acquisition can occur in myriad forms and contexts, making it more accessible and less daunting for workers.By creating habits that encourage continuous learning, AI-driven platforms empower workers to take charge of their professional development. This proactive approach is essential in a world where the only constant is change. Workers are encouraged to seek out knowledge and skills actively, fostering a mindset of lifelong learning that is crucial for career longevity.Future ImplicationsAs AI technology continues to advance, the potential for enhancing upskilling initiatives will only grow. The ability to analyze vast amounts of data and generate insights will enable even more refined learning experiences tailored to the evolving job market. Furthermore, as companies like Viblio expand their reach-potentially entering new markets like the United States-their impact on workforce development could be substantial.ConclusionIn conclusion, Viblio's AI-driven upskilling represents a transformative shift in how workers approach their professional development. By leveraging technology to personalize learning experiences, address workforce challenges, and promote a culture of continuous learning, these innovative solutions are not just preparing workers for the jobs of today but are also equipping them for the careers of tomorrow. As industries continue to evolve, embracing such advancements will be crucial in ensuring that workers remain relevant and empowered in their careers.Interview by Don Baine, The Gadget Professor.Sponsored by: Get $5 to protect your credit card information online with Privacy. Amazon Prime gives you more than just free shipping. Get free music, TV shows, movies, videogames and more. Secure your connection and unlock a faster, safer internet by signing up for PureVPN today.
In episode 286 of the Pool Nation Podcast, Edgar De Jesus is joined by co-hosts John “JJ Flawless” and Zac “The Pool Boy” Nicholas for a powerful, honest conversation about training, readiness, and real-world skill development in the pool industry. With trade show season, boot camps, and certifications ramping up, the guys break down the difference between consuming information and being truly prepared to execute in the field. They explore why watching videos and attending classes feels productive—but often falls short when real-life variables, customers, and safety risks enter the picture. You'll hear why: Information alone doesn't equal competence Pools are one of the most challenging environments to learn in Repetition, practice, and hands-on training matter more than ever “Figuring it out on the fly” has been normalized—and why that's a problem The right education now leads to fewer mistakes, more confidence, and more time with your family later This episode is a must-listen for pool service techs, repair techs, builders, retailers, and business owners who want to stop guessing, sharpen their skills, and approach training with the right mindset in 2026. ⏱️ Episode Timestamps (Chapters) 00:00 – Welcome to the Pool Nation Podcast 01:00 – Why this conversation about training matters right now 03:30 – Kicking off 2026 & returning to show season 08:00 – Industry shout-outs & community updates 10:00 – Trade shows, boot camps & upcoming Pool Nation events 16:30 – Upskilling vs. reskilling: what pool pros actually need 18:30 – Information vs. training: why most education doesn't stick 22:30 – Why confidence disappears in the field 27:00 – YouTube learning vs. real-world execution 31:30 – Why repetition and practice are missing in education 36:30 – Sponsor break 41:00 – Why pools are one of the hardest environments to learn in 47:00 – Working alone in backyards & pressure from homeowners 52:30 – The danger of “figuring it out on the fly” 58:30 – How the industry must evolve training standards 01:06:00 – Final thoughts: education now = freedom later 01:19:00 – Closing & where to see Pool Nation next Sponsors (Thank You) Big thank you to our sponsors for supporting Pool Pros and helping us keep the education and conversations rolling: SPPA • Blu-ray XL • AquaStar Pool Products • Natural Chemistry • Raypak • Heritage Pool Supply • Hayward Pool Products • Poolside Tech • US Motors / Nidec Also, thank you to Pool Invoice and PoolManUniversity.com for supporting pool industry training and business systems.
In this episode, Janette Roush, the SVP of Innovation and Chief AI Officer at Brand USA, shares how her team moved past AI hype to real, working applications across the organization. She explains what agentic AI looks like in practice, how organizations shift from individual experimentation to true organizational upskilling, and why trust and verified data are becoming mission-critical as travelers rely more on AI for planning. You'll hear concrete examples from RFP evaluation, internal workflows, and campaign launches, along with a clear argument for why destination organizations must reposition themselves as trusted sources of truth. This episode is for hospitality and travel leaders who need practical direction on how AI is already reshaping discovery, decision-making, and organizational strategy.Listen to our previous conversation: America's Chief AI Officer for Travel Shares AdviceResources we mentioned:Janette's websiteClaude Code LovableBrand USA's America the Beautiful campaign siteHow I AI PodcastEveryMarketing Against the Grain A few more resources: If you're new to Hospitality Daily, start here. You can send me a message here with questions, comments, or guest suggestions If you want to get my summary and actionable insights from each episode delivered to your inbox each day, subscribe here for free. Follow Hospitality Daily and join the conversation on YouTube, LinkedIn, and Instagram. If you want to advertise on Hospitality Daily, here are the ways we can work together. If you found this episode interesting or helpful, send it to someone on your team so you can turn the ideas into action and benefit your business and the people you serve! Music for this show is produced by Clay Bassford of Bespoke Sound: Music Identity Design for Hospitality Brands
Upskilling for an AI era will be critical. While it requires a strong grasp of individuals' skills and potential, data shows leaders wildly overestimate their own capabilities and can misjudge what their teams can offer. CEO Kian Katanforoosh of skills measurement platform Workera shares what's needed to bridge these gaps and what could be ahead to keep pace with changing needs. He offers a sneak peek at what the future could look like, tackling questions on how AI can reshape mentorship and why it might one day be unethical for a human (rather than a machine) to judge another human's capabilities. He also digs into: how prompting AI can help any leader refine their asks when managing humans; How his own assessments have helped him hone key leadership skills, and what war games have taught him about strategic thinking. About this episode: https://www.workera.ai/ Transcript: https://www.weforum.org/podcasts/meet-the-leader/episodes/kian-katanforoosh-upskill-ai-age-workera Related episode: Do you need an AI mentor? This tech entrepreneur thinks so https://www.weforum.org/podcasts/radio-davos/episodes/ai-skills-workera-kian-katanforoosh/
On this episode of MEET THE CEO. Kelvin Kimutai, the chief upskilling officer at Breedj joins us to discuss the future of remote work. He talks about closing the persistent gap between education and employment by equipping African youth with the skills, structure, and readiness needed to compete in the remote work economy.
Welcome to another episode of Gen Z in Manufacturing, a podcast where I talk to young people about their journeys in manufacturing, how they intend to influence the industry and what they are looking for from an employer.For this episode, I welcome Bailey Olmschenk, a 27-year-old director of solutions engineering at Prometheus Group, a company that develops AI-powered EAM software for plants and facilities.Olmschenk's career began with a series of engineering internships and over two years as a process engineer at consulting firm Stantec. In 2023, she joined Prometheus as a solutions engineer and was recently promoted to her current leadership position, where she focuses on making AI accessible to workers who do not traditionally rely on the technology.In this episode, Olmschenk discusses:(:59) Why Gen Z chooses where they want to live before they choose where they want to work(4:57) Green flags young people look for when it comes to technology(8:03) How Gen Z can fill knowledge gaps for maintenance(10:45) Upskilling workers with AI tools
ResourcesFree yearly review business workbookExplore our business plannersRepurpose Ai: Streamline your content creation and repurpose effortlessly with Repurpose Ai.Later Content Scheduling: Simplify your social media strategy with Later.Flodesk: Elevate your email marketing with Flodesk – get 50% off your first year using this link.Other Resources:Submit a question to be featured on the podcast and receive live coaching! Send a voice note or fill out the question form.Where To Find Us:Instagram: @sigma.wmnTikTok: @sigma.wmnNewsletter: Subscribe hereThreads: @sigma.wmnIf planning your year feels overwhelming, vague, or like it turns into a chaotic to-do list by February, this episode is your reset. I'm walking you through the exact yearly planning system I use to create clarity, protect my energy, and map out what I'm selling 12+ months in advance, without burning out or overcommitting.You'll hear why a proper yearly review is non-negotiable for sustainable growth, and how I use reflection to guide decisions instead of guessing. I also break down how I plan in a way that supports regulation and radiance, including how I build quarterly breaks into my calendar so business growth does not come at the cost of wellbeing.This is a practical, values-led approach to business planning for women business owners who want aligned strategy, clear offers, and a plan that feels spacious, realistic and genuinely supportive.Tune in to hear:Why reviewing your business before planning a new year is essential for growth and clarity.How I plan quarterly breaks into my calendar for nervous system regulation and radiance.How to know exactly what you're selling 12+ months ahead, so content and marketing feel simpler.Find the Complete Show Notes Here → https://sigmawmn.com/podcastIn This Episode, You'll Learn:A step-by-step approach to yearly and monthly business planning that supports aligned growth.How to structure your year around launches, breaks, and realistic capacity.How to plan products and offers ahead of time so you are not scrambling month to month.How to include backend projects and upskilling in your plan without overwhelming yourself.Themes & Time Stamps:00:00 Planning for Success: An Overview03:33 The Importance of Yearly Reviews06:14 Strategic Launch Planning09:06 Preparing for Breaks and Projects10:58 Upskilling and Realistic Planning
In episode 285 of the Pool Nation Podcast, Edgar De Jesús sits down with leadership expert Leanne De Jesús for an in-depth conversation on how pool business owners, service techs, retailers, and builders can grow without burning out, falling behind, or constantly starting over. What is upskilling? Upskilling means improving and expanding the skills you already use in your role — not changing careers, but getting better, smarter, and more effective at what you're already doing. In the pool industry, upskilling can look like: Developing leadership and people-management skills Improving pricing, financial clarity, and decision-making Learning new equipment, technology, and automation Building sales and customer communication skills Training your team so the business doesn't rely only on you Reskilling, on the other hand, is learning an entirely new role or function — like moving from service into building, retail, or management. Throughout this episode, Edgar and Leanne break down why most frustration, burnout, and leadership struggles aren't people problems — they're skill gaps. They also explain why access to information alone doesn't create better leaders, and how structure, mentorship, and intentional learning are what actually drive growth. Whether you're a one-truck operator or scaling a multi-location business, this conversation will help you: Understand when to upskill vs when to reskill Recognize early signs of burnout and stagnation Build stronger leaders and more accountable teams Create growth without chaos Shift from operator thinking to owner thinking This episode isn't about working harder — it's about thinking differently so your business can grow with clarity and control. ⏱️ Episode Timestamps 00:00 – Welcome to the Pool Nation Podcast 01:05 – Why upskilling and reskilling matter right now 03:00 – Pool Nation events, shows, and upcoming education 06:10 – What upskilling really looks like in real life 09:45 – AI, technology, and staying relevant 13:20 – How pool pros upskill without realizing it 16:10 – The difference between upskilling and reskilling 18:50 – When you should reskill vs improve your current skills 21:40 – Why people think they need to quit when they really need new skills 25:10 – Learning, testing, applying, and sharing knowledge 30:00 – Burnout, overwhelm, and hidden skill gaps 33:10 – Leadership problems vs skill problems 37:20 – Why information alone doesn't create better leaders 40:50 – Time, structure, and intentional learning 44:30 – Sponsor break 46:00 – Upskilling business owners for growth and scale 50:30 – Hiring for skill vs hiring for personality 55:10 – Upskilling pool techs: sales, safety, and trust 1:01:40 – Retail teams, product knowledge, and relationships 1:07:30 – Why training fails without structure 1:12:00 – Train-the-trainer mindset and leadership confidence 1:17:40 – Why guided learning and mentorship matter 1:21:10 – The most important mindset shift: growth mindset 1:26:30 – Final thoughts and takeaways 1:30:00 – Closing remarks and where to find Pool Nation
The world of work has changed forever—and it's still changing. COVID 19 didn't just disrupt where we work—it transformed how we think about careers, leadership, learning, and culture. In this powerful conversation, Nicole Greer and Steve Cadigan unpack the aftershocks of the “workquake” and what they mean for both employees and employers.Steve shares insights from scaling LinkedIn from 400 to 4,000 employees, explains why learning velocity matters more than tenure, and challenges traditional ideas about loyalty, retention, and talent strategy. From embracing ambiguity and building entrepreneurial teams to rethinking training, alumni networks, and career ownership, this episode is packed with practical wisdom for leaders navigating today's hyper-change environment.If you care about building a vibrant, adaptive culture where people can grow and create value—this episode is for you.Vibrant Highlights:00:03:00 – Steve explains why the “pajama revolution” and remote work debates aren't going away, and why leaders must stop looking for a one-size-fits-all answer and start embracing flexibility.00:07:50 – Nicole and Steve dive into why tolerance for ambiguity is now a critical leadership skill and how being “more human” is the secret advantage AI can't replace.00:13:45 – A powerful mindset shift as Steve reframes loyalty, tenure, and turnover—and explains why creating value is what actually makes employees more valuable in today's workforce.00:22:25 – Steve drops a game-changing insight: people aren't disloyal to companies, they're loyal to learning—and explains what leaders must do to keep great people engaged.00:43:40 – A behind-the-scenes story from LinkedIn on learning velocity, revealing how leaders can identify fast learners and build future-ready talent from within.Connect with Steve:Steve's book, Workquake: https://a.co/d/i5StO4jSteve's website: https://stevecadigan.com/Also mentioned in this episode:Mindset by Carol Dweck: https://a.co/d/i43IUYwListen at vibrantculture.com/podcast or wherever you get your podcasts!Book Nicole to help your organization ignite clarity, accountability, and energy through her SHINE™ Coaching Methodology.Visit vibrantculture.comEmail: nicole@vibrantculture.comWatch Nicole's TEDx Talk: https://youtu.be/SMbxA90bfXE
In this follow-up episode, Morgane F. and AI expert Whitney B. dive deep into the professional landscape of artificial intelligence. If you've ever wondered how soon "AI-powered" becomes the standard, or if your job is on the line, this is the episode for you.In this episode, we cover:The 3-5 Year Window: Why companies are moving past the hype and looking for real mastery.Upskilling for Success: How to refine your role and become indispensable using tools like Gemini and Copilot.The Ethical Cost: A deep conversation on environmental justice, data centers in Memphis, and the rising cost of electricity.The "Human in the Loop": Why you still need to verify your sources to avoid AI "hallucinations".
Ever started a new job and realized the “real work” isn't just the work. It's learning the culture, the decision-making rhythm, and what success actually looks like? In this re-released best-of conversation, Dr. Shweta Miglani breaks down the small, practical moves that help you ramp faster, build credibility, and grow your career without burning out. Dr. Miglani shares how her journey began in journalism, pivoted through learning science and instructional design, and expanded into global talent management and organizational development—supporting leaders across industries and countries. Together, we talk about what separates professionals who thrive quickly from those who stay stuck: proactive communication, stakeholder mapping, clear expectations, and learning how to lead with both strategy and humanity. You'll hear actionable guidance for your first 90 days, how to make your one-on-ones count, and why emotional intelligence and cultural intelligence matter even more as AI transforms the workplace. If you're stepping into a new role, navigating a career pivot, or leading across cultures, this one will give you a playbook you can actually use. Main topics we cover: The #1 mistake people make in a new job—and how to avoid it How to prepare for one-on-ones so you're seen as a true partner Stakeholder mapping: the career accelerator most people skip Upskilling/reskilling + AI: what leaders must unlearn to adapt EQ + CQ: why “being more human” is the competitive advantage Dr. Shweta Miglani is a global talent and organizational development leader with deep experience across major companies, helping modern organizations build leadership, culture, and capability. She holds a doctorate in leadership development and organizational enablement and is the author of Navigate Your Career: Strategies for Success in New Roles or Promotions by Wiley press. Timestamps (approximate): 00:00 — BetterHelp + why support matters 01:30 — Why this best-of episode is back 04:30 — Shweta's career pivot and the mentor question that changed everything 13:30 — The biggest early-career mistakes in a new role 20:00 — What high performers do differently (prep, proactivity, follow-through) 30:30 — Talent development trends: skilling + AI 40:30 — EQ/CQ and leading “more human” in an AI world 52:00 — The one leadership move: lead with your values + clear expectations 58:30 — “Difference Maker” community: planning, stakeholder map, managing up Subscribe, leave a review, Subscribe to the podcast, leave a review, and share this episode with someone starting a new role or navigating a pivot. Your support helps the community grow and keeps these important conversations going. Connect with us: https://www.aworldofdifferencepodcast.com Linkedin YouTube Substack If you need professional help, such as therapy: https://www.betterhelp.com/difference If you are looking for your next opportunity, sign up for Lori's Masterclass on Master the Career Pivot: https://www.loriadamsbrown.com/careerpivot Difference Makers who are podcast listeners get 10% offf with the code: DIFFERENT Get 50% off your first 2 months with Riverside: https://riverside.cello.so/ErHyXrgXYn3 Learn more about your ad choices. Visit megaphone.fm/adchoices
Introduction In this Deep Dive episode, we dive into PwC's latest AI Business Predictions — a roadmap offering insight into how companies can harness artificial intelligence not just for efficiency, but as a strategic lever to reshape operations, workforce, and long-term growth. We explore why “AI adoption” is now about more than technology: it's about vision, leadership, and rethinking what work and human potential look like in a rapidly shifting landscape. Key Insights from PwC AI success is as much about vision as about adoption According to PwC, what separates companies that succeed with AI from those that merely dabble is leadership clarity and strategic alignment. Firms that view AI as central to their business model — rather than as an add-on — are more likely to reap measurable gains. AI agents can meaningfully expand capacity — even double workforce impact One bold prediction: with AI agents and automation, a smaller human team can produce work at a scale that might resemble having a much larger workforce — without proportionally increasing staff size. For private firms especially, this means you can “leapfrog” traditional growth limitations. From pilots to scale: real ROI is emerging — but requires discipline While many organizations experimented with AI in 2023–2024, PwC argues that 2025 and 2026 are about turning experiments into engines of growth. The companies that succeed are those that pick strategic high-impact areas, double down, and avoid spreading efforts too thin. Workforce composition will shift — rise of the “AI-generalist” As AI agents take over more routine, data-heavy or repetitive tasks, human roles will trend toward design, oversight, strategy, and creative judgment. The “AI-generalist” — someone who can bridge human judgment, organizational culture, and AI tools — will become increasingly valuable. Responsible AI, governance, and sustainability are non-negotiables PwC insists that success with AI isn't just about technology rollout; it's also about embedding ethical governance, sustainability, and data integrity. Organizations that treat AI as a core piece of long-term strategy — not a flashy add-on — will be the ones that unlock lasting value. What This Means for Leaders, Culture & Burnout (Especially for Humans, Not Just AI) Opportunity to reimagine roles — more meaning, less drudgery As AI takes over repetitive, transactional work, human roles can shift toward creativity, strategy, mentorship, emotional intelligence, and leadership. That aligns with your mission around workplace culture and “Burnout-Proof” leadership: this could reduce burnout if implemented thoughtfully. Culture becomes the strategic differentiator As more companies adopt similar AI tools, organizational vision, values, psychological safety, and human connection may become the real competitive edge. Leaders who “get culture right” will be ahead — not because of tech, but because of people. Upskilling, transparency and trust are essential With AI in the mix, employees need clarity, training, and trust. Mismanaged adoption could lead to fear, resistance, or misalignment. Leaders must shepherd not just technology, but human transition. AI-driven efficiency must be balanced with empathy and human-centered leadership The automation and “workforce multiplier” potential is seductive — but if leaders lose sight of human needs, purpose, and wellbeing, there's a risk of burnout, disengagement, or erosion of cultural integrity. For small & private companies: a chance to leapfrog giants — but only with clarity and discipline Smaller firms often lack the resources of large enterprises, but according to PwC, those constraints may shrink when AI is used strategically. For mission-driven companies (like yours), this creates an opportunity to scale impact — provided leadership stays grounded in purpose and values. Why This Topic Matters for the Breakfast Leadership Network & Our Audience Given your work in leadership development, burnout prevention, workplace culture, and coaching — PwC's predictions offer a crucial lens. It's no longer optional for organizations to ignore AI. The question isn't “Will we use AI?” but “How will we use AI — and who do we become in the process?” For founders, people-leaders, HR strategists: this is a call to be intentional. To lead with vision, grounded in human values. To design workplaces that thrive in the AI era — not suffer. Questions for Reflection What parts of your organization's workflow could be transformed by AI — and what human strengths should those tools free up rather than replace? How might embracing AI shift your organizational culture and the expectations for leaders? What ethical, psychological, or human-impact considerations must you address before “going all in” on AI? As a leader, how will you ensure the “AI-generalists” — employees blending tech fluency with empathy, creativity, and human judgment — are cultivated and supported? How do you prevent burnout and disconnection while dramatically increasing capacity and output via AI? Learn more at https://BreakfastLeadership.com/blog Research: https://www.pwc.com/us/en/tech-effect/ai-analytics/ai-predictions.html
Teams that are engaged perform better, collaborate more, and stay longer. I often talk about how employee engagement sits at the heart of every high-performing team. The real question is: how do leaders actually build it in day-to-day work? Hire for Attitude Before Skills Engagement starts much earlier than most people realise — right at the hiring stage. I believe that while skills can be developed over time, attitude is much harder to change. Hiring people who naturally align with the team's values and energy creates a stronger foundation for engagement. At the same time, we need to understand the importance of acting quickly when a hire clearly isn't the right fit. Delaying tough decisions doesn't just affect performance; it quietly impacts team morale. Compensation Is More Than Just Money When people hear "compensation," they usually think of salary. I would challenge leaders to think broader. True compensation includes financial, psychological, and emotional elements. Feeling respected, trusted, and appreciated often matters just as much as pay. When employees feel valued as individuals, they're far more likely to show up fully and stay engaged with their work. Trust and Respect Come First Psychological safety doesn't appear overnight. As i always say, we have to be trusting, in order to be trusted. Leaders who genuinely respect different opinions and encourage open conversations create an environment where people feel safe to speak up. When employees know their voices matter, engagement becomes natural rather than forced. Upskilling as a Tool for Engagement Training isn't an expense — it's an investment. I encourage you to find creative, cost-effective ways to help your teams build new skills. Learning keeps people motivated, confident, and future-ready. Equally important is giving employees opportunities to apply what they learn. When learning turns into real impact, engagement grows organically. Culture, Values, and the Power of Stories A strong culture needs clarity. I believe storytelling helps bring values to life. Stories stick far better than policies. Whether it's a legendary customer-service moment or a small internal win, stories reinforce what the organization truly stands for and encourage others to act the same way. Don't Forget to Make Work Enjoyable Engagement doesn't mean constant seriousness. I believes that teams that laugh together tend to work better together. Small moments of fun, informal check-ins, and celebrating wins, even minor ones go a long way in strengthening team bonds. Listening and Adapting to People's Needs Engagement is not one-size-fits-all. People go through different life phases, challenges, and priorities. It is important to listen closely and adapt our leadership styles accordingly. Sometimes engagement looks like flexibility. Other times, it's recognition or simply being heard. Leaders who pay attention create loyalty without forcing it. Conclusion Building an engaged team is an ongoing process. It requires intention, consistency, and genuine care for people. As I often point out, the principles are simple but applying them every day takes effort. Leaders who commit to trust, learning, and empathy don't just build engaged teams; they build teams that last and perform the best.
In this episode of Elevating Drone Life, host Rob Burdick sits down with Teej Ragsdale, the visionary co-founder and CEO of RAAD, an innovative aerial intelligence network. Teej's journey from finance and crypto to renewable energy has uniquely positioned him to tackle the challenges in the drone services market. Together, we explore the significant frictions faced by drone pilots and how RAAD is revolutionizing the industry by prioritizing fair compensation, quality control, and trust-building with pilots. Discover how RAAD is preparing for the future of drone services, including adapting to regulatory changes and embracing new technologies. Teej shares his insights on the exciting opportunities ahead for pilots and the industry, emphasizing the importance of seamless client and pilot experiences. Tune in to learn about RAAD's unique approach to pilot engagement, the importance of quality control, and the future of drone operations. Want to Make Money Flying Drones? DroneU gives you the blueprint to start and grow a real drone business: FAA Part 107 prep 40+ courses on flight skills, real estate, mapping, and business Pricing guides, client acquisition, and weekly coaching Supportive community of top-tier drone pros Start here https://www.thedroneu.com Know someone ready to take the leap? Share this episode with them !! Stuck between a safe job and chasing your drone dream? Download our FREE Drone Pilot Starter Kit Includes: FAA checklist, pricing template, and plug-and-play proposal to help you land your first client with confidence. https://learn.thedroneu.com/bundles/drone-pilot-starter-kit Timestamps [00:00] Introduction to RAAD and Teej Ragsdale [02:57] The Journey to Founding RAAD [05:52] Understanding the Drone Services Market [09:02] RAAD's Unique Approach to Pilot Engagement [12:00] Building Trust with Pilots and Clients [14:58] The Importance of Quality Control [18:07] Pilot Onboarding and Reputation Management [21:02] The Future of RAAD and Pilot Opportunities [27:59] Client Expectations and Data Delivery [30:55] Pilot Quality and Feedback Mechanisms [32:46] Upskilling and Training for Pilots [35:27] Pilot Requirements and Insurance [37:55] Compensation Models for Pilots [39:48] Market Demand and Sector Insights [40:42] Emerging Technologies and Future Opportunities [42:50] Creative Opportunities in Drone Operations [45:44] Processing Data and Quality Control [49:38] The Joy of Drone Flying [51:01] Client Success Stories and Operational Excellence [54:20] Adapting to Market Demands and Technology Changes [58:01] Navigating Regulatory Challenges [01:04:02] Future Opportunities in the Drone Industry
Disruptions in global supply chains, from trade uncertainties to the rapid integration of AI, are challenging companies to rethink their strategies. At the same time, businesses must address talent shortages, enhance workforce capabilities, and navigate an ever-evolving technological landscape. The result is a supply chain ecosystem at a pivotal moment, requiring leaders to blend policy, talent, and technology to stay competitive.In this episode of Supply Chain Now, Scott Luton is joined by Mike Griswold, Vice President Analyst at Gartner, to reflect on the state of supply chain in 2025 and beyond. Together, they explore the significant challenges and opportunities in supply chain planning, including AI adoption, talent strategy, and the impact of tariffs.Scott and Mike discuss how AI is moving from pilot to scale, helping businesses unlock significant value across sourcing and logistics. They highlight the importance of integrating AI with talent strategies to empower workers rather than replace them. The conversation also delves into the evolving role of trade policy and how companies must build it into their long-term strategy. The episode concludes with insights into navigating the complexities of modern supply chains and the imperative for businesses to embrace innovation while managing uncertainty.Jump into the conversation:(00:00) Intro(03:05) Impact of the space shuttle program(05:17) Overcoming setbacks in large-scale initiatives(07:25) Shifting from AI pilots to scaled solutions(09:11) Space exploration's unexpected byproducts for innovation(10:07) Reflecting on supply chain performance in 2025(12:42) Adapting supply chain strategies to tariffs(15:05) Balancing AI implementation with talent development(16:19) Upskilling talent in the age of AI(19:31) Evaluating AI's role in workforce reductions(21:13) Connecting AI, talent, and corporate strategies(23:24) Aligning AI and talent strategies for 2026(27:05) Supply chain leaders embracing complexity and uncertainty(34:05) Targeting AI solutions to specific business problemsAdditional Links & Resources:Connect with Mike Griswold: https://www.linkedin.com/in/mike-griswold-6a68922/Learn more about Gartner: https://www.gartner.com/enConnect with Scott Luton: https://www.linkedin.com/in/scottwindonluton/Check out Gartner's "Year in Review: Supply Chain 2025" by Stan Aronow and Wade McDaniel: https://www.gartner.com/en/supply-chain/insights/beyond-supply-chain-blog/year-in-review-supply-chain-2025Learn more about Supply Chain Now: https://supplychainnow.comWatch and listen to more
Navigating Big Business in Small Town America with Pathfinder AccountingIn this episode of 'Small Town Big Business,' hosts Jennifer Olson and Russell Williams are joined by Brendan Morgan of Pathfinder Accounting and Tax. Brendan shares insights into his specialized CPA firm that focuses on client accounting services, advanced bookkeeping, tax planning, and accounting consultancy. He discusses his journey from New York to Southern Illinois, the evolving landscape of remote work, and his passion for integrating technology into accounting practices. Brendan also explores his community involvement through the Southern Illinois Community Foundation and the Boys and Girls Club, highlighting the importance of local engagement. Additionally, the episode covers practical advice for small business owners on managing bookkeeping, automating administrative tasks, and transitioning accounting services efficiently.00:00 Welcome to Small Town Big Business00:11 Meet the Hosts: Jennifer Olson and Russell Williams00:59 Introducing Brendan Morgan from Pathfinder Accounting and Tax01:10 Pathfinder Accounting and Tax: Services and Specializations02:42 From New York to Southern Illinois: Brendan's Journey03:46 Starting a Business in Marion: Challenges and Opportunities05:52 Clientele and Services: Who Benefits from Pathfinder09:20 Community Involvement and Networking13:19 Automation and Efficiency in Business21:51 Upskilling and Workshops22:33 Bookkeeping Essentials for Small Businesses26:17 Outsourced CFO Services28:52 Community Involvement and Nonprofit Work34:37 Transitioning Bookkeeping Services36:56 The Future of CPA Profession40:20 Finding and Contacting the Business41:21 Conclusion and AcknowledgementsRecorded at EThOs Small Business Incubator and Co-working Spaces in Marion, Illinois.https://members.ethosmarion.org/ SUBSCRIBE TO THE PODCASTOur guest: https://www.pathfinderaccounting.co/
In this classic episode of Supply Chain Now, Scott Luton and Tevon Taylor welcome Gaurav Malhotra, Partner and Supply Chain Technology Leader at EY, to explore how artificial intelligence is transforming supply chains today and where it's headed over the next five years. Gaurav shares how EY is helping organizations embrace emerging technologies to create competitive advantage, avoid “pilot purgatory,” and build more cognitive and resilient supply chains.They cover practical misconceptions holding companies back from adopting AI, the foundational elements required for successful implementation, and real-world examples of immediate impact in logistics, predictive maintenance, and warehouse operations. Gaurav also discusses how organizations can invest in workforce education, reskilling, and culture change to ensure that humans remain at the center of AI adoption. Looking ahead, he offers his perspective on how agentic AI will reshape supply chains into adaptive, orchestrated ecosystems while freeing people to focus on creativity, critical thinking, and enterprise differentiation.Jump into the conversation:(00:00) Intro(04:13) A personal story family pilgrimage to Kauai(07:34) The intersection of supply chain and humanitarian efforts(09:52) Ey's role in global supply chain(15:20) Misconceptions about AI in factories(18:09) Overcoming pilot paralysis(22:29) Immediate benefits of AI in supply chain(26:25) AI's impact on supply chain efficiency(27:18) The role of agentic AI in factories(31:43) Human element in AI-driven supply chains(36:17) Upskilling and reskilling for the AI era(43:05) Future predictions for AI in supply chainsAdditional Links & Resources:Connect with Gaurav Malhotra: https://www.linkedin.com/in/gauravmalhotra/ Learn more about EY: https://www.ey.com/ Learn more about Supply Chain Now: https://supplychainnow.com Watch and listen to more Supply Chain Now episodes here: https://supplychainnow.com/program/supply-chain-now Subscribe to Supply Chain Now on your favorite platform: https://supplychainnow.com/join Work with us! Download Supply Chain Now's NEW Media Kit: https://bit.ly/3XH6OVkThis episode was hosted by Scott Luton and Tevon Taylor and produced by Trisha Cordes, Joshua Miranda, and Amanda Luton. For additional information, please visit our dedicated show page at: https://supplychainnow.com/ai-human-ingenuity-next-era-supply-chains-1480The content in this video, including all audio, visuals, and graphics, is the property of Supply Chain Now and is protected by copyright law. Unauthorized use, reproduction, distribution, modification, or re-uploading of this content in any form is strictly prohibited without explicit written permission from Supply Chain Now. For licensing inquiries or permissions, please contact us at production@supplychainnow.com © 2025 Supply Chain Now. All rights reserved.
Hire Yourself Podcast with Pete GilfillanAgeism is real, and it's accelerating. In this reuploaded episode, Pete breaks down how executives in their late 40s, 50s, and 60s can protect themselves from being pushed out of corporate life before they're ready. With layoffs rising, loyalty disappearing, and older leaders being overlooked or replaced, Pete outlines eight practical steps to stay relevant, protect your income, and build long-term security.In this episode, Pete discusses:Acknowledging ageism as a real threat Ageism is growing across industries. Recognizing the bias early helps you prepare and take strategic action before it impacts your career.Modernizing your resume and online presence Showcasing recent accomplishments, updated skills, and new certifications helps counter the perception that older executives aren't up to date.Continuing to build and demonstrate leadership Senior-level leaders bring decades of experience. Highlighting decision-making skills, innovation, and cross-generational leadership reinforces your value.Leveraging your network and building mentorship Strong professional relationships increase your visibility, create opportunities, and help validate your expertise.Upskilling and reskilling to stay relevant Staying current with technology, AI, data, and new systems demonstrates adaptability and commitment to growth.Leading multi-generational teams Showing strength in mentoring younger talent and collaborating across age groups helps counter age-based assumptions.Creating a Plan B through business ownership Real estate, consulting, and especially semi-absentee franchise ownership can help create income security when corporate roles disappear.Advocating for yourself in the workplace Communicating your value and maintaining visibility helps reduce the impact of bias, even in environments where ageism is never openly acknowledged.Key Takeaways:Ageism is real, rising, and impacting executives earlier than ever.Fifty percent of corporate executives over 50 are pushed out before they are ready.Only ten percent of those who get pushed out earn the same or more in their next role.You must protect yourself before ageism hits, not after.Building income security outside of corporate — especially through semi-absentee franchise ownership — creates real stability and control.A side business gives you a runway, a pivot point, and a safety net when corporate life shifts unexpectedly.“Ageism is unavoidable, but being unprepared is optional. Build something on the side so you're never caught flat footed.” — Pete GilfillanCONNECT WITH PETE GILFILLAN:
Why does it feel as though every headline about the future of work points to AI pushing entry-level roles off a cliff? That question stayed with me as I sat down with Robin Adda, a long-time learning and development leader, bestselling author, and one of the most balanced voices I have heard on skills, technology, and the workplace. Robin argues that AI can protect white-collar roles rather than erode them, and hearing him explain why immediately shifted the tone of the conversation. From the start, Robin talks about how traditional training models have failed to keep pace with reality. Companies know the skills gap is widening, yet many still rely on broad, generic programmes that miss what people actually need. His journey toward building SkillsAssess grew out of that frustration. He realised that training without insight only scratches the surface, and employees end up going through motions instead of growing in ways that matter. Inside organisations, the picture is even more complicated. Robin describes teams that want to move forward but have no clear road map, along with job seekers who struggle with basic digital tasks long before they reach more advanced expectations. Opportunity exists, yet people often cannot reach it because they lack a personal starting point. His work focuses on bridging that divide by giving individuals clarity and giving leaders accurate visibility into their workforce. We also talk about the emotional weight behind all of this. Anxiety around AI is everywhere, especially for people who feel their role is drifting into uncertainty. Robin has seen organisations handle this well by focusing on clear information rather than vague reassurance. When people understand what they need to learn and why, their fear gradually shifts into something more constructive. Another area that stood out was his emphasis on human strengths. As routine work moves to AI systems, qualities like curiosity, communication, and thoughtful decision making become even more valuable. Robin explains how behavioural profiling and tailored learning pathways can help companies build stronger teams rather than rely on technology to smooth every challenge. By the end of our conversation, I found myself thinking differently about the future of work. Robin's perspective is grounded in decades of watching technology rise, fall, and rise again. He sees AI as a chance to rethink employability rather than fear the disruption. In his view, if we use these tools wisely, we can build a workforce that is more confident, more adaptable, and more resilient. So here is the question I want to leave you with. If learning could finally become personal, and if AI could help people understand their own potential instead of replacing it, what would that change for you and your organisation? And how would it reshape the way you think about your career? I would love to hear your thoughts. Find out more at https://skillsassess.ai and by following the SkillsAssess' LinkedIn Listen to Robin and key industry guests on the SkillsAssess podcast - When Skills Matter Connect with Robin directly on LinkedIn Tech Talks Daily is Sponsored by NordLayer: Get the exclusive Black Friday offer: 28% off NordLayer yearly plans with the coupon code: techdaily-28. Valid until December 10th, 2025. Try it risk-free with a 14-day money-back guarantee.
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