Podcasts about we're ready

It's time for another Mind Gap Podcast! This week, Doug celebrates the return of Noah Reno! The dorks discuss the food that represents each US state, their favorite style of pizza, and Noah shares what he's been up to. Next, the heroes chat about the upcoming live action remake of Avatar: the Last Airbender on Netflix. They discuss their expectations, hopes, and fears before diving into some of the other live action anime adaptations. The nerds then share what animes they'd like to see get the live action adaptations treatment.   Things are wrapped up with a new game: is it AI or a real video game? Doug plays Noah a soundbite of a video game synopsis and he has to decide whether it's a real game or a fake game created by AI.   Check out our YouTube channel where we livestream our new podcast episodes every Tuesday at 8pmCT and our video game stream every Saturday at 8pmCT. Be sure to like and subscribe for this content as well as episode highlights, Doug Watches Awkward Videos, Justin Plays Video games, and more!   We have MERCH now!   Follow us on all of our social medias and other platforms!  

Started the week with the ongoing tribal warfare engulfing Papua New Guinea, and then talked about Russia-Ukraine war two years in. Plus a Yakuza gang member arrested trying to sell nuclear material, Mexican president and the cartels, UK sex dungeon monster, Israel specifies sex crimes committed by Hamas, US Apache helicopter crash, and a Michigan man arrested for pleasuring himself onto unsuspecting Target shoppers. Music: Boston/"We're Ready"

Steiny & Guru get SET for their BIG trip to Las Vegas and Radio Row. What are the parties the boys are hitting, places they need to see, bets they need to make? On the 49ers?! 

We are excited for BottleRock, Aaron Rodgers has been bounced from the Pat MacAfee Show, Isla started crocheting, more information on the avalanche at Palisades, Fruit Stripe gum is done, a grandmother in Massachusetts tried to kill her husband because of a scammer, and Vinnie reads your texts!  

Description: In this episode, join us for an insightful conversation with Susan Fronk, President and CEO of MRA. Get ready to kick-start your new year, as we explore trends, strategies, and expert insights that will define success in 2024. Whether you're a professional, entrepreneur, or anyone seeking to thrive in the fast-paced future, Susan shares invaluable advice for making 2024 your best year yet.  Resources: 2024 National Business Trends Survey  MRA Hot Topic Surveys  MRA Membership  About MRA  Let's Connect: Guest Bio - Susan Fronk  Guest LinkedIn Profile - Susan Fronk  Host Bio - Sophie Boler  Host LinkedIn Profile - Sophie Boler  Transcript: Transcripts are computer generated -- not 100% accurate word-for-word. 00:00:00:00 - 00:00:21:04 Unknown Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR, powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here. 00:00:21:05 - 00:00:41:11 Unknown Now it's time to thrive. Well, hello, everybody, and thank you for joining us and happy New Year. And welcome back, Susan. Hey. Well, Susan, since your New Year podcast from last year is actually in our top ten podcasts of all time, we thought it would be great to really bring you back this year and share your insights for the coming year of 2024. 00:00:41:12 - 00:01:04:09 Unknown Yeah, I saw that, that it was in the top ten, but you know, sort of thing too much credit because I was one of the first podcasts. So it's top ten for a still call me season, right? Okay. But for those of you who may not know, Susan Fronk is MRA's president and CEO. And you're really here today to help you get your new year off to a great start, really help you and your business thrive. 00:01:04:11 - 00:01:31:17 Unknown So speaking of where to start, Susan, let's take a look at a recent national Business Trends survey from the Employers Association of America, the EAA. I know, Susan, you always talk about using data THRIVEn decisions and using those for results. So let's take a look at the results that we're seeing from the 2024 National Business Trends Survey. We know that the economy impacts everything every day, life in work. 00:01:31:19 - 00:01:58:05 Unknown So let's talk about the numbers for this year specifically. According to the survey, 67% of organizations say the economy will improve or stay the same. And that's an 18% increase from last year's report. So we're really seeing greater confidence in this year's economy. So my first question to you is, with business leaders feeling more confident, how will that impact employers for this year? 00:01:58:11 - 00:02:28:12 Unknown Sure. Well, first, a word about the National Business Trends survey and how relevant it is for our members. The EAA, the Employer Associations of America. Organizations like us across the country. So employers of all sizes in all industries and tens of thousands of employers. So this survey is really reflective of kind of coast to coast thinking in how they're planning for the next year. 00:02:28:14 - 00:03:14:14 Unknown And you're right, there is a greater confidence that business will at least stay the same or improve in the year ahead. And that's great because where confidence goes, usually production follows, sales follow and hiring follows. So I know we're going to get into that, but that's kind of a mixed blessing. So hiring is still really tough. When you look at the comfort index in production and sales and where companies are going, that means there will be investments, investments made in their companies, in mergers and acquisitions, plant expansions, maybe more experimentation and innovation as well as additional hiring. 00:03:14:16 - 00:03:45:17 Unknown Yeah, absolutely. And according to the business Trends survey, 52% of employers here in the Midwest are looking to hire permanent staff. So when it comes to hiring and recruiting for 2024, what suggestions do you have for employers out there? Really? Sure. Generally, when I'm talking with members, whether those are our constituents or the C-suite, they are still having great difficulty finding qualified experience hires. 00:03:45:19 - 00:04:23:03 Unknown So if you think of hiring as filling positions and not just hiring somebody from outside the organization and bringing them in, it may make a little more sense. And that's some of the creative D that I see. Employers are not necessarily looking for that needle in a haystack. Well, they certainly are, but they're also saying, who in my organization may have the ambition and the skills and characteristics to move up and what kind of development most training and professional experiences would I need to give them to grow them into that position? 00:04:23:05 - 00:04:53:00 Unknown If you can't buy it, meaning hire, you've got to make it and that'll develop. Yeah, absolutely. And we'll talk a little bit more later, especially on emerging leaders and from a CEO perspective, what qualities and characteristics do you specifically look for in those emerging leaders? We'll talk more later. But Susan Talent acquisition TA has been a serious challenge for employer employers in the past year and this year looking ahead. 00:04:53:01 - 00:05:26:10 Unknown So let's talk about what executives identified as some other top challenges of this year. Talent acquisition was top at 50 to 2%, but also making the top five list was cybersecurity at 44%. Talent retention also at 44%, inflation coming in at 41%. And then developing future leaders, as you've mentioned, at 34%. Looking at that, cyber security is new on this list for this year and really an issue top of mind for executives And, you know, all employers. 00:05:26:12 - 00:05:52:00 Unknown What are you hearing from other organizations in business leaders overall on how what they are doing to increase cybersecurity? Sure. And it's coming up in many business conversations. Before we move to that with your commission, Sophie, could I circle back to the talent, get perhaps a lesson? Because the survey did highlight some things that I think are worth underscoring in this conversation. 00:05:52:01 - 00:06:28:21 Unknown One is that compensation, as a starting wage went up. No surprise there, but also that the ranges of the jobs themselves have been adjusted upward in the majority of organizations. And again, no surprise with inflation being kind of break away in 2022 and maybe moderating a bit in 2023, just that those are table stakes. Right. We all know that compensation alone isn't a satisfying necessarily, but it's a dissatisfying. 00:06:28:23 - 00:06:47:04 Unknown So what I mean by that is if you don't get it right, people will leave. But even if you have it right, meaning that you pay competitively and you know what the market pay is and your benefits are appropriate, the right amount of paid time off, just the fact that you get that right, those are table stakes. That doesn't mean people won't leave. 00:06:47:06 - 00:07:09:20 Unknown You have to have culture and environment and professional growth and development opportunities as well. The innovation is just the doubling down on the fact that it is a total package and human resources is right at the center of that and leadership conversation to say, here's here's how we have to touch all those bases. So pay alone will get you there. 00:07:09:22 - 00:07:34:02 Unknown But you do have to know how your jobs stack up to off. And I think business leaders may say this job title and what does this job title pay? That almost doesn't matter because titles are just that. You have to really look at the responsibilities and the role itself and the job duties to make sure that you're comparing apples to. 00:07:34:04 - 00:08:02:14 Unknown Absolutely. Thank you for circling back. Sure. Yeah. I think that was an important point, and I neglected to say that originally. Absolutely. If you asked me about cybersecurity. Yes. Well, I think it is a big question. It's like describing the you and I am no cybersecurity expert, but I do have the catbird seat, I guess I would say, and I always feel honored to have those conversations with so many business leaders. 00:08:02:16 - 00:08:26:23 Unknown But our members do share confidential information with us, and cybersecurity is keeping people up at night. It can ruin a business in the blink of an eye. Before I get to a couple of recommendations that I would make as a layperson, not as a cybersecurity expert, but as a business leader, that that does have this advantage of talking with a lot of other smart business leaders. 00:08:27:00 - 00:09:03:23 Unknown Anecdotally, I happen to be in Las Vegas last fall for my husband's birthday, and it was during the MGM data breach and Hurd worldwide, everybody was talking about it because they decided not to play ball with the threat actors. And there are a thousand decisions that businesses need to make about cybersecurity. But one of them is am I going to capitulate, potentially pay ransom, try to secure my data and hope and pray that that the bad right. 00:09:03:23 - 00:09:28:09 Unknown You're going to honor their word, which is interesting all by itself mean you trust in criminals to do what they say. That makes no sense. But then the other branch is to say, forget it. I'm going to take what comes right. And what was so unique about the MGM? Brett breach is that just prior to that, the whole Caesars Entertainment family worldwide was in it. 00:09:28:11 - 00:10:04:17 Unknown They paid a seven figure ransom. Whether that was there's two huge hospitality, gaming, entertainment, playing in the same space, trying to attract the same customers in the same industry. And they went in it very different ways. So I guess an umbrella is you have to know your own company, your own culture, your appetite for risk, and that the subject matter experts you've got on hand and higher tech to move you through any threat, hopefully to prevent a threat. 00:10:04:19 - 00:10:34:04 Unknown And then what's the fallout? Can your company with stand whatever it is from your employees, from your customers, from your vendors who say, maybe I don't trust you as much anymore, So now two organizations, very similar, could have been brought to their knees, and I witnessed it staying at an MGM property. My husband and I saw it was basically shut down. 00:10:34:05 - 00:11:18:14 Unknown They must have lost millions and millions every day. So just having that kind of ringside seat and talking to who I could. Dealers and Uber THRIVErs. Yeah, customer service people, they highlighted the fact that it was really only one employee who unintentionally who did a very bad and reckless thing against the training that he'd had, which brought the company to its knees, and that because they were networked so thoroughly at all of their properties worldwide for economy and efficiencies, a scalability, knowledge and interest locking this out. 00:11:18:16 - 00:11:55:17 Unknown It also was once somebody got in their room, they got in every. So how does that relate to our members here in the Midwest, wherever you happen to be? It's that employee training is an absolute again, just ticket to the show. If you're going to be in business today, you have to realize the threat really is everywhere and your employees, advertently or inadvertently are likely going to be the access point. 00:11:55:19 - 00:12:25:15 Unknown So train your employees and keep training and keep training and can don't take no for an answer. You just have to have that level of knowledge of what the risk is out there and and how they could jeopardize your organization. It's one thing. The second thing is I would really advocate for an independent outside audit of all of your systems. 00:12:25:17 - 00:12:56:07 Unknown Yes, it takes time and yes, it costs money, but they will highlight areas of opportunity, areas of risk. Can I give you a report card and a game plan to say if this is your report card, where you're strong and where you're weak, here are some gaps. Here are some systems or practices that make you vulnerable. The devil you know is better than the devil you don't. 00:12:56:09 - 00:13:26:09 Unknown And then you can address those gaps that an outside third party, nothing in the game has identified to help make your company stronger. And it isn't a one and done sort of thing. I undertook one in 2020 and again in 2022. We plan to do it again next year. So that's just like maintenance review. You do what you can and that doesn't that, that doesn't ensure you're not going to have a problem, right? 00:13:26:11 - 00:13:58:24 Unknown It just maybe reduces the likelihood. So those two things extensive of ongoing kind of black and white employee training must do it. And second and a regular practice of outside objective audits of your systems so that you can become stronger and less vulnerable. Absolutely. Those are great takeaways, Suzanne. And I appreciate the examples, too, that came with it was very interesting to watch in real time. 00:13:59:01 - 00:14:26:18 Unknown Cybersecurity has been one of our was highly requested topics coming from our 30 minute Thrive listeners. So I'm glad we can address that today. Well, I'm not a cybersecurity expert. I would suggest we get some for future podcasts. We will really dig into it. Absolutely. Another topic that's been very highly requested is I we have a couple episodes out there if you'd like to go in depth about A.I.. 00:14:26:18 - 00:15:15:01 Unknown But Suzanne, I guess I'm curious from your perspective how you feel about a A.I. in HR overall, MRA's first steps to kind of incorporate air in our company. I'm sure just kind of briefly touch on that. I will. I wouldn't say that we're ahead of the game. I would say we're writing this tsunami with most of the organizations out there and learning as best as we can so we understand not only do we need to get it right and become more knowledgeable about our own services and how we're going to offer, connect with produce what we do, and that our members are 4000 strong, are turning to us to say, What should I be concerned 00:15:15:01 - 00:15:42:07 Unknown about? And specifically, I guess as it pertains to human resources. So my thought is there is no there is no value in saying a AI is bad, more A.I. is dangerous. It can be in the wrong hands. And without a plan. But I just is it is coming on strong. So it's not it's not an argument to be debated. 00:15:42:09 - 00:16:06:23 Unknown It's a fact to be managed and wrestled with and resolved. And as best as each company can. So what do I think the impact on each I would be, I think is going to be huge. I'm making this big universal statement without a lot of detail under it. But we're learning, as I said, as fast as we can. 00:16:07:00 - 00:16:53:08 Unknown This practice might work for our members too. We have developed last year we developed an AI task force so people internal, aided by some external experts that would just make us smarter, that would take a look at it and study it regularly and carved out a bit in their time and their goals to be help us elevate our skills with regard to artificial intelligence, not necessarily deciding what our projects would be because it's a small group of people, but elevating the knowledge of our leader team, our employees in general, our senior leaders, and to say, here's what we're learning and to keep that in front of us so that we can make good decisions about 00:16:53:10 - 00:17:27:20 Unknown both internal and external offerings, program services and expertise we may do, I will say, one thing. I strongly recommend that every company who is trying to get their arms around AI and who isn't, that they start with something that sounds like you're putting on the brakes before you even get in the car, which is data governance policy, because every company has employees, whether you know it or not, who are already working with A.I., It could be in a side hustle. 00:17:27:20 - 00:18:04:15 Unknown It could be that they're using it for what they do for your organization and you just don't know it. Or it could be that innocently. They're just one of those early adopters that are saying, Well, I'm just going to experiment through having listened to some outside experts and some people in the legal realm who talk about copyright and many other legal issues, I guess I would just say help your employees be the best they can be by having a data policy and guidelines that give them the parameters. 00:18:04:17 - 00:18:26:17 Unknown So you want to make sure you know what's going on in your organization so you can make sure you don't get in trouble. But also you want to make sure that it's a conversation daily, weekly, ongoing, so that you can harness whoever is an early adopter and excited about it and use that to help further whatever you're trying to do. 00:18:26:17 - 00:18:57:23 Unknown So it's really going to impact and this is just fundamental, you know, the basic knowledge of of things I've seen, it's really going to impact the employment world, how you hire and attract source, bring on board employees. Absolutely. So HR needs to get its arms around that second thought. When you think about marketing production and content production communications, it's really going to impact that as well. 00:18:58:00 - 00:19:25:10 Unknown I would never put something out there written by a guy who. What is that and who is that? You know, the the very old adage garbage in, garbage out applies might be more garbage, might be digital garbage, but it could still be art. So that I almost think artificial intelligence, I'm never going to change the title. That is what it is universally, but it's almost like it should be called augmented in time. 00:19:25:10 - 00:19:51:11 Unknown Just plainly put a computer brain is helping humans do their job better. So you augment how you do your job with artificial intelligence. So artificial always kind of gives me the creeps, but neither it's real or it's not right and it's real. So I would I would say you want to use augmented and I like the do your job from the heard it here first. 00:19:51:15 - 00:20:19:15 Unknown All right. We're changing artificial intelligence. Right. It's just you know, it's not even 9 a.m.. We're getting things done. Get things that I would just add to that, too, from the conversations that I've had with some subject matter experts specifically on AI and how it will affect the workforce. And each are specifically I feel like they're seeing that A.I. is going to help with operational and more routine tasks. 00:20:19:17 - 00:20:49:23 Unknown And that's going to leave HR Professionals and professionals in general more room to focus on the strategic planning tasks that maybe they don't have enough time on right now. That's well said. And i think HR People should be excited about that. But first, it's scary. Before you get excited about said you first have to get your arms around it and know how i'm going to harness it and you don't left behind and and and and though I do think it could help HR 00:20:49:23 - 00:21:14:03 Unknown People focus on the more strategic conceptual things and getting more routine tasks out of the way. It won't stop there, though. I think that's a bridge to to something even bigger. Yeah, absolutely. Well, thank you for those recommendations. In fact, we have a hot topic survey coming out very soon on ai in the workplace, so stay tuned for that. 00:21:14:03 - 00:21:45:16 Unknown And if you want to learn more about how I will affect your workplace in HR specifically, that hot topic survey is going to be coming out next week, actually, so the week of January 7th. And we will also have a podcast covering those results of survey results. But so, Susan, let's talk more about some other business trends, survey results here to our attention was among the top business challenges for 2023 and heading into 2024. 00:21:45:18 - 00:22:13:08 Unknown So what are organizations doing now to really retain top talent once hired? There's very little like earth shaking and VR and tremendously different. But I can say again with the confidence of thousands of employers weighing in, that some fundamentals that again put it, are right in the middle of that business conversation session. You need to be an employer of choice. 00:22:13:08 - 00:22:56:14 Unknown You need to be an employer that competes not just on being in the top of the range you need to pay competitively, as we've determined. But there are so many other things. And one of those other things that is trending more strongly isn't new, but trending much more along strongly is learning in growth. How how are you going to take a new employee, an existing employee, a long service employee, and continue to give them opportunities to learn and to grow in your organization, that that deserves more time and attention on a regular basis? 00:22:56:16 - 00:23:35:20 Unknown Then then most of us either devote to because you're there's a crush of other things to do, or maybe we don't realize just how important it has become and the talent shortage and the fact that employers are looking to hire more in a stronger economy and those people just don't always exist. And so for self-preservation as well as for growth, you really need to keenly focus on career paths and opportunities to develop your current team. 00:23:35:22 - 00:24:05:00 Unknown That doesn't mean you all have to create a university. That doesn't mean you need to have a ladder, a and a ladder being a ladder. I guess it would be the other way around. Let's see. Matter be ladder. But in some organizations that makes sense. Maybe more of a manufacturing organization, but it does mean the quality of supervision and management, the quality of those conversations are really important so that that employee knows. 00:24:05:02 - 00:24:37:04 Unknown All right. The job to which I aspire or the pay that I'd like to earn someday is achievable with these steps. My employer is going to do these three things and I'm going to do these five things and we're going to arrive at this happy destination together. So spending more time and thoughtful consideration of each employee's career path, no matter the job, is really trending strongly. 00:24:37:06 - 00:25:07:11 Unknown And that's not going to change as the talent market stays really challenging, challenging in that there just aren't enough experienced, qualified candidates out there. And even at the very entry level or new to the job market range, I'm not letting those great employees get away and happy somewhere else. Absolutely. And I have a follow up question for that. 00:25:07:11 - 00:25:50:19 Unknown Then, in addition to, like you said, table stakes, the competitive wages we've seen variable pay has also come into play to overcome these recruiting and retention challenges. Are you seeing any incentives used by our members or other organizations, employers with variable pay to kind of overcome the retention challenge? Sure. I'll give you what we've learned from our survey and then I'll give you a little Susan Twist, because, well, my opinion doesn't always carry the day, but we want to hear it. 00:25:50:19 - 00:26:24:00 Unknown Well, it is what it is. What I think would work if you had an organization that you started from scratch with people that you were able to select carefully and grow the way you wanted to. You would treat everybody in a very custom way. Your best employees would get 10% raises and you, your average steady, at ease would get far less than that, and you wouldn't have poor quality employees. 00:26:24:00 - 00:26:55:17 Unknown And in real world that doesn't exist. But I do see to sell them that employers use whatever matrix they have for pay and benefits, they use it to too much the same year. At the end of the day, what is the difference to you or to me or to anyone? You know the difference between a 2.7 raise and a 3% raise. 00:26:55:17 - 00:27:26:07 Unknown It just isn't meaningful. So if you really want to keep that better employee, what is meaningful for great performance. So again, that's the real trend with my twist using HR Being very nimble and able to layer on its policies and practices not as consistently maybe as a lifetime has taught us. You need to treat everybody the same. Not necessarily. 00:27:26:10 - 00:27:58:01 Unknown You need to have business justified reasons for doing that. You need to make sure it's tied to documented perform means but achievement of goals. Those employees who truly are head and shoulders above, they're going to go elsewhere in this market unless you do treat them differently. Ways that you can do that. Variable variable pay tied to performance, not universal bonuses, but those that say if the company achieves this, then we all get that. 00:27:58:03 - 00:28:25:15 Unknown That means gain sharing, Whatever you call it, it's gain sharing. Second would be if you in this role achieve this, you're going to get this. Those things benefit the organization and they will lift all boats instead of variable pay that isn't as tightly tied for goal achievement. And again, that brings the spotlight right down on the quality of management in supervision. 00:28:25:17 - 00:28:50:15 Unknown Are your managers and supervisors savvy, trained and strong enough to say, Sophie, here's where you hit your goals. Here's where you missed your goal. Here's what that earned in our variable pay plan and here's what you going to do next year. That should be a dialog. Usually saying that's achievable might be a stretch goal, but I can do it. 00:28:50:17 - 00:29:25:05 Unknown Not pie in the sky. What are you talking about? I could never do that. So it should feel like a partnership, but it should also feel like a stretch and your manager has to be able anyone's manager has to be able to say, Great job or here's the gap. And that's saying a lot. If you're not going to use things very consistently which can water down performance if you treat everybody the same, the great performers say, What the heck? 00:29:25:07 - 00:30:01:11 Unknown Why should I tie on my son Jr's every day and run at 100 miles an hour when he is and she is and they are running at 50 miles an hour? No, you know, why would I do that? It tends to it tends to breed mediocrity instead of excellence. So the key to that is high quality management and supervision and the ability to have conversations in a partnership way so that people understand, here's how I can excel, here's how I can earn that variable pay, and here's, you know, what caring what I do to improve. 00:30:01:13 - 00:30:30:14 Unknown If that was Susan's twist, that makes sense. Yeah, but it doesn't exist. It doesn't reflect. Well, Susan kind of rounding out the top five challenges from this year's survey is developing future leaders. So I know we touched on this briefly, but what recommendations do you have for developing an organization's up and coming leaders or emerging leaders? I would say, well, one of them, I think, is what I just touched on with regard to variable pay. 00:30:30:16 - 00:31:00:06 Unknown People work for intrinsic feeling of accomplishment. That's true. I think if you hire good employees, they want they come in saying, I want to do a good job because that's just how I'm wound. That's my theory. But let's not make the mistake that an achievement is an important and compensation isn't important. And recognition and rewards are an important and I'm probably wound a little differently that way. 00:31:00:11 - 00:31:29:17 Unknown I'm not saying intergenerational, but it tends to be in that newer workers in the workplace just need more care and development and to feel a part of the team. And I think sometimes longer service workers missed that. By missed that, I mean don't recognize that enough. Don't think about it often enough. Not out of bad intention, but because that's not what they experienced. 00:31:29:22 - 00:31:53:11 Unknown So so you don't want to allow that disconnect to become pervasive in your company. You want to make sure it's fluid and organic is a word I like to use there, meaning it's growing and changing all the time and it's an in an into flow of information going back and forth, people communicating about what they need and what they want and what they have and they like and what they don't like. 00:31:53:12 - 00:32:24:23 Unknown I mean, then you can respond to it back to the career passing. Just make sure that's part of your performance system. Whatever your performance system is, it isn't just about goals, it's about what's next and where you want to go and what you want to achieve and and help with how you get there. So if any employee is willing to say, I want to grow my job and I'm willing to put in these things, room managers should want to work with them all day long. 00:32:25:00 - 00:32:50:21 Unknown It's great advice. Well, common sense, right? Well, Susan, unfortunately, we're running out of time here. But I know we asked this question a lot to our members, but now I'm curious to know what keeps you up at night, Susan, looking forward into the future, 2024 for business? Well, thanks, Sophia. You you actually gave me some nightmares during this conversation because most things. 00:32:50:21 - 00:33:16:19 Unknown Yeah, this is what I'm you. You you touched on two of them because they're so external to an organization. I think many leaders and I like to feel that I really know how to run this business and that I communicate with this team really well that you that you know where we are financially. You know what our goals are. 00:33:16:22 - 00:33:47:01 Unknown Our strategic placement is tucked up in your cubicle, whatever, you know, where we're going. But cybersecurity and artificial intelligence that are tiger by the tail, both of those things, you can do everything right and not see the train coming on the track. So again, business people are paid to square their shoulders and say, how do I how do I capitalize on those opportunities? 00:33:47:01 - 00:34:13:01 Unknown Not how do I run afraid from them? What your question was, what keeps me up at night? I would say it's those two things, among others, because they are so external to minimization. They are so foreign and fast moving and in the hands of other people and things and technology that today a few of us are expert in. 00:34:13:03 - 00:34:39:12 Unknown So so that's what keeps me up at night. And that's why through our conversation I highlighted just the fundamentals of policy governance practice. Outside audits, you do what you can and then hopefully you can just put your head down on the pillow and sleep because you've done what you can. That doesn't mean it will protect or be perfect or optimize artificial intelligence the impact on your business. 00:34:39:14 - 00:35:08:09 Unknown But you can't be an ostrich either and stick your head in the sand and just say, I hope it doesn't impact me for two years or five years. It will come in my CEO roundtable. We talked about cybersecurity and there were 14 really smart business leaders, owners in the room, and four of them had had data incidents, let's call it threat actors attack their business. 00:35:08:09 - 00:35:35:18 Unknown So four out of 14 just in the last year, it's not if, but when. So make yourself as bulletproof as possible. Absolutely. And we have resources linked in the charts below. You can also find them at MRA Talk. But Susan, we wrap up here. Any last thoughts, any words of inspiration for the new year, your mike drop moment here? 00:35:35:20 - 00:35:55:00 Unknown I'll tell you what I told my employees and my partner over the holidays. Bring it on, We're Ready! I love it. I need to. I'm excited. Perfect. Well, thank you, Susan. I really appreciate you coming on. And I appreciate your leadership here, too. Like I mentioned, we have resources in the show notes below, so make sure to refer back to those. 00:35:55:02 - 00:36:15:24 Unknown They are also found on our website, mranet.org. And thank you so much for listening and tuning in today. We hope you have a great New Year in a successful New Year and we are always here to help. So thank you again, Susan. Happy New Year. And that wraps up our content for this episode. Be sure to reference the show notes where you can sign them to connect. 00:36:15:24 - 00:36:31:04 Unknown For more podcast updates, check out other Amari episodes on your favorite podcast platform. And as always, make sure to follow MRA's 30 minutes THRIVE so you don't miss out. Thanks for tuning in and we'll see you next Wednesday to carry on the conversation.    

James Seltzer and Eliot Shorr-Parks react to the Eagles loss to the Cardinals and try to find some positivity before the end of the season. Presented by Bet Parx Casino Sportsbook App, new users download in app store or google play or BetParx.com, use the promo code “GOBIRDS” and for ALL NEW USERS WHO BET JUST $10 WILL GET $125 IN SPORTS BOOK BONUS IF YOUR FIRST BET IS A WINNER. Must be 21 and in Pennsylvania or New Jersey. Gambling Problem—Call 1800-Gambler. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

As 2023 comes to a close, we're saying “seeya” to these trends in fitness, nutrition, and health. https://functional-bodybuilding.com/

A Patreon Rerun: Cleveland, Buffalo, Long Island, Rhode Island & So Much More!! Listen. Leave a Review. Get Patreon. Enjoy!! ------------------------------ Check out The Cover to Cover Patreon! https://www.patreon.com/franjola ------------------------------ Get The New Merch Here!!! https://form.jotform.com/232885403954161 ------------------------------  Eat Healthy AND Convenient with FACTOR Get 50% Off Code: covertocover50 factormeals.com/covertocover50 ------------------------------ CASH-MERE Outside, How Bout Dat? With Quince! Get Free Shipping + 365 Days Return www.quince.com/cover ------------------------------  Shave Your Parts with MANSCAPED Get 20% Off + Free Shipping Code: COVER https://www.manscaped.com/ ------------------------------  Follow Chris: http://www.franjola.fun/   https://www.instagram.com/chrisfranjola/ Follow Alex:   https://www.instagram.com/conn.tv/ https://linktr.ee/Conn.TV Learn more about your ad choices. Visit megaphone.fm/adchoices

We're 2 days from Slater going up in the Tower in the Winter Garden Village and we've got our first donations coming in while also preparing Slater for the rough and long weekend ahead and all for the right cause

We're 2 days from Slater going up in the Tower in the Winter Garden Village and we've got our first donations coming in while also preparing Slater for the rough and long weekend ahead and all for the right cause

Buckle up fans and Grab Your Dragons, because We're Ready to Spill the Tea on "Iron Flame"! The Holiday season is approaching fast, and if you're looking to save some money on gifts for your loved ones, Temu is your one-stop- shop! Once you download the Temu app with the link in our show notes https://temu.to/m/uqm2wbs9ie6  You'll get a $100 coupon bundle plus 50% off you purchase! Discount is only available to new app users. Don't miss out on those deals this holiday season! And be sure to grab that link in our show notes!

Head coach Kyle Shanahan reviewed the team's win vs. the Seahawks and looked ahead to the 49ers Week 13 matchup against the Philadelphia Eagles.See omnystudio.com/listener for privacy information.

In today's episode, I take my time to walk you through the TOTAL Fiercely Empowered Mama experience. You'll get to hear the answers to some of the most pressing FEM membership questions.   We're Ready to Welcome You The FEM Early Bird Exclusive package expired yesterday, but many of you have asked if there's any way we could extend this incredible offer. So, I have some amazing news for you this weekend! Now through November 5 ONLY, you can sneak in and claim your membership in FEM with the EARLY BIRD special! This means that when you say YES to FEM between now and this Sunday, you'll instantly save $400 off your membership and receive: ACCESS to unlimited bioenergetic scanning – $5,000 value  ACCESS to FEMbabes – $997 value Your very own FEM Starter Kit, filled with my favorite remedies – $330 value And when you pay in full, you'll get a free NES Mobile Bioenergetic Scanner – $150 value No other program or offer out there even remotely compares to the level of support, care and work we do inside of Fiercely Empowered Mama. If you desire to: fully embrace naturopathy in your home, step into your full confidence in working with natural healing and remedies, receive health wins and upgrades for your children and family members — including your pets, and be in a drama-free, loving community of like-minded mamas who have your back... We're ready to welcome you. Follow this link and join us.   Want to get a taste of what it's like to be in Fiercely Empowered Mama? Join us in Mamahood: The Ultimate Natural Mama Crash Course. This free experience is guaranteed to provide you with instant empowerment to help your child thrive — no matter the phase of life you're in.  We are up and running with so many amazing live classes to come and replays available to you. Everything inside this group is only going to be available to you for a limited time! So your full access will last for just a couple more weeks.  Follow this link to request to join the group, and I'll see you there!

THE CONCLUSION to our adventure punching through the book of John Wick! Join us as we take one last ride with our buddy Chris Lindstrom from the Food About Town podcast, diving into the ACTION AVALANCHE that is the final half of JOHN WICK: CHAPTER FOUR. Does everyone's favorite Baba Yaga make it out alive? Do we make it out alive? And which martial arts movie superstar shows he can do it all, even in a fat suit!? Are you ready for all this and more? WE'RE READY!Check out Punches and Popcorn on social media:Twitter: @punchesnpopcornInstagram: @punchesnpopcornAnd if you like what you hear, don't forget to rate, review and subscribe!

Helen from Worcestershire and Bernard from Wishaw go head to head!

Our 50s classics remade in the 80s theme comes to a conclusion with our review of the much underrated sci-fi/horror film, "The Blob" (1988)! Joining again this week is filmmaker and cinephile, Andy Foreman. Listen now to the conversation as we discuss the differences between the 50s and 80s renditions, the amazing practical effects and Andy is quizzed on how well he knows 50s films from 80s bands. This and so much more. We're READY 2 RETRO... ARE YOU?!This show is part of the Spreaker Prime Network, if you are interested in advertising on this podcast, contact us at https://www.spreaker.com/show/5522857/advertisement

Larry and Kevin have decided to move past the Rams loss to the Steelers last weekend and are back to being the Perennial Pollyanna's of Podcasting as they hope for good things against the Cowboys this weekend. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

On today's episode of the DTF Podcast, Fanta, TO and Dauster break down the Pac-12 conference while discussing the insanity of preseason travel. Purchase The Almanac here Download the VLTED app here The Field of 68 merch store is now LIVE SUBSCRIBE to the Field of 68 Youtube Channel SUBSCRIBE to the Field of 68 Daily THE FIELD OF 68 IS POWERED BY BET RIVERS FOLLOW: Twitter Instagram Youtube https://thefieldof68.com Learn more about your ad choices. Visit podcastchoices.com/adchoices

We interrupt our "50s Classics Remade in the 80s" theme for a short episode with conversations at cons! Back in July, Ready 2 Retro covered LA's biggest horror convention "Midsummer Scream".We already recorded our full reactions and experiences on Episode 148 (click here to listen), but what we did not include in that episode was our FULL interviews with Jamison Newlander, actor who played "Alan Frog" in The Lost Boys, and G Tom Mac, musical artist who composed and performed "Cry Little Sister". Also there are interviews from last weekend's Toon Con featuring Mark Richardson (Propmaster from the "Power Rangers" series), Steven E. Gordon (director and animator from "X-Men Evolution"), Scott Whyte (actor and voice actor from "The Mighty Ducks" series) and Carlos Alazraqui (actor and voice actor known for his roles in "Reno 911!", "Rocko's Modern Life" and "Fairly Odd Parents"). As always...WE'RE READY 2 RETRO, ARE YOU?This show is part of the Spreaker Prime Network, if you are interested in advertising on this podcast, contact us at https://www.spreaker.com/show/5522857/advertisement

Are kids on the horizon for Miki and Kev?! This week, Miki shares more about how her mindset on having kids has changed, their ideal timeline, and what traditions they'd want to bring into their own family. 00:00 - Intro 03:40 - Difference in mindset through your 20s 07:23 - Who has the toughest time giving childbirth? 11:29 - Why Miki's mindset has changed recently 14:58 - Cultural differences between our grandparents' generation and our generation 21:58 - Redefining a geriatric pregnancy 27:27 - Raising boys vs. raising girls

Check out Smiley Face Coffe at https://smileyface.coffeeReddit Stories | OP opened her door to an old college friend since she lives in a touristy city, only to have him abuse their hospitality and expect OP and her mom to cater to him.

Kap explains why he's convinced the Rams will upset the Eagles on Sunday… Plus, the guys go through the slate of Pac12 games and which ones they'll be watching. Producer Laura's 615 hypes Beto and Kappy up for the weekend! The crew plays a game of Big Deal - Or No Deal? Dealer's Choice! Learn more about your ad choices. Visit megaphone.fm/adchoices

Mark Kastelic speaks to the media ahead of Ottawa's preseason tilt in Winnipeg

Patriots linebacker Jahlani Tavai addresses the media on Wednesday, October 4, 2023.See omnystudio.com/listener for privacy information.

WE'RE READY FOR THE FAIR by 101.9POR

DL Foley Fatukasi meets with the media to discuss his admiration for Mike Caldwell and the entire coaching staff as well as the defense pushing one another to be better following the week 2 loss against the Kansas City Chiefs.See omnystudio.com/listener for privacy information.

In the Season 4 premiere of the Broncos Wire podcast, hosts Ryan O'Leary and Jon Heath delve into the latest roster developments. They discuss the emergence of fan-favorite Jaleel McLaughlin and his potential impact in the backfield. The duo also breaks down the Broncos' thin wide receiver situation and the recent trades involving former TE Albert Okwuegbunam and new kicker Wil Lutz. With a Week 1 matchup against the Raiders looming, the guys provide their insights on the matchup with predictions against the spread. Tune in weekly this season for all things Broncos, with fantasy advice from TheHuddle.com!

Spooky September returns to @ready2retro and joining R2R for the first time is Geo Herrera (@hellageo)! Geo is a HUGE "Puppet Master" fan so it is only right that we reviewed the very first movie from the long list of films that is in this franchise. In this episode we cover the the inception of "Full Moon Entertainment", our favorite scenes from the movie and Geo shows off his collection of Pupper Master figures from the 1990s! Kick off the spooky season with us because WE'RE READY 2 RETRO....ARE YOU?This show is part of the Spreaker Prime Network, if you are interested in advertising on this podcast, contact us at https://www.spreaker.com/show/5522857/advertisement

Leadership is super serious, every day, all the time. Unless you've got a sense of humor, at all. The No More Leadership BS team takes leadership seriously and recognize that the decisions leaders make can be significant and life-changing. At the same time, people like to be engaged and entertained along with their information (see Sesame Street for an example). Effective leaders balance the needs of the drama of the moment and the opportunity to appreciate humor. As leaders, we have seen (or instigated) silliness as professionals. The purpose is connection. People find relationships and build trust through humor. Why go against the grain when humor is so fun?!? The team brings to you some stories and thoughts that are meant to maybe give you a smile and also spark your thoughts on how you can bring humor into the workplace. You don't need to write a stand-up routine, but appreciating the joy, lightheartedness, and humor is just as powerful as bringing the funny. If you think about sparking joy at work or if you have questions about how to make your super-serious workplace a little less dramatic, please contact us.

JOE IS BAAAAAAACK! We're all beyond exist to have him back at 100%. We're onto Cleveland!!!

A state law, dubbed the “Death Star bill” and designed to preempt a large number of local ordinances, has been ruled unconstitutional by a Texas judge. But the battle’s far from over. A new state budget takes effect Friday, with a large portion earmarked for border security. Decades ago, black bears were all but driven […] The post Bears are returning to Texas, whether we're ready or not appeared first on KUT & KUTX Studios -- Podcasts.

All eyes are.on hurricane Idalia... Always be prepared, and never let your guard down. Day 6 of sobriety...

To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

During July 28th-30th, @ready2retro had the absolute honor to cover Midsummer Scream 2023 as media! Joining along for the weekend's adventures was #podcastcousin Tess and she's with R2R for this specific episode to help give you the full breakdown of this amazing weekend. In the recap you'll hear why Midsummer Scream is the perfect launch to the Spook Season as R2R shares personal stories from the con...including meeting some of the cast members from "The Lost Boys" (1987)! We're Ready 2 Get Spooky...Are You?This show is part of the Spreaker Prime Network, if you are interested in advertising on this podcast, contact us at https://www.spreaker.com/show/5522857/advertisement

Patriots defensive back Kyle Dugger addresses the media after the first day of Training Camp on Wednesday, July 26, 2023.See omnystudio.com/listener for privacy information.

It's a battle of the generations and today #GENZ is here to defend themselves! Here's a list of why Gen Z sucks...do Abby & Producer Romeo agree? Learn more about your ad choices. Visit megaphone.fm/adchoices

SPORTS: We're ready to win a championship — Murray | June 12, 2023Subscribe to The Manila Times Channel - https://tmt.ph/YTSubscribe Visit our website at https://www.manilatimes.net Follow us: Facebook - https://tmt.ph/facebook Instagram - https://tmt.ph/instagram Twitter - https://tmt.ph/twitter DailyMotion - https://tmt.ph/dailymotion Subscribe to our Digital Edition - https://tmt.ph/digital Check out our Podcasts: Spotify - https://tmt.ph/spotify Apple Podcasts - https://tmt.ph/applepodcasts Amazon Music - https://tmt.ph/amazonmusic Deezer: https://tmt.ph/deezer Stitcher: https://tmt.ph/stitcherTune In: https://tmt.ph/tunein#TheManilaTimes Hosted on Acast. See acast.com/privacy for more information.

Ryan Smith is the owner of the Utah Jazz and Real Salt Lake. He is also the executive chairman and co-founder of Qualtrics, an experience management company based out of Provo, Utah. He has expressed interest in owning an NHL team and has had conversations with the league about why he feels Utah is ready for the NHL.Jeff and Elliotte chat with Ryan about his journey, how he got into sports ownership, relocation or expansion, why Utah makes sense, surrounding himself with smart people, taking risks, working with Danny Ainge, some of his mentors, what he's passionate about, and his friendship with Wayne Gretzky and Jon Cooper.Email the podcast at 32thoughts@sportsnet.ca or call The Thought Line at 1-833-311-3232 and leave us a voicemailThis podcast was produced and mixed by Amil Delic, and hosted by Jeff Marek and Elliotte Friedman.Audio Credits: Columbia Records & TNT.The views and opinions expressed in this podcast are those of the hosts and guests and do not necessarily reflect the position of Rogers Sports & Media or any affiliates.

Join Ready 2 Retro for Episode 140 as we launch Season 4 of the podcast! Chelsea, Chris and Max are all in-person as they share about their retro pizza party, what's coming up in Season 4 and during recording one of the greatest moments of the podcast to date happened. What exactly happened? You're just going to have to listen!Thank you listeners and followers for all your support throughout these last three years. We've met so many incredible people and made some special friendships along the way. There is no Ready 2 Retro without the listeners! It's why we always ask..."WE'RE READY 2 RETRO...ARE YOU?"This show is part of the Spreaker Prime Network, if you are interested in advertising on this podcast, contact us at https://www.spreaker.com/show/5522857/advertisement

Billboard Magazine -. Frm Tokyo Bureau Chief, At the 16, Elise Krentzel became a Journalist & at 19, she was the youngest journalist on the KISS  Japan Tour.Her Book "Under My Skin Trauma, Drama, and Rock n Roll" is the FIRST in a Trilogy.We're Ready to Really ROCK n Roll!!."Elise Says""It takes courage to step out and write your truth, own it and forgive it. Neglect and abandonment, physical, emotional, and verbal abuse, narcissistic parents and a host of malcontents to add flavor and color to the toxic mix that was my childhood.Yet light always shines through, right? I channeled my talents, hopes and ambition into writing about music and became a rock journalist as a teenager. I toured with Kiss on a press junket at 19 in Japan. That was just the beginning!Please CELEBRATE with me today! My book is now available and I'm dancing around my apartment with a bottle of bubbly. Get your rock ‘n' roll on!"Elise Krentzel's fast paced memoir, Under My Skin has earned #1 new release in these categories: Biographies of Rock Bands, Music Business, Rock, Composers & Musicians, and Jewish life. She shares how she took charge of the tumultuous 1970s by making a name for herself as a rock journalist when still a teenager. As a kid, she was encouraged by her parents to sing, play music, and write, but she wasn't allowed to be “herself.” Alienated, she hid her heart and learned to become a stranger in her own skin as the torment of early childhood taught her to mistrust everyone, especially herself.She's a multiglot: author, ghostwriter, mentor, public speaker, and communications entrepreneur who has lived in five countries for over twenty-five years. Starting in Japan from 1977 to 1984, she owned a talent and booking agency, introduced punk rock, was a DJ and, music journalist. As Tokyo Bureau Chief for Billboard Magazine, Elise introduced the Sony Walkman and Laserdisc technology to a western audience during her stint.© 2023 All Rights Reserved© 2023 Building Abundant Success!!Join Me on ~ iHeart Radio @ https://tinyurl.com/iHeartBASSpot Me on Spotify: https://tinyurl.com/yxuy23baAmazon ~ https://tinyurl.com/AmzBAS

Real Ride Bad Divide --- Send in a voice message: https://podcasters.spotify.com/pod/show/l1vel1fe100/message Support this podcast: https://podcasters.spotify.com/pod/show/l1vel1fe100/support

Warning: this episode may cause mild cases of salivation as we talk with Jen Solare, the owner of Chum's Shrimp Shack. We dive into their delicious food and share what they are offering during the St. Charles Restaurant Week, which is happening now! Come explore Chums and over 40 restaurants for some prices and dining experiences that can't be beat!

Join us for the third annual Mardi Gras episode of the Konza catholic Podcast as the Fathers get ready for Lent by discussing their sacrifices (as well as the Super Bowl, Golf, and the Grand Canyon).

It's been six months, sorry. But we're back and ready to talk boxing. This week, we talk about 1/7 PBC show and go off on Iole & Copp.

Jaguars' Quarterback Trevor Lawrence meets with the media after a 31-3 win over the Houston Texans in Week 17 of the 2022 NFL Season.See omnystudio.com/listener for privacy information.

Hour 4. Fitzy and Hart are ready for the Bill O'Brien era in New England. A Bruins update with WEEI Bruins' writer Bridgette Proulx. Red Sox let another player walk this offseason. 

In the Season 5 finale of Tell Me Why, Julie Rath, SVP of Airport Operations, joins Ron DeFeo, Chief Communications Officer, to discuss how our team ran a reliable operation during the Thanksgiving holiday travel period and is prepared to serve more than 10 million customers during the winter holiday travel peak. She said the team is prepared to control the controllables and deliver for our customers thanks to the great partnerships that exist across the airline, team member staffing and winter weather prep.

In this special episode:  The Streamy Awards are live in Los Angeles this weekend (Dec 4th) and Josh is in town for the big event. Find out what to expect, how to stream and some other inside scoopy stuff (like what's Airrack doing at the award show). TikTok CEO, Shou Chew talks new technology and the Metaverse at the NY Times Deal Book Conference. Our hosts have some other concerns. Project Texas. Really? Pinterest shuts down its Creator Rewards Program. Uploads and Downloads:Charli D'Amelio, DWTS and Lankybox Check out Jellysmack – Jellysmash!Our newest sponsor – Amaze.co – Check them out!  We have a YouTube Page!  Please subscribe and follow. (Thank you!) Catch a new episode every Friday on your favorite podcasting site. Please subscribe, like, and share! Visit our website www.creatorupload.comWe love hearing from you! 

It's time for some haunted trips, trails, etc and we're ready for it Headlines with a truck spilling alfredo sauce all over a Tennessee highway Sports with a guy in New Jersey fraudulently selling replica Super Bowl rings

For this One on One, Sebastian talks to Chris Buskirk, founder and editor-in-chief of American Greatness, about the current state of the MAGA movement's efforts to defeat the establishment GOP, and how we may already have enough people to properly staff a second Trump Administration in 2025; for the monologue, Sebastian reacts to Joe Biden's failure to commemorate the 78th anniversary of D-Day Support the show: https://www.sebgorka.com/ See omnystudio.com/listener for privacy information.