Podcasts about Wharton

Irina and Michelle have the pleasure of welcoming Wharton professor and economist Dr. Corinne Low, the author of the new book (out September 23, 2025) "Having It All: What Data Tells Us About Women's Lives and Getting the Most Out of Yours." Part autobiography and part comprehensive economic analysis, the book is chock-full of eye-opening practical advice on how to examine and lead one's life in a way that maximizes so-called personal utility. What is the economic cost to women of picking a problematic romantic partner or of experiencing sexual discrimination or harassment in their jobs? Do women really need to be more like men at work? How do legal policies and cultural expectations need to change to create a fairer world for everyone? While a recent article in "The Cut" focused on how Corinne increased her happiness between a first marriage to a man and a second to a woman, Irina and Michelle take a deep dive into the research side and the many different ways to change your life! Dr. Corinne Low's websiteCorinne's faculty profile Having It All bookCorinne's SubstackThe Cut article about CorinneCorinne's Bluesky, IG, and Facebook profiles Hosted on Acast. See acast.com/privacy for more information.

In today's episode, W. Scott Olsen speaks with Christopher Wharton, an artist-photographer whose passion for movement, born from skateboarding imagery in the late '80s, continues to inform his dynamic visual storytelling—most recently recognized as a 2025 Photo Laureate nominee. You can visit Christopher's Instagram account here.This podcast is brought to you by FRAMES, a high-quality quarterly printed photography magazine, and its accompanying international photography membership.Find out more and join FRAMES here.Send us a text

Na estante desta semana, temos “Desobediência Civil”, de Henry David Thoreau; “O Cérebro Ideológico”, de Leor Zmigrod; “Os Costumes do País”, de Edith Wharton; e “Latim em Pó”, de Caetano Galindo.See omnystudio.com/listener for privacy information.

Dr. Corinne Low is not your typical Wharton professor. An economist whose research focuses on gender, discrimination, and the hidden costs of modern parenthood, she's also a mother, wife, and author navigating the very struggles she studies. I sit down with Dr. Low to talk about her new book Having It All (out September 23rd), a data-driven yet deeply personal guide to escaping the false promise of “work-life balance.” From the silent epidemic of exhausted mothers to the stubborn realities of unequal housework—even when women are the breadwinners—Dr. Low pulls no punches in showing us why the overwhelm isn't in our heads. It's in the data. With humor, candor, and hard truths, she invites us to redefine success on our own terms, reclaim our roles as the protagonists of our lives, and maybe even throw away the houseplants for a while. What you'll hear in this episode goes far beyond economics—it's a wake-up call for anyone who's ever felt like they're “failing” at doing it all. Spoiler: the system is failing you, not the other way around. From Single Mom Upbringing to Wharton Professor: How Dr. Low's childhood shaped her drive for career stability and independence. (04:58)The Silent Epidemic of Parental Time: Why today's parenting feels harder, and the data proving we're not crazy for feeling overwhelmed. (05:28)From Journalist Dreams to Economist Reality: Dr. Low's path from writing aspirations to a career in economics and research. (14:43)Facing Discrimination Myths with Data: What her research actually reveals about gender, discrimination, and reverse discrimination. (18:42)Winning the Bread and Baking It Too: Why female breadwinners still do more at home, and how gender roles refuse to budge. (23:13)The 30-Year Squeeze: How careers, childcare, and aging parents collide to make midlife especially exhausting. (31:26)Reclaiming the Protagonist Role: Why women must stop being supporting characters in their own lives. (35:06)Redefining Success in Economic Terms: Why utility—deep joy and satisfaction—is a better measure than the white picket fence. (38:48)Tuckered Out Moments: From pumping on Amtrak to juggling a newborn and a book launch, Dr. Low shares her real-life exhaustion stories. (43:27) Connect with Dr. Corinne Low:WebsiteInstagramFacebookBlueskyLinkedInGoogle Scholar Let's talk Connect:Instagram  This podcast is produced by Ginni Media.

After a tough Week 1 loss, the Carolina Panthers are focused on a new opponent and a new narrative. In this video, we dive deep into the most critical news from the last 48 hours, including the injury report for Tershawn Wharton and the return of Ikem Ekwonu. We break down what Coach Dave Canales "landed disappointed and encouraged" by in the game film , including key plays from Jaycee Horn and Bryce Young.   The main story, however, is the future of the franchise. We analyze why this is a pivotal year for quarterback Bryce Young and how his renewed confidence, rooted in his faith, is a powerful force in the locker room . We also put a spotlight on rookie wide receiver Tetairoa McMillan, whose historical debut performance is a clear validation of the team's long-term, youth-focused strategy.

Highlights of interviews with Ryan Heuser, SVP of Experiential at Liquid Death, discussing the company's origins, its brand partnership with the Philadelphia Eagles, its approach to experiential marketing, and how its strategy sets it apart from other brands in the category, as well as with Jordan Yob, Senior Brand Marketing Manager at Saucony, on the brand's heritage, the importance of staying consumer-focused, and the “Marathumb Challenge.” Hosted on Acast. See acast.com/privacy for more information.

In this episode, we spoke with Cornelia C. Walther about her three books examining technology's role in society. Walther, who spent nearly two decades with UNICEF and the World Food Program before joining Wharton's AI & Analytics Initiative, brings field experience from West Africa, Asia, and the Caribbean to her analysis of how human choices shape technological outcomes. The conversation covered her work on COVID-19's impact on digital inequality, her framework for understanding how values get embedded in AI systems, and her concept of "Aspirational Algorithms"—technology designed to enhance rather than exploit human capabilities. We discussed practical questions about AI governance, who participates in technology development, and how different communities approach technological change. Walther's "Values In, Values Out" framework provided a useful lens for examining how the data and assumptions we feed into AI systems shape their outputs. The discussion examined the relationship between technology design, social structures, and human agency. We explored how pandemic technologies became normalized, whose voices are included in AI development, and what it means to create "prosocial" technology in practice. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

We digest the new Financial Times ranking of MiM programs and explain who they are for and what kinds of results grads get from these programs

In this episode, we spoke with Cornelia C. Walther about her three books examining technology's role in society. Walther, who spent nearly two decades with UNICEF and the World Food Program before joining Wharton's AI & Analytics Initiative, brings field experience from West Africa, Asia, and the Caribbean to her analysis of how human choices shape technological outcomes. The conversation covered her work on COVID-19's impact on digital inequality, her framework for understanding how values get embedded in AI systems, and her concept of "Aspirational Algorithms"—technology designed to enhance rather than exploit human capabilities. We discussed practical questions about AI governance, who participates in technology development, and how different communities approach technological change. Walther's "Values In, Values Out" framework provided a useful lens for examining how the data and assumptions we feed into AI systems shape their outputs. The discussion examined the relationship between technology design, social structures, and human agency. We explored how pandemic technologies became normalized, whose voices are included in AI development, and what it means to create "prosocial" technology in practice. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/science-technology-and-society

In this episode, we spoke with Cornelia C. Walther about her three books examining technology's role in society. Walther, who spent nearly two decades with UNICEF and the World Food Program before joining Wharton's AI & Analytics Initiative, brings field experience from West Africa, Asia, and the Caribbean to her analysis of how human choices shape technological outcomes. The conversation covered her work on COVID-19's impact on digital inequality, her framework for understanding how values get embedded in AI systems, and her concept of "Aspirational Algorithms"—technology designed to enhance rather than exploit human capabilities. We discussed practical questions about AI governance, who participates in technology development, and how different communities approach technological change. Walther's "Values In, Values Out" framework provided a useful lens for examining how the data and assumptions we feed into AI systems shape their outputs. The discussion examined the relationship between technology design, social structures, and human agency. We explored how pandemic technologies became normalized, whose voices are included in AI development, and what it means to create "prosocial" technology in practice. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/technology

In this episode, we spoke with Cornelia C. Walther about her three books examining technology's role in society. Walther, who spent nearly two decades with UNICEF and the World Food Program before joining Wharton's AI & Analytics Initiative, brings field experience from West Africa, Asia, and the Caribbean to her analysis of how human choices shape technological outcomes. The conversation covered her work on COVID-19's impact on digital inequality, her framework for understanding how values get embedded in AI systems, and her concept of "Aspirational Algorithms"—technology designed to enhance rather than exploit human capabilities. We discussed practical questions about AI governance, who participates in technology development, and how different communities approach technological change. Walther's "Values In, Values Out" framework provided a useful lens for examining how the data and assumptions we feed into AI systems shape their outputs. The discussion examined the relationship between technology design, social structures, and human agency. We explored how pandemic technologies became normalized, whose voices are included in AI development, and what it means to create "prosocial" technology in practice. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/popular-culture

In this episode, we spoke with Cornelia C. Walther about her three books examining technology's role in society. Walther, who spent nearly two decades with UNICEF and the World Food Program before joining Wharton's AI & Analytics Initiative, brings field experience from West Africa, Asia, and the Caribbean to her analysis of how human choices shape technological outcomes. The conversation covered her work on COVID-19's impact on digital inequality, her framework for understanding how values get embedded in AI systems, and her concept of "Aspirational Algorithms"—technology designed to enhance rather than exploit human capabilities. We discussed practical questions about AI governance, who participates in technology development, and how different communities approach technological change. Walther's "Values In, Values Out" framework provided a useful lens for examining how the data and assumptions we feed into AI systems shape their outputs. The discussion examined the relationship between technology design, social structures, and human agency. We explored how pandemic technologies became normalized, whose voices are included in AI development, and what it means to create "prosocial" technology in practice. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/digital-humanities

Sam is the Founder of Saratoga Group and a private equity real estate fund manager with over $300M AUM, specializing in revitalizing mobile home communities. Active in real estate since 2009, his expertise spans distressed assets, land development, and multiple CRE asset classes. Passionate about affordable housing and community impact, he serves on the Auburn Economic Development Council and the board of Auburn Sutter Faith Hospital. Sam holds an MBA from Wharton and a BS in Chemical Engineering from BYU.   Here's some of the topics we covered:   Rich Dad Poor Dad and the game-changing influence it had on Sam How Sam broke into mobile home community investing Creative financing strategies in the mobile home space How to handle non-payment challenges in mobile home parks Why mobile home communities are disappearing across America Breaking down Fannie Mae and Freddie Mac debt in mobile home parks Sam's must-hear advice for aspiring investors The keys to hiring and managing great operators for mobile home parks   To find out more about partnering or investing in a multifamily deal: Text Partner to 72345 or email Partner@RodKhleif.com    For more about Rod and his real estate investing journey go to www.rodkhleif.com   Please Review and Subscribe  

#realmadrid #danicarvajal #cantera #negreira Otro directo sobreviviendo al parón de selecciones...

Part 5 of All Bones Considered: Laurel Hill Stories #078   Edgar Loftus was a Wharton grad who rose in the Army Air Corps to Lieutenant Colonel. On VE Day, he was ranking officer in charge when a small squadron of German Aces landing their aircraft at his air base to end their war. The story is remarkable. 

Most marketers still treat all customers like they're created equal. Spoiler: they're not. Some will buy once and vanish, others will stick with you for years and fuel your growth. The challenge and opportunity is learning to tell the difference, predicting their future value, and acting accordingly.  That's where Wharton professor and The Customer Centricity Playbook co-author Peter Fader comes in. He shows why real growth starts with admitting that not every customer is equally valuable, then using lifetime value as the north star for smarter acquisition, retention, and development moves. Forget chasing volume or squeezing acquisition costs. Peter makes the case for putting your chips on the customers who matter most and letting their behaviors guide your strategy.  In this episode:  Why chasing “average” customer value hides real growth  How lifetime value sharpens acquisition, retention, and upsell  The blind spots of treating CPA as a north star  Plus:  What B2B and B2C leaders can borrow from each other's strengths  How sticky offerings reveal your best customers  Why performance metrics must connect to customer value  How customer-based valuation is “reshaping how finance values companies   If you want to see how lifetime value separates your best customers from the rest and why that changes everything, this one's for you.  For full show notes and transcripts, visit https://renegademarketing.com/podcasts/ To learn more about CMO Huddles, visit https://cmohuddles.com/

Read the full transcript here. How do we distinguish correlation from causation in organizational success? How common is it to mistake luck or data mining for genuine effects in research findings? What are the challenges in interpreting ESG (Environmental, Social, Governance) criteria? Why is governance considered distinct from environmental and social impact? How should uncertainty in climate science affect our policy choices? Are regulation and free markets really at odds, or can they be mutually reinforcing? How does economic growth generated by markets fund social programs and environmental protection? How does “publish or perish” culture shape scientific research and incentives? What psychological and neuroscientific evidence explains our tendency toward confirmation bias? Will LLMs exacerbate or mitigate cognitive traps? How do biases shape popular narratives about diversity and corporate purpose? How can we balance vivid stories with rigorous data to better understand the world?Alex Edmans FBA FAcSS is Professor of Finance at London Business School. Alex has a PhD from MIT as a Fulbright Scholar, was previously a tenured professor at Wharton, and an investment banker at Morgan Stanley. He serves as non-executive director of the Investor Forum and on Morgan Stanley's Institute for Sustainable Investing Advisory Board, Novo Nordisk's Sustainability Advisory Council, and Royal London Asset Management's Responsible Investment Advisory Committee. He is a Fellow of the British Academy and a Fellow of the Academy of Social Sciences.Links:Alex's TEDx TalkAlex's books: May Contain Lies and Grow The PieAlex's BlogA double bind in collective learning (article) StaffSpencer Greenberg — Host / DirectorJosh Castle — ProducerRyan Kessler — Audio EngineerUri Bram — FactotumWeAmplify — TranscriptionistsIgor Scaldini — Marketing ConsultantMusicBroke for FreeJosh WoodwardLee RosevereQuiet Music for Tiny Robotswowamusiczapsplat.comAffiliatesClearer ThinkingGuidedTrackMind EasePositlyUpLift[Read more]

Our advice in working well with a recommender who might want to use AI to draft a rec letter

This week on Catalyst, Tammy is joined by the singular Sindhu Srivastava. Sindhu grew up in a small town in India then went on to study at the prestigious Indian Institutes of Technology and Wharton and is now the CEO of three companies - We Crush Events, Meaningful Data and We Crush AI. In this conversation Sindhu gets vulnerable with Tammy about her first experience with an executive coach and how it forced her to confront the things that were holding her back from being a better leader. She also speaks about her company Girls who CEO which seeks to empower young girls and gives them the tools they need to become confident CEOs later in life. Sindhu also talks about why she's so excited about LLMs and how they can be used to harness human complexities instead of reducing them. Please note that the views expressed may not necessarily be those of NTT DATALinks: Sindhu SrivastavaMan's Search for Meaning How to Be an Antiracist Learn more about Launch by NTT DATASee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Imagine if a single conversation could set your life on a new path and spark healing that reaches your whole family, even future generations.  My guest today, Nicole Russell-Wharton, believes that real change starts when we challenge old family paradigms and work through past pain. Nicole will share her thoughts on stopping the silence that has held so many families back. She'll explain how speaking up and facing hard topics can help us and those who come after us grow stronger. Nicole Russell-Wharton is a bestselling author and lead advocate for mental health and the well-being of children. She serves as Co-Founder and Executive Director of Precious Dreams Foundation, the non-profit empowering youth in foster care and homeless and is also CEO of a consulting agency dedicated to educating corporations on best practices for serving vulnerable populations. Nicole has earned her awards and recognition from GLAMOUR, the Observer, Walmart, NBC, Essence, NBC and Oprah Magazine. Join us for this episode where Nicole shares her findings and exercises to help you start learning about your family history. She will guide you in starting honest talks about health, money, social issues, and more, so you can break through silence and face family challenges with confidence.

Wharton's Barbara Kahn, author of The Shopping Revolution: How Retailers Succeed in an Era of Endless Disruption, explains the latest trends in retail, how AI fits into the customer experience, and what's to come for brick-and-mortar. This Ripple Effect episode is part of the “Future of Retail” series. Hosted on Acast. See acast.com/privacy for more information.

Warning that this episode of Doin' Time contains audio images of Aboriginal and Torres Strait Islander people who have died, and graphic discussion of deaths in custody.First up on the show we will bring you an interview with Anneliese Cooper, Acting Senior Lawyer at the Human Rights Law Centre, who will discuss a new report showing the price women whistleblowers pay for speaking out. Then we will hear from David Glanz from the Refugee Action Collective who will give an eyewitness account of what happened at the so-called Australia First rally in Melbourne.After that, we will cross over to Queensland to Uncle Wayne 'Coco' Wharton — who will yarn with us about what happened in Queensland. The violent Nazi attack on Camp Sovereignty was discussed, as were the anti-immigration rallies all over Australia. A call out for people to come and to guard the camp was also put out on the show.

In this episode, Craig McGrouther sits down with Bryan Morris, co-founder of Seven Peak Capital, who shares his journey from earning $50K at Pepsi to building a successful fund management firm serving tech sales professionals. Bryan reveals how Rich Dad Poor Dad at age 22 changed his trajectory, leading him to buy his first rental property for $88K with just $17K saved. After relocating to NYC and completing Wharton's real estate certificate, he discovered the power of syndications for high-earning tech professionals stuck in expensive markets. He breaks down Seven Peak Capital's dual strategy: multifamily equity plays and private credit opportunities, focusing on 2000+ vintage properties with 5%+ year-one cash flow. His key insight: tech professionals need diversification beyond company stock and market exposure.Learn more about Lone Star Capital at www.lscre.comApply to attend the LSC Summit 2025: www.lscsummit.com Get a FREE copy of the Passive Investor Guide:https://www.lscre.com/content/passive-investor-guide Subscribe to our newsletter and receive our FREE underwriting model package:https://www.lscre.com/resource/fof-underwriting-toolkit Follow Rob Beardsley:https://www.linkedin.com/in/rob-beardsley/ Read Rob's articles:https://www.lscre.com/blog 

Even the most capable professionals can struggle in interviews. In this episode, Brian and job interview coach Tali Shlafer break down why, and what to do instead. Overview In this episode of the Agile Mentors Podcast, Brian welcomes interview coach Tali Shlafer for a practical, clear-eyed conversation about how to approach job interviews as a skill, not a personality trait. Tali shares why being great at your job doesn’t automatically translate to interview success, especially in collaborative fields like product development, Agile coaching, and project management. She outlines a straightforward way to prepare for interviews by identifying the real challenges behind a role and building stories that speak directly to them, without sounding rehearsed or robotic. From reframing “bragging” as problem-solving to handling tough questions with clarity and self-awareness, this episode is full of grounded advice for professionals navigating their next move. References and resources mentioned in the show: Tali Shlafer Free Job Interview Tip Vault Tali's LinkedIn Tali's Instagram #93: The Rise of Human Skills and Agile Acumen with Evan Leybourn #111: Adapting to the Future of Work with Heather McGowan Blog: Entry-Level Scrum Masters: Seven Tips on How to Get Your First Scrum Master Job by Mike Cohn AI Prompt Pack for Product Owners & Scrum Masters Subscribe to the Agile Mentors Podcast Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is a Certified Scrum Trainer®, Certified Scrum Professional®, Certified ScrumMaster®, and Certified Scrum Product Owner®, and host of the Agile Mentors Podcast training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Tali Shlafer is a certified interview coach who helps high performers turn nerves into clarity and confidence so they can land roles they’re truly excited about. Her practical frameworks—rooted in psychology, communication, and performance—ditch the gimmicks and empower candidates to show up as their best, most authentic selves. Auto-generated Transcript: Brian Milner (00:00) Welcome in everyone. We're back for another episode of the Agile Mentors Podcast. I'm with you as always, Brian Milner. And today I have Miss Tali Schläufer with us. Welcome in Tali. Tali Shlafer (00:11) Thanks, Brian. I'm excited to be here. Brian Milner (00:13) Very excited to have Tali with us. She is a job interview coach so you can kind of See the direction we're going in here one of her tagline is that she she helps you know professionals get offers they're really excited about and She's got some really interesting insights here because I know in today's world in today's environment There is a lot of shifting going on. There's a lot of transitioning between different places of work. And that interview is always kind of the forgotten portion of it, right? You get past all the other stuff, you get to the point where you're in the interview. So Tali, from your perspective, I know you see and help a lot of people with that portion of it. What are some of the biggest mistakes that people make that you see routinely as you help people prepare for their interviews? Tali Shlafer (01:01) Yeah, absolutely. I think one of the things that you just mentioned where, you know, people really struggling with the interview piece, you do all this work in your job search to update your resume, update your LinkedIn network, all this stuff, and then you get to the interview and it's like, okay, we're close. It's actually the interview is actually a completely different stage than anything else. And one mistake that I often see people making is just the mindset around interviews. A lot of people think, if I'm great at my job, I'll just interview really well. Like I'm a top performer. I'm good to go. But interviewing is actually a skill that's completely separate from anything else we do in the workplace. It requires you to be able to articulate what you've done in the workplace and the results and the impact that you brought in a way that most of us don't have to do in our day-to-day jobs. And you have to do it better than everybody else. So just because you are a top performer doesn't necessarily mean that that translates into your ability. to talk about yourself and talk about your career, especially in a way that resonates with the specific job culture and the specific job that you're applying for. So I think that's kind of the top mistake that I would just from a mindset level, is seeing interviews as something that you're naturally good at rather than as a skill that you can really develop and build in order to set yourself up for success. Brian Milner (02:12) Yeah. Yeah, that's a great point because, know, just because, as you said, just because I'm a top performer in something that I do, have a huge skill set or knowledge area that I'm really good at, doesn't mean that I'm necessarily good at an interview process because it is kind of a whole set of other communication skills that you have to have in that kind of environment. I know when I've talked to people about it sometimes, they feel sort of this, I don't know, dichotomy a little bit back and forth about... I know I'm supposed to plug myself here. I know I'm supposed to kind of brag a little bit, but I also don't want to sound cocky. I don't want to sound, you know, I don't know, just brash or anything. How do you help people or what do you advise people about in that area? Tali Shlafer (03:06) Yeah, and I think this is really common for people who are top performers and people who are very team oriented and collaboration oriented. It's really difficult for those folks to go, hey, I did all this stuff by myself and to kind of put themselves in that spotlight. So it's a very common challenge. It's also very common for folks who are really good at their job and have been doing this for a long time to actually be able to articulate. what that secret sauce is, like why they're actually good at their job, which is part of the challenge. Remind me the question that you just asked. Brian Milner (03:38) No, I'm just, in talking about kind of like how people prepare for these kind of things, the way they communicate this stuff, sometimes it's kind of more this worry about am I being a little too overbearing or brash in how I'm bragging about myself? Will I come off seeming cocky? or overconfident, how do they walk that fine line? Tali Shlafer (04:03) Yeah, I think this is a really big mindset piece where a lot of people who are those top performers and are very collaborative in nature are afraid to talk about themselves and be in the spotlight and kind of take credit where, especially in something like in the agile world or project management, product management, it's a very collaborative space. people are afraid to like, people are afraid to say, here's what I did. And Part of the mindset shift that I really encourage clients and job seekers to have is rather than to see it as, hey, the interview is all about you and the spotlight's on you and you're a used car salesman trying to promo yourself and it feels really icky so we don't want to do it. We end up not doing it at all. Think of it rather as you're trying to help this employer solve a problem. You're on the same side of the table with them. You're essentially a consultant for them. Their problem is... Hey, I've got this role. I have this challenge in my company. I have this opportunity. I have this thing that I need help with and I need to find who's going to be able to help me do that. And so you're essentially being an advisor for them and sharing here's how my previous experiences and what I've done in the past might be able to help you with your challenges. So it's really, it's really a partnership type of conversation where you're exploring, well, what are you struggling with? and how, let me share ways that I think I might be able to help. I think having that mindset is a lot more helpful for people who are more collaborative in nature. I think there's also a part of it that is getting really clear on how your work has actually delivered results. Being really confident, a lot of folks who are more collaborative in nature, which is a lot of people that I work with. tend to really get stuck in the we. So they say, we deliver this, we manage this, we strategize in this way. And then the interviewer ends up losing the thread of, well, what did this person sitting across from me do? What did they lead? What did they manage versus what did they do collaboratively? so getting really clear and even getting some language around how to talk about your contributions with respect to the team. So saying, I led this strategy session or I facilitated the collaboration of this, or I made the suggestion to people who then made a decision. Those kind of nuanced pieces of communication can help us feel more comfortable with actually owning our story in a way that doesn't feel gross. Brian Milner (06:39) Yeah, I think you make a great point there about the partnership aspect of it because having been on both sides of the table there, I know when I was hiring people as a software manager of some kind, the thought is always when the person comes in, you want to hire them. When they've reached that stage, when you finally bring them in, you're excited about the people that you decided to bring in and you're pulling for them. You want them to actually be successful. So I think it's important to keep that in mind too, that they want you to be successful. They want that role filled or they wouldn't have put out the job wreck and all the other things. If you, so let's just kind of talk through on a practical level. If you, you've done the work, you've put out the resume, you've got the call, maybe you've even gone through, well, I guess we should talk about that as well. Kind of the difference between a virtual or phone interview and an in-person interview. Is there a difference in level of prep or in how you, you know. tricks to being more successful if it's virtual versus in person. Tali Shlafer (07:50) I think the preparation itself should be the same. At the end of the day, your preparation should be about what are the challenges that this company, that this organization is facing and how does this role help solve those challenges? What are the skills? What are the top five skills that I need to demonstrate? Hard and soft skills. And in order to show them that I can be the top performer for this role and what are stories that I can share for each one of those skills. to prove that, I have what it takes, I can actually walk the walk as well. I've gotten results in this area before. So the prep work itself in the days leading up to the interview should be more or less the same. I would say the difference between a virtual interview versus an in-person interview is just people's comfort level. I think a lot of people are really comfortable in in-person interviews because it feels like you're actually talking to a human, right? You have a full-size person sitting across from the table from you. So it's a lot more comfortable. And I think even though through COVID, we had a lot more virtual conversations, there's still a very performative feeling element to it when it comes to virtual interviews. So one of my top tips for virtual interviews is please turn off your self view. So if you're in the Zoom call and if you're in a meeting, because it makes people so nervous and self-conscious. So when you get on that Zoom call, that Teams call, whatever platform you're using, make sure you're in the frame, right? Make sure that your lighting is good, all that stuff, and then turn off that camera so that you're not just watching yourself and being super self-conscious the entire time. Because think about it, in what other context in your life, when you're having a conversation with someone, do you have a mirror that you're looking at? Brian Milner (09:36) Right, right, I mean, if you're in their interview room, unless there's a mirror all the way around, you're not really getting that view. And even if you did, you probably wouldn't watch yourself in the mirror the entire time. So yeah, that's a great tip. And I think you're absolutely right. It can lead to being very, very self-conscious then. I think it's, I want to go back a little bit to the prep because I think your tip there is a really important thing is to try to understand the challenges, understand what it is they're looking for. And it just struck me as you were saying that it seems very similar to, in my kind of line of work, I do a lot of consulting work with people. And when I have a client that's a prospective client, it's almost the same thing. where you have to research a little bit about the company ahead of time. If you're doing kind of a sales call prior to the engagement, it's very similar. And I just thought about that. There is an overlap there between that and job interviews because you are selling yourself. You are selling your services to that company. Tali Shlafer (10:36) And a lot of people, here's another mistake that a lot of people, a lot of well-meaning people make is as part of their prep work, going online and finding a bunch of questions that they can then prepare for. So it's a very, I kind of call it whack-a-mole where, hey, let me try to figure out all the possible questions I might get asked and write out answers for those. Brian Milner (10:51) Ha ha. Tali Shlafer (10:59) That might get some people results. And if it's getting you results, that's great. But what I really encourage people to do is really reverse engineer your talking points from the job description, from what you know, even, you know, once you've had the conversation with the recruiter, you know, a little bit more about the position than maybe is even listed on the job description. So compile everything that you know about this opportunity and figure out, okay, what are the most important things for me to be able to articulate rather than just guessing at. random questions that the internet says you might get asked. Brian Milner (11:32) Yeah, that's a great point. I know we all want to get past that and get to the job, but I think there's also an element there of, let's say you do memorize these questions and they just happen to ask you the exact questions you had prepared for. If you don't really have that knowledge, then you're not going to really do well in that job even if you get it. So it's almost a blessing to not get that job, you know, if you didn't know that information, because they're going to be counting on you to do that. And you're not going to be a you're not going to do your job well then. Yeah. Tali Shlafer (12:06) Yeah, and the memorizing piece that you just mentioned is really, really easy for people to fall into the trap of trying to memorize their answers, especially with chat GPT and AI. Everybody's thinking, well, let's use these AI tools to help us come up with interview answers. so we plug in, job seekers will plug in, here's a bunch of questions that I might get. Look at my resume, tell me how can I answer these questions? And it feels safe. It feels like, this very smart robot or technology is gonna say this in a better way than I can. Brian Milner (12:36) you Tali Shlafer (12:40) But it really sets people up for failure most of the time because number one, most people aren't good at memorizing things, right? Most of us don't have to do that as our job. So most of us are really bad at memorizing. Number two, it makes you sound like a robot. It doesn't sound human. You lose the attention of the person who you're talking with. And number three, doesn't when you just memorize answers rather than thinking about it as what are talking points that I can riff off, riff on and kind of reuse and recycle and tell stories with. When you memorize, it puts you in the position of, well, yeah, it's great if they ask you that exact question. And some questions you will get asked, like tell me about yourself, you're going to get 99 % of the time. But for the most part, if you memorize a set of 10 questions and one of those questions gets a slight variation, or they ask a question that's not on there, you end up panicking. You don't know how to think on your feet because you're reliant on your tool. You've used AI or you've used your script as a strategy rather than a tool. Brian Milner (13:42) Yeah, that's a great point. I'm kind of wanting to get your take on this because this is a big thing that I know often comes up in these kinds of interviews is those questions that we all hate to get that you just know, no one ever knows how to answer these things. So I'm just curious how you advise people, you know, the awful question like, you know, give me some of your weaknesses or give me some of the things that you're not good at. How do you advise people to handle those kind of questions when they get asked in interviews? Tali Shlafer (14:14) Yeah, so there are definitely some questions that we tend to hear more often than others, especially when it comes to those recruiter interviews. The tell me about yourself, what are your strengths? What are your weaknesses? Tell me about a time you had to deal with a conflict. Tell me about a time you had to deal with a mistake. Those are pretty common, I would say, in that initial recruiter conversation. It's always an interview in my book. The weakness question I know is one of the that and the tell me about yourself is what really stresses people out. Brian Milner (14:40) Ha Tali Shlafer (14:43) My general advice for the weakness is actually something that I heard Adam Grant, who's an organizational psychology at Wharton share, which is pick something that is real but not disqualifying. So if you're an Agilist, your weakness should probably not be scrum or not be, you know, understanding business requirements. But it could be something like public speaking. Brian Milner (15:00) Ha Tali Shlafer (15:08) Or it could be something like delegating, where, you know, it's something real and it's not... It's something authentic. Authenticity is really, really important, especially nowadays in interviews. But it doesn't stop you from being able to perform well. So what I typically advise is pick a weakness, like Adam Grant says, that's real but not disqualifying. And this is important, and where a lot of people miss out, share what are you doing to actually address it? Because what we want to do, the point of that question isn't tell us what's wrong with you so we can judge you and disqualify you from the job. It's the subcontext of it is do you have self-awareness? Are you somebody who is aware enough and humble enough to know your shortcomings? And are you someone who's proactive about fixing them? and about becoming a better person. So the second part of that answer should be, well, what have you done to try to improve? What are specific steps that you've taken in order to improve? Brian Milner (16:09) Yeah, that's a great response. I know I've heard the traditional, you try to say one of your strengths as, I guess my weakness is I work too hard, like that kind of thing. Which I agree, it's not sincere. If I'm hearing that and I'm interviewing someone, that could disqualify him in my book, because I could think, this person is not going be honest with me. ⁓ Tali Shlafer (16:20) Yeah. or the I'm a perfectionist piece? The most common answer to that question. Brian Milner (16:33) Alright, I'm a perfectionist, right? Yeah, exactly. Well, you hit on the other big one too, the tell me about yourself. How do you advise people to handle that? Do you have a script in mind? you kind of detail out a couple of things? What's important to hit when someone asks you to just tell me about yourself? Tali Shlafer (16:54) Yeah, I'm a big fan of formulas over scripts. So I'll share my formula, but let me share a couple things that derail people. Let's kind of establish what's not helpful. And then we can kind of talk about this formula, which by the way, lots of different career coaches have different formulas. There's not necessarily one that works. It's just pick something and learn to do it really well. A lot of people will go in and start well. I graduated from the University of Washington in 1995, and they give kind of their entire history. And we lose the interviewer right away when we do that. So rather than giving them a chronological history of everything that's happened in your career and asking them, when we do that, we are essentially asking them, hey, here's all this information and data. You make sense of it. You figure out how it's relevant to you. I think it's actually really kind to use a formula to help them understand. Here's everything you need to know about me as it pertains to this role. So taking everything, taking your history and your career through the filter of what is important to demonstrate for this role. So the formula that I teach is sharing a super quick background. Hey, I'm Tali, I've been a project manager for the last 10 years. That's not true, that's not, let me reset that. So I think starting with a very brief. Brian Milner (18:12) You Tali Shlafer (18:16) sentence about yourself, your relevant role, how long you've had experience. Hey, I'm John. I've been project manager for the last 10 years, sharing the three key skills that you need to have in order to succeed at this job. And for each of those three skills, can you list an accomplishment or a metric or a success story? And we're not telling a whole story. We're just giving them here's the highlight reel, here's the headline, and then you'll click into all of those stories later. So quick little background about yourself, three main skills that you've developed that are relevant for this role, and super high level accomplishment to demonstrate those skills. So that's a little bit, that kind of is the first half, and that talks more about your previous experiences. And then in the second half of this answer, we want to pivot it to the future. So the first half is really about the past, it's about yourself. And then in the second half, we want to pivot to the future. what are you looking for in your next role? And hopefully that thing is also in that, that whatever you're looking for in your next role should dovetail really nicely into what they're offering as a company and as, as a, as an organization. What are you looking for specifically in your next role? And why are you so excited about interviewing with this company? And we want to share something really specific that We want to share something specific that feels personal. Where a lot of people go wrong is they'll share something like, I really want growth in my next role. And I'm excited about this team because I know you guys really value innovation. That doesn't really tell us anything. So we want one level of detail lower. So I'm really excited. What I really want in my next role is more leadership opportunities, so opportunities to mentor. And I'm really excited about this particular opportunities because I looked on your website, I looked at your blog posts, I looked at your, you know, CEO's posts that they share on LinkedIn. And I can tell that this is a really important part of your culture is being able to mentor people up into higher positions, right? Getting that specific, and there's not a right answer. I remember when I was interviewing for... out of college, I was interviewing for T-Mobile for an internship. And my answer was, I've talked to a lot of people, I've networked with a lot of people at T-Mobile. And one thing that really strikes me is the fact that a lot of people will leave for local companies like Microsoft, Amazon, and then they come back. There's a lot of people who spend a lot of time here. really does. There's a lot of loyalty and the culture, like I shared things that are specific to the culture and there's not a right answer here. It just needs to be. specific and it needs to be something that when you talk about it you kind of start getting butterflies because that's contagious. Brian Milner (21:07) That's awesome. Well, I want to ask about kind of the other half of the interview or the other portion of the interview as well. They, you know, I often hear people say, you know, you should walk into the interview understanding that it's a two way interview. They're interviewing you, but you're interviewing them as well because you want to know, is this the right place for me? So I can make the right decision about where I'm going to end up. What kind of things do you advise people to ask about or to focus on? What are some things that might expose some hidden things about the organization, warning signs or anything like that that might pop up in an interview to ask about? Tali Shlafer (21:45) That's a really good question. think one thing, it really depends on the opportunity and what you're looking for. So I don't think that there's one magic question that if you ask it, oh, the person's gonna be super impressed. Let me back up. What I really like about what you just said, is the framing of the questions that you ask at the end as a two-way conversation and as a way for you to understand more about the company so you can see if it's a good fit. I think a lot of people, especially in tough job markets, tend to kind of close their eyes and hope they get something and they almost blind themselves to the fact that they need to also do the work to make sure that it's a good fit. Or I see a lot of people who go, well, what can I ask that's impressive? What questions can I ask that's going to really wow them at the end, rather than seeing it as an opportunity to really understand what they offer more? So I would sit down and prioritize what is really important for you in a culture. if getting feedback, if growth is important for you, making sure to ask about, can you tell me about recently on your team, somebody who was promoted or how you helped somebody grow in the company? The best way that we can learn about something is through examples. The best proof that somebody values something is through the examples that they share. So we want to ask, kind of like you hear behavioral questions, you get asked, like, tell me about a time when. You can also use that, figure out what's important for you, and then create. Ask questions specifically about those things. One question that I think can be really helpful to get you to get a sense of what kind of person succeeds on this team and what the team really values is kind of the inverse of that. can you tell me about, can you tell me about what type of person doesn't do well here? Because then if they say, you know, The type of person who doesn't do well here isn't committed to working 60 hours a week. They expect to take their vacations and not be able to unplug. That kind of being able to hear who isn't successful gives you some context around some of their values as well. Brian Milner (24:01) Yeah, that's an excellent question because I agree. Presumably, this is someone you're going to be working with if you get the job. That immediate relationship, think, is going to really be impactful on the expectations, that sort of thing. Yeah, if I'm interviewing and I ask that kind of question, and they do come back and say, yeah, the person who doesn't work 60 hours or anything. Yeah, that's a good sign that maybe this is, I don't know, unless I enjoy working 60 hours a week, that maybe this is not the right cultural fit for me. So that's an excellent question, because I think that would expose some of that behind the scenes stuff, cultural things. ⁓ Tali Shlafer (24:42) And you really want to ask about questions about your dynamic with the manager. So what kind of people succeed under them? Because that's the number one people. I believe I'd have to fact check this, but you always hear that the number one people reason people don't like their jobs or people leave their jobs is because of their boss. So you want to understand you're essentially going on a date with them and you want to understand what is it like to hang out with you for 40 hours a week? Brian Milner (25:05) you Tali Shlafer (25:09) So asking specific questions to really understand what's their working style, what are their expectations, what are their positive experiences, what does feedback look like? Is it a once a year thing? Is it a every time we touch base during our one-on-ones you get feedback? That is really important. The other thing that's important to think about is do you understand the role itself? Like what questions do you have? What gaps in your understanding do you have about the role? Really clarifying to make sure that you know what you're signing up for. Brian Milner (25:40) Yeah, that's a great response as well. I know I remember from back in the day getting told that it's a good kind of question to ask what would success look like? If you really got someone to nail this and you were really happy with the hire and it was perfect, what would be the biggest thing that would contribute to that? And I've always liked that approach as well because it kind of gives you the expectation from the start to know here's what's most important in that manager's mind of what they're looking for. Yeah, just in my memory of interviewing people, would say I've never, I don't think I've ever not hired someone because of a question that they asked at the end, but... I have felt sometimes like when they don't ask questions that they're a little unprepared. Tali Shlafer (26:30) Yeah, and I think it, I think part of the not asking questions, one is being not prepared, not thinking thoroughly about the job. But it's also a little bit of a sense of desperation, like, I've been applying for four months, I don't care, I'm willing to take anything. So I don't have questions, because let me just take any first job that comes available. There's kind of that mindset. And I think it manifests as, I don't have any questions. And I think Brian Milner (26:48) You Tali Shlafer (26:58) People can kind of feel that when you're not critical, when you're not trying to figure out, am I really going to be able to succeed here? People kind of pick up on that and it either looks like desperation or it looks like disengagement and disinterest. We want people not, we don't want to hire the first person off the street who can do the job. We want to hire somebody who's excited to be there and who we know isn't going to leave six months later when they find something better. Brian Milner (27:23) Yeah, that's really good. Well, this has been really enlightening. I think there's a lot of gems in here that I think people can apply. we all find ourselves in that position from time to time of having to interview for things. As I said, even as a consultant, it's an interview when you talk to a potential new client. So I think these are all really great tips for that. We're going to make sure that there's contact information for Tali at the show notes of this so you can get a hold of her. Anything you want to shout out about, any places you want to point people to to get in contact with you? Tali Shlafer (27:56) So for the last few years, I've been posting usually about two short form videos a day to LinkedIn, all the social medias. Over the last couple of years, I've posted over 700 short form videos on social media. I've actually had over a hundred million views on LinkedIn, which is really crazy. Somebody recognized me at the dog park the other day, which was wild. But I created an interview tip-ball that took the best... The most helpful videos the ones that have gone viral received the best feedback gotten people the biggest results in their interviews And I compiled them all in one Interview tip bolt so that's my little thing that I like to share with people You'll see everything in there from how to tell me about yourself To answering why do people ramble and what other mistakes are people making? and also special tips for senior leaders and executives. So that's my little freebie that I like to share out for folks who are interested in the stuff that I'm talking about. Brian Milner (28:56) Awesome, awesome. we will definitely make that available to people in the show notes and links to your socials as well so people can follow you and stay on top of your tips as they come out. So thank you so much for coming on, Tali, and I appreciate you spending some time with us and sharing your knowledge with us. Tali Shlafer (29:13) Thanks so much, Brian. It was a pleasure.

We're back for a brand new season of No Tippy Tappy Football, ready to talk all things football and this time we're going bigger & better with the support of our new partner BOYLE Sports.This week Sam & Natalie are joined by former West Brom, Celtic, Middlesbrough, Coventry, Blackburn, Sunderland and Birmingham manager...TONY MOWBRAY!!!Tony Mowbray sits down alongside Sam Allardyce and Natalie Pike to discuss all things football from his time at Blackburn to why a successful team needs both artists and soldiers.Tony and Sam start the pod by talking about their love of chocolate and Tony's obsession with revels before Tony gives us a fantastic update on his health following his recent struggles.Tony then discusses some of the best players he's managed including a young James Maddison, David Raya & Harvey Elliott before chatting about Sunderland's decision to remove Dan Neil as the club captain.They then both react to the recent football results and news and discuss in detail Ruben Amorim's system and why it might not be suited to their players, Jack Grealish's fresh start at Everton and the pressure surrounding Graham Potter at West Ham.Tony then tells Sam & Natalie about his artists and soldiers philosophy and why every successful team needs a balance of them before mentioning the likes of Adam Wharton, Jack Clarke and Lewis Travis in those roles. Finally Tony & Sam end the pod talking about Tony's time at Blackburn Rovers where he spent over 5 years as manager. The duo discuss how good Bradley Dack could've been if it wasn't for his injuries, what his relationship with Venkys was like and would he ever return to the club in any capacity?Bet £10 & get £30 in free bets + a £10 Casino Bonus when you join BoyleSports Here

In this episode of the Canary Cast, Florian Hagenbuch, Co-Founder and General partner at Canary, sits down with Jose Gedeon, co-founder and CEO of Cobre, a Colombian fintech building the real-time B2B payments and cross-border infrastructure powering finance teams across Latin America. From his early fascination with M-Pesa’s case at the University of Pennsylvania, to failed attempts at building his own mobile money business in Colombia, a stint as a consultant at McKinsey New York, and a role at Oyo in Mexico, José shares how each chapter of his journey shaped the vision for Cobre. What started as white-label wallets for meal vouchers during the pandemic evolved into Colombia’s leading real-time B2B payments platform, now expanding rapidly into Mexico and cross-border flows. During the episode, José reflects on the unique challenges of scaling a fintech in LatAm, the pivotal customer moments that unlocked entirely new business lines, and the ambition of turning Cobre into the default infrastructure for payments across the region. In this episode, we dive into: From White-Label Wallets to Infrastructure: How Cobre pivoted from building digital wallets for meal vouchers into real-time B2B payments and treasury management. Cross-Border Breakthroughs: The customer emergency that sparked Cobre’s cross-border product and how it led to a new revenue line. The Role of Stablecoins: Why stablecoins are becoming increasingly relevant in illiquid or high-cost currency corridors like Colombia, Turkey, and Argentina. Scaling in Mexico: How Cobre reached $100M in monthly volume in only 8 months in Mexico—10x faster than in Colombia. Vision for the Future: Why Jose believes it’s still “day zero” for Cobre and how the company aims to become the de facto B2B payment infrastructure for LatAm. Founder Lessons: Biggest mistakes, wins, and the cultural values that define the Cobre team. Whether you’re a founder, operator, or fintech enthusiast, this episode offers a masterclass in product pivots, client-focused culture, scaling infrastructure in emerging markets, and building with ambition in one of the most dynamic regions in the world. Tune in to hear how Cobre is not only modernizing payments in Colombia and Mexico, but also shaping the future of financial infrastructure across Latin America. Guest: Jose GedeonJose is the co-founder and CEO of Cobre, a fintech modernizing B2B payments and cross-border infrastructure in Latin America. Cobre moves billions annually, already processing ~3% of Colombia’s GDP, and recently raised its Series B led by Oak HC/FT, with participation from Canary and other global investors. Follow Jose on LinkedIn Host: Florian HagenbuchFlorian is the co-founder and General Partner at Canary, a leading early-stage investment firm in Brazil and Latin America. Canary has invested in more than 130 companies since its founding in 2017. Previously, Florian founded Loft, a company that digitized and transformed the home buying experience in Brazil, bringing transparency, liquidity, and credit to millions of Brazilians. Before that, Florian also co-founded Printi, the leading online printing marketplace in Latin America. Follow Florian on LinkedInHighlights:00:55 – 07:30 | Jose's Background & Early Influences07:30 – 08:08 | The Impact of COVID on Colombia's Financial Digitization08:10 – 11:07 | University Years, Early Attempts & Lessons Learned11:16 – 14:47 | Corporate Finance Pain Points Cobre Set Out to Solve & the First Iteration: White-Label Wallets14:55 – 16:11 | Cobre's First Business Model and Learnings on Pricing Power and Revenue Potential16:20 – 18:57 | Pivot to Real-Time B2B Payments and Building Colombia's First and Only Real-Time B2B Payment Infrastructure19:00 – 21:00 | Bre-B, the "PIX" of Colombia21:02 – 26:19 | Expansion into Cross-Border Payments and Different Customer Bases26:20 – 28:54 | Money Corridors in Colombia29:00 – 32:22 | Stablecoins & Tech Stack in Cross-Border Payments33:00 – 36:00 | Expansion to Mexico & Early Learnings 36:00 – 37:00 | Key Numbers, Scale & Vision37:00 – 43:07 | Future Plans and Raising Successful Venture Rounds43:08 – 47:40 | Founder Lessons & Culture47:40 – 52:12 | Conclusion: Recommended Content for ListenersRecommended Content: 1. Elon Musk biography by Walter Isaacson2. The World for Sale by Javier Blas and Jack Farchy3. Read, Write, Own by Chris DixonTranscrição do Episódio em Português: Hoje, estamos movimentando cerca de 3% do PIB da Colômbia dentro da Cobre.É um número muito grande.Mas, ao mesmo tempo, também é pequeno.Copo meio cheio, copo meio vazio.Isso nos dá bastante espaço para crescer. Agora, mudando para o inglês, para facilitar um pouco para você.José, muito obrigado por estar aqui. Agradeço por dedicar seu tempo. Estou muito animado para conversar com você. Como contexto, o José é cofundador e CEO da Cobre, uma fintech colombiana que está se expandindo para o México. Vocês rapidamente se tornaram uma das principais plataformas de pagamentos B2B em tempo real e de gestão de tesouraria corporativa na Colômbia — e, em breve, também no México. Sob sua liderança, muitas coisas empolgantes aconteceram. Vocês já escalam para centenas de empresas nesses dois países. Estão movimentando algo em torno de 18 bilhões em volume anual em folha de pagamento e pagamentos a fornecedores.E, o mais importante, estão se tornando uma camada crítica de infraestrutura para times financeiros modernos na região. Estou muito animado com este episódio, em mergulhar na sua jornada empreendedora, José, como a Cobre está modernizando os pagamentos corporativos, o cenário fintech na América Latina de forma mais ampla e, claro, a visão que você tem para o futuro da companhia. José, obrigado por se juntar a nós. É um prazer enorme ter você aqui hoje. José:Florian, o prazer é meu. A Canary foi a primeira firma de venture capital que acreditou na Cobre — e também o primeiro investimento de vocês fora do Brasil. Na época, nós até dissemos ao Marcos que expandiríamos para o Brasil… ainda não aconteceu.Mas tem sido uma ótima história até aqui, e vocês têm sido apoiadores incríveis. Obrigado. Florian:Sim, lembro bem disso. Inclusive, naquela época vocês tinham outro nome, não era? Acho que era “Pexto”, se não me engano.As coisas mudam, mas estamos felizes que deu certo. José, talvez possamos começar um pouco falando do seu histórico e da sua trajetória pessoal. Pode nos contar sobre sua origem e o que você fazia antes de empreender? José:Claro. Eu nasci e cresci em uma cidade pequena da Colômbia chamada Cartagena. Hoje é turística e bastante conhecida, mas, quando eu crescia lá, era apenas um destino nacional, relativamente pequeno. Eu, inclusive, nasci em Barranquilla porque minha mãe era de lá — que é ainda menor.De Barranquilla vêm muitas coisas conhecidas: Shakira, a Avianca (nossa companhia aérea nacional), e as últimas duas empresas colombianas que abriram capital nos EUA também são de lá.É uma cidade muito empreendedora. Talvez um bom precedente para a Cobre, não é? Venho de uma família de imigrantes libaneses — extremamente trabalhadores e empreendedores. Cresci aprendendo, por osmose, o que significava ser um empresario. Homens e mulheres da minha família sempre fundaram e até hoje administram empresas. Era um ambiente muito natural para acabar trilhando o caminho que trilhei. Depois tive o privilégio de estudar na Universidade da Pensilvânia. Meu primo Felipe — hoje cofundador da Cobre — estudava lá um ano antes de mim. Eu nunca achei que conseguiria entrar, mas consegui, e fui para a Penn cursar a graduação. No meu primeiro ano, li um business case sobre a M-Pesa, considerada precursora do dinheiro móvel — e, por consequência, de boa parte do que chamamos hoje de fintech: Zelle, Venmo, Paytm, GCash…A ideia original surgiu da M-Pesa, um serviço criado pela Vodafone que permitia às pessoas enviar dinheiro via SMS. Hoje, algo como 20% do PIB do Quênia transita pela M-Pesa. É completamente ubíquo. Inspirado nisso, tentei várias vezes criar algo parecido na Colômbia durante meus verões na Penn, mas obviamente falhei — afinal, eu não era uma empresa de telecomunicações. Ainda assim, essa experiência me mostrou como uma infraestrutura de pagamentos em tempo real poderia transformar a vida de milhões de pessoas e empresas. Ao me formar, voltei para a Colômbia para tentar de novo. E falhei mais uma vez. Foi aí que percebi: “o problema sou eu, preciso aprender a construir empresas de verdade”. Então fui trabalhar na McKinsey em Nova York. Passei um ano e meio lá e tive como cliente uma das maiores gestoras de venture capital do mundo. Eu era apenas analista júnior na equipe, mas aprendi muito sobre como os VCs pensam. Isso me levou a largar o emprego em Nova York e me mudar para a Cidade do México, para trabalhar na Oyo Rooms, um dos grandes unicórnios da Índia. A ideia era aprender mais sobre startups de hiperescala do que eu aprenderia ficando na consultoria. Fiquei um ano e meio na Oyo — até a pandemia começar. Com a COVID, percebi: “este é o momento certo para digitalizar pagamentos na Colômbia”. As empresas estavam forçadas a mudar. E foi quando decidi voltar a Bogotá, em junho de 2020, para tentar mais uma vez. E agora, cá estamos. Florian:Muito interessante. Não sabia de todas essas tentativas que não deram certo antes.Aliás, eu também estudei na Penn, me formei em 2010. Você foi alguns anos depois, certo? José:Sim, me formei em 2018. E naquela época, o ambiente ainda era mais voltado para carreiras tradicionais. A maioria queria ir para consultoria, bancos de investimento ou fundos. Eu era um dos poucos insistindo em empreender já na graduação. Participei até de competições de startups do MBA, porque não havia para undergrad. (continua na mesma estrutura — alternando Florian / José, até o final da conversa que você compartilhou).

Professor Americus Reed is an "Identity Theorist" in the Marketing Department at the Wharton School of Business at the University of Pennsylvania. He joined us on the program to discuss why the Cracker Barrel re-brand is causing such consternation with loyal customers, and how they can possibly pull out of this misstep.

With round one deadlines a little more than a week ago, we provide advice on what you need to know right now.

Mark Schaefer has a new grandchild. Amanda Russell has a toddler. Both of them wonder what an AI-dominant world has in store for them.    In this personal and introspective episode, Mark and Amanda reflect on what college meant to their careers, the advice they would give to kids about college today, and how education will need to change for Gen Alpha.    This is an essential episode for everyone wondering how AI will impact the next generation.   Mark Schaefer is a strategy consultant, college educator, keynote speaker, and the author of 10 books including "KNOWN," “Belonging to the Brand,” and "Audacious: How Humans Win in an AI Marketing World." His annual marketing retreat is The Uprising.   For more of Mark's insights every week, subcribe to his award-winning blog. Mark also offers classes in personal branding and professional speaking.      Amanda Russell is a marketing leader, entrepreneur, and scholar. By age 32, she built and sold two successful businesses: an online fitness subscription community for women and a digital marketing and production company. She served as Chief Marketing Officer at a NYC-based portfolio fund and developed the world's first accredited MBA & EMBA Influencer Marketing programs at Northwestern University. She also founded the Global Center for Influence at the University of Texas. Amanda has taught at renowned institutions such as Bocconi University, London Business School, Harvard, Wharton, HEC Paris, NYU, and the University of Stockholm. Her book, "The Influencer Code," explores influence, consumer behavior, and the future of marketing. Amanda advises major companies, including Lamborghini, Cedars-Sinai, Lionsgate, and Silk-FAW.  

NO READING REQUIRED! Kimberly is actually really NOT suggesting you read The Buccaneers. You SHOULD, though, read Wharton's The Age of Innocence or The House of Mirth. Her prose is engaging, gorgeous and so fun to read. Listen in to hear all about what happens with Nan and her men, with Laura Testvalley and Dick, with Honoria and Mabel and all the girls. Honestly, it's just such a treat to hear Wharton's writing. Indulge yourself now!

Listen to a special episode from Where AI Works, a podcast hosted by Wharton faculty, sponsored by Accenture. The show dives into how artificial intelligence is transforming the way we live and work, with real-world stories and insights from leaders across industries.In this episode, Wharton professor Serguei Netessine is joined by Tereza Nemessanyi, worldwide director of private equity and venture capital partnerships at Microsoft. Together, they discuss how companies are experimenting with AI to unlock value, why the biggest opportunities lie in high “cost-to-serve” pain points, and why rapid iteration is essential to success in this evolving space.

Guest: Lulu Ge — Founder & CEO of Elix Healing (elixhealing.com), holistic health entrepreneur, Inc. Female Founder 200, and advocate for women's hormone health. From Early Hustles to Harvard Boardrooms: Lulu's first entrepreneurial spark: selling bulk Snickers bars door to door as a kid in California, learning about “arbitrage” before knowing the word. Grew up in an immigrant household that highly valued education (her parents lived through China's Cultural Revolution, when universities were closed). Corporate Climb and Burnout: After earning degrees from UC San Diego, Columbia, and Wharton, Lulu built a career in management consulting and corporate transformation—eventually managing a $350 million portfolio at Saks Fifth Avenue/Hudson's Bay. Burned out and failed by traditional healthcare for her periodic, debilitating pain (once bled through her wedding dress, missed work for hormonal issues), Lulu rediscovered her family's Traditional Chinese Medicine roots—which became a foundation for her business. The Elix Healing Story: Frustrated by a healthcare system that “medicates symptoms instead of rooting out causes,” she consulted TCM doctors and, inspired by her grandfather (a hospital director in Hunan, China), realized the potential of herbal medicine for holistic hormone support. Launched Elix (2020) as the first digital menstrual wellness platform to blend 5,000 years of TCM with clinical research, offering personalized herbal formulas and online health assessments. The assessment even includes submitting a tongue photo—used by TCM to diagnose internal health. Impact & Growth: Hundreds of clinical trials and pilot tests inform Elix's formulas; real-world results show >90% of users report symptom improvements in the first month. Expanded from remedies for period pain to support PCOS, fibroids, perimenopause, digestion, sleep, and immunity. Elix now offers virtual coaching with TCM practitioners and educational resources on their blog/social channels. Community of 100,000+ followers, recognition in Forbes, Vogue, and Inc, and cited in multiple clinical and women's wellness studies. Advice and Philosophy: Healthcare should be holistic and personal: There's no “one-size-fits-all” solution—bio-individuality matters (what works for one may worsen symptoms for another). “Periods are a report card for your health”—you shouldn't have to accept pain and exhaustion as normal. Founding Elix was about democratizing access to ancient (yet evidence-based) healing, empowering clients to be their own advocates, and rebalancing performance and self-care in the modern world. Even for those not ready to try Elix, Lulu encourages small holistic actions—like getting a few minutes of sunlight on waking, or using deep breathing and gratitude to start your day. Connect with Lulu Ge & Elix: Website: elixhealing.com

Join host Joe Grogan for an exclusive masterclass with Dr. Robert Burns, James Joo-Jin Kim Professor of Health Care Management at the Wharton School. A nationally recognized expert on the U.S. healthcare system, Dr. Burns unpacks the complex forces driving healthcare costs. With a background in sociology, anthropology, and decades of research, Dr. Burns reveals why so many healthcare reforms fail, what policymakers and business leaders get wrong, and how the U.S. healthcare ecosystem really works behind the headlines. If you've ever wondered why American healthcare is so expensive, and what can actually be done about it, this episode is a must-listen.

Why This Episode Is a Must-Listen Are you striving for both happiness and financial security but finding the balance elusive? This episode of Inspired Money dives deep into the science-backed connections between happiness and money, breaking down common myths, practical strategies, and life-changing perspectives. If you want to build not just your net worth, but your life satisfaction, this episode is packed with insights you won't want to miss.  Meet the Expert Panelists Tal Ben-Shahar is a renowned expert in the field of happiness studies. He is a New York Times bestselling author whose books have been translated into more than 30 languages. He previously taught two of the most popular courses in Harvard University's history on positive psychology and leadership, and today he co-leads global initiatives like the Happiness Studies Academy and VIVID, helping individuals and organizations cultivate resilience, wellbeing, and authentic leadership. He is a professor at Centenary University where he created the world's first MA and PhD degrees in Happiness Studies. https://www.talbenshahar.com Scott Rick is an Associate Professor of Marketing at the University of Michigan's Ross School of Business, where he studies the emotional causes and consequences of consumer financial decision-making. He is the author of Tightwads and Spendthrifts: Navigating the Money Minefield in Real Relationships (St. Martin's Press, 2024), and his research has been featured in the New York Times, Wall Street Journal, Harvard Business Review, and NPR. https://www.scottrick.com Talya Miron-Shatz is a psychologist, researcher, and author specializing in medical decision-making, patient experience, and happiness. A former postdoctoral fellow with Nobel Laureate Daniel Kahneman at Princeton and Wharton faculty member, she is now a full professor at Ono Academic College and a visiting researcher at Cambridge University, with over 60 publications and extensive consulting work for global healthcare and technology companies. https://www.talyamironshatz.com Key Highlights Happiness is the Ultimate Currency Dr. Tal Ben-Shahar explains that happiness, not wealth, is the real end goal, echoing Aristotle's ancient wisdom. He reminds us that money is simply a means, and that “if you had all the money in the world but were guaranteed misery, would you take it?” The lesson: prioritize well-being over chasing financial milestones. Know Your Financial Personality Dr. Scott Rick demystifies the tension between “tightwads” and “spendthrifts,” and how both can miss out on happiness if financial habits aren't balanced. His advice is practical: in couples, defer to the “tightwad” on material purchases and the “spendthrift” on shared experiences, reinforcing that spending on relationships and novel memories pays more happiness dividends.  Purposeful Spending Outshines Consumption Dr. Talya Miron-Shatz highlights the importance of aligning spending with values and experiences, not just social media-worthy purchases. “What makes us truly happy are not just things that look good, but experiences, connections, and personal growth,” she shares, urging us to break free from comparison culture and savor what truly matters. Call-to-Action Here's my challenge for you this week: pay attention to one financial decision you make, big or small, and notice the emotions behind it. Are you spending out of joy, fear, habit, or something else? Just the act of noticing can be the first step toward more clarity and confidence with your money. Find the Inspired Money channel on YouTube or listen to Inspired Money in your favorite podcast player. Andy Wang, Host/Producer of Inspired Money

Highlights of Wharton Marketing Matters episodes featuring Connor Blakley, founder of Youth Logic, discussing the origins of his company, how to effectively reach Gen Z, and the missteps brands often make with this generation, and David Picioski, Head of Global Brand Partnerships and Collaborations at Wilson Sporting Goods Co., who shares insights on Wilson's partnership with the NBA, relationships with players, the brand's ambassadorship with Caitlin Clark, and the role of technology in product innovation. Hosted on Acast. See acast.com/privacy for more information.

Highlights of Wharton Marketing Matters episodes featuring Connor Blakley, founder of Youth Logic, discussing the origins of his company, how to effectively reach Gen Z, and the missteps brands often make with this generation, and David Picioski, Head of Global Brand Partnerships and Collaborations at Wilson Sporting Goods Co., who shares insights on Wilson's partnership with the NBA, relationships with players, the brand's ambassadorship with Caitlin Clark, and the role of technology in product innovation. Hosted on Acast. See acast.com/privacy for more information.

Originally uploaded June 13th, reloaded July 6th. Chris Holman welcomes back Eric Olmscheid, Executive Director, Wharton Center for Performing Arts, East Lansing, MI. Welcome back Eric, remind the Michigan business community about the Wharton Center? We spoke to you early last autumn, what turned out to be the highlights of the 2024-2025 season? So, the audience is ready to hear about the 2025–2026 Broadway and Performing Arts Season, what can we expect? Eric, tell us about your deep passion for the arts and the vital role they play in our lives? Remind us about the Wharton Center's behind-the-scenes initiatives—especially our education and community engagement programs? Eric, I understand there's an important reminder about online ticketing? » Visit MBN website: www.michiganbusinessnetwork.com/ » Watch MBN's YouTube: www.youtube.com/@MichiganbusinessnetworkMBN » Like MBN: www.facebook.com/mibiznetwork » Follow MBN: twitter.com/MIBizNetwork/ » MBN Instagram: www.instagram.com/mibiznetwork/ www.whartoncenter.com is the official site to purchase tickets, and Seat Geek is an approved partner.

On this Live Greatly podcast episode, Kristel Bauer sits down with Corinne Low PhD, Wharton economist, mother, and author of Having It All: What Data Tells Us About Women's Lives and Getting the Most Out of Yours.  Kristel and Corinne discuss some key contributors feeding into frustrations and overwhelm in navigating work/life as well as insights into ambition, goals, fulfillment and work-life balance. Tune in now!  Key Takeaways From This Episode: Some common frustrations working mothers are facing Reframing what work is really about Tips to redesign work and life to support more fulfillment  Insights into ambition Research into what women are looking for in the workplace How women are looking for predictability and structure in the workplace ABOUT CORINNE LOW  PH.D Corinne Low is an Associate Professor of Business Economics and Public Policy at the Wharton School of the University of Pennsylvania. Her research focuses on the economics of gender and discrimination and has been published in top journals such as the American Economic Review, Quarterly Journal of Economics, and Journal of Political Economy. She was named one of Poets and Quants 40 MBA Professors under 40 in 2024. Her first book, Having It All, is forthcoming with Flatiron in September 2025. Corinne and her work have also been featured by major popular media outlets, including Forbes, Vanity Fair, The LA Times, and NPR. Corinne is the co-creator of the Incentivized Resume Rating method for measuring hiring discrimination, and regularly speaks to and works with firms looking to improve their hiring and retention practices. She has spoken to and advised firms like Google, IFM Investors, Uber, Activision Blizzard, and Amazon Web Services, in addition to teaching in Wharton's Executive Education programs. She has given talks to top academic institutions like Harvard University, Stanford University, and Oxford, as well as to organizations like the New York Federal Reserve, Brookings, and the US Department of Labor.   She received her Ph.D. in Economics from Columbia University, her B.S. in Economics and Public Policy from Duke University, and formerly worked for McKinsey and Company. Outside of work, she is the co-founder and volunteer executive director for Open Hearts Initiative, a New York City based non-profit that aims to combat the homelessness crisis through pro-housing neighborhood organizing. Connect with Corinne Order Having It All: What Data Tells Us About Women's Lives and Getting the Most Out of Yours  Website: https://www.corinnelow.com/  Instagram: https://www.instagram.com/corinnelowphd/  Linkedin: https://www.linkedin.com/in/corinne-low-64a0741b4/  About the Host of the Live Greatly podcast, Kristel Bauer: Kristel Bauer is a corporate wellness and performance expert, keynote speaker and TEDx speaker supporting organizations and individuals on their journeys for more happiness and success. She is the author of Work-Life Tango: Finding Happiness, Harmony, and Peak Performance Wherever You Work (John Murray Business November 19, 2024). With Kristel's healthcare background, she provides data driven actionable strategies to leverage happiness and high-power habits to drive growth mindsets, peak performance, profitability, well-being and a culture of excellence. Kristel's keynotes provide insights to “Live Greatly” while promoting leadership development and team building.   Kristel is the creator and host of her global top self-improvement podcast, Live Greatly. She is a contributing writer for Entrepreneur, and she is an influencer in the business and wellness space having been recognized as a Top 10 Social Media Influencer of 2021 in Forbes. As an Integrative Medicine Fellow & Physician Assistant having practiced clinically in Integrative Psychiatry, Kristel has a unique perspective into attaining a mindset for more happiness and success. Kristel has presented to groups from the American Gas Association, Bank of America, bp, Commercial Metals Company, General Mills, Northwestern University, Santander Bank and many more. Kristel has been featured in Forbes, Forest & Bluff Magazine, Authority Magazine & Podcast Magazine and she has appeared on ABC 7 Chicago, WGN Daytime Chicago, Fox 4's WDAF-TV's Great Day KC, and Ticker News. Kristel lives in the Fort Lauderdale, Florida area and she can be booked for speaking engagements worldwide. To Book Kristel as a speaker for your next event, click here. Website: www.livegreatly.co  Follow Kristel Bauer on: Instagram: @livegreatly_co  LinkedIn: Kristel Bauer Twitter: @livegreatly_co Facebook: @livegreatly.co Youtube: Live Greatly, Kristel Bauer To Watch Kristel Bauer's TEDx talk of Redefining Work/Life Balance in a COVID-19 World click here. Click HERE to check out Kristel's corporate wellness and leadership blog Click HERE to check out Kristel's Travel and Wellness Blog Disclaimer: The contents of this podcast are intended for informational and educational purposes only. Always seek the guidance of your physician for any recommendations specific to you or for any questions regarding your specific health, your sleep patterns changes to diet and exercise, or any medical conditions.  Always consult your physician before starting any supplements or new lifestyle programs. All information, views and statements shared on the Live Greatly podcast are purely the opinions of the authors, and are not medical advice or treatment recommendations.  They have not been evaluated by the food and drug administration.  Opinions of guests are their own and Kristel Bauer & this podcast does not endorse or accept responsibility for statements made by guests.  Neither Kristel Bauer nor this podcast takes responsibility for possible health consequences of a person or persons following the information in this educational content.  Always consult your physician for recommendations specific to you.

Subscribe to the video podcast: https://www.youtube.com/@DrTazMD/podcastsWhat if the dream of “having it all” is quietly destroying women's health?In this brutally honest episode of hol+, Dr. Taz MD sits down with economist and Wharton professor Dr. Corinne Low to reveal the invisible forces behind the burnout epidemic affecting ambitious, high-achieving women. From breastfeeding in Amtrak bathrooms to chasing tenure while shouldering 100% of the household load, Dr. Low shares her personal crash—and the data that proves she's not alone.While society celebrates the superwoman myth, the reality is far more dangerous: women are breaking down emotionally, physically, and hormonally under impossible expectations. Dr. Low dismantles the cultural fantasy of balance and exposes the economic and biological math that simply doesn't add up.This episode is for every woman who's ever felt exhausted, stuck, and silently wondered, “Is this it?”Dr. Low unpacks:• Why modern motherhood and careerism don't mix• The data behind stress, anxiety, and chronic fatigue in women• Why comparing yourself to men—or Instagram moms—keeps you trapped• The myth of the 50/50 marriage (and what to do instead)• The concept of “utility” and how it can reclaim your time• How egg freezing gives women economic power and freedomWhether you're navigating career, family, fertility, or all of the above, this conversation will shift how you see success, partnership, and your own worth.Topics Covered:• The Superwoman Lie and Burnout Crisis• Why Gender Equality at Home Is Still a Myth• The Economics of Time, Labor, and Emotional Load• Using Utility Theory to Redesign Your Life• Red Flags in Relationships Most Women Miss• The Case for Egg Freezing and Delaying Marriage• Redefining Success on Your Own TermsAbout Corinne LowCorinne Low is an Associate Professor of Business Economics and Public Policy at the Wharton School of the University of Pennsylvania. Her research focuses on the economics of gender and discrimination and has been published in top journals such as the American Economic Review and Journal of Political Economy. Corinne and her work have also been featured by popular media outlets, including Forbes, Vanity Fair, The LA Times, and NPR. She has spoken to and advised firms like Google, IFM Investors, Uber, and Amazon Web Services, in addition to teaching in Wharton's Executive Education programs. She has given talks to top academic institutions like Harvard, Stanford, and Oxford, as well as to organizations like the New York Federal Reserve, Brookings, and the US Department of Labor. She received her Ph.D. in Economics from Columbia University, her B.S. in Economics and Public Policy from Duke University. Her first book, Having It All, is forthcoming with Flatiron this September. Thank you to our sponsor:Timeline is offering my listeners 20% off your first order of Mitopure. Just go to timeline.com/DRTAZConnect further to Hol+ at https://holplus.co/- Don't forget to like, subscribe, and hit the notification bell to stay updated on future episodes of hol+.Stay ConnectedSubscribe to the audio podcast: https://holplus.transistor.fm/subscribeSubscribe to the video podcast: https://www.youtube.com/@DrTazMD/podcastsFollow Dr. Taz on Instagram: https://www.instagram.com/drtazmd/https://www.instagram.com/liveholplus/Join the conversation on X: https://x.com/@drtazmdTikTok: https://www.tiktok.com/@drtazmdFacebook: https://www.facebook.com/drtazmd/Follow Dr. Corinne Low on Instagram:https://www.instagram.com/corinnelowphd/Host & Production TeamHost: Dr. Taz; Produced by Rainbow Creative (Executive Producer: Matthew Jones; Lead Producer: Lauren Feighan; Editors: Jeremiah Schultz and Patrick Edwards)Don't forget to like, subscribe, and hit the notification bell to stay updated on future episodes of hol+00:00 – The Burnout Nobody Talks About05:26 – The Superwoman Illusion09:50 – The Hidden Gender Time Gap14:09 – Your Job Isn't Your Purpose18:38 – When Feminism Meets Reality23:15 – The Comparison Trap28:02 – Utility Theory for Women32:34 – Rethinking Relationships and Roles38:29 – Cultural Myths About Motherhood44.21 – The Cost of Doing It All

A change in the validity period for GMATs and GREs will impact some applicants this year

In this week's MBA Admissions podcast we began by discussing upcoming webinars that Clear Admit is hosting. Graham and Alex will be hosting an AMA-style webinar on August 26th via YouTube, as the new admissions season gets underway! Here's the link to follow us on YouTube and join the livestream: https://bit.ly/cayoutubelive.  Graham also highlighted the upcoming September series of admissions events, where Clear Admit will host the majority of the top MBA programs to discuss Round 2 application strategy. Signups for this series are here: https://bit.ly/cainsidemba Graham then noted an admissions tip which provides general guidance for MBA application essay writing. This also includes a section on how to use AI in helping to craft those essays. Graham also highlighted a new series that Clear Admit is publishing this season, which focuses on profiling some of the leading MBA faculty at the top business schools. For this week, we have profiles on two Wharton faculty. We continue our series of Adcom Q&As; this week we hear from Texas / McCombs and Michigan / Ross. For this week, for the candidate profile review portion of the show, Alex selected three ApplyWire entries: This week's first MBA admissions candidate has an interesting European background and now works in Wealth Management in Switzerland. They want to move into venture capital, in the United States. This week's second MBA candidate is a mechanical engineer from India. They have a 740 GMAT and 8.35 GPA. The final MBA candidate works in London, and while they have a very good undergraduate record, their GMAT is currently 625. They do plan to retake the test before applying. This episode was recorded in Paris, France and Cornwall, England. It was produced and engineered by the fabulous Dennis Crowley in Philadelphia, USA. Thanks to all of you who've been joining us and please remember to rate and review this show wherever you listen!

Predictably, in the wake of a goalkeeper howler, every single goalkeeper who has been linked to United over the summer finds themselves back in the rumour mill this morning. United are linked with a move for Adam Wharton but are likely to hold off on a midfielder now. Hosted on Acast. See acast.com/privacy for more information.

As ophthalmologists, we are smart and hard working and that's how we earned one of the coveted spots to do this specialty (only 525 spots in the USA per year which is up from 460 in years prior). What if we applied those same talents to the world of Wall Street Finance, Investment banking, or hedge funds? Would we have been happier and now retired before age 50? Our podcast guest today is Dr Nitin Chopra who did college at Stanford then an MBA from Wharton and spent 10 successful years working in finance. But then he decided to apply to medical school and become an ophthalmologist! Truly a fascinating journey and a great discussion with amazing insight.  We feature a new podcast every week on Sundays and they are uploaded to all major podcast services (click links here: Apple, Google, Spotify) for enjoying as you drive to work or exercise. The full video of the podcast is here on CataractCoach as well as on our YouTube channel. Starting now we have sponsorship opportunities available for the top podcast in all of ophthalmology. Please contact us to inquire.

#634: Picture this: you're 26 years old, fresh out of Wharton, and you decide to start a business with two friends. You spend years building a digital marketing firm that eventually works with Dollar Shave Club and Madison Reed. You bootstrap the entire thing without taking a dime of venture capital funding. That's exactly what one Wharton graduate did — and his story represents the reality of entrepreneurship that most people never hear about. Lori Rosenkopf, a management professor at Wharton Business School and head of Venture Labs, joins us to shatter the biggest myths about starting a business. The Mark Zuckerberg college dropout story? It's not just rare — it's misleading. Research shows that the most successful entrepreneurs, those in the top 0.1 percent of venture-backed firms, average late 30s to early 40s when they start their companies. Many continue launching businesses into their 50s and 60s.  Your age and corporate experience isn't holding you back from entrepreneurship — it's actually giving you an advantage. Rosenkopf breaks down seven different types of entrepreneurs, from disruptors who overturn entire industries to bootstrappers who build profitable businesses using their own resources. You'll hear about a founder who disrupted the hair color industry in her 50s with Madison Reed, and a banker who built an entire financial services division inside Square. We cover the rise of direct-to-consumer brands in 2013, why 80 percent of entrepreneurs are bootstrappers, and how artificial intelligence is creating new opportunities for people to start businesses without massive upfront investments. Rosenkopf explains her "six Rs" of entrepreneurial thinking: reason, recombination, relationships, resources, resilience, and results. She argues that most people already think entrepreneurially without realizing it — even parents who optimize their family routines are solving problems through innovation. We explore the world of "intrapreneurs" — people who build new businesses within established companies — and discuss acquisition entrepreneurship, where people buy existing small businesses instead of starting from scratch. Whether you want to start a side hustle, position yourself for a promotion, or eventually launch your own company, Rosenkopf's framework shows multiple paths to creating value through innovation. Timestamps: Note: Timestamps will vary on individual listening devices based on dynamic advertising run times. The provided timestamps are approximate and may be several minutes off due to changing ad lengths. (0:00) Entrepreneurship myths (1:28) Data on successful entrepreneur ages (2:10) Seven entrepreneur archetypes  (3:09) Defining entrepreneurship through value creation (5:27) The disruptor model  (8:13) Direct-to-consumer origins (11:13) Bootstrapper  (14:03) Transitioning from employee to bootstrapper (18:38) AI's impact on entrepreneurship (28:27) Social entrepreneur  (35:31) Technology commercializer  (39:45) The Funder  (43:12) The Acquirer  (58:06) Intrapreneurship  (1:03:12) Finding your entrepreneurial calling (1:14:40) Six Rs of entrepreneurial mindset (1:19:50) More information For more information, visit the show notes at https://affordanything.com/episode634 Learn more about your ad choices. Visit podcastchoices.com/adchoices

Adam Grant (NYT bestselling author of Think Again and organizational psychologist at Wharton) joins us to unpack why everything we believe about confidence might be backward. From navigating failure and perfectionism to learning how to detach worth from work, Adam explores why passion isn't something you “find,” how spirituality intersects with identity, and how reframing narratives can lead to a more meaningful life. Plus, the secret to motivation might not be what you think. THANK YOU TO OUR SPONSORS! Fetzer

Kendra Wharton, former Associate Deputy Attorney General, weighs in on explosive political controversies, including fresh scrutiny over Adam Schiff's actions and the lingering debates surrounding an alleged Obama-era conspiracy. She unpacks the political maneuvering, legal implications, and the broader impact these issues could have on public trust in government.

The Magnificent 7 MBA programs in the U.S. by the revealing numbers 

Welcome to The Literary Life Podcast and a new series featuring the book The Age of Innocence. Our hosts, Angelina Stanford and Thomas Banks introduce us to American Gilded Age author, Edith Wharton, the "First Lady of American Letters." They also share their own experiences with reading Wharton's stories, novels, and letters, as well as some background on the time period and cultural context in which she was writing. In discussing the first several chapters of this book, Angelina and Thomas point out small details and subtleties that Wharton uses to give us hints about the characters and situations she presents. Visit the HouseofHumaneLetters.com to sign up for all the upcoming and past mini-classes and webinars taught by Angelina, Thomas, and their colleagues! To view the full show notes for this episode, including book links, commonplace quotes, and today's poem, please visit https://theliterary.life/289. 

In this week's episode I sat down with Sheila Xu and her interpreter Justin Baldi. Sheila is an oral and signing Deaf woman who broke barriers as one of the first deaf commercial analog astronaut trainees and the first deaf Asian female pilot. As Director of Development at AstroAccess, a non-profit advancing disability inclusion in the space sector, she holds degrees from MIT, Harvard, and Wharton and promotes the leadership potential of deaf and hard-of-hearing people and people with disabilities in all sectors. Justin is an American Sign Language (ASL) interpreter with over 20 years of experience focusing on space and other STEM related fields. We discuss the importance of investing in disability entrepreneurship, how she is redefining who can be an astronaut and making outer space accessible, and much, much more.Read The Transcript: HEREFollow Sheila: Instagram: @sheilazxu LinkedIn: Sheila Xu Website: https://sheilaxu.comFollow Me: Instagram: ⁠@jill_ilana⁠ , ⁠@alwayslookingup.podcast⁠ TikTok: ⁠@jillian_ilana⁠ Website: ⁠https://www.jillianilana.com⁠ Email: ⁠alwayslookingup227@gmail.com⁠Read With Me:⁠Goodreads⁠⁠The StoryGraph⁠Support Immigrant Communities (all links came from ⁠@chnge⁠):The Coalition for Humane Immigrant Rights of Los Angeles (⁠@chirla_org⁠): ⁠https://www.chirla.org/donatenow/⁠Immigrant Defenders Law Center (⁠@immdef_lawcenter⁠): ⁠https://www.immdef.org⁠Inland Coalition 4 Imm Justice (⁠@ic4ij⁠): ⁠https://secure.actblue.com/donate/jornaleros⁠Relief For Disabled People Impacted By The Los Angeles Fires:Richard Devylder Disaster Relief Fund: ⁠https://disabilitydisasteraccess.org/rd-relief-fund/⁠United Spinal Disaster Relief Grant: ⁠https://unitedspinal.org/disaster-relief-grant/⁠Inevitable Foundation Emergency Relief Fund: ⁠https://www.inevitable.foundation/erf⁠

Jay Schwedelson just admitted he bullies AI—and thought it worked. Turns out, he's not alone. A wild claim from Google's Sergey Brin got Jay spiraling: can being mean to AI actually make it perform better? New research says no... but the real reason behind better results might surprise you. Plus, Jay explains why treating AI like a doctor (yes, really) is the key to getting more value from it.ㅤBest Moments:(00:37) Jay admits he yells at AI when he doesn't like its answers(01:18) Sergey Brin claims AI models respond better to threats(02:45) Study from Wharton shows tone has zero impact on AI performance(03:49) People give more info when frustrated—that's what improves AI results(05:00) Why giving AI more personal context makes all the difference(06:17) The “AI is like a doctor” analogy you won't forget(09:00) Jay declares the Bachelor franchise is probably doomed(09:40) Why you should skip Love is Blind US and go straight to the UK versionㅤCheck out our 100% FREE + VIRTUAL EVENTS! ->Guru Conference - The World's Largest Virtual EMAIL MARKETING Conference - Nov 6-7!Register here: www.GuruConference.comㅤCheck out Jay's YOUTUBE Channel: https://www.youtube.com/@schwedelsonCheck out Jay's TIKTOK: https://www.tiktok.com/@schwedelsonCheck Out Jay's INSTAGRAM: https://www.instagram.com/jayschwedelson/ㅤMASSIVE thank you to our Sponsor, Marigold!!Email chaos across campuses, branches, or chapters? Emma by Marigold lets HQ keep control while local teams send on-brand, on-time messages with ease.Podcast & GURU listeners: 50 % off your first 3 months with an annual plan (new customers, 10 k-contact minimum, terms apply).Claim your offer now at jayschwedelson.com/emma