Podcasts about Workforce

As tech giants pour more and more money into artificial intelligence infrastructure, the workforce faces a massive shift that reaches beyond office desks. Simpro Group Chairman and CEO Fred Voccola joins FBN's Jackie DeAngelis to discuss how AI is revolutionizing skilled trades, while sparking an employment disruption in white-collar sectors. They explore why this technological surge differs from previous breakthroughs, as well as the growing cybersecurity threats posed by adversary nations. Learn more about your ad choices. Visit podcastchoices.com/adchoices

In this episode, Christopher E. Smith, EMBA, Chief Financial Officer and Senior Director, UT Le Bonheur Pediatric Specialists, Le Bonheur Children's Hospital, discusses strengthening pediatric access, managing reimbursement and workforce pressures, and using data to align clinical resources with patient demand. He also explores revenue cycle optimization, rural specialty care and AI-enabled documentation to improve physician capacity and patient care.

How do you lead well in a world transformed by AI? This week, Do Good to Lead Well tackles this question head-on, as I speak with Mike Sullivan, co-founder and Chief Growth Officer of OneDigital, and the co-author of the timely and insightful book, Workforce Intelligence. Throughout our conversation, Mike breaks through both the hype and the fear surrounding AI in today's workforce. As a champion of people-centered AI, he offers an inspiring roadmap for activating, not replacing, the human workforce.Listeners are invited into the story of “Ben,” a digital coworker, and how Mike and his team treat AI onboarding like hiring a real employee: with transparency, development, and high expectations. The result? A culture where humans and digital agents collaborate, learn, and continuously improve together. We also discuss how workforce intelligence is being redefined and how high-performing teams are built not on software alone, but on empathy, transparency, and courage.For leaders and organizations seeking practical strategies, this episode brims with actionable advice, from measuring workforce intelligence to ensuring HR has a seat at the AI table. It's a compelling argument for seeing the faces behind the headcount, and for cultivating trust as the cornerstone of 21st-century leadership.What You'll Learn- Start with honesty, not hype when it comes to AI.- Don't treat AI as ‘software': Treat it like a coworker.- Transparent roles & faces build trust.- What is your Workforce Intelligence (WI) score? The success metric.- Activation moments matter.- Top-down Is the only way forward.- People Always Come First.- It's not either/or. It's Human Intelligence (HI) + Artificial Intelligence (AI). Podcast Timestamps(00:00) – Personal Fear and the Human Side of AI(06:02) – No Code? No Problem – Mike's Personal AI Journey(10:05) – The Human Side of AI Deployment(12:29) – Hiring AI Coworkers: Internship to Full-Time(16:33) – Managing a Blended Human-AI Workforce(21:54) – HR's Role and Navigating Workforce Change(26:29) – Defining Workforce Intelligence and the WI Score(30:58) – Overcoming Employee Fears and Building Trust(37:43) – Leadership Activation and Empathy in the Age of AI(53:00) – Final Reflections and The Humanity TestKEYWORDSPositive Leadership, AI, Artificial Intelligence, AI Transformation, Workplace Intelligence, People-First Leadership, Human-Centric Organizations, AI Adoption, Digital Coworkers, Organizational Change, Employment Disruption, Job Automation, Human Resources (HR), Talent Management, Growth Mindset, Trust in Leadership, Empathy in Business, AI Onboarding, Blended Workforce, WI score, Transparency in AI, Disruption, Future of Work, Human-AI Collaboration, Managing AI Anxiety, CEO Success

In this episode, Leon Clark, Vice President, Chief Academic Affairs Officer and Designated Institutional Official at Sutter Health, and Dr. Peter Broderick, Director, Undergraduate Medical Education Department, Executive Consultant, Graduate Medical Education, Sutter Health, discuss Sutter Health's partnership with Charles R. Drew University to strengthen the physician pipeline. They explore scholarships, clinical training, mentorship, financial sustainability and building long-term pathways to expand access to care and develop the next generation of physicians.

August 26, 2026: I look at Reuters' report on Meta's Project OT, the internal plan to turn Meta into an AI-native company with smaller, talent-dense teams overseeing software that does more of the daily work. Then I get into Anthropic reportedly telling investors its total addressable market could exceed $30 trillion and why that number may be more about payroll than software. Finally, I unpack Gallup's new Gen Z study and why the most important support for young people may not come from schools, but from weekly conversations at home.

In this episode, Laura Dyrda, Vice President, Editor-in-Chief, Becker's Healthcare, discusses the leadership strategies health systems need to navigate workforce strain, burnout and talent development. She also explores the opportunities and risks surrounding AI adoption, including governance, reskilling and using technology to improve decision-making and care delivery.

Send us Fan MailEspresso or instant coffee, you know the difference the moment you taste it and that idea of expectations is the perfect way to think about training. We kick things off with a quick coffee story, then get serious about what I've been seeing on LinkedIn: a wave of graduate trainee programs and development pipelines across the oil and gas and broader energy sector. The big question is not whether training is good (it is) but whether the training is aimed at the future or just aimed at spending a budget.Africa's energy industry is in a real transition. Experienced professionals are retiring, international energy companies are shifting assets, and indigenous and independent operators are stepping up across upstream, midstream, and downstream. That creates opportunity, but it also exposes skills gaps. We talk about what capabilities should be prioritized now, from technical foundations like petroleum economics and geoscience to the support functions that increasingly shape performance, including commercial law, ethics, HR systems, and the practical discipline of how work gets done on the ground.We also dig into what schools cannot fully teach: the ideal versus the real. On-the-job training, structured mentorship, and training departments that actually understand operations are how graduates learn to apply data, work safely, and deliver results in a fast-moving environment. Then we widen the lens to collaboration between government and industry and why the AI revolution belongs inside modern energy training, not outside it. We close with a story about “looking with the eyes of experience” and why seasoned trainers can compress years of learning into months.If you care about workforce development, oil and gas careers, AI in energy, and building a stronger talent pipeline across Africa, listen through to the end, then subscribe, share, and leave a review so more professionals can find the show.Support the showYou can support this show via the link below;https://www.buzzsprout.com/1718587/supporters/new

This episode examines the declining male labor force participation rate in America, which has fallen to its lowest level since 1948, with roughly one in three men no longer working or seeking work. While mainstream explanations point to manufacturing decline, an aging population, and the opioid crisis, host John Odermatt argues that a decade of DEI policies has systematically pushed men—especially white men—out of industries across corporate America, academia, media, and tech. Drawing on Jacob Savage's viral Compact Magazine article "The Lost Generation" and survey data from hiring managers themselves, the episode presents sector-by-sector evidence of documented hiring discrimination. Odermatt shares his own experience of being pushed out of corporate America and reframes the crisis not as a story of victimhood, but as a call for men to build income streams they control—through entrepreneurship, skilled trades, and commission-based work. The episode closes with a challenge to listeners: stop building your life on a foundation someone else can pull out from under you. Video Chapters 0:00 - The Hook: One in Three Men Are Not Working 1:10 - Welcome to Finding Freedom 2:09 - The Mainstream Explanation: Manufacturing, Opioids & Aging 3:03 - The DEI Explanation: What the Media Won't Say 3:32 - The Raw Numbers: Labor Force Participation Data 6:42 - Jacob Savage's "The Lost Generation" Article 8:18 - Sector-by-Sector: TV, Medicine, Academia, Tech & Media 11:22 - What Hiring Managers Admit: The Survey Data 13:45- The Fallout: Opioids, Video Games & Walking Away 16:07 - The Real Lesson: Build Your Own Escape & Closing Sources: The Lost Generation — Jacob Savage, Compact Magazine: compactmag.com/article/the-lost-generation What's Really Going On With Men and Work — American Institute for Boys and Men: aibm.org/research/whats-really-going-on-with-men-and-work-7-facts 1 in 6 Hiring Managers Have Been Told to Stop Hiring White Men — ResumeBuilder.com: resumebuilder.com/1-in-6-hiring-managers-have-been-told-to-stop-hiring-white-men DEI and the Lost Generation — Christopher Rufo: christopherrufo.com/p/dei-and-the-lost-generation Men's Falling Labor Force Participation Across Generations — San Francisco Fed: frbsf.org/research-and-insights/publications/economic-letter/2023/10/mens-falling-labor-force-participation-across-generations Schedule a 15 minute Gut Health Audit with John: https://calendar.app.google/B9fcGdSFjC5caTVu5 SUPPORT LIONS OF LIBERTY: Help keep this podcast going! We rely on listener support to continue bringing you content on freedom, political reform, and personal empowerment.  Support us on Patreon: https://patreon.com/lionsofliberty Support us on Locals: https://lionsofliberty.locals.com/ Subscribe, rate, and review wherever you listen – it makes a huge difference! Learn more about your ad choices. Visit megaphone.fm/adchoices

Should workforce transformation belong to HR? Bettina Dietsche, Group Chief People and Culture Officer at Allianz, doesn't think so. Bettina leads the people agenda for around 156,000 employees at Allianz. She came to HR after 25 years in IT and digital transformation, picking up the people function while serving as COO of Allianz Commercial during a company turnaround. That background shapes her view that HR's job is to challenge and push transformation onto the business agenda - not to own it.In this episode, David and Bettina discuss: Why she believes HR should challenge and nudge workforce transformation, while ownership sits with the businessHow 25 years leading IT and digital transformation, including a COO turnaround, shaped her approach to the CPO roleWhy she runs regular sessions with more than 60 CEOs across Allianz, and what that partnership actually looks like in practiceHer test for a healthy culture - what people do when no one's watching - and why she calls culture "the hardest currency"How Allianz builds daily AI habits into leadership, from "AI gem sessions" to asking each morning what AI can help with firstWhy she sees AI creating as many new early-career roles as it displaces, and how Allianz is reshaping graduate hiring around that This episode is sponsored by Valence. Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before.As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale.Learn more at valence.co/insight222 Hosted on Acast. See acast.com/privacy for more information.

Public health agencies are being asked to do more with less while responding to rapidly changing health threats, technologies, and community needs. Danny Staley, ASTHO senior vice president of Public Health Practice and Programs, discusses how innovation and capacity building can help health departments adapt by identifying successful practices, scaling proven solutions, strengthening the workforce, and using data in new ways. He also explores how artificial intelligence could help public health professionals make sense of massive amounts of data and information, and how measuring the impact of new tools and strategies will be critical to demonstrating their value by 2029.ASTHO's Strategic Plan | ASTHOEquipping Community Health Workers to Address Alzheimer's Disease and Related Dementias in Their Communities | astho prodIt's not just a gut feeling: Foodborne illness outbreaks are especially bad this summer | CNN

The service environment is straining under rising equipment complexity and a rapidly shrinking technician workforce, making patient‑critical uptime harder to guarantee.   In this episode, Michael Goldman, Senior Director of Business Operations and Transformation at Patterson Dental, examines how AI can preserve service continuity by capturing institutional knowledge, supporting technician workflows, and enabling earlier, more accurate equipment diagnostics — in conversation with host Yolandi de Weerdt.   Learn how leading brands and AI startups connect with enterprise AI buyer audiences at scale, download our media kit at emerj.com/AD1    

Over the last three episodes, we have covered a lot of ground. How to build one connected fall campaign instead of six competing ones, how to protect your team from becoming part of the burnout statistics climbing across our sector, and why that protection has to extend past your fundraising staff to your entire organization. If you have been listening along, you have probably ended up with a question or two of your own. Today, I'm answering the three I hear most often since we started this run of episodes.

This episode examines the declining male labor force participation rate in America, which has fallen to its lowest level since 1948, with roughly one in three men no longer working or seeking work. While mainstream explanations point to manufacturing decline, an aging population, and the opioid crisis, host John Odermatt argues that a decade of DEI policies has systematically pushed men—especially white men—out of industries across corporate America, academia, media, and tech. Drawing on Jacob Savage's viral Compact Magazine article "The Lost Generation" and survey data from hiring managers themselves, the episode presents sector-by-sector evidence of documented hiring discrimination. Odermatt shares his own experience of being pushed out of corporate America and reframes the crisis not as a story of victimhood, but as a call for men to build income streams they control—through entrepreneurship, skilled trades, and commission-based work. The episode closes with a challenge to listeners: stop building your life on a foundation someone else can pull out from under you. Video Chapters 0:00 - The Hook: One in Three Men Are Not Working 1:10 - Welcome to Finding Freedom 2:09 - The Mainstream Explanation: Manufacturing, Opioids & Aging 3:03 - The DEI Explanation: What the Media Won't Say 3:32 - The Raw Numbers: Labor Force Participation Data 6:42 - Jacob Savage's "The Lost Generation" Article 8:18 - Sector-by-Sector: TV, Medicine, Academia, Tech & Media 11:22 - What Hiring Managers Admit: The Survey Data 13:45- The Fallout: Opioids, Video Games & Walking Away 16:07 - The Real Lesson: Build Your Own Escape & Closing Sources: The Lost Generation — Jacob Savage, Compact Magazine: compactmag.com/article/the-lost-generation What's Really Going On With Men and Work — American Institute for Boys and Men: aibm.org/research/whats-really-going-on-with-men-and-work-7-facts 1 in 6 Hiring Managers Have Been Told to Stop Hiring White Men — ResumeBuilder.com: resumebuilder.com/1-in-6-hiring-managers-have-been-told-to-stop-hiring-white-men DEI and the Lost Generation — Christopher Rufo: christopherrufo.com/p/dei-and-the-lost-generation Men's Falling Labor Force Participation Across Generations — San Francisco Fed: frbsf.org/research-and-insights/publications/economic-letter/2023/10/mens-falling-labor-force-participation-across-generations Schedule a 15 minute Gut Health Audit with John: https://calendar.app.google/B9fcGdSFjC5caTVu5 SUPPORT LIONS OF LIBERTY: Help keep this podcast going! We rely on listener support to continue bringing you content on freedom, political reform, and personal empowerment.  Support us on Patreon: https://patreon.com/lionsofliberty Support us on Locals: https://lionsofliberty.locals.com/ Subscribe, rate, and review wherever you listen – it makes a huge difference! Learn more about your ad choices. Visit megaphone.fm/adchoices

This episode examines the declining male labor force participation rate in America, which has fallen to its lowest level since 1948, with roughly one in three men no longer working or seeking work. While mainstream explanations point to manufacturing decline, an aging population, and the opioid crisis, host John Odermatt argues that a decade of DEI policies has systematically pushed men—especially white men—out of industries across corporate America, academia, media, and tech. Drawing on Jacob Savage's viral Compact Magazine article "The Lost Generation" and survey data from hiring managers themselves, the episode presents sector-by-sector evidence of documented hiring discrimination. Odermatt shares his own experience of being pushed out of corporate America and reframes the crisis not as a story of victimhood, but as a call for men to build income streams they control—through entrepreneurship, skilled trades, and commission-based work. The episode closes with a challenge to listeners: stop building your life on a foundation someone else can pull out from under you. Video Chapters 0:00 - The Hook: One in Three Men Are Not Working 1:10 - Welcome to Finding Freedom 2:09 - The Mainstream Explanation: Manufacturing, Opioids & Aging 3:03 - The DEI Explanation: What the Media Won't Say 3:32 - The Raw Numbers: Labor Force Participation Data 6:42 - Jacob Savage's "The Lost Generation" Article 8:18 - Sector-by-Sector: TV, Medicine, Academia, Tech & Media 11:22 - What Hiring Managers Admit: The Survey Data 13:45- The Fallout: Opioids, Video Games & Walking Away 16:07 - The Real Lesson: Build Your Own Escape & Closing Sources: The Lost Generation — Jacob Savage, Compact Magazine: compactmag.com/article/the-lost-generation What's Really Going On With Men and Work — American Institute for Boys and Men: aibm.org/research/whats-really-going-on-with-men-and-work-7-facts 1 in 6 Hiring Managers Have Been Told to Stop Hiring White Men — ResumeBuilder.com: resumebuilder.com/1-in-6-hiring-managers-have-been-told-to-stop-hiring-white-men DEI and the Lost Generation — Christopher Rufo: christopherrufo.com/p/dei-and-the-lost-generation Men's Falling Labor Force Participation Across Generations — San Francisco Fed: frbsf.org/research-and-insights/publications/economic-letter/2023/10/mens-falling-labor-force-participation-across-generations Schedule a 15 minute Gut Health Audit with John: https://calendar.app.google/B9fcGdSFjC5caTVu5 SUPPORT LIONS OF LIBERTY: Help keep this podcast going! We rely on listener support to continue bringing you content on freedom, political reform, and personal empowerment.  Support us on Patreon: https://patreon.com/lionsofliberty Support us on Locals: https://lionsofliberty.locals.com/ Subscribe, rate, and review wherever you listen – it makes a huge difference!Become a supporter of this podcast: https://www.spreaker.com/podcast/heartland-newsfeed-radio-network--2904397/support.

Community health workers (CHWs) help bridge the gap between the health care system and the everyday realities of the people it serves. They connect patients to care and community resources, support chronic disease management, and help people navigate barriers such as transportation, provider shortages, and limited broadband access. In recognition of National Community Health Workers Week, ASTHO's Ashley Cram explains how states are supporting this essential workforce through training, supervision, career pathways, and sustainable funding.How States Leverage Policy to Build Up Community Health Workers | ASTHOCommunity Health Worker Certification by Jurisdiction | ASTHORethinking Efficiency in Public Health | AJPH | Vol. 116 Issue 9

Why are so many workers—blue-collar, white-collar, contract, freelance, and college-educated alike—feeling like the old bargain has broken down? Today, Paul Osterman, author of Disposable Workers: The Transformation of Employment, explains how companies increasingly rely on workers without taking responsibility for them. Then New York Times reporter Noam Scheiber, author of Mutiny: The Rise and Revolt of the College-Educated Working Class, looks at a generation of graduates who did everything “right” only to find that college no longer guarantees security, mobility, or meaningful work.

Slovakia's labour market is entering a period of profound change. An ageing population, labour shortages, migration, new technologies and artificial intelligence are reshaping the way we work, while the country's traditional economic model is coming under increasing pressure. In this interview, Monika Uhlerová, President of the Confederation of Trade Unions of the Slovak Republic, discusses some of the biggest challenges facing Slovakia's workforce — from demographic change and the future of pensions to skills, labour migration and the changing expectations of younger workers. She also explores how workplaces, employers and social-security systems will need to adapt to a rapidly evolving world of work. In the latest episode of Slovak Sound Check, we cool down with one of summer's greatest pleasures: ice cream! Learn useful Slovak phrases for ordering at an ice-cream shop, from choosing a cone or a cup to asking for scoops and your favourite flavours.

In this episode, Jason explains why onboarding and orientation can shape the entire relationship between the workforce and the project. A poor first experience creates confusion and frustration before the work even begins. Jason walks through what happens when workers arrive without clear parking, signage, restrooms, directions, communication, or a meaningful orientation. He explains how a respectful onboarding system can establish safety expectations, build trust, create connection, and help workers feel like valued members of the project instead of outsiders simply being told where to go. What you'll learn in this episode: Why a worker's first experience on the project can influence their attitude and performance. How clear signage, parking, restrooms, directions, and communication improve onboarding. Why orientation must clearly communicate safety expectations in a way workers can understand. How respectful onboarding helps build trust, participation, quality, safety, and stronger project culture. What kind of first impression is your onboarding process creating for every worker who arrives on your project?   If you like the Elevate Construction podcast, please subscribe for free and you'll never miss an episode.  And if you really like the Elevate Construction podcast, I'd appreciate you telling a friend (Maybe even two

In this Marketing Over Coffee: Learn about treating AI like workers, outcomes over use cases, agentic, and more!! Direct Link to File Talking with Lauren, the CMO of Asymbl at Salesforce Connections Lauren was part of ExactTarget which was acquired by Salesforce in 2012. We’ve talked about Chris Baggott and Douglas Karr over the years. […] The post Lauren Esposito on Workforce Orchestration! appeared first on Marketing Over Coffee Marketing Podcast.

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In this episode, C. Josef Ghosn, EdD, FACHE, President and Chief Executive Officer, AdventHealth University, discusses how AdventHealth University is expanding healthcare education, strengthening the workforce pipeline, and preparing students for high-demand clinical roles.

Despite gains in recent years, Black, Hispanic, and Asian communities are still under-represented in the U.S. nursing workforce. We're going to explore that gap and how to close it on this episode of Raise the Line from Elsevier with Dr. Ernest Grant, Vice Dean for Diversity, Equity, Inclusion and Belonging at the Duke University School of Nursing. "You get a patient who is more compliant when they see someone who looks like them, who is from their culture and who can advocate on their behalf," he tells host Lindsey Smith.  Dr. Grant bases that and other insights on a rich professional background that includes 50 years in nursing, being a leading advocate for his profession and breaking down barriers himself as a male nurse of color and the first man elected president of the American Nurses Association.  In this thoughtful conversation, Dr. Grant reflects on what it took to earn credibility in leadership roles, how he's navigating the political climate on DEI initiatives, and the causes and solutions to the persistent shortage in nursing faculty, among other pressing issues. Tune in for a uniquely-informed look at what it will take to build a stronger, more representative nursing profession. Mentioned in this episode: Duke University School of Nursing American Nurses Association If you like this podcast, please share it on your social channels. You can also subscribe to the series and check out all of our episodes at www.osmosis.org/podcast

This is a really exciting time to be in HR as we figure out how to re-skill employees so they can use new tools and fit into new roles, Hershey Chief Human Resources Officer Natalie Rothman tells Bloomberg Intelligence. In this episode of the Choppin’ It Up podcast, Rothman sits down with BI’s senior restaurant and foodservice analyst Michael Halen to discuss how the company’s HR department is using AI to re-train employees, shorten the hiring process, help with scheduling and even interview candidates. She also comments on Hershey’s fun culture, attracting talent, employee engagement and the qualities of the company’s best leaders.See omnystudio.com/listener for privacy information.

One of many schools selected to work towards a better technical workforce in aerospace was Shawn Haag, Executive Director at the Minnesota State Transportation Center of Excellence NASA Aerospace Workforce Hub talking more about different colleges and groups - Minn State being one of 7 collaborating to improve the future of aerospace and developing technical skills with NASA.

For decades, one of the most reliable trends in the American economy has been the growing number of women working.But lately, government data shows women's participation in the labor force has been falling.What's behind this trend - and what does it tell us about the state of the US economy?This episode was produced by Linah Mohammad and Karen Zamora, with audio engineering by Hannah Gluvna and Robert Rodriguez. It was edited by Sarah Handel and Tinbete Ermyas. Our director is Alejandra Marquez Janse.Our interim executive producer is Courtney Dorning.Support public media with NPR+ and enjoy perks for over 25 podcasts like this one. This show's perks include bonus episodes and sponsor-free listening. Learn more at plus.npr.org.See pcm.adswizz.com for information about our collection and use of personal data for sponsorship and to manage your podcast sponsorship preferences.NPR Privacy Policy

HOUR 1: Inflation is still outpacing raises. Gen Zers are dropping out of the workforce. Employers can't find workers. What gives? full 2173 Wed, 19 Aug 2026 19:00:00 +0000 np7FcxHUbi2EpC77prg4scxR4UUkoMu0 news The Dana & Parks Podcast news HOUR 1: Inflation is still outpacing raises. Gen Zers are dropping out of the workforce. Employers can't find workers. What gives? You wanted it... Now here it is! Listen to each hour of the Dana & Parks Show whenever and wherever you want! © 2025 Audacy, Inc.

What happens to tomorrow's leadership pipeline when employers automate the entry-level tasks through which beginners learn? In this episode of Tech Talks Daily, I speak with Gary Flowers, Chief Information Officer for Transformation and Technology Services at Year Up United, about AI fluency, human skills, economic mobility, skills-first hiring, and the future of entry-level work. Year Up United prepares young adults without bachelor's degrees for meaningful careers while helping employers reach skilled, career-ready talent. Gary says the organization has over 35,000 alumni working across companies ranging from the Fortune 1000 to the Fortune 50. Gary challenges the assumption that younger workers will automatically understand AI because they grew up with technology. Access to a chatbot does not create workplace readiness. Young adults also need training, support, ethical awareness, judgment, communication, adaptability, and experience applying tools to real business problems. He argues that AI may redefine entry-level work rather than eliminate it entirely. Candidates who understand how to work with AI may gain an advantage over those who do not, but employers must also reconsider which tasks beginners need to develop business knowledge and professional confidence. We discuss the risk of another technology divide. AI could widen economic opportunity, but unequal access to tools, training, mentorship, and workplace experience could reinforce existing inequalities. Gary believes organizations must teach workers when AI should be used, rather than limiting training to what the technology can do. Year Up United combines AI fluency with workplace and career readiness. Gary describes its 17 durable skills, six-month curriculum update cycle, close employer feedback loops, and participation as an inaugural host partner in Anthropic's Claude Corps Fellowship program. For employers, one of the hardest decisions involves balancing immediate efficiency with future capability. Automating junior work may reduce costs today while weakening the pipeline of experienced professionals and leaders required later. Gary recommends creating a culture of continuous learning, supplying employees with appropriate tools, building communities of practice, sharing successful use cases, and treating AI as a company-wide responsibility. He also distinguishes between AI as a workforce skill and AI as an organizational capability capable of changing how functions operate. Can employers capture the value of AI while preserving the career pathways that allow inexperienced workers to become tomorrow's experts and leaders? Listen to the episode and share your thoughts.

The U.S. has no shortage of Emerging Technology and Defense Technology innovation, but getting that innovation into the hands of the Warfighter remains a challenge. As the pace of technological change accelerates, the Department of Defense (DoD) is rethinking how its research, development, and laboratory ecosystem can move faster and better connect Emerging Technology with operational needs and National Security priorities.In this episode of Emerging Tech Horizons, Arun Seraphin sits down with Jacob Glassman, Deputy Assistant Secretary of War for Critical Technologies, to discuss the future of the defense innovation ecosystem and the role of the Department's laboratories in accelerating Defense Technology transition. Glassman shares insights from a recent review of the defense lab enterprise, including efforts to break down barriers to innovation, improve collaboration across laboratories, and get promising Emerging Technology to the Warfighter faster.Key topics include:Why the Department needs to move beyond simply out-innovating adversaries and learn to continuously innovate faster than the pace of change on the battlefield, strengthening National Security.How government laboratories, FFRDCs, and university research centers can serve as critical bridges between Emerging Technology, industry, acquisition programs, and the Warfighter.The barriers preventing promising Defense Technology from moving from prototypes to scalable capabilities—and why the Department is strong at prototyping but struggles with scaling.How lowering barriers to entry can create opportunities for startups, entrepreneurs, and non-traditional innovators to work with defense laboratories and bring new Defense Technology and Emerging Technology into the National Security ecosystem.The untapped value of government intellectual property, advanced facilities, and technical expertise—and how better access and collaboration could generate greater returns on those investments and strengthen National Security.Workforce challenges facing the defense laboratory enterprise and the need to create new opportunities for younger technical talent to contribute to the future of Defense Technology and National Security.Glassman's "sprint" approach to solving problems through rapid experimentation, learning by doing, and quickly deciding whether to kill, pivot, or scale an effort.How initiatives such as LabFinder could improve access to government laboratory facilities, lower barriers for industry, and provide better data on facility utilization, helping accelerate Emerging Technology and Defense Technology development.NDIA Emerging Technologies Institute: https://www.ndiaeti.org NDIA Emerging Technologies Conference: https://www.ndiatechexpo.orgBe sure to follow us on social media for updates, early access to upcoming events, inside scoops, & more:LinkedIn: https://bit.ly/4htROo0Twitter: https://bit.ly/48LHAx3Facebook: https://bit.ly/47vlht8And for more podcasts, articles, & publications covering all things emerging tech, visit: ndiaeti.org#Warfighter #EmergingTechnology #Departmentofdefense #DefenseTechnology #NationalSecurity

Few leaders have a better real-time read on how AI is actually reshaping the workforce than Hayden Brown. As CEO of Upwork, the platform where 18 million freelancers meet the businesses that need them, she sees what the monthly jobs report can't: which skills are surging, which jobs are quietly disappearing, and why 23% of businesses that moved work to AI are already bringing humans back. Brown joins Rapid Response to share what she's actually seeing on the ground, why she refused to blame AI when she laid off a quarter of Upwork's staff, and what the data says about the gap between AI hype and AI reality.Visit the Rapid Response website here: https://www.rapidresponseshow.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Few leaders have a better real-time read on how AI is actually reshaping the workforce than Hayden Brown. As CEO of Upwork, the platform where 18 million freelancers meet the businesses that need them, she sees what the monthly jobs report can't: which skills are surging, which jobs are quietly disappearing, and why 23% of businesses that moved work to AI are already bringing humans back. Brown joins Rapid Response to share what she's actually seeing on the ground, why she refused to blame AI when she laid off a quarter of Upwork's staff, and what the data says about the gap between AI hype and AI reality.Visit the Rapid Response website here: https://www.rapidresponseshow.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Data modernization funding can sound abstract, but in Minnesota, it's producing tangible changes across the public health system. On today's PHIG Impact Report, Wendy Underwood, deputy commissioner of the Minnesota Department of Health discusses how PHIG funding helped move cancer screening clinics from paper-based processes to digital systems, giving public health officials faster and more accurate access to critical information. She also explains how the funding is supporting employee development, modernizing Minnesota's laboratory information management system, and strengthening partnerships with local, tribal, and community health organizations. Underwood shares lessons from Minnesota's experience about using infrastructure investments to create improvements that can endure long after the funding ends.This work is supported by funds made available from the Centers for Disease Control and Prevention (CDC) of the U.S. Department of Health and Human Services (HHS), National Center for STLT Public Health Infrastructure and Workforce, through OE⁠⁠⁠⁠22-2203⁠⁠⁠⁠: Strengthening U.S. Public Health Infrastructure, Workforce, and Data Systems grant. The contents are those of the author(s) and do not necessarily represent the official views of, nor an endorsement, by CDC/HHS, or the U.S. Government.Public Health Infrastructure Grant: Resources & Impact - PHIG

The future of American manufacturing is being shaped by more than technology. It's being built by the people who are bringing new ideas, processes and capabilities to the factory floor. In this episode of the Optimistic Outlook, Lauren Curran, an industrial engineer and advanced manufacturing manager at Siemens' Fort Worth facility, gives us a firsthand look at how modern manufacturing is evolving. In a conversation with Siemens USA President and CEO Ann Fairchild, Lauren shares how advanced manufacturing, data, AI and continuous improvement are creating new possibilities for both the industry and the people who work in it. Siemens has invested $1 billion in U.S. manufacturing over the past five years, including a $190 million facility in Fort Worth producing switchgear and other electrical equipment that supports critical infrastructure across the country. Growing demand from industries including data centers and AI is accelerating the need for this equipment — and for the skilled workforce behind it. But technology and investment are only part of the equation. America also needs people with the skills to build, operate and continuously improve the factories of the future. Lauren shares her own rapid career journey, from industrial engineer to advanced manufacturing manager, and explains how curiosity, problem-solving and a willingness to embrace challenges have helped shape her career. She also offers a look inside the modern factory — from piloting new products and processes to working directly with assemblers to turn engineering designs into real-world products. Her experience challenges outdated perceptions of manufacturing and highlights the opportunities available to people considering careers in engineering, advanced manufacturing and skilled trades. In this episode, discover: How technology, data and AI are transforming modern manufacturing Why today's factory floor looks very different from the traditional image of manufacturing How U.S. manufacturing investment is creating new opportunities for innovation and growth What it takes to build the skilled manufacturing workforce America needs How continuous improvement and hands-on problem-solving drive innovation Lauren's journey from industrial engineer to manufacturing leader Why manufacturing careers can offer opportunities for growth, leadership and impact As the United States works to strengthen its manufacturing workforce, stories like Lauren's demonstrate what's possible when people are given the tools, training and freedom to innovate. Show notes Siemens manufacturing plant in Fort Worth, TX Siemens Opens $190M Fort Worth Manufacturing Hub to Support AI Infrastructure Boom

As you head into your busiest fundraising season of the year, you are facing a second challenge most campaign calendars do not account for. Keeping your people, not just the ones raising the money, but every role that keeps your mission running. According to the Center for Effective Philanthropy's State of Nonprofits 2026 report, one in four nonprofit CEOs now say burnout is significantly affecting their staff, up from seventeen percent the year before, and thirty percent of nonprofits have already reduced staff since last year. At the same time, the 2026 Social Impact Staff Retention Report found that seventy two percent of nonprofit professionals are actively looking for new opportunities, and only thirty five percent say they definitely plan to stay in the nonprofit sector at all. If you are heading into Giving Day, your annual campaign, and year end fundraising without a plan to protect your whole team, today's episode is your narrow window to build one.

In this episode, Jason explains why winning over the workforce is essential to creating a clean, safe, organized, and high-performing job site. The way leaders treat workers directly influences how workers treat the project. Jason discusses the importance of morning worker huddles, quality facilities, strong onboarding, clean work areas, leadership presence, and genuine connection with the workforce.  What you'll learn in this episode: How morning worker huddles align crews and create stronger communication across the site. Why clean bathrooms, good lunch areas, and organized job sites demonstrate respect for the workforce. How onboarding, recognition, and visible leadership help workers become emotionally invested in the project. Why combining genuine care with clear standards creates a culture that protects the building and the client experience. Are you creating a job-site environment that makes the workforce want to protect, respect, and take pride in the project?   If you like the Elevate Construction podcast, please subscribe for free and you'll never miss an episode.  And if you really like the Elevate Construction podcast, I'd appreciate you telling a friend (Maybe even two

What would health care look like if nurses had the power to shape the systems they work in? In this episode, Dr. Beverly Malone, President and CEO of the National League for Nursing, discusses why nurses must be recognized not simply as health care workers, but as healers, leaders, educators, and system shapers. She explains how nursing's unique combination of scientific expertise, empathy, advocacy, and whole-person care gives nurses a critical perspective on what patients and health care systems need. Dr. Malone calls on health care organizations to invest in nurses by providing career pathways, supporting well-being, fostering inclusion, and ensuring meaningful participation in decision-making, arguing that the future of health care depends on listening to and empowering the nurses already at the center of care. Tune in for an inspiring conversation about the power nurses already hold, and what health care systems can do to listen to, support, and empower them to lead!  About Dr. Beverly Malone: Dr. Beverly Malone is President and CEO of the National League for Nursing. A nurse, educator, clinician, and global health care leader, she has held senior leadership roles in the United States and the United Kingdom, including serving as Federal Deputy Assistant Secretary for Health under President Bill Clinton and as General Secretary of the Royal College of Nursing in the UK. Her work has focused on nursing education, leadership, diversity and equity, evidence-based practice, and advancing nurses' roles in shaping health care systems. Things You'll Learn: Nurses are healers whose work combines science, skill, empathy, trust, and hope. Nurses exercise leadership every day by coordinating complex systems around patient care. Health care organizations must replace gratitude alone with meaningful structural support for nurses. Nurses need a seat at decision-making tables because their frontline perspective can reveal what systems miss. Nursing education and clinical practice must collaborate to prepare and support nurses throughout their careers. Cultures of belonging and well-being are essential to retaining nurses and delivering quality care. Empowered nurses can help lead health care toward prevention, health promotion, and more coordinated care. Resources: Connect with and follow Dr. Beverly Malone on LinkedIn. Follow the National League for Nursing on LinkedIn and explore their website!

Welcome to the Atomic Anesthesia podcast hosted by CRNA professor Dr. Rhea Temmermand and Co-Founder Sachi Lord. On this show, you'll hear clear, clinically grounded discussions designed for nurse anesthesia residents and CRNAs who want to feel more confident in complex pharmacology, physiology, and real-world anesthesia decision-making.Want more content like this? Become a member of our learning platform: http://atomicanesthesia.comIn this episode:Why the anesthesia staffing shortage has created one of the strongest job markets ever for new CRNAsWhat chief CRNAs are actually looking for during interviews and how to stand out as a candidateHow to evaluate your first CRNA job based on pay, location, flexibility, autonomy, and most importantly, cultureWhy you have more leverage than you think when choosing a job, plus one simple interview strategy that can make you unforgettableTo contact Braden Clark, CRNA you can email him at: bradenmclark6@gmail.com

The Vince Coakley Radio Program | Thursday, August 13th, 2026. Hour 1 Segment 1 – Show rundown Segment 2 – Bank of America changes Work from Home guidelines Segment 3 – Work from home changes cont. Segment 4 – Vince talks debt per household Hour 2 Segment 1 –Therapeutic Thursday Segment 2 – Millions of Men are leaving the workforce Segment 3 – Ken Paxton fighting uphill battle in Texas Senate race Segment 4 – Aviation News - Safety Culture See omnystudio.com/listener for privacy information.

You Can't Hire Your Way Out of This — St. Elizabeth Healthcare Proves ItFeaturing Brittany Sorrell, Director of Workforce Development, St. Elizabeth Healthcare700,000 open healthcare jobs every month. 306,000 unemployed healthcare workers to fill them. The math does not work. Brittany Sorrell has spent three years building the model that actually does — and it starts in high school.Luke sits down with Brittany, a former bedside nurse and nursing faculty member turned workforce development director, to talk about what it looks like when a health system stops trying to recruit its way to stability and starts building a workforce from the ground up.

Stay informed on current events, visit www.NaturalNews.com  - AI-Generated Viruses and Their Implications (0:10) - The Nature of Viruses and AI-Generated Proteins (3:57) - The Role of AI in Protein Synthesis and Its Risks (8:44) - The Depopulation Agenda and Medical Establishment (12:32) - The Impact of AI on Society and Personal Freedom (59:41) - The Role of AI in Enhancing Human Capabilities (59:53) - The Future of AI and Its Implications for Society (69:00) - The Role of AI in Addressing Global Challenges (69:15) - The Impact of AI on the Economy and Workforce (69:32) - The Ethical Considerations of AI Development (69:44) - Pandora's Box and Technological Advancements (76:48) - AI and Vaccine Dangers (78:55) - AI and Gene Therapy (82:02) - Global Implications and Historical Context (84:57) - Nuclear War and DNA Damage (85:08) - Survival and Human Resilience (95:24) - Convergence of Technologies and Future Predictions (98:38) - Support and Resources (100:36) Watch more independent videos at http://www.brighteon.com/channel/hrreport  ▶️ Support our mission by shopping at the Health Ranger Store - https://www.healthrangerstore.com ▶️ Check out exclusive deals and special offers at https://rangerdeals.com ▶️ Sign up for our newsletter to stay informed: https://www.naturalnews.com/Readerregistration.html Watch more exclusive videos here:

Welcome to The Education Evolution — and you're listening to Lifelong Learning!This is a podcast for the thinkers, the doers, and those who understand that the most important lessons aren't always learned in school—but they shape the world we live in every day.Right now, millions of jobs are going unfilled. Skilled trades, healthcare, technology, and other industries are struggling to find the people they need. And as the traditional education pipeline struggles to keep up, something interesting is happening: companies are starting to build new pathways into the workforce themselves.In this episode, we explore what happens when corporations, community colleges, apprenticeships, and government programs begin rethinking how people learn and prepare for careers.From Micron's apprenticeship programs to Meta's investment in skilled trades and Anthropic's partnership to bring AI training into classrooms, we look at what these emerging pathways actually look like—and why companies are investing so heavily in them.We also take a closer look at Workforce Pell Grants and the growing shift toward shorter-term credentials, boot camps, and apprenticeships, while graduate school financing is simultaneously being reduced.This isn't a conversation about whether college is “good” or “bad.”It's a conversation about whether we're finally expanding our definition of what education and career preparation can look like.Because lifelong learning doesn't have to mean sitting in a classroom for four years.Sometimes it means learning while you work. Sometimes it means developing a new skill. Sometimes it means changing careers entirely.The question is: Which pathway is right for you?

SHOW NOTES We cover: How the rapid expansion of AI infrastructure and data centers is creating unprecedented demand for skilled labor across the country The five pillars of workforce resilience, including employer branding, candidate experience, career development, culture, and proactive workforce planning Practical strategies to help integrators attract, hire, and retain top talent in an increasingly competitive labor market Visit the episode page on our website to get the audio recording and video of the original webinar. Now let's tune in and explore how AI is reshaping the hiring landscape — and what your business can do today to stay ahead of the competition. To get transcripts, resources of what was mentioned in the show, and more visit the podcast page on our website at onefirefly.com/au366

What if the systems built to help people are quietly deciding who gets to heal and who feels safe enough to even ask? Janelle Miller Moravek has spent 26 years inside that system, and she's not just naming the problem. She's rebuilding it from the ground up. Topic bullets: Why the U.S. behavioral health workforce doesn't reflect the communities it serves, and how decades of low reimbursement rates created the gap The difference between being fluent and being bilingual in therapy, and why cultural nuance can be the line between trust and harm What it actually costs (financially and personally) to become a therapist, and why that pipeline shuts out the people most needed in it How politics, Medicaid policy, and philanthropy collide to determine who gets care Why "hire for curiosity" may matter more than credentials, and how YFC built a staff that reflects its clients (46% Latinx, 81% low-income) Guest bio: Janelle Miller Moravek is the Executive Director of Youth and Family Counseling (YFC), a nonprofit community mental health center near Chicago. Over 26 years, she's built a behavioral health workforce designed to reflect the communities it serves. Timestamps: 00:00 — Intro 01:30 — How the behavioral health workforce shortage happened 05:30 — Why representation in therapy matters 09:00 — The Google Translate story: when "helpful" isn't accurate 14:00 — Money, policy, and the structural barriers to change 21:00 — Politics, privilege, and mental health as a shared issue 25:00 — What YFC has actually built: recruitment, retention, and trust 34:00 — What still needs to change at a systems level 39:00 — Where to find Janelle and YFC's new Behavioral Health Atlas Join us on Patreon for an exclusive bonus episode with Janelle "Power, Purpose, and Payroll: Janelle Miller Moravek's Honest Answer on What Keeps Her Going." Find Janelle at: LinkedIn: Janelle Miller-Moorevec | Website: counselingforall.org Standing disclosures: Thinking about a life abroad? I use and recommend Expatsi to help navigate the move — https://www.expatsi.com/?ref=2kJ926HZ. As an affiliate, I may earn a small commission. Curious what Brava Global Advisory could do for your team or your own leadership? Head to https://www.bravaglobaladvisory.com/voice to see how we work together and where to start. Subscribe, leave a review and share this episode. Visit https://www.aworldofdifferencepodcast.com for more resources. Learn more about your ad choices. Visit megaphone.fm/adchoices

Northeast Mississippi Community College President Dr. Ricky G. Ford and Marketing and Public Relations Specialist Liz Calvery look at whether it is too late to register for college for the Fall 2026 semester. Ford explains Northeast's open-admission process, including how prospective students can apply in person at the Admissions Office in Suite 102 of the T. Jack Ramsey Student Services Building or online at NEMCC.edu. Ford also discusses the next steps after applying, including acceptance, completing the FAFSA and applying for available state aid. He shares key enrollment deadlines, with seated classes beginning Wednesday, August 12, and registration for seated classes remaining open through August 18. The deadline to enroll in online courses is August 25. Additionally, Ford highlights Northeast's short-term course options and the ongoing work of the college's Recruiting Office as it begins connecting with prospective Fall 2027 students. He also previews County Nights at this year's football games, when residents and students from Alcorn, Prentiss, Tippah, Tishomingo and Union counties can receive free admission on their designated night and join the community-wide tailgate on the lawn surrounding the fountain, Ramsey and the Union before kickoff. Plus, get the latest updates on athletics, academics, workforce development, and all the incredible things happening at one of the nation's premier community colleges.

How do you know it is time to bring in a 401(k) advisor—and how do you choose the right one without just chasing the lowest fee? In this episode, you'll hear how Weir Group structured an objective, employee-focused advisor search that balanced fiduciary prudence with true loyalty to their workforce.In this episode, Eric, Becky, and Puneet discuss:Need for advisory support beyond recordkeepingDefining prudence vs. loyalty in fiduciary governanceBuilding objective evaluation criteria for advisor searchesCulture fit and long-term partnershipKey Takeaways:An advisor search doesn't have to be triggered by a problem with the recordkeeper; it can be driven by the desire to enhance governance and education for participants.Strong fiduciary governance means being intentional about both prudence (process) and loyalty (acting for employees' best interests), not just minimizing organizational risk.Cost should be evaluated only after rigorously assessing culture fit, capabilities, and alignment with the plan's priorities and participant needs.Treating an advisor as a long-term partner—rather than a vendor—helps committees design a structured, unbiased search and choose the firm best positioned to support participants over time.“The first thing we looked at before we got our three objectives was: is this a good culture fit for us?” - Becky Stealey“Once those objectives are set, go back to your vendors, talk to them. Are there any additional services they have that you can utilize, so you're not paying double to both parties?” -Puneet BrarAbout Becky Stealey: Becky Stealey is a Benefits Manager with over 15 years of experience designing, managing, and optimizing employee benefits programs. She has led major implementations of benefits systems, HR platforms, and portals to enhance operational efficiency, compliance, and employee experience, and serves on 401(k) plan committees to guide retirement strategy and fiduciary governance.About Puneet Brar: Puneet Brar is a Senior Benefits Partner at Weir, overseeing U.S. retirement, health, and welfare benefit programs. Working closely with the Retirement Plan Committee and external advisors, she manages 401(k) plan operations, fiduciary compliance, vendor relationships, regulatory audits, and strategic initiatives designed to optimize plan administration and improve employee retirement outcomes.Connect with Becky Stealey:LinkedIn: https://www.linkedin.com/in/becky-stealey-a99308109/ Connect with Puneet Brar:LinkedIn: https://www.linkedin.com/in/puneet-brar-147012a/ Connect with Eric Dyson: Website: https://90northllc.com/Phone: 940-248-4800Email: contact@90northllc.com LinkedIn: https://www.linkedin.com/in/401kguy/ The information and content of this podcast are general in nature and are provided solely for educational and informational purposes. It is believed to be accurate and reliable as of the posting date, but may be subject to change.It is not intended to provide a specific recommendation for any type of product or service discussed in this presentation or to provide any warranties, investment advice, financial advice, tax, plan design, or legal advice (unless otherwise specifically indicated). Please consult your own independent advisor as to any investment, tax, or legal statements made.The specific facts and circumstances of all qualified plans can vary, and the information contained in this podcast may or may not apply to your individual circumstances or to your plan or client plan-specific circumstances.The opinions expressed by guests on the Be More Than a Fiduciary podcast are not necessarily the same as the opinions held by 90 North Consulting or by Executive Director Eric Dyson.

This episode examines the results of a national ASHP Outcomes and Value Section Advisory Group survey exploring how specialty pharmacies measure, track, and benchmark pharmacist and technician productivity. Spanning 25 questions and nearly 50 respondents, the survey sheds light on organizational models, role delineation between pharmacists and technicians, KPI development, data infrastructure, time benchmarks, and the real-world barriers preventing formalization of productivity standards across the field. Learn how specialty pharmacy organizations across the country structure their workflows, divide tasks between pharmacists and technicians, and attempt to quantify productivity in a field where clinical complexity can confound simple metrics.    The information presented during the podcast reflects solely the opinions of the presenter. The information and materials are not, and are not intended as, a comprehensive source of drug information on this topic. The contents of the podcast have not been reviewed by ASHP, and should neither be interpreted as the official policies of ASHP, nor an endorsement of any product(s), nor should they be considered as a substitute for the professional judgment of the pharmacist or physician.

Zach sits down with Brian Aquart is a Vice President, Workforce & Community Education, Advancing Pathways, Talent & Innovation, Narrative Leadership for Clarity & Purpose, Board Member with Northwell Health. About Living Corporate: ⁠⁠⁠Check out our merch⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠! https://living-corporate-shop.fourthwall.com/ Learn more about⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠Living Corporate's offerings and services⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. https://work.living-corporate.com/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠! ⁠https://www.patreon.com/livingcorporate About Brian Aquart : https://www.linkedin.com/in/brianaquart/

Yolanda Seals-Coffield is Chief People & Inclusion Officer at PwC US. In this episode, Yolanda discusses how one of the world's largest professional services firms is preparing its workforce for the age of AI. During this conversation, Yolanda shares PwC's approach to AI upskilling, why human skills are becoming an even greater competitive advantage, and how the firm is reimagining apprenticeship and early career development. They also explore the importance of culture, continuous learning, and equipping employees with the technical, AI, and human capabilities needed to thrive in a rapidly changing workplace. LinksYolanda's LinkedIn: https://www.linkedin.com/in/yolanda-seals-coffield/

We are delighted to have College Futures Foundation CEO Eloy Ortiz Oakley back on the show to talk about one of our favorite subjects – the value of a college degree or certificate. Eloy joined us to talk about a new study College Futures commissioned from Georgetown University's Center on Education and the Workforce that makes a powerful case about how valuable a college education is, not only to students, but to California's economy. The conversation also offers a perfect example of how a foundation can use research to move policy makers and other decisionmakers to action. Follow Let's Hear It, leave a rating, and help more people find the show.

In this episode, Josh Orzel, Chief Nursing Officer, Saline Health System, discusses strengthening nursing culture, developing talent pipelines and supporting frontline caregivers through industry challenges. He shares his leadership philosophy and how investing in nurses drives better outcomes for patients, teams and communities.