Podcasts about Workplace

In this re-release Live Greatly: 2 Minutes of Motivation episode, Kristel Bauer shares two powerful strategies to help you become a more effective communicator. Whether you're leading a team, navigating challenging conversations, or looking to strengthen your personal and professional relationships, these practical insights can help you communicate with greater impact and connection. Tune in now! If you enjoy this episode, be sure to follow the Live Greatly podcast for more short mindset boosts and conversations with world-class leaders, authors, and experts focused on leadership, resilience, well-being, and sustainable high performance. If you're looking to support your team with sustainable high performance, resilience, and clear decision-making in high-pressure environments, Kristel brings these strategies to organizations through engaging keynote experiences. Learn more: www.livegreatly.co  Hosted by Kristel Bauer, keynote speaker, author, and performance expert. Kristel delivers high-impact keynotes on: Peak performance Burnout prevention Leadership development Workplace well-being Sustainable success

In this installment of our Workplace Strategies Watercooler 2026 podcast series, shareholders Simone Francis (St. Thomas/New York) and Lauren Hicks (Indianapolis) explore the fast-moving legal landscape surrounding AI ethics in the workplace, from the ethics rules that already govern attorney AI use to the cautionary tales of real cases with real consequences. Lauren and Simone unpack the emerging privilege and discovery risks that arise when confidential information enters consumer AI tools. The speakers close with practical guidance on AI use policies, bias auditing for employment tools, and the state compliance landscape employers need to navigate now.

The right fit doesn't always show up first. Sometimes it shows up after you've tried the wrong things, learned what you're actually made of, and gotten honest about what you're uniquely positioned to build. Lindsay Friedman is a four-time founder who failed twice before finding the work that was hers to do and she built it directly from her experience as a caregiver. Lindsay joins Bryce to talk about entrepreneurship, purpose-driven work, and what it looks like to stop chasing the right opportunity and start building from the right foundation. She works at the intersection of technology, advocacy, and eldercare an industry that touches almost every family and gets very little attention until a crisis hits. This conversation is about finding your lane, building inside it with everything you have, and why the work that comes from lived experience hits differently than the work that comes from a business plan. This episode is for anyone navigating a career pivot, sitting with a business idea they can't shake, or trying to figure out whether what they're building is actually the right fit or just the next thing. About Lindsay Friedman: Lindsay Friedman is a four-time founder, lifelong multigenerational caregiver, and former nursing assistant with hands-on experience in memory care and eldercare. She is the founder of CareBloom and LTCareNav, a platform that connects families with vetted long-term care experts to make quality care more accessible and affordable. Lindsay combines technology, personal experience, and advocacy to empower families navigating complex care decisions and is committed to transforming how society cares for seniors.  What We Cover: Lindsay's background as a caregiver, nursing assistant, and multigenerational care advocate What her first two failed companies taught her that success couldn't How CareBloom and LTCareNav came directly from personal experience, not a market gap analysis What the long-term care space actually looks like for families trying to navigate it Building a platform at the intersection of technology and human advocacy The right fit question how passion and lived experience together create a different kind of business foundation What workplace autonomy looks like when you're the founder and the mission is personal Where to find Lindsay and how to connect with her work Key Takeaways: Failure is not the opposite of the right fit sometimes it's the path to it The businesses that come from lived experience have a staying power that market-driven ideas often don't Passion alone isn't enough, but passion plus experience is a legitimate competitive advantage The long-term care space affects nearly every family and most people don't engage with it until they're already in crisis Workplace autonomy as a founder means you get to decide what problem is worth your career Resources + Links: CareBloom: https://carebloom.com/ LTCareNav: https://ltcarenav.com/ Guest LinkedIn: https://www.linkedin.com/in/lfriedman1/  

When was the last time you felt truly appreciated at work? This week on the Veterinary Viewfinder, Dr. Ernie Ward and Beckie Mossor, MPA, RVT, are joined by Josh “Mexico Joe” Vaisman, MAPPCP (PgD), CCFP, Lead Positive Change Agent, author of Lead to Thrive: The Science of Crafting a Positive Veterinary Culture, and founder of the Flourish Academy. Together, they ask whether veterinary medicine took the “love languages” idea too far in workplace culture. Not because appreciation doesn't matter, but because a survey, checklist, or favorite “language” can't replace real human connection. Josh explains what recent research suggests about love languages, why appreciation has to be personal and situational, and how small, consistent actions often matter more than big gestures. From noticing when a teammate is overwhelmed, to saying thank you with impact, to repairing after conflict, this episode offers a more practical way to help veterinary teams feel seen, valued, and needed. Because appreciation isn't a box to check. It's a relationship to build.

What makes a workplace truly great? At CX Summit 2026, researcher of workplace trends and author Lisa X Walden explains why the future of work is becoming more human-centered, why Gen Z is reshaping employee expectations, and how small leadership changes—or "micro moves"—can dramatically improve company culture. From work-life harmony to creating workplaces that don't suck, this conversation explores why happier employees aren't just better off, they may actually help businesses perform better. #lisaxwalden #cxsummit #bproFind Lisa X Walden: https://www.linkedin.com/in/lisaxwalden/Check out her book: https://www.goodcompanyconsulting.com/bookGood Company Consulting: https://www.goodcompanyconsulting.com/Read more at Finance Colombia: https://www.financecolombia.com/Subscribe to Finance Colombia for free: https://www.fcsubscribe.com/More about Loren Moss: https://lorenmoss.com/writeContact us: https://unidodigital.media/contact-unido-digital-llc/Follow me on social mediaFacebook https://www.facebook.com/financecolombiaLinkedIn https://www.linkedin.com/company/finance-colombia/Instagram https://www.instagram.com/finance_colombia/Check out my other YouTube Channels:Loren Moss: https://www.youtube.com/@LorenMossFinance Colombia Shorts: https://www.youtube.com/@FinanceColombiaShortsE Pluribus Unum: https://www.youtube.com/@OutofmanywebecomeoneE Pluribus Shorts: https://www.youtube.com/@EPluribusShortsCognitive Business News: https://www.youtube.com/@CognitiveBusinessNewsCognitive Business Shorts: https://www.youtube.com/@CognitiveBusinessShortsEmpleo Bilingüe: https://www.youtube.com/@EmpleoBilingueRead more at Finance Colombia: https://www.financecolombia.com/ Subscribe to Finance Colombia for free: https://www.fcsubscribe.com/ Read more at Cognitive Business News: https://cognitivebusiness.news/ The place for bilingual talent! https://empleobilingue.com/ More about Loren Moss: https://lorenmoss.com/write Contact us: https://unidodigital.media/contact-unido-digital-llc/

902. We already know what's slowing us down at work — too many priorities, meetings that go nowhere, no space to experiment, and processes that create drag on everything. So why aren't we fixing any of it? Rachel breaks down why we stay frozen on problems we could actually solve, and how to find the one move between all and nothing that finally gets things moving. Modern Mentor is a Quick and Dirty Tips Podcast, hosted by Rachel Cooke!Find more from Rachel at LeadAboveNoise.com.Have a question for Modern Mentor? Email: modernmentor@quickanddirtytips.com Discover more from Modern Mentor!FacebookLinkedInNewsletterTranscripts available on your podcast app or QuickandDirtyTips.com. Hosted on Acast. See acast.com/privacy for more information.

Welcome to Truth, Lies and Work, the award-winning podcast where behavioural science meets workplace culture, brought to you by the HubSpot Podcast Network. In this episode of This Week in Work, Al is joined by guest co-host Dr Jake Tuber as they dig into a landmark report on youth unemployment, a blockbuster NYT piece on remote work and loneliness, and whether you should ever trust your gut over the data. Connect with Dr Jake Tuber: https://www.linkedin.com/in/jaketuber Subscribe to his newsletter: https://workwise.substack.com

Fair Share: How Men and Women Can Create a More Equitable Workplace Together by W. Brad Johnson, David G. Smith https://www.amazon.com/Fair-Share-Equitable-Workplace-Together/dp/1647826829 How outdated work norms undermine careers, caregiving, and gender equity—and how leaders can fix the system. The workplace is broken—and it’s holding everyone back. Women still struggle to grow in their careers, while men who endeavor to do their part at home are often stigmatized. This disconnect means that even when men take part in flexible work arrangements or contribute to caregiving, women end up picking up the slack and missing out on professional opportunities. If companies want to reach their full potential and achieve true fairness at work, the workplace must change—and it starts at the top. In Fair Share, gender-in-the-workplace experts W. Brad Johnson and David G. Smith offer a blueprint for how leaders can break down systemic barriers across the organization so that men can do more outside of paid work and women can take their rightful place in the ranks of corporate leadership. They suggest focusing on three key areas: Rethinking company culture and the structure of work Going all-in on caregiving options and employee benefits Making gender fairness routine through process and policies Filled with examples and insights from both men and women, Fair Share offers a look at what companies can become when leaders finally break down the obstacles holding everyone back. By working together, men and women can create a better workplace, one where every individual can achieve what they want—both at work and at home.

Daniel Grilli is General Manager for Australasia at VECOS where he is passionate about using adaptive workplace technology to deliver operational strategy initiatives. Mike Petrusky asks Daniel why he believes that true innovation involves rapid learning from failure and requires organizations to be agile, experiment, and adapt quickly. They explore how design and management of workplaces are shifting from assumption-based to evidence-based, using real data about how spaces and amenities are actually used. Daniel says that adaptive technology should serve the people in the workplace, making experiences seamless and frictionless while integration and interoperability between workplace technologies are essential to overcome legacy system silos and unlock greater efficiency. The future of smart workplaces lies in their ability to adapt rather than simply being technologically advanced, so Mike and Daniel offer the encouragement and inspiration you will need to be a Workplace Innovator in your organization! Connect with Daniel on LinkedIn: https://www.linkedin.com/in/daniel-grilli-3359b834/ Learn more about VECOS: https://www.vecos.com/en/ Watch the podcast on YouTube: https://www.youtube.com/playlist?list=PLSkmmkVFvM4H3pwnlU2AuqynuRDpvnh4J Discover free resources and explore past interviews at: https://eptura.com/discover-more/podcasts/workplace-innovator/ Learn more about Eptura™: https://eptura.com/ Connect with Mike on LinkedIn: https://www.linkedin.com/in/mikepetrusky/  

In this episode of The Impostor Syndrome Files, we talk about burnout, workaholism and the pressure high achievers put on themselves to constantly prove their value. My guest this week is Amy Leneker, leadership consultant, self-described “recovering workaholic” and author of Cheers to Monday.Amy shares her personal journey through two major experiences with burnout, including the physical and emotional warning signs she missed along the way. We explore the connection between impostor syndrome, people pleasing and overachievement, and why many professionals struggle to separate external expectations from the pressure they place on themselves. Amy also reflects on the painful realization that changing jobs alone doesn't solve burnout when the underlying patterns follow you wherever you go.In our conversation, we discuss the importance of self-awareness, support systems and redefining identity beyond work. Amy shares how therapy, coaching and intentional recovery practices helped her reconnect with herself and rethink how she approaches success and leadership. We also talk about the role organizations play in creating healthier cultures and why shared responsibility matters when addressing stress and burnout at work.Finally, we explore Amy's research on stress and joy in the workplace, including the three biggest drivers of joy at work: meaning, mattering and momentum. Amy explains why joy is far more than a “nice to have,” how emotionally intelligent leaders still need to look inward and why taking care of ourselves creates a ripple effect for the people around us.About My GuestAmy Leneker is an optimistic, joy-seeking, recovering workaholic. She's also a leadership consultant who has helped over 100,000 leaders and teams – including those at Fortune 100 companies – lead with less stress and more joy. Her soul goal? To help one billion people do the same. With over 25 years of leadership experience – including a decade in the C-suite – Amy understands the soul-crushing toll of burnout because she's lived it. Twice. After surviving her own brush with burnout, Amy became determined to help others succeed without sacrificing their joy, their health, or their weekends. A first-generation college student, Amy earned both her undergraduate and graduate degrees while working full-time and later raising a family. She has studied leadership at Yale, neuroscience at the NeuroLeadership Institute, and stress resilience at Harvard Medical School.~Connect with Amy:Website: https://www.amyleneker.com/Book: https://www.amazon.com/Cheers-Monday-Surprisingly-Simple-Method/dp/1394388802~Connect with Kim and The Impostor Syndrome Files:Join the free Impostor Syndrome Challenge:https://www.kimmeninger.com/challengeLearn more about the Leading Humans discussion group:https://www.kimmeninger.com/leadinghumansgroupJoin the Slack channel to learn from, connect with and support other professionals: https://forms.gle/Ts4Vg4Nx4HDnTVUC6Join the Facebook group:https://www.facebook.com/groups/leadinghumansSchedule time to speak with Kim Meninger directly about your questions/challenges: https://bookme.name/ExecCareer/strategy-sessionConnect on LinkedIn:https://www.linkedin.com/in/kimmeninger/Website:https://www.kimmeninger.com

-Penny Tremblay, a workplace relationship expert and creator of the sandbox system, shares practical strategies for resolving workplace conflict, fostering healthy communication, and building stronger teams. Discover how leaders can identify hidden issues, avoid common mistakes, and turn conflict into collaboration. Takeaways -Avoidance is the number one mistake leaders make in conflict situations. -Effective conflict resolution starts with active listening and understanding. -Creating psychological safety encourages open communication and reduces hidden conflicts. -Leaders at all levels should be proactive in addressing issues early. Chapters 01:27 Understanding the Sandbox System 02:47 Common Causes of Workplace Conflict 04:50 The Role of Leadership in Conflict 06:00 Identifying Hidden Conflicts 07:28 The Five Biggest Mistakes Leaders Make 10:08 Effective Conflict Resolution Strategies 13:10 Building Emotional Connections in Management 14:31 Navigating Friendships and Authority 15:12 The Importance of Conflict Resolution 17:09 Understanding Long-standing Conflicts 18:22 The Art of Communication in Conflict 20:56 Moving Forward: One Conversation at a Time 21:16 Listening as a Leadership Skill

Host Osama Aduib from ISS Facility Services sits down with his colleagues Paul Ratkovic and Amelia Ekus to discuss the “hidden menu” of facility management. The conversation explores how invisible systems, operational decisions and hospitality-focused thinking shape the workplace experience in ways occupants may never notice directly, from HVAC and lighting to food service, cleanliness and comfort. Paul and Amelia share insights on empathy in facility management, anticipatory service, workplace innovation and how FM teams can create seamless, people-centered environments through collaboration and intentional design. They also discuss the role of technology, AI and data-driven insights in supporting proactive building operations while emphasizing that hospitality, human connection and emotional intelligence remain at the center of exceptional workplace experiences. This episode is sponsored by SiteMap®, powered by GPRS. Learn more at sitemap.com/ifma Resources: Re-thinking the Purpose of the Workplace Experience The Enduring Significance of Place Timestamps: 0:00 - Introduction to the “Hidden Menu” of Facility Management 2:01 - How hospitality and facility management intersect 3:10 - Defining the hidden menu in workplace experiences 4:38 - Why engineering is one of the most hospitality-driven functions 6:18 - Frictionless experiences vs. “good friction” in the workplace 8:47 - The emotional impact of HVAC, comfort and building systems 11:10 - Emotional intelligence and empathy in facility management 14:28 - Innovation, anticipation and proactive workplace experiences 16:35 - AI, data and the future of anticipatory service 18:55 - How engineering teams create invisible, seamless experiences 20:35 - Building a culture of hospitality across FM teams 22:10 - Using sensors and data to improve occupant experiences 23:40 - Predictive analytics, occupancy insights and space behavior 25:35 - Practical ways FM leaders can activate the hidden menu 27:15 - Why “placemakers” mindset matters in FM 28:20 - Final thoughts on service, visibility and human-centered experiences 30:20 - Closing remarks Connect with Us:LinkedIn: https://www.linkedin.com/company/ifmaFacebook: https://www.facebook.com/InternationalFacilityManagementAssociation/Twitter: https://twitter.com/IFMAInstagram: https://www.instagram.com/ifma_hq/YouTube: https://youtube.com/ifmaglobalVisit us at https://ifma.org

We'd love to hear from you. Send us fan mail!Workplace dispute resolution is one of the least discussed and most costly blindspots in executive leadership. In this episode of Shedding the Corporate B!tch, executive coach Bernadette Boas sits down with Felicia Harris Hoss, of Harris Hoss Mediations & Arbitration, a nationally recognized mediator with 30 years of trial law experience, to break down early dispute resolution and why it is one of the most powerful, underutilized tools available to corporate executives and HR leaders.Felicia explains why less than five percent of filed lawsuits ever reach trial, what that means for how executives should be approaching conflict, and why the decision to mediate early is not a sign of weakness, it is a strategic move that preserves relationships, resources, and reputation. She walks through the four Cs of mediation, the questions every executive should be asking their attorney, and how to shift from a reacting posture to a responding one in any dispute.If you lead people, manage HR concerns, or sit in any seat where workplace conflict can escalate into legal action, this conversation will change how you think about resolution. What You Will Learn• What early dispute resolution (EDR) is and why it is ABA official policy• When to engage a mediator before a lawsuit is filed• Why litigation means surrendering control — and what executives can do instead• The four Cs of mediation: confidentiality, control, creativity, certainty• What questions to ask your attorney about workplace disputes and resolution options• How the respond vs. react mindset shifts negotiation outcomes• What 'winning' actually looks like in a corporate dispute Key Quote"If you go to the courthouse, you pass that baton called control to strangers. — Felicia Harris Hoss" Episode Chapters00:00:00 — The Legal Dispute Already Living in Your Organization 00:02:00 — Why Staying in the Room Changes Everything 00:03:00 — Meet Felicia Harris-Hoss: From Trial Partner to Neutral 00:06:00 — What Mediation Actually Is (And Isn't) 00:09:00 — Workplace Scenarios That Call for a Mediator 00:12:00 — Why Early Mediation — Before Positions Harden 00:13:00 — The Human Cost Behind Every Corporate Lawsuit 00:15:00 — Why Early Mediation Wasn't Working — And What Changed 00:17:00 — Ego, Fear, and the Real Reason Leaders Avoid Resolution 00:18:00 — The Courtroom Hands Control to Strangers 00:21:00 — The Four C's of Mediation: Confidentiality, Control, Creativity, Certainty 00:26:00 — Key Questions Every Leader Should Ask Their Attorney 00:27:00 — What to Know Before You Bring a Dispute to HR 00:31:00 — Why Even Lawyers Get Confirmation Bias 00:32:00 — Respond, Don't React: The Mindset That Changes Outcomes 00:34:00 — Bernadette's Takeaways for Every Leader and HR Professional About the GuestFelicia Harris Hoss, of Harris Hoss Mediations & Arbitration, is a 30-year trial attorney and nationally credentialed mediator who specializes in early dispute resolution for executives, corporations, and complex business conflicts. She co-authored Resolution 500 for the American Bar Association, which was unanimously adopted in 2024, making early dispute resolution official ABA policy. She also helped establish the American Arbitration Association's EDR Mediation Panel.Learn more at HarrisHossPLLC| Connect on LinkedIn HERE Related Episodes Employee Engagement Strategies That Actually Move the Needle with Ian Watts— HEREYour Calendar is Lying - The Timer Leadership Framework— HERESlow Down To Go Fast with Loretta Stagnitto — HERE Subscribe CTAIf this conversation gave you a new way to think about conflict, leadership, and control, subscribe to Shedding the Corporate Bitch on YouTube at @ShedtheCorpBitchTV for new episodes every week. You can also DOWNLOAD our free Leadership Gap Diagnostic and identify where your leadership needs the most attention right now. Support the show

Today, we are kicking off a brand new ELA Podcast Series on the Pay Transparency Directive, where we speak with leading employment lawyers across Europe about when and how the EU Pay Transparency Directive is being implemented in their country and what it really means for employers on the ground.We hope today's discussion will help you understand the status of Pay Transparency legislation in Italy, what you should be doing now and how approaches to implementation are shaping up across Europe.Host: Marianne Parkinson (email) (Travers Smith LLP / England & Wales)Guest Speaker: Francesca Pittau (email) (ADVANT Nctm Studio Legale / Italy)Support the showRegister on the ELA website here to receive email invitations to future programs. 

Are you struggling to find work, feeling trapped in a job you dislike, dealing with difficult coworkers, or wondering whether it is time for a major career change?In this unique guided meditation, Wolfgang combines practical career wisdom with deep spiritual inquiry to help you discover hidden influences that may be affecting your employment, finances, workplace experiences, and career direction.You will explore your talents, strengths, priorities, desired work environment, relationships with employers and coworkers, fears around survival and providing, self-sabotage patterns, confidence issues, and deeper energetic influences that may be contributing to career stagnation.This meditation also guides you through grounding, Higher Self connection, intuitive yes/no communication, and an exploration of unresolved emotional patterns, limiting beliefs, vows, commitments, and lessons related to work and prosperity.Whether you are searching for a new job, considering a career change, dealing with workplace stress, or seeking greater purpose and fulfillment, this meditation can help you gain clarity, insight, and direction.Topics include:• Job search and career change• Workplace stress and difficult coworkers• Career clarity and purpose• Self-confidence and self-worth• Hidden blocks to success• Higher Self guidance• Prosperity consciousness• Life purpose exploration• Grounding and intuition• Blessings for your highest goode-mail Wolfgang for appointments: https://www.wolfgangarndt8@gmail.comFree Pendulum Chart: https://www.toolsforascensionbywolfgang.com/resources/https://www.facebook.com/The-Gaia-Eagle-Wolf-Healing-Circlewebsite: https://www.toolsforascensionbywolfgang.com/YouTube Channel: http://www.youtube.com/@toolsforascensionbyWolfganghttps://www.facebook.com/The-Gaia-Eagle-Wolf-Healing-CircleInstagram https://www.instagram.com/wolfgangarndt1#jobsearch #careerchange #guidedmeditation #higherself #careerguidance #workstress #manifestation #prosperity #spiritualhealing #selfconfidence #lifepurpose #careerclarity #meditation #energyhealing #ascension

Would it surprise you to learn that New Zealand's workplace fatality rates are way higher than other developed countries? And by way higher - we mean twice the rate of Australia and five times that of the UK. That's according to the annual ACC injury report that came out in the last few days. To discuss why and what could be done to change our death and injury rates, Emile is joined by Chris Peace. Chris has worked in the risk management space across New Zealand and the UK, and is currently an Occupational Health and Safety lecturer at Victoria University [picture id="4KSVBFJ_2024_03_23_CPP_001811_edited_b_jpg" crop="16x10" layout="full"]

Workplace conflict is inevitable - but how we handle it is changing.In this episode of The Coaching Conversation, host Graham Whiley is joined by mediation expert Jennie McCarthy to explore the growing role of mediation in resolving workplace challenges, strengthening relationships, and creating healthier work environments.A must-listen for leaders, HR professionals, and coaches looking to move from conflict to collaboration.

Workplace in Christ | Ephesians 6:5-9

This week I'm sitting down with the brilliant Jo Saies, a highly experienced PCC credentialed coach with 15 years of experience supporting leaders and organisations across the public and private sectors, including government, regulatory bodies and for-purpose organisations. In this episode Jo shares her corporate to coach story, including the two things that have shaped her life: a vision impairment and a spirit of adventure that saw her represent Australia as a disabled downhill ski racer. We cover Jo's business building journey, her support for leaders in aged care, disability and the public sector, and her passion for helping subject matter experts step into leadership roles. We also dig into the realities of running a coaching business and the power of community and connection built over a long career. If you'd like to connect with Jo Saies, you can find her on LinkedIn or via her website pbperformance.com.au. If you'd like to work with me to grow your own coaching business, you can learn more about the Corporate to Coach Accelerator at elliescarf.com/cca or book a call at elliescarf.com/bookacall

In this week's episode, Carol Schultz sits down with Beth Goff- McMillan, CEO of SKG and founder/CEO of FOLIO, to dig into how office design has completely transformed since COVID—and why most companies are stuck in what Beth calls a "vortex of confusion" about what their workspace should even be.Beth shares 30 years of industry insight on the shift from rigid cubicle layouts to fully open offices to today's hybrid chaos, and explains why the real question leaders need to ask isn't "what furniture do we buy" but "why do we even need an office." They get into what makes employees actually want to come back in (hint: it's not ping pong tables), the most expensive and most overlooked design mistakes companies make, and how a simple employee survey can save a business tens of thousands of dollars. The episode wraps with a look at FOLIO, the tech platform Beth built to drag a notoriously slow-moving industry into the SaaS era.TakeawaysMost leaders are stuck on "what" to put in their office instead of asking "why" they need an office at all.Return-to-office policies alone don't drive engagement or productivity—you need clear KPIs tied to purpose.Employee surveys (before AND after a redesign) can prevent massively expensive, unused investments.Noise and acoustics should be the #1 design priority post-COVID—people need more visual/sound barriers, not fewer.Gimmicks like ping pong and shuffleboard tables rarely get used and often signal a lack of real design intent.Storage and file cabinets are some of the most expensive—and most unnecessary—line items in office design."Resi-mercial" design (home-like textures, plants, varied seating) makes employees feel more connected and productive.Large conference rooms often go underused—flexible lounge spaces can replace them entirely.Workplace design decisions involve far more stakeholders than people expect: C-suite, facilities, HR, IT, and legal.The furniture/design industry is still behind on technology—and AI-driven tools are starting to close that gap.Chapters00:00 Intro: How office spaces have transformed since COVID01:49 What SKG actually does (workplace strategy, design, furniture procurement)03:10 30 years of office evolution: from Dilbert cubicles to fully open floors05:33 The "vortex of confusion"—why nobody has a playbook anymore07:07 Shifting the conversation from "what" to "why"09:24 Three things every workspace needs to succeed post-COVID11:29 "I wanted to earn their commute"—how design changed employee behavior12:48 Why noise and acoustics should be priority #114:21 Dress codes, client expectations, and reading the room16:17 Two things to leave out of your office (gimmicks & excess storage)18:41 Bringing "resi-mercial" design into the workplace23:11 Who SKG actually meets with—from CEOs to facilities to legal25:19 The survey that saved a client from a costly coffee bar mistake28:21 Redesigning SKG's own HQ: what worked and what didn't33:04 The privacy/acoustics fail—and how they fixed it36:47 Why Beth joined SKG and what keeps her there 11 years later39:03 Folio: building the first SaaS tool for the furniture dealership industry43:11 Current bottlenecks: training talent in a fast-changing industry45:00 Final thoughtsConnect With Host Carol SchultzFind more information about our host Carol Schultz and her company at Vertical Elevation, LinkedIn, YouTube, and Instagram.Want to be our next guest expert? Email cat.gloria@verticalelevation.com with your information.And of course, click "follow" to stay up-to-date on new episodes and leave an honest review/rating letting us know what you thought!

The workplace has changed forever, and commercial real estate is changing with it. In this episode, Axel Monsaingeon sits down with Alex Sills, Head of Sales and Development at Elia, to explore how hybrid work is transforming office space, workplace operations, and real estate decision-making. From desk sharing and occupancy tracking to AI-powered workplace management, Alex explains how organizations are using data to optimize their offices, improve employee collaboration, and significantly reduce real estate costs. They discuss why traditional office models are becoming obsolete, how companies can make smarter leasing decisions, and why the future of work requires a more intentional approach to workplace design. Whether you're a business leader, HR professional, commercial real estate broker, landlord, or occupier, this conversation offers valuable insights into the next evolution of the workplace.   Topics and timestamps

The World Cup showcases not only international soccer, but also America's hospitality, food, culture and welcoming spirit. Plus, summer blockbuster season is underway, with Hollywood hoping for a big box-office payoff, and workplace etiquette tips that can make everyone's day a little better.

Women Leaders Career Advancement: The 4-Relationship Framework and Personal Success Plan (2026) Executive Summary: Women leaders career advancement stalls most often at the relationship level, not the skill level. Women hold only 29% of C-suite roles despite representing nearly half the workforce. Former IBM VP Shelmina Babai Abji reveals the four strategic relationships that accelerate promotion and the Personal Success Plan that keeps you on track week after week. Quick Takeaways: Women leaders career advancement remains stalled at every pipeline level for the 11th consecutive year (McKinsey, 2025). The four relationships that accelerate promotion are: boss, peers, mentors, and sponsors — and all four must be intentionally built. Only 31% of entry-level women have a sponsor, vs. 45% of men — closing this gap is one of the highest-ROI actions you can take. Responding to bias with proof, not reaction, protects your power and changes minds more effectively than confrontation. A Personal Success Plan reviewed weekly keeps your business results, relationships, competencies, and leadership brand advancing together. Key 2025–2026 statistics on women leaders career advancement: the C-suite gap, the broken rung, and the sponsorship deficit. Women leaders career advancement has a number that should stop you: for every 100 men promoted to their first manager role, only 81 women make the same leap. That gap — what McKinsey researchers call the "broken rung" — has barely moved in years. And it is not primarily a skills gap. It is a visibility gap, a relationship gap, and a strategy gap. I'm Sabrina Braham, MA, MFT, PCC — executive leadership coach with over 30 years of experience and host of the Women's Leadership Success Podcast, ranked in the top 1.5% globally with over 950,000 downloads. In Part II of my interview with Shelmina Babai Abji — TEDx speaker, former IBM Vice President, and author of Show Your Worth — we go deep on the practical mechanics that drive women leaders career advancement forward. If you caught Part I, you already have Shelmina's Power Quotient framework for silencing self-doubt. This episode is what comes next: the external strategy. How do you intentionally build the four relationships that move careers forward? How do you handle a boss who doesn't see your value? How do you navigate workplace bias without giving your power away? And what is the weekly planning practice that keeps even the most overwhelmed leader — including single mothers carrying impossible loads — on a clear path to the C-suite? This is one of the most actionable episodes I have recorded in 19 years of podcasting. Let's get into it. Why Women Leaders Career Advancement Stalls: The Strategy Gap The McKinsey Women in the Workplace 2025 report — which surveyed approximately 10,000 employees across 124 organizations — found that women hold only 29% of C-suite roles, unchanged from 2024, and that women remain underrepresented at every level of the corporate pipeline for the eleventh consecutive year. Women of color face a steeper drop-off at every rung. The same research surfaces a critical sponsorship gap that most women don't know exists: only 31% of entry-level women have a sponsor, compared to 45% of men at the same level. Sponsorship — not mentorship — is the relationship that most reliably unlocks promotions, stretch assignments, and visibility with senior leaders. And women are starting from a 14-point deficit. Shelmina's response to this data is direct: "The reason the numbers are as bad as they are is we cannot wait for organizations to change, or for people to change. We have to be the change we want to see." That is not resignation to an unfair system. It is a strategic recognition that women leaders career advancement is not waiting for institutions to fix the pipeline — it is built deliberately, relationship by relationship, decision by decision, week by week. The Four Relationships That Accelerate Women Leaders Career Advancement Shelmina's book Show Your Worth dedicates an entire chapter to what she calls "intentional relationships" — the four categories of professional connection that, when built strategically, become the scaffolding of a senior career. She credits them with her own advancement from immigrant engineer to IBM Vice President. Relationship 1: Your Boss This is the most high-leverage relationship in your career, and the one most women invest in least strategically. "At the end of the day, you work for your boss, not an organization," Shelmina says. "It is up to you to build that relationship." The mechanism is not flattery or politics. It is a deliberate daily practice of contributing value that advances your boss's success — specifically, unique value that makes you essential. Shelmina describes this as "leaning into your authenticity and your uniqueness until you become essential to your boss's success." When you are essential to your boss's success, you are in a position of power to negotiate what you want — flexible boundaries, stretch assignments, sponsorship, promotion recommendations. Power in a workplace relationship is not seized; it is earned through indispensability. Practically, this means: Understanding your boss's most critical success metrics and aligning your work visibly to them Ensuring your boss has a "front-row seat" to your contributions — proactively, not passively Asking for help on stretch assignments (which demonstrates self-awareness, not weakness) Preparing thoroughly for performance reviews with documented, outcome-quantified contributions Relationship 2: Peers Peer relationships are the often-overlooked engine of influence. In 2026's increasingly matrixed organizations, influence flows horizontally as much as it flows vertically. Peers who trust you, advocate for you in rooms you're not in, and co-create solutions with you are a form of organizational capital that compounds over time. Shelmina notes that the same principle applies here as with the boss relationship: the foundation is contribution, not connection for its own sake. Peers who see you as someone who makes their work better — not someone who competes with them for credit — become your most organic advocates. Relationship 3: Mentors — The Right Ones, Not Just Any Here Shelmina offers a counterintuitive observation that stopped me when I heard it. She regularly asks women at conferences: "How many of you have mentors?" Almost every hand goes up. Then she asks: "How many of those mentors have pushed you, accelerated your success, made you significantly better personally or professionally?" Most hands go down. "We need to be intentional and strategic even when we look for mentors," she says. "We must know: why is this person the right mentor for me, at this point in time?" A mentor who is a perfect match for where you are today may be misaligned with where you need to go next. Great mentors: Have navigated the specific transition you are facing Will push you, not just validate you Are willing to give you honest, sometimes uncomfortable feedback Have relationships and visibility at levels above your current role Shelmina's own pivotal mentor was Susan Whitney — an IBM General Manager who, in the two minutes it took to walk from a roundtable back to an office, changed the entire direction of Shelmina's career by asking one question: "Where do you want to be in five years?" That question planted a seed. Shelmina did not have the answer — but she pursued Susan as a mentor, did whatever it took to get noticed and earn time with her, and eventually built the relationship that shifted her from "doing a great job in my current role" to "thinking strategically about what I want to do next, and next, and next." Relationship 4: Sponsors — Your Most Powerful Accelerant A mentor gives advice. A sponsor gives opportunity. This distinction is critical and widely misunderstood. Sponsors use their own political capital to advocate for you — in the rooms where promotions are decided, on the committees where assignments are distributed, in the conversations where names are put forward. A sponsor says your name when you are not in the room. A mentor helps you prepare for the room. Both matter. But only one moves the needle on the broken rung. Given that women enter careers with a 14-point sponsorship deficit compared to men, closing this gap is one of the highest-ROI investments you can make in your own career advancement. You earn a sponsor the same way you earn every other relationship: by making yourself visible, demonstrating your capability in high-stakes situations, and becoming someone whose success the sponsor wants to be associated with. Shelmina's guidance: identify one person at two levels above you who has both visibility with senior leadership and the willingness to advocate. Do the work to get in their orbit. When you are there, make their decision to sponsor you easy — by showing up with the kind of work that reflects well on anyone who recommends you. The four relationships that drive women leaders career advancement: boss, peers, mentors, and sponsors How to Navigate Workplace Bias Without Losing Your Power As a woman of color scaling the corporate ladder, Shelmina encountered both internal barriers — the self-doubt and fear of belonging described in Part I — and external barriers: leaders who did not automatically see her as a candidate for leadership roles, colleagues who underestimated her capabilities, and structural biases that filtered opportunity away from people who didn't fit the existing template. Her framework for navigating bias is one of the most strategically intelligent approaches I have encountered in 30 years of coaching. It has three operating principles: Principle 1: Don't React — Prove "When you react, you give your power away to them....

Misty Leon has spent nearly 25 years at the intersection of law, business, and strategy — as a partner at a boutique firm, Senior Counsel at a Fortune 500 company, and now founder of Practical Counsel Advisors, where she helps small to midsize law firms modernize their operations and navigate AI responsibly.In this episode, Misty shares the winding, intentional journey that led her to finally go out on her own — and why the bravest thing she ever did was stop asking "can I do this?" and start asking "do I even want to?"In this episode, we cover:How Misty accidentally stumbled into ERISA law via a newspaper job listing in Charlotte — and why it opened doors in Big LawWhat five years in-house taught her that she never could have learned at a firmThe moment she realized she was heading toward burnout — and how she caught it before it caught herWhat Practical Counsel Advisors does and why AI readiness is a reputational risk firms can't afford to ignoreWhy "change management" is more than corporate speak — and why it's the piece most firms skipThe mindset shift from powering through to asking whether the path still fitsWhy women don't need more resilience pep talks — and what we actually need insteadThe concept of seasons, and why it's one of the most powerful tools for ambitious women juggling everythingHer legendary legally blonde moment involving a law school interview and a closetConnect with Misty:LinkedIn: Misty LeonWebsite: practicalcounseladvisors.com Resources & Links:Book a connection call with Erin: https://calendly.com/eringerner/connectioncallFollow Erin Gerner on Instagram, Facebook & LinkedIn

In fast-paced workplaces, it's easy to become frustrated when someone makes a mistake, misses expectations, or doesn't deliver something the way you envisioned. The default reaction for many people is criticism.But what if education produces better results?I argue why teaching, mentoring, and coaching others is often far more effective than yelling, berating, or simply pointing out what's wrong. Drawing from my own career, I reflect on the mentors who took the time to guide me through mistakes, explain why something mattered, and help me grow into a more capable professional.Those lessons didn't just improve my work—they shaped the way I approach leadership today.I also discuss why companies often hire younger, less experienced workers while failing to invest in their development, how workplace culture impacts loyalty and retention, and why people are more likely to stay where they feel valued, empowered, and supported.This isn't about avoiding accountability. Mistakes still need to be addressed. It's about remembering that when possible, education creates growth, while criticism often creates fear.If we want better teams, better workplaces, and better outcomes, we should lead with teaching first.

From boosting productivity to transforming recruitment and consulting, artificial intelligence is changing the way companies operate. Speaking to FRANCE 24 at VivaTech in Paris, EY executive Jad Shimaly explains where AI is delivering results and what it could mean for the future of work. 

In this week's episode, Scott McInnes sits down with Christine Armstrong, to dive deep into the critical importance of connection in the workplace. Together they explore how workplace trends have eroded relationships and the role of intentionality in creating a thriving organisational culture.  Christine offers practical strategies to rebuild trust at work and really nurture those vital human connections.    Key Takeaways:  Connection is a deliberate act, not a happy accident  Hierarchical and operational policies inadvertently undermine trust  Connection thrives on small, frequent interactions, not grand initiatives  Trust is the foundation for difficult conversations and authentic connection  The middle layer of work relationships has been lost to societal and organisational shifts  Organisations should design work around human needs, not assumptions of tradition  Simple listening and positive reinforcement are the most cost-effective trust builders    Timestamps:  00:00 Introduction to Connection in the Workplace  02:20 The Importance of Connection  05:20 Impact of COVID on Workplace Connections  08:09 Rebuilding Connections: Strategies and Initiatives  11:39 Creating Learning Moments and Engagement  14:12 Responsibility for Connection in the Workplace  19:50 Navigating Difficult Conversations  23:46 Assuming Positive Intent in Communication  27:02 Meeting Diverse Needs in the Workplace  30:40 Consequences of Weak Connections  35:06 The Power of Listening to Rebuild Connections       Connect with us:  LinkedIn  |  YouTube  |  Instagram     Connect with Christine:  LinkedIn |  Website   

There's no denying AI is changing the way we work. So how can we stay up to date with the evolving workplace while retaining our critical thinking skills? In this episode, Lisa and Em chat to Inventium's Amantha Imber about how we can use AI as tool without relying on it. From how to write good prompts to having voice-to-voice conversations with AI, this episode explores the ways AI can help with busy work and the impact AI is having on what is valued in the workplace. What you'll learn: • AI prompting 101 • How to get your AI to get to know you • Why volume has lost value in the workplace • How to have a voice-to-voice conversation with AI Our BIZ hosts are Lisa Lie - a former Head of People & Culture and Organisational Coach - and Mamamia’s Em Vernem. Learna is Lisa’s microlearning app for practical people skills at work. Expert-led lessons to build confidence, solve challenges, and work smarter - in under 7 minutes. Get it on Apple or Google Play.Sign up to the BIZ newsletter hereLisa's favourite AI shortcut: Prompt Cowboy - #1 prompt generatorAmantha's AI training programs: Inventium AI | World-Class AI Training ProgramsTHE END BITSSupport independent women's media.Got a work life dilemma? Send us all the questions you definitely can't ask your boss for our Biz Inbox episodes - send us a voice note or email us at podcast@mamamia.com.au. You can remain anon! HOSTS: Lisa Lie and Em Vernem EXECUTIVE PRODUCER: Courtney Ammenhauser SENIOR PRODUCER: Thom LionVIDEO PRODUCER: Marlena Cacciotti Mamamia acknowledges the Traditional Owners of the Land we have recorded this podcast on, the Gadigal people of the Eora Nation. We pay our respects to their Elders past and present, and extend that respect to all Aboriginal and Torres Strait Islander cultures.Become a Mamamia subscriber: https://www.mamamia.com.au/subscribeSee omnystudio.com/listener for privacy information.

A healthier workplace does not start with another wellness app. It starts with the culture your people live in every day.

Bill English of Bible and Business and On Path Coaching addresses the top 5 moral failures of business owners and leaders that lead to broken workplaces. Bill also talks about Elon Musk becoming the world's first trillionaire.  Is his wealth a moral problem?  Kelly Kapic, author of "When the Journey Hurts," talks about suffering.  It's real!  How do you find meaning in the midst of it?  How do we grow to be like Christ when He suffered? The Reconnect with Carmen and all Faith Radio are made possible by your support. Give now: Click here  

What employers should know about key developments this week: States Lead on Workplace AI: With federal regulators slowing new rules, individual states are setting their own requirements for employers that use artificial intelligence (AI), creating a patchwork for multistate workforces. California's Executive Order: Governor Gavin Newsom issued an executive order (EO) targeting AI-driven labor market disruption and directing state agencies to recommend updates to California's Worker Adjustment and Retraining Notification (WARN) Act for AI-related mass layoffs. Connecticut's New AI Law: Beginning October 1, 2027, employers must give written notice to applicants and employees when AI substantially influences a hiring, promotion, discipline, or termination decision. In this episode of Employment Law This Week®, Epstein Becker Green attorneys Courtney McFate and Elizabeth S. Torkelsen break down two state actions shaping AI in the workplace: California Governor Newsom's EO on labor protections in the age of AI, and Connecticut's new transparency and nondiscrimination requirements for employers. - Visit our site for this week's video edition and more news: https://www.ebglaw.com/eltw438 Sign up for notifications: https://www.ebglaw.com/eltw-subscribe Visit https://www.EmploymentLawThisWeek.com - Epstein Becker Green is a national law firm focused on health care and life sciences; employment, labor, and workforce management; and litigation and business disputes. This video is for informational purposes only and does not constitute legal advice. Viewing this video does not create an attorney-client relationship.  EMPLOYMENT LAW THIS WEEK® and #WorkforceWednesday® are registered trademarks of Epstein Becker & Green, P.C. © Epstein Becker & Green, P.C. All Rights Reserved. Attorney Advertising.

The guys open with Ed basking in the glory of a long-awaited New York Knicks championship after attending multiple historic playoff comeback victories. Brian recaps a trip to Pittsburgh, including a devastating near-miss on a foul ball that may haunt him forever. The show then pauses for an emotional tribute to beloved longtime listener and frequent caller David Bray, whose passing leaves a lasting impact on the Baller Lifestyle community. From there, it's a full RIP roundup featuring entertainers, athletes, actors, coaches, and public figures before diving into sports stories involving Phil Mickelson, bizarre baseball controversies, social media feuds between Sesame Street characters, and much more. The episode closes with Nine Sports, where the conversation drifts into celebrity weddings, microwaved fish, Ted Danson's infamous blackface controversy, and a report claiming Randy "Macho Man" Savage's off-screen activities were every bit as intense as his wrestling persona. Timestamps 00:00 – Opening & Patreon Plug Brian promotes Patreon bonus content Discussion of Brian's solo ADHD-style podcast episodes Ed joins the show fresh off a Knicks championship 03:00 – Ed Celebrates a Knicks Title Attending historic playoff comeback games Comparing championships across different sports Why this title feels different in the social media era Knicks players as one of the most likable teams in sports 09:15 – Brian's Pittsburgh Baseball Trip Visiting PNC Park Why Pittsburgh is underrated Ballpark review and atmosphere Great baseball city discussion 12:30 – The Foul Ball Disaster Mookie Betts hits a foul ball directly toward Brian Brian doesn't have to move from his seat The ball brushes his fingertips A lifetime of regret Discussion of trying too hard vs. not trying enough 20:15 – Tribute to David Brahe Announcement of David Brahe's passing Reflections on his role in the show's community His generosity and friendship Memories of his calls and support Impact he had on listeners and hosts alike 26:30 – David Brahe Classic Voicemail David explains his medical situation Airport and airline stories Flight attendant debate One final appearance from a beloved caller RIP Report 33:00 – Peabo Bryson Disney hits and classic ballads Hall of Fame first name discussion 36:00 – Gene Shalit Brian and Ed accidentally predicted his death weeks earlier How old they always assumed he was Memories of movie reviews 40:00 – Raymond Berry Colts legend and Patriots coach NFL history discussion 42:00 – Foster Sylvers "Boogie Fever" 1970s music memories 44:00 – Anne Schedeen (ALF) Remembering the ALF cast Willie Tanner stories The dark legacy surrounding the show's actors 50:00 – ALF Christmas Special Deep Dive The bizarre holiday episode Unexpected emotional ending Why it still stands out decades later 56:00 – Anthony Head Ted Lasso and Buffy the Vampire Slayer Character actor appreciation 58:00 – Rick Adelman Kings vs. Lakers playoff controversy Great coaching career 1:01:00 – Additional RIPs Gemma Stapleton Paola Marquez Stacey King Aldon Smith Discussion of athlete tragedies Sports Segment 1:08:00 – Phil Mickelson Scandal Golf club membership revoked Removed mid-round Why country clubs rarely do this Speculation about what may have happened 1:17:00 – NFL Player Tries to Eat Girlfriend's Phone Broncos linebacker Jonathan Cooper story Technology and cloud storage discussion Why eating a phone isn't a realistic plan 1:22:00 – Cookie Monster vs. Elmo Knicks-Spurs championship fallout Sesame Street social media drama Taking sides in sports 1:25:00 – Luka Dončić Criticism Dirty play allegations Sportsmanship debate Finals reaction 1:28:00 – Texas Softball Player Eats Ladybugs Strange sports superstitions Why this one might be the weirdest 1:31:00 – Giants Pride Night Controversy Pitchers refusing participation Team promotions and player reactions Baseball culture discussion 1:36:00 – Eric Trump & UFC Rumor Insider information accusations Sports betting implications Political family commentary Listener Mail & Voicemails 1:42:00 – Super Lee Calls About David Brahe Personal memories Community reflections More appreciation for David 1:46:00 – Dave Roberts Graduation Debate Missing a Dodgers game for his daughter's graduation Work-life balance in professional sports Why family should come first Nine Sports 1:55:00 – Randy Savage's Legendary Trailer Stories Spider-Man movie set rumors Randy Savage's larger-than-life reputation Bruce Campbell comments 2:01:00 – Joey Pants' Mental Health Advice Meditation Medication Masturbation 2:05:00 – Bruce Springsteen & "Born in the USA" Aaron Lewis criticism Misunderstanding song lyrics Political music discussion 2:11:00 – Taylor Swift & Travis Kelce Wedding Rumors Madison Square Garden wedding plans Celebrity excess Comparing it to the Bezos wedding 2:17:00 – Microwaved Fish Leads to Gun Incident Police station confrontation Workplace etiquette South Carolina police story 2:24:00 – Ted Danson Reflects on Blackface Controversy Looking back at a major career mistake Why it remains part of his legacy 2:29:00 – The Saran Wrap Murder Case Update California courtroom sentencing Consent and criminal responsibility discussion Safe word debate 2:36:00 – Final Thoughts & Goodbye Another remembrance of David Bray Reflections on legacy and kindness Show close Featured Topics New York Knicks championship Pittsburgh & PNC Park David Bray tribute Phil Mickelson controversy RIP Report ALF memories Dave Roberts family priorities Randy Savage stories Taylor Swift & Travis Kelce Nine Sports The Baller Lifestyle Podcast – Episode 620 Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Welcome to Truth, Lies and Work, the award-winning podcast where behavioural science meets workplace culture, brought to you by the HubSpot Podcast Network. In this episode of This Week in Work, Al and Leanne dive into a massive career longevity study, a leaked corporate memo from Microsoft, the sudden collapse of a 50-year-old hiring ritual, and the surprising psychological impact of the "good old days."

In this episode, Sarah and Tracy discuss your voicemail questions. A woman wonders if she should report her cheating soon-to-be-ex-husband for having a workplace affair with a woman he was professionally mentoring? Also on the topic of telling and not telling, what happens when children disclose to their betrayed parent that they knew about the cheating? 

Many words that sound negative, intimidating, or even insulting have evolved to take on positive meanings when used in everyday conversation. Terms like awesome, savage, badass, and wicked are often used to praise someone's talent, confidence, creativity, or achievements rather than criticize them. AND we read through your comments!All The Clopen Links: https://linktr.ee/theclopeneffectSupport the show and advertising opportunities: https://the-clopen-effect.captivate.fm/supportBuy Our Cool Merch: https://www.zazzle.com/the_clopen_effect_t_shirt-256038010043042814

In Hour 2, Ryan Wrecker and Kim St. Onge continue the conversation about teen takeovers and youth crime, examining whether stronger prosecution, tougher consequences, or greater parental accountability are needed to address the growing problem. The discussion explores how communities can respond to increasingly disruptive incidents and what solutions listeners believe would be most effective. The pair also take a closer look at Amendment 5 and Missouri's effort to eliminate the state income tax. They break down what the proposal would do, the arguments being made by supporters and opponents, and what the measure could mean for workers, taxpayers, and the state's economic future. Later, Kim and Ryan discuss a worker who received a religious exemption from using artificial intelligence on the job, sparking a broader debate about AI in the workplace, employee rights, and how businesses may handle similar requests as the technology becomes more common.

Every HR professional knows the feeling: a complaint comes in, and you sense that whatever you do next could be read back to you under oath. This week, Pete Wright sits down with AIM HR Solutions' Sarah Piscatelli and Tom Jones to talk through how to run a workplace investigation that actually holds up — starting with the question employers ask most, "Do I even have to investigate?"From anonymous complaints and he-said-she-said standoffs to the difference between a real policy violation and ordinary workplace drama, the conversation gets practical fast. Along the way: who should hold the pen, when to call in an outside investigator, why you can't promise the confidentiality everyone wants, and the retaliation trap that snares companies even after they've won. Plus, what invisible recording devices and AI note-takers mean for HR in a two-party-consent state.Links & NotesAIM HR Solutionshttps://aimhrsolutions.comHRInfo@AIMHRSolutions.com | 617-488-8321AIM HR Helpline (for AIM members)https://aimnet.org/hr-helpline/800-470-6277 | helpline@aimnet.orgMonday–Friday, 8:30 a.m.–5:00 p.m. ETEEOC — Questions and Answers: Enforcement Guidance on Retaliation and Related IssuesMassachusetts Commission Against Discrimination (MCAD)Massachusetts Wiretap Statute — M.G.L. c. 272, § 99 (two-party consent / interception of wire and oral communications) AIM HR Solutions Training CatalogAIM members can reach the HR Helpline at 800-470-6277 or helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

Clement Manyathela speaks to Richard Cullinan, Founder & CEO of Eq4M who shares on how to better regulate one's emotions in the workplace. They also touch on the importance of improving communication, productivity, and keeping professional relationships. The Clement Manyathela Show is broadcast on 702, a Johannesburg based talk radio station, weekdays from 09:00 to 12:00 (SA Time). Clement Manyathela starts his show each weekday on 702 at 9 am taking your calls and voice notes on his Open Line. In the second hour of his show, he unpacks, explains, and makes sense of the news of the day. Clement has several features in his third hour from 11 am that provide you with information to help and guide you through your daily life. As your morning friend, he tackles the serious as well as the light-hearted, on your behalf. Thank you for listening to a podcast from The Clement Manyathela Show. Listen live on Primedia+ weekdays from 09:00 and 12:00 (SA Time) to The Clement Manyathela Show broadcast on 702 https://buff.ly/gk3y0Kj For more from the show go to https://buff.ly/XijPLtJ or find all the catch-up podcasts here https://buff.ly/p0gWuPE Subscribe to the 702 Daily and Weekly Newsletters https://buff.ly/v5mfetc Follow us on social media: 702 on Facebook https://www.facebook.com/TalkRadio702 702 on TikTok https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702 See omnystudio.com/listener for privacy information.

Keith shares his "dirty dozen" due diligence questions every investor should ask before buying property, from gauging build-to-rent saturation and local job growth to testing cash flow and exit strategies.  He explains why even new-builds still need inspections and how to think about rents that may stay flat while expenses rise.  Aundrea Newbern, an experienced investor, broker, and property manager active in Southeast Georgia and Michigan, offers a real-world look at today's long-term and short-term rental markets, including shifting tenant behavior and local restrictions.  She also details how she's using AI to streamline property management, improve screening, optimize pricing, and cut maintenance costs, giving listeners practical ideas to apply in their own portfolios. Episode Page: GetRichEducation.com/610 For access to properties or free help with a GRE Investment Coach, start here: GREmarketplace.com GRE Free Investment Coaching: GREinvestmentcoach.com Get mortgage loans for investment property: RidgeLendingGroup.com or call 855-74-RIDGE  or e-mail: info@RidgeLendingGroup.com Invest with Freedom Family Investments.  For predictable 10-12% quarterly returns, visit FreedomFamilyInvestments.com/GRE or text  FAMILY to 66866  Unlock truly passive real estate income—visit flockhomes.com/GRE today to see if your properties qualify for a 721 exchange with Flock Homes. To get in the best physical, mental, and professional shape of your life, go to DanielThomasHind.com and apply for Daniel's intensive 1-on-1 coaching for burnt-out entrepreneurs and executives. Will you please leave a review for the show? I'd be grateful. Search "how to leave an Apple Podcasts review"  For advertising inquiries, visit: GetRichEducation.com/ad Best Financial Education: GetRichEducation.com Get our wealth-building newsletter free— GREletter.com  Our YouTube Channel: www.youtube.com/c/GetRichEducation Follow us on Instagram: @getricheducation Complete episode transcript:   Keith Weinhold  0:01   Keith, welcome to GRE. I'm your host, Keith Weinhold, talking about vital due diligence questions that you have to know the answers to before you buy your next property. Even advanced investors don't know to ask some of these. Then a terrific guest tells us how she is practically applying AI to increase rental occupancy, save on maintenance expenses and drive rental income today on Get Rich Education.   Speaker 1  0:28   Since 2014 the powerful Get Rich Education podcast has created more passive income for people than nearly any other show in the world. This show teaches you how to earn strong returns from passive real estate investing in the best markets without losing your time being a flipper or landlord show host Keith Weinhold writes for both Forbes and Rich Dad advisors, and delivers a new show every week. Since 2014 there's been millions of listener downloads in 188 world nations. He has a list show guests and key top-selling personal finance author Robert Kiyosaki. Get rich education can be heard on every podcast platform, plus it has its own dedicated Apple and Android listener phone apps. Build wealth on the go with the Get Rich Education podcast. Sign up now for the Get Rich Education podcast, or visit getricheducation.com   Keith Weinhold  1:11   You know, Mid South Home Buyers, that top Memphis turnkey provider, I learned that a secret weapon behind their explosive growth is more than just you buying their properties, it's an executive coach for nine years now. Their CEO, Terry Kerr, and his COO, Pat Nix, have worked privately with a coach who I've now learned from too, and he doesn't market himself online anywhere. After 12 years behind the scenes, that coach is now making himself available exclusively for GRE listeners, his name is Daniel Thomas Hind. If you're a hard-charging business owner or investor who wants to get in the best shape of your life physically, mentally, and professionally, you can fill out an application for a free consult. This is private one on one coaching for those willing to go to uncommon lengths to achieve uncommon results. Thanks to Daniel, we've all become better leaders, better operators, and better men. It started by showing up for ourselves. Now it's your turn. Go to danielthomashind.com H I N D, that's Daniel Thomas hind.com and sign up before Spotsville Flock Homes helps multifamily owners exit the operator grind, whether it's your sixplex or a 50 unit apartment through a 721 exchange. This defers your capital gains tax. It's a strategy long used by institutions. Now you can swap tenants and toilets for passive income and zero management. Request your initial valuations. See if your property qualifies at flockhomes.com/gre that's F L O C K homes.com / G R E.   Speaker 2  2:57   You're listening to the show that has created more financial freedom than nearly any show in the world. This is Get Rich Education.   Keith Weinhold  3:13   Welcome to GRE. I'm your host, Keith Weinhold. The world's biggest problems are also the world's biggest businesses. That's not a coincidence, and it squarely includes the problem of having enough quality housing. We talk about how to do that profitably and diligently, and on the topic of diligence, I've got a dirty dozen due diligence questions, call it I suppose these are smart questions to ask before you get under contract to buy your next property, and some of these could just as well apply to your existing rental property. Build to rent properties have become so popular, but ask the question, are these build to rent properties becoming overbuilt in this neighborhood? That's the first due diligence question, and a lot of investors overlook this, so you got to be mindful that build to rent often means lots of new construction in one smaller defined area. What you should do is ensure that new supply is being absorbed by renters. Some red flags to look out for are if multiple nearby communities are offering heavy concessions or free rent enticements, that is a sign that they're having difficulty luring in new renters to the area, and now taking a couple months to rent a brand new build isn't that unusual, but does the whole thing kind of feel like a mattress liquidation sale? Renters shouldn't have more signing bonuses than NFL free agents. The next due diligence question: Does this market still have population? And job growth, or am I late to the party? New workplace construction is a bullish market sign. Workplace construction, I'm talking about like a new office building, especially a new medical clinic, a new data center, a new factory. These signs are super bullish for an area, because not only does that attract the jobs and support the housing, as you can imagine, but see, that also means that whomever built the new workplace, oh, they probably did some research, and they're bullish about that area for a reason, they're going to look into that and do their due diligence that you can leverage before they spend perhaps 10s of millions of dollars or more in building a new workplace.    Keith Weinhold  5:45   The population should be stable or rising. Red flags are if growth already peaked and layoffs are increasing, don't arrive late to the party after the DJ has already packed up. The next question, when you're looking into a property, is is this unit likely to cash flow on day one? You know, you need to wonder, is the unit occupied or vacant. Some investors don't even think to ask that question until they get down the road a ways. When it's occupied, does the rent meet or exceed expenses with a buffer for maintenance and vacancy, now, if it's negatively cash flowing and you're solely enjoying the other four ways real estate pays, that might be okay, but you need to be comfortable with adopting a monthly bill that may or may not work. And do you know what I call a negatively cash flowing property? I call it a 401k property, because you have to keep feeding it every month like it's a 401k. A negatively cash flowing property effectively reduces your salary like a 401k does, and anyone that is serious about building real wealth when they're young enough to enjoy it would not invest in a 401k outside of the employer match portion.    Keith Weinhold  7:07   I'm your host Keith Weinhold. Here on Get Rich Education, episode 610 I've answered three out of twelve dirty dozen due diligence questions, and with abundantly minded grow your means answers that you're just not going to find on ChatGPT. Before I get to the fourth one, do you know what the word diligence means? Anyway, you probably have some idea. The definition of diligence is the quality of working carefully and persistently, demonstrating steady effort and thorough attention to a task. It implies a strong work ethic, meticulousness, and a commitment to completing duties well. All right, that is the definition. Diligence is the opposite of negligence. The next one, does my new build property need an inspection first? And this is a question, actually, that came in from Jake in Manhattan. Yes, it always does, whether it's resale or new build. It is always a good idea to get an inspection. One of the biggest misconceptions, really, is that new build means problem free.   Keith Weinhold  8:16   People just equate new build with problem free. No, that is not the case. New build can have problems. There could still be foundation cracks that are beyond normal settling, perhaps improperly installed roof flashing that could cause leaks, maybe windows or doors that are installed out of square, and a bunch more stuff that could be wrong, even in new build a presale inspection after you get the property under contract that only costs 350-650 dollars for single family rentals and 500-900 dollars for a duplex. This is cheap insurance. It's also good peace of mind, get it done. Sometimes investors want to skip the inspection when they need a quick close. Buyer, beware of the risk. The fifth due diligence question: What happens to my numbers if rents flatten for two years? And this is a more germane question than usual today, because rent growth is slow here in this cycle. Single-family rents are up just 1.3% year over year per totality, and expenses tend to rise with inflation. All right, so if your rents flatten for two years, project that ahead like your other expenses are rising, and see that the property would still remain financially stable. We cannot build a business plan on motivational quotes. Next, am I buying near major employers or near hopes and dreams with work from home trends, which can probably better be called. Called work from anywhere, trends buying near major employers is actually less important today, but it still matters. It is good to have diversified employers and stable payrolls somewhat nearby. Promises about future development might never happen. Sheesh, some areas have been up and coming since cassette tapes, the seventh due diligence question, what's the property tax trajectory here? That's the question. Taxes are often stable and increases predictable, but is there a local budget shortfall? And see, this is the type of due diligence that few people do keep in mind, and I'm bringing up new build a lot, because there are so many new build income properties today on new builds. Also, look out, year one taxes can look deceptively low until improved property is assessed in year two, and any reputable provider, and when you contact our GRE investment coaching here, we're going to point that out to you.    Keith Weinhold  11:05   This is how you can, though, sometimes get unusually low property taxes in year one if they have not assessed the improvement yet. Question eight, and this comes from Violet in Peoria, Arizona, is the builder offering real incentives, or are they just hiding the true price? Okay, well, incentives - they should genuinely improve your deal without inflating the pricing. Here, look out for sunglasses and a fake mustache for financing. It's mandatory that you have an appraisal. This protects you against overpaying in an appraisal, even though it's done for bank collateral purposes, checking the quality of their collateral, which is the property, you know, it is also a good independent third-party valuation check. This is a good tool to keep you from overpaying. Back around the 2008 days, the global financial crisis, you know, often then the lender and the appraiser could collude to give you favorable appraisals, somewhat inflated values, and as it turned out, I was an investor then and ended up being the beneficiary of some of those favorable appraisals, but since then the CFPB, the Consumer Financial Protection Bureau, stepped in. They were formed to step in, so that those parties are no longer in cahoots with each other, and yes, incentives are explicitly disclosed to the lender and appraiser. For example, if you have a seller that offers to pay half of your closing costs if you pay their full sale price. Okay, the appraisers do know that they have that information before they provide you with the appraised value. Ninth, what's the vacancy rate in this area right now? This is a good due diligence question to ask. A balanced market has about five to 6% vacancy, eight to 10% or more. That can often be the sign of a weak market, but this might be all right in build to rent communities, and that's due to longer initial lease up periods that you have there. Due diligence question 10. Would I still want this property if appreciation slowed dramatically? You want to ask yourself this question because you cannot predict appreciation. The answer to this question is most likely yes.   Keith Weinhold  13:35   You would still want the property even if appreciation slowed dramatically, because as a listener here, you understand that with a 20% down payment, just 2% price appreciation creates a 10% return on your equity, and you're also benefiting from the other four ways real estate pays, but if you're absolutely counting on appreciation to do all of the heavy lifting over the long term, that's less investing, and that is more hoping with spreadsheets. What's more predictable is something like inflation profiting on your loan, which is a force on its own. Next, ask this question: How old are the big ticket items like the roof, HVAC, plumbing, sewer, and electrical? I mean, if you get a number of expensive items that are near the end of their life, you could soon become emotionally attached to ibuprofen. At GRE Marketplace, we work with either extensively renovated properties or new build properties, so this is rarely a concern. These big capex items, capital expenditures, and that is really the way to go. Extensively renovated or new build property, because see that way the cost of having all this done for you both. Before you buy the property, that means that what you're essentially doing is financing the cost of all this into the loan, you're financing into the new roof, HVAC, plumbing, sewer, electrical, if any of that applies, and if you're buying a fixer upper, well, then a lot of times you need to pay cash for these items, and you lose repair time where the property could have been rented during that renovation time. Work with our investment coaching here, and you're going to be all set. Those big ticket items are rarely a concern. And then what happens is, if you have a break even or a positively cash flowing property. The tenant covers all of your operating expenses with the rent payment, and you never have to pay any money at all for these big ticket items. They pay for your mortgage and everything else, and you never lose the time because these things were done before you bought.    Keith Weinhold  16:01   And the last one question 12. What you want to ask is, what's the exit strategy if I ever want to sell? That's the last question. Begin with the end in mind. The fewer doors the property has, the easier it is to sell. Single family homes win big here. I mean, your eventual buyer down the road, they could be a gleeful owner occupant, even if the rental math were poor. That buyer wouldn't even know that the rental math is poor, because they're not renting it out, they're going to live there themselves. Sometimes your single family rental tenant even becomes your eventual buyer. This can work with duplexes too. Sometimes you can get an owner occupant, or your tenant stays there and continues to reside there as they're the owner, and they rent out the other side as well. But if you're trying to sell at 30 duplex, well, now you're exposed to cap rates and investor sentiment and market cycles, it's sort of like trying to offload a small corporation. That doesn't mean that apartments are bad, but they are substantially less liquid than single family rentals. That's your exit strategy that we're looking at. They are the dirty dozen due diligence questions every investor feels bumps, I have you will too, but these questions and answers are really going to go a long way toward helping you own right, and when you stick with it, real estate is a forgiving and lucrative asset class because you're paid in so many ways. Hey, coming up shortly, a guest that you haven't heard from in a while, and I know that some of you have missed hearing her voice. We'll talk a bit about the state of the real estate market here in a period where prices are remarkably stable, housing transactions are only about 80% what they usually are, and then we'll discuss how she's using AI in her real estate investing today. It's how she's increasing her occupancy and optimizing the amount of rent being collected. She splits her time in a couple ways between real estate markets in both Michigan and Georgia, and then in both the short term and long-term rental markets. That's next. I'm Keith Weinhold. You're listening to Get Rich Education. What if you got your mortgage loans the same place I get mine?   Keith Weinhold  18:31   You sure can at Ridge Lending Group, NMLS 42056 They provided GRE listeners with more loans than anyone, because Ridge specializes in investment property, they'll help you build a long-term plan for growing your real estate empire with leverage. Start your prequal, and even chat directly with President Chayley Ridge. 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Go to Freedom Family investments.com to book a clarity call, or text Family 266-866 that's Family 266-866,    Speaker 3  20:02   Hi, this is Russell Gray, co-host of the Real Estate Guys Radio Show, and you're listening to Get Rich Education with Keith Weinhold. Don't quit your daydream. We've got a special treat for you today is for the first time in a few years we hear from someone that's served since 2020 in house here in both operations and as an investment coach. Today she serves GRE in a different capacity internally, but a lot of you still ask about her. That's why she's here. She's got both the formal education with her MBA, and is about as robust in being a real estate investor as you can be at the same time. Oh, it's a warm welcome back to the talented Andrea Newburn.   Aundrea Newbern  20:51   Hey, Keith, it's so great to be back. It's been a long time.   Keith Weinhold  20:54   Well, you've continued to grow not just in your business but in your family size since you were last here. Congrats there. I'd like your thoughts, just generally, about the American residential real estate investment market today, where we've got these sort of rising prices in low supply areas, we have slightly falling prices in oversupplied areas, we've got mortgage rates that have normalized, we've got tough affordability for renters that want to be first time home buyers, so just tell us about what you see, big picture. Andrea,   Aundrea Newbern  21:28   Yeah, absolutely, and so I invest and operate predominantly in the Southeast, so this will probably be a little bit more of a lens from the Southeast market, but as you know, I still actively invest in real estate myself. I help, you know people buy rental properties, also. But then the main thing that I'm doing now is I have a property management company down in Southeast Georgia, and so I'm seeing things more from the lens of what investors are doing, where they're investing, where rents are going, and if people are even buying properties. So it's been a little bit interesting. I mean, what I'm seeing is that, as you all know, it slowed down. We're not seeing as many investors buy properties, but people still are doing it, and they're still finding good cash flowing properties. Where the challenges come in is you're not making as much money on these properties as you did four or five years ago, so you know your margins are going to be a little bit less, your cash flow is going to be a little bit less. And then we're seeing, you know, rents kind of stabilize depending on the type of asset class that it is, so you know things are not doing wonderfully, but they're stable from what I'm seeing in the southeast market,   Keith Weinhold  22:31   and now you do a good bit of investing in sort of Brunswick and out toward the Georgia coast, including places like Jekyll Island, where G. Edward Griffin wrote his book about the formation of the Fed, and all that in general. How has that area been from a residential supply standpoint? For example, we know in neighboring Florida they've had a lot of oversupplied pockets. How are we looking there? I think you have a lot of occupancy right now from talking to you earlier.   Aundrea Newbern  22:59   We do, so I manage two different types of investments, right? I manage the long-term rental properties. There's less of those like on Jekyll Island, there's more of those in the mainland and Brunswick. And then we do the vacation rentals, which is very, very heavy on Jekyll Island and St. Simons Island. What we're seeing this year, if we talk about maybe those vacation rentals first, and then I'll talk about the long-term vacation rentals, we're still seeing a lot of demand, a lot of people are still coming. We're not really down from this time last year, but the one big thing we're seeing is people are booking their vacations last minute, they're not booking them months in advance at this point. So that's definitely had a little bit of an impact and had us on edge, because we're like, okay, where are these vacations? And then, sure enough, they're booking a couple weeks out now, so that's going really well. The investors that have purchased homes on Jekyll and St. Simons, especially Jekyll, are doing really good. They're still making a lot of money. They have high occupancy. Where are we seeing a little bit more of the challenge is with the long-term rentals. So rents are kind of staying flat from where they were last year in some of those B and C markets. We may even see a slight decrease, just a couple percentage points, and then it's taking longer to fill the property. So last year we could typically get a qualified runner in in three to four weeks. Now we're seeing anywhere from five to eight weeks. Right now,   Keith Weinhold  24:11   as far as on the short term side, have restrictions affected you at all, like banning Airbnbs, for example, and how have you seen that play out in other areas? Because you certainly network with other people that do short-term rentals. Can you tell us about that?   Aundrea Newbern  24:26   Yeah, absolutely. So I can talk about the Southeast market, for one, where in Jekyll, St. Simons, Brunswick, we're seeing no rental restrictions whatsoever. We do have to have a process to register the rental with a county, but it's so easy. It's literally a form. We do an inspection once a year, and that is it. I don't know that this is a fact, but a lot of the commissioners and politicians in the area also have rental properties. I think that probably has a little bit of an impact on that up here in Michigan, which, you know, I have another home, and I live in Michigan part of the time as well. There's a lot of restrictions, in fact, my. House right now is in Sterling Heights, Michigan, and they already have a rental ban where you can't do less than 30 days, so you're already having to go into that midterm market, and now they have some proposals up with the local municipality to even eliminate some of that, so we're seeing that in this area.   Keith Weinhold  25:17   Generally, do you tend to see it in nicer, ritzier areas where they want to make the short-term rental restrictions.   Aundrea Newbern  25:24   Yes, I do. Absolutely. Up here in Sterling Heights, where I live, the average home of my neighborhood is around five to six hundred thousand dollards and they absolutely do not want those here. But if you go a few neighborhoods over, where you're looking more of like the two hundreed to three hundred thousand dollars range, they don't seem to have as much of an issue with those. There   Keith Weinhold  25:40   We've been talking about short term rentals in both Southeast Georgia and then in Metro Detroit, where you currently spend quite a bit of your time. Talk to us about the long term rental market with affordability for buying being down, that really hurts the prospective first time home buyer, so they need to be more likely to rent, which would make some people wonder. Oh, well, then how could vacancy possibly go up in an area? Well, you know, migration - we've touched on it - is one reason why that might happen. Another reason why it might happen is you might see more doubling up.   Aundrea Newbern  26:15   Yeah, we do. We see a lot more families coming in. In fact, last week we just rented a property out to somebody where the parents were renting with their children, their grown adult children that also had kids, they're getting bigger houses, right? So they're actually feeling that need to fill up some of our larger homes, but it's multi-generational now. We are seeing a lot more roommates come in, too, instead of two roommates, you'll see three people come in and get a house together. The other thing we've noticed that's been really drastic, maybe the last three or four months, is the debt load that we're seeing. So, when we run people's background checks and look, they've got a lot of credit card debt now. We didn't see that as much years prior.   Keith Weinhold  26:50   All right, so you're seeing that at the street level, that's a statistic that we can read about, that American savings rates are down and the proportion of debt is often up. You're seeing it in real time, there. Do you see potentially, Andrea, this propensity for people to want to sort of bend things and have someone that's not on the lease live there with them in order to cut costs? So, you know, is there really anything in this environment that we really need to be careful about when we're screening tenants with them having such a debt load, and having to struggle with inflation and rising prices.   Aundrea Newbern  27:23   Yeah, absolutely. The debt load, number one, you know, we'll see them increasing, and that's something we want to keep an eye on. So, we're having to kind of retool our policies to look more critically at that debt load. They may not be delinquent on anything now, but if we've seen it gone up significantly in the last few months, I bet you it's coming. So, we're trying to retool our policies to be able to deal with that, you mentioned people having unauthorized tenants in the home that has persistently been an issue for us, maybe the past year. We find this often that that's happening, and usually it's because that person wouldn't qualify on the application, but they still bring in money and can help with the rent. The third thing, and this is with the advent of AI, right, how big AI has come is, we're seeing a lot of documents that are clearly fraudulent, but they look really, really good, because AI has created them. So that's another issue.   Keith Weinhold  28:09   Gosh, that's interesting. Well, I want to ask you more about AI, and you know, Aundrea, America is in such a weird time with AI today. You probably saw it at these college graduations across the nation, where a luminary is up front at the lectern making a commencement speech, and they get booed by students for talking about embracing AI, and that's probably because the student feels threatened about AI taking the job that they might not get, and you know what's funny, I suspect there's some of those same students, they loved it when AI helped them write an essay in order to get to graduation and wear that cap and gown, so..   Aundrea Newbern  28:51   Absolutely.   Keith Weinhold  28:52   Yeah, that's what I knew when I say that we're in a weird time with AI, but I know that you've really embraced AI as a property manager and investor almost from the get-go to make your property operations more efficient, so that you don't have to raise prices on owners, and you can keep those owner expenses down and increase resident retention at the same time. So, tell us more about how you're using it.   Aundrea Newbern  29:16   Yeah, so my team, I think, hates me for this right now, but in the last six months we have literally changed our operations front to back in a few different ways. Number one, we've changed the systems that we use, so you know, for vacation rentals as well as long-term rentals, you have your property management system that kind of streamlines everything, and that you do everything in. We've started going to platforms that are a little bit more AI friendly, so they have AI agents built in and they have AI functionality already in them, so that we're not having to purchase additional tools to come in and add them as a layer on top of our systems. So that's kind of the basic thing that we're doing, but the other fun things that I've been able to do, and I'm still, you know, working on this, and we're refining it daily, is using AI actually as kind of like a virtual assistant, essentially. So we do have virtual assistants with a company, and they're great, and we love them, and they do a wonderful job. However, they're human, so they're not perfect, but these AI agents, once you've trained them to do a lot of the back office tasks that your virtual assistants can do, after a certain number of iterations and training, they don't really make mistakes. So knowing that we have that, and we can continue building on that. We don't have to add FTE to our team, which increase our labor costs. That's allowing us to not raise our prices on our clients, and which I'm sure they're all happy about, because other property management companies are doing that right now,   Keith Weinhold  30:33   Right, so property management companies are going to have to do this to stay competitive and keep up, whether they want to or not, and when I think about using AI in real estate, you know, one of the first things I think of, just say that tenant journey from attracting the tenant to placing them. When I think of the cutting edge, I think of help with marketing and writing advertisements, which I think is kind of a simple thing to do, sort of an easy way to implement AI, and also when I think about that early part of the journey, really I think about using AI as a leasing assistant, and sort of how you see that more, the 24/7 front desk, if you will. I mean, if you have an AI leasing assistant that can answer questions for your prospective new tenant and follow up with leads that can be a big deal. I mean, a lead that sits unanswered for six hours, they just kind of turn into a cold French fry, and instead AI can answer those questions and schedule that tour. If a prospective tenant asks the same question four times, you know the AI doesn't get frustrated and leave out some sigh. So, can you tell us more about kind of that front end, the marketing, and then the leasing end? Are you using AI as a leasing assistant essentially?   Aundrea Newbern  31:47   We are. So, if we talk about maybe the marketing piece of things before we get into the leasing, we're not using as much AI with marketing at the moment. I have had it write some copy for me for some marketing, and I'm not usually crazy about it. I still think it looks like AI right now, so we're having to do a lot of changes with that, but what it has done a really good job at helping us out in the last few weeks is have it go analyze your website, have it analyze how you come up in search functions, right? So, if somebody's going to Google or if they're going to Gemini or they're going to Chat GPT, what's happening with your website and your company when people are looking for property managers, for example, it does a very thorough check on that. It's also really good at reviewing your website and telling you where you have gaps in terms of maybe you need to, you know, change something here or there, or you have certain links that are not helping in your search functionality. So, I think it's really good as far as analyzing stuff. That's kind of about all we've done as far as marketing, as far as a leasing assistant goes, this has essentially been like the biggest lift I think we've had from AI, period, in the last couple years. So, maybe a year ago, we implemented a software, and I'm going to leave the name out, because I'm sure you know I'd rather not do that, but it's a software, and there's a bunch of different options that you can use for this, but essentially it collects all of our leads for us, so we set it up, you know, we set criteria for the type of tenant and our policies for, you know, what type of tenant would qualify, and they call in or message or email this number or this email address, and the AI essentially goes through and asks them a series of questions, lets them know if they would potentially qualify or not. If they would not, then it will not allow them to schedule showings for any of our properties, if they would, with no exceptions. Then we can go ahead and get them scheduled, and the AI actually goes through and gets them scheduled as well. So it is a huge help for us.   Keith Weinhold  33:30   That is really nice. Okay, helping out with tenant screening, there can it arrange tours, put them on the calendar, then if they're qualified.   Aundrea Newbern  33:40   Yes, it actually gives them an option and shows them all of the dates we have available, so the person can go ahead and schedule their showing. It can provide updates if we need it, so if we change our policy, it can send that out to the tenants for us as well. So that process I would say is about 90% automated right now. It doesn't really take much human intervention, except for us to review things and make sure there's nothing kind of wonky with the schedule or anything like that.   Keith Weinhold  34:00   Okay, so if they're qualified and interested, the prospective tenant can fill out an application, and then is AI assisting on the screening, and are you still meeting with them in person before they get the keys and sign the contract?   Aundrea Newbern  34:14   Yes, and no. So we still do meet with them in person to be able to do like that walkthrough of the property and make sure we're documenting issues, and all of that, which, by the way, I think in the next year that'll probably be automated as well, but we're not quite there yet. They do not have to come in in person, in terms of signing the lease or anything like that. That's all done remotely. If they want to, they can, but we really don't have to meet with them until it's time for move in at this point.   Keith Weinhold  34:36   All right, we're seeing the evolution of AI since it was really Chat GPT that was pioneering and rolling out in November of 2022 so we're coming up on four years of really this activity being integrated into our lives, and I think we both know that it's only going to get better from here, so when we have a tenant that. It's actually placed, of course. I often like to say they call the discipline property management, but it could probably very well be called tenant management. And I think, about, you know, is everything okay after the tenants there? As far as AI having a maintenance triage function, if there's a maintenance request, of course, you're going to want to prioritize something differently if it's a big plumbing leak that's damaging the subfloor versus just having a slow drain, you know. You probably want to be sure either one of those things are taken care of, but one is going to get priority over the other. So, can you tell us more about after that tenants place the maintenance triage and using AI there?   Aundrea Newbern  35:38   Yeah, so we've pretty much automated the maintenance process in the last year, other than, you know, actually making sure the vendor went out and did what they were supposed to do. So, right now, with us, a tenant has to go in, unless they have a disability and can't do it, of course, but they have to go in and put in any work orders through our system, and essentially what happens is we've created kind of a workflow, so here's the issues of the types of things that would not be considered an emergency unless they answer, you know, certain questions a certain way. Here are the things that are emergencies and requires to go out pretty much no matter what, right? For the things that are non-emergency, or they're not clear in what the actual issue is, which is probably the number one problem we have, is they say, 'My lights aren't working, that's it, we don't know anything else about it, and then come to find out it was just a light bulb, or come to find out it was just their breakers tripping. The AI actually goes in and analyzes what they put in as the issue and selected, and then asks them a series of questions, and then, based on their responses, it actually tells them what to go do to troubleshoot it. We're seeing right now with data, it's eliminating maybe about 40% of the things that we would send somebody out for, yeah, it is huge, and the tenants are doing it, and they're not really pushing back or having issues with it most of the time, but then there are certain things that AI can't quite figure out, we're still training it on, so we do have to send somebody out or call, but it's having a huge reduction in us having to send folks out for this.   Keith Weinhold  36:56   Okay, yeah, we're not talking about completely eliminating humans, but that's huge, if they can have AI give them the answer to maybe some routine maintenance thing, probably that they could have gone and found out on their own, but yeah, that saves 40% of maintenance visits, that's a big deal. All right, so not too much backlash from tenants, not saying, like, oh, hey, I don't want to be talking with your robot, come on, not so much of that.   Aundrea Newbern  37:20   No, not yet. Now we are looking right now at implementing an actual AI agent that would answer the phone to handle these types of just maintenance issues, nothing else but maintenance for right now. And we've tested out a lot of different softwares that do this. Some are better than others, but none of them are perfect yet. And I could call and definitely tell I'm talking to AI, maybe some people couldn't. I feel we're probably going to have a little bit more blowback when that starts getting implemented and rolled out.   Keith Weinhold  37:44   Yeah, I imagine people are just going to get more and more used to this, you know. I wonder, how much AI is helping you with rent pricing, what amount to set the rent for. I mean, for example, isn't it interesting if AI knows that, hey, a bunch of units in the neighborhood all around you, they already have high occupancy. It's really tight in this sub market, where maybe it would advise you to bump up your rent. So, tell us about how AI is helping you with rent pricing.   Aundrea Newbern  38:12   Yeah, so you know, as a broker, I obviously have access to the MLS, which we use for a lot of data, but then sometimes there's rentals that are not on the MLS, so you know an owner went and listed it themselves, and I actually have an agent that their task is to go in every couple of days, and they'll analyze any of our existing listed properties that we have that are not occupied. We're still waiting on somebody to apply, and it'll go and tell me, "Hey, is anything else been listed? Has anything that was out there when we did our review two days ago? Has anything closed? Can we figure out, you know, what price it rented for? Sometimes it can, sometimes it can't, but it'll provide me a report every two days, automated, in my inbox for me to be able to look at on that. So it's really nice.   Keith Weinhold  38:51   Wow, this could be hugely useful. Yeah, or imagine on the flip side of that, if AI detects that there are a lot of vacancies in your area that, hey, you probably don't want to get so aggressive with rent increases. In that case, was there any last way that you're using AI in real estate? Maybe something I didn't think about asking you, Aundrea.   Aundrea Newbern  39:10   If we talk about long-term rentals, not as much. I think you kind of hit on the main things that we're using it for right now, but if we look at vacation rentals, it is doing a lot more there, I think, at the moment than it is long term. So, for example, pricing - we have dynamic pricing that we use for all of our vacation rentals, and the dynamic pricing isn't perfect, so somebody still has to physically go in and make sure no tweaks need to be made, that there's nothing weird going on in the software. I now have an AI agent that, that is their number one job. They go in once a day, they review all of our pricing. They let me know whether we need to adjust it up, down, change our minimum days, maximum days, and we make the adjustments. We're training it now to actually do those for us, but we haven't let it do it yet, so we're still waiting there. It's still waiting on its approval for me to do that, but things such as pricing, things such as going through and analyzing guest feedback, or guest. First tone, even in messages, it's providing me reports on that daily, so I can help identify problems that are maybe small problems before they become big.   Keith Weinhold  40:07   It makes sense that it would be more applicable in short-term rentals with all the turnover that you have there. Well, Andrea, let us know if there's a way for our followers to keep up with you and what you're doing, because people still ask about you here. You're so well liked. Let us know.   Aundrea Newbern  40:26   Yeah, so there's a couple of ways. If you're wanting to kind of see what we're doing with property management or our company, you can go to goldenaislesretreats.com There's also for a way for you to get in touch with me there. You can also check me out on LinkedIn or on Facebook, so I'm there as well, and I'd be happy to connect with anybody. I miss our listeners.   Keith Weinhold  40:43   Oh, Andrea, it's been valuable. It's been great having you back.   Aundrea Newbern  40:46   Thank you, Keith.   Keith Weinhold  40:53   Yeah, great to hear from Aundrea again on the show. It has been a few years. If you use professional management like I do, they will most likely be applying AI in a lot of the ways that we discussed. Coming up on the show soon, a life coach that's had a profound effect on a number of guests that we've hosted here on the show over the years. He has agreed to join us. He doesn't do a lot of appearances like this, so it'll be great. We'll hear directly from Daniel Thomas Hind, and how he transforms the lives of so many business people and investors professionally, physically, and mentally. I'm confident that it's going to help you get more out of life too. Until next week, I'm your host, Keith Weinhold. Don't quit your daydream.   Speaker 1  41:45   Nothing on this show should be considered specific personal or professional advice. Please consult an appropriate tax, legal, real estate, financial, or business professional for individualized advice. Opinions of guests are their own. Information is not guaranteed. All investment strategies have the potential for profit or loss, the host is operating on behalf of Get Rich Education LLC exclusively.    Keith Weinhold  42:13   The preceding program was brought to you by Your Home for Wealth Building, getricheducation.com.

The perk trap is costing organizations thousands while leaving teams burned out. Yolanda Fraction, author of the book Joyful Workplaces, joins us to share how leaders can move past surface-level culture and design systems that deliver both joy and results. What You'll Learn in This Episode Why multi-billion dollar corporate perks like unlimited PTO and cold brew fail to fix the root causes of team burnout The critical operational shift from viewing talent development as a cost center to treating it as a core business driver What it means to lead as a steward of people rather than a controller, and how that impacts daily management decisions How to utilize tactical self-leadership tools like the Johari Window and 360-degree feedback to expose your own leadership blind spots Why corporate culture is never a kickoff project and how to accurately diagnose your workplace using the culture iceberg Episode Chapters (00:00) Intro (00:33) The Reality of the Perk Trap (03:15) Designing Systems for Joy and Performance (05:48) Shifting From Controller to Steward of People (08:53) The True Human Cost of Broken Systems (13:51) Using Self Leadership to Drive Team Clarity (19:01) Uncovering Blind Spots and Reflective Leadership (21:20) Diagnosing Culture Beyond the Surface (25:31) A Brand That Makes Yolanda Smile (27:38) Where to Connect with Yolanda Fraction About Yolanda Fraction Yolanda Fraction, M.Ed., is an organizational development consultant, leadership advisor, and corporate trainer with more than two decades of experience helping executives build healthier, high performing workplaces. Currently pursuing her PhD in industrial organizational psychology, Yolanda holds a graduate degree in adult and organizational learning, bringing a deeply practical and human centered approach to talent management across corporate, nonprofit, academic, and government sectors. She is the author of Joyful Workplaces: How People and Systems Create Energy, Resilience, and Results, and she hosts the Teamwork Sandbox podcast, where she explores the direct ways leaders influence and shape modern organizational culture. What Brand Has Made Yolanda Smile Recently? Yolanda shared a powerful story about Marriott that perfectly illustrated care beyond measure. While managing a hectic work travel schedule and undergoing IVF treatments, she arrived well before check-in at a Marriott property needing a safe place to store her temperature-sensitive medications. Instead of sticking strictly to standard front desk policy, an empathetic employee stepped up, securely stored the medication in a staff refrigerator, and personally ensured it safely reached her room later. For Yolanda, this moment of going above and beyond proved that a culture of genuine care is truly embedded within the Marriott brand. Resources & Links Connect with Yolanda on LinkedIn. Learn more about Yolanda Fraction and her work at her website. Listen & Support the Show Watch or listen on Apple Podcasts, Spotify, YouTube, Amazon/Audible, TuneIn, and iHeart. Rate and review on Apple Podcasts and Spotify to help others find the show. Share this episode — email a friend or colleague this episode. Sign up for my free Story Strategies newsletter for branding and storytelling tips. On Brand is a part of the Marketing Podcast Network. Until next week, I'll see you on the Internet! Learn more about your ad choices. Visit megaphone.fm/adchoices

You invested time and resources into staff training and development, but your team still isn't applying what they learned. Why? Many nonprofit leaders focus heavily on what employees need to learn and how they should learn it. While those elements are essential, they're only part of the equation.In this episode of Learning for Good, I'm exploring why even well-designed training programs often fail to create lasting behavior change. True success happens when training translates into consistent action on the job. I'm sharing five overlooked factors that determine whether learning becomes performance improvement or simply another forgotten workshop.▶️ Why Your Nonprofit Training Isn't Working: 5 Factors Preventing Workplace Behavior Change▶️ Key Points:00:00:00 Why Great Training Doesn't Always Lead to Action00:05:07 5 Factors Preventing Behavior Change00:14:12 Designing Training That Drives Lasting Behavior ChangeResources from this episode:Join the Learning for Good Summit in July: https://collective.skillmastersmarket.com/invitation?code=9A6625 Join the Nonprofit Learning and Development Collective: https://www.skillmastersmarket.com/nonprofit-learning-and-development-collectiveConnect with HeatherLinkedIn: Heather BurrightWebsite: skillmastersmarket.comBook an interest call with Heather here.⭐Was this episode helpful? If you're listening on Apple Podcasts or Spotify, follow and leave a review!

The traditional workplace model, designed in the twentieth century, no longer serves the realities of contemporary life. W. Brad Johnson and David Smith, two former Navy officers turned leading researchers on workplace gender equity, have spent decades studying what actually makes organizations thrive. Their journey from military service to academia reveals that the most pressing business challenge of our time is not technological innovation or market disruption, but rather the fundamental misalignment between how we structure work and how people actually live their lives. Brad and David's research has evolved significantly over their careers. They began by studying mentoring relationships and how men could become better mentors for women, then shifted to examining public allyship and holding men accountable for gender fairness. However, their most transformative insight came when they realized that without changing the fundamental structures of work itself, individual efforts could only go so far. They discovered that most people today live in dual-earner, dual-career families, yet workplaces continue operating as though employees have no caregiving responsibilities. They emphasize that this is not merely a women's issue or a diversity initiative, but rather a fundamental question of organizational design and leadership courage. Organizations must create psychological safety where employees can be honest about their caregiving responsibilities and their needs. They must embrace role modeling from senior leaders who openly discuss their own caregiving challenges and demonstrate that it is possible to be both a committed caregiver and a high-performing professional. To learn more about gender-fair workplace practices and discover how leading organizations are transforming their cultures, visit WorkplaceAllies.com. Get a copy of their latest book, Fair Share, at your favorite bookstore or online retailer to explore their comprehensive roadmap for building workplaces where everyone can bring their whole selves to work. For the accessible version of the podcast, go to our Ziotag gallery.We're happy you're here! Like the pod?Support the podcast and receive discounts from our sponsors: https://yourbrandamplified.codeadx.me/Leave a rating and review on your favorite platformFollow @yourbrandamplified on the socialsTalk to my digital avatar Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Many Christians spend forty or more hours each week in the workplace, yet few see it as one of their greatest opportunities for evangelism. In this solo episode, Jimmy discusses what it means to share Christ wisely at work. How do we balance boldness with wisdom? How can we be faithful witnesses without being disruptive or overbearing? Drawing from Colossians 4:1–6 and other key passages, Jimmy explores practical ways Christians can honor Christ through their work ethic, recognize gospel opportunities, and overcome the fear that often keeps us silent. Whether you're in an office, on a job site, behind a counter, or working from home, this episode will encourage you to view your workplace as a mission field and your coworkers as people who need the hope of the gospel.

Busting gen AI fears in the workplace requires education, transparent leadership and early success stories. That's the key take-away message of this episode of the Wise Decision Maker Show, which talks about myth-busting Gen AI fears to create a culture of confidence.This article forms the basis for this episode: https://disasteravoidanceexperts.com/myth-busting-gen-ai-fears-to-create-a-culture-of-confidence/

When Nussaibah Younis decided to write a book about ISIS brides, everyone expected it to be an academic tome. Instead, she wrote a raunchy satire about a woman who takes a job in a warzone to get over a recent heartbreak. Nussaibah's debut novel, Fundamentally, sees protagonist Nadia in over her head working for the UN in Baghdad. But her sense of purpose renews when she connects deeply with Sara, a young ISIS bride who Nadia becomes intent on saving. Drawing on her own professional experience, Nussaibah tells Mattea Roach why the UN's work culture is ripe for satire, why the conversation about ISIS brides needs nuance and what it really takes to deradicalize someone. Liked this conversation? Keep listening:Exploring the shady side of charity organizationsNeed cash fast? Become a corpse bride today Check us out on Instagram @cbcbooks and TikTok @cbcbooks

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed D. Renee Smith. A transformational life coach and mental wellness advocate:

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed D. Renee Smith. A transformational life coach and mental wellness advocate:

In this podcast episode, Dr. Jonathan H. Westover talks with Dallin Cooper about leading through conflict in the workplace.Dallin Cooper is an author, entrepreneur, and award-winning shepherd. From small Wyoming towns to one of the largest cities in China, Dallin has helped audiences challenge their assumptions to understand perspectives outside their own.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

A new masculinist movement has gone mainstream on the right. The prominent voices in this movement yearn for an earlier time, when men were men and women were women. Sometimes that time seems to be the 1950s, like when Tucker Carlson extols a world where men go to work and women stay at home. But sometimes it goes way farther back. The pastor Doug Wilson advocates household voting, in which men vote for their wives. And Costin Vlad Alamariu, better known as Bronze Age Pervert, harks back to the Bronze Age — specifically the ancient Hittite and Mitanni Empires. Helen Lewis wrote a recent cover story for The Atlantic about this new antifeminist backlash, which she calls “the single most important force holding together the American right.” So I wanted to have her on the show to talk about these ideas, the political program of this movement and how seriously we should take it. Lewis is a staff writer at The Atlantic and the author of “Difficult Women: A History of Feminism in 11 Fights” and “The Genius Myth.” This episode contains strong language. Mentioned: Difficult Women by Helen Lewis “What Is the Longhouse?” by L0m3z The Last Men by Charles Cornish-Dale Bronze Age Mindset by Bronze Age Pervert The End of History and the Last Man by Francis Fukuyama “The Men — and Boys — Are Not Alright” with Richard Reeves, The Ezra Klein Show “Did Liberal Feminism Ruin the Workplace?” with Helen Andrews and Leah Libresco Sargeant, Interesting Times with Ross Douthat “The Great Feminization” by Helen Andrews “The Women Leaving the New Right” by Sam Adler-Bell Book Recommendations: Christie Malry's Own Double-Entry by B.S. Johnson Madame de Pompadour by Nancy Mitford The Genius Factory by David Plotz Thoughts? Guest suggestions? Email us at ezrakleinshow@nytimes.com. You can find transcripts (posted midday) and more episodes of “The Ezra Klein Show” at nytimes.com/ezra-klein-podcast, and you can find Ezra on Twitter @ezraklein. Book recommendations from all our guests are listed at https://www.nytimes.com/article/ezra-klein-show-book-recs. This episode of “The Ezra Klein Show” was produced by Annie Galvin. Fact-checking by Michelle Harris and Julie Beer. Our senior engineer is Jeff Geld, with additional mixing by Isaac Jones and Johnny Simon. Our recording engineer is Kyle Grandillo. Our executive producer is Claire Gordon. The show's production team also includes Marie Cascione, Rollin Hu, Kristin Lin, Emma Kehlbeck, Jack McCordick, Marina King and Jan Kobal. Original music by Pat McCusker. Audience strategy by Shannon Busta. The director of New York Times Opinion Shows is Annie-Rose Strasser. Subscribe today at nytimes.com/podcasts or on Apple Podcasts and Spotify. You can also subscribe via your favorite podcast app here https://www.nytimes.com/activate-access/audio?source=podcatcher. For more podcasts and narrated articles, download The New York Times app at nytimes.com/app. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.