Podcasts about Workforce

Episode #231 is LIVE — 40th Annual Elko Mine Expo Keynote Podcast  Mining Minds sat down with Amanda Hilton, President of the Nevada Mining Association; Don Dwyer, General Manager of Orla Mining's South Railroad Project; and Vern Goglio, Senior Manager at Cementation USA, for a conversation on the past, present, and future of Nevada Mining. From the evolution of safety and leadership to workforce development, women in mining, contractor partnerships, community trust, and what it will take for Nevada to remain a global mining leader, one message stood out: we can't just tell people mining has changed — we have to demonstrate it. The industry continues to evolve because of the people willing to learn, lead, listen, and challenge the way things have always been done. Whether you work at the face, support operations, develop projects, educate the next generation, or serve our mining communities, we all have a role in shaping what comes next. The past shaped us. The present is challenging us. The future is ours to build. A special thank you to Motor Mission Machine & Radiator for sponsoring this keynote podcast and for continually supporting Mining Minds and the people who make this industry what it is. #MiningMinds #ThisIsMining #ElkoMineExpo #NevadaMining #MiningIndustry #HumanElement #MiningLeadership #WorkforceDevelopment #FutureOfMining YouTube Link- https://youtu.be/aD82l_5ODBU Chapters: 04:25- From Disposable Labor to the Human Element 10:25- Leadership Is No Longer Just Technical Skill 19:15- Nevada Is #1—but the Future Depends on Workforce 25:10- What Changed for the Miner Starting Today? 31:25- Public Trust Starts Before the Mine Does 35:45- Mining Doesn't End at the Pit 40:00- Contractor + Owner: One Team, One Culture 43:35- Stop Letting Yesterday Define Modern Mining 52:15- Building Communities—and Advice That Lasts a Career

Strong public health systems depend on trusted communication, a skilled workforce, and deep community connections. In this PHIG Impact Report, Christina Floyd, deputy public health director for the Detroit Health Department, talks about how PHIG funding has helped Detroit strengthen grant management, bring communications in-house, and transform outreach into a public health intervention. Floyd also discusses the department's growing internship and youth engagement programs, which are creating pathways into public health careers while building trust with the next generation. This work is supported by funds made available from the Centers for Disease Control and Prevention (CDC) of the U.S. Department of Health and Human Services (HHS), National Center for STLT Public Health Infrastructure and Workforce, through OE⁠⁠⁠22-2203⁠⁠⁠: Strengthening U.S. Public Health Infrastructure, Workforce, and Data Systems grant. The contents are those of the author(s) and do not necessarily represent the official views of, nor an endorsement, by CDC/HHS, or the U.S. Government.Public Health Infrastructure Grant: Resources & Impact - PHIGBringing the Mission to Life: Detroit Health Department Strengthens its Services from the Inside Out - Public Health Infrastructure Grant

The following article of the Infrastructure industry is: 'How Skilled Workforce Certification Drives Mexico's Clean Energy' by Daniel García Valladares, CEO, Modulo Solar. 

In this episode, Emily Moorhead, President of the Macomb Market at Henry Ford Health, shares how she is leading operational and workforce stabilization amid rapid growth and industry headwinds. She discusses financial sustainability, staff engagement, patient safety, and making disciplined decisions to support long-term access, trust, and community-centered care.

Matthew Bidwell, Professor of Management at the Wharton School, explores how the job search process is evolving for today's graduates and what it takes to break into the workforce. As hiring has slowed across traditional pipelines like consulting and tech, the path to a first role has become more competitive and fragmented.In this episode, Bidwell explains how AI is transforming applications, making it easier to apply at scale while increasing competition, and shares how candidates can still stand out by leveraging networking, personal connections, and targeted outreach.The conversation also highlights the importance of internships and viewing early careers as a period of exploration, where individuals build skills and refine their long-term direction. Hosted on Acast. See acast.com/privacy for more information.

URSULA'S TOP STORIES: Spokane fires // Former Chief Barnes' payout package // Puyallup school admins charged with crimes for failure to report // Women now outnumber men in the workforce // WE NEED TO TALK. . . Blockbusters aren't saving theaters

In this episode, CMAA's Carly Trout and Evan Hendershot welcome Karyn deLeon, CCM, president and CEO of Peregrine Solutions, Inc., for a conversation about the critical role properly fitted personal protective equipment (PPE) plays in keeping construction professionals safe. Karyn discusses how evolving workforce demographics are reshaping PPE needs, highlights recent OSHA requirements for properly fitting equipment, and shares practical steps organizations can take to improve worker safety and compliance. She also explains how investing in well-fitting PPE strengthens safety culture, supports workforce retention, and helps create a more inclusive jobsite for everyone.   The Construction Leaders Podcast is produced by Association Briefings.

Hello to all you Kiniku-men and Kiniku-gals. AbroadInJapanPodcast@gmail.com for all your messages! Abroad in Japan is the podcast devoted to the most unique country in the world. Subscribe for new podcasts twice a week, every week. Hosted on Acast. See acast.com/privacy for more information.

Hour 1 for 7/30/26 Drew opens the phones to listeners who share their thoughts about the escalating war in Iran (1:00). Callers: I'm against the war (8:41), the need for prayer (12:02), Air Force Veteran comments (15:38), I was in Saudi Arabia in 2020 (19:51), I think we should finish the fight (24:51). Then, labor economist Nicholas Eberstadt discusses why prime-age men leave the workforce (31:03). Caller: I can't imagine not working (34:56), my kids are hard workers (42:29), and men are too picky (45:54). Link: Nick's Book

In this episode, Timothy Layman, DNP, MBA-HC, MSN, RN, NE-BC, CENP, President and Chief Administrative Officer, St. Mary's Hospital, Hospital Sisters Health System, discusses the hospital's transformational modernization efforts, strategies for strengthening the healthcare workforce, and how AI, physician recruitment, and specialty service expansion are positioning the organization for long-term growth and better patient outcomes.

AON CFO Edmund Reese talks geopolitical uncertainty, uneven economic growth, and technological innovation. He talks to Bloomberg's Carol Massar and Tim Stenovec.See omnystudio.com/listener for privacy information.

In this episode, Richard and Chris Hallberg explore veterans' transition to civilian life, the power of military leadership in business, and the impact of AI and social media on society. They also discuss political polarization, media influence, and ways to foster unity and service in America.00:00 Introduction and Guest Introduction177:42:17 Chris Hallberg's Military and Business Background5555:29:06 Veterans in the Workforce and Leadership7194:22:28 Myth Busting: Military Culture and Veterans11916:36:03 Veterans' Transition to Civilian Careers14999:56:06 Finding Veterans for Employment20444:22:57 The Role of AI in Business and Society25388:49:45 Social Media and Content Creation Risks34111:03:19 Political Polarization and Media Influence42194:23:28 The State of American Politics and Elections558888:50:44 Future of Veterans' Placement and Impact741388:51:43 Global Geopolitics and Military Technology919999:59:12 The Importance of Patriotism and Service1088888:53:20 Chris Hallberg's Legacy and Personal Pride1123888:53:20 Closing Remarks and Final Thoughts

In this episode, Dan LaVallee, Associate Vice President of Community Engagement at UPMC Health Plan, and Dr. Brandy Hershberger, Chief Nursing Officer and Vice President of Academic Affairs at UPMC, discuss how innovative apprenticeship programs, workforce partnerships, and community engagement are creating sustainable healthcare career pathways and strengthening the future workforce.

Industrial AI is into a new phase. Agentic AI is software that can plan, reason, learn, and act with far greater independence than traditional automation. While the technology is advancing quickly, the oil and gas industry faces unique technical, regulatory, and operational challenges that make full autonomy far less straightforward.  In this episode, I share what agentic AI actually is, why it differs from conventional automation, and why the industry's aging assets, fragmented data, safety requirements, cybersecurity concerns, and accountability standards create real barriers to  adoption.  I also share where I believe agentic AI can deliver the greatest value today: reducing the cognitive burden on engineers by assisting with planning, monitoring, coordination, and decision preparation while keeping humans squarely in the loop. The future is a function of humans plus AI, instead of the gloomy either/or we hear.  ⚒️ Additional Tools & Resources:

Northeast Mississippi Community College President Dr. Ricky G. Ford and Marketing and Public Relations Specialist Liz Calvery look at the legislative priorities for not only Northeast but all 15 community colleges in the Magnolia State. Ford breaks down the three pillars that the community colleges will be asking the Mississippi Legislature to fund in 2027, including $41.5 million for the Jobs Promise Performance Program to train 5,500 highly skilled workers for high-demand careers, $39 million in general support to improve salaries and retain talented educators, and $100 million for capital improvements and necessary campus repairs. Ford also explains the funding formula used to distribute resources among Mississippi's community colleges and how each of these investments would directly benefit Northeast students, faculty, and facilities. In addition to the three pillars, the colleges are requesting $2 million to support Adult Education programs. Ford highlights the critical role Adult Education plays in workforce development, from helping individuals earn their HiSET to preparing them for employment or continued education at Northeast. Ford discusses the long-term impact these investments could have across the community college system and how strategic funding can strengthen opportunities for students and communities alike. Plus, get the latest updates on athletics, academics, workforce development, and all the incredible things happening at one of the nation's premier community colleges.

What's driving Cincinnati's rise as one of the Midwest's most dynamic economic engines? In this episode of Develop This!, Dennis Fraise speaks with Kimm Lauterbach, CEO of REDI Cincinnati, about the region's rapid growth and the strategies positioning it as a national leader in innovation, investment, and industry. Kimm shares how Cincinnati has built momentum through a combination of regional collaboration, strong industry clusters, and a commitment to workforce development. The conversation highlights how partnerships across state lines are helping the region compete more effectively for investment and talent. A major focus is Cincinnati's growing strength in life sciences and biopharma, where companies such as Medpace and CTI have helped establish the region as a recognized hub for research, innovation, and commercialization. The discussion also explores the region's leadership in aerospace, advanced manufacturing, and food innovation—industries that continue to drive economic growth while creating opportunities for workforce development and business expansion. Looking ahead, Kimm discusses the role of innovation districts, research partnerships, and international investment in shaping Cincinnati's future and sustaining long-term competitiveness. A key takeaway? Cincinnati's success is built on collaboration, industry specialization, and a clear vision for regional growth. Key Takeaways Cincinnati is experiencing strong economic growth across multiple industries Regional collaboration strengthens competitiveness and investment attraction Life sciences and biopharma have become major economic drivers Aerospace and advanced manufacturing remain key regional strengths Workforce development supports long-term industry growth Innovation districts and research partnerships are fueling future opportunities Foreign direct investment continues to play an important role in expansion Key Topics Covered Cincinnati's economic growth and recognition Foreign direct investment and international companies Regional multi-state collaboration strategies Life sciences and biopharma development Workforce development and training programs Aerospace and advanced manufacturing Food and beverage innovation Innovation districts and research partnerships Sound Bites "Success stories like Medpace and CTI." "Overindexing in aerospace engineering." "Regional collaboration creates greater opportunity."

AI is changing everything in the AEC industry — but not in the way most people fear. In this episode of The Peggy Smedley Show, host Peggy Smedley sits down with Claire Rutkowski, Executive Director of AI Productivity and Enablement at WSP, to explore how artificial intelligence is reshaping the engineering workforce. They dig into how AI is catching recurring clash patterns, flagging spec drift before it becomes costly rework, compressing meeting prep time, and freeing engineers to focus on judgment, creativity, and higher-value decisions. Claire also shares how WSP is upskilling its workforce, why the most skeptical engineers are often the most valuable voices in the room, and what it means to mentor a generation that's ready to go AI-native. Topics covered: Is AI coming for engineering jobs? The honest answer How AI agents work alongside engineers today — and where it's heading Clash detection, spec inconsistencies, and change order prevention Smarter coordination meetings powered by AI Upskilling engineers: persona-based training at scale The shift from project delivery to full asset lifecycle intelligence What separates firms that will lead from those that fall behind  Guest: Claire Rutkowski, WSP Executive Director of AI Productivity and Enablement

Send us Fan MailIn this episode, Vanessa explores what happens when companies eliminate entry-level positions while still expecting experienced employees to magically appear. As AI continues taking over more beginner-level work, who will develop the next generation of experts?You'll discover why teachers may be uniquely positioned to solve a workforce problem that employers don't even realize they have yet, and how to position your experience as the solution.In this episode:Why the traditional career ladder is disappearingHow AI may unintentionally widen the experience gapWhy teachers are experts at developing people—not just delivering contentA new way to think about résumé bullet points: Task → Problem SolvedHow to connect your classroom experience to the business problems employers are trying to solveThis week's Teacher Hack: a simple Google Doc that keeps all of your beginning-of-year ideas, shopping lists, and PD notes in one searchable placeVanessa's recommendation: Ride or Die on Amazon PrimeReady to start your own transition? Schedule a complimentary Discovery Session at https://TeachersinTransition.com/calendar.Resources:

WSJM Afternoon News for 07-29-26See omnystudio.com/listener for privacy information.

The House narrowly passed its version of the fiscal 2027 defense policy bill last week despite strong Democratic opposition over the bill's price tag, the war with Iran and a provision that would expand military partnership between the United States and Israel. While much of the attention surrounding the National Defense Authorization Act focuses on the bill's massive price tag, foreign policy and partisan riders, the must-pass package includes several provisions affecting the Defense Department's civilian workforce. Federal News Network's Anastasia Obis joins us to break down what measures impacting civilians made it into the bill and what was left out. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Solutions for South Korea as it becomes the latest country to officially become a “super-aged” society. Plus: why it’s a buoyant time for the luxury cruise market. See omnystudio.com/listener for privacy information.

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In this episode, Dan LaVallee, Associate Vice President of Community Engagement at UPMC Health Plan, and Dr. Brandy Hershberger, Chief Nursing Officer and Vice President of Academic Affairs at UPMC, discuss how innovative apprenticeship programs, workforce partnerships, and community engagement are creating sustainable healthcare career pathways and strengthening the future workforce.

U.S. Representative, Dan Newhouse says current legislation being considered, the ‘Securing Agriculture's Workforce Act' could do so much to help improve the H-2A system.

Are your employees in positions where they can truly perform at their best?In this episode, we dive into the Working Genius framework and how our team has used it to unlock higher levels of performance, collaboration, and engagement. We explain the six Working Genius types, discuss how the framework works, and share practical ways leaders can align people's natural strengths with the work they do every day.At MuuvWell, we believe workforce performance is about creating an environment where people can thrive, not just produce. The Working Genius is one powerful tool that helps leaders build stronger teams and unlock the full potential of their workforce.Want to improve workforce performance in your organization? Visit www.muuvwell.com or email info@muuvwell.com to learn how we help organizations build healthier, higher performing teams. Don't forget to subscribe, leave a review, and share this episode with another leader.

Today in the business of podcasting:The Alliance for Measurement in Podcasting released its accords, giving the industry shared definitions for what counts as a podcast, a play, and an ad impression, plus a recommended hold-out group standard for proving incremental lift to advertisers.Patreon is cutting 93 jobs, roughly 20% of its workforce, as CEO Jack Conte points to organizational changes and market conditions rather than AI, saying the creator platform remains financially strong with more than 300,000 creators.YouTube posted $11.055 billion in Q2 advertising revenue, up 13% year over year and ahead of expectations, a figure that covers ad sales only and excludes YouTube Premium and YouTube Music subscriptions.Castro developer Dustin Bluck argues independent podcast apps have flatlined as a category while platforms like YouTube absorb podcasting's growth, and revives the case for indie apps receiving a share of industry revenue.Digiday weighs mass reach against hard-won audience trust, a debate that shapes how podcast and influencer advertising budgets get allocated between big-brand campaigns and niche creator targeting.To find links to these, and every article covered in today's episode, click here. You can also subscribe to The Download's newsletter to receive the full issue straight to your email inbox every day.

What is the connection between being able to communicate with someone and being able to build and maintain trust with that person? How do you overcome or mitigate the challenges related to trust, best effort, safety, and more in a multi-lingual workplace? In this 17-minute episode, Saúl Rodriguez explores the answers to these questions and more in a very straight-forward discussion, including practical strategies that are helpful.  EPISODE RESOURCES:>Connect with Saúl Rodriguez on LinkedIn>Saúl's bio>US Bureau of Labor Statistics Brain Chatter, a podcast where we listen past the daily noise and explore topics at the intersection of leadership, workplace culture, profit, and sustainability. 

Today in the business of podcasting:The Alliance for Measurement in Podcasting released its accords, giving the industry shared definitions for what counts as a podcast, a play, and an ad impression, plus a recommended hold-out group standard for proving incremental lift to advertisers.Patreon is cutting 93 jobs, roughly 20% of its workforce, as CEO Jack Conte points to organizational changes and market conditions rather than AI, saying the creator platform remains financially strong with more than 300,000 creators.YouTube posted $11.055 billion in Q2 advertising revenue, up 13% year over year and ahead of expectations, a figure that covers ad sales only and excludes YouTube Premium and YouTube Music subscriptions.Castro developer Dustin Bluck argues independent podcast apps have flatlined as a category while platforms like YouTube absorb podcasting's growth, and revives the case for indie apps receiving a share of industry revenue.Digiday weighs mass reach against hard-won audience trust, a debate that shapes how podcast and influencer advertising budgets get allocated between big-brand campaigns and niche creator targeting.To find links to these, and every article covered in today's episode, click here. You can also subscribe to The Download's newsletter to receive the full issue straight to your email inbox every day.

Andrew Chapman is the CEO of the Queensland Major Contractors Association, representing the companies delivering Queensland’s largest infrastructure projects, including roads, rail, energy, and major civil works. With over 30 years in the engineering and construction sector, Andrew brings deep insight into how Australia’s major projects pipeline is evolving and what it will take to deliver it. In this episode, Andrew unpacks the scale and complexity of Queensland’s $127 billion infrastructure pipeline and what it means for delivery across the next five years. He discusses the key constraints facing the industry, including productivity decline, workforce shortages, supply chain limitations, and approval delays. The conversation also explores the need for more collaborative contracting models, better risk allocation between clients and contractors, and improved procurement practices to reduce disputes and improve certainty. Andrew also highlights the growing role of technology, robotics, and smarter work design in lifting productivity, as well as the importance of addressing industry culture, mental health, and burnout to retain and attract workers. Resources and links: Andrew Chapman on LinkedIn: https://www.linkedin.com/in/andrew-chapman-30711216/ Connect: The Society of Construction Law Australia website: https://www.scl.org.au/ The Society of Construction Law Australia on LinkedIn: https://www.linkedin.com/company/society-of-construction-law-australia/ Disclaimer: The views and opinions expressed in this podcast series are those of the individual contributors and are not necessarily endorsed by the Society of Construction Law Australia (SoCLA). The content is provided for general informational purposes only and does not constitute legal, professional, or other advice. Listeners should consider their own circumstances and seek appropriate advice from qualified professionals before acting on any information contained in this podcast. This show is produced in collaboration with SoundCartel. Visit soundcartel.com.au for more information.See omnystudio.com/listener for privacy information.

Metabolic Health Show - Twin Health's unique approach to improve health: Meet your AI Digital Twin Today my guests from Twin Health explain how they create a digital twin to actually help you in your health, especially if you're pre-diabetic, along with a number of other issues. We're going to tell you how it works, and what a difference it can make in your life. It's a real-time model of your body's unique metabolism and Ray Holmgren, VP Health Plan Growth, and Doctor Troncoso, their Medical Director, visit with me on this fantastic new way to empower your employees with daily, personalized insights that adapt to heal their metabolism — improving weight, blood sugar, nutrition, activity, and more. Don't miss this episode, which shows how Twin Health's "AI digital twin™" technology pairs with a human clinical care team to deliver hyper-individualized care at scale, an approach with a proven impact on the root causes of chronic metabolic disease. Show Quote: In a landmark Cleveland Clinic trial, published in the New England Journal of Medicine Catalyst, our AI digital twin™ approach achieved results that redefine what's possible in type 2 diabetes care. This is season 22, Episode 14 of America's Healthcare Advocate. I'm Cary Hall. After you watch or listen to the episode, learn more about Twin Health: https://usa.twinhealth.com As always, if you need help or have something to share, contact me using the form on my website and let me know what's on your mind, the issues you are dealing with, or any other health, healthcare, or health insurance questions or concerns. Visit: https://www.americashealthcareadvocate.com/contact-us

July 25, 2026. Steve Adubato engages three passionate voices about the skilled trades shortage, highlighting these rewarding professions as in-demand career opportunities for all. Guests:Scott Shaw, President & CEO, Lincoln Technical InstituteJudaline Cassidy, Founder of Tools & Tiaras, Plumber with Local Union No. 1 in NYCSen. Joseph Cryan (D) – NJ, Chair, Senate Higher Education … Continue reading "Building the Skilled Trades Workforce"

Help Wanted: How to Find and Keep Talent in a Forever-Tight Labor Market by Jerry Rubin, Steven L. Dawson https://www.amazon.com/dp/0262054396/ https://www.helpwantedbook.com/ How employers can compete in a challenging labor market—by hiring differently, redesigning job quality, and rethinking their government relations strategies. From two leaders in business and workforce development with a proven track record in innovative workforce strategies. Over the past ten years, the U.S. labor market has been buffeted, with demand shifting dramatically. At the same time, demographic trends mean that U.S. labor supply will steadily tighten into the coming decade: Relatively fewer native-born workers are entering the workforce; a greater percentage are choosing not to work; and an aging baby boom generation is exiting the workforce. What's worse, this systemic tightening of the US labor market has been exacerbated by the Trump administration's decision to dramatically constrain immigration, the primary source of recent labor market growth. Welcome to the “forever-tight” labor market. In Help Wanted, Jerry Rubin and Steven Dawson combine their 80 years of experience in management and workforce development to offer employers an “employee-focused competitive strategy.” This strategy includes a wide range of practical, well-researched tools and detailed case studies from a breadth of employers that will help readers compete for talent and retain a productive workforce. Since the underlying cause of the tightening labor supply is structural, employers—whether for-profit, nonprofit, or governmental—must respond in kind. They too must undertake structural changes in finding, hiring, and retaining workers. Now equal in importance to an organization's customer-service strategy, an employee-focused strategy is no longer simply a competitive advantage—it is fast becoming a competitive necessity. About the author Jerry Rubin is a Senior Advisor at the Harvard Project on the Workforce, a Foundation Fellow at the Eastern Bank Foundation and Co-Chair of the MassSkills Coalition. Most recently, he was CEO and President of JVS-Boston, a 250-employee organization that consults directly to businesses seeking job candidates recruited and trained by JVS. About the author Steven L. Dawson was founder and President of PHI, which consults on job-quality redesign to a range of private long-term care businesses and public healthcare/employment agencies. Earlier, he was founder and President of The ICA Group, which consults to and finances employee‐owned enterprises nationwide.

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com This special episode is brought to you by our dear friends at Blood Cancer United. An organization very near and dear to me. I'm here to remind you to give to causes that make a difference. You want to help, but you don't know where to start? Blood Cancer United is at the top of my list. They are the global leader in helping patients and families with blood cancer, and your dollars fund research, patient support, and advocacy. Please give today here: Thank you for supporting this important mission. Learn more and donate here: https://pages.lls.org/voy/nyc/nyclls26/aposner   Chapters: 1:54 - Lindsey's background 4:11 - Decision making 5:00 - Big Lesson Learned as an RA 5:58 - Paralysis of Choice 7:52 - Job Hopping 8:40 - Difference between Boomers & Millennials (Leadership wise) 10:48 - Young Leaders - Where is the gap? 12:19 - Concept of Feedback 14:11 - Impetus behind writing the first book 15:37 - Multi-generational Workforce 18:59 - Need of physical workplace vs remote work (uncertainty) 21:53 - Magic Formula 23:20 - Lindsey's book title struggle 25:18 - Early Career Guidance 26:45 - Insightful Interview Questions 29:06 - Who should read the book 29:47 - Golden key takeaway 30:41 - Biggest challenge in writing this book 31:52 - Vulnerability 32:26 - Greatest piece of advice 34:20 - Lindsey's Super Power 34:35 - Personal/Professional Silver Linings 35:54 - Lindsey's North Star

"In oncology specifically, where care is complex, artificial intelligence (AI) can really synthesize large volumes of clinical information, flag risks such as treatment complications, and support adherence to evidence-based pathways. For nurses specifically, this enables them more time for direct patient care, clinical judgment, and care coordination, and really practice to the top of their license while reducing repetitive time and administrative tasks," Jenn Frith, DNP, RN, OCN®, NE-BC, associate vice president of clinical operations at Duke Cancer Institute in Durham, NC, told Jaime Weimer, MSN, RN, AGCNS-BS, AOCNS®, manager of oncology nursing practice at ONS. Weimer spoke with Frith and Emily Norboge, director of clinical and research informatics at Duke Cancer Institute, about how AI can help healthcare organizations improve the cancer experience.  Music Credit: "Fireflies and Stardust" by Kevin MacLeod Licensed under Creative Commons by Attribution 3.0  Earn 0.5 contact hours of nursing continuing professional development (NCPD) by listening to the full recording and completing an evaluation at courses.ons.org by July 24, 2027. The planners and faculty for this episode have no relevant financial relationships with ineligible companies to disclose. ONS is accredited as a provider of nursing continuing professional development by the American Nurses Credentialing Center's Commission on Accreditation. Learning outcome: Learners will report an increase in knowledge related to the use of artificial intelligence in oncology nursing practice. Episode Notes  Complete this evaluation for free NCPD.  ONS Podcast™ episodes: Episode 284: How AI Is Influencing Cancer Care and Oncology Nursing Episode 281: Nursing's Role in AI in Health Care ONS Voice articles: Human Connection Creates the Power Behind AI in Nursing If You're Using AI in Health Care, Your Patients Want to Know Majority of Adults Use AI, But Most Distrust Accuracy of Health Information Nurses Are Key to Quality for AI Tools in Oncology Care One-Third of Hospitals Have Integrated Generative AI Into EHRs, With More to Follow Clinical Journal of Oncology Nursing articles: A Case for Caution: Patient Use of Artificial Intelligence Artificial Intelligence in Oncology Nursing: Preparing the Workforce for the Future Artificial Intelligence: Basics, Impact, and How Nurses Can Contribute Integrating Artificial Intelligence Into Cancer Care: Enhancing Nursing Practice and Bridging Disparities Oncology Nursing Forum article: Artificial Intelligence for Oncology Nursing Authors: Potential Utility and Concerns About Large Language Model Chatbots To discuss the information in this episode with other oncology nurses, visit the ONS Communities.  To find resources for creating an ONS Podcast club in your chapter or nursing community, visit the ONS Podcast Library. To provide feedback or otherwise reach ONS about the podcast, email pubONSVoice@ons.org. Highlights From This Episode Norboge: "Our AI voice agent has a series of workflows that it can execute. ... If a patient needs help with medical paperwork, the agent will walk the patient through how to do that paperwork. If a patient has a question that they need sent to their provider, it can document that and then send a message to the provider. There's a series of workflows so it can route to scheduling. It can answer information about test results that is compliant with our policy around test results. The goal of that agent is that it will handle all of those administrative-type tasks that don't necessarily require a nurse to fill." TS 5:44 Norboge: "When [patients] call the nurse triage line, the nurse will have to say, 'I understand you want your test results. I can contact your provider and have them reach out to you about your results.' But that's kind of where it ends. What we worked out with the agent is if a patient calls and says, 'I really want my test results,' they will in a very nice, standard way, say something similar. You know, 'I'm not authorized to discuss your test results with you, but I'd be happy to send a message to your provider and ask them to call you.' But then the agent goes one step further and says, 'Are you experiencing anxiety about your test results? If so, I can transfer you to the nurse to discuss support for a potential referral to family medical therapy if you would like help managing that anxiety.' In a clear, helpful way, it can define and help a patient with their needs and not just have a standard of 'this is our policy and I can't share it with you.'" TS 11:14 Frith: "Really, transparency is the key. The patient should understand that AI is used more as an enhancement, but not to replace the human connection. That's not the goal. The nurses can explain that the tools will help ensure accuracy, timeliness, and safety while allowing more time for the direct interaction of the nurse. I think framing AI as an additional layer of support rather than a decision maker helps build trust. And I think maintaining strong communication and presence at the bedside just reinforces that care remains fundamentally human." TS 15:32 Frith: "I think AI in oncology is going to continue to advance in our predictive analytics, personal care planning, and probably real-time decision support. I think we'll see a greater integration into symptom management, some early detection of complications, and longitudinal care coordination across our settings. I think nurses will continue to increasingly use AI to anticipate patient needs and prioritize care. I think the role of the nurse won't diminish. Rather, it will become more elevated in allowing them to practice to scope of practice." TS 19:58 Frith: "AI represents a meaningful opportunity to strengthen oncology nursing practice by reducing burden and enhancing the clinical insight. It needs to be a very thoughtful implementation. We talked about having strong governance and continued investment in the nursing workforce. I want to reinforce that oncology care remains deeply human, and AI should only be viewed as a tool that enables the nurses to do what they do best, which I feel is deliver safe, compassionate, and high-quality specialized care to our most vulnerable patients." TS 27:31

The Army is overhauling how it manages its civilian workforce, issuing a directive that aims to make it easier to reward top performers while speeding up the removal of employees with unacceptable performance. The policy touches everything from disciplinary actions and incentive awards, to leave policies and voluntary separation programs. But those who are up for removal will have less time to defend their work than in the past. Federal News Network's Rachel Cohen joins us with more.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The unemployment rate fell in June, but beneath that encouraging headline are signs that the U.S. job market may be losing momentum. Employers added just 57,000 jobs, previous estimates were revised downward and the share of people working or actively looking for work declined. Older workers are leaving at especially high rates, while hiring burnout, return-to-office mandates, caregiving responsibilities, retirement and lower immigration may all be contributing to a shrinking labor force. USA TODAY Money Reporter Rachel Barber joins The Excerpt to explain what the latest numbers really reveal, why fewer available workers could constrain economic growth and how much confidence we should place in a jobs report that may still be revised.Let us know what you think of this episode by sending an email to podcasts@usatoday.com. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The AI hype cycle is over. The scaling race has begun. In this episode of Supply Chain Now, Scott W. Luton welcomes special guest co-host Marina Mayer, Content Director of Food Logistics and Supply & Demand Chain Executive and Co-Founder of the Women in Supply Chain Forum, for a wide-ranging conversation on how AI is actually reshaping global supply chains, manufacturing, and the workforce behind them. Marina unpacks data showing the AI in logistics and supply chain market is set to grow from just over $20 billion to nearly $196 billion by 2034, and explains why the real driver isn't AI adoption itself but companies learning to target it to the specific parts of the business where it belongs. From there, the two dig into a 2026 AI Skills Enterprise Benchmark from Workera, revealing that manufacturers committed to structured upskilling are hitting 79% workforce readiness scores, and why employee confidence, not just capability, is the missing piece in so many transformation efforts. The conversation builds into how KPMG research shows 73% of businesses are now planning a comprehensive overhaul of their supply chain operating model within the next three years, up from just 11% a year prior, and what that means for hiring, training, and the next generation of talent entering the industry. Marina and Scott also explore how mid-sized businesses are using AI to manage expenses and detect fraud, and revisit a conversation on putting frontline AI directly into the hands of workers on the floor to speed up onboarding and decision-making. Along the way, Marina previews the 2026 Women in Supply Chain Forum in Charleston, including its new mentorship program and self-advocacy theme. If you want a grounded, data-backed read on where AI in supply chain is headed next, this conversation delivers.   Jump into the conversation: (00:00) Intro (00:25) Meet Marina Mayer (02:00) Balancing work and sports mom logistics (05:28) The 196 billion AI supply chain boom (06:05) Why AI adoption needs a targeted approach (10:36) The 2026 AI Skills Enterprise Benchmark (13:02) Building employee confidence with AI (16:18) Lessons from MODEX and workforce transformation (19:38) Why 73 percent are overhauling operating models (25:47) Mid market businesses tackle AI and expenses (28:35) Putting frontline AI in workers hands (35:27) Women in Supply Chain Forum 2026 preview   Additional Links & Resources: Connect with Marina Mayer: https://www.linkedin.com/in/marinamayer/ Learn more about Supply & Demand Chain Executive: https://www.sdcexec.com/ Learn more about Food Logistics: https://www.foodlogistics.com/ Upcoming Live Programming:  https://supplychainnow.com/upcoming-live-programming/ Supply Chain Now Resource Hub: https://supplychainnow.com/resource-hub/ Learn more about our hosts: https://supplychainnow.com/about Learn more about Supply Chain Now: https://supplychainnow.com Watch and listen to more Supply Chain Now episodes here: https://supplychainnow.com/program/supply-chain-now   Subscribe to Supply Chain Now on your favorite platform: https://supplychainnow.com/join   Work with us! Download Supply Chain Now's NEW Media Kit: https://bit.ly/3XH6OVkps://bit.ly/4aTlsRv WEBINAR- The Future of Supply Chains: Where Talent Meets Technology: https://bit.ly/4uUuxkc WEBINAR- Peak Reality Check: What Shippers, Analysts, and AI Models Are Predicting for 2026: https://bit.ly/4aTlsRv WEBINAR- From Volume to Resilience: How Automotive Supply Chains Are Adapting to a New Market Reality: https://bit.ly/4f6SUGA WEBINAR- The Automotive Industry's Next Digital Breakthrough: https://bit.ly/4vhUwT4 WEBINAR- From Disruption to Stability: Building Resilient Logistics Solutions in a Rapidly Changing Global Market: https://bit.ly/3TguZMt This episode was hosted by Scott Luton and produced by Trisha Cordes, Joshua Miranda, and Amanda Luton. For additional information, please visit our dedicated show page at: https://supplychainnow.com/ai-transforming-supply-chain-jobs-skills-future-workforce-1612 The content in this episode, including all audio, videos, visuals, and graphics, is the property of Supply Chain Now and is protected by copyright law. Unauthorized use, reproduction, distribution, modification, or re-uploading of this content in any form is strictly prohibited without explicit written permission from Supply Chain Now.For licensing inquiries or permissions, please contact us at production@supplychainnow.com© 2026 Supply Chain Now. All rights reserved. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

John M. Fogarty, FACHE, President, Beth Israel Deaconess Hospital–Needham, discusses the major healthcare trends shaping leaders today, including workforce disruption, rising chronic illness, behavioral health needs, and the shift toward community-based care. He also shares how his organization is strengthening employee engagement, embracing AI, and preparing the next generation of healthcare leaders.

In this episode, Gabrielle Cummings-Johnson, President, Evanston Hospital and NorthShore Hospitals, Endeavor Health, shares how her teams are balancing workforce shortages, quality, safety, and financial priorities while preparing for industry changes. She also discusses building the future healthcare workforce, strengthening employee engagement, and creating safer environments for patients and care teams.

Host Mike Palmer connects with Monica Marquez, founder of ⁠FlipWork⁠ and founding director of the ⁠TIDE Center at UNT Dallas⁠, to explore how humans can navigate the rapid disruption of AI in the workplace. Drawing from her deep background in human capital, diversity, and leadership development at industry giants like Goldman Sachs, Google, and Bank of America, Monica brings a deeply human-centered approach to the AI revolution.  Mike and Monica skip the standard AI hype to discuss why simply rolling out AI tools isn't enough to drive real adoption. They dive into the psychology of AI integration, unpacking what Monica calls the "identity bottleneck" - the challenge workers face when shifting from a traditional mindset where "effort equals success" to a modern reality where "impact equals success." Monica also introduces her "long division" analogy for AI, explaining why we shouldn't ban the tool in classrooms or boardrooms, but instead require users to show their work and actively interrogate the AI's logic.  Key Discussion Topics:  * The Identity Bottleneck: Why our traditional conditioning to reward "grit and elbow grease" is causing resistance to AI's effortless outputs, and how to overcome the feeling of "cheating."  * Measuring AI Fluency: A look at FlipWork's psychometric diagnostic, which assesses "agentic velocity" (individual adoption) and "enterprise symbiosis" (organizational support).  * The Calculator Analogy: How educators and leaders can demand the "long division" of AI prompting to combat passive consumption ("work slop") and prevent cognitive atrophy.  * Agentic Teams: Why AI isn't a one-size-fits-all solution and how to orchestrate specialized models (like Claude, Perplexity, and Gemini) just like human team members.  * Democratizing Expertise: How everyday users can use AI as an accessible thinking partner to overcome biases, expand diversity of thought, and level the playing field.  Whether you're an educator, an enterprise leader, or an individual trying to disrupt yourself before you get disrupted, this episode offers a practical blueprint for multiplying human genius in the AI age. Subscribe to Trending in Education on your preferred podcast platform, leave a review, and share this episode with your network. Visit ⁠TrendinginEd.com⁠ for more episodes and conversations on the future of learning and work. Timestamps: 00:00 Welcome and Guest Intro 01:05 Monica's Career Journey 03:57 Why FlipWork and AI 07:41 Enterprise Adoption Reality 13:45 Measuring AI Fluency 17:13 Identity Bottleneck Shift 21:56 Teaching Critical Thinking 26:08 Bias Trust and Agency 30:31 Guardrails and AI Teams 33:41 Final Takeaways

When IBM spun off its infrastructure services business into Kyndryl, it created the largest public company spin in New York Stock Exchange history—launching with 90,000 employees and a daunting reality: 60% of customer accounts were unprofitable, and revenues were shrinking. Amid intense pressure to reset the trajectory, Kyndryl's then-CHRO Maryjo Charbonnier architected a workforce strategy that prioritized people, data, and adaptability. On the podcast this week, Maryjo shares her expertise on how to build a skills-centric enterprise ready for an AI-powered future. You will want to hear this episode if you are interested in...[04:22] Overcoming workforce skill challenges at Kyndryl[13:51] Defining company culture and values[16:45] Reducing and restructuring the workforce[24:58] Improving employee redeployment rates[31:05] Tackling vended labor challenges[38:21] Managing skills across job families[42:49] Finding allies in unexpected departments[52:10] Improving Kyndryl resource planning[53:02] Future workforce tracking challengesBuilding a Culture First, Systems SecondWhile it may be tempting for HR to leap into systems and processes, Maryjo insists that everything should begin with culture and purpose. Kyndryl first articulated the culture they wanted to be by conducting research with customers and employees to distill the company's values. These values of kinship, growth, restlessness, empathy, and devotion to shared success shaped the Kyndryl way and anchored every subsequent transformation, from talent architecture to performance management.Shaping the Workforce with Skills Data—Not Just HeadcountMaryjo describes her central CHRO responsibility as keeping as many people employed as possible through responsible enterprise stewardship. That means managing the direct workforce and aggressively addressing contractor and vended labor. Instead of allowing easy backdoor entry for outsourced services when headcount was reduced, Kyndryl prioritized retraining and reallocating internal employees—a strategy that cut the vended workforce by 50% and drove up redeployment to nearly 80%.Critical to this approach was creating a unifying global job architecture and skills taxonomy, merging inventory across employees, contractors, and service vendors. This required overcoming system fragmentation and forging new alliances with procurement, IT, and legal to track all labor, however it came in, and create transparency across all workstreams.From Data Layers to Business ImpactWhile a single-pane-of-glass HR system was the dream for Maryjo, the reality meant integrating financial, HR, procurement, and vendor management systems and building semantic layers that could track, reconcile, and translate skill data at scale. No single software suite could do it all, so success depended on building partnerships with IT and developing custom layers, predictive tools, and AI agents for matching talent to customer needs.Kyndryl anchored its use of AI in solving real business and customer problems rather than tracking individual productivity. The most important thing is to have someone ready to go with the skills that the customer needs to do that piece of work. Resources & People MentionedEightfoldSkyHiveTechWolfWorkdayDave Ulrich Connect with Guest NameMaryjo Charbonnier on LinkedIn Connect With RedThread ResearchWebsite: RedThread ResearchOn LinkedInSubscribe to WORKPLACE STORIES

How can leaders build stronger teams in a workplace shaped by multiple generations? In this episode of Develop This!, Dennis Fraise speaks with Mark Perna to explore how generational differences, economic realities, and rapid technological change are reshaping today's workforce. Mark shares insights into the strengths and challenges of working across generations—from Baby Boomers to Gen Z—and explains why understanding different perspectives is essential for building collaborative, high-performing teams. A major focus of the conversation is the changing economic landscape facing younger workers. Rising housing costs, student debt, and evolving career expectations are influencing how people view work, leadership, and long-term success. The discussion also examines how technology and AI are transforming the workplace, requiring leaders to balance innovation with human connection, trust, and effective communication. Throughout the episode, Mark emphasizes that successful leadership is built on listening, empowering others, and creating environments where people of all ages can contribute their unique strengths. A key takeaway? Organizations that embrace generational diversity and foster mutual respect will be better equipped to innovate, adapt, and thrive. Key Takeaways Every generation brings unique strengths and perspectives to the workplace Understanding economic realities helps leaders better engage younger employees Multi-generational teams drive innovation and better decision-making Strong leadership requires trust, listening, and decisive action Education, employment, and community must work together to develop talent AI and technology are changing how organizations lead and collaborate Key Topics Covered Generational shifts in the workforce Economic challenges facing younger workers Multi-generational leadership strategies Technology, AI, and the future of work Education and workforce development Building trust and effective communication across generations Sound Bites "Every generation imagines itself to be more intelligent." "The world changes, it shifts, everybody adapts." "Decisive action is critical for leadership."

SHL, one of the pioneers in industrial and psychological assessment, has now built a new instrument to assess an individual's readiness for AI. Sara Gutierrez, Chief Science Officer at SHL, explains how SHL is addressing this challenge. Drawing on SHL's 45-plus years of talent intelligence and behavioral science and a large study of millions of data points, Sara introduces a skills model built on four factors – AI literacy, analytical thinking, continuous learning, and AI promotion – that together define who is truly ready to become a superworker – any employee who uses AI to elevate their work to create more impact and have more meaningful work. The conversation is full of grounding data. Across more than one million assessments, SHL found that graduates and early career workers know how to use AI tools but not necessarily how to use them well, while seasoned professionals show strong contextual judgment but struggle to reimagine solutions from scratch. Neither generation arrives superworker-ready and each needs help to develop the superworker readiness. And it's not technical skills that differentiate superworkers from the rest. Powerskills – those durable human skills, like adaptability, critical thinking, and learning orientation – predict who will thrive as AI reshapes every role, and every worker can develop them. The proof is in a real case: a media and telecommunications company used SHL's AI readiness model to de-risk an AI transformation. Enthusiasm for AI was high, but gaps in applying it responsibly – using guardrails, exercising judgment on outputs – were putting success at risk. The assessment gave leaders something they rarely have: a data-backed, actionable development plan to help all employees thrive. Employees welcomed the personalized recommendations. The lesson, as Sara puts it, is that leaders must frame the assessment not as evaluative but as developmental and supportive – because with 70% of employees not trusting that their employer knows how to use AI responsibly, trust is the whole game. Related Resources Let's Stop Talking About Soft Skills: They're PowerSkills Podcast: How To Become An AI Pacesetter: Superworker Explained – article Galileo Learn: The Superworker Organization: AI Goes Enterprise (certificate course) Research: The Superworker Organization: AI Goes Enterprise Research: AI Pacesetters: Six Secrets of the Superworker Company New book: Superpowered, coming this Fall Chapters (00:00:03) - What Works: The Future of Talent and Work(00:00:54) - What is the role of the Chief Science Officer at SHL?(00:02:49) - WSJD Live: The Need for Reskilling(00:03:53) - Will AI Make Hiring and Promotion Decisions Easier?(00:05:05) - WSJDLive: The Need for AI Talent(00:08:56) - The Super Worker(00:16:09) - What gets in the way of a company applying this super worker profile(00:18:19) - WSJDLive: AI Workforce Assessment(00:22:21) - The Future of the Super Worker(00:23:45) - What's next for SHL in AI readiness and leadership?(00:26:22) - What Works: The AI Superworker

A prison officers union says they're battling high resignation rates, constant short staffing and an inexperienced workforce. A report into Waikato's Spring Hill prison found low staff morale, high levels of unplanned absences and almost forty percent of custodial staff had less than two years experience. Corrections Association president Floyd du Plessis spoke to Lisa Owen.

OpenAI has experienced a significant surge in growth following the launch of ChatGPT Work, a new platform focused on automation and agentic capabilities. This tool allows the software to function as a project manager, utilizing subagents to handle complex, parallel tasks across various files and websites. Recent reports indicate that the company has reached a milestone of 10 million active users across its primary agent-based products, effectively doubling its reach in a very short timeframe. To simplify its offerings, OpenAI is transitioning away from its previous agent mode and renaming its primary models as Sol, Terra, and Luna. Additional updates include the introduction of ChatGPT Sites for web creation and a renewed integration with WhatsApp for mobile productivity. This strategic shift positions the organization to better compete in the enterprise AI market by emphasizing independent task execution over simple conversation.

AI is reshaping how companies hire and how job seekers land interviews, and this week's guest is building the tools making it happen.Traci sits down with Reimund Nienaber, a seasoned HR leader and global talent development expert with more than 20 years of experience spanning telecommunications, expat HR leadership across five continents, and now consulting work at Edligo. As Director of Consulting and Customer Success, Reimund helps organizations figure out what their people actually know, where the gaps are, and how to close them as AI reshapes roles across every department.What We Talked About:Will AI Really Give Us a Two Day Work Week? Meet the AI Recruiter Agent Changing the Game The CV Feedback Job Seekers Never Get From Germany to Latin America: A Career Built on Skills, The Competency Gap Killing AI Transformation Projects The Simple Question That Starts Every Successful Learning Culture Connect with Reimund Nienaber: LinkedIn | Edligo Learning and Talent Analytics LinkedIn | Edligo.netContact Traci: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

A resilient public health system starts with investing in the people who make it work. In this PHIG Impact Report, director for the Office of Training and Development at the New Mexico Department of Health, Shadee Lauer, discusses how Public Health Infrastructure Grant (PHIG) funding is helping the state recruit, retain, and develop its workforce through data-driven strategies and innovative professional development programs. Lauer shares how New Mexico used employee survey data to shape initiatives including paid internships, tuition reimbursement, leadership academies, recruitment and retention toolkits, and a train-the-trainer model that strengthens both the workforce and the communities it serves. She also explains how these investments are creating long-term organizational capacity while helping public health professionals build rewarding careers that benefit New Mexicans for years to come. This work is supported by funds made available from the Centers for Disease Control and Prevention (CDC) of the U.S. Department of Health and Human Services (HHS), National Center for STLT Public Health Infrastructure and Workforce, through OE⁠⁠22-2203⁠⁠: Strengthening U.S. Public Health Infrastructure, Workforce, and Data Systems grant. The contents are those of the author(s) and do not necessarily represent the official views of, nor an endorsement, by CDC/HHS, or the U.S. Government.Public Health Infrastructure Grant: Resources & Impact - PHIG

Ben Tasker, a nationally recognized leader in AI education and workforce transformation, discusses how manufacturers can move from anxiety about AI to measurable impact. Ben shares strategies for building AI fluency, rethinking upskilling and taking a systems-based approach rather than chasing tools. The conversation covers practical use cases for AI on the manufacturing floor, why responsible change management is critical and how human skills remain invaluable in this new era.

Northeast Mississippi Community College President Dr. Ricky G. Ford and Marketing and Public Relations Specialist Liz Calvery look at the Mississippi Community Colleges — all 15 of them — and their proposed Jobs Promise Performance Program (JPPP) as part of the 2027 Legislative agenda for the state. Ford breaks down what is included in the Jobs Promise Performance Program and explains how it could impact community colleges across Mississippi, while highlighting how Northeast is positioning itself to lead the way. Ford also discusses why the JPPP is critical to the state's workforce development efforts, emphasizing the role of community colleges in training skilled workers and collaborating with industry leaders to shape relevant, career-focused curricula. Additionally, the conversation explores how the program may be tied to future funding models, with increased emphasis on tracking graduate outcomes and workforce success after completion. Plus, get the latest updates on athletics, academics, workforce development, and all the incredible things happening at one of the nation's premier community colleges.

ADHA Updates Workforce Position Statement, Calls for Practice-Level Action on Documented Retention CrisisBy American Dental Hygienists' AssociationOriginal article published on Today's RDH: https://www.todaysrdh.com/adha-updates-workforce-position-statement-calls-for-practice-level-action-on-documented-retention-crisis/Need CE? Start earning CE credits today at ⁠⁠https://rdh.tv/ce⁠⁠ Get daily dental hygiene articles at ⁠⁠https://www.todaysrdh.com⁠⁠ Follow Today's RDH on Facebook: ⁠⁠https://www.facebook.com/TodaysRDH/⁠⁠Follow Kara RDH on Facebook: ⁠⁠https://www.facebook.com/DentalHygieneKaraRDH/⁠⁠Follow Kara RDH on Instagram: ⁠⁠https://www.instagram.com/kara_rdh/⁠