Podcasts about Workplace

Please enjoy this encore of Career Notes. Mike Arrowsmith, Chief Trust Officer at NinjaOne, leads the organization's IT, security, and support infrastructure to ensure they meet customers' security and data privacy demands as it scales. Mike discusses how his career path has led him to the position he currently holds and how exciting the world of cybersecurity can be. He mentioned how he mentored students in college thinking of going into the field, and he used a metaphor to help describe the industry, saying "We are working against adversaries that are always typically one step ahead. Figuratively, if you could imagine, you're trying to chase a ball, but you never can quite get your hands on it." He shares how he loves the evolving field and that he thrives in a situation where things are constantly changing. We thank Mike for sharing his story. Learn more about your ad choices. Visit megaphone.fm/adchoices

Send a textNot all trauma comes from a single event. Sometimes the trauma pathway is the environment itself—ongoing pressure, instability, or threat with little realistic ability to escape or recover. In this episode, we explore “chronic stress without an exit” as a nervous system pattern that can keep the body stuck in mobilised protection (wired, urgent, hypervigilant) and, over time, slide into shutdown (numb, foggy, depleted). Using simple polyvagal-informed language, we name common “invisible injuries” that can look like burnout or personality changes, and offer realistic support strategies that don't rely on toxic positivity or impossible self-care. We close with a one-minute downshift practice designed for busy, high-load lives.In this episode, you'll learnWhat chronic stress without an exit is (and why the “no-exit” part matters)Why this trauma pathway is often minimised or missedPolyvagal-informed patterns: stuck mobilisation, shutdown, and cyclingCommon signs (non-diagnostic): sleep disruption, irritability, guilt, numbness, withdrawal, fatigueWhat helps realistically: micro-recovery, load reduction, consistent support, and “islands of safety”A short grounding practice for quick nervous system downshiftingGrounding practice (1–2 minutes): “1-Minute Downshift”Unclench jaw, drop shoulders slightly3 extended exhales with a gentle humPhrase: “I'm allowed to have a small pause”Name one tiny next step that reduces the loadCheck the website for the free resources offered for both those affected by trauma and those supporting them.What's next: Society-Shaped Trauma (Part 1): Discrimination & Minority StressSupport the show

We covered topics - Your journey into DEI- What impact do you want to create?- Why did you start a consultancy in 2025 when rollbacks are at an all-time high?- What is your core offer and its business benefits to your clients?- What size company and sector you work with?- How do senior leaders define success for DEI in business terms?- How is DEI work currently budgeted in these size organisation?- What signals tell you a company's DEI strategy is losing momentum or at risk of rollback?- How much minimum budget is need to do any workplace transformation?- What does the ROI of DEI mean to you?----Important LinksGuest - LinkedIn ( https://www.linkedin.com/in/glenn-e-newman-jr/ ) Website - leadwithempathy.co ----Download the white paper ROI of DEI, ⁠click here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠vikram@73bit.com⁠

In this Live Greatly 2-Minute Motivation podcast episode, Kristel Bauer shares 1 key to being successful and how you can apply it to iachieve you goals. In just two minutes, wou will learn something that can help you create sustainable success in your work and life.

In this episode, we sat down with Alex, owner of Hometown Hug, the heart behind those unforgettable welcome baskets for new homeowners in McHenry County.

Hey Powerhouses! This week we're diving into the wild world of legal tech with Colleen Joyce, CEO of Lawyer.com. From interviewing A-list celebrities at Popstar.com to building one of the leading online legal marketplaces, Colleen brings authenticity, energy, and a growth-first mindset to everything she does—including her new ice skating lessons (yes, really).We talk about riding the AI wave instead of getting crushed by it, why your competitors are already using AI and what you need to know, and how Colleen runs Lawyer.com like a startup with a flat organizational structure where anyone can bring an idea to the table. The conversation highlights the importance of leading by example, creating a culture where fun is a pillar (hello, dress-up days!), and why community and networking are some of the biggest growth levers you can pull.Colleen and I delve into the challenge of being a beginner at something, the power of testing every AI platform out there (even if you don't buy anything), and why understanding your baseline metrics is critical for growth. We also discuss how the legal tech space has shifted from buttoned-up lawyers to a more casual, Google-style startup environment, and why joining masterminds and communities—even when it's uncomfortable—is what builds longevity in business.Plus, Colleen shares her legally blonde moment of walking into a glass wall while scrolling on her phone (we've all been there), and invites us all to embrace the chaos, have fun, and maybe even lace up some ice skates.Connect with Colleen Joyce and Lawyer.com: LinkedIn: Colleen Joyce Website: Lawyer.com Phone: Give Lawyer.com a call—you might get Colleen herself!Stay connected with Erin Gerner: Website: eringerner.com LinkedIn: Erin Gerner Instagram: @eringerner Facebook: Erin GernerKey Takeaway: If you're not using AI, your competitor is. Start with something fun to build your foundation, test every platform out there, and join community—it's one of the biggest growth levers you can pull. Oh, and maybe take up ice skating. Life's too short not to try new things.

Peer mentoring accelerates skill-building, boosts collaboration, and fosters innovation, helping organizations embrace generative AI effectively while creating a culture of learning, confidence, and shared expertise. That's the key take-away message of this episode of the Wise Decision Maker Show, which talks about an approach to learning that makes sure generative AI is not intimidating.This article forms the basis for this episode: https://disasteravoidanceexperts.com/generative-ai-isnt-intimidating-when-you-learn-it-this-way/

Another episode from the season Booknotes, where Pilar shares the notes she made while reading a book, allowing new insights to emerge spontaneously behind the microphone. In today's episode: Part 1 Pilar shares her booknotes from:  Code Dependent: How AI Is Changing Our Lives by Madhumita Murgia   "The problem that we have is not the algorithms, but the humans."   And don't forget to check out Connection and Disconnection in Remote Teams, the book! Part 2: Personal Updates Pilar shares some of the ways in which she's using generative AI to help with the writing of her book. If you're interested in All the World's a Workplace, sign up here. 

With Joe Duran – Managing Partner, Rise Growth Partners Overview What does it take to build something enduring—more than once? In this special replay, Joe Duran reflects on the mindset behind reinvention, the lessons from selling United Capital to Goldman, and why the most successful leaders never stop questioning their assumptions. Watch… Listen in… > Download a transcript of this episode… NOTE: The views and opinions expressed by the guests on this podcast are their own and do not necessarily reflect the views and opinions of Diamond Consultants. Neither Diamond Consultants nor the guests on this podcast are compensated in any way for their participation. About this episode… Joe Duran's career has always been about reaching new heights—and then helping others climb on their own. A proverbial mountain climber himself, Joe built and sold two of the most successful firms in the RIA space: Centurion Capital and United Capital. Today, Joe sees himself as a sherpa—guiding the next generation of entrepreneurs through his latest venture, Rise Growth Partners. His story is one of constant reinvention, relentless curiosity, and the humility to keep asking one simple question: “What if I'm wrong?” Joe first joined us on the show back in 2020, shortly after the sale of United Capital to Goldman Sachs. Now, with the benefit of both hindsight and foresight, Joe revisits that experience and explores the mindset behind building truly world-class firms, including: The Goldman experience—and what he learned from the sale of United Capital. The development of Rise—and how he sees it helping to shift the narrative in the industry. Learning from your clients instead of your competitors—and why that's the real key to building a world-class firm. Finding an investor that can “really help you—and why you need to look beyond “financiers.” Adding services without adding staff—and when you shouldn't look in-house for solutions. Challenging your assumptions—and how to stay relevant in an industry that never stops changing. And why being great doesn't necessarily mean being the biggest. Joe also reflects on how the industry can avoid the risk of mega-RIAs repeating the mistakes of the wirehouses. It's a candid and thought-provoking conversation about reinvention, leadership, value creation, and what it means to evolve from mountain climber to sherpa from one of the industry's trailblazers. Want to learn more about where, why, and how advisors like you are moving? Click to contact us or call 908-879-1002. Related Resources Why Settle for “Good Enough” When Great is Possible? In a vastly expanded industry landscape with more high-quality options than ever before, some advisors settle for “good enough” when the potential for “great” is often within reach. What's holding them back? Limitless Growth: Building the Business You Want and the Life to Match Stephanie Bogan, founder of Limitless Advisor, offers a glimpse into the advice and perspective she shares with advisors and business leaders in the wealth management world, focusing on mindset and methods, and their relationship to achieving one's best business life. Wealth Management Landscape at a Glance The wealth management industry offers more options than ever, making it challenging to identify and compare the various models. We created this “at a glance” continuum infographic—to help you navigate the different models and understand how their features stack up. Joe Duran Managing Partner Joe Duran is a serial entrepreneur and an industry visionary in wealth management and wealthtech. Early in 2024, Joe and his team launched Rise Growth Partners (‘Rise'), the industry's first harmonious financial partner. With firsthand experience in building nationally recognized registered investment advisers (RIAs), Rise's team partners with middle-market RIAs, providing capital and strategic expertise. Previously, Joe was a Partner at Goldman Sachs, serving as Co-Head of the Workplace and Personal Wealth business. He founded and served as CEO of United Capital, one of the nation's largest independent wealth management firms, which Goldman Sachs acquired in July 2019. Prior to that, he built and sold Centurion Capital–one of the first turnkey asset management platforms–to General Electric, where he served as President of GE Private Asset Management (now listed as NYSE: AMK). Joe is the author of three bestselling books on investing and entrepreneurship. He is a sought-after conference and podcast speaker and appears frequently on a broad spectrum of media, ranging from CNBC to Goop. Joe has MBAs from Columbia University and UC Berkeley, as well as an undergraduate degree from Saint Louis University. He is a CFA Charterholder and a member of the Young President's Organization (YPO), the world’s largest leadership community of chief executives. A Yogi for decades, he meditates daily and is an avid beach volleyball player. Joe and his wife Jennifer cherish their three daughters and share a love of frequent travel, dining, dancing and live concerts. Also available on your favorite podcast app and other media sites

Andrea Jordan is the Founder and CEO of Empathium, and she's building something radically different in the AI space. While everyone else is focused on automation and efficiency, Andrea is building emotionally intelligent AI for the moments that matter most.What we loved about this conversation is Andrea's willingness to sit with the tension. She's not blindly pro-AI, and she's wrestling with big questions about what it means to use these tools to create more equitable systems.What We Talked AboutAndrea walked us through why companies are rolling back their automation efforts—turns out removing humans from human care is an expensive mistake. We explored how AI can actually help people develop empathy, attunement, and relational confidence instead of replacing those skills. She shared why Empathium is designed to work in places with limited or no connectivity (because if it only works in optimal conditions, who are we really serving?). And we grappled with Audre Lorde's wisdom about the "master's tools" and what it means to build from inside systems we're trying to change.Key TakeawaysThe self-checkout, robo-customer-service era taught companies a hard lesson: you can't just remove humans from the loop and expect it to work. Empathium is building on that recognition—not automating human interaction, but attuning humans themselves.AI's best qualities are agility, adaptability, and scale. The question is whether we use those to replace human connection or to support it. Andrea is betting on support—building tools that help people show up better in high-stakes moments.If we want better systems, we need tools that make emotionally intelligent care scalable. That means designing for healthcare, education, and human services where communication failures have the highest human and economic costs.Empathium is designed as a global product that works without constant connectivity. As Andrea puts it: "If we can't foster human connection there, are we really doing the work?"On using the "master's tools": Andrea openly wrestles with this tension. Her take? She's not trying to dismantle the house but to "make space for all of us to live in it." Use the tools we have strategically while staying grounded in intention.AI isn't the answer to everything. We need critical thinking about which tools to use when—and to recognize when we're using a hammer for a wrench's job.About Andrea JordanAndrea's background spans social work, behavioral health, and systems-level leadership. She specializes in designing products at the intersection of trauma-informed care, AI, and high-stakes communication. With Empathium, she's developing adaptive emotional intelligence infrastructure focused on where communication failures cost the most. Her belief is simple: if we want better systems, we need to build tools that make emotionally intelligent care scalable—not by replacing humans, but by building a bridge to human connection.Connect with AndreaAndrea welcomes conversations about what she's building:LinkedIn: Andrea Jordan GoubeauxWebsite: empathium.ai (join the waitlist)Early access to Tynd: Reach out to Andrea directly on LinkedInResources:Navigating a big transition? Check out our Pivot Plan: 8 Questions to Ask Yourself Before Your Next Big Move.Think coaching might be right for you? Schedule a free consultation to explore how we can help you step into your next level of leadership.Interested in going deeper in your own leadership and building your network? Join the waitlist for The CoCreate Work Leadership Book Club to explore the themes from this episode in community—through powerful reads, reflection prompts, and live conversations.Our last session of the Culture Crash Course just ended, but if you're interested in a Culture Crash Course for your organization or team, please contact us at support@cocreatework.com.Interested in leadership development for your team? Our Workshops are a great wait to develop your team's skills and connection.At CoCreate Work, we believe in asking great questions. Click here to receive our guide to 40 Powerful Questions to accelerate your growth.We would love to connect with you!CoCreate Work on LinkedInCoCreate Work on InstagramLa'Kita on InstagramChloe on InstagramVisit our Podcast PageQuestions you would like us to answer on the podcast? Email us at podcast@cocreatework.com

Kat is getting ready for only her SECOND date in months… and the pressure is on. What do you wear? How do you act? Do you play it cool or immediately talk about your gut health underwear collection? The show rallies around Kat with wildly unhelpful advice. Then we open the phones for your most unhinged workplace disaster stories — from accidental emails to HR nightmares to “I thought I was muted” moments. Let's just say… some of you should not be allowed near a company Slack channel. And finally, Fletch drops a bombshell: he claims he has an actual degree in broadcasting… which would make him the ONLY person in the entire building technically qualified to be on the radio. Is it real? Is it framed? Was it printed at Kinko's in 2007? The investigation begins. It's dating pressure, workplace chaos, and credential controversy — just another calm morning with Big Rich, TD, and Fletch

Learn polite and professional ways to interrupt in English at work. This episode teaches ESL learners practical workplace English phrases for meetings, discussions, and conversations with native speakers.#WorkplaceEnglish #BusinessEnglish #LearnEnglish #ESL #EnglishAtWork #SpeakingConfidence #ProfessionalEnglish

Send a textOVA is a matter for everyone to understand and report but in particular for frontline support workers who work with NDIS participants and provide mental health support in community programs.Awareness of, education about and the importance of reporting Occupational Violence and Aggression (OVA) has been a concerted focus for ermha365.Our work on OVA reduction was recognised in a big way in October 2025 at the Australian Workplace Health and Safety Awards with our OVA taskforce named Team of the Year.Our guest for this episode is Clare Hutton, ermha365's Manager Work, Health and safety and Emergency response to explain more about what we've been doing about OVA and why. More info:Incident-reporting education critical to WHS outcomes (OHS Alert, 2 December, 2025 and republished by ermha365 with permission.)Workplace violence and aggression - why training is crucial (Podcast episode)Australian Work Health and Safety Award Winners 2025 ermha365 provides mental health and disability support for people in Victoria and the Northern Territory. Find out more about our services at our website.Helplines (Australia):Lifeline 13 11 14QLIFE 1800 184 52713 YARN 13 92 76Suicide Callback Service 1300 659 467ermha365 acknowledges that our work in the community takes place on the Traditional Lands of many Aboriginal and Torres Strait Islander Peoples and therefore respectfully recognise their Elders, past and present, and the ongoing Custodianship of the Land and Water by all Members of these Communities.We recognise people with lived experience who contribute to GET REAL podcast, and those who love, support and care for them. We recognise their strength, courage and unique perspective as a vital contribution so that we can learn, grow and achieve better outcomes together.

Am I the Genius? is the show where you get real answers to questions you've always wondered but didn't think to ask. Subscribe on YouTube - youtube.com/@amithegenius?sub_confirmation=1 Am I the Jerk? on Instagram - instagram.com/amithegenius Am I the Jerk? on Spotify - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://open.spotify.com/show/0uEkxvRMpxLuuHeyPVVioF?si=b279dadfe593432b⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ x.com/amithejerk facebook.com/amithejerk SUBMIT YOUR OWN STORIES HERE ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://amithejerk.com/submit⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Mint Mobile - Get this new customer offer and your 3-month Unlimited wireless plan for just 15 bucks a month at MINTMOBILE.com/AITJ Quince - Keep it classic and cool — with long-lasting staples from Quince. Go to Quince.com/AITJ for free shipping on your order and three hundred and sixty-five -day returns. EveryPlate - Dig into these flavor-packed meals your household will love. New customers can enjoy this special offer of only $1.99 a meal. Go to everyplate.com/podcast and use code AITG199 to get started. Green Chef - Head to Greenchef.com/50AITJ and use code 50AITJ to get fifty percent off your first month, then twenty percent off for two months with free shipping. Lola Blankets - Get 35% off your entire order at Lolablankets.com by using code AITJ at checkout. Uncommon Goods - To get 15% off your next gift, go to UncommonGoods.com/AITJ Don't miss out on this limited-time offer. Uncommon Goods. Learn more about your ad choices. Visit megaphone.fm/adchoices

Workplace giving is one of the most underused tools in a fundraiser's toolkit—but it's also one of the most powerful.More than 26 million U.S. employees have access to workplace giving programs, and in 2024, they donated an estimated $3 billion to nonprofits. With corporate matches included, the average employee gift totaled $1,744. That's a major opportunity!In this episode, we're talking about why workplace giving is so much more than a matching gift: it's a strategic lever for building stronger donor relationships, deepening community partnerships, and expanding your reach to younger, purpose-driven supporters.My guest is Matt Nash, Executive Director of The Blackbaud Giving Fund, which has disbursed more than $1.6 billion to over 195,000 nonprofits around the world. He's also a former senior leader at Fidelity Charitable and brings decades of insight into donor behavior, corporate philanthropy, and what's next for fundraising.

Workplace romances are more common than many organizations realize, and even consensual relationships can carry serious legal and cultural risks. Jenn Betts, employment lawyer and office managing shareholder of Ogletree Deakins law firm, joins host Monique Akanbi, SHRM-CP, to unpack how power dynamics, perception, policy, and digital communication shape legal exposure — and what HR leaders can do to manage risk, respond to breakups, and foster a respectful workplace culture. This podcast is approved for .5 PDCs toward SHRM-CP and SHRM-SCP recertification. Listen to the complete episode to get your activity ID at the end. ID expires March 1, 2027. Subscribe to Honest HR to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/voegyz   ---  Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r

What if the secret to effective leadership isn't control, but surrender? In this episode, Kevin speaks with Jessica Kriegel, who redefines surrender as a courageous choice: releasing the illusion of control and focusing on what leaders can influence: the experiences they create for their teams. Their conversation explores the delusion of control in hierarchical organizations, the pitfalls of over-management, and why leadership driven by fear and micromanagement is both unsustainable and self-limiting. Jessica also shares her S.H.I.F.T. framework, a practical model for transforming leadership mindsets. The key insight? Surrendering doesn't mean giving up; it means leading with clarity, compassion, and accountability Jessica's Story: Jessica Kriegel is the author of Unfairly Labeled and her latest book with Joe Terry, Surrender to Lead: The Counterintuitive Approach to Driving Extraordinary Results. She is a workplace culture expert, keynote speaker, and researcher. As Chief Strategy Officer at Culture Partners, she leads research that challenges outdated ideas about control, power, and performance—offering bold new frameworks that drive real business results. She's the host of the CEO Daily Brief and Culture Leaders podcasts, and a frequent guest on CNN, Fox Business, CNBC, and Bloomberg. Jessica holds an MBA and a doctorate in leadership with a specialization in Human Resources Development. She is currently pursuing a Master of Divinity and is also a trained death doula, a role that deepens her presence and perspective as a leader. When she's not doing all that, she's cruising around Sacramento, California in a motorcycle sidecar with her eight-year-old daughter. http://www.surrendertolead.com/ http://www.jessicakriegel.com/ https://www.linkedin.com/in/jessicakriegel/ This Episode is brought to you by... Flexible Leadership is every leader's guide to greater success in a world of increasing complexity and chaos.  Book Recommendations Surrender to Lead: The Counterintuitive Approach to Driving Extraordinary Results by Jessica Kriegel and Joe Terry Mere Christianity by C. S. Lewis Like this? Transforming the Workplace with Purpose and Authenticity with Kelly Winegarden Hall Breaking Through the Beliefs That Limit Your Potential with Muriel Wilkins Join Our Community If you want to view our live podcast episodes, hear about new releases, or chat with others who enjoy this podcast join one of our communities below. Join the Facebook Group Join the LinkedIn Group  

I never thought I'd be glued to my screen watching court battles unfold like a high-stakes thriller, but here we are in the thick of President Donald Trump's second term, with legal fights erupting everywhere from federal appeals courts to the steps of the Supreme Court. Just last Friday, a divided panel of the U.S. Court of Appeals for the Fifth Circuit upheld the Trump administration's immigration detention policy, mandating that people arrested in the crackdown stay detained without bond, as reported by Reuters journalist Nate Raymond. It's a win for the White House's tough stance on borders, keeping the momentum from earlier victories.Meanwhile, the Supreme Court is buzzing with Trump-related pleas. On February 6, the U.S. Court of Appeals for the Fourth Circuit, in National Association of Diversity Officers in Higher Education v. Trump, vacated a nationwide injunction blocking two of Trump's executive orders targeting what he calls illegal diversity, equity, and inclusion programs in federal grantees and contractors. Chief Judge Albert Diaz wrote the opinion, remanding it to the District of Maryland and signaling these orders might survive scrutiny, according to Law and the Workplace analysis. Employers, especially government contractors, are on notice—DEI initiatives could face real enforcement heat now.Over in immigration again, the Trump team filed an official appeal notice in a Haitian Temporary Protected Status suit, challenging U.S. District Judge Ana Reyes' February 2 ruling that halted the cancellation of TPS for Haitian immigrants, per The Columbus Dispatch's Bethany Bruner. Government lawyers even asked Reyes to pause her order by noon that day, pushing the case toward the U.S. Court of Appeals for the District of Columbia Circuit and potentially the Supreme Court itself.Redistricting wars rage on too. The Supreme Court recently cleared new maps for Texas and California—Texas gaining five Republican-friendly House seats, California countering with five for Democrats—yet battles like Louisiana v. Callais over race and the Voting Rights Act continue, as detailed by Washington Examiner's Jack Birle. And get this: Trump's lawyers are petitioning the Supreme Court to toss the 2023 E. Jean Carroll civil verdict against him, arguing in their final brief that the president is too busy running the country to fight old allegations, according to USA Today's Maureen Groppe. The justices will conference on it February 20.Don't forget the bigger picture from the Brennan Center: while Trump was convicted in New York City state court in May 2024 for falsifying business records over hush money to adult film actor Stormy Daniels, three criminal cases linger—federal ones in Washington, D.C., for election interference, Fulton County, Georgia, for the same, and Florida over classified documents. Lawfare's litigation tracker counts 298 active challenges to Trump administration actions on national security, plus 14 Supreme Court stays favoring the feds.Even whispers of impeachment surfaced, with ET Now's February 6 livestream claiming the House of Representatives is deciding Trump's fate—though details remain murky amid the chaos. From Venezuelan TPS revocations paused by the Supreme Court despite U.S. District Judge Edward Chen's rulings in San Francisco, to National Guard deployment blocks in Illinois that Trump ultimately pulled back from Chicago and Portland, these shadow docket moves have real-world bite, as SCOTUSblog explains.It's a legal whirlwind, listeners, with Trump fighting on multiple fronts, courts picking sides, and the Supreme Court wielding quiet power that reshapes policies overnight. Stay tuned as these cases collide toward 2026 elections.Thank you for tuning in, listeners. Come back next week for more, and this has been a Quiet Please production. For more, check out Quiet Please Dot A I.Some great Deals https://amzn.to/49SJ3QsFor more check out http://www.quietplease.aiThis content was created in partnership and with the help of Artificial Intelligence AI

Learn how Be My Eyes Workplace is transforming employment for blind and low-vision professionals with powerful AI tools, human support, and seamless desktop integration to create accessible, inclusive workplaces. Steven Scott and Shaun Preece welcome Mike Buckley, CEO of Be My Eyes, and Andy Lane to discuss the groundbreaking launch of Be My Eyes Workplace, a new accessibility platform designed to reduce unemployment among blind and low-vision people. This innovative desktop solution combines AI-powered visual assistance, real-time human support, and document-reading tools to break down accessibility barriers at work. The episode explores the four core functions of the platform: Workplace AI for instant visual interpretation Workplace Connect for one-click access to trusted colleagues Workplace Reader for in-depth descriptions of complex files and charts Cross-platform history and upcoming wearable integrations Mike and Andy share personal insights about workplace inclusion, the emotional impact of feeling empowered, and how this tool can change remote work experiences. They also discuss global accessibility challenges, enterprise adoption, and the future of integrating AI with human connection in the workplace. Relevant LinksBe My Eyes: https://www.bemyeyes.com Find Double Tap online: YouTube, Double Tap Website---Follow on:YouTube: https://www.doubletaponair.com/youtubeX (formerly Twitter): https://www.doubletaponair.com/xInstagram: https://www.doubletaponair.com/instagramTikTok: https://www.doubletaponair.com/tiktokThreads: https://www.doubletaponair.com/threadsFacebook: https://www.doubletaponair.com/facebookLinkedIn: https://www.doubletaponair.com/linkedin Subscribe to the Podcast:Apple: https://www.doubletaponair.com/appleSpotify: https://www.doubletaponair.com/spotifyRSS: https://www.doubletaponair.com/podcastiHeadRadio: https://www.doubletaponair.com/iheart About Double TapHosted by the insightful duo, Steven Scott and Shaun Preece, Double Tap is a treasure trove of information for anyone who's blind or partially sighted and has a passion for tech. Steven and Shaun not only demystify tech, but they also regularly feature interviews and welcome guests from the community, fostering an interactive and engaging environment. Tune in every day of the week, and you'll discover how technology can seamlessly integrate into your life, enhancing daily tasks and experiences, even if your sight is limited. "Double Tap" is a registered trademark of Double Tap Productions Inc. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this conversation, Jeff Harry discusses the significance of joy and play in the workplace and social movements. He emphasizes that play is essential for creativity, psychological safety, and effective protest. The discussion also touches on the broken nature of work, generational struggles for dignity, and the need for organizations to foster a culture of joy. Jeff argues that true change requires a shift in how we view work and the importance of creating safe spaces for individuals to express themselves and pursue their passions.Join Jeff at the 2026 Culture Impact Lab: https://callforculture.com/registerConnect with Jeff: https://www.rediscoveryourplay.com/Watch Jeff's TedX Talk Dismantling Hierarchy Through Play:    • My First TEDx Talk: Dismantling Hierarchy ...  Chapters00:00Introduction to Joy and Play in Work02:17The Importance of Play in Movements06:28Creating a Culture of Joy in Organizations10:18The Broken Nature of Work13:43Generational Struggles for Workplace Dignity14:14The Illusion of American Democracy18:13Joy as a Form of Protest24:01Decentering Self in Collective Experiences31:01Fostering Play in the Workplace

Shaun Belongie is the CEO of New Belgium Brewery. He previously served as VP of Marketing for New Belgium before becoming CMO and then CEO in 2023. Shaun has over 20 years of CPG experience, having managed marketing innovation and brand direction for iconic companies like Nestle Purina and Kraft Foods. He's helped build and maintain New Belgium's human-powered business model as the brand grows and expands, all the while stewarding the brewery's legacy and people-centric culture. Shaun joins Roy to discuss the challenges and opportunities during his journey from CMO to CEO, the differences between working at a large CPG brand versus a smaller, more nimble company, how New Belgium embodies and enacts their foundational values, and much more. Highlights from our conversation include: Shaun's transition from CMO to CEO at New Belgium (3:35)Challenges he's confronted as New Belgium's CEO (6:14)Shaun's experience serving as New Belgium's CMO (9:53)Shaun's perspective on building and shaping culture as CEO (12:09)New Belgium's human-powered business model (14:55)Maintaining authentic values throughout periods of growth (16:16)How his son's health crisis inspired him to think differently about life and leadership (18:35)Leadership lessons that carried over from Shaun's Kraft and Purina days (21:11)How changes in the industry are affecting Shaun's approach to hiring (23:08)Leadership qualities that Shaun seeks in his senior executive team (25:01)How technology fits into his strategic plan (25:48)Guidance he'd offer to somebody early in their career (28:18)What Shaun's most excited about in the future (30:13)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

On today's episode, we discuss the types of parental leave employees are entitled to take in Australia, the rights employees have when they are ready to return to work from parental leave, and more. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Jamie Goh (email) (Shearn Delamore & Co. / Malaysia)Guest Speaker: Meredith Kennedy (email) & Bruce Heddle (email) (Maddocks / Australia)Support the showRegister on the ELA website here to receive email invitations to future programs.

Ivan Cossu is Co-Founder and CEO of deskbird, a flexible workplace management platform that's scaled past $10 million ARR. Founded in April 2020 during COVID's most uncertain period, deskbird survived a near-death pivot just months in and scaled across 10 international markets within six months—an unconventional path that challenged conventional wisdom about market domination strategies. Ivan shares the tactical decisions behind their international expansion, the shift from founder-led to scalable sales, and why they're deliberately targeting an underfunded VC category. Topics Discussed: The critical pivot from an Airbnb for co-working spaces to workplace management software in July 2020, months before running out of capital The counterintuitive decision to scale internationally within six months rather than dominating a single market first Balancing consumer-grade UX with enterprise-level customization in a category where competitors felt like "database queries" The mechanics of transitioning from pure inbound to incorporating outbound without breaking what's working US market expansion from Europe with higher close rates than home markets—and what that signaled about timing Why traditional email outbound is dead in the AI era and what actually works for breaking through GTM Lessons For B2B Founders: Scale your proven funnel globally before you perfect it locally: When deskbird saw strong early traction, they launched landing pages across UK and US markets within months to test demand signals. Ivan's contrarian take: "If you have a good funnel that's working, be bold enough to scale it globally" rather than spending years dominating Germany first. The key qualifier—you need solid core product and conversion metrics, not just initial traction. They were "way too scared of going international because it always worked out way better than we thought," often seeing better metrics in new markets than home markets. Most founders over-index on local penetration when they should be testing international demand. Choose validation channels by cycle time, not potential scale: In the first 6-12 months, avoid any channel with an 18-month feedback loop, even if it's your eventual ICP. Ivan targeted paid search and lower mid-market specifically because "you get a good sample size quite fast." Fast feedback loops let you iterate positioning, messaging, and ICP assumptions weekly rather than annually. Once you have conviction from high-velocity channels, then layer in longer-cycle enterprise motions. This sequencing prevents burning 12+ months on the wrong strategy. Founder-led sales is a permanent muscle, not a phase to exit: At $10M+ ARR, Ivan still joins sales calls regularly, citing a top entrepreneur-investor's rule: "Sales always needs to remain a final topic." The evolution isn't binary—it's additive. First hires (around 9 months post-MVP) were generalist "hard workers" who could sell vision over process. Today's hires are more disciplined as repeatable plays emerged. But the founder never exits—they shift from doing all deals to strategic deals, competitive situations, and maintaining direct customer insight. Even Benioff at Salesforce's scale still jumps into deals. Outbound in the AI era requires anti-scale tactics: Ivan's blunt assessment: "I don't believe in emails and any kind of written communication, especially not in the age of AI—it's just inflated." What works: (1) Targeted account selection—not 1:1 but not 1:1000 either, find the sweet spot of focused ABM, (2) Physical mail and offline media, (3) Cold calling with proper infrastructure. The challenge isn't the tactic—it's "having all the BDRs and AEs knowing which accounts they have to call, seamlessly calling account after account." Most companies can't operationalize the calling machine. Best results come when marketing warms leads with intent data, then hands them to outbound teams—not pure cold outreach. Underfunded categories force better unit economics: Deskbird's space isn't flooded with VC dollars—Ivan mapped 50-60 European competitors but limited mega-rounds. His take: "There's a downside, it's harder to get VC money, but once you get it you don't have the problem that some spaces are overfunded and it's crazily driving up customer acquisition cost." Markets with excessive capital often have one winner and "very sad consolidation" for positions 2-4. Constrained capital forced deskbird to build profitably and focus on product differentiation (Airbnb-like UX meets enterprise customization) rather than outspending competitors. Close rates in new markets signal expansion timing better than absolute numbers: Deskbird closed US deals from Europe with European AEs in mismatched time zones—and saw the highest close rates of any market. Ivan's logic: "If we can close them from Europe with our European AEs working in different time zones who cannot deliver the same SLAs, and we then go to the US, it should get even better." Don't wait for perfect execution—if you're winning despite structural disadvantages, that's your signal to invest. They hired their first US-based team only after proving they could win remotely. // Sponsors: Front Lines — We help B2B tech companies launch, manage, and grow podcasts that drive demand, awareness, and thought leadership. www.FrontLines.io The Global Talent Co. — We help tech startups find, vet, hire, pay, and retain amazing marketing talent that costs 50-70% less than the US & Europe. www.GlobalTalent.co // Don't Miss: New Podcast Series — How I Hire Senior GTM leaders share the tactical hiring frameworks they use to build winning revenue teams. Hosted by Andy Mowat, who scaled 4 unicorns from $10M to $100M+ ARR and launched Whispered to help executives find their next role. Subscribe here: https://open.spotify.com/show/53yCHlPfLSMFimtv0riPyM

In this powerful continuation, Dr. Jodi Richardson and conflict resolution expert Dr. Ashleigh Moreland tackle the conversations we all dread but desperately need to have. Dr. Moreland breaks down her game-changing "Observe, Think, Feel, Need, Request" framework for navigating workplace tensions—from addressing poor performance to calling out passive-aggressive behaviour. Learn why most of us get these conversations wrong and how to create the psychological safety needed for real change. Key Topics Covered: How to stop people-pleasing and over-apologising (and why women especially struggle with this) The surprising truth about when NOT to have a difficult conversation Navigating unsolicited family advice about parenting, career moves, and life choices Face-to-face vs. text: choosing the right medium for tough talks Managing your emotional reactions in the moment Recognising when it's time to walk away from toxic relationships Dr. Moreland shares real-world scenarios and actionable strategies you can use immediately, whether you're dealing with a difficult colleague, setting boundaries with family, or finally having that conversation you've been avoiding. Resources Mentioned: Dr. Ashleigh Moreland's website: www.ashleighmoreland.com Connect on Instagram: @drashleighmoreland See omnystudio.com/listener for privacy information.

Dr. Paul White is a psychologist, author, and speaker who “makes work relationships work.” He has written articles for and been interviewed by the BBC News, Business Week, the New York Times, Fortune.com, Fast Company, and Forbes.Dr. White is the coauthor of the best-selling book, The 5 Languages of Appreciation in the Workplace, which has sold over 600,000 copies (written with Dr. Gary Chapman, author of the #1 NY Times bestseller, The 5 Love Languages) and has been translated into 25 languages.Additionally, their online assessment, the Motivating By Appreciation Inventory, has been taken by over 450,000 employees worldwide and is available in multiple languages.As a speaker and trainer, Dr. White has taught around the world, including North America, Europe, South America, Asia, and the Caribbean. His expertise has been requested by PepsiCo, Microsoft, NASA, L'Oreal, The Ritz-Carlton, and numerous other multinational organizations.Get the book, “The 5 Languages of Appreciation in the Workplace”, check it out by clicking on this link: https://www.appreciationatwork.com/books/5-languages-appreciation-workplace/ Connect with Dr. Paul White:Website: www.appreciationatwork.com Facebook: https://www.facebook.com/appreciationatwork Twitter: https://twitter.com/drpaulwhite LinkedIn: https://www.linkedin.com/company/5-languages-of-appreciation-in-the-workplace TurnKey Podcast Productions Important Links:Guest to Gold Video Series: www.TurnkeyPodcast.com/gold The Ultimate Podcast Launch Formula- www.TurnkeyPodcast.com/UPLFplusFREE workshop on how to "Be A Great Guest."Free E-Book 5 Ways to Make Money Podcasting at www.Turnkeypodcast.com/gift Ready to earn 6-figures with your podcast? See if you've got what it takes at TurnkeyPodcast.com/quizSales Training for Podcasters: https://podcasts.apple.com/us/podcast/sales-training-for-podcasters/id1540644376Nice Guys on Business: http://www.niceguysonbusiness.com/subscribe/The Turnkey Podcast: https://podcasts.apple.com/us/podcast/turnkey-podcast/id1485077152

79% of global B2B buyers say AI search has changed research habits. Tim Sanders, Chief Innovation Officer at G2, oversees insights from 100+ million annual software buyers and has witnessed enterprise research shift from 29% to 50% starting searches on AI chatbots in just four months. Sanders reveals why buyers moved from "reference to inference" workflows, how G2 captures 60% of AI citations through verified review data, and the critical difference between calendar age versus cognitive age in modern buyer journeys.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of our Defensible Decisions podcast, Scott Kelly (shareholder, Birmingham) sits down with Nonnie Shivers (office managing shareholder, Phoenix) to discuss the implications for employers following EEOC Chair Andrea Lucas's social media video soliciting discrimination charges from white males. Scott, who is chair of the firm's Workforce Analytics and Compliance Practice Group, and Nonnie, who is co-chair of the firm's Diversity, Equity, and Inclusion Compliance Practice Group, delve into historical and recent Supreme Court decisions like Muldrow and Ames, which affirm the viability of such claims and expand the definition of actionable harm. The conversation emphasizes critical best practices for employers, including the necessity of thorough investigations, accurate position statements, comprehensive real-time documentation of employment decisions, and updated, inclusive training modules, especially given the continued risk of disparate impact claims and potential fast-tracked EEOC investigations.

Listen in as we discuss the most impactful employment law regulations of 2025 and forecast what employers can expect in 2026. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Philippe Durand (email) (August Debouzy / France)Guest Speaker: Gareth Walls (email) (A&L Goodbody / Northern Ireland)Support the showRegister on the ELA website here to receive email invitations to future programs.

Send a textReal CEO Confidence in Uncertain Times | Leading Through Chaos with Rome MadisonWhat does real CEO confidence look like when the pressure is high, the answers aren't clear, and uncertainty feels constant?In this episode of The Frustrated CEO Podcast, Patrick and Patsy sit down with executive coach and leadership strategist Rome Madison to unpack how today's CEOs and founders can stay grounded, decisive, and confident—even while navigating chaos, complexity, and rapid change.Rome shares a practical leadership framework built on self-acceptance, competence, and strategy, and explains why humility, customer proximity, and embracing uncertainty are not weaknesses—but competitive advantages. This conversation offers real-world guidance for leaders who feel stretched thin, stuck in complexity, or overwhelmed by constant demands.Whether you're leading a fast-growing company or steering an organization through turbulent times, this episode delivers clarity, perspective, and actionable insights for leading with confidence when certainty is off the table.

With hybrid work raising expectations for the office, which is now judged against the comfort and convenience of home, organizations are increasingly prioritizing better amenities and services for their workplaces. In this In Case You Missed It (ICYMI) article-read episode of I Hear Design, based on the article, "Designing Workplace Amenities: Create Experiences That Attract and Retain Talent," we explore why amenities have become a defining factor in the competition for talent and why the real differentiator isn't simply adding a coffee bar, rooftop deck, or game room, but designing the experience around it.  You'll hear a practical framework for amenity planning that goes beyond trends starting with site, climate, and infrastructure; designing around user demographics and community synergies; planning for programming, operations, and partnerships;, and clarifying design intent and functionality. Whether you're a designer, owner, or workplace leader, this episode offers actionable questions to help amenities deliver lasting value, rather than simply another box to check on your workplace offerings.

Resetting the culture code is essential to unlock Gen AI's value — aligning people, ethics, and collaboration so AI becomes a trusted partner for innovation, not a source of fear or disruption. That's the key take-away message of this episode of the Wise Decision Maker Show, which discusses resetting the culture code for the generative AI era.This article forms the basis for this episode: https://disasteravoidanceexperts.com/resetting-the-culture-code-for-the-generative-ai-era/

This is the Weight and Healthcare newsletter! If you like what you are reading, please consider subscribing and/or sharing!In Part 1 we started discussing the “Million Pound Challenge” created by Toby Cosgrove and Dr. Michael Roizen in which they are “challenging” an unknown number of people to collectively lose one million pounds. In part 2 we'll discuss the program itself. (If you haven't read part 1, I recommend it to fully understand part 2.) As always I'll indent the quotes from the website so that you can avoid harmful weight stigma if you choose. They explain the program as a 3-step process:Step 1: Enroll Your OrgRegister your health system. Get access to a variety of resources in the Million Pound Challenge Tool Kit for your entire team.Step 2: Your Staff, Your WayEmployees can use the tools provided, join their own programs, work with providers—whatever works. Your organization decides how to structure participation.Step 3: Track ProgressThe only requirement? Track results with a monthly check with your Challenge coordinator. Watch as individual effort becomes collective momentum toward one million pounds.This is where they make things incredibly clear - literally the only requirement is to track weight loss. This isn't about health metrics, there is no way to make this program weight neutral or to focus on health - weight loss is the only metric and tracking it is the only thing the program requires.And when they blithely say “whatever works” let's be clear that a century of research finds that, unless their goal is to create weight cycling, nothing does. So there is no common intervention and all they are tracking is weight loss. Right. And how is weight loss tracked? Per the FAQs (emphasis mine)“Your Challenge ambassador must log your team's results monthly with your assigned Challenge Coordinator—this is the only requirement. Individual weights remain completely private. Only aggregate organizational totals are posted on the community leaderboard so you can see how your organization compares nationally.”Um, they aren't private if you have to share them with your company's challenge ambassador (and I have serious concerns that someone who would sign up for that job may be the last person that a coworker would want to tell their weight.) Workplace programs (or any programs) that include a weight loss component have significant risks to physical and mental health, including through eating disorders. But programs that compel people to compete solely on the basis of weight loss, as this one does, can actually encourage participation in dangerous behaviors in order to create weight loss.Measure your organization's progress, celebrate your success stories, and recognize your top-performing teams. Join leaders at quarterly events, Chamber Summit, Aspen Ideas Festival, and HLTH to keep momentum strong.Do. Not. Do. This. Another huge issue with this, and all workplace/organization weight-loss challenges, besides the issues with disordered eating and eating disorders and weight cycling, is that it can single out people who aren't participating or “achieving” in ways that create a hostile work environment for them. It can mean that those who have chosen an evidence-based weight-neutral path (either due to a history of eating disorders or other reasons) have to choose between their physical and mental health and being seen as “not a team player.” It can lead to organizations under valuing employees who, due to many reasons including disability, chronic illness, and more, cannot participate in the initiative at all (or in ways that make them “top-performing”) which can lead them to being seen by subordinates, peers, and bosses as a “drag” on the team or having less value to the organization. This is not surprising from someone like program co-founder Toby Cosgrove who once gleefully told the New York Times magazine that he didn't want to hire higher-weight people (as the CEO of the Cleveland Clinic,) but let's not follow in those bigoted footsteps.After 12 months, we'll have collectively proven what we've known all along—that sustainable health outcomes are achievable. Winners celebrated at HLTH 2026. Every organization recognized for leading the revolution.There is so much wrong with this that I scarcely know where to begin. As I said in part 1, “prove” is a very strong word so I expect robust research and lots of it (spoiler alert - I'm going to be disappointed again, but in no way surprised, again.) These two doctors should know better than to suggest that anything about “sustainable health outcomes” can be “proven” by a random “challenge” that only lasts a year has no common intervention, and only measures weight loss. This does not have the ring of sound science. The truth is, we can't even be sure how many of the participants would get thin enough that program co-founder Toby Cosgrove would think they deserved to be employed.I don't want to spend too much time analyzing the deck chairs on this titanic of a “challenge” but I do want to look at one of the “resources” they offer, called ‘Why Healthy Employees Don't Need Your Wellness Challenge.” First of all remember that this is NOT a wellness challenge (which would measure, you know, wellness) this is a weight loss challenge that only measures body size manipulation. Even if we ignore that, this “resource” is particularly horrifying, promoting the “Lifestyle 180” program. The program is based on the assumption that higher-weight people and those with chronic conditions are not already participating in health-supporting behaviors and should be “targeted”, by their employers (not their actual healthcare providers,) with “intensive, medically-integrated interventions.”Here again, this program teaches organizational leadership to see higher-weight people and those with chronic conditions as a liability to be solved and not as skilled and valuable employees, with the unspoken (except by Toby to the NYT magazine) takeaway to avoid hiring these people in the first place. This is likely to disproportionally impact higher-weight people, People of Color, and especially higher-weight People of Color. (Note that this is all wrapped up in the massive issues with U.S. employers providing healthcare which is, to use a technical term, a hot garbage mess that is beyond the scope of this post, but the idea that employers should have access to employee health information is obviously seriously problematic on its face.) The “resource” continuously suggests that employers focus on “the 20% of [ employees] driving 80% of the costs” ending with “that's where you win.”My main takeaway from this resource was that if an employer sent me an email that said “Your recent health screening showed some concerning trends We have a program specifically designed for you. Can we talk?” I should say, emphatically, no. Which would also be my immediate answer if asked to participate in this “challenge.”In Part 3 we'll talk about what you can do if your organization tries to push this kind of “challenge” on you.This month's online workshop is Weight-Neutral Joint Pain Management with sports medicine physicians Dr. Julia Bruene and Dr. Jeremy Alland. There is a pay-what-you-can-afford option and a video will be sent to all registrants.Details and registration here!If you appreciate the content here, you can subscribe for free to get future posts delivered direct to your inbox, or choose a paid subscription to support the newsletter (and the work that goes into it!) and get special benefits! Click the Subscribe button below for details:Liked the piece? Share the piece!More researchThe Research PostMore resourcesThe Resource Post*Note on language: I use “fat” as a neutral descriptor as used by the fat activist community, I use “ob*se” and “overw*ight” to acknowledge that these are terms that were created to medicalize and pathologize fat bodies, with roots in racism and specifically anti-Blackness. Please read Sabrina Strings' Fearing the Black Body – the Racial Origins of Fat Phobia and Da'Shaun Harrison's Belly of the Beast: The Politics of Anti-Fatness as Anti-Blackness for more on this. Get full access to Weight and Healthcare at weightandhealthcare.substack.com/subscribe

Amanda Hunter, owner of Everlasting Wellness is back to discuss the evolution of her group practice. We explore the importance of hiring full-time staff, the challenges of providing employee benefits, and the significance of productivity and accountability in a mental health practice. Amanda shares insights on implementing a bonus structure, and the value of consulting. The conversation also delves into defining leadership roles and the critical importance of workplace culture and transparency in fostering a supportive environment for employees.Key Takeaways:-Hiring full-time staff can significantly improved practice efficiency.-Employee benefits can be costly but are essential for retention.-Productivity metrics are crucial for accountability in a practice.-A well-structured bonus system can motivate staff and improve performance.-Consulting can be invaluable for navigating business growth.-Defining clear leadership roles is essential for operational success.-Workplace culture and transparency foster trust and commitment among staff.Amanda's Links:WebsiteFacebookInstagram

Send us a textDiscover the limitless potential of The Healthy Mindset Application (App) with our exclusive Application Assess, Educate, Coach approach. Begin your journey of personal transformation through The Healthy Mindset App Podcast, featuring meditations, breathing exercises, and invaluable coaching insights. Our methodologies cultivate a growth mindset, empowering you to adopt self-coaching practices while engaging in mindfulness and resilience building. Delve into personalized 1-on-1 coaching sessions with Mike Hartman through The Healthy Mindset Coaching On Demand, focusing on goal setting and confidence enhancement. Each participant receives a tailored Audio MP3 Debriefing based on their assessment, ensuring personalized guidance every step of the way. For inquiries about 1:1 coaching or speaking engagements, please email Mike@Hartman.AcademyBook A Session https://calendly.com/coachingondemand/performancemindsetcoaching?month=2024-05Healthy Mindset For Athletes & Workplace Athletes Workbook https://www.amazon.com/Healthy-Mindset-Athletes-Workplace-Everything-ebook/dp/B0B55CFSCJ

Why do so many change initiatives, town halls and big launches create excitement and then fade with no real behaviour change? In this episode of Truth, Lies & Work, Al and Leanne speak with Lindsey Caplan, a former Hollywood screenwriter turned organisational psychologist, about why leaders struggle to influence groups at work and what actually works instead. Lindsey shares the MOVED Model, a practical framework for driving engagement, influencing behaviour and communicating change in a way that sticks. If you lead teams, present ideas, manage projects or drive transformation, this episode explains why information alone never creates change and what does. What you'll learn Why most workplace change fails Many organisations fall into the transmission trap: the belief that more information leads to better results. More slides, more frameworks and more meetings rarely change behaviour. Real change happens when people feel involved, motivated and emotionally connected. Informing vs influencing at work Influencing one person is very different from influencing a group. Leaders often assume employees are already motivated and aligned, but many are neutral, cautious or distracted. Real change begins with a better question: What do we need people to do differently? Not: What do we need to tell them? The MOVED Model explained Lindsey's framework maps how leaders try to influence behaviour using two key dimensions. Push vs Pull: is change being done to people or with people? Generic vs Personalised: is the message broad or relevant to individuals? These create four outcomes: compliance, awareness, entertainment and engagement. Most organisations aim for engagement but accidentally design for compliance. What Taylor Swift can teach leaders Great performers design experiences that involve their audience. Leaders can do the same by giving people a role in the change, creating curiosity with a central question, sharing emotion as well as expertise and showing why the change matters to employees. The message is simple: perform with people, not at people. Practical leadership takeaways Decide the behaviour you want before designing the message. Pull people into change instead of pushing information at them. Stop saying “I'm excited about this change” and explain why employees should be. Resources and links Take the MOVED Model quiz: https://www.gatheringeffect.com/quiz Connect with Lindsey: https://www.linkedin.com/in/lindseycaplan/ Connect with Truth, Lies & Work Website: https://truthliesandwork.com Email: hello@truthliesandwork.com LinkedIn: https://www.linkedin.com/company/truth-lies-and-work Instagram: https://www.instagram.com/truthlieswork Connect with the hosts Al Elliott: https://www.linkedin.com/in/alelliott/ Leanne Elliott: https://www.linkedin.com/in/leanneelliott/ Mental health support UK & ROI: Samaritans – 116 123 https://www.samaritans.org US: Suicide & Crisis Lifeline – 988 https://988lifeline.org Australia: Lifeline – 13 11 14 https://www.lifeline.org.au Global support: https://findahelpline.com

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1954: Michael Levitt explores essential strategies for business success by outlining five powerful marketing tools, ranging from SEO to content marketing, and explains how each one helps businesses grow, connect with customers, and drive conversions. He also offers practical, eco-friendly solutions for reusing recycled paper in the workplace, helping companies reduce waste and embrace sustainable practices. Read along with the original article(s) here: https://www.breakfastleadership.com/blog/marketing-tools-5-types-why-your-business-needs-them & https://www.breakfastleadership.com/blog/ways-to-use-recycled-paper-in-the-workplace Quotes to ponder: "Social media also provides an opportunity for customers to engage with your brand and give you feedback." "SEO involves optimizing your website content, structure, and code so that search engines can easily find and index your site." "Content marketing can take many forms, such as blog posts, e-books, infographics, videos, and more." Episode references: Facebook Ads: https://www.facebook.com/business/ads Instagram Ads: https://business.instagram.com/advertising Google SEO Starter Guide: https://developers.google.com/search/docs/fundamentals/seo-starter-guide Mailchimp: https://mailchimp.com  

In this episode of The Workplace podcast, Matthew Roberts, CalChamber Associate General Counsel for Labor and Employment, welcomes CalChamber Employment Law Expert Sharon Novak for a timely conversation on wearable technology in the workplace. What begins with a seemingly simple scenario — an employee shows up to work wearing prescription smart glasses — quickly opens the door to complex issues around privacy, recording, disability accommodation and policy gaps many employers don't realize they have yet. Read more at https://advocacy.calchamber.com/2026/02/05/what-employers-should-know-about-wearable-technologies-in-the-workplace .

Episode DescriptionWhat happens when you start a law firm with zero clients, zero contacts, and a vision that doesn't fit anyone else's mold? Gabriela Smith did exactly that—and built it so successfully that her anesthesiologist husband retired from medicine to join her. In this powerful conversation, Gabriela shares how she transformed from a BigLaw litigator who hated asking permission for vacation into an entrepreneur building a tech-powered, human-centric M&A law firm that's rewriting the rules. She talks about legal subscriptions replacing billable hours, why AI can't replace human intuition, creating a law firm "umbrella" for entrepreneurial attorneys who want freedom, and what it really takes to walk through the thick mud of reinvention. This is for every attorney who's ever felt like they don't fit the traditional mold—because you don't have to.Connect with Gabriela SmithInstagram: @thegabbysmith LinkedIn: Gabriela Smith Email: gsmith@gnslawplc.com Podcast: Exit Ed PodcastGabriela mentors moms and entrepreneurs—reach out if you want to connect. For attorneys interested in joining the GNS Law umbrella model, contact her husband Tim (he handles those conversations).Work with Erin GernerErin coaches high-achieving female attorneys who are successful on paper but struggling with burnout, identity crisis, and knowing what's next—helping them redefine success on their terms without sacrificing family or wellbeing.Contact: @eringerner on Instagram | Book a Free CallKey Takeaway: You don't have to fit the traditional mold. Start where you are, walk through the thick mud, and create what works for YOU. Legal subscriptions, AI-powered tools, entrepreneurial freedom—the future of law is human-centric, and it doesn't look like BigLaw anymore.

The Workplace Problem No One Trains Leaders For: Grief Grief doesn't politely stay home. It shows up in meetings, deadlines, silence, irritability, and decisions that suddenly feel harder than they used to. And most leaders don't recognize it when it arrives. Instead, grief at work gets mislabeled as disengagement, attitude, or a performance problem. In this deeply personal episode of The Leadership Sandbox, Tammy J. Bond steps into a conversation leaders are rarely trained to handle—but are guaranteed to face. Drawing from her own experience with sudden loss and ongoing family challenges, Tammy unpacks how grief quietly impacts capacity, behavior, and trust inside organizations. This is not a therapy episode. This is a leadership episode.     In This Episode, You'll Learn: Why grief doesn't "end" when bereavement leave does How grief shows up at work in ways leaders often misinterpret The difference between a performance issue and a capacity issue Why treating grief like a character flaw erodes trust Three practical leadership moves that create safety without lowering standards How to apply the COMMAND Leadership Operating System to moments of grief What it really means to lead humans—not just workflows     What Grief Often Looks Like at Work: Slower thinking and decision fatigue Missed details or forgetfulness Irritability or a shorter fuse Withdrawal in meetings Perfectionism or micromanaging Being present—but not fully functional These are not motivation problems. They are capacity challenges.     Leadership Moves That Matter: Name reality without making it weird Create a capacity plan—not a sympathy speech Keep the standard and adjust the path Grief doesn't remove accountability. It requires clearer priorities and fewer moving parts.     COMMAND in Action: Claim Reality – Grief exists in your workforce whether you acknowledge it or not Own Impact – Your response sets the emotional temperature Map the System – Leave, workload, coverage, expectations Move the Behavior – Check-ins, clarity, flexibility with structure Anchor the Standard – Humanity and accountability can coexist Normalize Accountability – Fewer priorities, clearly measured Deploy & Defend – Protect people from being punished for being human     Bottom Line Grief isn't a performance issue first. It's a capacity issue. And capacity is a leadership responsibility. If you only know how to lead people on their best days—you don't yet know how to lead.     Listen & Share If this episode resonated, share it with a leader, manager, or team member who could benefit from a more human approach to leadership during hard seasons.      

We're kicking off our AI Workplace and Culture series with Martha Shaughnessy, founder and CEO of The Key PR. Martha isn't just observing the AI transformation—she's living it. Her firm works with tech startups building with AI, and she's implementing AI tools in her own company.What we really appreciated about our conversation is Martha's refusal to give easy answers. She's both optimistic and pessimistic about where we're headed.What We Talked AboutMartha walked us through what's actually happening in the startup world right now (spoiler: it's all AI, all the time). We dug into why communications needs to be involved at the earliest stages of strategy, not bolted on at the end. She shared her framework for crisis communication when the tools and rules keep changing. And we explored what it means to co-create work when everything is shifting underneath us.Martha also brought what she calls her "punk ass perspective" on who gets to dominate the tech conversation—and why that matters for all of us.Key TakeawaysMost companies are either building with AI from the ground up or retrofitting existing products. The Wild West analogy applies, except those already on top (Google, Amazon, OpenAI) have such a dramatic lead that the playing field is fundamentally different.For most people, technology is magic. They don't care how it works—they care why it matters. The job is finding both the selfish impact (how it affects you personally) and the global impact (how it makes the world better).In crisis communication, simple truth beats complicated explanations every time. Over-explaining makes people suspicious. And sometimes you just have to take it—because if you messed up, someone's going to be mad.The "get it off my desk" jobs are most at risk. But curiosity, creativity, and systems thinking? Those become more valuable than ever. Martha's hope is that we graduate from productivity-first culture and reinvest in what makes us human.AI can do tremendous good—and tremendous harm. From literacy tutoring for kids with dyslexia to environmental damage from energy demands, this technology cuts both ways. We need visionary leadership and diverse perspectives in the room to navigate it well.Communications needs to be at the table early. Not as a bolt-on at the end, but at the concept stage when you're still figuring things out. That's where you catch potential crises before they happen.About Martha ShaughnessyMartha is the founder and CEO of The Key PR, a Bay Area-based communications firm she founded in 2017 with a mission to deliver high-impact, no-BS communications to her clients. Over the past 20+ years, Martha has worked with tech companies, startups, and nonprofits, helping them navigate the complex intersection of technology, culture, and human impact. She specializes in helping organizations tell stories that matter—finding the human thread in even the most technical products.Connect with MarthaMartha welcomes conversations about big ideas. Reach out if this resonated with you:Email: martha@thekeypr.com or yo@thekeypr.comWebsite: thekeypr.comLinkedIn: The Key PRResources:Navigating a big transition? Check out our Pivot Plan: 8 Questions to Ask Yourself Before Your Next Big Move.Think coaching might be right for you? Schedule a free consultation to explore how we can help you step into your next level of leadership.Interested in going deeper in your own leadership and building your network? Join the waitlist for The CoCreate Work Leadership Book Club to explore the themes from this episode in community—through powerful reads, reflection prompts, and live conversations.Our last session of the Culture Crash Course just ended, but if you're interested in a Culture Crash Course for your organization or team, please contact us at support@cocreatework.com.Interested in leadership development for your team? Our Workshops are a great wait to develop your team's skills and connection.At CoCreate Work, we believe in asking great questions. Click here to receive our guide to 40 Powerful Questions to accelerate your growth.We would love to connect with you!CoCreate Work on LinkedInCoCreate Work on InstagramLa'Kita on InstagramChloe on InstagramVisit our Podcast PageQuestions you would like us to answer on the podcast? Email us at podcast@cocreatework.com

In this episode of the Follower of One podcast, Addison Williams hosts Drew Schmitz, the executive director of Little Cloak. Drew helps leaders care for their teams better. As a creative strategist with extensive leadership experience, Drew spearheaded an organization to provide professional, accessible care to every employee. Using his experience as a pastor for over twenty years, Drew develops people and programs to care for others authentically, designing initiatives to improve organizational cultures around people. As a writer, Drew has co-authored hundreds of resources and articles. Known for his strategic vision and personal care, Drew is dedicated to fostering meaningful communities that foster growth.   Drew joins Addison to discuss the importance of integrating faith into the workplace and how Little Cloak provides virtual chaplaincy to companies across the United States. Drew shares insights from his experiences as both a pastor and a business leader, exploring the parallels between traditional mission trips and the Marketplace Mission Trip initiative by Follower of One. Listeners will gain practical advice on how to intentionally live out their faith in their everyday work environment, whether remote or in-person. 00:00 Introduction to the Follower of One Podcast 00:11 Meet Drew Schmitz: Executive Director of Little Cloak 01:28 The Mission and Growth of Little Cloak 04:35 Faith in the Marketplace: A Pastor's Perspective 09:08 The Marketplace Mission Trip Explained 15:07 Practical Tips for Remote Workers 20:06 The Importance of Appreciation and Connection 30:26 Final Thoughts and Encouragement 33:15 Conclusion and Next Steps   Connect with Drew here: LinkedIn: https://www.linkedin.com/in/drew-schmitz-littlecloak/   *Connect With Follower Of One* Join us over in our Online Community(http://community.followerofone.org) *Get social with us* https://www.facebook.com/followerofone  https://instagram.com/followerofone1 https://twitter.com/followerofone1  https://www.linkedin.com/company/follower-of-one  https://plinkhq.com/i/1482955686  ====

High-pressure environments don't just demand more of your time, they demand more of you. And when the pressure is constant, it's easy to start living in survival mode… pushing through, tightening your grip, and telling yourself you just need to be tougher. In this episode, we're looking at what actually helps you stay calm in high-pressure environments, so you can stay grounded, think clearly, and protect your energy without burning out. In this episode, you will learn: What it actually means to stay calm in high-pressure environments How to reduce internal pressure without avoiding responsibility Practical ways to protect your energy and boundaries at work

Drama isn't just annoying. It's measurable, costly, and completely avoidable. In this encore episode of The Game Changing Attorney Podcast, Michael Mogill sits down with Cy Wakeman, leadership expert, author of No Ego, and founder of Reality-Based Leadership, to unpack the staggering cost of emotional waste in the workplace. From venting and scorekeeping to resisting change and holding organizations hostage, drama silently destroys productivity and engagement. This conversation challenges the conventional wisdom around employee happiness and exposes the hard truths about accountability, leadership myths, and what it really takes to build a high-performing culture. Here's what you'll learn: Why the average employee spends over two hours a day stuck in drama, and what that really costs your firm How to stop managing emotional waste and start building a culture rooted in accountability and results Why popular leadership advice is often based on flawed research, and what the evidence actually says about engagement and performance Stop managing the drama and start building the culture you actually want. ---- Show Notes: 02:56 – Cy Wakeman discusses her mythbusting approach to leadership and why she brings evidence-based research back into HR instead of relying on pop psychology. 05:15 – Understanding the invisible tax that drains productivity and engagement from every team without most leaders realizing it. 06:12 – The cost of workplace drama and why it's affecting far more of your organization than you think. 14:25 – Why the strategies designed to boost engagement often backfire and create the opposite of what leaders intended. 16:09 – The accountability paradox that makes it impossible to satisfy everyone on your team with the same approach. 19:20 – Where leaders should actually invest their time and energy for maximum organizational impact. 24:35 – What really happens when you raise standards and why most leaders are wrong about the consequences. 28:26 – A new framework for measuring employee value that goes far beyond traditional performance reviews. 36:20 – Rethinking generational differences and what younger employees actually bring to high-performing organizations. ---- Links & Resources: No Ego by Cy Wakeman Reality-Based Leadership by Cy Wakeman The Reality-Based Rules of the Workplace by Cy Wakeman Reality-Based Leadership Website ---- Do you love this podcast and want to see more game changing content? Subscribe to our YouTube channel. ---- Past guests on The Game Changing Attorney Podcast include David Goggins, John Morgan, Alex Hormozi, Randi McGinn, Kim Scott, Chris Voss, Kevin O'Leary, Laura Wasser, John Maxwell, Mark Lanier, Robert Greene, and many more. ---- If you enjoyed this episode, you may also like: 369. Your Ego Is Making You Miserable with Cy Wakeman 191. Joey Coleman — Never Lose an Employee Again: The Simple Path to Remarkable Retention 97. Liz Wiseman — Impact Players: How to Take the Lead, Play Bigger, and Multiply Your Impact

When a workplace affair ends, the fallout doesn't stay private. Loyalties fracture, tension poisons the environment, and what was once whispered behind closed doors becomes impossible to escape. Careers, reputations, and mental health can all be collateral damage when personal betrayal collides with professional life.In the story today from Norfolk, the end of an affair leads to one person looking for revenge and ends in the most shocking violence.Join me at TrueCrimeFest in London in Marchhttps://www.truecrimefest.co.uk/Buy My New True Crime Content Creators Online Coursehttps://adam-s-site-be58.thinkific.com/products/courses/true-crime-content-creation-courseWriting Credit: Chris WoodYou can buy Chris's second book, 'Death in the Theatre' here: https://www.amazon.com/Death-Theatre-Chris-Wood/dp/1399009117Watch my YouTube channelhttps://www.youtube.com/@Adam-uktruecrime/videosListen/Watch the True Crime Catch Uphttps://audioalways.lnk.to/TrueCrimeCatchUpFind Our More About Mehttps://uktruecrime.comJoin UK True Crime Facebook Grouphttps://www.facebook.com/groups/UKTrueCrime Hosted on Acast. See acast.com/privacy for more information.

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1952: Carl Pullein explores how the evolution of technology has blurred the lines between work and life, and why that's a good thing. By embracing remote work, flexible hours, and results-driven performance, both individuals and companies can unlock greater freedom, productivity, and global opportunity. Read along with the original article(s) here: https://www.carlpullein.com/blog/the-future-of-work-is-coming-dont-fight-it/21/6/2016 Quotes to ponder: "Those hard edges became softer and softer until it has now become difficult to distinguish between the edges." "Technology enables us to work on our terms and allows us to work from anywhere we have a WIFI signal." "These managers are more concerned that you work your regulated 8 hours a day and take no longer than your allocated 60 minutes for lunch, than they are about the quality of your work."

Many organizations say they want to invest in people, but their hiring and talent practices often tell a very different story.Degree requirements, limited benefits packages, and poor management practices continue to limit who gets access to opportunity and how teams perform. And the cost shows up everywhere: higher turnover, slower productivity, and missed potential.Fortunately, this week's guest brings clear data and practical strategies that show how companies can do better for both people and performance.Dr. Angela Jackson is a Workplace Futurist and ESG expert, founder of Future Forward Strategies, and a lecturer at Harvard Graduate School of Education. She works with entrepreneurs, F100s, and policymakers on the future of work. Dr. Angela holds a doctorate from Harvard University and serves on several boards, including Needham Bancorp. Her book, The Win-Win Workplace, became a New York Times, USA Today, and Los Angeles Times Best SellerIf you want to build stronger teams, reduce turnover, and boost performance inside your organization, this episode offers a practical roadmap.Get FREE mini-episode guides with the week's episode's big idea delivered to your inbox when you subscribe to my weekly email.Join the conversation now!Conversation Topics(00:00) Why “being your best self at work” is a business imperative(02:52) What is a “zero-sum workplace”?(06:05) What happens when workplaces invest in people(06:57) The 9 pillars of a Win-Win Workplace (overview)(12:26) What managers can do (even without company-wide power)(19:03) Distributed leadership and the Ownership mindset(26:57) A great manager story(29:30) How to connect with Angela(30:45) [Extended Interview] Building a deep talent bench(32:30) [Extended Interview] Hiring for skills, not credentials(36:18) [Extended Interview] How to design a skills-based interview

Kevin Hubschmann from Laugh.Events joins us this week to explore the power of laughter in the workplace. He works with organizations to bring professional performers and facilitators into corporate settings to support professional development, team building, active listening, communication, and more. Together, Dave and Kevin discuss how humor can strengthen culture, boost engagement, and help teams connect more authentically at work.