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This week's Curve Weekly starts with Soph's financial dilemma of the month - a perfect storm of overspending, £5 left in the bank, and a 4% phone battery in Mayfair. Then, just as we got rolling, Vic's mic cut out (classic), so yes… this is take two. Once the tech drama settled, Vic breaks down why the market is down 2%, what's spooking investors, and how the AI bubble ties into it. We also dive into that viral “Did women ruin the workplace?” headline and unpack why the real problem is a system that was never built for women to thrive. Then it's onto Trump threatening to sue the BBC for $1B - what happened, why it matters, and why the media world is slightly sweating. And finally, we look at what Brits are really using ChatGPT for… and let's just say the answer might surprise you.WTF does that mean? A guide to all the jargony bits:Market Drop – When the stock market has a tiny sulk.AI Bubble – When AI stocks get too hyped.Diversification – Don't put all your money eggs in one basket.S&P 500 – The 500 biggest US companies in one group.CapEx – Big-ticket spending by companies.Government Shutdown – When the US government can't agree and… stops.The Fed – The US interest-rate boss.Defamation – Saying something untrue and getting sued for it.Algorithm – The puppet master deciding what you see online.50:30:20 Rule – A simple budget split: needs, wants, investing.Credits:Hosts: Victoria Harris & Sophie HallwrightProducer & Editor: Emily RigbySocial & Digital Manager: Lucy Munro⁠⁠Leave us a message on The Curve Hotline

Lead with Hospitality: The Secret to Inspiring People in Any Workplace with Taylor Scott In this episode of Deep Leadership, I'm joined by leadership expert and author Taylor Scott, who spent more than twenty years inside top hospitality brands. His message is simple and powerful: great leaders make people feel welcome, comfortable, and important. We break down the real meaning of leading with hospitality and why this mindset inspires teams in any workplace. Taylor shares stories from his career, the science behind emotional leadership, and the five core values that help leaders create a sense of belonging, trust, and genuine connection. If you want to improve your leadership, build stronger teams, and influence people through humanness—not authority—this conversation is a must-listen. In this episode you'll learn: Why hospitality is a leadership superpower How to make people feel valued and inspired The emotional skill every modern leader needs How kindness and intentionality drive performance Practical ways to bring humanity back into leadership

"You start to wonder was it all worth it? Or what's the point in trying to do it again? You know, if there's going to be more disappointment in the future. I think it is something that you know probably just changes as you go on, regardless, right? I want to get that second book under my belt so it's not all just on this one, this one baby, you know?" says Maggie Mertens.Maggie is the author of Better, Faster, Farther: How Running Changed Everything We Know About Women (Algonquin Books). It's a brilliant book that traces the advancement of women's athletics through running. Hard as it is to believe, but it was thought that women couldn't, nay, shouldn't run farther than 800 meters. Running might affect their fragile constitution, they might even ruin the work place … there's a name for headlines like that one: They're called subscription cancellers. [Context: The New York Times ran a podcast headline with its conservative columnist asking “Did Women Ruin the Workplace?” Anyhoo …Maggie is making the freelance workplace a good time, thank you very much, and it's a pleasure to get to celebrate her approach to the work and her incredible book that came out in 2024.So Maggie's work has appeared in the Wall Street Journal, The Atlantic, NPR, Sports Illustrated, ESPNw, Creative Nonfiction, among others. She has a Substack called My So Called Feminist Life at maggiemertens.substack.com and she does much of social media-ing on IG @maggiejmertens and you can learn more about her and her work at maggiemertens.com.So Maggie and I talk about: The long book writing process Community Time pegs Strict deadlines for the self How she named her chapters in Better Faster Farther Taking the wins And the post-book malaiseOrder The Front RunnerNewsletter: Rage Against the AlgorithmWelcome to Pitch ClubShow notes: brendanomeara.com

Here's the word of wisdom for today: The quality of your work reveals your character. Did you realize your work tells what kind of person you are? The Bible tells us the works of God reveal to us what kind of God he is. The beauty of his creation, the majesty and grandeur of his universe give us a clear view of his character and his personality. That's true of us as well. Just suppose someone who doesn't know you at all was asked to write a description of you based upon an audit and inspection of your work. What would that audit reveal? Are you careful to do your work with thoroughness, or would your work reveal a careless attitude? Does your work show you are considerate of the person at the receiving end or at the next stage of your work? Or would the inspector conclude you're in a hurry to get through and get going, because your work is sloppy? When your work involves dealing with other people, would it reveal an attitude of respect and concern for others? Do you think the inspector would conclude you care about other people, and you treat everyone with respect? Or would it reveal a callousness toward others, treating them like numbers and not bothering to be kind and considerate toward them? Could anyone tell by the quality of your work you do it as unto the Lord? Would it look different from those who aren't Christians? As I look at the work of God's hands, I know so much about his loving, caring nature. His work reveals his character to me. Your work reveals your character as well. Would you be pleased to have someone describe you based on the work you've done this week? It's a good word of wisdom we need to think about frequently. Remember, you'll find a copy of this devotional along with a set of Wisdom for the Workplace cards for your use here.

In this week's episode of The Clopen Effect, we chat about 40 wild food additives - what they are, how to actually pronounce them, and the sneaky places they like to hide. Spoiler: your snacks might contain wood chips, your bread might include duck feathers, and yes… there's a beaver gland situation.We attempt to deliver accurate info, but let's be honest: we're a comedy podcast, not a science lab. If we messed something up - our bad. Just keep listening anyway. It's funnier when we're slightly wrong.All The Clopen Links: https://linktr.ee/theclopeneffect$2/month keeps us recording and bringing you all the laughs! https://the-clopen-effect.captivate.fm/supportBuy Our Cool Merch:https://www.zazzle.com/the_clopen_effect_t_shirt-256038010043042814

Broadcaster, author, and podcaster Felicity Harley joins us to discuss “Radical Sabbaticals," as we find out what it involves and why this trend is rapidly gaining traction in modern workplaces.See omnystudio.com/listener for privacy information.

On Episode 91 of Astonishing Healthcare, we dove into the Workplace Intelligence Forecast for 2026 - The 10 Trends Businesses Need to Focus On! Here at Judi Health, we obviously live in the health benefits world and generally focus on content revolving around the pharmaceutical supply chain (i.e., PBM), health tech, and the administration of employee benefits, more broadly... but there is A LOT more going on our there that impacts America's workforce. Our guest, Dan Schawbel, Managing Partner of Workplace Intelligence (links below), has been tracking and publishing research on workplace trends for well over 15 years, and he unpacks the forces shaping the future of work, today. Aside from rising healthcare costs, how are employers - and their benefits leaders - thinking about remote work vs. returning to the office (and the impact on working mothers), the use of AI and a widening skills gaps, and the shift from white-collar to blue-collar jobs? Dan paints a picture of a market where employer leverage has returned amidst hiring freezes and layoffs. This newer dynamic intensifies the pressure on benefits teams, who are on the front lines, grappling with the complexities of GLP-1 drug coverage, and the critical need for mental health support, for example. Other highlights of the discussion include:AI is widening the skills gap, and many companies are failing to provide adequate training, leaving employees feeling unprepared; this is fundamentally reshaping learning and development needs for 2026.The era of the "Great Resignation" is over - employers now have leverage, driving return-to-office mandates and changing the power dynamic.Amidst rising costs, a comprehensive and affordable healthcare plan has become a powerful tool for employers - sometimes valued even more than a salary increase.Unsustainable healthcare cost increases are reaching a boiling point. Dan predicts 2026 will be the year the system either breaks or fundamentally changes, driven by extreme cost pressures on both employers and employees.The gap between what the C-suite thinks about AI and what the workforce says is extraordinarily wide: "We found that 96% of the C-suite expect AI to boost worker productivity... But when we asked employees, 77% of them say that AI has increased their workload. So it's done the exact opposite."Additional Resources/LinksConnect with Dan Schawbel on LinkedInWorkplace Intelligence Weekly (Free Newsletter - LinkedIn)Join Dan Schawbel and Claude Silver, Chief Heart Officer at VaynerX and author of Be Yourself At Work, for an exclusive webinar to look at the Workplace Trends 2026 Forecast: Click Here to RegisterRelated ContentAH072 - The Benefits You Probably Didn't Know You Have, with Marsha PerryReplay - Strategic Well-Being: Rethinking Health Benefits to Empower Employees and Drive ImpactAH086 - Balancing Technology and a Human Touch in Member Service, with Lisa Ellerhorst and Sonia PettisHealth Benefits 101: The Importance of a Transparent PBM ModelFor more content and information about this episode, including the show notes and transcript, please visit Judi Health - Insights.

Erin is dehydrated after her visit to Austin, Bryan befriends his Erewhon-going seatmates on a flight to New York, plus some balm/SPF talk and a celebration of the results from last week’s elections. Erin discusses the NYT Opinion interview with three feminist conservative bootlickers titled “Did Liberal Feminism Ruin the Workplace”. Bryan brings us some cautious optimism with Kim Davis’ defeat with the Supreme Court declining to take up her case against Obergefell v. Hodges and the right to same-sex marriage, but how it doesn’t necessarily set a precedent and could still be brought up again in the future. For hours of bonus content visit www.patreon.com/attitudes See omnystudio.com/listener for privacy information.

November 13, 2025: Ford's CEO warns that the U.S. is entering a skilled-trades crisis as thousands of high-paying technical jobs sit vacant. Elon Musk's unprecedented trillion-dollar compensation package reveals the extreme performance targets Tesla must hit—ranging from 20 million vehicles a year to the deployment of a million robots. Glassdoor releases its top workplace trends for 2026, highlighting the rise of transparency, internal mobility, and human-centric leadership. And new reporting from The Wall Street Journal shows that skills-based hiring is fading as companies quietly return to college-degree requirements.

Bloody women. Is there anything they won't ruin? Well, Mick and Jen take a stab at this week's news, in which some institutions are too busy ruining themselves to notice: they're looking at you the BBC and NHS Trusts. There's also Spinderella, Stevens, and Jen very much NOT talking about Mary Earps in JOTB. Honest. Learn more about your ad choices. Visit megaphone.fm/adchoices

Joined by Heidi (Unfiltered Rise) for our new series on Dastardly Disasters: Workplace Injuries. We delve into not only accidents and injuries in the healthcare world, but also in many other professions. Are the accidents from faulty equipment, user error, patient error, or intentional? Find out on this episode! Follow Heidi at www.unfilteredrisepodcast.com IG @unfilteredrise_podcast  X @UnfilteredRise On Patreon and Spotify     #workplaceinjuries #accidents #MRI #needlesticks #chemicals #radiation #explosions #burns #toxic #trees #surgery #amputation #murder

Do you need a word of wisdom for the workplace today? I'm offering nuggets of wisdom for the workplace. In fact, you can have a set of cards here, very nicely designed, with these words of wisdom, for your own edification, or to pass along to a friend who may be in need. Here's my word of wisdom for today: Don't let anxiety or fear rob you of God's peace. Are you feeling anxious about something today? Are you very disturbed by a situation in your life? Does it seem impossible to find any rest and peace right now? All of us have gone through and are still going through difficult times, which creates anxiety and fear. A passage in Isaiah 48 is very helpful when you are not at peace. This is what the Lord says—your Redeemer, the Holy One of Israel: I am the Lord your God who teaches you what is best for you, who directs you in the way you should go. If only you had paid attention to my commands, your peace would have been like a river, your righteousness like the waves of the sea (Isaiah 48:17-18). Anxiety and unrest are often a result of our failure to pay attention to what we know about God. Rarely do we need some new truth or principle; we just need to practice what we know already. I find I rarely make a deliberate decision to wander from God's principles. It's simply a failure to pay attention to what I know already. My focus gets fractured. I move slightly off-center, simply because I haven't paid attention like I should. And when this happens, I lose my peace, and I'm anxious and frustrated. When you start to dig underneath those outward effects, you often discover the cause is failure to pay attention to God's commands. It may be something that seems very small, but if we walk away from doing it God's way, we can expect to lose the peace and rest we so need. The Lord told his people, if only you had paid attention to my commands, your peace would have been like a river. If you're missing peace in your life today, see if there's some area where you're not paying attention to God. Once you get that straightened out, that wonderful, marvelous, indescribable peace will return, like a river, flooding your heart and calming your nerves.

In this episode of The Workplace podcast, CalChamber Associate General Counsel Matthew Roberts, CalChamber Senior Employment Law Counsel Erika Barbara and CalChamber Employment Law Subject Matter Expert Vanessa Greene discuss top tips for newer human resources (HR) professionals, which even seasoned professionals may find insightful.  

The NYT article, Did Women Ruin the Workplace?, and other ways women's rights are going backwards instead of making progress toward equality. Please follow my Substack for a deeper conversation into these issues....https://substack.com/@wendymcclurethehopefulist2

Something New!  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP226  In episode 226, Coffey talks with Pam Boyd and Bernie Beck about creating drama-free workplaces and eliminating wasted emotional energy from organizations.  They discuss how workplace drama differs from ordinary conflict; the cost of toxic employees and fear-based leadership; strategies for accountability and courageous conversations; the “C-R-E-A-T-E-D” framework to create cultures that thrive; using emotional intelligence and personal development plans to improve team culture; how to replace confrontation anxiety with consistent coaching; and how leaders can operationalize emotional intelligence to build healthier, more productive organizations.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Pam has presented in seven countries and all fifty states and has written six books and three screenplays. She studied theater and pre-med at the University of Oklahoma and has a BBA from Northwood University.  Bernie Beck has thirty years of experience in business leadership and more than four thousand consulting, executive coaching and training hours. He earned his BBA at Gonzaga University, Coaching credentials from UTD School of Management, and is a PCC from the ICF.   Pam and Bernie can be reached at  https://www.linkedin.com/in/pamela-boyd-8b193b1/ https://www.linkedin.com/in/berniebeck/ Pam and Bernie's book, The Drama-Free Business: From Inception to Succession: https://a.co/d/hrF6nDZ  Pam's firm, Dramatic Conclusions: www.dramaticconclusions.com  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives: Identify sources of workplace drama and distinguish them from normal conflict. Apply the C-R-E-A-T-E-D framework to strengthen organizational culture. Practice the BEERS or PEERS coaching model to address performance and behavior issues effectively. Build systems for feedback, recognition, and development that reinforce accountability. Operationalize emotional intelligence through regular coaching, trust-building, and leader self-awareness. 

Clean up in 157! It's Superstore week! It's maybe the most relatable show we have ever covered at TVPL because of how many Americans have worked retail at some point in their career journey. We talk workplace flirting, crystal meth, gun play, plastic jewelry, abandoning babies and scaring sanitation workers.Superstore stars America Ferreira, Ben Feldman, Lauren Ash, Colton Dunn, Mark McKinney, Nichole Sakura, Nico Santos.Hosts:Geoff KerbisMax Singer

In this episode I chat with Dr. Jackie Gray about Carents, a UK-based platform she created to give a voice and practical support to unpaid adult carers — the large, often invisible group caring for ageing parents. Jackie shares how the platform started as an information site in 2020 and has evolved into a free, comprehensive hub offering legal guidance, NHS navigation, peer support, and proactive information delivery. The discussion covers the growing demand as the population ages, the emotional and practical burdens on carers, the impact on workplaces, and how Carents addresses these challenges through community, education, and collaboration with partners. Carents began as an information website in 2020 to provide objective, non-commercial guidance for carers who were overwhelmed by sales-led options. It has expanded to include a thriving community, proactive information delivery (emails, e-booklets, webinars), and access to wider expertise, all offered for free. The research highlights the distinctive challenges of caring for older adults at home, including managing two homes, long travel for care, and a substantial emotional load. In their ‘Carents in the Workplace' study, 71% of respondents reduced hours, changed roles, or left work due to caregiving responsibilities, underscoring the economic and personal impact. National data show about 60% of carers are women (40% men), with women often taking on the heavier, more time-consuming tasks. Increasingly, caregivers juggle multiple generations (so-called ‘club sandwich carers'), menopause-related health issues, and retirement/pension implications—creating long-term health and financial inequality. There are currently 1.5 million sandwich carers in the UK. The number of adults aged over 85 is projected to DOUBLE over the next 15 years - putting additional strain on the NHS, social care, individuals and families. Carents is free to access, offering both peer support and practical resources (legal basics, care service selection, dementia info, arthritis care, etc.). In five years the platform has grown to 7,000+ community members and 55,000+ email subscribers.  Jackie continues to push for systemic improvements in how society, workplaces, and services recognize and support carers, including workplace rights and flexible arrangements. Visit carents.co.uk to access information, join the community, or participate in events and webinars.  You can also reach Jackie at hello@carents.co.uk If you enjoy the podcast please help us grow by sharing this episode, or writing a review. You can also find me at www.thetripleshift.org / www.managingthemenpause.com / www.holdingupthesky.com  connect with me at https://www.linkedin.com/in/emmacthomas/  follow along on Instagram at https://www.instagram.com/middlingalong_podcast/ or subscribe to my Substack at https://middlingalong.substack.com/ 

Oh hey, it's World Diabetes Day 2025. I thought I'd take the opportunity to do a little solo episode based on some questions you sent in, in the spirit of having a little chat about the very real and often ridiculous stuff we go through regularly as people with type 1 diabetes, but that we don't often get to speak about.I talk a bit about type 1 diabetes and the workplace, then there's some travel chat, and then we get to the good stuff thanks to a question about type 1 diabetes embarrassment. Where do we begin...DISCLAIMER Nothing you hear on Type 1 on 1 should be taken as medical advice. Please consult your healthcare team before making any changes to your diabetes or health management.EPISODES MENTIONED:Travelling with type 1 and the latest in diabetes tech with Diabetech's Justin EastzerType 1 Diabetes Travel Essentials with Diabetech's Justin Eastzer46 years with type 1 diabetes - episode with Maryann Croft MaloneyAn Introduction to Hybrid Closed Loop: The Technical (Part 1/2)An Introduction to Hybrid Closed Loop: The Emotional (Part 2/2)JOIN THE TYPE 1 ON 1 COMMUNITY:Come and say hi @studiotype1on1 on Instagram.Visit the Type 1 on 1 website.Subscribe to the Type 1 on 1 newsletter.SPONSOR MESSAGEThis episode of Type 1 on 1 is sponsored by Dexcom. Using Dexcom CGM has given me so much confidence to make informed diabetes treatment decisions in the moment.You can choose to wear it on your arm or your abdomen, and all Dexcom CGMs have the share and follow feature even when connected to an insulin pump, so family and friends can see your glucose levels and get alerts, giving that extra bit of support when needed.Head to Dexcom.com to request a free Dexcom ONE+ sample.Always read the user manual for important product aspects and limitations. Talk to your doctor for diabetes management terms and conditions and terms of use. 

Summary  In this episode of the Building Better Cultures podcast, Scott McInnes discusses the challenge of disconnection in the workplace with guests Susie Leacy and Kevin Empey. They explore the impact of remote work on employee connection, the role of leadership in fostering a cohesive culture, and the importance of intentional strategies to build relationships among employees. The conversation also touches on the multi-generational workforce and the need for organizations to adapt their communication and engagement strategies to meet diverse needs. Ultimately, the episode emphasizes that connection is a shared responsibility between leaders and employees, and that fostering a culture of connection is essential for organizational success.    Takeaways  Disconnection is a significant challenge in modern workplaces.  Connection is essential for productivity and resilience.  Leadership plays a crucial role in fostering connection.  Organizations must adapt to maintain engagement in remote work settings.  Intentional strategies are needed to create opportunities for connection.  The multi-generational workforce presents unique challenges and opportunities.  Onboarding processes should focus on building community and connection.  Employees have a role in co-creating workplace culture.  Flexibility in work arrangements comes with shared responsibility.  Connection should be prioritized over merely addressing disconnection.    Chapters  00:00 Introduction to Disconnection in the Workplace  04:47 Understanding the Challenge of Disconnection  09:01 The Importance of Connection in Modern Work  12:03 Bridging the Gap: Building Cohesion and Engagement  16:15 Navigating a Multi-Generational Workforce  21:55 Intergenerational Connections in Care Settings  24:35 Bridging Generational Gaps in the Workplace  29:42 Intentional Onboarding and Cultural Integration  33:06 Creating Community in a Hybrid Work Environment  39:13 Co-Creating Culture: The Role of Employees and Leaders 

In this episode of The Founder's Sandbox, host Brenda McCabe sits down with Chris Daden, CTO of Criteria Corp, to explore what it takes to scale purpose-driven businesses in the era of Work 4.0. Chris shares his fascinating origin story—starting with a childhood shaped by tech-savvy parents and leading to multiple exits, international teams, and leadership at a global talent success platform. He breaks down how Criteria uses science and AI to remove bias from hiring, why soft skills matter more than ever, and how to future-proof your workforce in an AI-augmented world. Learn about his nonprofit, SoCal Tech Forum, and why building trust is essential for AI adoption at scale. transcript: 00:18 Welcome back to the Founder's Sandbox. The Founder's Sandbox is in its fourth season. I'm here, your host, Brenda McCabe, and I'm live this month's podcast is 00:31 from the Founders Space in Pasadena. And I'm joined with my guest, Chris Daden of Criteria Corp. um And a colleague of mine in the startup ecosystem. Welcome, Chris. Thanks for having me. I'm really excited to be here. So am I. So um I want to briefly give some background on the Founder Sandbox for those that are listening in today. um 00:56 Each episode features in-depth conversations with founders of small and mid-sized owner-operated companies and operators that support the ecosystem. And together, through storytelling, we explore how to build scalable, resilient, purpose-driven businesses with great corporate governance. And you're going to discover today with Chris, his origin story. I always like to start with how the person 01:24 that's a guest to my podcast, really started getting involved with the ecosystem of startups. And your story is quite fascinating. I'm gonna give a spoiler alert here. You and I met, I guess two years ago, at a Thai con event where you were on a panel. I was the MC em and we got to talking over dinner and just your origin story and the multiple exits you've had. 01:53 really um lit up a bulb in my mind. said, Chris, you have to be in my podcast. So it's two years later, and I'm so glad that we're making this happen. Lucky to be here. Thank you. forward to it. So this podcast, again, we're going to talk about a lot of things because Chris, not only are the CTO of Criteria Corp, a talent success company, where you help organizations meet objective evidence-based 02:23 talent decisions that both reduce the bias and drive better outcomes. But also, you're a two times 40 under 40. You've had multiple exits of prior companies. You're a speaker, a founder, a board member, and recently you started your own nonprofit in SoCal called the SoCal Tech Forum. 02:51 Oh, and I forgot you're a member of the Forbes Technology Council. we're going to have... Couldn't have said it better. Thank you, Brenda. So with that, again, my episodes on particularly Spotify, we have a title that's on each episode and we've chosen Scaling Work 4.0 for this month's podcast. Again, it's Chris Daden, CTO of Criteria. So let's start. What would you... 03:21 Call your tagline. Tell us about your origin here in Southern California. Sounds great. Well, just a little bit about myself personally. I've been in tech for ah quite a while now. It's really the only career I've ever had working in tech. So I started in my youth, frankly. My father was a member of the British Merchant Navy. you can imagine with that career involved, he traveled all around the world. uh 03:50 Also, of course, gave me lot of inspiration for the global companies that I run today and the teams that I've started around the world. So although my father wasn't directly in computer science, you know, that career of being in the merchant Navy definitely shaped my global perspective. when he stopped working in the merchant ship Navy as an officer, he started developing his own software for weather routing for large 04:21 merchant ships and container ships. So what was amazing about that was it was ran out of a spare bedroom in my parents' house just upstairs while I was growing up there. And uh we used to even have a rack of kind of four by four Dell just desktop computers that were stacked on top of each other with a switch to switch between them. And we're running the workload that my dad made with the software there on those computers. 04:51 It was very visible and evident in my childhood. My first kind of internship was maybe when I was 13 or so ah in the closet of that office. We pulled the doors off and put a desk in it and that was like my internship desk for the summer. started with programming in the dotnet ecosystem. So what year is that more or less? Yeah, it's probably like 2005, 2006. uh 05:21 So it uh was a great introductory language. Fun fact, there's a YouTube video online of me when I'm about that age doing a tutorial of how to make a calculator. So very few people have found that. I'll leave it to the public to find. But you can hear my very young 12-year-old voice in a YouTube video. it's still there. So anyway, that's part of my origin story for sure. That's what got me into computer science. 05:48 My first company, started my senior year of high school. I was aqua hired into an organization in Irvine. And then I got to join what I would call kind of a real company at that time. um One that had, you know, engineers around the globe working on solving problems and SAS for organizations of all kinds. So that's kind of where I kick started my career. I'm spending the next maybe eight to 10 years in Orange County building companies and 06:16 Now I find myself as the CTO of Criteria, which of course I'm not a founder of, but the energy that I like to bring to the team and the passion I have for what the next era of work has to offer gives me that founder-like energy. Yes. So um how long have you been with Criteria? Were you the first CTO? Were you an aqua hire? Tell us a little bit about that. Yeah, great question. So Criteria has a great history, almost 20 years of science and 06:46 um just developing a great core platform that's been used by thousands of customers around the world. I've been there as CTO for the last three and a half years. So when I joined, was right after acquisition of a couple companies in Australia that were great additions to our product portfolio. And one of my roles right away after joining was to help integrate those teams, finish retiring some of the technical debt that comes with acquisitions. um 07:15 really just all the excitement around building for the next chapter of criteria and making sure that I can contribute in my many ways to our success. So back to that tagline that due to your father's um origins in the Navy, m you have a wide global perspective. Tell me about those teams that you had in India before Criteria. 07:41 Yeah, look, I started doing business in India a little over 10 years ago. I was just reflecting on that last week. I had the luxury of visiting my team again. We also just created a new team for criteria. So I was able to go visit them. We all got together for the first time. It was a lot of fun. But about 10 years ago, I started in a city named Indore and that's in the state Madhya Pradesh. And when I started, it was a tier three city. And, you know, I really stumbled across 08:09 who is now my general manager for my last company. I stumbled across meeting him through like a development agency and we really hit it off and you know at the time I was 18 years old and you know was willing to take some risk I guess because I wanted to work with an engineer and had to build my product and company and you know what it's like being a scrappy founder and I just rolled the dice and said sure like 08:34 Why don't you come work for me full time? Let's find your friends as well and let's start a company together. And his name is Vikram. And to this day, he's still the general manager of my last company in automotive SaaS that I had recently exited in like 2021 timeframe. He's still operating that team. Company's going great. So that's been a lot of fun to see that success. But yeah, over a period of 10 years, it's become... 09:00 from a tier three to a tier two city. So things like basic infrastructure have been developed. So just so much fun and so much reflection there. I'm lucky to have, know, that's my, Criteria's new team is now my fourth India venture. So this is my fourth generation. Oh my goodness. It's a scaling work 4.0. So let's go back to Criteria. again, over dinner a couple years ago, 09:29 You started talking about how the science of finding talent is really the bedrock of criteria. And you've been there three and a half years. Talk to us about that, the talent and the science that is driving this company's technology and being used today in hiring across the world. Yeah, I think. 09:58 Hiring is one of those things that we don't always teach hiring managers or people in organizations. I think we were laughing about that. If you're, say, a great senior software engineer and you've been coding for 15 years or something, I think it's assumed that when you get promoted into, say, an engineering manager role, you're now going to be a great hiring manager. And I think hiring science is something that is often... 10:22 underappreciated in organizations, particularly startups and mid-market companies who may not have the resources, right? Because to be good at hiring science, you also have to invest resources in it, right? So really you don't see most really advanced hiring science or like, you know, psychology teams being involved in hiring until the enterprise level. for criteria, we're all about using technology to harness as many what we call talent signals as possible. So we have a 10:52 an assortment of assessment tests that can measure things like your cognitive ability, your adaptiveness, your personality fit to a job role. And we do that in rigorous and scientific ways. I think there are probably more ways to do hiring wrong than to do it correctly. And we take a lot of pride in making sure that our products are always designed to measure those talent signals and even compound them. So as you find 11:19 multiple talent signals across the life cycle of that pre-employment hiring engagement, you get a compounding, really almost like a talent blueprint of the person you're looking to hire, or maybe even like the candidate DNA of that person. And it gives you a depth of information and data about the likelihood they are to succeed for that specific job role you're hiring. And that's really, really valuable to us. And we can talk a bit about why 11:46 that matters more as we enter into this new era of work. Before we go there though, I'm fascinated. What types of talent can Criteria be used for in the hiring process? Is it across all verticals? mean, tell me a bit about that. Criteria is a pretty diverse company. So with 4,000 customers around the world, we are really present in maybe 20 different verticals. So that makes us pretty... 12:15 pretty broad in who can use us for hiring. So, you know, we joke around anything from, you know, hiring for truck drivers all the way to rocket scientists. Like there's customers across the whole spectrum in engineering, venture capital, uh you know, executive management, truck drivers for uh companies, uh frontline workers, all the way up to rocket scientists at companies. 12:45 So recently you were a keynote speaker in London and you provided your closing thoughts on AI in the workforce. So I'm going to steal your thunder right now because you gave this to me and set it up. So work 4.0 belongs to those who pair adaptive mindsets with distinctively, yeah, human skills. Workplace. 13:14 AI will be our most tireless colleague, but the future's real competitive edge is still human potential, continuously renewed. Wow, unpack that for my listeners. Because we're all getting a bit nervous about will we have job security, what do we need to do to retool, and is everybody suitable? Yeah, I think what's kind of amazing is 13:44 um You look at some reports from the World Economic Forum or other entities and they're saying things like by 2030, 39 % of skills related to kind of the current candidate applying in the workforce will be obsolete. Wow, that's a lot. That's a lot. It's almost half, right? And what's amazing about that is then what are we hiring for, right? Because the last few decades of us 14:12 hiring has been so focused on how many years of experience did you have, what degrees do you hold. And it doesn't mean for many people who, right, college is the best fit, getting a degree is the best fit for many people. But ah I think what it highlights is there's more to being workforce ready than only getting these static credentials. And for people like me, I've dropped out of college twice. Both times I had some... 14:41 transactional event with one of my businesses. And that was obviously the right choice for me, right? And I've reflected on that and I feel good about where I'm at and where I came from. But I think workforce readiness these days is going to continue to index on the more dynamic talent signals and the more dynamic credentials we have as opposed to static credentials. So what that means is my ability to think on my feet, critical thinking, adaptive reasoning. 15:11 Those are all things that we kind of measure, if at all, we measure them kind of secondarily in our current process. And these other core talents like digital fluency, AI literacy, self leadership, resilience, those are all things that are more of these dynamic credentials that we need to make sure we measure really, really well, because the reality is with the advent of AI in the work 15:40 place, hard skills are more immediately attainable. And what I mean by that is maybe if I'm hiring for an accountant role, I care more about is that accountant a strategic thinker? Do they understand the tax code to the right depth? Do they understand the strategy for valuation of the business? And then of course they have to click some buttons in QuickBooks or NetSuite or other systems. But I think AI is going to... 16:09 augment the hard skills of our workforce. And that's going to make us more index on the softer skills, emotional intelligence, the adaptability, right? Those dynamic credentials as opposed to how many years have you been clicking buttons in QuickBooks? And it will require, I guess, more critical thinking, right? True. Right? Because you will be your... uh 16:36 day-to-day job will be augmented by AI, leaving you time to upskill or to make those critical decisions, more, I don't know, avenues of strategic development in the company. that's right. Yeah, redeploy to higher value opportunities for sure. think if 30 to 40 % of your day is... 17:04 tasks that can be augmented with AI, then that 30 to 40 % of your human first excellence can be redeployed to other parts of the business. an example is at Criteria, we serve uh tens of millions of assessments, um about 10 to 12 million per year. And we have about five or six million candidates that come through that process. 17:31 when they need technical support or help with the software, they often reach out to our live chatbot. we at Criteria um want to make sure we prioritize a five-star candidate experience. So even though candidates aren't the ones paying for the service, our customers are, we know that our customer satisfaction is tightly linked to how satisfied our candidates are. Got it. uh 17:54 One of the things we had was thousands and thousands of tickets every month from those five million plus candidates coming into our support system. And what we were able to do was augment our support staff with uh AI chat bots that are trained on deep knowledge bases of criteria and past candidate issues and technical troubleshooting. we were able to achieve about a 94 % candidate ticket deflection, which is really, really massive. And it didn't mean that we 18:24 know, laid off half of our support team or something, it means that, you know, those support team members moved into other high value roles in the organization or were able to now redirect their energy to making long lasting materials like help docs and guides that can then further retrain the AI to make that even better. So that's just an example of augmentation of skill and then redeploying that human excellence to another part of the business to help you grow. So it has criteria use the same time. 18:54 methodology for their staff? For our staff, every single person at Criteria goes through our assessment products, of course. We drink our own champagne. I had to ask that question. I'm a little biased, but I think I didn't know about the category before joining Criteria. And again, with my origin story, I've hired hundreds of people around the world. And I will never run another team without using 19:22 a criteria talent success platform to hire those people. So I'm a firm believer and because I didn't know about it before and now I'm using it, it's a big gap in my knowledge. So I would say most of our market potential for criteria doesn't actually know that these tools exist. A lot of them have a retention challenge or they're having an issue hiring the right people and people like me before I joined criteria don't actually know that this tool set is available. part of my mission is to... 19:51 make sure that startups and founders and mid-market companies are aware that this is available because it solves a big problem for us building the best teams. so uh last plug for Criterion, then we're going to move on in the interview here. uh How do um customers experience Criterion? How do they uh get onboarded? mean, what is it, the HR department? Where does, where's the origin? Yeah, really great. So 20:19 We call ourselves a talent success platform because we help people pre-hire with our assessments and video interviewing products. And that's normally the HR talent acquisition leader. So someone who's in charge of recruitment for a company or essentially all the pre-employment functions. And then because we have this rich data set that comes from those pre-employment activities, we have a post-hire product that we call Develop by Criteria. And Develop is designed to use all of that psychometric data 20:48 weekly check-ins with your employees, uh frameworks for behavior to help grow those team members after they're hired using all of that data and science. So a lot of our customers experience criteria on the pre-employment side and then continue to follow through on the post-employment side with our develop product. Wow. Is there patent protection with all of the science that you have developed over the years? I think there's obviously copyright. 21:17 um of our assessment tests. think patents and software are inherently tricky, but we feel really good about the protection of our IP. Excellent, excellent. So let's switch gears. um I met you at the TICON. um You haven't been our keynote speaker yet, but you have moderated panels, and I've seen you in other events. Tell us about what do you enjoy, what do you like to talk about when you're keynote speaker? 21:47 For me, it's just such an honor to share my learnings as an entrepreneur, as an executive with the world. I still am in this phase where when I give a keynote or moderate a panel, it doesn't really feel like a real thing. It just feels like another discussion for me. That's just kind of my style. I just think that the world stays connected by sharing information like that. And for me, 22:16 I'm lucky to be at the convergence of 20 years of Criteria's product, helping people make hiring decisions and this once in a lifetime emergence of generative AI intersecting with our workforce skills. So I talk a lot about that. Of course, I'm building my own teams to build the Criteria software and platform. 22:42 So I'm also thinking about what is next for my team, how do I upscale and enable? And then of course I'm talking to our thousands of customers on a regular basis trying to make sure that we are leaders in the industry. those are areas I really love talking about. I'm an engineer at heart as well. So I tend to be quite good at bridging kind of the commercial and business side with like core engineering. So I have a deep background in 23:11 AI and ML um even more traditionally prior to the generative AI boom and now even more so post generative AI boom. We're applying generative AI in ways that um we are on the frontier fine tuning models for our uh really predictive models at criteria. So those are all areas I love to talk about and it's really an honor to be able to share that with people no matter the forum. Well maybe there'll be a podcast episode two with Chris on this. 23:41 What about, you you love to share, I don't know where you find the time. You've recently started a nonprofit, the SoCal Tech Forum. So share with my audience the types of activities, where's the venue, who is gathered, and what made you start a nonprofit, right? Yeah, it's a great question. I didn't know I would be starting a nonprofit either, but that tends to be how these things go. 24:11 It's been just a journey. ah We started off as a meetup group. my goal for the meetup group was in the Inland Empire specifically here in Southern California, we don't have many tech meetups. I'm of course networked well in Orange County and Los Angeles. And I think that particularly with these technologies that are 24:35 in our day-to-day life, it's very important that we build community around information and knowledge sharing so we can all learn and get up to speed on AI. A lot of business owners are going through transitions with their workforce, with their team that just were never really imagined. for us, we started this meetup group in the Inland Empire because there was definitely a market gap in getting together. I started off 25:02 paying for and hosting the events, breakfast, etc. And we had so much good interest. had sponsors that decided to volunteer to support, starting with a company called Clutch Coffee and Rancho Cucamonga, who has a deep history of roasting coffee and brewing technology in Rancho. And uh we've since got some other great partners to support us. And in just a little under two years, we've... 25:30 surpassed 750 members in the group. uh that was the reason once we started getting sponsors involved that it made sense to have a 501c3 nonprofit formed. And we have a leadership board now, which I'm really proud of. And we host an event at least once every month on the first Saturday of every month. And they're always technology or technology adjacent topics. They always involve. 25:56 technical and non-technical folks, business owners, entrepreneurs, startups. yeah, it's been really fun. Again, an opportunity to funnel and give back to the community and teach people about disruptive technologies. Well, you heard it here on the Founder's Sandbox, the SoCal Tech Forum. It will be in the show notes, all right, how to um get involved and perhaps attend one of those Saturday meetings. um I wanted to give you an opportunity. 26:25 to provide how people can best contact you, either for speaking opportunities, a CTO of Criteria, the nonprofit. How is it best to contact you, Chris? Yeah, I'd love to hear from you. So you can contact me on LinkedIn. So linkedin.com slash in slash Chris Dayden. All one word. And you can learn more about me as a speaker or CTO of Criteria at chrissdayden.com. excellent. 26:56 have that in the show notes. All right, I want to bring you back to the Founders Sandbox, all right, which is the platform and the podcast. I really get excited about um this part of the podcast. um I work with my clients on resiliency, um scalability, and purpose-driven, right? All with great corporate governance. I always like to ask my guests what... 27:24 the meaning of each of those three words has for them. And each of my guests has a different oh interpretation. And it's just a lot of fun to listen to what I resiliency, what's resiliency for you? I think it's appropriate that I answer that in light of kind of work 4.0. So for me, when it comes to resiliency in work 4.0, um it's about the art of constantly reinventing yourself. 27:53 but in faster cycles. And I think what's really important to everyone is that in Work 4.0, hard skills can become obsolete quicker than before. And that reinvention is critical to really being resilient in this new market. How about scalable? You've scaled a couple of companies, you've been an aqua hire. What does scalable mean to you, Chris? In Work 4.0, scalable will mean 28:22 adequately augmenting the talent you have in humans in your organization with the ability to harness the true power of AI and to do that without losing culture or trust. I think many organizations think of the first half of that. Very few of the organizations can execute on human plus agentic AI and also maintain trust. 28:51 and without losing culture. Have you seen any best practices? This is a little bit off script in terms of companies that have, or are scaling, right? Because this is just scaling pretty quickly in the last year or so. Sure. And are there any best practices out there in building that trust? Yeah, I think having a real holistic AI strategy is key. 29:18 One main component of a holistic AI strategy is how can you get tools to the fingertips of every staff member in your organization so that it's embedded in their workflow? Because a lot of the top-down AI strategy from organizations, like a CEO says, you must use AI and we must be 25 % more efficient, is really shallow when it comes to strategy. And it very rarely results in a culture 29:48 sustaining in a company for this AI growth and augmentation. So what I've been really impressed by is, you know, when I host things like AI monthly global office hours at Criteria, or I host one-on-one sessions with employees to learn about how they're using AI, because you're able to push those tools down to your team members and let them use it in a safe and comfortable area, it allows you to see what people creatively do with AI. And most of the time, 30:17 I could say there's probably 60 or 70 % of use cases that I would never have expected my staff to use AI for, and I would have been the bottleneck of creating if they were waiting for me to do it, and instead give them a safe experimentation zone. And I think that is key to a sustaining AI strategy for So your best practice is actually a criteria from what I'm hearing here. And it's very becoming because I'd like to talk about playfulness in the sandbox, right? 30:46 I read recently, was an EY um study, I think it was this last week, that about 40 % of employees that are forced to use AI tools give up after a month. They don't see the utility in their day-to-day tasks they're doing. So there is something to what you just said, building trust, but building it from the bottom up, right? Yeah, I resonate with that for sure. And I think the only way people break that barrier 31:16 is by seeing their colleagues successful with it. Very rarely is a demo from an executive leader going to be, I mean, it might be enough to begin a culture of AI. Like I had to do a lot of demos and show people kind of the art of the possible. And then as soon as I saw pockets of AI intelligence in the organization, the quicker you can elevate those people to lead and present their findings, the faster... 31:45 you build up kind of the natural human competition between your team and everybody all of a sudden will get more behind it. And that's really important. I think you've reached a point of success in your AI strategy when you were once leading the AI learning sessions and now you are not. How cool is that? You heard it here in the founder sandbox. All right. Purpose driven. What's a purpose driven enterprise for you? I think that 32:12 This is timely based on our discussion just now where organizations need to harness AI at the right times. think purpose for criteria, for example, means how do we measure talent signals that are able to give us the best candidate blueprint or the best candidate DNA possible? And for us, 32:40 every single day, regardless of the technology, what fuels us is having that purpose-driven statement of collecting talent signals around the world for any team. And you really do get lost in that sometimes, for good and for worse, when you're just trying to collect as many talent signals as you can. And being purpose-driven means always doing the right thing when it comes to that. 33:09 mission statement that you've set. And for us, it's collecting talent signals. I think that AI can do that well in a lot of areas, but AI can also be very dangerous in those areas. So when it comes to Work 4.0, having that purpose-driven enterprise statement is very, very important because it anchors us for our new product development. It anchors us for how we're using new technology to help people make the best teams. 33:39 Going back to that, to build the trust, we might clip this out, um does criteria maintain a group of scientists to actually peel back the layers and make meaning out of the signals that you are capturing to create new signals? That's one question. The second is, does criteria have an ethicist on board? 34:08 on call or how do you ensure there is guardrails around talent signals? Yeah, those are really great questions. think for criteria, when we say we're rooted in science, it wouldn't mean very much if it was just a bunch of engineers and product managers kind of deciding what science is, right? So for us, we take a lot of pride in our product IO psychology team. So a lot of them are 34:37 industrial organizational psychologists by trade that are working full time for criteria. And their role is assessment development, assessment validation. uh And particularly in the light of fine tuning AI models, they are very, very hands on in creation of those models, validating those models. There's a lot of legislation we have to comply with, not only the normal data privacy stuff like GDPR and CCPA, but also 35:07 industry specific laws like the New York bias laws and others that help protect uh candidates as they are applying for roles. So that is very, very near and dear to our heart. And also we conduct adverse impact studies and we do case studies with customers to make sure that the product is uh behaving the way that they intended to behave. 35:32 You know, we've got norms for all of our assessments and we adjust those norms based on massive populations of data. So all of that is how we ensure scientific signal. This is amazing. Last question. Did you have fun in the Founder Sandbox today, Chris? I had a lot of fun in the Founder Sandbox. Really a pleasure. Thank you for having me. Thank you, Chris. So to my listeners, if you like this episode with the CTO of Criteria, Chris Daden. 36:02 Sign up for the monthly release for more podcasts where I have business owners, professional service providers, and corporate board directors who are all working to build with strong governance, resilience, scalable, and purpose-driven companies. Thank you. Signing off.

What would you risk to do the right thing?In this episode of The Courageous Leaders Podcast, I sit down with Zelda Perkins, Co-Founder of Can't Buy My Silence and the first woman to break an NDA with Harvey Weinstein.Zelda's story isn't just about one man. It's about the system that silences victims and protects abuse. She speaks openly about how she fought back, how breaking her NDA changed UK law, and what leaders and businesses must do now to stop misconduct being hidden behind confidentiality.We Cover: 00:00 – Introduction01:26 – Why Zelda broke her NDA after years of silence03:37 – What really happens when you speak up against power05:18 – The moment the system, not the perpetrator, broke her trust09:23 – How signing an NDA changed her life overnight12:54 – Taking her story to Parliament and pushing for legal reform17:09 – What it really took to start Can't Buy My Silence24:43 – When she realised she was self-bullying 28:57 – Why speaking up must be seen as normal, not “brave”33:11 – Creating safer, more transparent workplaces40:57 – How the new UK legislation will protect victims and change culture56:26 – Zelda's advice to anyone ready to start their own fight for changeDon't miss out on this powerful episode. 

This week Sydney Sweeney has done yet another interview that has made people say, “what's that girl on about???” so Claire dove deep into nearly a decade of interviews to figure out what she's going for. We also discuss the incredible journalism from the New York Times about how women are ruining the world based on a vibe.  12 min: The Kardashians 17 min: Skincare for babies 23 min: Sydney Sweeney  1 hour 3 min: Did women ruin the workplace? Good Noticings Book Club is in New York City on November 21! Get your tickets! Join us for a screening of Eternity with A24 in New York on November 18! ___________________________________ Keep up with all the latest: https://www.goodnoticings.com/ Read our many musings on Substack: https://cmbc.substack.com/?utm_source=global-search Join the Patreon for new, exclusive episodes every Friday! https://www.patreon.com/c/goodnoticings Follow us on: TikTok- @goodnoticingspod Instagram- @goodnoticingspod Theme song by: Bri Connelly  ___________________________________ Sydney Sweeney in GQ:  https://www.gq.com/story/sydney-sweeney-gq-cover-story-interview-men-of-the-year-2025 Did Women Ruin the Workplace?: https://www.nytimes.com/2025/11/06/opinion/women-workplace-feminism-conservative.html The Great Femenization:  https://www.compactmag.com/article/the-great-feminization/ Skincare for babies:  https://www.thecut.com/article/shay-mitchell-rini-skincare-for-kids.html Learn more about your ad choices. Visit podcastchoices.com/adchoices

It didn't take long to go from Beyoncé holding for applause in front of the word “FEMINISM” to a headline in the New York Times asking “Did Women Ruin the Workplace?” How long is this backlash going to last? Guest:  Danielle Kurtzleben, political correspondent at NPR.  Want more What Next? Subscribe to Slate Plus to access ad-free listening to the whole What Next family and across all your favorite Slate podcasts. Subscribe today on Apple Podcasts by clicking “Try Free” at the top of our show page. Sign up now at slate.com/whatnextplus to get access wherever you listen. Podcast production by Elena Schwartz, Paige Osburn, Anna Phillips, Madeline Ducharme, and Rob Gunther. Learn more about your ad choices. Visit megaphone.fm/adchoices

It didn't take long to go from Beyoncé holding for applause in front of the word “FEMINISM” to a headline in the New York Times asking “Did Women Ruin the Workplace?” How long is this backlash going to last? Guest:  Danielle Kurtzleben, political correspondent at NPR.  Want more What Next? Subscribe to Slate Plus to access ad-free listening to the whole What Next family and across all your favorite Slate podcasts. Subscribe today on Apple Podcasts by clicking “Try Free” at the top of our show page. Sign up now at slate.com/whatnextplus to get access wherever you listen. Podcast production by Elena Schwartz, Paige Osburn, Anna Phillips, Madeline Ducharme, and Rob Gunther. Learn more about your ad choices. Visit megaphone.fm/adchoices

It didn't take long to go from Beyoncé holding for applause in front of the word “FEMINISM” to a headline in the New York Times asking “Did Women Ruin the Workplace?” How long is this backlash going to last? Guest:  Danielle Kurtzleben, political correspondent at NPR.  Want more What Next? Subscribe to Slate Plus to access ad-free listening to the whole What Next family and across all your favorite Slate podcasts. Subscribe today on Apple Podcasts by clicking “Try Free” at the top of our show page. Sign up now at slate.com/whatnextplus to get access wherever you listen. Podcast production by Elena Schwartz, Paige Osburn, Anna Phillips, Madeline Ducharme, and Rob Gunther. Learn more about your ad choices. Visit megaphone.fm/adchoices

I'm wondering, have you read the verse which says, "Be kind to everyone who is kind to you. Be kind to the people you like. Be kind when you want to impress someone, or when there's something in it for you"? No, you haven't seen this verse in Scripture, but Paul wrote to Timothy, And the Lord's servant must not be quarrelsome but must be kind to everyone, able to teach, not resentful (2 Timothy 2:24). That's my word of wisdom for the workplace today: Be kind to everyone. In fact, we've put these words on a set of cards, designed to help you remember them or to pass them along to someone else who may need a word of wisdom for the day. You'll find them ready for your use here. Today it's “Be kind to everyone.” I once witnessed a situation in which a Christian sister was obviously unkind to a person simply because she didn't like that kind of person. Based on her prejudices and some bad experiences she had, she had classified a group of people as undesirable. And so, she was obviously unkind to this person. My heart was hurt to see a Christian treat someone unkindly. Then I realized I probably do similar things all too often. I mean, it's easy to be kind to people who seem to deserve our kindness. But the Bible says we are to be kind to everyone. That includes strangers, people who irritate us, people who are not kind to us—everyone includes everyone! Once I was unkind to a clerk at a hotel who was not very efficient at her job. Her lack of efficiency inconvenienced me just a bit, and though I didn't say anything, I'm sure the look on my face and my body language was most unkind. How easy it would have been for me to say something kind to her, to make her feel a little more comfortable, to forget my minor inconvenience and try to help her a bit. The Holy Spirit hit me between the eyes as I walked away. I heard him say, “You had one chance to show her what Jesus is like, and you showed her what you are like.” Ouch! The Lord's servant must be kind to everyone, even people who don't do their jobs as well as they should. Where do you often fail to be kind? Shore up this area with prayer and ask God to help you to be kind, as the servant of the Lord should be, to everyone.

It didn't take long to go from Beyoncé holding for applause in front of the word “FEMINISM” to a headline in the New York Times asking “Did Women Ruin the Workplace?” How long is this backlash going to last? Guest:  Danielle Kurtzleben, political correspondent at NPR.  Want more What Next? Subscribe to Slate Plus to access ad-free listening to the whole What Next family and across all your favorite Slate podcasts. Subscribe today on Apple Podcasts by clicking “Try Free” at the top of our show page. Sign up now at slate.com/whatnextplus to get access wherever you listen. Podcast production by Elena Schwartz, Paige Osburn, Anna Phillips, Madeline Ducharme, and Rob Gunther. Learn more about your ad choices. Visit megaphone.fm/adchoices

True success in Gen AI initiatives comes not from competition but from collaboration: breaking down silos, sharing insights, and working together to unlock innovation, agility, and lasting organizational value. That's the key take-away message of this episode of the Wise Decision Maker Show, which talks about why collaboration beats competition in Gen AI initiatives.This article forms the basis for this episode: https://disasteravoidanceexperts.com/why-collaboration-beats-competition-in-gen-ai-initiatives/

What I am sharing with you now on this For Leaders Podcast Episode #70 is Leadership Gold! Not because of me, but because of the dynamic content that will benefit you personally, your family, your church, and your workplace. I am going to share with you today: 4 Relational Values for Your Life, Family, Church, and Workplace.  Introduction: Relational values matter. Relational values move us to interact with other people in the right way. As followers of Jesus, we should derive these values from Scripture and apply them in every area of our lives, including our personal lives, family life, church community, and workplace culture.

11-12 Adam and Jordana 11a hour

Clement Manyathela and the listeners give advice to anonymous who is struggling to get her friends and colleagues to speak a language she can understand at work. he Clement Manyathela Show is broadcast on 702, a Johannesburg based talk radio station, weekdays from 09:00 to 12:00 (SA Time). Clement Manyathela starts his show each weekday on 702 at 9 am taking your calls and voice notes on his Open Line. In the second hour of his show, he unpacks, explains, and makes sense of the news of the day. Clement has several features in his third hour from 11 am that provide you with information to help and guide you through your daily life. As your morning friend, he tackles the serious as well as the light-hearted, on your behalf. Thank you for listening to a podcast from The Clement Manyathela Show. Listen live on Primedia+ weekdays from 09:00 and 12:00 (SA Time) to The Clement Manyathela Show broadcast on 702 https://buff.ly/gk3y0Kj For more from the show go to https://buff.ly/XijPLtJ or find all the catch-up podcasts here https://buff.ly/p0gWuPE Subscribe to the 702 Daily and Weekly Newsletters https://buff.ly/v5mfetc Follow us on social media: 702 on Facebook https://www.facebook.com/TalkRadio702 702 on TikTok https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702 See omnystudio.com/listener for privacy information.

In this episode, Jen unpacks the challenges of managing political discussions and expression in the workplace ahead of the 2026 election. Listeners will learn about SB 399, free speech boundaries, and practical ways to maintain civility and neutrality.

“Did women ruin the workplace?” This was the question that was put forward in a New York Times podcast that - no surprises here - quickly went viral. The main thrust of the argument was that women are gossipy and overly emotional, and so, as we take over more and more businesses, we are a threat to the pursuit of truth and innovation. To say that women from the across the globe shot back is an understatement. Today, senior writer Jacqueline Maley on so-called “conservative feminism” and the political and cultural forces that have led us to this moment. And the hilarity - and danger - wrapped up in this conversation.Subscribe to The Age & SMH: https://subscribe.smh.com.au/See omnystudio.com/listener for privacy information.

“Did women ruin the workplace?” This was the question that was put forward in a New York Times podcast that - no surprises here - quickly went viral. The main thrust of the argument was that women are gossipy and overly emotional, and so, as we take over more and more businesses, we are a threat to the pursuit of truth and innovation. To say that women from the across the globe shot back is an understatement. Today, senior writer Jacqueline Maley on so-called “conservative feminism” and the political and cultural forces that have led us to this moment. And the hilarity - and danger - wrapped up in this conversation.Subscribe to The Age & SMH: https://subscribe.smh.com.au/See omnystudio.com/listener for privacy information.

It’s the NYT headline that sparked a thousand others – but what does that viral question tell us about workplace relations in 2025? Helen asks recruiter David Mackenzie and workplace culture consultant Lucy D’Abo.Plus, Hunt Etheridge joins us to discuss the internet’s latest dating ick – men who don’t ask questions – and Madeleine Mendy talks us through UAE law for women who want to give birth as single mums…See omnystudio.com/listener for privacy information.

Are you tired today? I have a word of wisdom for you. You can have these nuggets of wisdom on some cards we've prepared. Then you can use the cards to remind yourself of these important principles, or you may want to give some to others who are struggling with workplace issues. Today's wisdom for the workplace is: Remember being tired is inevitable, but if you're tired for the wrong reasons, then you need to take some action. First, let me assure you it's okay to be tired. Jesus was often tired while he was here on earth. You remember when he fell asleep on the boat, and a terrible storm didn't awaken him. He was tired. We read in John 4 he was tired from a long journey. We know Jesus understands our tired bodies and minds because he experienced it while he took the form of man on earth. He sympathizes with our weaknesses and the limitations we face. Just knowing that helps me a lot. But we need to determine if we're tired for the wrong reasons. Have you been trying to be all things to all people lately? It's exhausting—and you can never succeed. Perhaps you've taken on jobs God never intended you to do, and you're tired from trying to do too much. Maybe you're trying to do everything to total perfection. Perfectionists are usually very tired people, trying to prove something to themselves and to the world by being perfect all the time. You may be tired because you've got your priorities confused. Someone has said, "There's always time to do God's will," and I think it's true God would never ask of us more than our bodies and minds can do without going into overload and burn-out. But when we confuse our priorities, it causes weariness and exhaustion. Remember this important message from Isaiah: Even youths grow tired and weary, and young men stumble and fall; but those who hope in the Lord will renew their strength. They will soar on wings like eagles; they will run and not grow weary, they will walk and not be faint (Isaiah 40:30-32). You may have a copy of this devotional as well as these cards giving these words of wisdom for the Workplace. You can use these cards to encourage yourself each day or pass them on to others who may need a word of wisdom. This is available here.

Episode 1: A Former Version of You Prayed for This Life: Breaking Free from ComparisonEpisode Description: In this solo episode, Erin gets vulnerable about her 45th birthday funk and the comparison trap that nearly stole her joy. She shares the powerful message that shifted everything: "The life you are living now, a former version of you prayed for." If you've ever looked around at everyone else's highlight reel and felt like you're somehow behind, this episode is for you.Key Topics CoveredWhy comparison feels heavier in your 40sThe negativity bias: why your brain only sees what you don't haveHow social media amplified the comparison trap beyond our immediate circleThe life-changing question: "Do I even want what they have?"The answered prayer audit: what did 35-year-old you desperately want?Why your current reality (even the messy parts) might be exactly what you prayed forTimestamps0:00 - Welcome back! Holiday mode and daylight savings rants2:08 - The comparison trap at 45: why midlife hits different4:00 - How comparison steals more than just your joy6:14 - Erin's 45th birthday funk: feeling behind despite building everything from scratch8:28 - The church message that changed everything10:42 - The only person who can save you from comparison is you12:18 - Why comparison ramps up in your 40s (the science behind it)14:19 - Social media's role: comparing to everyone's highlight reel16:16 - Practical tips: Do you even want what they have?18:16 - The 10-year exercise: what did younger you pray for?20:07 - Your worth is not based on someone else's highlight reelCall to ActionIf this episode resonated with you, share it with a fellow lawyer or friend who needs to hear this message. Tag Erin on social media and let her know how you combat the comparison trap—she'd love to hear from you!Don't forget to subscribe to the Powerhouse Lawyers podcast so you never miss an episode.Connect with ErinInstagram: @eringernerLinkedIn: Erin GernerWebsite: eringerner.com Have a topic you'd love to hear covered on the podcast? DM Erin and let her know!

Tznius and Boundaries in the Workplace is a thought-provoking series exploring halacha, sensitivity and practical guidance for navigating Mixed work environments. Adapted from the original Project Chana Power Hour recordings, these episodes feature renowned Kallah teacher and Mashpia Mrs. Sara Morozow, who brings clarity and insight to the topic. Whether you work directly in a mixed environment or not, this series offers valuable lessons for fostering healthy, and respectful spaces in all areas of life.

Being constantly connected is part of the work landscape now - but it's not without risk. Whether its email or group chats, what employees pop in their messages can sometimes become problematic. Ainsley Palairet is Director of FixHR and well versed in how digital communication in the workplace can get out of hand. She'll talk to the risks, particularly for small businesses who might not have HR teams. So what kind of everyday messaging at work might cross professional or legal lines? And how can both staff and employers stay safe?

It doesn't take a genius to realise that the COVID-19 pandemic changed the relationship many white-collar employees have with work. And that's particularly true when it comes to remote work; which some of them now see as a non-negotiable. And a lot of other employees have made it clear they don't want to return to full-time office life. Nevertheless, many CEOs were keen to get their staff back into the office once the pandemic started to ease. Some companies ended up coming to hybrid arrangements as a kind of compromise. That's still not enough for some though and it has led to signs of retaliation, in the form of trends like quiet quitting or “act your wage” which we've talked about in past episodes of Do You Really Know?. Today, we're talking about coffee badging specifically, which is a kind of hack employees are using to fulfil office day mandates without actually spending too much time in the office. What does the “badge” part mean? And is it a positive thing? In under 3 minutes, we answer your questions! To listen to the last episodes, you can click here: ⁠How much do surrogate mothers get paid?⁠ ⁠What is the Barnum effect?⁠ ⁠How to spot, prevent and treat heatstroke ?⁠ A podcast written and realised by Joseph Chance. First broadcast: 11/11/2023 Learn more about your ad choices. Visit megaphone.fm/adchoices

Boost productivity, reduce turnover, and elevate morale by mastering one overlooked leadership skill: showing appreciation. Dr. Paul White, co-author of The 5 Languages of Appreciation in the Workplace, joins the CollisionCast with speaker and coach Sheryl Driggers of Collision Advice, who's also a former collision repair shop owner, to talk about how misconceptions could be hurting your retention, morale, and results.  Get in touch with Dr. White at https://drpaulwhite.com and Sheryl at sheryl@collisionadvice.com.  

Listen as Rob Naso, Managing Partner and Head of US Asset Management at BGO, discusses what corporate tenants are looking for in new office space.

After revealing she failed the bar exam, Kim Kardashian's new legal drama All's Fair has also been panned by critics as the worst TV show to ever exist. So, when you’re one of the most successful women in the world, what does it feel like to fail? And do we all need to embrace the humour in our own ‘flop’ eras? And, the New York Times asked a very simple question: Did women ruin the workplace? The Internet had a lot of thoughts, and we’re here to dissect them. Plus, can you be friends with someone who has a very different political view to you? For many young people, the answer is increasingly no. And, with celebrities like Jennifer Lawrence choosing to keep their politics to themselves, we unpack whether revealing your political leaning is becoming a no-go zone. Support independent women's media What To Listen To Next: Listen to our latest episode: The Great Influencer Exodus & The Sex We Never Talk About Listen: Every Single Thing We Have In Our Handbags Listen: 'Smellmaxxing' & The New Place We Apparently Stink Listen: Uh Oh, Harry & Meghan. The Fallout From Andrew’s Banishment Listen: This Is Just The Beginning Of Andrew’s Humiliation Listen: The New Love Language & A Fitness Dating Test Listen: Mia, Nobody Wants This & A Robust Debrief Listen: Everything We Refuse To Spend Money On Connect your subscription to Apple Podcasts Discover more Mamamia Podcasts here including the very latest episode of Parenting Out Loud, the parenting podcast for people who don't listen to... parenting podcasts. Watch Mamamia Out Loud: Mamamia Out Loud on YouTube What to read: 'The worst pain imaginable.' Why women are recording their IUD insertions. Kim Kardashian's show is truly terrible, but the problem is much bigger than her. 'The Keeper Test' is the newest way to tell if your workplace values you. The conversation about women's health we're still not having. THE END BITS: Check out our merch at MamamiaOutLoud.com GET IN TOUCH: Feedback? We’re listening. Send us an email at outloud@mamamia.com.au Share your story, feedback, or dilemma! Send us a voice message. Join our Facebook group Mamamia Outlouders to talk about the show. Follow us on Instagram @mamamiaoutloud and on Tiktok @mamamiaoutloudBecome a Mamamia subscriber: https://www.mamamia.com.au/subscribeSee omnystudio.com/listener for privacy information.

I want to give you some specific wisdom for the workplace. In fact, I want you to have a set of cards with these nuggets of wisdom which you can take to your job, use them for yourself, or even give to others as an encouraging word. You'll find those here. Here's today's wisdom for the workplace from Luke 12:15: Jesus said, Watch out! Be on your guard against all kinds of greed (Luke 12:15). This greed problem is nothing new. And we certainly must watch out for the many kinds of greed. There's greed for power, the drive to have authority and influence over other people. And greed for prestige and fame. Of course, greed for material possessions is very commonplace. Almost daily we hear of another scandal where greed for money has driven people to destroy their whole lives. When you think about it, greed is pride. It is that desire within us to show the world who we are by our status in life, our possessions, or our fame. Greed is a direct result of the pride of life. Greed is contagious. If you're around people who have lots of things and who focus their life on getting more and more things, you'll discover it's very difficult not to be swept right along into their greedy mindset. Greed is cancerous. It grows fast, and it consumes and destroys everything it touches. No wonder Jesus said we must be on our guard against all kinds of greed. Jesus went on to say a man's life does not consist in the abundance of his possessions. Greed can overtake us quickly and completely distort our priorities and our commitment to the Lord. Jesus said life is more than food or clothes; life is peace and contentment. Those can't be bought; they are found only in Jesus. Our wisdom for the workplace today is: Be on your guard today against the greed that surrounds you, especially in the working world. It wants to drag you right into its currents, but by God's grace, you can be victorious.

In this episode of The Executive Leadership Podcast, we sit down with Dr. Tim Elmore, founder and CEO of Growing Leaders and author of The Future Begins with Z, to explore one of the most pressing challenges — and greatest opportunities — facing today's executives: leading Generation Z.As the age of authority declines and the age of maturity rises, leaders are navigating a new reality. Gen Z employees bring intuition, innovation, and digital fluency — yet often enter the workforce still developing key soft skills and emotional intelligence. With millions of seasoned workers retiring and a smaller generation stepping in to fill the gap, getting this right isn't optional — it's essential.Dr. Elmore shares nine practical strategies for engaging, developing, and retaining Gen Z talent, including how to:Interview and onboard younger employees for long-term successDeliver firm feedback while protecting fragile confidenceMotivate, mentor, and manage across generationsEquip emerging leaders whose EQ matches their IQIf you're ready to move from frustration to fascination — and turn generational differences into a competitive advantage — this conversation is for you.The future of leadership begins now… and it begins with Z.About Tim ElmoreDr. Tim Elmore is founder of Growing Leaders (GrowingLeaders.com), an Atlanta‐based non‐profit organization created to develop emerging leaders. His work grew out of 20 years of serving alongside Dr. John C. Maxwell. Elmore has appeared in The Wall Street Journal, the Washington Post, USA Today, Psychology Today, and he's been featured on CNN's Headline News, Fox Business, Newsmax TV and Fox and Friends to talk about leading multiple generations in the marketplace. He has written over 35 books, including Habitudes: Images That Form Leadership Habits and Attitudes, Eight Paradoxes of Great Leadership, and A New Kind of Diversity: Making the Different Generations on Your Team a Competitive Advantage. His latest book, The Future Begins with Z: Nine Strategies to Lead Generation Z As They Upset the Workplace, is out now. You can find his work at: TimElmore.com.

You're still showing up. But are you leading with clarity — or just holding it together? Take 15 minutes to reflect with the Christian Leader® Self-Assessment — a simple tool to help you see what's really working... and what's quietly wearing you out. It's free!https://www.ryanfranklin.org/clselfassessment In this episode of The Christian Leader Made Simple Show, Ryan sits down with Dr. Tim Elmore to talk about his new book, The Future Begins with Z: Nine Strategies to Lead Generation Z As They Upset the Workplace. Dr. Elmore unpacks the unique challenges and opportunities Gen Z brings to the table, from the “Peter Pan Paradox” to shifting expectations around feedback, communication, and mental health. With practical strategies and encouraging insight, this conversation will help pastors and leaders move from frustration to curiosity—and discover how leading Gen Z can actually make us better leaders.Connect with Dr. Tim Elmore:https://amzn.to/4p93L66 (affiliate link)https://www.timelmore.com Purchase The Christian Leader Blueprint book today: https://www.ryanfranklin.org/blueprintbookConnect with Ryan: Email: info@ryanfranklin.org Facebook: https://www.facebook.com/rnfranklin/Instagram: https://www.instagram.com/rnfranklin/ Linkedin: https://www.linkedin.com/in/rnfranklin/ Website: https://www.ryanfranklin.org Audio mastering by Apostolic Audio: https://www.apostolic-audio.com#leadership, #thoughtleadership, #ministry, #pastor, #pastors, #churches, #leadershiptraining, #churchleader, #churchleaders, #influence, #leadershipdevelopment, #coaching, #executivecoach, #leadershipcoaching, #productivitycoach, #productivity, #growthmindset, #theproductiveleader, #ChristianLeader, #ChristianLeadership, #LeadershipPodcast, #FaithAndBusiness, #PodcastInterview, #ChristianEntrepreneurship, #KingdomImpact, #PodcastInspiration, #LeadershipJourney, #PurposeDriven, #ChristianPodcast, #LeadershipEssentials, #LeadershipFundamentalsSend us a text

Federal employees are experiencing disruptions in the workplace at a rate nearly three times the national average. Close to one-third of federal employees say their workplace has been disrupted to a very large extent this year, according to new data from Gallup. For more on the latest findings, Federal News Network's Drew Friedman spoke with a Gallup director and Senior Consultant, Camille Lloyd.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Is society too feminine or not feminine enough? Two conservative writers, Helen Andrews and Leah Libresco Sargeant, disagree on the answer. They join Ross Douthat to debate whether the feminization of institutions led to wokeism and a greater divide between men and women.01:33 “Wokeness is distinctively feminine.”06:17 - Has liberal feminism failed women?16:26 - The feminization of institutions20:47 - Defining feminine and masculine vices24:09 - Toxic femininity 39:09 - Defeminization in the workplace(A full transcript of this episode is available on the Times website.)Thoughts? Email us at interestingtimes@nytimes.com. Please subscribe to our YouTube Channel, Interesting Times with Ross Douthat. Subscribe today at nytimes.com/podcasts or on Apple Podcasts and Spotify. You can also subscribe via your favorite podcast app here https://www.nytimes.com/activate-access/audio?source=podcatcher. For more podcasts and narrated articles, download The New York Times app at nytimes.com/app.