Podcasts about Workplace

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

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

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

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

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

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

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

On this Make a Difference Minute, I'm coming to you from Uncle Maddio's Pizza in Muscle Shoals, Alabama, where I sat down with Vette Young, Rady Smith, and Shay Bailey to talk about something that matters in every profession: feeling valued. For Vette, loyalty isn't something that's demanded. It's something that's earned through respect, kindness, and treating people like family. She says one of the greatest joys of coming to work each day is the relationships she shares with her coworkers. Through laughter, tears, and even personal loss, they have supported one another and become much more than coworkers. After losing her son in 2024, Vette says Rady and Shay helped hold her together during one of the most difficult seasons of her life. Their friendship is a reminder that the people we work alongside can become an important part of our support system. In a world where many people dread going to work, this team has found something special. They've found respect, encouragement, and a sense of belonging. Sometimes, the best workplaces become something more. They become family. This MADM is brought to you by Bama Estate Planning by Attorney Harlan Mitchell, proudly supporting stories and the people who make our communities strong. Real stories. Real people. Real impact. News That Unites!™️

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

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

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

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

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

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

More than 55 years after the Occupational Safety and Health Act transformed workplace safety in the United States, OSHA remains a central force in protecting workers and shaping employer responsibilities. In this episode, we explore OSHA's evolution from its early focus on industrial hazards to its current priorities in a rapidly changing workplace. We discuss the agency's successes, the role of the General Duty Clause, the realities behind recent debates about OSHA's future, and what employers should expect from OSHA enforcement and policy initiatives today. We also examine the role of OSHA counsel in helping organizations navigate compliance, investigations, and emerging workplace safety risks. Host: Holly Goodman (email) (Gunster)Guest Speaker: Taylor Johnson (email) (Pierce Atwood LLP)Support the showRegister on the ELA website here to receive email invitations to future programs. 

In this episode of Relationships at Work, host Russel Lolacher speaks with Yvonne Jackson about why workplace values should be practical decision-making tools—not aspirational words on a wall.They explore how leaders can connect values to behaviours, boundaries, accountability, and equity to create clearer team norms and better organizational decisions.And connect with me for more great content!Sign Up for R@W Notes Subscribe on YoutubeFollow on LinkedinFollow on InstagramFollow me on ThreadsFollow on TikTokEmail me anytime 

In this episode of High Velocity Radio, Lee Kantor interviews Josh Block, leadership expert and author of People Matter at Work. Josh shares lessons from his unexpected transition into leadership and discusses how investing in people can drive both organizational performance and long-term success. He explores the importance of creating a thriving workplace culture, developing […]

When there is any deviation from expectations, grief show up, we just don't call it that... A brilliant conversation with Angela Fusaro, an emergency medicine physician and CEO, and our conversation completely shifted my perspective. Here is the powerful idea that really resonated with me: what if these feelings, these un-budgeted operating costs of change, are actually a form of grief? Not just the traditional grief we think of, but a “non-traditional grief” — any deviation from our expectations.It's a game-changer for understanding how our teams truly function, and how we can manage navigating the unseen costs of organizational change as levers for business growth. We explore how acknowledging non-traditional grief can improve team performance and leadership identity in an AI-driven world.Our brains are wired for pattern recognition, and when expectations aren't met, our brains interpret it as a threat. This kicks us into defensive & undesirable behaviours we often see: micromanagement, rumination, or even just general irritability. Naming it as loss or grief, rather than anger or frustration, disarms it and creates a path to deal with it constructively.This reframe is crucial because it allows us to move from a place of blaming to a place of understanding. We can't control everything, especially with things like AI changing our landscape so rapidly, but we can control how we process these moments.Leaders have a responsibility to take this bold step, as their role offers a level of protection that individual contributors may not feel, and building this space for explicit co-regulation is what will keep performance and safety at a level where business and people can grow and thrive in the AI era.The main insights you'll get from this episode are :Leadership in the ER involves facing grief and being comfortable with loss, yet deviation from expectation affects all professional settings and elicits the same human response.Human brains are wired for pattern recognition, and to have intention or want a desired outcome, but this loss of expectation is often not acknowledged, leading to irritability, rumination, and micromanagement in teams.The brain interprets deviation as a threat, but naming grief disarms it; many leaders see the discussion of vulnerable topics as a loss of authority but normalising vulnerability helps co-regulation, which improves performance.Unprocessed grief threatens confidence, certainty and control – it entails complexity and pain, which are important signals that can be leveraged once acknowledged.Holding grief and gratitude at the same time is a necessary leadership skill but requires practice and training our brain to believe; we use gratitude to cope with loss rather than alongside it (as part of a transition process).‘And' is a powerful word in terms of polarity: in systems thinking, it reframes processes, decision-making, and outcomes from a duality perspective and instils worth and authenticity in the process.AI is increasing how often leaders have to let go of what they think would work: as AI fulfils more complex tasks for us, our ability to process being human and connection to each other will have to accelerate.Leaders will have to model this, demonstrating a shift away from outcome-based KPIs to KPIs that value decision-making quality and the bravery to make decisions in ever-increasing ambiguity.Leaders must take stock with their team after a setback to acknowledge it, reframe regret, and commit to doing things differently going forward; accountability requires a safe environment to prevent the ‘blame game'.Accountability will be the last thing to be delegated to AI, e.g. in medicine, the responsibility is still on the physician - AI is unable to handle the complexity of being human, to hold polarities, to metabolise loss, etc.People with authority must take the first bold step to acknowledge the truth and reflect for themselves if they can self-regulate before tackling co-regulating others.Find out more about Angela and her work here :https://www.linkedin.com/in/angelafusaromd/For more information on this episode please visit www.transformforvalue.com/podcastTo carry on developing your leadership and building a relevant & high performing team, connect with me here : https://calendly.com/transformforvalue/connect

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

Heather is joined by fellow author and career strategist Mandy Tang for a candid conversation about grieving the life you thought you'd have—and finding meaning in the one unfolding before you. They explore career disappointment, identity shifts, unmet expectations, fertility journeys, and the quiet grief that can accompany life transitions. If you've ever questioned your path, struggled with burnout, wondered whether you're behind in life, or felt disconnected from the future you once imagined, this episode offers a thoughtful perspective on resilience, reinvention, and how the body often reveals change before the mind fully understands it. Heather Grzych, ADLC is an American author and teacher of Ayurvedic medicine who was formerly the president of the National Ayurvedic Medical Association and the head of product development for a multi-billion-dollar health insurance company. Heather's first book, The Ayurvedic Guide to Fertility, has sold thousands of copies worldwide, and her writing has been featured in Sports Illustrated, Yoga Journal, and the Sunday Independent. Her podcast, Wisdom of the Body, holds an average rating of 5 stars on Apple Podcasts and is in the top 2.5% of podcasts globally.  Mandy Tang is the author Heal Your Career Wounds: Navigating the Trauma of Today's Workplace. A career coach and holistic healer, she helps clients from Big Tech, start-ups, and the nonprofit sector bring more creativity and joy into their work lives. Her training includes an MBA in finance from Columbia, certification as a trauma-informed yoga instructor, and completion of a three-year shamanic practitioner program. Mandy runs the popular TikTok account @CareerCoachMandy with over 161K followers and a Skool community of artists and creators called the Everyday Creatives Club that meet weekly for accountability and inspiration. Visit her online at www.mandytang.co.    Connect with Heather:  Learn more at www.heathergrzych.com   Instagram.com/heathergrzych   Facebook.com/grzychheather     Read the first six pages of The Ayurvedic Guide to Fertility for FREE: https://www.heathergrzych.com    Connect with Heather to balance your health with Ayurveda: https://www.heathergrzych.com/book-online

Successful AI transformation depends not only on technology but also on clear, consistent, multi-channel communication that keeps employees informed, engaged, and involved in the change process. That's the key take-away message of this episode of the Wise Decision Maker Show, which talks about why your employees aren't hearing you on Gen AI transformation.This article forms the basis for this episode: https://disasteravoidanceexperts.com/why-your-employees-arent-hearing-you-on-gen-ai-transformation/

On this episode of The Beacon Way Podcast, host Adrienne Wilkerson interviews Deanna Dolecki (President) and Ashley Ruggeri (Account Director) of Blue Duck Agency about their backgrounds, the agency's services (digital, acquisition email, direct mail, and video), and the emotional weight of marketing in mental and behavioral health. They discuss why “work-life balance” is better framed as work-life harmony, how Blue Duck has been fully remote for 26 years, and the benefits and challenges of virtual work, including productivity, flexibility for parents and caregivers, and the added effort required for collaboration and feedback—especially for younger employees. They share culture-building tactics like transparent company updates, intentional Zoom and in-person gatherings, games, meme/GIF chats, and hiring for “intangibles” by focusing interviews on candidates' stories and motivations. Links mentioned in today's episode: blueduckagency.comReach out to Ashley: ashley@blueduckagency.com

Check out this episode on sharing your witness or mission in the workplace! Also details on the next bonus offering!

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

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

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

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

In this installment of our Workplace Strategies Watercooler 2026 podcast series, shareholders Tina Bengs (Chicago/Indianapolis), Joseph Cartafalsa (New York), and Michael Riccobono (Morristown) walk through a comprehensive compliance checklist covering mandatory leave and accommodation obligations for disability, pregnancy, and religion, along with family and medical leave laws. The speakers also address how to navigate ERISA, COBRA, and benefit plan terms to help employers keep their organizations compliant and their employees supported.

The biggest stories on the internet from June 11, 2026.Please consider buying us a coffee or subscribing to a membership to help keep Centennial World's weekly podcasts going! Every single dollar goes back into this business

Workplace conflict is costing US businesses $359 billion a year—and behind a disproportionate share of that damage is high conflict behavior: the kind that ignores limits, escalates faster than most leaders expect, and doesn't respond to the usual playbook. This is part one of a four-part series on high conflict in the workplace, with Bill Eddy, LCSW, JD, Megan Hunter, MBA, and Michael Lomax, JD—lawyer, mediator, and senior speaker and trainer with the High Conflict Institute since 2011.Bill, Megan, and Michael unpack why conflict is surging right now—generational shifts, pandemic fallout, social media polarization, and AI giving people who demonstrate high conflict behavior entirely new tools—and make the case for why prevention has to come before the crisis, not after. If your organization is still treating conflict as something HR handles case by case, this episode is the place to start.It's All Your Fault is produced by TruStory FM.Full Show Notes & ResourcesSubmit a Question | Bookstore | WebsiteWatch this episode on YouTubeImportant Notice: Our discussions focus on behavioral patterns rather than diagnoses. For specific legal or therapeutic guidance, please consult qualified professionals in your area. (00:00) - Welcome to It's All Your Fault (01:29) - Why Workplace Conflict Is Rising (02:57) - Trends Driving Workplace Conflict (04:50) - Employees Changing Job Expectations (07:15) - Affects of Social Media (08:59) - Organizational Design and Friction (11:57) - Make Work About Work (14:32) - Divisive vs. Unifying Issues (17:16) - When an HCP Is Involved (20:29) - When the Organization Isn't Aware (23:55) - Leaders Avoid Conflict (27:42) - Role Playing (29:00) - Growing Comfortable (31:25) - One Thing to Say (32:55) - Wrap Up

https://linktr.ee/csjosephWhat's up Ego Hackers? In this raw 20-minute episode of the C.S. Joseph Podcast, I break down how perceived authority and environment force men — especially UDJ men — to shift their cognitive development between emotionally explosive and emotionally implosive states.I share personal stories from my own life, failed marriages, toxic work environments, and the hard lessons learned about masking, submitting to hierarchy, and why so many men get stuck. We dive deep into Octagram biases, why SD men dominate middle management, hiring preferences (authenticity vs harmony), and practical ways to identify your true cognitive development for career success.This is essential knowledge for any man navigating jobs, interviews, or relationships in today's biased world.Timestamps:00:00 - Intro: 128 Perspectives & Octagram Bias01:45 - Women's Biases Toward Men (Open vs Quiet)03:20 - Men's Bias: "Women Yap Too Much"05:10 - My UDJ Story: Emotional Explosive vs Implosive08:30 - Perceived Authority & Hierarchical Men12:15 - Submitting to Environment vs Making It Submit15:40 - Job Interviews: Masking & Impulsiveness19:20 - Best Boss Ever – Managing Explosive Emotions20:54 - SD vs UD Men in the Workplace, Hiring Bias & ClosingAll my links & resources: https://linktr.ee/csjosephBecome Part of the Community or Take the Free Personality Test: https://linktr.ee/csjosephSkool Membership – Watch Season 40 (How to Personality Type Yourself 2.0): https://skool.com/csjosephDiscord • Substack • Blog • More: https://linktr.ee/csjoseph#CSJoseph #Octagram #UDJ #CognitiveDevelopment #PerceivedAuthority #EgoHackers #MenInWorkplace #JobInterviewTips #UDvsSD #Masculinity #PersonalityTypes #JungianPsychology #HackedOff #ShadowWork

We stumbled across a brutal workplace video involving a tradie, two bits of timber and an injury no man ever wants to experience, which had Tim feeling physically unwell. That opened the floodgates for listeners to share their own horror stories from the tools, including electric shocks, angle grinder mishaps and some very lucky escapes. Safe to say, after hearing these stories, we're more than happy our biggest workplace hazard is a pen exploding in the studio.See omnystudio.com/listener for privacy information.

This show has been aired before For information anytime, please call 1-855-821-5900 or visit pocketemploymentlawyer.ca

In this installment of our Workplace Strategies Watercooler 2026 podcast series, shareholders Robert Niccolini (Baltimore/Washington) and Anne Larson (Chicago) examine the full lifecycle of managing a challenging employee, from early identification of common types (including the workplace bully and the chronic social butterfly) to targeted strategies for communication, discipline, and documentation. Listeners will come away with a practical framework for prelitigation planning that helps organizations protect themselves before a personnel problem becomes a costly legal dispute.

Do You Really Need Multiple Income Streams to Build Wealth? Social media has convinced people that building wealth requires doing everything at once. Real estate. Stocks. Crypto. Businesses. Private equity. Side hustles. But is that actually true? In this episode of The Budgetdog Breakdown, I answer listener questions about wealth building, pensions, co-signing loans, emergency funds, workplace spending pressure, and the role that education, access, and investing play in long-term financial success. We break down the difference between active income and passive income, why most people overcomplicate wealth building, and how to focus on the strategies that actually move the needle. Episode Timeline and Highlights 00:00 Do you need multiple income streams? 00:40 Active vs passive wealth 02:00 Businesses, education, and access 08:20 Converting income into investments 10:30 Stocks, real estate, and private equity 17:40 Pension retirement planning 19:20 Co-signing loan mistakes 20:55 Workplace spending pressure 25:15 Emergency fund priorities Key Takeaways • Wealth starts with income generation • Education often produces the highest ROI • Access creates opportunities most people never see • Simplicity beats complexity • Confidence drives better financial decisions • Emergency funds protect investments • Passive income creates long-term freedom Quotables "You don't need to do everything. You need to do what fits your life." "The only way to build real wealth is to turn active income into passive income." "Access changes everything." "Confidence creates opportunity." The goal isn't to own every asset class or chase every opportunity. The goal is to build a system that creates freedom, consistency, and long-term wealth.

Explore chilling tales of workplace revenge where bosses find themselves on the receiving end. Learn about individuals who turned the tables and enacted their own justice. Watch this next: Watch this next Instagram TikTok Have a recommendation for stories to cover? Be sure to drop it in the comments! 00:00:00: Intro00:00:16: Story 100:07:13: Story 200:15:46: Story 3 #workplacerevenge #bosses #justice #Redditstories #workkarma #darkest See show notes: https://inlet.fm/malevolent-mischief/episodes/6a29a65834735ff008b13526 Learn more about your ad choices. Visit podcastchoices.com/adchoices

JP Nerbun's 10-year-old daughter said something on the walk to the bus that stopped him cold: "She's climbing the mountain of achievement without any purpose." That one line is the heart of this entire conversation.This special episode drops on the launch day of JP's new book The Culture Captain — a field guide for athletes learning to lead from the inside out. JP sits down with longtime friend John O'Sullivan, founder of the Changing the Game Project and co-author of Captain: The Athlete's Guide to Being an Exceptional Team Leader (with Jerry Lynch). Two books. Same subject. Written simultaneously, on opposite sides of the Atlantic. They go deep on self-awareness as the foundation of leadership, why modeling behaviors beats locker room speeches, how to have a difficult conversation before you feel ready, and what it means to lead from the bench when things aren't going your way.Whether you coach athletes, lead a team, or are still figuring out who you are as a leader — this one is for you.Chapters(00:00) Intro — JP's Daughter & Book Launch(02:30) Why John Wrote Captain(05:52) Why JP Wrote The Culture Captain(15:54) The Fable Format — Why JP Chose Lily(19:00) The Four Levels of Leadership(25:13) Surprises from Writing(31:15) The Hardest Lesson to Put Into Words(34:05) Hard Conversations as Life Skills(39:15) From Sports to the Workplace(43:48) What Had to Be Left Out(47:08) Approaching a Difficult Teammate(53:05) Coaching the Reluctant Leader(59:43) Tom Brady on Playing Where You Love People(1:01:26) Success vs. Fulfillment(1:04:00) Lead From the Bench(1:09:02) How Will You Know the Book Succeeded?(1:12:43) Why This Book Mattered MostTOC 3-2-13 Quotes | 2 Questions | 1 ResourceYour fast-track to the episode's most actionable ideas."She's climbing the mountain of achievement without any purpose."— JP Nerbun's daughter, age 10"Success is the goal, but it's not the purpose. Fulfillment should be the purpose. This is what coaches need to provide."— John O'Sullivan"You pick up the cones and balls, you serve others. You do that and people go, man, if that's the captain doing it, I better do it too."— John O'Sullivan2 Questions for Your TeamQ1: Think of an athlete who is putting in the work but seems to have lost their joy. What would it look like to help them reconnect with purpose rather than achievement?Q2: What is it currently costing your team — in trust, momentum, or culture — to avoid a hard conversation that needs to happen?1 Resource to Go DeeperThe Culture Captain by JP NerbunA field guide for athletes learning to lead with purpose, values, and selflessness — told through a fable and backed by real stories from Tim Duncan, Tom Brady, Abby Wambach, and more.Get The Culture Captain at culturecaptain.netCaptain: The Athlete's Guide to Being an Exceptional Team Leader by John O'Sullivan & Jerry LynchQualities, responsibilities, and challenges for every team captain — grounded in research and real stories from high school to the pros.Visit changingthegameproject.comKey TakeawaysKnow Yourself Before You Lead AnyoneSelflessness Is the Hallmark of Great CaptainsModeling Behaviors Beats Locker Room SpeechesReluctant Leaders Are Still LeadersFulfillment, Not Success, Is the Real PurposeThe Difficult Conversation IS the LeadershipGet the notes and tools:tocculture.comJoin TOC Coach — community, courses, and live coaching:tocculture.comBetter Coaches. Better Leaders. Better Culture.

Why do expensive corporate recognition programs, automated anniversary emails, and branded company swag so frequently fail to keep employees from walking out the door? In this episode, host Dave Bookbinder sits down with renowned psychologist, leadership expert, and bestselling author Dr. Paul White. Together, they pull back the curtain on the global phenomenon he co-authored with Dr. Gary Chapman: The 5 Languages of Appreciation in the Workplace (over 800,000 copies sold at the time of recording). Dave and Dr. White dive deep into the data-backed science of human motivation, drawing a sharp line between performance-based recognition and person-based appreciation. Whether you are managing a Fortune 500 team, navigating a complex family business, or leading a fully remote workforce, this episode provides the ultimate roadmap to drastically reducing turnover and boosting discretionary effort.

David George is CEO & Founder at CRUX Workplace where he builds on his decades of experience in workplace design, facilities management, real estate management and strategy to help clients co-create high performing, flexible workplace designs that enable people to do their best work. Mike Petrusky asks David why he believes that workplace strategists must be involved from the outset to understand business processes and create effective briefs for architects and designers, while innovation is centered on enabling people to perform their best and feel joy and connection at work. Engaging employees early in the design process leads to higher acceptance and ownership of the change, and David says successful change management relies on three pillars: employee engagement, clear communication, and sponsorship from leaders within the core business. He suggests creating a steering committee including CRE, IT, HR, and FM to drive workplace projects and says organizations must move beyond traditional office designs conceived decades ago and embrace new ways of work aligned with how people work today. Tune in to hear Mike and David share practical advice and the inspiration you will need to be a Workplace Innovator in your organization! Connect with David on LinkedIn: https://www.linkedin.com/in/davidgeorge1/ Learn more about CRUX Workplace: https://www.crux-workplace.com/ Join the Workplace Evolutionaries community: https://we.ifma.org/ Watch the podcast on YouTube: https://www.youtube.com/playlist?list=PLSkmmkVFvM4H3pwnlU2AuqynuRDpvnh4J Discover free resources and explore past interviews at: https://eptura.com/discover-more/podcasts/workplace-innovator/ Learn more about Eptura™: https://eptura.com/ Connect with Mike on LinkedIn: https://www.linkedin.com/in/mikepetrusky/  

In this installment of our Workplace Strategies Watercooler 2026 podcast series, shareholders Scott Kelly (Birmingham/Washington) and Nonnie Shivers (Phoenix) break down key compliance considerations in today's enforcement environment, including how to identify and mitigate DOJ False Claims Act risks tied to unlawful “proxy” discrimination, the permissibility of recruiting practices in higher education, and the strategic use of privileged analytics to evaluate talent acquisition strategies and reduce legal exposure.

In part two, Dr. Megan Cuzzolino, Dr. Lauren Hodges, and Jessica Billiet dig into what prevents curiosity in our kids, our workplaces, and ourselves. From the neuroscience of dopamine and threat response, to how schools and organizations are designed for speed over exploration, the conversation gets practical. What does it take to protect the margin where curiosity lives? And what can leaders do to model and cultivate it? Part 2 of 2. 00:00 Intro 02:02 Neuroscience of Curiosity 05:39 Aperture Threat and Learning 10:35 Failure Safety and Workplace 21:23 Curiosity Needs Margin 24:14 Awe and Context for Kids 29:00 Patience and Social Safety 31:59 Leader Takeaways and Wrap   LEARN MORE ABOUT OUR GUESTS Megan - https://pz.harvard.edu/who-we-are/people/megan-powell-cuzzolino Lauren - https://www.performance-on-purpose.com/about Jessica - https://www.linkedin.com/in/jessicabilliet/   RESOURCES Reflection Guide: Making Space for Everyday Awe: https://bpb-us-e1.wpmucdn.com/websites.harvard.edu/dist/a/108/files/2025/10/Making-Space-for-Everyday-Awe-Reflection-Tool.pdf   Reflecting on Your Learning in the Workplace: https://nextlevellab.gse.harvard.edu/learning-modules/reflecting-on-your-learning-in-the-workplace/   LISTEN AND SUBSCRIBE ON APPLE, SPOTIFY, AND YOUTUBE Apple Podcasts: https://podcasts.apple.com/us/podcast/the-learning-geeks-podcast/id1413446184  Spotify: https://open.spotify.com/show/7mACo97JvUL1LOmVJ9lATI?si=c430a6d9b08c4100 YouTube: https://www.youtube.com/@learninggeekspodcast   You can also download us anywhere you get your podcasts.   CONNECT WITH US If you have any feedback or want to join in on the conversation, connect with us via LinkedIN.   DISCLAIMER All thoughts and views are of our own.

In this episode of Matters.com Presents, Dakota Rouse interviews Amanda Scott.Amanda Scott, licensed clinical professional counselor and coach, shares her journey from early childhood education to special education and ultimately into counseling — and how she found her calling working with neurodivergent individuals. She opens up about her passion for helping people with ADHD and autism recognize their unique strengths rather than viewing themselves as broken or "not working right." Using a memorable hammer-versus-pliers analogy, Amanda explains why she believes the goal isn't to fix people, but to help them discover what their brain is truly built for and start using it that way.[00:35] Amanda's background: From early childhood teaching to special education to counseling[01:38] Finding her niche working with ADHD and autism communities[02:10] Helping clients have that "someone finally gets me" moment[02:42] The hammer and pliers analogy: understanding your brain as a tool[04:18] Why Amanda loves the intersection of ADHD and autism — where rigidity and chaos meet[05:42] Challenging societal conformity through a cognitive behavioral lens[06:20] Asking the key question: Is this rule actually serving you?[07:00] Workplace flexibility and how it's already breaking neurodivergent molds[08:23] Speed Round begins[14:02] About Amanda's practice, Manda's Pathway, and where to find her[08:23] Matters.com Speed Round: Telehealth, Space Exploration, Sports, Podcasts, Astrology, Artificial Intelligence, CoffeeYou can find Amanda Scott at:https://www.mandaspathway.comThis podcast is brought to you by Matters.com. A new social media and collaboration platform - launching soon. Join thousands getting the Matters.com newsletter — world news, fresh perspectives, and early beta access.

About This Episode  Hybrid work is no longer an experiment and has now become the standard operating model for much of the workforce. In this episode of The Future of Work® Podcast, Frank Cottle spoke with Wesley Edmonds, Director of Workplace at OFS, to explore how organizations can create workplaces that employees genuinely want to use.  Drawing from workplace research, design expertise, and conversations with architects, designers, and business leaders, Wesley explains why today's workplace must go far beyond furniture, layouts, and amenities. The discussion examines employee autonomy, workplace experience, culture, productivity, and the growing importance of designing environments that support a wide range of work styles and human needs.  The conversation also explores the role of AI, flexible workspace strategies, coworking environments, and how organizations can prepare for constant change. As companies continue balancing employee expectations with business goals, this episode offers practical insights into creating workplaces that support engagement, performance, and long-term talent retention. 

You think you're a good listener. You're not. Executive coach and TEDx speaker Katie O'Malley joins Liat to break down why most of us are performing listening instead of actually doing it, and what that's costing us at work and in life. Katie shares her journey from burnout to betting on herself, why your workplace might be making you sick, and how understanding what actually motivates your people can change everything. We put a behavioral lens on all of it, because it turns out listening isn't just a soft skill. It's a behavior, and you can learn it.Behavior Concepts Covered:ReinforcementMandPreference AssessmentSchedule of ReinforcementToken EconomyDead Man TestReplacement BehaviorsConnect with Katie:EncourageCoaching.orgLinkedIn@encouragecoachchicagoKatie's TEDx TalkConnect with Behavior BitchesInsta: @behaviorbitchespodcastFacebook: Behavior Bitches PodcastWebsite: BehaviorBitches.comContact Us: For podcast inquiries, episode ideas, or just to say hi, email us at behaviorbitches@studynotesaba.com Leave us a 5-star review in the Apple Podcast App so we can read it to everyone during our episodes and make us super happy!Looking for BCBA Exam Prep or CEUs?• Whether you need help passing the BCBA exam or are looking to earn CEUs, Study Notes ABA has you covered. Check out our website for comprehensive exam prep materials, prep courses, and CEUs• Test Prep: StudyNotesABA.com• CEUs: CEU.StudyNotesABA.com• PairABA: PairABA.com

Have you ever gone to work and found yourself checking if they emailed you? Replaying every conversation. Analyzing their tone. Wondering if they looked at you differently today. Your entire mood rising and falling based on whether they gave you attention.That's not a crush. That's limerence. And it is one of the most consuming, disorienting experiences a person can have — made worse by the fact that you have to sit ten feet away from it every single day.In this solo episode, Brianne breaks down exactly what limerence is, why the workplace is the perfect breeding ground for it, and — most importantly — how to get yourself out of it.In this episode:What limerence actually is and why it's not the same as attraction or a crushWhy work environments create the ideal psychological conditions for obsessive attachmentThe three most common workplace limerence dynamics — including why an unavailable coworker works like a slot machine on your brainWhy limerence is almost never about the other personThe role of attachment wounds, anxious attachment, and emotional neglect in making you vulnerable10 signs you're currently in workplace limerence6 steps to get out — including the one most people skipThe critical difference between emotional intensity and emotional safetyWhy anxiety is not intuition, obsession is not soulmate energy, and dysregulation is not deep loveThis episode is for anyone who has ever felt consumed by someone at work — and couldn't understand why they couldn't stop. You're not crazy. You're not weak. Your nervous system is caught in a loop. And loops can be broken.

In this installment of our Workplace Strategies Watercooler 2026 podcast series, shareholders Cynthia Bremer (Minneapolis), Scott James Preston (Indianapolis), and Bethany Wagner (Pittsburgh) examine the evolving landscape of workplace investigations, with a focus on how AI and remote work are reshaping the types and complexity of complaints employers face. The speakers discuss why thorough, well-documented investigations matter—from preserving employee morale to avoiding litigation exposure—and the value of involving in-house counsel early. They also walk through the most critical investigative mistakes to avoid, including selecting the wrong investigator, reaching premature conclusions, and dismissing complaints due to fatigue.

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

✅ New autonomous agents. ✅ Canva designs made for you. ✅ Codex upgrades to make your business move. If you had your head down in spreadsheets this week, you missed some MAJOR AI upgrades that are available now. We track what's hot and what's not and break it all down on Fridays with our Friday Features. Autonomous Copilot agents, new Codex tools, Github CoPilot app and 7 more AI updates you should be using — An Everyday AI Chat with Jordan WilsonNewsletter: Sign up for our free daily newsletterMore on this Episode: Episode PageToday's Episode on LinkedIn: Thoughts on this? Join the convo on LinkedIn and connect with other AI leaders.Upcoming Episodes: Check out the upcoming Everyday AI Livestream lineupWebsite: YourEverydayAI.comEmail The Show: info@youreverydayai.comConnect with Jordan on LinkedInTopics Covered in This Episode:OpenAI Codex Role-Specific Plugins LaunchMicrosoft Build Conference AI Feature ReleasesChatGPT Memory and Business Account UpgradesMicrosoft Flash Image Model for PowerPointCanva Integrated with ChatGPT and CodexGitHub Copilot Standalone Desktop App PreviewMicrosoft Autopilot Always-On Work AgentsOpenAI Models Now Available on AWS BedrockCodex Sites: AI-Built Internal Web AppsTimestamps:00:00 OpenAI's big money moves03:47 Explaining role-specific plugins09:02 Microsoft's new image model release11:09 Microsoft's AI strategy and Canva update14:23 Canva integration with ChatGPT16:56 GitHub Copilot's new canvas feature20:46 AI token subscription changes24:42 AWS adds OpenAI models to Bedrock28:25 Introducing OpenAI's CodeX Sites Feature32:07 Launch of OpenAI's New Plug-in34:16 Overview of podcast structureKeywords: Autonomous copilot agents, Codex tools, GitHub Copilot app, OpenAI Codex, ChatGPT business accounts, OpenAI enterprise, Microsoft Build conference, Microsoft always-on agents, AWS AI updates, Canva plugin, ChatGPT memory upgrade, Windows Codex integration, Microsoft Flash model, Enterprise apps integration, Role-specific plugins, Sales data analytics, Product design AI, Creative production AI, Investment banking plugin, Public equity investing, Data analytics plugin, Workspace admins, App permissions, Role-aware work agent, Financial research automation, Microsoft image generation model, PowerPoint AI integration, OneDrive AI features, Visual design creation, Canva app for ChatGPT, Canva MCP server, Agentic context carry, Full screen design preview, GitHub Copilot desktop app, GitHub Copilot Canvas, Agent-native command center, Parallel agent work tree, Code app interface, Model options in GitHub, Token usage limits, Subscription token subsidizing, Anthropic token efficiency, Amazon Bedrock, GPT-4, GPT-4.5, Small language models, Token reckoning, Security governance, Inference engine, Code app sidebar, Codex Sites, Internal dashboards, Project trackers, Interactive web apps, Shareable AI apps, Enterprise data connectors, ChatGPT Canvas, Automated workflow, Workplace authentication, Creative briefs repository.Send Everyday AI and Jordan a text message. (We can't reply back unless you leave contact info) Start Here ▶️Not sure where to start when it comes to AI? Start with our Start Here Series. You can listen to the first drop -- Episode 691 -- or get free access to our Inner Cricle community and all episodes: StartHereSeries.com Also, here's a link to the entire series on a Spotify playlist. 

Workplace wellness programs report an average ROI of 3, returning $3 for every $1 invested. Why do so many workplace wellness programs fail to deliver?

Want to become a better leader? Start by leading yourself well. In this re-release 2 Minutes of Motivation Live Greatly episode, Kristel Bauer shares an often-overlooked leadership strategy: investing in your own well-being. When you prioritize your physical, mental, and emotional health, you're better equipped to show up for your team, make thoughtful decisions, and lead with intention. Small investments in yourself can have a powerful ripple effect on those around you. Interested in bringing these types of strategies to your organization? Learn more about Kristel Bauer's keynotes and workshops at livegreatly.co. If you enjoy this episode, be sure to follow the Live Greatly podcast for more short mindset boosts and conversations with world-class leaders, authors, and experts focused on leadership, resilience, well-being, and sustainable high performance. If you're looking to support your team with sustainable high performance, resilience, and clear decision-making in high-pressure environments, Kristel brings these strategies to organizations through engaging keynote experiences. Learn more: www.livegreatly.co  Hosted by Kristel Bauer, keynote speaker, author, and performance expert. Kristel delivers high-impact keynotes on: Peak performance Burnout prevention Leadership development Workplace well-being Sustainable success