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Welcome back to another episode of the unSeminary podcast. Today we're joined by Tim Foot, CEO of Slingshot Group. With nearly three decades of ministry and leadership experience having worked with thousands of churches, Tim brings deep insight into one of the most critical drivers of church health: your team. In this conversation, we explore what separates stagnant teams from those that create real momentum and how leaders can shift from survival to remarkable impact. Why teams stall out. // After working with thousands of churches, Tim consistently sees the same patterns: unclear expectations, misaligned priorities, lack of structure, and unspoken tension. Many teams are overly task-driven but underdeveloped relationally. Others don't fully understand how their strengths and weaknesses fit together. The danger of “hero-driven leadership.” // When a church relies too heavily on one standout leader to carry the mission it results in what Tim calls “hero-driven leadership.” While it can produce short-term results, it ultimately leads to burnout, unrealistic expectations, and fragile systems. Leaders often fall into this trap because it feels productive, and even rewarding, to be the one with all the answers. But over time, it limits team development and creates dependency instead of shared ownership. From hero to team. // The future of healthy ministry is team-based leadership. Instead of building ministries around individuals, churches must build systems and cultures where teams thrive together. This requires leaders humbly admitting they don't have all the answers and a willingness to slow down in order to build alignment. When leaders shift from being the “hero” to developing others, they unlock far greater long-term impact. The seven “key signatures” of remarkable teams. // Tim introduces a framework of seven core areas that every healthy team must develop: conviction, message, culture, roles, systems, friction, and risk. These “key signatures” work together like elements in music, providing structure that leads to a strong, unified outcome. Conviction anchors the mission (“why we exist”), while message communicates that mission clearly. Culture shapes how people experience the team, and roles define how individuals contribute. Systems enable growth, friction drives improvement, and risk fuels breakthrough. Why friction is actually healthy. // One of the most counterintuitive ideas Tim shares is that healthy teams need friction. Many leaders try to eliminate tension, assuming harmony equals health. But in reality, the absence of friction often means important issues are being avoided. Healthy friction leads to better ideas, stronger alignment, and greater innovation. The key is ensuring it doesn't become personal. When friction turns relationally destructive, it's unhealthy. But when it stays focused on ideas and outcomes, it becomes a powerful driver of growth. A practical tool for leaders. // To help teams take action, Tim points leaders to a free “team awareness assessment.” This tool helps churches evaluate how they're doing across the seven key signatures, identifying areas of strength and opportunities for growth. It's designed to spark meaningful conversations that lead to real change. A final challenge for leaders. // Tim leaves leaders with a simple but powerful reminder: if your mission matters, your team matters more. Churches often focus heavily on the people they're trying to reach, but neglect the health of the people they're leading alongside. Sustainable, mission-moving ministry requires both. To learn more about Tim's book Reaching for Remarkable: The 7 Key Signatures Behind Every Remarkable Team and take the free team assessment, visit reachingforremarkable.com or explore additional resources at slingshotgroup.org. Thank You for Tuning In! There are a lot of podcasts you could be tuning into today, but you chose unSeminary, and I'm grateful for that. If you enjoyed today's show, please share it by using the social media buttons you see at the left hand side of this page. Also, kindly consider taking the 60-seconds it takes to leave an honest review and rating for the podcast on iTunes, they're extremely helpful when it comes to the ranking of the show and you can bet that I read every single one of them personally! Thank You to This Episode’s Sponsor: TouchPoint As your church reaches more people, one of the biggest challenges is making sure no one slips through the cracks along the way.TouchPoint Church Management Software is an all-in-one ecosystem built for churches that want to elevate discipleship by providing clear data, strong engagement tools, and dependable workflows that scale as you grow. TouchPoint is trusted by some of the fastest-growing and largest churches in the country because it helps teams stay aligned, understand who they're reaching, and make confident ministry decisions week after week. If you've been wondering whether your current system can carry your next season of growth, it may be time to explore what TouchPoint can do for you. You can evaluate TouchPoint during a free, no-pressure one-hour demo at TouchPointSoftware.com/demo. Episode Transcript Rich Birch — Hey friends, welcome to the unSeminary podcast. So glad that you have decided to tune in. Listen, listen, listen, pull in close because today’s conversation, I don’t even know your church, but I know that a large portion of your budget is being spent on the thing we talk about. In fact, lots of churches, it’s like half of their budget. And it’s an even larger portion of the outcome of your ministry. It’s incredibly important what we’re talking about today. And so you do not want to miss this. Rich Birch — And we’ve got an expert that has worked with not tens of, not hundreds of, but literally thousands of of churches like yours and wants to help you take steps forward. Excited to have Tim Foot with us. He has nearly 30 years of experience, which I’m not sure how that’s possible, such a young man, as a leader, pastor, coach, speaker, musician in both Australia and North America, bringing a diverse background to his role as the CEO and president of Slingshot Group. If you’re not aware of who Slingshot Group is, they take the guesswork out of nonprofit and church staffing. He’s recently written a book that I’m excited for you to learn more about. But Tim, welcome to the show. So glad you’re here.Tim Foot — Rich, it is so glad, it’s so great to be on with you today. I’m excited about this conversation.Rich Birch — So good. I'm I’m excited for it too. Why don’t you kind of give us a bit of the Tim Foot background? Tell us a little bit about about you and kind of give us the how do we end up here in this conversation today?Tim Foot — Yeah, it’s interesting. I often say to people, I had no idea that I’d be on the other side of the world to where I started doing what I’m doing. But this is what happens, Rich, when you say, keep saying yes to God.Tim Foot — Born and raised Tasmanian, worked as a musician and in ministry in Sydney for 10 years after moving from Tasmania, then relocated to Boulder County, Colorado in 2002, been here for 25 years now in ministry at a great church called Lifebridge Christian Church. Built ministry there for 10 years and went bivocationally started working with the Slingshot Group when there was a handful of us doing a handful of staffing and coaching work and then things exploded.Tim Foot — And I really, really hit my sweet spot and saw how God had been preparing me for so many years to work with teams, love teams, love the strategy of teams, love working with people, love the fact that placing the right leader on the right team exponentially moves the mission forward and affects culture in all kinds of ways.Rich Birch — So true.Tim Foot — And so I’ve had all kinds of roles in Slingshot over the years, now get to lead our team of amazing consultants around the US serving so many, and beyond, serving so many ministries and teams move mission forward.Rich Birch — Love it. I’m so glad that, yeah, this is going to a good conversation. You know, one of the things I want to take advantage of is the fact you’re really an expert. You know, you’ve worked with, you and Slingshot have worked with thousands of churches and organizations, and you you really get a chance to see churches at an interesting inflection point.Rich Birch — You know, often when we’re hiring a team member, bringing someone in or trying to develop our teams, you know, we’re thinking about the future and we’re, we’re taking a step back. And like you say, I do think it’s a transformative inflection point that you’re involved in. Rich Birch — So you’re sitting across the table from a lot leaders, and maybe even some leaders who their mission is stalling. Like things aren’t maybe going as well as we would hope. Are yeah there any patterns in that you’re seeing, are there things that you see time and time again in churches that might be holding us back?Tim Foot — Yeah, I immediately thought of a common question we’ll ask teams when we’re brought in when it comes to needing a new person on the team or helping coach leaders. We’re often brought in in crisis moments, moments of transition, but they’re also moments of incredible opportunity.Tim Foot — And we’ll often ask the question, hey, do you want a painkiller or do you want a vitamin? And so often the the team is thinking they want the painkiller, they want the pain to go away. They want to solve the problem, they want to fill the seat, or they want to break through whatever it is they’re struggling with. But honestly, deep down, they need to start a regimen of vitamins to help them get to a healthy place to move the mission forward.Tim Foot — We often will see an unawareness that the wrong people are around the table. Or an unawareness that they need other leaders around the table to help them move forward, whether it be vocational paid leaders or volunteers.Tim Foot — We’ll often see misalignment and a lack of focus on the right things. Communication misfires around why the mission actually matters. We’ll often teams see teams that are task-driven at the expense of relationships.Tim Foot — And then an unawareness of strengths and weaknesses and how they complement each other, how they help move you forward or how they hold you back. Other patterns are a lack of structure to support the work. Elephants in the room, taboo topics, fear around failure that leads to lack of innovation. So many different patterns we’ll see and be able to diagnose and say, hey, we need to have conversation around that because I think uncorking that will help you accelerate the mission.Rich Birch — That’s cool. One of the things I love by reputation that I love about Slingshot is I love that you’re asking those bigger questions that it’s not just like, okay, how do we get to let’s just, let’s get the next hire done and move on.Rich Birch — It’s like, you know, you’re, you’re trying to ask those bigger questions and which I, that which I think, you know compliment to you and your organization that you’re trying to. Because we know when we need the painkillers, but really we need to take some good vitamins over an extended period of time to make our things more healthy for sure. Hmm.Tim Foot — You know, Rich, when we jumped into staffing work almost 20 years ago now, we had to educate the church on the need to have outside advice around staffing. But it was a lot of art and not as much science.Tim Foot — And now we’ve developed so much science around the art with with things like our candidate match tool. When you’re looking for a leader, you have to align around what you actually want in that new leader. So many teams will say, hey, we need this, this, this, this, this, this. And in the end, they’re looking for a purple unicorn. And that’s not going to help.Rich Birch — Right.Tim Foot — And we’ll talk about that as we get deeper in the conversation.Rich Birch — Right. Yes.Tim Foot — But Rich, last time I looked, unicorns are still mythical creatures. Rich Birch — True. Tim Foot — And so working working out what you actually need… Rich Birch — Right. Tim Foot — …and getting an awareness around alignment with who’s around the table may actually change your idea of what you’re looking for. Alignment is so important in getting an awareness of what our strengths and weaknesses are. Are we focused on the right thing? And are we actually moving the mission forward right now or is it stalled out?Rich Birch — Yeah, yeah, that’s good. One of your consultants, that remember once I was in a conversation about that very issue and and you know we had really lofty goals for what we were trying to hire. And and they they walked us through that conversation where it was like, okay, well, let’s let’s think about how many of these people are actually out there.Rich Birch — So and you list off hat half a dozen things that we were looking for and you cut back and you think, well, how many people actually work in the church? How many people have worked as long as we want to work and have had experience that we did and have done the stuff that we want to do?Rich Birch — And you literally get down to like, Well, there might be three people, you know, like, you know, and so anyways, that’s, that’s, that’s so true.Tim Foot — And actually… Rich Birch — You… Yeah, go ahead.Tim Foot — …that’s what we’ll often say. There are maybe three to five people when you have all of these filters in place, they can actually fill this role.Rich Birch — That’s true.Tim Foot — And that’s why you need to focus on ministry and you need to let us focus on finding those people.Rich Birch — Yeah, that’s good. Yeah, that’s good. That’s great. And yeah, and if there’s three to five and one of them is Jesus, the other is the Holy Spirit. So it’s like, you know, you’re down to just a very few. You… Tim Foot — And Rich, let’s not talk about why many, many teams wouldn’t hire Jesus these days.Rich Birch — Yeah, yeah. That’s a whole other topic. that’s That’s great. Now, you’ve said something once that caught my attention, and it’s in my head has been branded to you. And it’s that most of us were trained on a model, a leadership model that nobody named out loud, that everyone, that we’ve all absorbed.Rich Birch — What is that model? You know, what it look like? And I know when you named this, I started seeing this everywhere I looked. I was like, oh, wow, I can see this in multiple different places in myself and in our organization. What what is this model?Tim Foot — Yeah, I mean, the the model we see is hero-driven leadership. It’s when we rely too much on individuals to actually carry the mission. And I think the cracks have happened.Tim Foot — I mean, we’ve seen it, Rich, you and I are similar ages. I think the cracks are happening generationally. The builders and boomers were wired differently for a different time and culture. And us Gen Xers, we can code switch. I mean, we we see we see that happening all the time. And as we stepped into leadership, the cracks started to appear.Tim Foot — I mean, we see it every week. Another leader burning out, doing stupid things because of too much pressure. Then millennials and Gen Z are now leading in a new way that we need to embrace.Tim Foot — And so I think we’re seeing those cracks around that hero dependence, and we’re starting to see the need more than ever to have a team awareness, a holistic approach, or we’re just going to have leaders continue to burn out.Tim Foot — And we sit we see it around unrealistic hiring expectations, a lack of support for great leaders when they’re hired, a lack of development.Tim Foot — Hero dependence is a terrible staffing and growth strategy and becomes a massive trap when it comes to a number of the key focus areas or patterns we’ve seen that healthy teams focus on and move mission forward.Rich Birch — Yeah. See, this is the thing when you, I heard you say that once and it, it literally, I sat up and I was like, oh man, I’ve seen that in my own, you know, my own hiring. I’ve seen that in the way I’ve talked with, you know, I see the leaders around me. You see these people who they’ve kind of built the entire ministry around themselves and they’ve built, it’s like, it doesn’t work if they don’t, it’s like, they’re such a unique individual. They have to lift it all. Rich Birch — But what makes that model so sticky? Like, why do we keep coming back to that? Why? Even if we know like intellectually in our heads, yeah, that’s not a good idea. It feels like we just keep coming back to this same thing time. In fact, we actually reward it. We’ll be like, wow, isn’t that great? This person’s amazing. And we just kind of keep moving on. Why is that?Tim Foot — It’s the shiny object trap. I mean, that that the the shiny object, aka the the talented leader that we think is going to catapult the ministry. Often we see it in in hiring conversations when a particular organization wants to go after somebody that’s been in at a much bigger organization than them. And often that person, if if they can attract them, will come in with a playbook that isn’t uniquely suited to the organization they’re stepping into. Or there aren’t systems to support that new leader and the growth that’s going to happen. And burnout happens at every level. But but we both know, Rich, busy work makes us feel productive. But is it the right work?Rich Birch — That’s so true.Tim Foot — And and we know that we can be ourselves the shiny object. We we want to it feels good to be the hero. It feels good to be the one that’s solving problems. Rich Birch — Sure.Tim Foot — It feels good to be the one that has all the answers. Rich Birch — Right.Tim Foot — And I think that’s one of the biggest threats in healthy leadership today is feeling like you have to have all the answers. Because I think one of the most powerful statements from healthy leaders and healthy teams is, hey, we don’t know what to do next. Because it actually opens up the room for new thought. It opens up the room for collaboration. And it opens up the room for teamwork. Tim Foot — But it’s easier to move quick. It’s easier to move quick and be surrounded by people who agree and play it safe.Rich Birch — So true.Tim Foot — And then down the road, we realized that we weren’t growing in every sense of that word. And the mission was stalled out. We know we often have to slow down, re-strategize, look at who’s around the table, work out how we work together to move faster in the long term. We have to be vulnerable to make a team work. And sometimes it requires us to actually help others win than focus on heroes. Tim Foot — I mean, you think about a winning sports team. It’s not about just one person out there doing all the work. We’ve got to work together as a team. You know, it’s it’s it’s how do we work together and have had have less dependence on that shiny object, those standout leaders or those heroes?Rich Birch — Yeah, that’s good. I love that. I remember years ago, we had a coach come in and as a lead team, and this basically spent a week with us and then, you know, try to help us get better in our leading of our people. And I remember at the end of the week, the leader who we brought in said you answer way too many questions. And I was like what do you mean by that? They’re like, you need to ask more questions and you answer. You’re you’re putting yourself way too much in the middle of all of this and you’re not letting…And I was like, oh that’s a good insight. You know, we’re not raising up other people we’re trying to uh you know make it all about us rather than about our teams. Well, I’d love to talk about your book.Rich Birch — So the title is Reaching for Remarkable: The Seven key signatures behind every Remarkable Team. Let’s start with the word Remarkable. You literally have it twice in your title and subtitle. Why Remarkable? And how does that relate to hero? Because I was like, isn’t that the same thing? Like, isn’t it couldn’t this be reaching for the heroic? So unpack that.Tim Foot — I love that word remarkable. And it’s always been our mission at Slingshot. We build remarkable teams through staffing and coaching because your mission needs a remarkable team to move it forward. Tim Foot — Jesus left us with the most remarkable mission. And but it wasn’t enough. He needed a team to move it forward. And if Jesus needed a team to move it forward, we need to move it forward as a team.Rich Birch — Right.Tim Foot — And so we’ve all got these unique expressions of that remarkable mission. But if that mission matters, your team matters more. Rich Birch — That’s good.Tim Foot — And so when it comes to Remarkable, it’s about the mission. It all comes back to the mission. And we never fully arrive, Rich. We’re always reaching.Rich Birch — That’s good.Tim Foot — We’ve always got to be focusing on the right things, doing the deep work of of of reimagining, reinventing, and re-moving forward to reach for remarkable momentum when it comes to our mission. But we’ve got to focus on the team and the right the right areas to move that mission forward.Rich Birch — Yeah, that’s good. So you actually talk about these, there’s these seven key signatures. Can you take a little bit of time and just unpack those? We won’t be able to get into all of them, but kind of talk us through how does it hang together as kind of a big idea?Tim Foot — Well, give you a little bit of context behind why they’re key signatures. You mentioned it in the intro, in a former life, I was a working musician and I would do solo gigs. It was my tentmaking job to do ministry back in Australia. Rich Birch — Right.Tim Foot — I would work three to five nights a week as a musician. And I always had way more fun working with other musicians in a team setting, because ah a band is essentially a team. And my best experiences, Rich, was when I was on stage with other musicians who were often better than me, but I was leading the band. We all lifted each other. And to achieve remarkable results, there was structure to it.Tim Foot — I mean, you know, there’s structure to music. There’s harmony and there’s rhythm and there’s key signatures. There’s tracks to run on that allow us to have a remarkable output. Rich Birch — That’s good.Tim Foot — And so as I move from that world into team strategy world, team specialist world, building teams world, I realized, hey, there are also tracks to run on as a team to reach for health and reach for remarkable, a remarkable output and remarkable momentum. And so that’s where we came up with these seven key focus areas that we call the seven key signatures behind every remarkable team.Tim Foot — And they’re a pathway, they work together. And I’ll run through them quickly. And then we can unpack what you what you want to unpack with the time that we have left, Rich.Tim Foot — But though, and they’re simple. I mean, these are patterns that I’ve observed over the last 16 years staffing teams, but the last 30 years growing in teams, learning from teams, leading teams. I mean, you and I both grew up in in church, Rich, and I learned a lot of of leadership lessons from being a volunteer on teams in in in my late teens and and early 20s, so much.Rich Birch — Yes, 100%.Tim Foot — But these patterns, this pattern or these key signatures start with number one, conviction. Conviction, which is a shared sense of why you exist and what you’re called to do. It’s the why behind the what. It’s the Simon Sinek. People buy why you do, not what you do. So that’s number one is conviction. Tim Foot — Number two is a message, a compelling and consistent way of communicating what matters most because, Rich, everything communicates. What’s the story our leadership is communicating? What we say, what we don’t say, our actions, our systems and processes. What story is it communicating? That’s number two. Tim Foot — Number three is culture, the values and behaviors that shape the soul of our team. How are people experiencing your ministry organization or your team?Tim Foot — Number four is roles, unique contributions for remarkable impact. Roles that clarify how we work together. Tim Foot — Number five is systems, which is scalable design for remarkable growth. Systems scale our mission. Tim Foot — Number six is friction because healthy friction moves the mission forward. How do we embrace healthy friction for growth? Tim Foot — And then the last one, number seven, and these all build on each other, is risk, which is bold moves that drive remarkable outcomes, initiatives that lead to breakthrough, strategic risk, not blind gamble. So those are the seven.Rich Birch — Love it. And you know friends, i I do think I would highly recommend that you pick up copies of this book. To me, when I when I saw this, to me, this feels like the kind of book that we should read together as a leadership team. Like, hey, let’s pull this together. You know maybe you’re looking for a fall thing to do with your leadership team. This would be a great book for you to pick up and go together. Rich Birch — There’s a couple I would love to tease out a little bit. I’d love you to pull out for us. Help us understand. You differentiate between conviction and message, two different things. I think lots of times we might collapse those into one. Why are they two separate? Help us understand the difference between those two.Tim Foot — Absolutely. Conviction, again, is why we do what we do. Without shared conviction, you won’t move the mission forward. There won’t be a reason behind initiatives. They’ll fall flat. Rich Birch — Right.Tim Foot — There won’t be a reason behind the message you’re communicating. That’s why they’re different. So conviction is what keeps us in on the days we want to quit.Tim Foot — I mean, think about the early church in Acts 4. It’s a great, best example of conviction. Peter declaring in Acts 4:20, we cannot help but speak about what we’ve seen and heard. They didn’t just believe. They acted. It drove every decision.Tim Foot — If the disciples were just compliant, when Jesus ascended, they would have scattered. But because they were convicted, they ah nearly all of them gave their very lives for the mission. Conviction is our North Star. It’s It’s like calling. it’s It’s what keeps you the days, keeps you in it, the days you want to quit. And Rich, we know there’s going to be plenty of days you to quit. Tim Foot — Message, however, is is the story we’re communicating. It’s how we hire, fire, onboard, develop. It’s how we communicate our conviction and our overall mission. And in the book, we list a bunch of traps for each of these seven key signatures. And we can chat about some of the most common traps. But a common trap for for message is assumption. Rich Birch — It’s good.Tim Foot — We assume people understand and care like we understand and care. Rich Birch — Right.Tim Foot — And we don’t ask enough questions. I mean, it’s why Jesus’ ministry was full of questions, Rich. Rich Birch — Right. Right.Tim Foot — Because he was he was cementing conviction. I mean, Jesus asked the best questions and rarely gave the answers. He lived the answers and he teased the answers out because that’s what led to conviction. That’s why they build upon each other. Tim Foot — You can’t have a story without conviction. You can’t have a message without conviction. And you can’t have a healthy message unless you are asking the right questions to make sure people are hearing and understanding it. Tim Foot — Did you like like did you understand what I just communicated? What did you just hear that I that I said?Rich Birch — Right.Tim Foot — Why why are why are you so convicted to by our mission?Rich Birch — Yeah.Tim Foot — Why are you committed to it? So many great questions.Rich Birch — Yeah, it’s good.Tim Foot — The book is full of questions too. I’m a I’m a serial question asker. They used to call me “Quiz” when I was a teenager because I asked so many questions.Rich Birch — Yeah.Tim Foot — And it wasn’t until later that a mentor and co-founder of Slingshot, Stan Endicott—I think you know him, Rich—that he he convinced me that my proclivity for asking so many questions was actually a spiritual gift and not a special need.Rich Birch — Yeah. Tim Foot — Because questions, questions move conversations forward.Rich Birch — Yeah. Yep. Yeah, it’s true. It’s so good. And yeah, as I’ve shifted into full-time coaching, I have found, yeah, like that the the skill of asking a good question, it’s like, you know, I think the best moments I have with the people I’m working with are when we’re, I’m asking questions and they’re discovering, they’re tripping on to their own answers that maybe are a little different even than I would have. But just asking good questions, super important.Rich Birch — Okay. Another one that stood out to me of the, and again, friends, you’re going read all this. Obviously we can’t cover this in just, you know, half an hour conversation. But talk to me about friction, healthy friction. Tim Foot — Yeah. Rich Birch — So I literally have said as an executive pastor, my job was to remove friction from the organization. And so when you say, oh, you lots of us are trying to remove it. I was like, ouch, that’s me.Rich Birch — Because I think that’s, ah you know, I would I want to find places where we’re stuck and say, how do we get those unstuck and push this thing forward? So talk to me about why I’m wrong about friction.Tim Foot — I was there too, Rich. I was absolutely there. But when I get to number six, when we’re speaking on this or teaching on this, I will often say, hey number six is a wait, what? Tim Foot — I thought this was the sign of an unhealthy team. I used to think that. I used to think that the harmonious teams were the healthy ones, that when I walked into a context where there was all harmony with the team, that it was there was healthy, the absence of friction was healthy. But it’s not. It’s a sign of unhealth. Tim Foot — And I’m talking, there’s two kinds of friction, healthy and unhealthy. I’m talking about healthy friction. I mean, you think about a car and how the rubber meets the road, causes friction, moves the car forward. If you don’t have friction in your team, your mission isn’t going on anywhere.Tim Foot — It’s interesting, Zippia workplace survey found out that 76% of employees in the workplace avoid conflict, which is a real problem because healthy friction sharpens and aims teams, while avoiding conflict leads to complacency and stagnation.Tim Foot — Teams where members are passionately embracing friction will not only push through and forward to great results, they’ll attract and retain, which is really important, they’re going attract and retain top leaders. It’s where the mission truly comes alive and evolves to all it can be. Good leaders, rich, know to allow it. They know not to control it, but closely monitor it.Tim Foot — We get to decide if the tension or friction we allow is healthy or unhealthy. We call this the loaded gun of the seven key signatures, because when this gun goes off, it either breaks through a door or a wall that you needed to break through, or somebody gets hurt. And good leaders know how to monitor that and help it break through and not damage other leaders.Rich Birch — Yeah, let’s double click on that. Help me understand. So yeah, I’m going with you. I can see what you’re saying. You know, healthy friction, you know, unhealthy friction, good friction, bad friction. So give me an example. Rich Birch — You walk into it, you’re working with a ah church and there’s some telltale signs of, friction that’s that’s negative, that’s actually pulling the organization back, that’s that could be potentially hurting, or maybe has gone too far, or what’s, I’m not sure the best way to say that. Versus, hey, no, here’s some here’s some good friction that’s actually some good heat here that’s pushing the tires forward. Help us, what does that look like?Tim Foot — When when it becomes personal, Rich, that’s always the way you know it’s trending towards unhealthy. We’ll get to it in a minute, but we’ve got a team assessment on our website now around these seven key signatures, and we talk about unhealthy, inconsistent, functional, remarkable.Tim Foot — Most most teams live in that functional space. If you’re below unhealthy, it’s trending toxic, and that’s when you need ah that’s when you need the 4Sight group and Jenni Catron to come I mean, do some some deep, deep culture work. Rich Birch — Right.Tim Foot — I’m all about our ecosystem. I know you are too, Rich. It’s like when you need the deeper work, then you need the specialist. Rich Birch — Sure, sure.Tim Foot — But right now you’ve got the general practitioner. Rich Birch — Yeah, yeah, yeah.Tim Foot — But but when it gets when it gets personal, you know that that’s unhealthy friction. Rich Birch — That’s good. Right.Tim Foot — And let’s go back to um the the harmony piece. Because that’s one of the traps when it comes to friction. it’s It’s the harmony trap. And it’s like it’s you wanting there to be you know violins and and and and birds singing and for everybody to be loving each other. That’s also a sign that there is unhealthy friction. Rich Birch — Right. Tim Foot — Because there’s things lurking that have been pushed down below the surface that are going to come out sideways that if you had just dealt with it straight away, it actually could have become momentum for your mission. It’s the unspoken influences trap. it’s the It’s the elephants in the room.Rich Birch — Right.Tim Foot — It’s what everybody’s thinking about, but nobody’s talking about. That’s going to that that’s gonna be insidious and it’s going to chip away at the health of your team. Rich Birch — Yeah, that’s good.Tim Foot — And it’s gonna become unhealthy friction. And so that’s a great question to ask. And that’s in the book too. What’s every thinking about, nobody’s talking about? Because that’s what we need to engage.Tim Foot — Now, if we think that’s going to lead to unhealthy friction, let’s have the the conversations outside of the meeting. So that when we get to the conversations inside of the meeting, we can engage this as healthy friction that will actually address the topic and will move us forward rather than becoming personal and eroding relationships.Rich Birch — That’s good. Yeah, that question, what’s everybody thinking about that nobody’s talking about? That’s powerful. And I can see, yeah, that even even the organizations I’ve led, you can see where there’s seasons where we try to push away that friction. nd that can be just super negative. And it’s like this, we’re all just in la-la land. We’re all just, you know, can see that for sure. Tim Foot —Yeah.Rich Birch — So you wrote this book, you put this resource together. help me understand how you’re hoping it will help our, our churches. You know, I’m picture, I’m a church of a thousand people. Maybe I’m the executive pastor. I’ve got a team of 12 to 15 people on my team. And how how could, how could this be a helpful resource for us?Tim Foot — Well, this I believe this is the most important work we need to be doing, Rich, because if your mission matters, your team matters more. So often we get so focused on the people we’re serving that we forget the people we’re serving with.Tim Foot — And if we’re stalling out mission, mission-wise, then we’re not moving forward. And that’s not and we’re not being obedient to God’s call. And so what I’m hoping is, I mean, personally, our kingdom first principle at Slingshot is to leave teams better than than the way we found them. And the last thing we want to do is place great leaders on unhealthy teams.Tim Foot — So what we’re hoping is that teams are going to focus around these seven alignment areas and start to move mission forward, attract great leaders, retain great leaders. When we place, I mean, I you and I have both had healthy long-term ministries at churches, and it is a massive blessing when you, if God wills it, and you stay somewhere long term. I want other people to experience that. And that happens when the right leaders are placed on the right team.Tim Foot — So what I’m hoping churches do is they take our team awareness assessment on on our website, reachingforremarkable.com, which is attached to slingshotgroup.org. And they get a sense of, okay, where what where might we need attention in these seven key areas? Rich Birch — Yeah, it’s good.Tim Foot — Because it heat maps, it gives you percentages, you can take it as a team. And then to start the real important conversations.Tim Foot — I mean, I’ve been in rooms with this work, Rich, where you start to see teams have conversation around alignment and and teams that were that were stale or leaders that were burnt out start to get a glimmer of hope. Rich Birch — Yeah. That’s good.Tim Foot — That, oh, if we start to have these conversations around these areas, if we walk this pathway, if we focus in these areas where we’re struggling right now, we’re going to start to see results.Tim Foot — I mean, I even think about the key signature of systems. You know, it’s systems that scale remarkable growth. If we’re not building systems to to accommodate the growth that we keep praying for, God’s not going to bring the increase. Rich Birch — Yeah, it’s true. Tim Foot — Because God isn’t going to bring growth if it’s going to hurt us. We have to be building the right kind of systems to support our teams and leaders so that the growth can come. It’s a stewardship issue. Rich Birch — Yes, yep.Tim Foot — So what I’m hoping happens in churches all over the place is that they start to focus on these key signatures and see mission momentum results that moves them forward as an organization.Rich Birch — Yeah, that’s so good. Why don’t you tell us, you’ve mentioned it, but tell us a little bit more about the team awareness assessment. Give us like a bit of a, you know, you’ve kind of given us an overview there. Give us a little bit more why we should take that test and give us that URL again that we can send people to.Tim Foot — It’s reachingforremarkable.com and it’s it’s literally 10 minutes or less. Rich Birch — Right.Tim Foot — And it’s free as a leader. You can jump in and take it or you can sign up and and take it as a team. And it gives you obviously the team percentage on each of these key signatures. but also your own results. And when we’ve worked with real high-performing teams, it’s fascinating to watch these great leaders compare their individual percentage on each of these key signatures with their entire team and just to see alignment start to happen and the right conversations to happen.Tim Foot — Because we want to be able to focus in on where alignment is needed most. It may be real simple, Rich. Most teams live in that functional space. Rich Birch — Sure. Tim Foot — Functional’s fine.Rich Birch — Yeah.Tim Foot — But it’s not going to get remarkable results. Rich Birch — Yeah.Tim Foot — And our mission is too important. We have to focus on team alignment to move it forward.Rich Birch — Yeah. It’s so good. Yeah. I was talking to a a leader recently of a very large church and they were saying, you know, I just feel like, I feel like we got a go Pro. And what he was saying is exactly what you’re saying is like, Hey, we we’re we’re fine. We’re functioning.Tim Foot — Right. Right.Rich Birch — But man, we want to go remarkable. We want to go from just just because we can do this thing week in, week out in their case, have thousands of people show up, tens of thousands of people show up. But it’s like, that’s not enough. We got it. But the mission’s too important. We’re trying to reach people. How do we go remarkable? Which to me, I think picking up a copies of these books as a team would be a great first step. Rich Birch — Where do people, where can people pick this up? Where can they get your book if they’re looking for that? I’m assuming Amazon, but is there anywhere else we want to send them?Tim Foot — No, Amazon’s a place to go. Rich Birch — Yeah, that is the bookseller apparently.Tim Foot — I mean, it’s we know these days where wherever where everybody’s going, Amazon’s the way. And I would just add to Rich that as a leader, you want to know. This is information you want to have.Rich Birch — Yes.Tim Foot — We’ve talked so much about self-awareness. And if we’re in leadership, we need to show up to our team self-awareness. So many profiles. Rich Birch — Yep.Tim Foot — We don’t talk enough about team awareness. You need to know as a leader if you’re moving your mission forward or where you might be stalling out because it’s too important. And these seven things, as I said earlier, Rich, they’re not they’re not rocket science. Tim Foot — I mean, I like to I like to couch it this way: Conviction shapes the heart. Message shapes the voice. Culture shapes the atmosphere. Role shape contribution. Systems shape sustainability. Friction shapes growth. Risk shapes the future. And that’s why I hope you’ll dig into this with us. Rich Birch — Love it. Tim Foot — Because we want to see the kingdom move forward and we want to see churches full of healthy teams that not only great leaders want to come and be part of, great volunteers want to be a part of and help move this forward.Rich Birch — That’s so good. Well, I think that’s a great place to end it. I was like, man, that’s, I’m like, I want to preach. Amen, brother. That’s fantastic. If people were, so we’ll send them to Amazon. We’ll put a link in the show notes for that. If people want to track with you or with Slingshot, where do we want to send them online to connect as well?Tim Foot — Slingshotgroup.org is our company website. And there’s a bunch of great stories there. There’s places that you can engage. We would love you to be in our ecosystem. And yeah, you can jump over there to reachingforremarkable.com. And we would love to come alongside you and help you continue to move forward in the unique ways that God has called you to.Rich Birch — Well, Tim, it’s great to see you. Tim Foot — You too.Rich Birch — We were just remarking before, we had dinner together there a couple months ago. That was fun, but it was fun to put the recording on today and connect a little bit. Appreciate you, brother. Thanks so much for being here today.Tim Foot — Thanks for having me, Rich.

We are literally dying without joy at work. Every year, 120,000 deaths in the U.S. (Zippia 2023) are linked to workplace stress, yet most leaders believe the answer is more hustle, more grit, more resilience. That's not the solution. In this episode, we're pulling back the curtain on why joy isn't fluff, it's the center of everything. You'll discover the surprising data, a grounded metaphor to rethink joy, and the practical Joy Ratio that can transform how you lead and live. Here's What's in the Episode 2:06 How the pain of a toxic workplace nearly broke Jenn. 04:45 Shocking stats on stress, disengagement, and the measurable boost when joy is at the center. 06:01 About the book Joyosity and how you can join the Joyosity Works Very Important Party for behind-the-scenes access. 07:17 The difference between toxic positivity and joy. 09:12 Introducing the Joy Ratio: how to balance joy, toil, and the messy middle to build resilience and results. 15:31 The question to start applying in your leadership. Key Takeaway Exhaustion, distrust, and turnover are symptoms of missing joy. About the Host: Jenn Whitmer Jenn is an international keynote speaker, leadership consultant, and the founder of Joyosity™, helping leaders create positive, profitable cultures through connection, curiosity, and joy. With a background in communication, conflict resolution, and team dynamics, Jenn helps leaders and organizations navigate complex people challenges, reduce burnout, and build flourishing workplaces. Her insights have resonated with audiences worldwide, blending real-world leadership expertise, engaging storytelling, and a dash of humor to make the hard stuff easier. Whether on stage, in workshops, or with coaching clients, Jenn equips leaders with the tools they need to solve conflict, cultivate communication, and lead with purpose. Her upcoming book Joyosity hits shelves fall 2025, offering leaders a fresh approach to joy at work that builds real results. Resources & Links: Preorder Joyosity: Joyosity: How to Cultivate Intense Happiness in Work & Life (Even If Things Are What They Are) Joy isn't fluff — it's fierce strategy. This book gives leaders the tools to turn exhaustion into resilience and build cultures where work is a joy, people are whole, and organizations flourish. Free 99 Steps: Joyosity Explorer Map → Discover your deeper purpose and story. Joy is linked to purpose, and productivity increases by 20% when your purpose connects to your work. Ready to Make a Plan: Joyosity™ Jumpstart → Get crystal clear on what you want, what's in the way, and how to move forward with traction. Starting the Journey: Enneagram Navigator → Stop guessing your type. In this 1:1 session, get clarity on your motivations and blind spots. Ready to Dive In: Joyosity™ Intensive → A one-day transformative experience to realign with your values and build a practical plan for joyful leadership. A Party for More: Bring Jenn & the Joy to Speak → Bring the spark (not just the spark notes!) to your whole team with contagious joy, practical tools, and plenty of laughter. Loved this episode? Rate, review, and share with a fellow leader who's ready to ditch the drama and lead with more joy, curiosity, and clarity.

Research by Zippia indicates that 82% of individuals do not have an effective system for managing their time. This results in 51% of their workdays being spent on less valuable activities. Consequently, businesses in the United States suffer annual losses of approximately $588 billion due to workplace distractions.   A survey conducted by The Alternative Board found that 35% of business owners attribute their low productivity to poor time management.   Cindy Baker, a speaker and productivity coach, is the founder of CBC - Cindy Baker Coaching, a coaching and education company dedicated to entrepreneurs. With a master's degree in counseling and over 19 years of experience as an educator, Cindy's mission is to share the success secrets she has discovered throughout her journey as an entrepreneur with ADHD. She aims to inspire other creative professionals to leverage their brain's strengths to become positive, prepared, and productive. Her productivity training has helped countless entrepreneurs overcome feelings of overwhelm, gain clarity and focus, and effectively manage their time. Fueled by faith and coffee, Cindy enjoys being a wife, grandmother, and dog mom. When she's not coaching, she can often be found singing in her church choir or spending time outdoors.   Growing up with undiagnosed ADHD, I worked hard to compensate for symptoms such as procrastination, forgetfulness, difficulty focusing, and feeling overwhelmed. After my diagnosis, I found myself in the midst of my usual "scroll break" one day. What I intended to be just a few minutes to check my phone turned into 30 minutes of mindlessly watching YouTube videos. It hit me: I wasn't just procrastinating; I was giving away my dreams minute by minute with each unplanned break.   So, I made a change. Instead of trying to manage my time, I began managing my focus. I divided my day into short, powerful sprints. I set a timer and committed to focusing on just one task until the timer went off—no scrolling, no multitasking. It worked! I realized that my brain just needs structure. I developed my focused sprint method and other ADHD-friendly strategies into a framework to help other entrepreneurs.   I don't believe we need more hours in the day. We simply need to dedicate our best energy to what matters most. With small changes and new habits, we can accomplish more with less stress. Many people feel they are letting someone down—either neglecting their family to grow their business or sacrificing their own health and well-being. It brings me great joy to instill hope in people when they realize that there is another way to live.   For more information: https://cindybakercoaching.com/  Follow: @cbc_cindybakercoaching  Email: cindy@cindybakercoaching.com

In this episode, Elena Bobyreva talks to Trey Causey, Head of Responsible AI & Senior Director of Data Science at Indeed, about using AI in hiring.Stay with us to get the latest HR updates. Follow us on: X @cadHRnews; LinkedIn @ Canada HR News Podcast for HR news and clips from this interview. It is becoming clear that HR professionals are staring to take AI very seriously.  According to Zippia, 65% of recruiters currently use AI in the recruitment process. because it reduces workloads, improves search and hiring processes and streamlines candidate experience. But AI comes with risk and different jurisdictions rollout laws to protect job seekers from irresponsible Ai practices.In the interview, we discuss:- Specific ways that Indeed helps recruiters to source the candidates and job seekers find jobs using AI- Implications of candidate using AI tools to apply for jobs- Risks of using AI instruments in hiring- Ways to ensure the ethical use of AI in our processes- How employers and job seekers feel regarding the use of AI in recruitment- Importance of maintaining human involvement in hiring- What the future may look like for AI in recruitmentFor video clips from the interview 

Welcome to the Road to Leadership Success, a resource for people who want effective leadership productivity strategies to learn faster and accomplish more. I'm Sabrina Braham, your Leadership coach. As your coach, I'm constantly looking for shortcuts to help you succeed in your life and career. If you take 10 minutes to listen to these simple and easy mind hacks, I will share, it could double your productivity. In this episode, I am going to give you two leadership essential tips: How to overcome procrastination, distractions, and interruptions. A scientifically proven method to increase your productivity and innovation. How often do you find yourself procrastinating on tasks or projects? How do interruptions impact your productivity daily? Are you feeling swamped by your tasks? Do you need help to keep up despite your efforts? Well, you're not alone. According to new research conducted in the US by Zippia, the average employee is productive for 2 hours and 53 minutes daily. That's only 31% of the average 8-hour workday. Most employees feel unproductive because they spend the majority of their workday distracted. Atlassian has discovered that the average employee is interrupted from work around 56 times a day and spends 2 hours recovering from these distractions. How long do you think it takes to recover from a single distraction? According to the research, Refocusing after a distraction takes an average of 23 minutes and 15 seconds. Do you have something you want to do or know you need to do but can't figure out how to fit it into your schedule or avoid being distracted? Or Your challenge is that you are procrastinating. How much more could you get done if you weren't procrastinating, weren't interrupted, and could you stay focused?  A lot, right? Are you ready to move your productivity AND career to the next level? I've got a proven strategy for you that will enable you to seize opportunities without procrastination, interruptions, or lack of focus. The good news is that I will give you my “Improved Pomodoro Technique” today. This is a proven method for increasing focus, productivity, and creativity. Top Tech Leader Struggles With Productivity & Being Overwhelmed But first, let me tell you a story about Ava, a director in a large company who came to me for executive coaching. She was working long hours and was overwhelmed by all her projects. She was very talented, and one of her coaching goals was to increase exposure to senior management to build a brand and enhance her career. Her senior VP had been brainstorming with her to develop a new product. The meetings were exciting and productive.    Then, they took an unexpected turn. In the last month,  Brad, the director of another department, had begun collaborating with the senior VP on the same project. Now, he was talking to Brad and not to her. Her question to me was: “How can I get the senior VP  to speak and brainstorm with me again? She wanted to know how. Could you continue to provide input on the project and be instrumental in preventing errors?  When I asked her why he should talk to her instead of the other director, she said, “Oh no, he needs to speak to both of us. The other director knows some important information, but I understand the algorithms, and unless they consider them, there will be errors in this project.” I asked what kept her from giving the Senior VP this information. She paused and said, "I'm swamped with less critical projects, which unfortunately prevents me from conducting the necessary research to stay updated on the information required by the Senior VPs for this new product." She looked surprised by her answer. She was startled to discover that she had missed an opportunity because she had filled her schedule with less urgent projects, lacked the time required for necessary research, and had, therefore, missed an opportunity.

Presented by Lisa Bishop Do you express genuine appreciation for others? I am examining 5 habits of an extraordinary leader. And today is the fourth habit: show appreciation. Gary Chapman's book The Five Languages of Appreciation in the Workplace shares a statistic that 65% of North Americans reported they had not received recognition or appreciation at their workplace in the past year. And while 51% of managers believe they do a good job of recognizing employees for work well done, only 17% of employees believe their manager actually does a good job of recognizing them[1]. Clearly, something is off! Data shows 79% of employees will quit their jobs due to a lack of appreciation (Zippia.com), while employees who feel valued are motivated to do their best work[2]. How regularly do you show appreciation in the workplace? It's been said encouragement is oxygen to the soul. Just as every person has inherent value, every human being has a desire (whether they will admit it or not) to feel valued and appreciated; it's one of the deepest and most basic human needs. While it's been proven there is a bottom-line benefit to organizations for fostering a gratitude culture in the workplace, the buck doesn't stop there. As a leader, and especially as a follower of Jesus, you are entrusted with tapping into the potential of the people in your care, helping them unleash their gifts and talents. This is a different mentality than, “Just do your job.” You have a high calling for cultivating a work environment that is built on an attitude of trust and to inspire and not to embrace the old “command and control” mindset. How can you genuinely show appreciation? Don't just show gratitude for what people do, show appreciation for who they are. Be specific, rather than general, saying “Hey, good job on that project,” doesn't point out what you specifically valued. Instead, it might sound something like this. “Hey Jim, I just wanted to say I really appreciated your attention to detail on the presentation last week. You do your work with excellence, and you bring a lot of heart and passion to the team.” When showing appreciation, go beyond pointing out a person's performance to acknowledging their intrinsic value too. Dr. Paul White says, “Even the hardest heart will soften and respond to a freely given ‘cup of water' of appreciation—reviving their spirit and creating new growth.” How will you make showing genuine appreciation a leadership habit in your life? Who is someone in your workplace you will encourage this week? -- [1] Chapman, G. D., White, P. E., & White, P. (2012). The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People. Northfield Publishing. [2] Kizer, K. (2023, June 29). 35+ powerful leadership statistics [2023]: Things all aspiring leaders should know. Zippia. https://www.zippia.com/advice/leadership-statistics/

According to a study conducted by Zippia, organizations with a comprehensive training program see 24% higher profit margins. So how can you improve rep readiness with a unified platform?Shawnna Sumaoang: Hi, and welcome to the Win Win Podcast. I am your host, Shawnna Sumaoang. Join us as we dive into changing trends in the workplace and how to navigate them successfully. Here to discuss this topic is Marc Losito, the chief of staff at FoodChain ID. Thank you for joining us, Marc. I’d love for you to tell us about yourself, your background, and your role. Marc Losito: It’s a pleasure to be here and, currently, I serve as the Chief of Staff at FoodChain ID and the Senior Director of Strategic Initiatives. I just finished a 23-year career in the military where I finished up in strategy and operations. And so transitioning into a strategic initiatives role or an operations-based role is exciting, and fluid for me. I’ve been at FoodChain ID for over a year now, and we’ve been employing Highspot as our primary sales enablement tool for about eight months. SS: We’re excited to have you here with us today. Now I know when you first started at FoodChain ID, one of your first tasks was to implement an enablement platform. Tell us about that journey. Why was it a strategic priority for the business to invest in an enablement solution? ML: Yeah, that’s a great way to phrase it, it was a journey. So, about this time last year, our executive leadership team gathered together and began to evaluate our strategic growth options, and sales enablement kept rising to the top. Brandon Taylor, our Chief Revenue Officer our champion of Highspot really put it on the front of our growth initiatives and really championed our adoption of Highspot. It wasn’t too much longer after that, and it was about, May of last year that we began to adopt Highspot and we rolled it out in August. We have been rolling ever since. One of the key differences that we’ve seen, and it’s really just the realization of this, this growth narrative that Highspot brings to sales enablement is we were able to cut down our seller ramp time from nine months to six months immediately with the training and coaching features on Highspot and, professionalizing our onboarding, putting it all into one spot and having sellers singing off the same choir sheet, as it were. SS: That is amazing to go from nine months to six months, and I definitely want to circle back to that. I do want to get a better sense because you were the executive sponsor for the evaluation and I know that you partnered closely with other key stakeholders in the process. How did you partner with your CRO and RevOps to find the right solution for the business and ultimately gain buy-in? ML: That’s a great question. Our CRO, Brandon Taylor, was the champion of this growth initiative, and Ryan Wing, our Director of Revenue Operations, was crucial to making sure that we were all aligned on a collective vision, making sure that our strategic goals were synchronized, and to make sure that everything from, sales enablement content to the way we wanted to orchestrate our plays and the KPIs that we had set out, the first being to decrease that ramp time. We thought that was the closest crocodile to the canoe if you will. We’re continuing to chase, some other goals, and our CRO has really put a high bar on what we want to achieve with this. With Highspot in, shortening our sales cycle times, increasing our win rates, increasing our ACVs, and increasing our opportunity creation, but ultimately getting their buy-in was the first step and making sure that we were all aligned on what the opportunity was and what the return on investment could be if we unanimously supported the adoption. SS: Absolutely. And I know that having one unified solution for enablement at FoodChain ID was really important rather than separate tools to equip, train, and coach your teams. In your opinion, what has been the impact of that unified experience on your sellers and their productivity? ML: The essence here is, bringing fragmented tools from across our enterprise and bringing them into one centralized location. It’s like switching from a vehicle that has manual steering, where you’re trying to struggle to shift and pivot with market trends, market changes, and competitor dynamics. But bringing Highspot into FoodChain ID is like switching to autopilot. You’re able to cue seller behaviors so quickly. You’re able to pivot and adapt to key changes that you’re seeing in the marketplace and it allows for a seamless inflow of information. As a result, our sellers become more agile, more informed, they execute it. Seller behaviors and plays are better, and they’re significantly more effective. And we’re starting to see the impacts of that. SS: Now, we alluded to one of the big wins earlier, but I know since implementation, you guys have shortened your onboarding time from nine months to six months, and you’ve also reduced ramp time by 30%. Can you walk us through how you optimized sales onboarding and ultimately drove these very impressive results? ML: I tell you, reducing onboarding time was a challenge but it’s one that Highspot is tailor-made to go after. And so we focused on three primary areas with Highspot when it comes to onboarding, which is customized learning paths. Integrating real-world scenarios into the training process and then leveraging the enormous amount of data and feedback that you get to continuously refine your onboarding approach. And so that triad not only expedited our onboarding process, but it ensured that new team members were sales-ready in a shorter amount of time. SS: Fantastic. I love to hear that. In addition to onboarding, your team also focused on improving sales coaching. In your opinion, what is the value of real-world coaching for sales reps? ML: There’s nothing that can replace real-world coaching. You’re not going to be able to automate or AI your way out of real-world, human touch. And the crucible where theory meets practice. When we’re onboarding reps, it’s not only important for them to learn in a classroom, but it’s also important to have a setting to apply, iterate, and refine their approaches in real scenarios with a feedback loop. That accelerates their learning and adaptability. And ultimately, the adage is true that practice makes perfect. And in today’s dynamic market, that’s especially critical. SS: You did mention AI, so I’m curious. How do you plan to utilize innovation in the enablement space like AI to help your team deliver effective coaching? ML: I actually have a bit of a background in AI, from graduate school and from my time in the military. I just believe that AI opens up a whole new frontier that revolutionizes sales coaching, by using AI features like meeting intelligence, we can personalize learning you can personalize it at scale you can provide real-time feedback, and more importantly is that you can identify patterns that would be impossible for humans to detect. And it’s not about replacing the human element. Like I said, nothing is going to replace the human touch in training and coaching, but augmenting it, and learning how to use AI with that human touch is going to make coaching more impactful and insights-driven. SS: Absolutely. And I did not know that about your background, that you have a background in AI. So I’d love to get your opinion: how can AI help the business scale sales productivity more broadly? ML: I’ve seen firsthand from my time in the military, how AI can have a transformative power globally and on the battlefield. And if you think of sales as a battlefield it scales productivity by automating routine tasks that otherwise take sellers away from engaging the customers, it delivers insights that would take us ages to analyze, with torrents of data, stacks upon stacks, and personalize the customer experience as well at scale. It’s a game changer, and it turns data into a strategic asset for every organization.  SS: How do you think AI will continue to drive business innovation in the near future, especially when it comes to enablement? ML: AI is bound to expand, especially in enablement and business innovation. I think we’re going to see AI become more integrated into daily operations. Highspot is already at the forefront here with meeting intelligence, being part of every sales engagement, and providing analytics.I think those analytics will become more accurate over time as we, train new models and reach new heights. But at the end of the day, the potential is it’s pretty vast: from automating administrative tasks to delivering those strategic insights and shaping seller behavior and future directions to make our customer experience more delightful. SS: Mark, last question for you. As you look ahead, how do you plan to leverage Highspot to help you achieve some of the innovation that you’re aiming to drive this year? ML: That’s a great question. So where do we go after our tremendous start? And I think what our CRO would tell you, and our director of revenue ops would tell you is that Highspot is poised to be a cornerstone of our strategy to drive innovation.Internally to FoodChain ID, we refer to Highspot as the sales accelerator. It is what propels our sales cycles forward. So we plan to leverage its capabilities to personalize learning scale development. We’re currently going through an environment optimization where we are using the motto of all the sales enablement you need when you need it, and none of it when you don’t.So the key there. Is that a sales rep doesn’t have to wade through this swamp of sales enablement that they don’t particularly need at that time, and Highspot is tailor-made – with its filtering, its lists, and its search features – to provide the right sales enablement at the right time and none that you don’t SS: I love that. I might have to steal some of those taglines for our marketing efforts. Mark, thank you so much for joining us today. I really appreciate it. Absolutely. ML: Thank you. It’s a pleasure to be here. SS: To our audience. Thank you for listening to this episode of the Win Win podcast. Be sure to tune in next time for more insights on how you can maximize enablement success with Highspot.

#kerjapakerorangdalam #kombur #delfmradio Fakta di lapangan !! Banyak pegawai diterima lewat jalur ordal alias orang dalam. Laporan tersebut berasal dari website pencari pekerjaan Zippia yang mengungkap sekitar 85% pekerjaan didapatkan melalui koneksi. Sementara posisi atau jabatan yang didapat dari jalur koneksi jumlahnya mencapai 70%. hmm, pro dan kontra nii kayaknya, kamu tim setuju ordal atau nggak? ____ www.radiodelfm.co.id --- Send in a voice message: https://podcasters.spotify.com/pod/show/delfm-radio/message

In a survey conducted by Zippia, 86% of leaders in the workplace cite lack of collaboration as the top reason for workplace failures. So how can you increase stakeholder buy-in to maximize adoption and collaboration?Shawnna Sumaoang: Hi, and welcome to the Win Win Podcast. I am your host, Shawnna Sumaoang. Join us as we dive into changing trends in the workplace and how to navigate them successfully.Here to discuss this topic is Gurneet Sagger. Thank you for joining us, Gurneet. I’d love for you to tell us about yourself, your background, and your role. Gurneet Sagger: Yeah, thank you for having me. I’m a bit of an enablement veteran before the word enablement was invented. And in a past life, I actually led global sales teams. So about 13 years of leading sales teams, I made the jump into the enablement world. SS: Wonderful, we’re excited to have you here. Now, prior to partnering with Highspot, you leveraged a different enablement platform. What was the impetus for deciding to switch platforms?  GS: Yeah, Highspot for us is really about ease of use to the team. I think many enablement people will relate to a lot of tall tasks ahead of you with a small team. And that’s what led me to Highspot. Highspot was easy to use on the initial demos and the interface. SS: I love hearing that. And in bringing in Highspot, you built a really strong partnership with sales and marketing leaders including your CRO to gain buy-in. What are some of your best practices for securing stakeholder buy-in and proving the impact of an enablement platform to your CRO? GS: Yes, I think I’ve been very privileged to have leaders that I’ve reported to who are bought into the power that an enablement team can have. I ultimately was given the opportunity of, “Hey, Gurneet, what is it you need in order for us to scale? And what is it going to take?” And one of those key things was having a sales readiness LMS tool. And that’s why Highspot was selected. But throughout the process of getting through budgets, and headcount planning, I made sure that I had buy-in across sales, account management, marketing, and our product leaders. SS: That’s fantastic feedback. Now, since implementing Highspot, you’ve seen incredible momentum, including 94% recurring usage and really strong adoption in nearly every area of the platform in terms of adoption. What are your best practices for driving adoption across your go-to-market teams? GS: One of the things we did out of the gate is once we launched, there was no exception to be able to relay information out to go-to-market teams unless it was through Highspot. As a company, we use Confluence, which is a phenomenal tool for the broader team, but for all the other departments to move quickly, for example, product, if there’s a new product update, to make sure that they could roll out without any delays. Having each core product leader provide the enablement team with the information in a digestible way, which could be inputted into Highspot quickly was critical for us.And we just didn’t have any exception to the rule. Information needed to go out. It had to be leveraged through Highspot and ultimately you want to be able to, as a leader, show the ROI on the enablement tool and the costs that you’re incurring onto the company.SS: Thos are fantastic best practices, I know our audience can take a lot from that. One area that I know that you guys have really championed the success is in your onboarding program, I know that you guys have achieved a 77% active learner rate. How do you use Highspot to effectively onboard and certify reps?  GS: Highspot is the most critical tool for us. We grew headcount from 20 sellers to over 200 on the sales side and then we also grew our account management teams and we use Highspot on every single lesson. We’ve gone from a two-week onboarding program, due to high growth headcount scale, and now we’ve moved into a three-week program. And over the course of time, like many companies, you’re coming out of the pandemic, moving into a hybrid environment. But, we’ve had sellers all across the country in multiple sales hub locations. And so Highspot enabled my small team to be able to get the learnings out and to be able to track performance quickly. Every onboarding lesson sits in Highspot with all the accompanying resources to make it easy to find for our new hires. SS:  Now, in your opinion, what would you say is the value of having a unified platform that allows you to deliver everything from content to onboarding and training, what is the value of having that unified for your reps?  GS: It’s just ultimately speed. You know, my goal as an enablement leader is to prove and show that we can increase work rate, right? Not just for our sellers, but also our account management team. And so being able to search something in Highspot. We need to make sure that you can find them. And if a rep can’t find what they’re looking for, we’ve got good feedback loops so we can keep things updated. But, ultimately, it is getting our sellers and our go-to-market teams, the information they need, as quick as they can get it. SS: With all of this momentum for enablement and you’ve grown your team significantly and you’ve really done a fantastic job positioning enablement as a strategic business function. How have you leveraged Highspot to help you scale the impact of your team on the business? GS: We’ve used Highspot now, not only through onboarding, but increasing locations that our sellers move into, new verticals, and new product updates. And so it’s enabled us to execute a lot quicker than had we gone through the manual process or I know for many enablement folks that are still dealing with Google drives and sorting things through that. And so it’s enabled our leaders to be able to roll out as quick as possible. We want to make sure that we’re providing the very level best for our clients, what we call our partners here. And to do that, we’ve got to certify individuals. We have some critical verticals that we sell into that need a little bit more attention to detail. Every time we roll something out, we certify our sellers to make sure that we’re reinforcing those learnings and then enabling them to execute. SS: You guys are having amazing impact. What would you say some of the key business results that you’ve achieved so far with Highspot are, and how do you go about measuring enablement success? GS: Yeah, that’s really going to be critical for us going into this year. We’ve gone through two years of headcount growth, and now we’ve really got to start doubling down on obviously overall ramping success of our sellers. But I think, ultimately, we have a phenomenal platform and product and for us to get it into the hands of our partners and our professionals, those are the hourly workers on the platform, as quick as possible, it means education. Being able to ramp our new hires faster, being able to train a seller one day, and within 24 hours, they’re certified, and that then unlocks further revenue streams, like further account pursuits for those individuals is really critical. SS: Gurneet, last question for you. As you look to the future, you’ve mentioned that you plan to take advantage of a lot of the new enablement innovations, like artificial intelligence, to continue to scale enablement’s impact. How do you plan to leverage AI and other innovations to continue to drive business impact in the year ahead? GS: It’s everything from developing our call scoring and making sure that’s then aligned with our rubrics and our scorecards across all of our tool stack. I’m excited to see what Highspot will do with AI on their product roadmap and we’re already seeing kind of improvements with just descriptions and surfacing content in the right places. And for us as a business, AI is one of those key investment areas. And so as an enablement team, we do make sure that we’re following the same charge that our leaders have set. SS: It is an exciting future ahead that we have on that front. Gurneet, thank you so much for joining us today, I really appreciate it. GS: Thank you so much for having me. SS: To our audience. Thank you for listening to this episode of the Win Win Podcast. Be sure to tune in next time for more insights on how you can maximize enablement success with Highspot.

Burnout is reaching epidemic proportions with a staggering 89% of Americans reporting symptoms in the past year, according to Zippia research.  This 13.5% increase since 2021 reflects the growing pressure of work-life imbalance in today's demanding environment.  While 70% of professionals feel employers are neglecting their well-being, building resilience is a two-way street. By implementing stress-reduction programs and prioritizing employee mental health, companies can empower their workforce to overcome burnout and create a more sustainable work environment. On this episode, Dr. Russell Thackaray joins Susan Hobson and Rob Kalwarowsky from Elite High Performance.  We talk about stress, burnout, resilience and how we can improve workplace wellness. Check out the Elite High Performance Legacy League community and get 30-day free at www.elitehighperformance.com/legacyleague  Find Dr. Russell Thackaray at the following links: https://www.linkedin.com/in/russellthackeray/  https://podcasts.apple.com/ca/podcast/resilience-unravelled/id1118438974  https://www.qedod.com/  Find Susan Hobson, Founder & CEO of Elite High Performance, Top Leadership Coach & Author, at the following links: https://www.elitehighperformance.com/leadership-consulting/  https://www.linkedin.com/in/jumpstartliving/  https://www.instagram.com/susanlhobson/  https://www.tiktok.com/@susanlhobson  Find Rob Kalwarowsky, World-Renowned Leadership Coach & TEDx Speaker, at the following links:  www.elitehighperformance.com  https://www.howtodealboss.com/  https://www.linkedin.com/in/robert-kalwarowsky/ https://www.instagram.com/bosscoachrobk/  https://www.tiktok.com/@bosscoachrobk  Background Track - Geography by Infraction - https://inaudio.org/track/geography-pop-rock/ --- Send in a voice message: https://podcasters.spotify.com/pod/show/leadershiplaunchpad/message

According to Zippia.com, in 2021 the average amount homeowners spent on home improvement was $10,341 which was up 25% from 2021. This makes sense as people spent their cabin fever time improving their homes and now that Covid is more controlled. People are spending more due to M1 money supply with unemployment and stimulus checks. Now that labor rates are rising due to lack of resources, the general contractors and landscaping companies are raising their rates and passing them onto you. This is just another result of inflation.So what can be done to curb the cost? The easiest one is reducing the cost for supplies to complete jobs. Generally speaking, the typical markup for materials is between 7.5 to 10%; however, some contractors will mark up materials 20% or more.What you can do is ask the contractor for a materials list and place the orders yourself. Now with larger jobs, it comes with more complicated supply lists, ad hoc purchases and add-ons. In addition, you may make several purchases throughout the project life cycle so you need to stay on task. In many cases you should be able to order the large majority of goods while removing copious tasks away from the contractor who may not want that burden. The bottom line is that this is an easy way to save money and you can learn a little bit along the way. For example, a $30,000 job could save you anywhere between $2,250-$6,000.Website:https://www.somethingonmymind.net/Social Media https://www.instagram.com/somm.podcast/https://www.youtube.com/channel/UChec5qcZBcGkIhUU3belNDwhttps://www.tiktok.com/@somm.podcast?lang=enhttps://www.facebook.com/somm.podcasthttps://twitter.com/Somm_podcastThis show is part of the Spreaker Prime Network, if you are interested in advertising on this podcast, contact us at https://www.spreaker.com/show/5501411/advertisement

A recent wave of minimum wage increases across several states in the U.S. may have significant knock-on effects, such as the potential rise in the cost of popular fast food items. Some analysts believe that classic fast-food favorites such as McDonald's Big Mac could well surpass the $15 mark in the affected states. Brandon Arnold, deputy head of the financially-focused think tank, the National Taxpayers Union, highlighted the impact of California's new policy requiring fast-food staff to earn a minimum of $20 per hour as an alarming trend. Arnold's comments during a conversation with Fox News on a recent Monday suggested that businesses would be left with few alternatives but to adjust their pricing model or find ways to trim labor costs. In some cases, companies may potentially deploy cautious mix of the two to balance everything out. The repercussions will likely be felt by regular fast-food consumers, as their favorite meals may start to pinch their pockets slightly more. At present, Massachusetts holds the dubious record for the most expensive Big Mac in the U.S., with a price tag of $7.09, as per financial data provided by Zippia. Yet, it's a different story in North Carolina and Wyoming, where the same iconic burger is available at a much affordable $4.19. The nationwide average price for a Big Mac currently stands at $5.17, yet these figures can be expected to wobble following the wage changes. In California, the new $20 hourly minimum wage for fast-food workers is set to be implemented from April onwards. In anticipation of this increase, companies like McDonald's and Chipotle have already announced their intentions to raise the prices of their offerings at various locations across the Golden State beginning from this year. Arnold further shared his thoughts on how employers might respond to the change in labor costs. He anticipates no swell of immediate layoffs, but he doesn't rule that possibility out entirely in the long run. McDonald's, being one of the globally recognized fast-food chains, is drawing particular interest in this conversation, although they have yet to comment on this particular issue. Pizza Hut has already shown a potential reaction to the new minimum wage laws. The popular pizza chain announced last week that they would be laying off in excess of 1,200 delivery drivers in California, presumably as a preemptive move with the upcoming state regulations. Looking ahead, Arnold surmises that the fast food sector could experience a job reduction rate somewhere between 10 to 15%. In his view, fast-food workers may prefer to stay employed at shorter wages, such as $8, $9 or $10 per hour, rather than face the harsh reality of unemployment. This could potentially tap into the ongoing debate over the balance between employee wages and job security. These concerns are echoed by others in the industry as well. An example can be found in McDonald's U.S. operations chief who expressed concerns about the viability of small business restaurants under California's looming wage regulations. He believes it could make running such businesses unfeasibly challenging if the wages were hiked as planned. Brandon Arnold reiterates his view on the situation by highlighting the likely consequences of the new minimum wage laws—potential employee layoffs and higher costs for customers to bear. His comments lend a certain air of concern to those who value fast-food enterprises for their affordability and the part they play in economic growth. This minimum wage shift reflects deeper legislative changes underway in the country. 25 states, along with Washington, DC, have passed legislation to up the minimum wage. 22 of these states saw the laws taking effect on the very first Monday of the new year. Nevada and parts of Oregon will experience the minimum wage hike from July 1, whilst Florida plans to implement their new minimum wage scheme later in the year on September 30. McDonald's, in its adherence to these wage laws, has indicated its plans to subsequently increase menu prices in California, where fast-food establishments will be legally obligated to pay workers a minimum of $20 per hour from later this year. New York has also jumped on the wage increase bandwagon, as reflected in the New Year's raise in minimum wage in several areas. New York City, Long Island and Westchester County saw minimum wages go up by $1, moving from $15 to $16. Elsewhere within the state, the new minimum wage will be $15, showing an increase from the previous $14.20. The steep hike in California's minimum wage policy has excited a variety of commentaries from various corners of the industry. The president of McDonald's USA, Joe Erlinger, openly laments these policies in a public correspondence. He sees a possible risk of these developments ostensibly thwarting growth and prompting businesses to reevaluate their operations within the Golden State. In Erlinger's view, these 'problematic' policies appear to be a part of California's pattern of pushing up the prices, thereby causing not only potential damage to small and large businesses alike but also directly impacting consumers. He laments the possible detrimental effects of this so-called 'bad policy and bad politics' to the state's economy. If these predictions hold, the consumers' takeaway from this situation might very well be increased prices of their beloved fast-food items. The unfolding saga of the minimum wage increases holds the potential to redefine the fast-food landscape, in terms of not only the costs of their favorite burgers but also the economic and labor trends within the industry. This Post First Appeared on Real News Now: https://realnewsnow.com/15-big-macs-could-become-reality-thanks-to-minimum-wage-hike/ Visit Real News Now for more breaking news and stories https://www.realnewsnow.com/ Facebook: https://www.facebook.com/RealNewsNowApp/ X Twitter: https://twitter.com/realnewsapp Instagram: https://www.instagram.com/realnews/ YouTube: https://www.youtube.com/@realnewsnowapp    See omnystudio.com/listener for privacy information.

The future of work and how to land a job in 2024.  In episode 255 of Your Career Podcast, let's take a look at what's next when it comes to your career. I cover what you must do for your career success in the next 12 months.

Are you someone who challenges the potential of the possible because you want a new challenge professionally?  Well according to Indeed if you answered yes to this question you're not alone. From ages 18 to 24, they change jobs an average of 5.7 times. Between 25 and 34 years old, they change jobs an average of 2.4 times. For comparison, sake, Zippia says successful people change jobs every three to five years. Across the United States, the average worker makes a career change every 4.1 years.  You can add Jesse Simpson to this evolving list.   Jesse is a former US Marine and Firefighter who traded his childhood dream job for a one-way flight to Costa Rica. He's an Entrepreneur, Freedom Fighter, and Truthseeker, now the Co-Founder and Chief Freedom Architect with Abundance Codes where he helps business owners fund the start up or scale of their business without spending their own money. I spent two years backpacking around the world, starting multiple businesses in the process. But then, I realized I was stuck in a loop, living my purpose hosting retreats in Colombia -but trying to pay for my everyday expenses with a business that wasn't yet making money. Then, everything changed when my daughter was born. Since becoming a father, my focus has shifted to building wealth for my family. It is my responsibility to provide, but more than that, my mission is to leave a lasting legacy. I've been going DEEP to understand what's going on in the financial system, learning how I can make this a reality. I was shocked when I realized that I was doing it all wrong, spending my life savings to build my business when I could have been leveraging debt like the rich to grow my business, acquire assets, and put food on my family's table. My entire life has been focused on fighting for freedom and serving my community. Right now, the biggest block from freedom for most of my fellow Americans is their finances.  He joined me this week to tell me more.       For more information: https://abundancecodes.org/ Instagram: @action_jesse

Dive into more myths in the aesthetics industry with Sonita Michelle, LE! Today's topic is Minorities in Medical Aesthetics. The topic will include an in-depth discussion about myths, facts, and statistics from Zippia.com! You know Sonita Michelle as always will give it to you Raw with Big Facts to back it up! Tune in and let us know what you think! --- Send in a voice message: https://podcasters.spotify.com/pod/show/blackgirlaesthetics/message

According to an article release by Zippia earlier this year, 94% of enterprises use cloud services. The concept of cloud services is pervasive not only in our professional world, but also in our personal world, from the things we do on our phone to streaming media. The cloud is everywhere. Dynamics 365 is also a piece of cloud technology that enterprises of various sizes and across multiple industries are using today. Despite how common cloud technology is today, one common mistake or misstep companies make with Dynamics 365 is not being intentional with understanding its architecture. Today, our guest, Brenda De La Torre, sheds insight into important facets of the Dynamics 365 architecture, how companies should think about their current cloud architecture when implementing D365 and some pro tips on implementing Dynamics 365. Episode TopicsBefore investing in Dynamics technology, what cloud architecture considerations are key and what strategies should companies considering to ensure a smooth integration into a company's existing IT infrastructure?How has the architecture changed from when you first started working with Dynamics?What are the common mistakes customers make when creating a D365 solution?Please provide a use case of a successful D365 solution Useful ResourcesDynamics 365 reference architectures - Dynamics 365 | Microsoft LearnAzure and Dynamics 365 scenarios - Azure Architecture Center | Microsoft LearnBusiness Applications | Microsoft Dynamics 365 About Brenda De La TorreBrenda has worked as a D365 + Power Platform Architect for close to a decade and since transitioned into a Partner Technology Strategist role at Microsoft serving as the CTO for Global Partners driving their technical roadmap and helping build transactable solutions. She hails from the Midwest (Wisconsin) and recently moved back with her husband, daughter, and dog! In her free time she loves exploring nature (hiking, biking, etc.) and helping people pursue a career in technology. Follow her Instagram @calledtotech for tech and career insights and news! Connect with Brenda - Brenda De La Torre | LinkedIn We'd love to hear from you!Don't hesitate to reach out with any questions, comments, suggestions or feedback! We'd love to hear from you. Send your hosts an email at digestibledynamics@microsoft.com Discover and follow other Microsoft podcasts at microsoft.com/podcasts Hosted on Acast. See acast.com/privacy for more information.

When was the last time you made it through an entire evening without checking your phone? If you can't remember, you're not alone. According to research from Zippia, the average American spends upwards of five hours a day on their phone – a habit most of us wish we could break. Our latest podcast guest has created a solution to help us disconnect to reconnect.Heath Wilson is the Co-Founder of Aro, a technology company that leverages the science of habit formation to help families put down their phones and focus on what matters most. As a veteran founder and father of four, Heath has so much wisdom to share on being a present parent, setting boundaries as an entrepreneur, and how to define your own version of success.WILDFLOWER SHOWNOTES : shannaskidmore.com/health-wilson

Interviews are an integral component of the hiring process. According to Zippia, the average corporate job opening garners 250 résumés. Among those, only four to six people are likely to be interviewed. With such competition for jobs, landing an interview is an opportunity to be cherished. Furthermore, candidates should do their best to ensure interviews go as smoothly and effectively as possible. Nerves can derail an interview. Nervous energy is a byproduct of humans' “flight or fight” response in stressful situations. Adrenaline builds up in the body and that can make for a nervous interview. The following anxiety-taming tips can...Article Link

In this episode, we will look at a strategy that will unlock employee engagement by fostering rapport, recognizing excellence, and sparking innovation by finding out what employees want.Employee engagement saw a decline from 2021 through today in U.S. workplaces. Furthermore, 29% of employees surveyed by Zippia stated they have not received recognition from their employer in over a year! You need to either show love or lose your people because people don't quit their jobs they quit their leaders.In this episode of Beyond the Rut, we will discuss the crucial aspects of fostering engagement and recognizing excellence in the workplace. Having meaningful conversations with employees connects with them on a deeper level than “How's it going?” and simply asking about status updates on tasks. By taking the time to connect on a personal level and showing genuine interest in their lives, leaders can build rapport and create a platform for open communication. Leaders have an opportunity to empower the voice of employees by gathering employee feedback and asking them how to recognize the achievements of their coworkers. This not only boosts morale but also encourages innovation and growth within the organization. In this episode, you will be able to:Plan and conduct your own routine of rounding with your employeesGather insights on what is working well and what needs improvementIdentify opportunities to delegate projects to your employees that will boost their careers and improve the workflowProvide genuine recognition to team members thanks to your employeesChapters00:00:00 Establishing Rapport And Gathering Positive Feedback From Employees00:04:31 Building Rapport And Gathering Employee Feedback00:06:13 Fostering Engagement And Recognizing Excellence In The WorkplaceThrough my experiences, I developed a proven framework called T.E.N.T. It stands for Trustbuilding, Empowering, Navigating, and Thriving-Together. With TENT, I help leaders expel employee dissatisfaction and combat high turnover rates. I teach them the skills and tactics necessary to create a positive and engaging work environment. Are you ready for a transformation in your organization's leadership style? https://btrimpact.com/workshops Join Chief Excitement Officer Sha Sparks as she discusses the power of investing in people through leaders' experiences and helps you turn your trauma into triumph.Support the show

18% of businesses prioritize customer retention over customer acquisition. 44% of companies focus more on customer acquisition, while the remaining 38% focus on them both equally. Acquiring new customers can cost six to seven times more than it does to retain current ones, according to Zippia.   Drake Nightenhelser   is a Client Quality Consultant who helps business owners land better clients and level up their business to be more attractive to high quality people.   Let's talk about how entrepreneurs can attract & land more great clients by… - Reformatting fulfillment to deliver outsized results to their BEST clients. - Solving the problem that their client's experience as a result of the solution they provide. - Transforming their company policies into Market Trust that is attractive to high quality people. - Being so transparent with their market that it's refreshing and attractive. - Making working with them a powerful experience that displays such high standards of behavior that it calls their clients to a higher level of operating. - Treating sales as a leadership & customer service activity.  He joined me this week to tell me more.   Facebook: @DrakeNightenhelser Instagram: @the_profit_collective    For more information: Profitcollective.vip /3simplesteps Get the book: Profitcollective.vip /book. Email: drake@modernsalesecosystem.com  

Retenez bien ce nom : Kairan Quazi. Originaire de Californie, cet adolescent de 14 il a commencé ses études universitaires à seulement neuf ans ! Et dans quelques jours, il deviendra le plus jeune diplômé de l'Université de Santa Clara, ce qui lui a ouvert les portes de SpaceX. Selon The Huffington Post, son quotient intellectuel est supérieur à celui de 99,9 % de la population mondiale.C'est donc le mois dernier que l'adolescent annoncé sur son compte Instagram qu'il avait accepté un poste d'ingénieur logiciel chez SpaceX, l'une des entreprises les plus exigeantes au monde d'après lui. Après avoir effectué un premier stage chez Intel, Kairan Quazi commencera sa carrière professionnelle de manière remarquable, puisque chez SpaceX, il travaillera pour la division Starlink qui apporte internet partout dans le monde, au sein de l'équipe d'ingénierie. Selon le site Zippia, seul 0,2 % des candidats postulant chez SpaceX sont finalement embauchés. C'est donc une opportunité en or pour Kairan Quazi, qui malgré ses compétences, a dû essuyer de nombreux refus en raison de son jeune âge.Et le jeune homme va vite devoir s'habituer à son nouvel environnement car SpaceX est connue pour être l'un des employeurs les plus exigeants au monde, où les salariés sont souvent tenus de travailler plus de quatre-vingts heures par semaine. Étant trop jeune pour vivre de manière indépendante, l'adolescent déménagera avec sa mère dans la ville de Redmond, dans l'État de Washington, pour entamer sa carrière professionnelle. Comme le rapporte le Los Angeles Times, l'âge minimum légal pour travailler aux États-Unis est de 14 ans. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Retenez bien ce nom : Kairan Quazi. Originaire de Californie, cet adolescent de 14 il a commencé ses études universitaires à seulement neuf ans ! Et dans quelques jours, il deviendra le plus jeune diplômé de l'Université de Santa Clara, ce qui lui a ouvert les portes de SpaceX. Selon The Huffington Post, son quotient intellectuel est supérieur à celui de 99,9 % de la population mondiale. C'est donc le mois dernier que l'adolescent annoncé sur son compte Instagram qu'il avait accepté un poste d'ingénieur logiciel chez SpaceX, l'une des entreprises les plus exigeantes au monde d'après lui. Après avoir effectué un premier stage chez Intel, Kairan Quazi commencera sa carrière professionnelle de manière remarquable, puisque chez SpaceX, il travaillera pour la division Starlink qui apporte internet partout dans le monde, au sein de l'équipe d'ingénierie. Selon le site Zippia, seul 0,2 % des candidats postulant chez SpaceX sont finalement embauchés. C'est donc une opportunité en or pour Kairan Quazi, qui malgré ses compétences, a dû essuyer de nombreux refus en raison de son jeune âge. Et le jeune homme va vite devoir s'habituer à son nouvel environnement car SpaceX est connue pour être l'un des employeurs les plus exigeants au monde, où les salariés sont souvent tenus de travailler plus de quatre-vingts heures par semaine. Étant trop jeune pour vivre de manière indépendante, l'adolescent déménagera avec sa mère dans la ville de Redmond, dans l'État de Washington, pour entamer sa carrière professionnelle. Comme le rapporte le Los Angeles Times, l'âge minimum légal pour travailler aux États-Unis est de 14 ans. Learn more about your ad choices. Visit megaphone.fm/adchoices

It may be shocking to you to learn that only about 32% of real estate investors are women according to Zippia. Real estate investing is a popular choice for building wealth, with 23% of Americans saying it is the best way to build wealth, Forbes reports. Jazmin Salinas is the Founder of Massive Capital Girls Society, Coauthor of Powerful Female Immigrants Vol II, and Investor Relations Manager at Massive Capital. She has been an active investor in commercial and land for over three years, co-sponsoring over 800 units in 2022 and LP 174 units. Her main message is that you can use obstacles to achieve success, start with what you have, commit to your goals, and nobody has it all together.  She joined me this week to tell me more.     For more information: https://massive.capital/girls-society/

According to Zippia, 91% of customers are willing to switch companies after one bad experience. So when a search goes awry, it's critical to take the right steps to earn back your client's trust and get the next candidate right.  Danny and Ben get vulnerable in this episode. They share some of their past mistakes and the lessons they learned along the way. Learn about radical accountability and how GLOMO uses it to improve continually. Whether you want to learn how to revive a dead-end recruiting search or provide better client services, you will want to tune in! 01:28  A candidate search is like a relationship 02:54  Challenges that come up during a search 03:20  Non-existent candidate profiles 03:50  No-show candidates 04:31  Bad interviews 05:12  The concept of candidate control 05:57  When offers get rejected 06:46  Hubspot survey: Only 3% of people trust salespeople 07:10  55% of customers don't trust companies 08:17  Zippia study: 91% of customers willing to switch companies after one bad incident  09:27  How to recover from a bad experience  10:44  Unearthing miscommunications 12:11  Radical accountability 14:17  Make a new mutual plan of action 14:49  GLOMO case studies 18:29  How clients can improve their own experience 19:32  Danny's past mistakes 20:14  The value of a recruiting team 20:47  Ben's advice to hiring companies 21:41  Learning from other's mistakes 22:04  How to keep a search on track 23:23  Let GLOMO help you 23:58  Future guest teaser WORK WITH GLOMO TALENT:

According to a study by the career experts at Zippia, nearly 50% of Americans suffer from layoff anxiety, and nearly 30% have lost their job in the last two years alone.  Is it any wonder that we worry about losing our jobs?!  I know how being laid off feels. It's happened to me, but I bounced back, got myself on a better path and now I'm happier and more successful than ever. Being laid off became a positive for me, and it can for you too.  In this episode, I share some of the things you can do when you get laid off, including:  Remind yourself you are not alone.  Ask for letters of recommendation.  Pick up the phone!     Here are the highlights from this episode:  (01:24) You are not alone  (02:44) I had a backup plan  (04:18) Don't wait until you're walking out the door to call in that favor     Also mentioned in this episode:  What's Your Back-Up Plan?    Connect with Elizabeth:   Web: https://www.elizabethkoraca.com/   LinkedIn: https://www.linkedin.com/in/elizabethkoraca/   Instagram: https://www.instagram.com/elizabethkoraca/    Podcast Instagram: https://www.instagram.com/thespeakinguppodcast/   Facebook: https://www.facebook.com/ElizabethKoraca/   Twitter: Elizabeth Koraca (@ElizabethKoraca) / Twitter   YouTube: https://www.youtube.com/channel/UCGl8fu0OF8KEFHKz312rl9Q  

This episode looks at money-laundering. It's based on the book “The Shepherds Of Inequality: And The Futility Of Our Efforts To Stop Them” by Dawn Pretorius.  Welcome to this edition of Newsgram. What do you  know about money laundering? I just read some startling statistics from an article at Zippia.com that said worldwide, there are between $800 billion and $2 trillion laundered annually. The United States […] The post The Shepherds Of Inequality appeared first on WebTalkRadio.net.

77% of employees have experienced burnout at least once in their current jobs. 72% of workers believe work-life balance is a very important factor when choosing a job, and 57% of jobseekers say a poor work-life balance is a dealbreaker when they're considering a new job, according to Zippia. Sheena Lance-Nold  believes “Life happens outside the 9-5…your goals should too.” She's a Behavioral Change Specialist who helps passionate professionals live and work aligned with their values so they can achieve their professional AND personal goals. “My mom is happiest when never, nothing makes her happy”. That's what my son's Mother's Day assignment said. At that moment I knew something had to change. I was excelling in my career but didn't have time for anything else. I was experiencing burnout and hadn't realized how miserable I was. I began my personal journey of infusing joy back into my life by realigning with my values. Inspired by my own transformation, I began an International Coach Federation program, and I now serve as a Work/Life Synergy Coach™️.   My unique background combines 20 years of health and wellness coaching along with yoga and meditation, as well as my 15 years in Talent Development where I have focused on employee onboarding and leadership development, virtual and live facilitation, and curriculum development. “She joined me this week to tell me more. Email: slncoachingandconsulting@gmail.com LinkedIn: @SheenaLance-Nold  

Only 20% of us are passionate about our work which, according to Zippia, is why “61% of American employees want to leave their current jobs in 2023.” For the majority of folks who dislike what we're doing right NOW… this show is gonna be a godsend. Join us to discuss the many options you have for being happier and moving forward.RESOURCES Reach out to El & Dave by going to contact@poweradulting.com Go to—>  https://poweradulting.lpages.co/challenge/    For our FREE 5-Day Challenge to help you Crack the Zillennial Success CodeGo here for a FREE Mistakes & Mindset Journal…  https://poweradulting.lpages.co/freejournal

Remote work is alive and well and thriving in the U.S. and abroad. An estimated 36.2 million American employees will be working remotely by 2025. Right now, about a quarter of U.S. employees are working remotely and 16% of U.S. companies are all-remote, according to Zippia. It's indicative of what is becoming the standard workforce environment of the future: a hybrid work environment that includes a fluid mix of remote, mobile, and on-site workspaces with a steadily increasing number of applications being delivered from the cloud. IT teams must contend with this assortment of workspaces and remote worker needs at the endpoint, and it is not a one-size-fits-all proposition. They need to achieve a fine balance fulfilling all remote worker requests and maintaining a level of security and access control that supports the overall safety of the network.Host: Andy WhitesideCo-host: Barry Browne

The Bureau of Labor Statistics suggests that 51.7% of the workforce is female. However, according to Zippia.com, 27.2% of occupational health and safety specialists are women, and 72.8% are men. This suggests that many policies, procedures, and practices relative to safety are created for and by men. This discrepancy can contribute to physical and psychosocial hazards that harm women and may not be the same for men. In this episode, Dr. I. David Daniels speaks with Rose McMurray, who has been focused on safety and the involvement of women in the safety profession for many years. Ms. McMurray was one of the "founding mothers" of the Nation Safety Council's Women's Division, which is focused on the the inclusion and development of women in the safety profession. Ms. McMurray is a transportation safety professional specializing in consulting services for trucking, motor coach, transit, and other transportation sectors. She also provides expert witness services in truck and motor coach legal cases and teaches safety management at the graduate student level. Before she retired from the federal government in January 2011, Ms. McMurray served as the Chief Safety Officer (CSO) and Assistant Administrator of the Federal Motor Carrier Safety Administration (FMCSA) at the U.S. Department of Transportation (DOT). Ms. McMurray's efforts have earned her several awards, including the National Safety Council's Marion Martin and Distinguished Service to Safety awards. Other honors awarded to Ms. McMurray include twice receiving the Senior Executive Service Presidential Rank Award, the Secretary of Transportation's Meritorious Achievement Award, and the Secretary's Gold Medal. She has served on the Board of Advisors for the National Center for Injury Prevention and Control, the Centers for Disease Control and Prevention, and the Board of Directors of the National Safety Council.

According to Zippia.com, an average of 1821 new businesses start per day by women in 2022. 16% of start-ups had at least one female founder. Amidst all the opening of businesses there are still challenges that female business owner face compare to their male counterparts. Survey's show that women are less likely to apply for loans vs men. This all has to do with the challenges faced when seeking financing. Some more challenges that women business owners face are: 1. Equal access to financing 2. Regulations 3. Sufficient family support 4. Being taken seriously 5. Owning your accomplishment 6. Balancing business and family life 7. Building a supportive network In this episode, Tammy and I discuss these challenges face by women business owners and also shared our own experiences as well as tips on how to stand in your power. Please share, download and subscribe to our podcast.

47 million Americans left their jobs in 2021. For context, this all means that 23.5% of the total U.S. workforce resigned from their jobs in 2021, according to Zippia. Gabriel DeRita is a goal whisperer and mushroom nerd who left his "fancy tech job" in 2017 to travel the world by bicycle, and in the process found his calling in coaching. He now is honored to work full time as a purpose alignment coach & leadership development facilitator. He helps individuals and teams align with what matters, and make effective connections with self and other. His work is rooted in neuroscience-based CoActive Coaching, Authentic Relating, and mindfulness, with a spoonful of Japanese philosophy on top. He's passionate about cycling, foraging wild mushrooms, and the transformative power of psychedelics to heal ourselves and our world. He joined me this week to tell me more. For more information: https://effectiveconnection.com/ Instagram: @funngabe Facebook: @GabeDeRita LinkedIn: @GabrielDeRita

At least 83% of U.S. marketers find webinars effective. The average webinar has an attendance rate of roughly 40%, with only 40% of those individuals watching the entire event. However, since the start of the COVID-19 Pandemic, companies have seen up to an 87% increase in attendance, according to Zippia. For Brian Drake, he's the Founder of Sellaquest - a webinar consulting agency. When I was 4 years old - there I was standing out in my driveway selling painted rocks to my neighbors. Fast forward to when I was 21 years old - I'm sitting at a desk writing my first business plan. It wasn't until I was 34 years old did I start my first business. I've spent years dreaming of what life would be like as a successful entrepreneur. I'd imagine waking up every morning and walking out to my rooftop deck to take a dip in my hot tub to start my day while looking out at a view of rolling hills free of the concern for money. This was a life I badly wanted and would dream of having. My entrepreneurial journey started in October 2021 when I left my 120k a year - secure full-time job to pursue entrepreneurship. At the time, I was the founder of a website design and development company that was yet to make money. After struggling to communicate with potential clients - I walked away and began learning about brand strategy and how to facilitate meetings. One day - I'm sitting on the couch in my living room realizing the truth of my reality. The truth is that no one knew who Brian Drake was. Nobody cared. I sat there and thought to myself “how am I going to build a business that makes money if nobody knows who I am? I decided in that moment to learn how to become a public speaker - so I could get onto a stage and become someone who is known by people. Learning to become a public speaker introduced me to Storytelling. Telling stories on stage is an important part of becoming a public speaker. Once I found storytelling -Who I was 1 year ago is not the same person that is sitting here writing this story. My beliefs have changed. The way I see the world has changed. My understanding of what 1% of us know that 99% of us are struggling with has changed. I've made it. I've become the entrepreneur I've been dreaming of since I was 4 years old, I would someday become. He believes effective communication is the most important skill a person can learn. I create webinars that are an unforgettable experience. He joined me this week to tell me more. LinkedIn: @Brian (Drakeski)Drake Instagram: @thebriandrake Listen: https://podcasts.apple.com/us/podcast/influence-w-brian-drake/id1625415058

Today is a special episode, we are going to unpack how to make a career change. Whether that is starting a new job or building your own business, at some point most of us will want to make a change, the problem is it can often feel overwhelming when you do. However, you might be surprised to learn just how many of us experience career changes on a regular basis. According to the latest findings from the Pew Research Center approximately 53% of employed U.S. adults quit their jobs in 2021 and changed their occupation or field of work at some point last year. Additionally, Research by the online career platform, Zippia finds that in the United States, 37% of the labor force changed or lost their job in 2020.  The average American worker has 12 jobs throughout a lifetime and an average tenure of about 4.1 years. Learning to manage your career is a critical skill. On today's podcast, Dorie Clark, author, consultant and keynote speaker will be joining us to discuss how you can make a career change and find meaning at work. While most of us can identify a meaningful goal we want to pursue, there isn't always an equal opportunity to realize these ambitions. Men and women do not have the same access to purse their passions, hobbies and interests outside of work. In the United Kingdom the office for National Statistics data has found that men spend an average of four hours and 39 minutes every week on hobbies, computing and games. In comparison, women spend just two hours and 38 minutes on the same activities. Men were found to spend more of their hours on leisure time than women in almost every category, including watching TV, hobbies and eating out. When not in leisure, women were more likely to be performing unpaid work. This may include dependent care and housework.   In order to reach a point of fulfilment Dorie leaves us with some actions from the podcast. Action 1:  Avoid burnout – Get to know yourself, understand how your body feels, don't get to the point of burnout as the recovery is long. Action 2: Don't fight reality – Push yourself when necessary but know when to stop, this is not sustainable. Action 3: Take the survey – If you answered no to at least half of these questions, you may not feel as engaged or fulfilled in your current role.  Something may need to change.   Dorie Clark   Dorie Clark - LinkedIn  

You've heard the saying, You have to spend money to make money. We usually think that spending money to make it involves a business, but it applies to folks working for a paycheck, too. Today we'll talk about what it really costs to earn that paycheck. Working, especially working outside the home, has hidden costs and some not so hidden. Almost all of us have to work, so what's the point of knowing how much it costs us? Knowing how much you're spending to bring home that paycheck is information you need to make wise decisions. By subtracting those costs from your paycheck, you discover your actual take-home pay. Depending on your situation, that could make all the difference. For example: if you're a parent deciding whether to enter into the workforce or stay home with your child. Let's start with some of the obvious costs of venturing out into the working world. First, how will you get there? You may need to consider the cost of gas and maintaining a vehicle. Don't forget about the cost of registering the vehicle and insurance. Now, in many cases, you'll still need a second car if you're a stay-at-home parent, but in that case, many of your vehicle related costs will be lower. For example, you won't spend as much on fuel and insurance if you're not commuting. In most cases you'll need to buy clothing that's appropriate for your job. A paralegal working in a law office may spend more on clothes than someone working in retail. But the biggest obvious expense with working outside the home is childcare. According to the career site Zippia, the average cost of daycare in the U.S. is $340 per child, per week or $17,680 a year. That will take a huge bite out of your paycheck. And there are many other, smaller costs of working. Unless you're very disciplined, you may spend money on coffee and lunches out. You may also have dry cleaning costs for that professional wardrobe. Or maybe you need a very nice looking, late model vehicle if you're meeting with clients. Okay, let's look at some of the less obvious costs to working outside the home. It'll make you a much busier person. You might get take out meals more often or buy more expensive pre-packaged foods. You also won't have time to shop for deals or clip coupons and you may end up going to stores that are convenient, but more expensive. Some of these costs might seem trivial, but small things add up. If you treat yourself to a $9 lunch once a week, that's about $470 a year. And that's just a small expense compared to almost $18,000 a year for childcare. When you total up all of these expenses, you get a much clearer picture of how much you're actually making. If you take home $35,000 a year after taxes, but your costs are $20,000, you're actually bringing home $15,000. That comes to a little more than $7 an hour. And you have to ask, is it worth it? We're certainly not trying to convince you not to work. But it's important to think about the true cost of working so that you can make an informed decision. In some cases, those who can live without that second paycheck may decide it's not worth it, especially if doing without means you can stay home with your children. Not surprisingly, there's been a 13% decline in the number of working mothers over the past two decades, due to the high cost of childcare and other factors. On the other hand, if you really need to work, knowing how much it's costing you could motivate you to look for a better paying job or to finally ask for that raise you deserve. In 1 Timothy 5:18, Paul says, You shall not muzzle an ox when it treads out the grain, and, The laborer deserves his wages. On today's program, Rob also answers listener questions: ● How do you determine where to give your charitable gifts? ● Would it be wise to take out a collateral loan for investment purposes? Remember, you can call in to ask your questions most days at (800) 525-7000 or email them to Questions@MoneyWise.org. Also, visit our website at MoneyWise.org where you can connect with a MoneyWise Coach, join the MoneyWise Community, and even download the free MoneyWise app. To support this ministry financially, visit: https://www.oneplace.com/donate/1085/29

You've heard the saying, You have to spend money to make money. We usually think that spending money to make it involves a business, but it applies to folks working for a paycheck, too. Today we'll talk about what it really costs to earn that paycheck. Working, especially working outside the home, has hidden costs and some not so hidden. Almost all of us have to work, so what's the point of knowing how much it costs us? Knowing how much you're spending to bring home that paycheck is information you need to make wise decisions. By subtracting those costs from your paycheck, you discover your actual take-home pay. Depending on your situation, that could make all the difference. For example: if you're a parent deciding whether to enter into the workforce or stay home with your child. Let's start with some of the obvious costs of venturing out into the working world. First, how will you get there? You may need to consider the cost of gas and maintaining a vehicle. Don't forget about the cost of registering the vehicle and insurance. Now, in many cases, you'll still need a second car if you're a stay-at-home parent, but in that case, many of your vehicle related costs will be lower. For example, you won't spend as much on fuel and insurance if you're not commuting. In most cases you'll need to buy clothing that's appropriate for your job. A paralegal working in a law office may spend more on clothes than someone working in retail. But the biggest obvious expense with working outside the home is childcare. According to the career site Zippia, the average cost of daycare in the U.S. is $340 per child, per week or $17,680 a year. That will take a huge bite out of your paycheck. And there are many other, smaller costs of working. Unless you're very disciplined, you may spend money on coffee and lunches out. You may also have dry cleaning costs for that professional wardrobe. Or maybe you need a very nice looking, late model vehicle if you're meeting with clients. Okay, let's look at some of the less obvious costs to working outside the home. It'll make you a much busier person. You might get take out meals more often or buy more expensive pre-packaged foods. You also won't have time to shop for deals or clip coupons and you may end up going to stores that are convenient, but more expensive. Some of these costs might seem trivial, but small things add up. If you treat yourself to a $9 lunch once a week, that's about $470 a year. And that's just a small expense compared to almost $18,000 a year for childcare. When you total up all of these expenses, you get a much clearer picture of how much you're actually making. If you take home $35,000 a year after taxes, but your costs are $20,000, you're actually bringing home $15,000. That comes to a little more than $7 an hour. And you have to ask, is it worth it? We're certainly not trying to convince you not to work. But it's important to think about the true cost of working so that you can make an informed decision. In some cases, those who can live without that second paycheck may decide it's not worth it, especially if doing without means you can stay home with your children. Not surprisingly, there's been a 13% decline in the number of working mothers over the past two decades, due to the high cost of childcare and other factors. On the other hand, if you really need to work, knowing how much it's costing you could motivate you to look for a better paying job or to finally ask for that raise you deserve. In 1 Timothy 5:18, Paul says, You shall not muzzle an ox when it treads out the grain, and, The laborer deserves his wages. On today's program, Rob also answers listener questions: ● How do you determine where to give your charitable gifts? ● Would it be wise to take out a collateral loan for investment purposes? Remember, you can call in to ask your questions most days at (800) 525-7000 or email them to Questions@MoneyWise.org. Also, visit our website at MoneyWise.org where you can connect with a MoneyWise Coach, join the MoneyWise Community, and even download the free MoneyWise app. To support this ministry financially, visit: https://www.oneplace.com/donate/1085/29

What is the #1 trait of a good CEO? Many CEOs prioritize shareholder returns (and their own bonuses), but a successful CEO's top trait is long-term thinking! It's time for business leaders to examine how they impact employee retention and hiring through their company practices and leadership culture. In this controversial episode, Ben and Danny argue the importance of ‘servant leadership:' putting others in your company before yourself. Learn how, by looking at the big picture, CEOs can participate in the talent process and keep their employees happy long past the quarter's end.  01:29  The relationship between CEOs and recruitment  02:01  Zippia stats: Over 38K CEOs in the US 02:47  CEOs serve others 04:17  Reciprocity in the CEO-employee relationship 05:05  CEOs are accountable 05:41  HR Magazine: 80% in HR are worried about retention 05:56  How does a CEO impact retention? 06:15  Underappreciation from leadership 06:58  Chief People Officer 09:08  The difference between a shareholder and a CEO 10:47  What is servant leadership? 11:56  Recognizing the most important person in the business 12:54  An emerging belief about employees 13:55  Setting an example 15:21  Making people feel heard 16:28  How do you keep talent as a CEO? 16:32  Create leadership culture  16:38  Trust hiring managers 16:44  Empower the hiring team to make fast decisions 18:15  Be receptive to feedback 18:48  Compensate at or above market   19:30  The problem with current CEO compensation 20:37  Investing in the long term 21:08  The path to personal enrichment 21:28  Time to examine your own barriers

It's no secret that semiconductors are very much a male-dominated industry. In fact, according to Zippia, only 10.7% of engineers working in the semiconductor industry are women. And according to Deloitte and Touche's Women in the Workplace, women are still vastly underrepresented at all levels of management. In this episode, Françoise von Trapp talks with Christine Whitman, a semiconductor executive who has broken through these barriers. She's the chairman and CEO of our member company. Mosaic Microsystems.In this episode, Christine shares her origin story. She talks about what inspired her to pursue a career in semiconductors, and the career path she took that resulted in her buying her first company. A self-described serial entrepreneur, she talks about her passion for materials science, what she looks for when investing in a start-up, and what led her to found Mosaic Microsystems. She also shares her vision for the future, and advice for women looking to shatter the glass ceiling. About Mosaic MicrosystemsMosaic is pioneering thin glass for packaging and interposer applications in fields ranging from millimeter-wave communications to artificial intelligence and photonics. Thin glass has outstanding mechanical and electrical properties for today's packaging applications, but adoption has been slow due to its fragility and flexibility. Mosaic's Viaffirm handling solution eliminates these roadblocks by making thin glass compatible with standard semiconductor processes. Viaffirm also provides a platform for through glass vias and void-free via fill, enabling glass-based interposers with capabilities normally reserved for silicon. Learn more about Christine Whitman here. Mosaic Microsystems: The Future is Clear Thin glass solutions for next-generation microelectronics and photonics packaging.

Brenda is wondering if it is possible to get paid to type documents while working from home at her age. You see, Brenda's mother has been ill for a few years and now needs someone to care for her in the long-term. In her corporate role as Executive Assistant, Brenda really enjoys typing up documents for all kinds of scenarios. On a daily basis, Brenda would type up documents such as memorandum, minutes of board meetings and official company agreements. Now that her mother needs long-term care Brenda is exploring the possibility of working less hours with the ability to still do what she truly enjoys. Because Brenda is a fast typist this could be a side hustle for her or a part-time typing job. Tell me if this sounds like you: You want to make some extra money or start a new career,You want to work from home,You are a quick and accurate typist,You manage your time well,and you want to get paid to type documents from the comfort of your own home. If so, you're in luck! There are a number of websites that will pay you to do just that. In this post, you'll learn about 51 places where you can get started. So whether you're looking for the best ways to find part-time work or a full-time career, we have something for everyone. I also provide tips and tricks on how to get the most out of these opportunities, as well as resources to help you get paid higher rates. Let's jump in. The Requirements for a Career as a Typists If you ever wished you could get paid to type things all day, your dream job may be waiting for you as a typist! Typists typically need to have strong keyboarding skills and be able to type quickly and accurately. They must also be able to read and understand written instructions. The ability to create an original document is really important too. Typists may be required to work with specific software programs or formatting requirements, so it is important that you are familiar with these tools. In some cases, typists may also be responsible for proofreading and editing their work. So, if you have a passion for the written word and want to get paid to type all day long, then a career as a typist may be right for you! Key statistics for Typists in the United States If you're considering a career as a typist, here are some interesting and relevant statistics to keep in mind: According to Zippia, as of 2021: There are more than 21,754 typists currently working in the US.Women make up 88.8% of all typists, while 11.2% are men.The average starting salary for a Typist is $26,000.The average annual salary for a Typist is $31,263.The top 10% of highest-earning typists make $37,000 or more.Typists are more commonly hired by private companies as an independent contractor rather than public companies. As you can see from these key statistics only 0.00006% of the population are typists which is shocking in one sense. What this means is that there are lots of room for growth in this career. It also means that it's not overcrowded. Wondering what tools you need to become a typists? Let's look at this next. The Equipment Required to be the Best in Your Field To get paid to type documents, you may need a few things to get started. First, you must have a computer–it's the most basic need to work as a typist. A laptop is ideal for busy typists who want to be able to work anywhere. If you are exploring audio transcription, the process of converting audio recordings into written documents, then you will need a high-quality recording device and headphones. This may be obvious but connecting to a high-speed internet or broadband service is essential for this type of job. Finally, you should invest in setting up a comfortable working environment from home with equipment like a desk, and office chair. How to Improve Your Words Per Minute There's no denying that typing speed is an important skill to have as a typist.

According to Zippia.com in 2021, the average amount homeowners spent on home improvement was $10,341, which was up by 25% from 2020. This makes sense as people spent their cabin fever time improving their homes; and now that Covid is more controlled, people are spending more due to M1 money supply with unemployment, stimulus checks. Now that labor rates are rising due to lack of resources, the general contractors and landscaping companies are raising their rates and passing them onto you. This is another end result of inflation. So what can be done to curb the cost? The easiest one is reducing the cost for supplies to complete the jobs. Generally speaking, the typical markup on materials is between 7.5 and 10 percent. However, some contractors will mark up materials 20 percent or more. What you can do is ask the contractor for a materials list and place the orders yourself. Now with larger jobs, come more complicated supply lists, ad hoc purchases and add ons. In addition, you may make several purchases through a project's life cycle so you need to stay on task. In many cases you should be able to order the large majority of goods while removing copious tasks from the contractor who may not want that burden anyway. The bottom line is that this is an easy way to save money and learn a bit along the way. For example, a $30,000 job you could save you anywhere from $2,250 to $6,000. Website:https://www.somethingonmymind.net/Social Media https://www.instagram.com/somm.podcast/https://www.youtube.com/channel/UChec5qcZBcGkIhUU3belNDwhttps://www.tiktok.com/@somm.podcast?lang=enhttps://www.facebook.com/somm.podcasthttps://twitter.com/Somm_podcast

In an article entitled “Women are underrepresented in CRE – Here's how we change it” the author notes “while 64% of all residential realtors are women, in CRE (commercial real estate), that number is roughly 36.7%. Zippia.com, which tracks real estate developer demographics, the numbers further show that amongst developers, women represent 33% versus 67% for men. And, that Black or African American developers represent roughly 9% of all developers. And these numbers are significantly lower for Southern California. Navigating the competitive world of commercial real estate development, Ayahlushim Getachew, Principal of the T.A. Group and Kacy Keys, Founder of Praxis Development Group join CivitasLA to share their respective journeys as real estate and economic development professionals before launching their development firms, offering their perspectives as women and how their experiences have shaped how they approach projects and engage in the work of building communities in which they operate. To learn more, please visit www.praxisdevgroup.com. And, to learn more about CivitasLA, we invite you to visit www.CivitasLA.com. And we hope you'll rate and review our show; and connect with us on Facebook (@CivitasLA), Instagram (@Civitas_LA) and Twitter (@Civitas_LA).

Sailing your own ship is harder than it looks. The world of medical insurance can feel like an unending ocean of choice and complexity, especially when you get a new job, age into Medicare, or turn 26 and thus can't stay on your parent's coverage. Every ship captain needs a helmsman, so I want to pass along learnings from my own search about how a broker can be a major help and hindrance for picking the best possible health plan. After today's pod you'll know why (and why not) to use a broker.The point of an insurance broker is to help find a plan fitting best with your situation. Health plan brokers, who are licensed in each state they practice at, give you quotes, walk you through all the complicated terms, and explain the final choices in detail, among many other responsibilities. These professionals help both employers and individual patients buy coverage. Most brokers specialize to some degree. For example, your local broker might only help patients with Medicare options (Medicare is complicated enough that such arrangements are necessary). You might hear someone use broker and agent interchangeably. That's a major point of confusion for many patients. Health insurance agents have agreements to promote and sell only one company's plans. A company like United Healthcare of course has a zillion different health plans, but you'll still have less options presented to you if working through agents. Brokers can tag in with however many plans they wish. According to the Zippia career search website and data from the Bureau of Labor Statistics, there are ~140k agents, and ~160k brokers in the US. Both are more likely to work for a private than a public firm. In any case, you don't pay these people directly—both kinds of healthcare shoppers get commissions from the insurance plans themselves. We'll spend more time unpacking how a broker's incentives affect you a bit later, but first it's critical to know what brokers will ask during the shopping process.Your broker will probably check if this is your first time getting health insurance and if you're covered or not at the moment. There should be at least a general discussion of your health needs—how often do you need to visit doctors and specialists? How attached are you to your current providers? Are you taking prescription drugs? Are those medications branded? These medical-focused questions will be similar to what you'd ask yourself when reviewing health plans as I've covered in past episodes. There will also be plenty of time spent on outlining a budget and how many dependents need to be managed as well. If you're not getting insurance from an employer, then your broker can help shop for a plan on what's called an exchange. This is a state-run platform or federal site (like healthcare.gov) to buy coverage from. Some brokers can recommend off-exchange plans as well in a similar fashion to an off-market real estate deal. No matter where you buy plans, a broker should also help translate Summaries of Benefits and Coverage (SBC) documents, direct you to specific insurance support people, and confirm your drug benefits (if applicable). All the info I mentioned so far is not by any means an exhaustive broker-patient checklist but it should be a reasonable foundation. Whether you meet a broker for the first time or are going it alone to buy health insurance, use those prompts and guidelines to make the process efficient and smooth. Regardless of whether a rookie or master shopper is on your side, there are a few guidelines to have a great relationship with that person. A better agent or broker gives you more than just a quote. Because there are so many choices for plans, your broker should make side-by-side comparisons simple. Health insurance shoppers' jobs are not finished after you buy coverage. Agents need to help you with renewal and customer service as needed. If you're getting a plan from a company like Aetna, make sure to get contact info for the matching service rep who can answer your billing and coverage questions.If that all sounds complicated, that's because it is—there's a reason brokers have jobs. Buying insurance is convoluted enough that major exchanges have people called navigators. These staff are kind of like agents but are paid by state and federal grants instead of insurance companies. Navigators aren't required to be licensed in all states and can't promote one health plan over another. Think of these people like the information desk staff at the mall or hospital. I'll link a useful table explaining the differences between navigators and brokers on my post at rushinagalla.substack.com. Now that you know what makes an effective health plan broker, how do you find one? Agents don't show up at the front porch. The best place to start is asking your personal connections, but your state's insurance commission or online platforms like eHealth Insurance are helpful as well. Website solutions may be health insurance company pages, broker platforms, and purchasing alliances (which are employer-insurer liaisons offering packaged insurance for one consolidated fee).As I mentioned earlier, you don't (in most cases) pay brokers directly. The economics of selling health plans is the largest con for hiring a shopper. Companies incentivizing brokers to offer certain plans sounds okay on its face, but there's a transitive property here—brokers are paid by insurance plans, those commissions are reflected directly on insurance premiums, then employers (and by extension you) pay those higher premiums. Agents representing one insurance company tend to get other bonuses as well. Even brokers fielding dozens of plans may bill large clients separately for specialized advice. A rational broker will offer a plan with the highest bonus to them. This is a straightforward conflict of interest similar to pharmaceutical companies in the old days giving overt kickbacks to doctors prescribing certain medications. Employers and patients won't know insurance pricing breakdowns unless they ask. So do ask for the fee schedule of whoever you end up hiring. Quotes for health plans themselves are not final to begin with, since most companies say their estimated premiums are ‘representative.' You only discover a true cost once the official insurance application and underwriting finishes. There are more transparent and independent brokers now who get paid only by patients and employers, but these deals are made for larger clients.Regardless of the misaligned incentives, brokers are useful if nothing else for walking you through health insurance's foreign language. A number of Americans still don't know what a deductible and out-of-pocket-max are. I started this podcast to help spread the word about these concepts among other topics, but a friendly broker can help bridge that insurance knowledge gap for you. Just don't lean too hard on them—remember, they fight for the health plans' money, not yours. There is nothing stopping you from going it alone. In hiring a broker, you're effectively making your final health plan more expensive in exchange for personalized guidance. What matters is that you know this tradeoff exists. Let this knowledge put you ahead of other patients and employers. If you do choose a broker or agent, let them do their job. Take recommendations in stride, but know that neither kind of insurance shopper can represent you. You or your employer are the final arbiters of what plan to use. A broker simply turns your many choices into plain English. Stay focused on making sure that's all your broker is doing. You have the freedom to accept or reject insurance, but you won't fully control the money in the health plan's coffers that makes coverage work for all their members. Unfortunately for our fellow Americans on and preparing for Medicare, funds are running dry. Next week's topic will cover Medicare's pending insolvency and outlook for what Americans can and should do about it. Subscribe and stay tuned to Friendly Neighborhood Patient for more medical field insight. I'll catch you at the next episode. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit rushinagalla.substack.com

Website:https://www.somethingonmymind.net/Social Media https://www.instagram.com/somm.podcast/https://www.youtube.com/channel/UChec5qcZBcGkIhUU3belNDwhttps://www.tiktok.com/@somm.podcast?lang=enhttps://www.facebook.com/somm.podcasthttps://twitter.com/Somm_podcastThere is nothing wrong when the word “bonus” is used in a sentence. When it comes to money this is even better. According to Zippia.com 33% of companies in the U.S. offer year-end bonuses and 40.5% of all U.S. workers have access to nonproduction bonuses.In addition, with Great Resignation, many companies are offering sign-on bonuses to attract new talent. So this leads us to the point of managing your employer retirement plan including 401(k)'s, Roth 401(k)'s, 403(b)'s and 457(b)'s. When receiving a bonus, check with your HR department to see if the are subject to the automatic withdrawal arrangement for your retirement plan.If so, it is important to factor this money in your budget if you didn't intend for money to be withdrawn. The easy way to prevent this, is to adjust your withdrawal amount to 0% or as desired for that pay period and then modify it back to normal arrangement.On the other hand, if you can afford the additional money in your account, this only benefits your future. Keep in mind that you should strive for a 15% gross investment goal from each paycheck which typically should put you in good shape for future retirement. Additionally, if you have debt that is charging you more in interest than what you are making on investment income, then you are actually losing money so budget this accordingly. The bottom line is that you should strive to treat bonuses as bonuses meaning this money is not accounted for in your budget so that you can take advantage of the extra money.

Did you know only 45% of workers feel adequately paid but 50% still aren't comfortable discussing salary in the workplace? What's more, research from Zippia also found that those willing to discuss their compensation with co-workers are more likely to say that they expect a sizable raise. This is why today's episode is dedicated to these uncomfortable conversations. Today, you'll learn from career coach Merete Fields why and how you should ask someone what they earn.   Weekly Newsletter Sign-Up: http://bit.ly/37hqtQW Follow Career Contessa: http://bit.ly/2TMH2QP   Merete Fields: https://bit.ly/3JtXwo4 Merete's Instagram: https://www.instagram.com/meretefields Asking For A Raise 101: https://bit.ly/3q7GYKO   Sponsors: MasterClass: https://bit.ly/3JKn5ky ShipStation: https://bit.ly/3rwZL2i   Produced by Dear Media.

The people at Zippia have compiled the strangest laws in the U.S., which you may or may not have heard about before including one in Arizona Here are the top 10 Recorded Wednesday February 16, 2022 with Tim Hattrick, Ben Campbell, Brooke Hoover and Barrel Boy

Zippia.com put together a list of things the entire world hates....and if we're being honest, it's a pretty good list!

The career experts at Zippia surveyed 2,000 workers to better understand "toxic employee-boss relationships," which included asking them what characteristics and behaviors they like least about their managers. We talk about their list and suggest a few of our own Recorded Wednesday August 25, 2021 with Tim Hattrick, Ben Campbell, Brooke Hoover and Barrel Boy

HI. We're back! Every other week! We discuss our pet peeves in this episode and give a brief life update. Enjoy!! Works Cited “Pet Peeves List: What Practically Everyone Finds Annoying.” Zippia, www.zippia.com/advice/pet-peeves-list/. (Had to do it in MLA because EasyBib was being DifficultBib.) Anonymously submit questions or comments here: https://forms.gle/6huXAFnW8TNf7XeL6 Thanks for listening! xoxo, Mack and Hopi

I am joined by Marty Britton (President and CEO of Britton Management Profiles Inc.) to discuss her work in helping companies hire the RIGHT people.Marty's company is a pre-employment screening expert that specializes in North America but is trusted globally by companies since 1974. They help companies save time and money in conducting effective due diligence on employee candidates.We discuss the differences between pre-employment screening in Canada versus the US, the varying changes that have begun to arise due to Covid-19, their newest AI product—Identity Verification Checks, and much more.According to Zippia, 78% of candidates misrepresent themselves at some point during the hiring process.Join Marty and me to break down the frightening reality of misrepresentation and fraudulence. 

A recent Zippia study has concluded that people of Rhode Island are THE RUDEST in the entire country. It was based on road rage, small tips, curse words used when talking to customer service and votes by neighboring states. Massachusetts DID come in second place, so, there's always room for improvement!

Finding a job that you love is tough. Finding a job you love that PAYS well, is even harder. But not impossible We talk about the top 5 good paying jobs that also make you happy according to Zippia.com Recorded Thursday May 20, 2021 with Tim Hattrick, Ben Campbell, Brooke Hoover and Barrel Boy

Here are 3 Cool Stories for you!  Why are women shaving now? LBF knows! Is Massachusetts the snobbiest state? According to the rankings from Zippia.com we are! Brian has the info. https://www.zippia.com/wp-content/uploads/2021/04/snobbiest-states.png Bob knows why you should do your chores! Bonus! World Record low note! All this and more on the ROR Morning Show with Bob Bronson, LBF, and Brian Podcast. Find more great podcasts at bPodStudios…The Place To Be For Podcast Discovery  See omnystudio.com/listener for privacy information.

Dr. Eric Hehman studies the geography of bias. Lots of research has looked at the prejudice that lives in an individual person’s head, but Eric looks at the average amount of bias in particular location. On average, some counties have more implicit bias than others, and some states have more bias than others. But what does it mean? That’s what Eric and I talk about this week!Things we mention in this episode:Zippia’s collection of fun maps, including Thanksgiving sides, pickle fandom, and sandwich preferences. Regional implicit biases are related to police use of force against African Americans in that region (Hehman, Flake, & Calanchini, 2018)Inspiration for Eric’s focus on regional bias (Motyl et al., 2014; Rae & Olson, 2015; Rentfrow et al., 2013)How same-sex marriage legislation affected anti-gay bias one state at a time (Ofosu, Chambers, Chen, & Hehman, 2019)Validating region-based measures of bias (Hehman, Calanchini, Flake, & Leitner, 2019)Searching for environmental features that relate a region’s level of bias (Hehman, Ofosu, & Calanchini, 2020)The “bias of crowds” model of implicit bias (Payne, Vuletich, & Lundberg, 2017)Check out my new audio course on Knowable: "The Science of Persuasion."For a transcript of this episode, visit: http://opinionsciencepodcast.com/episode/geography-of-bias-with-eric-hehman/Learn more about Opinion Science at http://opinionsciencepodcast.com/ and follow @OpinionSciPod on Twitter.

 (0:00) Show Open Benchmarks released for when gyms, bars, and theaters can reopen in Arizona (12:40) Entertainment News   ANTONIO BANDERAS had to celebrate his 60th birthday in quarantine, because he tested positive for COVID-19. Chris Pratt Is a Dad Again . . . And Arnold Schwarzenegger Is a Grandpa "In The Air Tonight" Got a Huge Sales Bump Thanks to a Video of Two Guys Vibing to It The family of CAROLE BASKIN's "dead" husband is offering a $100,000 reward for information about his disappearance. HBO is developing a documentary on GEORGE CARLIN. Alyssa Milano experiencing hair loss after positive COVID-19 antibodies test   (24:45) Do These Ten States Have the Most Attractive People? A new study ranked all 50 states according to how ATTRACTIVE the people are. They looked at Google search trends to see how interested each state is in things like hair, clothes, and grooming. They also factored in how in-shape people are, how often they exercise, and STD rates.  (Are you saying I can't be hot just because I'm riddled with syphilis?) According to the results, the state with the hottest people overall is . . . New Jersey. The top ten are New Jersey . . . Hawaii . . . California . . . Massachusetts . . . New York . . . Colorado . . . Connecticut . . . Rhode Island . . . Alaska . . . and Arizona. The states at the bottom of the list are Mississippi, Missouri, Alabama, Arkansas, and South Carolina. (Zippia) (31:50) Are You Ready For Some Football?   The NFL Will Reportedly Move Games From Sunday To Saturday Without A College Football Season Jim Harbaugh Pens Statement Explaining Why He's Against The Big Ten Canceling Football Season This Fall Nick Saban: Players aren't going to catch coronavirus 'on the football field. They're going to catch it on campus.'     Devin Booker dominates again, drops 35 points to keep Suns perfect in bubble   Suns still have a shot at the playoffs Phoenix's winning streak has the Suns just a half-game out of the ninth spot in the Western Conference. If the team can finish ninth, it would force a short series play-in with the No. 8 seed. In order for the Suns to get into that series, the team would have to beat out both the San Antonio Spurs and the Portland Trail Blazers. Portland currently sits in the ninth spot. The Memphis Grizzlies — who are currently the No. 8 seed — are only a game ahead of the Suns, so the standings could change drastically in the next couple days. (42:30) Dumbass of the Day   Man carrying sword outside Dollar General arrested Vodka and cigarettes reported stolen in Lake Geneva liquor store burglary ‘Don't be a dumbass': Man's obit comes with grim warning A Canadian Bank Robber Follows Social Distancing Rules and Politely Waits in Line    (54:10) Freedumb To Karen A woman claiming to be from the 'Freedom To Breathe Agency' filmed telling a grocery employee that she could face legal action for making people wear face masks Support the show: https://podcave.app/subscribe/the-world-famous-frank-show-4eehjczc See omnystudio.com/listener for privacy information.

Today: We ask Lake County Public Library director Ingrid Norris and Crown Point Community Library director Julie Wendorf about the latest measures, in how libraries are doing in dealing with so many service changes because of the coronavirus pandemic. The changes include patrons' curbside pickup of materials outside the branches themselves, quarantining materials brought back to the drop-off boxes before redistributing them, and making everyone wear face coverings in the buildings. The pandemic's impact on reopening public schools includes how crowded classrooms might be -- when students actually come back to school. Zippia.com did a survey of all states and reports that Indiana is ranked number nine on the Top 10 States with Crowded Classrooms. Kathy Morris with the career support website joins us to talk about it.

Listen as Paul Abernathy shares a list of top state where electrician jobs are available based on Zippia.com. If you are an electrician and looking to relocate then this may be the show for you.Zippia Links : www.zippia.com/electrician-jobs/best-states/

Listen as Paul Abernathy shares a list of top state where electrician jobs are available based on Zippia.com. If you are an electrician and looking to relocate then this may be the show for you.Zippia Links : www.zippia.com/electrician-jobs/best-states/

Moab was recently ranked the most stressed out city in Utah, according to Zippia, a career resource website for people looking for new jobs. Zippia used U.S. Census and Bureau of Labor Statistics data to rank stressed cities across the country. They factored in issues like unemployment, home price to income ratio, and the percentage of uninsured people. KZMU News spoke with Zippia rep Nick Johnson to learn more about why Moab was ranked most stressed in the state.

BROUGHT TO YOU BY HIRETUAL! Phenom People has a released a major enhancement to it product suite this week; Theyre calling it the Talent Experience Management (TXM) ...a methodology and platform that unifies technology and experience design to enhance the talent journey, turning interested candidates to thriving employees to enthusiastic brand advocates, while helping recruiters and management boost productivity and communicate seamlessly. Talent Experience Management connects the four key experiences of Candidates, Recruiters, Employees, and Management. TXM helps:  Candidates find the right job, where they will succeed for a long time Recruiters be more productive, finding more quality candidates Employees evolve into the best talent, enabling their careers to flourish Management get the insights they need, allowing them to make smarter business decisions I attended their analyst day and user conference in Philly this week and will be publishing some news and podcasts very soon. -------- Eightfold.ai, the creator of the first Talent Intelligence Platform, announced it has added IVP to its growing list of investors in raising $28 million in a Series C financing. The round, joined by Foundation Capital and Lightspeed Ventures who led previous funding rounds, brings Eightfold.ai’s total funding to $55 million, making it one of the most well-capitalized AI solutions for talent management. Built by co-founders Ashutosh Garg and Varun Kacholia, distinguished engineers out of Google and Facebook, Eightfold.ai’s Talent Intelligence Platform empowers enterprises to solve the number one challenge facing chief executives and chief human resource officers today – hiring and retaining top talent. This new funding follows significant interest in Eightfold.ai’s patented artificial intelligence–based platform which has secured numerous new customers in four continents around the world since emerging from stealth mode one year ago. From Fortune 500 companies to fast-growing technology companies, current customers include Conagra, AdRoll Group, Tata Communications and DigitalOcean. The Talent Intelligence Platform from Eightfold.ai is also available via a growing set of channel partners, including the SAP App Center, and integrates with major human resource information systems (HRIS) and applicant tracking systems (ATS). https://recruitingheadlines.com/eightfold-ai-secures-28-million-in-series-c-funding-for-its-talent-intelligence-platform/ Last week a relatively unknown recruitment technology player called Zippia announced a significant round of funding that will help it continue to build a tool for job seekers in their quest for the ideal career pathway. The San Mateo based company raised a Series A investment of $8.5 million led by e.ventures, with participation from existing shareholders including MHS Capital, NextView Ventures, and Correlation Ventures. This brings the startup’s total capital raised to $12 million since its founding in early 2015. Zippia, uses machine learning and data aggregation to create its ‘career map’, which helps job seekers understand career pathways like never before. Zippia’s tools provide job seekers unique resources, creating a more complete understanding of job titles and career options. Read my Q&a with them on the Recruiting Headlines blog. https://recruitingheadlines.com/zippia-gets-8-million-to-help-people-plan-their-careers/ MINNEAPOLIS –CATS Software, a leading provider of recruiting software, has released the fifth major update to their applicant tracking system. This release focuses on improving recruiter productivity and enhancing communication with candidates and clients. The CATS 5.0 rollout includes numerous features, like a meeting scheduler, SMS texting capabilities, and a new version of the sourcing browser extension, but the anchor point for CATS 5.0 is the complete UI overhaul. “This is a major change in the UI. Most of our past updates have been a continuation of the same thematic elements. This is the first time in a decade where we are fundamentally reshaping, rebranding and recreating CATS from the ground up. That work and passion has culminated in this update—codenamed ‘Nala’—which is the leading edge of user interaction design.” – CATS President Tony Sternberg Key Highlights: Connect with candidates through SMS/marketing text messages Seamlessly schedule meetings by sharing your calendar with candidates Enable candidates to apply faster with a more efficient career portal Increase your productivity in CATS with the sleek, modern UI   https://recruitingheadlines.com/cats-recruiting-software-releases-new-version/ announcing new partnerships with enterprise HR companies such as SAP SuccessFactors which will combine the ease and convenience of hiring tools with the expansive reach of Jobs on Facebook. Now, employers can easily create job posts and manage applications through these applicant tracking systems. This lets businesses continue using the hiring tools they already use, and also access the expansive talent pool on Facebook. And applications from job seekers on Facebook will be sent directly to a partner's tool for a seamless review experience. https://www.facebook.com/business/news/helping-businesses-hire-through-jobs-on-facebook

Zippia? took a poll. Guess what? New Jersey is the most stressed out state in America. Really? Outside of the property taxes, income taxes, taxes taxes, NJT delays, roadwork and traffic, its a nice state.

In this thirty-sixth (36th) episode of the TigerTalk Podcast by Northeast Mississippi Community College, host Will Kollmeyer welcomes Northeast's executive vice president Craig-Ellis Sasser back to the podcast as Sasser talks about a variety of awards that the college has received recently along with other aspects of the college. Sasser discusses the recent honor from ZIPPIA which ranked Northeast as the top community and junior college in Mississippi in preparing students for the workforce along with the Great Colleges to Work For honor that was released on Monday, July 16. It's the second time in the last four years for NEMCC to receive that honor. In his interview, Sasser talks about the new student success center with the hiring of its director and two student success coaches all of which will be located in Wright Hall and will be focused on at-risk students and keeping those students engaged throughout the educational process. Sasser also touches on the Master Plan for Northeast that began in 2017 where the college started planning for the next generations of students and employees at Northeast in the next 20-40 years. Sasser also lets listeners in on the transition that the college will undergo due to the Master Plan and that is shifting campus spaces from vehicular traffic to more of a pedestrian-friendly campus. In the second half of the podcast, Chief of Police Randy Baxter stops in to talk about Northeast's police force and all that it does for the campus. Baxter, who has been at Northeast for 10 years and chief since 2013, discusses the role of his eight full-time officers and four part-time officers on campus and how they interact with the public. From student and dorm safety to parking regulations, Baxter and his force oversee the safety of the entire Northeast family from students to employees to visitors on campus. Baxter also points out that Northeast is one of the few police forces that will provide motorist assistance if a person on campus needs help changing a tire -- and will teach students how to change a tire if they need that training, jump start a car when the battery is dead and even help out with unlocking a car if a person happens to lock their keys in the vehicle. One area of emphasis for Baxter is the Tiger Alert Emergency Alert System which auto-enrolls a student's number into the system when they register for college but people do have a chance to alter their information from the Campus Police webpage on the NEMCC website by clicking on Tiger Alerts and "Manage My Alerts." Kenny Paul Geno makes his return to the podcast as he discusses all the camps and events happening on campus during the month of July and gives a look at all the ways a person can connect with the college. If you haven't subscribed to the podcast, now would be a good time to subscribe to stay up-to-date on all the happenings on the Northeast campuses and hear in-depth interviews with guests each week.