European Logistics Analyst Alex Irving joins host Diana Wood for a discussion on global trade, from the birth of trade 5000 years ago to the dawn of globalization. We discuss the significance of walrus tusks, the advent of containerization and the China Plus One strategy. Plus, we delve into how the impact of the pandemic has changed supply chains as we know them forever. Hosted on Acast. See acast.com/privacy for more information.

In today’s episode, we interview Heather Penziol and Kate Bohlin from Horizon Bank. They’ll be sharing their insights, and experiences in the world of construction lending. They also emphasize the importance of aligning expectations to avoid any potential issues. Also covered is the importance of training, managing customer expectations, and establishing clear policies and procedures. Our guests highlight the interconnected nature of various bank services and explore the financial implications beyond the construction lending department.

We turn more positive on short- to medium-term developed market (DM) sovereign bonds in our latest strategic update. We trim DM stocks to neutral. Vivek Paul, Global Head of Portfolio Research shares our Market take.General disclosure: This material is intended for information purposes only, and does not constitute investment advice, a recommendation or an offer or solicitation to purchase or sell any securities, funds or strategies to any person in any jurisdiction in which an offer, solicitation, purchase or sale would be unlawful under the securities laws of such jurisdiction. The opinions expressed are as of the date of publication and are subject to change without notice. Reliance upon information in this material is at the sole discretion of the reader. Investing involves risks. BlackRock does and may seek to do business with companies covered in this podcast. As a result, readers should be aware that the firm may have a conflict of interest that could affect the objectivity of this podcast.In the U.S. and Canada, this material is intended for public distribution.In the UK and Non-European Economic Area (EEA) countries: this is Issued by BlackRock Investment Management (UK) Limited, authorised and regulated by the Financial Conduct Authority. Registered office: 12 Throgmorton Avenue, London, EC2N 2DL. Tel:+ 44 (0)20 7743 3000. Registered in England and Wales No. 02020394. For your protection telephone calls are usually recorded. Please refer to the Financial Conduct Authority website for a list of authorised activities conducted by BlackRock.In the European Economic Area (EEA): this is Issued by BlackRock (Netherlands) B.V. is authorised and regulated by the Netherlands Authority for the Financial Markets. Registered office Amstelplein 1, 1096 HA, Amsterdam, Tel: 020 – 549 5200, Tel: 31-20- 549-5200. Trade Register No. 17068311 For your protection telephone calls are usually recorded.For Investors in Switzerland: This document is marketing material.In South Africa: Please be advised that BlackRock Investment Management (UK) Limited is an authorised Financial Services provider with the South African Financial Services Board, FSP No. 43288.In Singapore, this is issued by BlackRock (Singapore) Limited (Co. registration no. 200010143N). This advertisement or publication has not been reviewed by the Monetary Authority of Singapore. In Hong Kong, this material is issued by BlackRock Asset Management North Asia Limited and has not been reviewed by the Securities and Futures Commission of Hong Kong. In Australia, issued by BlackRock Investment Management (Australia) Limited ABN 13 006 165 975, AFSL 230 523 (BIMAL). This material provides general information only and does not take into account your individual objectives, financial situation, needs or circumstances. Before making any investment decision, you should assess whether the material is appropriate for you and obtain financial advice tailored to you having regard to your individual objectives, financial situation, needs and circumstances. Refer to BIMAL’s Financial Services Guide on its website for more information. This material is not a financial product recommendation or an offer or solicitation with respect to the purchase or sale of any financial product in any jurisdictionIn Latin America: this material is for educational purposes only and does not constitute investment advice nor an offer or solicitation to sell or a solicitation of an offer to buy any shares of any Fund (nor shall any such shares be offered or sold to any person) in any jurisdiction in which an offer, solicitation, purchase or sale would be unlawful under the securities law of that jurisdiction. If any funds are mentioned or inferred to in this material, it is possible that some or all of the funds may not have been registered with the securities regulator of Argentina, Brazil, Chile, Colombia, Mexico, Panama, Peru, Uruguay or any other securities regulator in any Latin American country and thus might not be publicly offered within any such country. The securities regulators of such countries have not confirmed the accuracy of any information contained herein. The provision of investment management and investment advisory services is a regulated activity in Mexico thus is subject to strict rules. For more information on the Investment Advisory Services offered by BlackRock Mexico please refer to the Investment Services Guide available at www.blackrock.com/mx©2023 BlackRock, Inc. All Rights Reserved. BLACKROCK is a registered trademark of BlackRock, Inc. All other trademarks are those of their respective owners.BIIM1123U/M-3249866

Аргентина - унікальна країна з економічної точки зору. Попри значний економічний потенціал вона роками перебуває у глибокій економічній кризі, інфляція там перевищує 140%, а майже половина населення живе за межею бідності.На тлі економічних проблем аргентинці обрали несподіваного президента - радикального лібертаріанця Хав'єра Мілея. Останній прийшов до влади на закликах доларизувати економіку, скасувати центральний банк та позакривати більшість міністерств аргентинського уряду. Проте чи матиме така політика успіх? І у чому взагалі причина аргентинської економічної кризи?Про це ми говорили в експериментальному подкасті “Хроніки економіки” та “Світ не sweet” разом з директоркою програми Латинської Америки та Карибського басейну “Української призми” та доценткою КНУ Наталією Шевченко.Принагідно запрошуємо вас підписатися на подкаст наших колег: https://www.pravda.com.ua/podcasts/63c2e4ae29c3f/ Детальніше про новообраного президента Аргентини та його політичні обіцянки: https://www.epravda.com.ua/publications/2023/11/22/706853/ Підтримати купівлю пікапів для передової: https://www.pravda.com.ua/cdn/cd1/pickup/ Клуб УП: https://club.pravda.com.ua/

Hope you all had a glorious Thanksgiving. Before we spent the day counting our blessings we also took stock of the week's news. Rocket man, Jim Cantrell, returns to the program to tell us what he's hearing from his vast network of contacts - and it's not good. There's a lot of bad actors behind the Hamas atrocities besides Iran. All this and the Parting Shot.

Paul Wolfe is Author of “Human Beings First - Practices for Empathetic, Expressive Leadership” and a Human First Leadership advocate. Paul was the long-term CHRO of Indeed with a seasoned career in HR leadership. Paul shares how he transferred skills from Customer Service to Human Resources and built his expertise across different cultures and industries. He explains the value of transparency during periods of transformation and offers new career paths options as we transition from career ladders. Paul describes why flexibility is important for every employee and the difference human first leadership makes.     TAKEAWAYS   [02:35] Paul goes to college with a full scholarship but doesn’t like it which displeases his mother, a teacher.   [03:45] Paul leaves college, starts working, then joins American Express and finishes his degree in parallel.   [05:47] CitiSearch.com’s CEO and Founder ask Paul to move from Customer Service to Human Resources.   [06:30] Paul agrees to try the HR role for six months, transfers his skills and enjoys the new role.   [07:50] CitySearch and other companies go under Ticketmaster’s umbrella and Paul takes on an international role.   [09:54] Working three months in each country opens Paul’s eyes about work and other cultural differences.   [11:10] Paul’s philosophy as a CHRO: People get their work done well and clients are taken care of. Timing and surf/walk breaks are not a concern.   [12:03] Recognizing the realities of people working in other countries challenges our assumptions.   [12:50] Paul moves to Match.com initially to run both HR and Customer Service!   [14:05] Moving again within IAC, Paul helps Cornerstone build up an engineering group and go digital.   [16:10] Transparency is key during periods of change to explain what’s happening and why.   [18:04] During the pandemic, with almost no data to inform decisions, Paul increases transparency and discusses what information supports the latest direction.   [20:29] Organizations are living, growing beings with a culture generated by the environment that is everyone’s responsibility.   [22:09] At Conde Nast, Paul explores a non-tech industry and checks he is good at his job!   [24:39] As a storied, family-based corporation, Conde Nast gives Paul new insights about culture.   [26:35] Paul is offered the top HR job at Indeed, but he turns it down. He doesn’t want to move again.   [27:36] Six months later, Indeed still wants Paul to head up HR, agreeing he can stay in NYC.   [29:41] Indeed only uses Indeed to recruit, experiencing what its customers go through.   [30:36] Paul finds everyone focused on protecting Indeed’s culture.   [31:18] Growth is strong, the workforce expands from 1000 to 12,000 and attrition stays low.   [31:41] Paul’s first epiphany about human first leadership happens during a Zoom call in 2020.   [33:44] We are all the same before we become different.   [34:08] Paul does a “Dig” and discovers “Better” is the word driving his personal operating system.   [35:08] To make the world better, Paul leaves Indeed to write a book and spread the message.   [36:42] Employee flexibility is key. Paul believes in treating people like adults.   [37:48] If executives believe hybrid working is negatively impacting collaboration, how were they measuring collaboration effectiveness before?   [38:31] Why not be transparent: describe metrics, trial a plan, and review the data in six months?   [39:02] What about asking employees to discover the range of situations they are dealing with and using that information to develop policies?   [40:52] How much (better) were people really working when in the office at their desk?!   [41:31] Flexibility for employees who have to work onsite—giving them equitable options.   [42:18] Managers are not great at performance reviews, so making remote working a reward for performance is complicated.   [44:30] How leaders can help employees deal with ongoing changes, especially with many unknowns.   [45:38] Transparency about AI and its potential impact supports change management.   [46:35] Individual contributor career paths present new options for those who don’t like or aren’t good at managing, which has been developed in engineering but not other areas.   [48:52] Let’s create two different career paths—a leadership track and an individual contributor track.   [51:51] Engagement, upskilling, career development, and performance should be ongoing discussions.   [56:20] IMMEDIATE ACTION TIP: We are all human beings first. We are all dealing with a lot and self-care for leaders and everybody is important. What’s more, no one has all the answers. It’s okay—as a leader--to say I don’t know. It’s ok to be vulnerable. IF you have curated a good team, they are going to rally. The better solution comes from collective thoughts from different perspectives.     RESOURCES   Paul Wolfe on LinkedIn Paul Wolfe on X Paul’s book “Human Beings First - Practices for Empathetic, Expressive Leadership” Paul’s website     QUOTES (edited)   “I would always hope that I'm open enough that my perspective on something, my truth on something, can be changed by experiencing something or talking to somebody or hearing a different idea.”   “I think leaders in general, not just HR leaders, need to get more in the mindset of every organization is this kind of living and growing being. It needs nurturing, it needs care taking. You can call it culture. You can call it whatever you want to. But that's not HR leader's responsibility. It's everyone's responsibility.”   “The more that you create this transparency, you start to set the stage for psychological safety within an organization and generate ongoing two-way communication—employees to leaders, leaders to employees, employees to employees. And you end up with better ideas, better solutions to problems, and a more kind of engaged and informed group of people. “   “I've always run my HR organizations with this simple philosophy, treat people like adults more often, not they will act like adults. And the two to 5% that will never act like adults you deal with separately.”   “We all have different needs. So the idea of one size fits all is not right anymore. It's one size breaks all.”   “Let's figure out where your skill gaps are. We'll agree on those. Some of the stuff you're going to have to go get on your own and I'll point you in the right direction. I'll make sure that I give you interesting projects that love that start to tap into those areas that you don't have expertise in. And I'll block and tackle for you because a leader's job is to block and tackle most of the time.”   “My hope with performance, career, and engagement, it just becomes this ongoing conversation that happens.”  

World climate negotiators will meet for UN-led talks in Dubai next week in attempt to slow warming that is exacerbating extreme weather from flooding to heatwaves to drought. Could COP28 provide impetus to Europe’s carbon market, where prices have dropped from a record high above EUR 101/t to a one year-low below EUR 75/t amid weak fundamentals and rising geopolitical risks. Listen to a discussion on the outlook for the EU’s key climate policy tool. Host: Snjólfur Richard Sverrisson, Editor-in-Chief, Montel Guests: Ingvild Sørhus, Lead Carbon Analyst, Veyt 

It’s Time to Unclutter and Delete Computer Chaos Joining AuthorU-Your Guide to Book Publishing podcast host, Dr. Judith Briles is Nick Zelinger graphic designer at NZ Graphics. Over the twenty years they’ve worked together, they’ve worked with the chaos that is generated from computer disorganization that authors find themselves in. Get a variety of tips and strategies to bring Zen into your writing and publishing life. Between Judith and Nick, they have a list of what to keep and what to dump pronto. Their goal: bring sanity to your computer workspace. Your takeaways include: -What to do before trashing any file. -How to determine which files to SAVE and which to TRASH. -Why you want to embrace the art of creating Folders and Subfolders. -Tips on how to organize and clean up your project folders. -Which remote drive to use for storage and backup. -What to know about syncing services including Dropbox, Box, Google Drive, iCloud. -What emails you should keep.

In the latest episode of What’s Not Priced In, Greg Canavan and Kiryll Prakapenka discuss:- RBA thinks Australia’s inflation is ‘increasingly homegrown and demand driven’- But are ASX retail stocks saying something different?- What do recent updates from Accent Group, Lovisa, Kogan, Temple & Webster, and Nick Scali suggest?- What is going on with Origin Energy?- High cost of capital is forcing investors to get serious about valuations- Now is a good opportunity for investors who can ‘do their homework’- ‘Investing is not about what you believe but what you believe that’s different to what the market believes’- AI is not a substitute for great, creative investment research- Nvidia’s massive beat impressive, but largely priced inTo learn about Greg's premium service Fat Tail Investment Advisory go here.For more free research, check out Money Morning Australia.Check out our YouTube Channel https://www.youtube.com/@FatTailInvestmentResearch All content is © Fat Tail Investment Research Pty Ltd All Rights Reserved.We provide general financial product advice only. The advice published by Fat Tail Investment Research has been prepared without taking into account your objectives, financial situations or needs. Before acting on our recommendations, you should consider their appropriateness to your specific investment objectives, financial situation and needs. If you are uncertain as to what your objectives and needs are, you should contact a financial adviser or stockbroker who is licensed to provide you with personal financial product advice.Financial Services GuidePlease keep this guide for future reference. A copy is available from us on request or can be downloaded from our website at fattail.com.au/financial-services-guide/. If you do not understand anything in it, or require more information, please feel free to contact us here.

Creating a Belonging Culture to Reduce Burnout with Beth Ridley #11The HR L&D Podcast with Beth Ridley. Join host Nick Day on The HR L&D Podcast, featuring Beth Ridley, CEO of Ridley Consulting Group. Beth brings over 25 years of leadership and consulting expertise, specializing in diversity, equity, and inclusion (DEI) strategies.In This Episode:Beth Ridley simplifies and demystifies effective DEI strategies.Explore the creation of a workplace culture How to foster belonging and reduce employee burnout.Insights into current DEI trends and best practices.Practical tips for HR leaders to measure and enhance DEI success.Key Takeaways:What 'Human Resources' means in today's world.Building a culture of belonging to combat burnout.Simplified approaches to diversity, equity, and inclusion.Strategies for enhancing employee wellness through DEI.Addressing common DEI challenges in organizations.Beth Ridley's Contributions:Experience leading DEI at a Fortune 100 company.Featured in national publications and a renowned keynote speaker.Episode Resources:Ridley Consultants Website: https://www.ridleyconsultants.comConnect with Beth on LinkedIn: https://www.linkedin.com/in/beth-ridley-a92b8b5Email Beth: beth@ridleyconsultants.com Connect with Nick Day & JGA Recruitment:Nick Day's LinkedIn Profile: https://www.linkedin.com/in/nickday/JGA HR Recruitment – Leading HR RecruitersCheck out our Payroll Podcast for more insights.Need Specialist HR Recruitment Agency Support?Contact Nick Day for tailored HR recruitment services, ensuring a stress-free and talent-focused experience. Email: nick@jgarecruitment.com or Call: 01727800377 or visit: www.jgarecruitment.com. Listen to "Using a Culture of Belonging to Reduce Burnout" onThe HR L&D Podcast for valuable DEI insights and strategies.