Radio Entrepreneurs

Link To Guest Website: Marc Z Legal Staffing Title: “Why Businesses Need To Adapt To Employees’ Needs” Guest: Marc Zwetchkenbaum – Marc Z Legal Staffing Interviewer: Jeffrey Davis – MAGE LLC Click here to read the transcript Transcript will be available shortly… please check back soon. Subscribe to our Podcast! Apple Podcasts Spotify Google Podcasts Stitcher Find us on Social Media LinkedIn YouTube Facebook Twitter The post “Why Businesses Need To Adapt To Employees’ Needs” with Marc Z of Marc Z Legal Staffing appeared first on Radio Entrepreneurs.

Link To Guest Website: Lando & Anastasi Title: “Setting Up For Data Privacy From Day One” Guest: Tom McNulty – Lando & Anastasi Interviewer: Jeffrey Davis – MAGE LLC Click here to read the transcript Transcript will be available shortly… please check back soon. Subscribe to our Podcast! Apple Podcasts Spotify Google Podcasts Stitcher Find us on Social Media LinkedIn YouTube Facebook Twitter The post “Setting Up For Data Privacy From Day One” with Tom McNulty of Lando & Anastasi appeared first on Radio Entrepreneurs.

Link To Guest Website: https://www.marczlegal.com/ Title: “How To Keep Your New Hires” Guest: Marc Zwetchkenbaum – Marc Z Legal Staffing Interviewer: Nathan Gobes – Radio Entrepreneurs Click here to read the transcript Nathan (0s): Come back. Radio Entrepreneurs, listeners and fans, I’m producer, Nathan Gobes. I’m excited to be filling in for Jeffrey Davis once again, and I’m excited to be joined by one of our regular reporters, Marc Z of Marc Z Legal Staffing with another employment update. Welcome, Marc Marc (16s): Nathan. Great to save. Thanks for having me on the show. Nathan (19s): Appreciate it. I know you’ve always got a great topics for us that are really important to business owners. So what do you have for us today? Marc (27s): Well, I thought we should talk about something. That’s very important because as everybody’s when I say everybody, employees, firms and companies are beginning the new year and a lot of starts have happened. Now people waited to start new positions, firms and companies waited to begin employees after the new year, because of, for a number of reasons. Year-end issues. Some people waited because they had bonuses coming. A lot of people had plans for the holidays and they wanted to keep those. Marc (1m 8s): So now the employee has started, but what, what, what would organizations of all kinds and companies and firms should realize now that you have this employee, you want to retain them? One thing that wasn’t discussed last year by commentators, by experts in the field by employers, we have a lot of hiring needs, but a lot of people came on to. And when I say people, employees came onto these companies, firms and organizations, and they left them in short periods of time. Marc (1m 54s): And as recruiters, we can do everything we can to bring good candidates and have good matches with our client firms, companies, organizations, but it’s the employer’s responsibility, Nathan, to make sure that once the employee is, are onboarded, they not only stay, but they thrive personally and professionally and contribute to the organization from and company. And so what I want to reinforce is this is great. You’ve got some great hires, great energy, don’t lose stride, keep the momentum going, bring this person into fold, whether it’s mentoring, assign them some good mentors, mentor oars, because especially during this COVID peak, it’s going to be very tough for people that are starting remotely. Marc (2m 53s): A lot of employers were having people finally that were fully vaccinated, come to the office, encouraging them, spend more time in the office initially. So they would be able to meet with people, get to know people and then gradually maybe work more hybrid. And now we have the new variant and a lot of employers are saying, you know what, why don’t you start remotely? We’re sending you a laptop and we’d love to work with you, but remotely. And so they have to AKA the employer has to figure out a way to engage that employee. And one way is a good mentor. Just assign them somebody or even have their supervisor, make sure that they irregular. Marc (3m 39s): They have a program or the, and they’re regularly integrated into the team. It’s so important. And that’s, what’s going to keep the momentum going. And a lot of great employers are doing that because I can tell you that when we debrief people that we placed, they’re like, this is great. I already have somebody I’m talking. They’ve already gotten me involved in this, but there are other employers who are not doing that because they’re so busy. They have so much work and they bring people in and they, every time the employee needs to talk to them, they don’t have the time. And so what happened is, and what’s going to happen is after a while that employee is going to say, maybe this isn’t the job for me. Marc (4m 27s): Maybe I made a mistake. Maybe I should look at something new, or maybe I want to go back. Maybe I made a mistake and I want to go back to my employer. Another suggestion is good training. If an employee doesn’t see they’re being trained on the systems, or if you’re a, if you’re an attorney or a partner or an associate being trained in some of the areas that and being brought in, but that the employer wants them to work on. Again, some of our clients have been great immediately having the key partner to the group, assign the attorney or in the case of legal assistance, the employer has them have a, a, a buddy to shadow or to, so that way, show them the ropes, whether it’s virtually or in, in person previously, but probably more virtually now, but this person is there to answer any questions and, and can help guide them and help them have an idea of how things work at the firm. Marc (5m 40s): Because especially now that employers are retrenching. Yeah. Nathan (5m 45s): Yeah. That’s great advice. I mean, having a mentor, a buddy, somebody to train you directly that, you know, you can really connect with is important. I think even, even people that have been at their job for several years that are, you know, have been working remotely, like many of us have feel the disconnects that we, that we get from, you know, this remote work situation. So, you know, I can completely understand that a new hire, unless they have somebody can, can feel like they’re not really part of the team, unless, you know, like you said, they have a mentor, a buddy, some, some direct, good training like that. You know, I’ve had previous positions that I’ve started. Nathan (6m 26s): And at this position, you know, back when we were in person, you come in and you meet the team, you, you know, you get brought around the office, you know, obviously you can do something like that virtually over zoom or whatever, but it’s not the same when you don’t have that, that personal connection. So I agree with everything you’re saying, mark, giving somebody to, you know, to sh to shadow, to, to be mentored buys is a big help. Marc (6m 50s): And you know, the, the other thing Nathan is, if you’re an employee and you’re feeling this, make sure you reach out, I know it can be difficult, something, but especially if you’re an associate talk to the partner, you know, or, or if you’re a staff person talk to human resources or talk to the supervisor, you know, let them know this has happened. Sometimes the employer just is so focused on being busy, addressing client’s needs and addressing internal issues that they just it’s nothing against you. They just are not focused on it. Marc (7m 30s): And you want to speak up and you want to let them know. I need some more training. I need, I need more work in this way. I’m not, I have these billable hours. I’d love to be able to do X, Y, and Z. What should I be doing? If the work is slowed down, if we can’t give you work right away, is there something I should be educating myself on right now? Or maybe you can reach out to other colleagues that are in your practice group, work, other colleagues who were cold legal assistants or paralegals, you know, say, look, I’m, I’m new and I’m leading for some work. Marc (8m 12s): And I know some of my supervisors have been busy or the attorneys can you make some suggestions of what I could do to be better. And that’s really helpful too. It’s, it’s, it’s a relationship and employer employee want to both, you know, you’ve joined this organization. You want to do well, this is a career step for you. The organization is investing in you and they want you to be happy. They hired you. So it’s so important for both parties to communicate. Nathan (8m 44s): Yeah. That makes sense. That’s great advice, mark. We really appreciate you coming on regularly to talk about these things. Did you have any other final comments? Marc (8m 53s): Sure. I, again, you know, I, I want to emphasize it’s not going to be easy and we’re in a new year. It’s again, we’re, we’re dealing with a progress and retrenchment progress retrenchment in terms of the health issues out there, I was talking to a number of people in key positions and this variant is really spreading and so warm and more, even, even the farms and, and organizations that wanted in-person employees are now saying we can’t do that right now. And it’s just there because those people that want in-person employees, they are they’re catching. Marc (9m 38s): COVID so more and more. It’s just important communication on both parts, because the goal is not only retention, but happy and successful employees, which are going to drive the organization and drive both the organization success with the employee success. Great. Nathan (9m 59s): I couldn’t have said it better myself, mark. Thank you. If listeners or viewers want to get in touch with you, find out more about Marc Z Legal Staffing. How could they do so? Marc (10m 9s): Thanks Nathan. First of all, Google Marc Z M a R C and the letter Z. And we’ll come right up. Marc Z Legal dot com, M a R C Z. legal.com and 6 1 7 3 3 8 1 300. Nathan (10m 24s): And of course you can find marks Marc Z on the Radio Entrepreneurs website is always joining us for employment, updates and discussions about what’s going on and, and the greater hiring and staffing fields want to thank you once again for joining mark. Marc (10m 40s): Thank you, Nathan pleasure. Nathan (10m 42s): Thanks. And we back on Radio Entrepreneurs after this break. Subscribe to our Podcast! Apple Podcasts Spotify Google Podcasts Stitcher Find us on Social Media LinkedIn YouTube Facebook Twitter The post “How To Keep Your New Hires” with Marc Zwetchkenbaum of Marc Z Legal Staffing appeared first on Radio Entrepreneurs.

Link To Guest Website: iMarc Title: “Digital Transformation For Improved Business Growth” Guest: Nils Menten – iMarc Interviewer: Nathan Gobes – Radio Entrepreneurs Click here to read the transcript Transcript will be available shortly… please check back soon. Subscribe to our Podcast! Apple Podcasts Spotify Google Podcasts Stitcher Find us on Social Media LinkedIn YouTube Facebook Twitter The post “Digital Transformation For Improved Business Growth” with Nils Menten of iMarc appeared first on Radio Entrepreneurs.

Link To Guest Website: https://www.tbhr-law.com/ Title: “The Importance Of A Lawyer” Guest: Mark Furman – Tarlow Breed Hart & Rodgers Interviewers: Nathan Gobes – Radio Entrepreneurs & Marc Zwetchkenbaum – Marc Z Legal Staffing Click here to read the transcript Transcript will be available shortly… please check back soon. Subscribe to our Podcast! Apple Podcasts Spotify Google Podcasts Stitcher Find us on Social Media LinkedIn YouTube Facebook Twitter The post “The Importance Of A Lawyer” with Mark Furman of Tarlow Breed Hart & Rodgers appeared first on Radio Entrepreneurs.

Link To Guest Website: Marc Z Legal Staffing Title: “Practical Tips For Omicron In 2022” Guest: Marc Zwetchkenbaum of Marc Z Legal Staffing Interviewer: Nathan Gobes – Radio Entrepreneurs Click here to read the transcript Transcript will be available shortly…please check back soon. Subscribe to our Podcast! Apple Podcasts Spotify Google Podcasts Stitcher Find us on Social Media LinkedIn YouTube Facebook Twitter The post “Practical Tips For Omicron In 2022” with Marc Zwetchkenbaum of Marc Z Legal Staffing appeared first on Radio Entrepreneurs.

Link To Guest Website: House Of One Title: “Personalized Interior Design For Every Client” Guest: Brittany Farinas of House Of One Interviewer: Nathan Gobes – Radio Entrepreneurs Click here to read the transcript Transcript will be available shortly… please check back soon. Subscribe to our Podcast! Apple Podcasts Spotify Google Podcasts Stitcher Find us on Social Media LinkedIn YouTube Facebook Twitter The post “Personalized Interior Design For Every Client” with Brittany Farinas of House Of One appeared first on Radio Entrepreneurs.

Link To Guest Website: Lando & Anastasi LLP Title: “How Amazon Can Protect Your Brand” Guest: Tom McNulty – Lando & Anastasi Interviewer: Nathan Gobes – Radio Entrepreneurs Click here to read the transcript Transcript will be available shortly… please check back soon. Subscribe to our Podcast! Apple Podcasts Spotify Google Podcasts Stitcher Find us on Social Media LinkedIn YouTube Facebook Twitter The post “How Amazon Can Protect Your Brand” with Tom McNulty of Lando & Anastasi appeared first on Radio Entrepreneurs.

Link To Guest Website: Tarlow Breed Hart & Rodgers Title: “What If…?” Guest: Mark Furman – Tarlow Breed Hart & Rodgers Interviewer: Jeffrey Davis – MAGE LLC Click here to read the transcript Transcript will be available shortly… please check back soon. Subscribe to our Podcast! Apple Podcasts Spotify Google Podcasts Stitcher Find us on Social Media LinkedIn YouTube Facebook Twitter The post “What If…?” with Mark Furman of Tarlow Breed Hart & Rodgers appeared first on Radio Entrepreneurs.

Link To Guest Website: The Startup Station Title: “Educating Startups & Helping Them Attract Investors” Guest: Victoria Yampolsky – The Startup Station Interviewer: Jeffrey Davis – MAGE LLC Click here to read the transcript Jeffrey (1s): Hello, again, Welcome back to Radio Entrepreneurs. My name is Jeffrey Davis and here we keep winding down 2021, over 700,000 interviews over a million people have watched different episodes of the show, but we’re not satisfied yet. And then maybe we, maybe we will be after the next interviewee. And that is Victoria Yampolski, founder of The Startup Station. Welcome. Victoria (30s): Thank you so much. Do you have for you, I’m very happy to be on the show and then nice to meet you. Jeffrey (36s): So tell us about The Startup Station. Victoria (41s): Sure. I’ve started effective stationing in 2013. So the company’s eight years old and it says finance advisor and education platform for startups. So what we do falls into three categories, one is consulting. We advise startups pre-funding and post-funding pre-funding with health and the prisoners to articulate their value proposition from the investor’s point of view. So we’ll help them put financials that they understand can justify that really show with pet to perfect, the ability, how those strategic decisions turn into financial results and how they go into Mister success and armed with this financial models and the results and valuation at the, in your skin. Victoria (1m 21s): Easier to convince investors that their business is feasible from the financial point of view, as well as use this as models to execute on their plans, post funding. And post-funding, you know, we continue to work with the prisoners who will help raise funds and we help them execute on those plans so that they can put their vision in reality and really focused on growing the company. And while we’re building the financial infrastructure underneath them, until they reach about 5 million ready, there is an education arm of The Startup Station where we work with them to print your score bootstrapping or with accelerators. And it’s a finest program that I’ve created starting 2015 philanthropy, bringing us with no finance experience to really allow them to live well, get their start up themselves. Victoria (2m 5s): And it’s covers accounting, financial modeling, and start applying. And so it really prepares them to understand the basics of finance to both, you know, either creates, you know, this materials themselves, but also to communicate with investors and the finance team on the same level, so that they’re able to understand the terminology. And they’re able to make decisions in an informed way as opposed to being scared, overwhelmed, confused at Sarah. And finally, the third pillar of The Startup Station is communities him aware would do a lot of free events interviews with create a lot of content for you to channel with social media. We are just beginning on their fundraising journey can go and learn a lot of the more introductory topics and get familiar with how the fundraising clips get looks like and what they will have to do to raise capital. Jeffrey (2m 56s): Well, that’s quite an ambitious mission that you have. What led you to doing this? What did you do previous? Victoria (3m 5s): Well, I didn’t have to wake up one day. It created The Startup Station. You know, it wasn’t that clear path. I was born in snippets. I came here in the 1996 and first I pursued a computer science degree. Was that a very practical thing to do from your point of view, but it wasn’t my passion. So even by the time that I graduated, I went to Cornell university. I knew that I didn’t want to be a programmer. It’s a great professional. It just wasn’t something that I wanted to do. So I ended up doing consulting and became a business analyst for a major, a consulting firm. I didn’t flop with either. It’s still wasn’t really, I think enough of a mix of creative and business and technical for me was very technical. Victoria (3m 49s): So then I went, I wanted to switch to finance, so went to Columbia business school and I spent a few years on wall street. And I think I found the same way she was where any job that I had up to this point, which of course were at more junior levels. It was only focused in one area. Whereas if the premiership allows you to do many different things every day, no day is like that. And so in 2009, I quit my job and I started the film company and it may seem like it’s real out of the blue, but it’s not because I have acting backgrounds together with my, you know, computer science and finance education. I also was an actress as a child since 11 years old. And so I always had the interest in creative arts. Victoria (4m 31s): So I decided it was Jeffrey (4m 34s): In St. Petersburg. Victoria (4m 36s): Yes, yes. I wasn’t a professional theater. And I act that, you know, for two years in the professional theater, every, I had three performances a week, one on Saturday and two on Sunday. So that was quite interesting that’s to get, it was being with the, in a specialized physics and computer science school so that I did during the week and then the weekend in theater. But so anyways, so I approached it from the business point of view. And, you know, at that point in my life, I was very arrogant. I never really failed. And when I started my first venture, I made all of the mistakes that first time and the printers make, I tried to raise too much money. I tried to raise 265 million as my first race for a slate of films from post production, distribution funds. Victoria (5m 22s): I didn’t put the right team together. I’m going to put together yet, but that wasn’t the team that could justify that race. I didn’t validate the product market fit for whatever new way I thought of fun financing, independent films. So after two years, it all folded, you know, and it failed. And it was a very difficult experience, but I think it was absolutely necessary for my growth. And they gave me an idea for my company because I realized that just like film producers are very passionate about their ID and how would they want to change the world? And they’d either want to, you know, bring for right. And the printers they’re also passionate and many of them, or let’s put it this way. Victoria (6m 3s): Very few of them have any idea of how to bring their ideas to market before they get any business and find 60 events. Of course, sometimes they have those people in a team and they’re lucky. Well, most of the times there would be product experts who really know the industry and they found something that doesn’t work and they come up with an idea to fix it. Right. But that’s just an idea. It’s not to make a business. And it all depends on the execution. And very few ideas remain unchanged when they finally get formed, <em></em> big company. And so I created the, The Startup Station and, you know, and then eventually became after eight years, the three pillars, it’s 30 does that consulting. Victoria (6m 44s): Then I ended the education arm and then I added into community, autumn them and everything expended, you know, first we just did pre-funding support. Now we’ll do post funding. So now I have a team. So it will was a journey that, and also not a straightforward one, but a lot of learnings along the way, but it gives me a lot of joy to help people put their dreams into a reality, Jeffrey (7m 11s): Quite a diversified background. And I think really helps to make your experiences, make it better for the entrepreneur. But are there specific industries? I know you mentioned size that you think that you’re best suited for helping or that you’re most comfortable with right now, Victoria (7m 28s): I work with industries, any tech or any product startup. I apologize for the noise outside. I hope it’s going to go wait. Right. But yeah, finance is really industry agnostic. So it is about a framework. It is about a way of analyzing companies. So helping entrepreneurs see how to translate their vision into quantifiable decisions, which are inputs to the financial model and how we define in the logic of converting this data into financial results. So in your tech startup, any product startup, Jeffrey (8m 8s): Could you just give us that answer again? You froze Victoria (8m 11s): Sure. Your Jeffrey (8m 12s): Internet is not great. Yeah. Just go now and then we’ll just, we’ll make sure it gets edited properly. Victoria (8m 22s): Sounds good. So Amy, so finance is really industry agnostic. So it doesn’t matter what the industry is. It is a framework that is an approach analyzing business plans and helping you to bring your, see how their vision should be translated into strategic decisions, which are inputs to the model. And then how those decisions will further get translated. Right? What is the business logic? What does the company you do into financial results? So in a tech startup, any product startup, of course, most startups that I’ve worked with are SAS models. This is just a very common one, a lot of tech startups in terms of industries, blockchain, and a thesis, bare popular education, tech, eye charts, tech, media tech. Victoria (9m 4s): This is just the recent startups that I’ve worked with out of the product. I’m actually now involved with the fertility website that helped some women get pregnant. The ones that are having infertility problems. That’s a very exciting company for me to help with because I feel like it can make a lot of people happy. So it really doesn’t matter. What I don’t have with, I would say is biotech, anything that involves natural resources, oil, and gas, metals, and mining, things like that, or a bank. So those are very specific industries that would go through a different financing process than that. Typical tech, a product startup. Jeffrey (9m 42s): And how do you see the next couple of years rolling out? Do you see any major changes Victoria (9m 46s): For The Startup Station? Yes. I would like to really grow the education arm. I believe that education is the way to make the most impact for the startup community and to teach. You know, my mission really is to remove the fear of finance from when to bring your own minds and to help explain how they can use it, to drive their business forward, to grow, to accelerate the fundraising process and to ultimately achieve the change that the one I achieved. So I believe that the way to do it is through education. And so I am in the process of licensing my content and creating new content for a few platforms, outlawed, ready to teach at the bank of America issue Institute, the women’s entrepreneurship. Victoria (10m 29s): So I plan to do that more and go way forward. I’m going to be writing a book to put the entire framework that I’ve created for modeling and value in early stage startups, into practice. And I hope that to be adopted in Mongo, all of the accelerators in the world, if that’s possible or as many people so that, you know, the reason, the reason somewhat order to this chaos. So strike now, I think when people think about startups and they think about startup financials, very few understand how to do it. And most of them ignore ignored instead of thinking. And this is your plan. If you don’t read through your plan, you increase the chances of your favorite. Jeffrey (11m 14s): Victoria just sounds so dynamic and exciting. If someone’s looking for you and startup station, how would they find you? Victoria (11m 22s): Well, my website is www dot The Startup Station dot com. They can follow me on LinkedIn, The Startup Station on LinkedIn things, subscribe to my YouTube channel or follow us on clubhouse, where we host regular life events. Jeffrey (11m 39s): That’s great. And we hope you come back to Radio Entrepreneurs again, cause you clearly have a lot to contribute. Remind everybody, this is Radio Entrepreneurs and we’re going to take a break. We’ll be right back with more stories. Subscribe to our Podcast! Apple Podcasts Spotify Google Podcasts Stitcher Find us on Social Media LinkedIn YouTube Facebook Twitter The post “Educating Startups & Helping Them Attract Investors” with Victoria Yampolsky of The Startup Station appeared first on Radio Entrepreneurs.

Link To Guest Website: Mansfield Bio Incubator Title: “New Expansion Yields Greater Innovations” Guest: Alexander Margulis – The Mansfield Bio Incubator Interviewer: Jeffrey Davis – MAGE LLC Click here to read the transcript Transcript will be available shortly… please check back soon. Subscribe to our Podcast! Apple Podcasts Spotify Google Podcasts Stitcher Find us on Social Media LinkedIn YouTube Facebook Twitter The post “New Expansion Yields Greater Innovations” with Alexander Margulis of The Mansfield Bio Incubator appeared first on Radio Entrepreneurs.

Link To Guest Website: The Hire Authority Title: “Cutting To The Truth About Resumes” Guest: Phil Sharkey – The Hire Authority Interviewer: Nathan Gobes – Radio Entrepreneurs Click here to read the transcript Transcript will be available shortly… please check back soon. Subscribe to our Podcast! Apple Podcasts Spotify Google Podcasts Stitcher Find us on Social Media LinkedIn YouTube Facebook Twitter The post “Cutting To The Truth About Resumes” with Phil Sharkey of The Hire Authority appeared first on Radio Entrepreneurs.

Link To Guest Website: YBR Analytics Title: “Improved Automation Through Data Analytics” Guests: Amanda Truesdale and John Taylor – YBR Analytics Interviewer: Jeffrey Davis – MAGE LLC Click here to read the transcript Transcript will be available shortly… please check back soon. Subscribe to our Podcast! Apple Podcasts Spotify Google Podcasts Stitcher Find us on Social Media LinkedIn YouTube Facebook Twitter The post “Improved Automation Through Data Analytics” with Amanda Truesdale and John Taylor of YBR Analytics appeared first on Radio Entrepreneurs.

Link To Guest Website: Toward Independent Living & Learning Title: “Providing Help & Independence For Those With Disabilities” Guest: Dafna Krouk-Gordon of Toward Independent Living And Learning Interviewers: Jeffrey Davis – MAGE LLC & Evan Macedo – FEI Boston / Sapers & Wallack Click here to read the transcript Transcript will be available shortly… please check back soon. Subscribe to our Podcast! Apple Podcasts Spotify Google Podcasts Stitcher Find us on Social Media LinkedIn YouTube Facebook Twitter The post “Providing Help & Independence For Those With Disabilities” with Dafna Krouk-Gordon of TILL appeared first on Radio Entrepreneurs.

Link To Guest Website: Plymouth Rock Technologies Title: “Customized Advanced Drone & Radar Technology” Guest: Dana Wheeler of Plymouth Rock Technologies Interviewer: Jeffrey Davis – MAGE LLC Click here to read the transcript Transcript will be available shortly… please check back soon. Subscribe to our Podcast! Apple Podcasts Spotify Google Podcasts Stitcher Find us on Social Media LinkedIn YouTube Facebook Twitter The post “Customized Advanced Drone & Radar Technology” with Dana Wheeler of Plymouth Rock Technologies appeared first on Radio Entrepreneurs.

Link To Guest Website: Nexthink Title: “Giving IT Teams The Tools & Support They Need” Guest: Yassine Zaied of Nexthink Interviewer: Jeffrey Davis – MAGE LLC Click here to read the transcript Transcript will be available shortly… please check back soon. Subscribe to our Podcast! Apple Podcasts Spotify Google Podcasts Stitcher Find us on Social Media LinkedIn YouTube Facebook Twitter The post “Giving IT Teams The Tools & Support They Need” with Yassine Zaied of NextThink appeared first on Radio Entrepreneurs.

Link To Guest Website: Cohen Cleary PC Title: “The Most Pressing Issues For Students During COVID” Guest: Peter Farrell – Cohen Cleary Interviewers: Marc Zwetchkenbaum of Marc Z Legal Staffing & Mark Furman – Tarlow Breed Hart & Rodgers Click here to read the transcript Nathan (0s): Welcome back Radio Entrepreneurs, listeners, and fans. I’m producer Nathan Gobes, excited to be filling in for Jeffrey Davis. I’m excited because we’ve got two Mark’s with us today. Marc Z of Marc Z legal staffing and Mark Furman of Tarlow Breed. Hardened Rogers. Welcome gentlemen. Marc (17s): Thank you, Nathan. Great to be here in. Great to be co-hosting with Mark Furman. Mark (22s): I see everybody and really looking forward to hearing from our next guest to does incredibly important work. Nathan (33s): Yeah, me as well. And that guest is a Peter Farrell partner at Cohen Cleary. Welcome Peter. Peter (40s): Good morning guys. Thanks for having me on and good to see all of you and although in zoom land, it’s great to be together again. Thanks for having me. Mark (49s): Nice to see you, Pete Marc (51s): Nice to have you on the show. Pete Nathan (54s): Marc? Marc (55s): Perfect. So Pete, you have really developed a very special niche in the education field and your practice has really grown in it and you have a talent as a seasoned litigator on the backend. If some of these issues go further, but one of the, one of the big things that we’ve had a chance to read and hear over the last 20 months is the whole in school, out of school and presence, virtual remote in-person education and how it affects, I mean, disabled students, students with learning disabilities and also balancing how things will proceed post COVID. Marc (1m 45s): So can you share with us some of the issues you’ve dealt you’re dealing with and have dealt with? Peter (1m 50s): Right. Well, thanks again, mark. That’s a great question. A lot of tongue pack there. So focusing right in, you know, when you have a student who’s on an individualized education plan or an IEP, or they have a plan in place that has services that are, you know, they have, let’s say speak up speech and language services, you know, three times a week for half an hour. How does that happen in a, in a virtual or remote environment? Your guests is as good as mine. You know, my, my colleagues who were educators really did the best that they could under really unprecedented circumstances. But in reality, when we have students with disabilities and, you know, sticking with the example of, you know, a speech and language issue or diagnosis, something like a proxy or something like that, that’s really, really difficult to deal when you’re in a remote environment. Peter (2m 40s): And so trying to figure out, you know, when we talk about remedies for when things go sideways with an IEP, you know, we have this new thing or had this new thing, I should say, COVID compensatory services versus regular, you know, it’s like light versus not light COVID that’s a Tory services was kind of a, a, a function of the situation, which was trying to catch kids up and make up for the lost time. I think overall, the biggest issues right now are reintegrating children, but social, emotional needs, which are, you know, again, really at the top of the list, kids really had students had a difficult time, you know, there were so, you know, so much disconnect and loss of chance, you know, opportunity for, for those, you know, let’s say, you know, in the third grade at this Smith elementary school and, you know, mean main street USA, you know, there’s the lunch bunch, well, guess what, the lunch bunch didn’t meet for the last X number of months. Peter (3m 44s): And so the benefit and, and, you know, the intervention from these talented educators and interventions for these young people just didn’t happen. So, you know, across the land, you’ve got moms and dads and people of all walks of life, who not surprisingly fellows. I did not miss my calling as a teacher. And, and I, my hats off to these teachers that in the last, you know, 20 or so months have really pulled a rabbit out of the hat. There’s a lot a Marc, I know we’re on limited time, but I could go on all day about that. The teachers really had to be on all the time, you know, asked to do a lot in a, in a, in frankly, an environment in which there wasn’t a whole lot of benchmarks training. Peter (4m 27s): And they really just did once the department of elementary and secondary education came out with some guidelines at how to picked up the ball and got us to the goal line. So that’s, that’s things certainly are improving. We’ve got a long way to go. Mark (4m 42s): Very challenging environment. I have a, my daughter is a teacher and, you know, during some period of time choose teaching twice the number of classes because half the kids were coming in in person and half for mode. So, and the teaching techniques are totally different if you’re, if you’re teaching, using zoom versus in person. So, Peter (5m 11s): And, and young young people mark to that point, you know what we’re talking in a pre high school, they’re there, their brains are not developed to, to really immerse themselves in that environment. You know, any kid, a student in high school or college, you know, remote learning is the really deliver the future online courses. If you’re taking an MBA course wherever, and to access really good programs, but young people who, who need the building blocks of really their formal education, this was a real, real damaging below to that process. So, you know, teachers and students alike really struggled for quite some time. Pete, how did you work with some of the families to sort of cut through the Marc (5m 57s): Regulations that would not necessarily be health-related, but we’re affecting the students’ mental health, because I’m sure there, besides the physical aspects of being concerned about obviously contracting COVID and dealing with those issues, there were a lot of mental health issues by not having horses by having to just have zoom by not having a certain schedule. What were some of the ways you you’ve dealt with situations? Peter (6m 33s): It’s a great question again, mark. I mean, it’s, you’ve done your homework. This is a pretty, the biggest challenge. And how I guess that I had to deal with is that reconciling this, you know, remote environment with the fact that in Massachusetts and elsewhere there’s compulsory school attendance loss. And what we had was these young people that they went dark, they wouldn’t show up on zoom or they’d be absent, or her mom and dad would be working in track. You know, they’re literally holding their world together, both hands in their forehead, because they’ve got to try to work. They’ve got kids at home, they’ve got kids on zoom, they’ve got three kids, one in each room on different courses, different it’s like bandwidth issues, technology issues. Peter (7m 14s): I mean, we’re talking about a full slate of problems and issues. And I think trying to the biggest thing I would say is school adjustment counselors, really, I did, did the yeoman’s work in terms of how things went because you can reach out and at least communicate. And I think moves to everybody, you know, us as professionals that included race, the technology of zoom or video conferencing or whatever. So while it wasn’t perfect, and it wasn’t that in-person, you know, interpersonal connection that people create, certainly young students with their teachers. It was at least something that got us through, but really the concern lied with, with students that had severe, you know, needs and intervention that was required. Peter (8m 4s): And those students, for the most part, you know, I think the department of elementary and secondary ed really stepped up and said, those kids with the most significant needs, we’re going to bring them in and we’re going to administer to them. In-person. And, you know, while there there’s risks involved, obviously with the virus, you know, the risk versus the risk of, of regression and losing all of these wonderful gains that we’ve made with these children and students, you know, it really, that was probably the best way to address those things, but it’s not the students that are so high needs. It’s the students that fall in kind of the middle that are identified as having some needs. For example, with students on a 5 0 4 plan, which is, you know, 5 0 4, section 5 0 4 of the rehab act of 1973, less regulated, but not any less important in that these are kids that have a physical or mental impairment that substantially limits one or more major life activities, reading, writing, learning, you know, all of those things and really outreach to those students is critical. Peter (9m 10s): And I think overall, we did a good job of capturing and gathering data on who those students were identifying, who those students burn. No, I got a lot of calls from moms and dads and, and what do I do now? My, my child doesn’t want to log on and getting inquiries from school. Like, where are they? Are they alive? Are they sick? Are they in the hospital? And that coupled with outside of the school, which is a lot of the work that I do in the mental health area is having the right clinician. And of course there were outpatient clinicians. And of course there’s a massive shortage in getting an appointment and tele-health and all of that stuff, which of course no industry, not, not the least of which was the medical field was prepared for. Peter (9m 55s): So I, and the courts certainly, you know, same thing. We were close for a long time. So we did, we did. Okay. But those were some of the issues Marc (10m 3s): What’s going to happen though. There’s some students that just, they need a lot more attention that they did not get from zoom or the limited teaching experience. And is it there a fear that they’re going to be kept back? And that could be very taxing on the school system, because as you say, the high you’re able to compliment, but the low it’s just, there are serious issues aren’t there. Peter (10m 30s): Right? I think so, even in non, we call him the COVID times. Some people refer to it, even the goal is to always advance or promote that student to the next grade. And you bolster their experience, you know, educationally with support and interventions. So it’s not so much a matter of being kept back. I think we’re teachers, you know, like Mark’s daughter and others, you would tell, you know, we’re going to meet these students where we find them because, you know, while we’ve got students that are all over, you know, there’s no, you know, there’s no it’s connecting the dots of where these students are on the map. Peter (11m 10s): And that’s going to take a little time to shake out. I don’t know. I couldn’t tell you in my wildest imaginations, mark, you know, how long that’s going to take, but that’s, I think the attitude and the ambition of our system and, and the commitment of our teachers to say, you know, to our students, you know, what do you need, what can we do to help you? And, and then on top of that, when you have special education services under an IEP, you have that added layer of re-evaluations, you know, seeing where these students were at in terms of their current level of educational performance and the goals and benchmarks and where they are with their IEP. That’s the purpose of the annual review with the IEP team and the three-year re-evaluation to see if they’re making effective progress. Marc (11m 58s): Excellent. Did you have a lot of remote hearings during COVID to discuss some of these issues with the schools and in your advocate advocating for the students? Peter (12m 9s): Yeah. So once, once the students got kind of going and education kind of returned after a brief hiatus, you know, some districts did it better than others. We wrapped our brains around how to best proceed with, you know, team meetings and things in a remote environment. So I did a fair amount by zoom. I still do. I think even as we’re starting to come out of COVID, we’re still embracing the zoom technology because it, frankly, I think it’s here to stay and it’s given me and allows parents to zoom in from work and it’s good communication. So I think zoom is here to stay in a lot of areas, and this is one of them as well. And I think that the education, you know, teachers and educators and administrators, they all did pretty well adapting to that. Peter (12m 53s): Yeah. Nathan (12m 53s): Excellent. Thank you. Mark (12m 56s): It’s hard to imagine what this would have been like without having access to zoom, you know? Peter (13m 3s): Yeah. The technology, I mean, it’s been pretty amazing and now it’s like using one of these, right. It’s people have just kind of read into it and they learned it because out of necessity and it’s been, it’s been good. It’s been good because it’s given us what we need to, you know, make it happen. Nathan (13m 23s): Peter, thank you for joining us this morning. Peter (13m 28s): It’s been a great conversation. Thank you. Nathan (13m 30s): Of course, of course, that was Peter Cohen par partner at, excuse me, Peter Farrell partner at Cohen, Cleary. Peter, if people want to reach you, what’s the best way to do so. Sure. Peter (13m 42s): We have offices in Taunton, Quincy, and Plymouth. The best way you can reach out to me by email, you can get us through our website, Cohen Cleary dot com. We’re at 5 0 8 8, 7. I’m going to get the phone number wrong. So I’d never use it. 5, 8, 7, 7, hold on a second. Forget the phone number. <em></em> dot com. It’s easiest way to get me is that way or send me an email and I will certainly respond. I probably get a ton of Dean emails native every day, and that’s the best way to reach me because I’m not always at my desk because now the courts are opening again, I’m around. And of course I’m in and out, but happy to talk. This is, this is a really important issue. Peter (14m 24s): You know, you guys are doing important work and getting people connected with legal services as well. So I’d like to also personally, thank my friend, mark and mark for having me on again. It’s really great to see both of you again and you Nathan as well. Happy Thanksgiving guys. And thanks for having me on. Mark (14m 42s): Thank you. Nathan (14m 44s): And of course, a Marc Z, if people want to reach you at Marc Z legal staffing, what’s the best way for them to reach you. So, first of Marc (14m 52s): All, Google Marc Z MIRC and the letter Z or Marc Z legal MIRC, Z legal.com or 6 1 7 3 3 8 1 300. Nathan (15m 2s): Great. Thank you. And Mark Furman, Tarlow Breed, Hart and Rogers. Mark (15m 6s): I can be reached at 6 1 7 2 1 8 2 0 2 5. That’s my direct line or M Ferman, F U R M a n@tbhr-law.com. Peter (15m 22s): Great. By the way, guys, I almost gave you the fax number. So my staff would have been really annoyed and that’s why I hesitated at time. I have a weight 5 0 8 8 8 0 6 6 7 7 is my team at Cohen Cleary. Great to see you guys. And now I’ll get the phone number right next time. I’m nursing, but good to see you guys. Thanks. Nathan (15m 46s): We’ll be back after this break. Subscribe to our Podcast! Apple Podcasts Spotify Google Podcasts Stitcher Find us on Social Media LinkedIn YouTube Facebook Twitter The post “The Most Pressing Issues For Students During COVID” with Peter Farrell of Cohen Cleary appeared first on Radio Entrepreneurs.

Link To Guest Website: Marc Z Legal Title: “The Do’s & Don’ts of Holiday Parties” Guest: Marc Zwetchkenbaum of Marc Z Legal Staffing Interviewer: Jeffrey Davis – MAGE LLC Click here to read the transcript Transcript will be available shortly… please check back soon. Subscribe to our Podcast! Apple Podcasts Spotify Google Podcasts Stitcher Find us on Social Media LinkedIn YouTube Facebook Twitter The post “The Do’s & Don’ts of Holiday Parties” with Marc Zwetchkenbaum of Marc Z Legal Staffing appeared first on Radio Entrepreneurs.

Link To Guest Website: OCD Tech Title: “Why Business Owners Need To Take IT Security More Seriously” Guest: Michael Hammond – OCD Tech Interviewer: Jeffrey Davis – MAGE LLC Click here to read the transcript Transcript will be available shortly… please check back soon. Subscribe to our Podcast! Apple Podcasts Spotify Google Podcasts Stitcher Find us on Social Media LinkedIn YouTube Facebook Twitter The post “Why Business Owners Need To Take IT Security More Seriously” with Michael Hammond of OCD Tech appeared first on Radio Entrepreneurs.

Link To Guests’ Websites: WCN | Northern Trust | JN Phillips Title: “Trusts & Selling Your Business” [PART THREE] Panelists: Stephen Wilchins – Wilchins Cosentino & Novins, Bob Rosenfield – JN Phillips Auto Glass & CapeVista Capital, and Dale Sands & Chris Perry – Northern Trust Host: Jeffrey Davis – MAGE LLC Click here to read the transcript Transcript will be available shortly… please check back soon. Subscribe to our Podcast! Apple Podcasts Spotify Google Podcasts Stitcher Find us on Social Media LinkedIn YouTube Facebook Twitter The post “Trusts & Selling Your Business” – FBA Panel Discussion – Winter 2021 Edition – PART THREE appeared first on Radio Entrepreneurs.