Paul Rupert's guest appearances

Paul Rupert

Work and Life with Stew Friedman

The Retirement Wisdom Podcast

Behind The Numbers

Michael Bungay Stanier

Eric Barker

Harry Kraemer

Emily Esfahani Smith

David Allen

Dorie Clark

Cal Newport

Mike McDerment

Sam Polk

David Burkus

Steven Petrow

Chris Voss

Keith Ferrazzi

Dave Asprey

Emma Seppälä

OwlTail

You’ve probably gotten text messages with a code to authenticate your identity – or messages to confirm your curbside dinner pickup… but have you ever wondered what’s going on behind the scenes of those messages and who’s really sending them? Dave Bookbinder goes Behind The Numbers with Paul Rupert, CEO of Global Point View. In this episode, Paul shares his experiences in working with startups to Fortune 500 companies and “pulls back the curtain” on what’s behind those two-factor authentication messages. He also explains how companies are using CPaaS (communications platform as-a-service) to drive sales and scale businesses. Check out more of Behind The Numbers on YouTube Behind The Numbers is available wherever you get your podcasts Please subscribe to keep up with the latest episodes, and please rate the podcast so that others might find it – and please let me know what part of the world you’re tuning in from! About the Host: Dave Bookbinder is the person that clients reach out to when they need to know what their most important assets are worth. Dave is a Managing Director at B. Riley Financial, where he works closely with business owners, CFOs, Controllers, and CEOs.  Dave has conducted valuations of the securities and intangible assets of public and private companies for various purposes. Want to share your insights with the business community? Message me to learn how you can be a guest on Behind The Numbers. https://linktr.ee/BehindTheNumbers Please connect with me on LinkedIn and check out https://www.NewROI.com THANK YOU FOR PUTTING BEHIND THE NUMBERS IN THE TOP 5% MOST POPULAR PROGRAMS GLOBALLY, ACCORDING TO LISTEN NOTES!!

You’ve probably gotten text messages with a code to authenticate your identity – or messages to confirm your curbside dinner pickup… but have you ever wondered what’s going on behind the scenes of those messages and who’s really sending them? <a href="https://www.linkedin.com/in/davebookbinder/" rel="nofollow" target="_blank">Dave Bookbinder</a> goes Behind The Numbers with Paul Rupert, CEO of Global Point View. In this episode, Paul shares his experiences in working with startups to Fortune 500 companies and “pulls back the curtain” on what’s behind those two-factor authentication messages. He also explains how companies are using CPaaS (communications platform as-a-service) to drive sales and scale businesses. Check out more of <a href="https://www.youtube.com/channel/UCgtWgKtl4QB2g6oZoMbKikA" rel="nofollow" target="_blank">Behind The Numbers on YouTube</a> Behind The Numbers is available <a href="https://linktr.ee/BehindTheNumbers" rel="nofollow" target="_blank">wherever you get your podcasts</a> Please subscribe to keep up with the latest episodes, and please rate the podcast so that others might find it – and please let me know what part of the world you’re tuning in from! About the Host: Dave Bookbinder is the person that clients reach out to when they need to know what their most important assets are worth. Dave is a Managing Director at B. Riley Financial, where he works closely with business owners, CFOs, Controllers, and CEOs.  Dave has conducted valuations of the securities and intangible assets of public and private companies for various purposes. Want to share your insights with the business community? Message me to learn how you can be a guest on Behind The Numbers. <a href="https://linktr.ee/BehindTheNumbers" rel="nofollow" target="_blank">https://linktr.ee/BehindTheNumbers</a> Please connect with me on <a href="https://www.linkedin.com/in/davebookbinder/" rel="nofollow" target="_blank">LinkedIn</a> and check out <a href="https://www.NewROI.com" rel="nofollow" target="_blank">https://www.NewROI.com</a> THANK YOU FOR PUTTING BEHIND THE NUMBERS IN THE TOP 5% MOST POPULAR PROGRAMS GLOBALLY, ACCORDING TO LISTEN NOTES!!

Paul Rupert – How Text Messaging Can Increase Sales

Paul Rupert is the Founder and CEO of Rupert Organizational Design as well as CEO of the advocacy start-up  Respectful Exits, a company promoting the rights of aging workers by improving retirement options.  Paul spent fifteen years building innovative San Francisco nonprofit organizations in areas such as healthcare, legal services, publishing, and addiction treatment. He joined New Ways to Work, San Francisco’s flexible work think-tank, in 1986 to promote flexible work in major corporations.  In 2000 he opened his own firm in Washington, DC, Rupert Organizational Design, where he developed customized initiatives for 100 major clients that integrate online guidance and training for all forms of flexible work, including Phased Retirement. His client list ranges from Aetna, Amgen, and the IMF to PNC Bank, Sodexo, and Xerox.  Paul and Stew discuss the various ways in which those nearing the old standard age of retirement can continue to add significant value to their employers and the costs to organizations of letting go so-called expensive older employees.  For those seniors interested in extending their working lives, Paul outlines various strategies one can propose to one’s employer and the importance of doing one’s homework before making the pitch. Paul sees older employees seeking phased retirement and other creative options as an outgrowth of the types of flexibility that working women have been pushing for and that now young fathers are advocating for as well. He describes his handy self-help online tool for assisting people in working through the steps to make an effective proposal for phasing in retirement.  It’s called Phazer.  Hosted on Acast. See acast.com/privacy for more information.

Paul Rupert is the Founder and CEO of <a href="https://rupertorgdesign.com/" rel="nofollow" target="_blank">Rupert Organizational Design</a> as well as CEO of the advocacy start-up  <a href="https://www.respectfulexits.org/" rel="nofollow" target="_blank">Respectful Exits</a>, a company promoting the rights of aging workers by improving retirement options.  Paul spent fifteen years building innovative San Francisco nonprofit organizations in areas such as healthcare, legal services, publishing, and addiction treatment. He joined <a href="http://www.newwaystowork.org/" rel="nofollow" target="_blank">New Ways to Work</a>, San Francisco’s flexible work think-tank, in 1986 to promote flexible work in major corporations.  In 2000 he opened his own firm in Washington, DC, Rupert Organizational Design, where he developed customized initiatives for 100 major clients that integrate online guidance and training for all forms of flexible work, including Phased Retirement. His client list ranges from Aetna, Amgen, and the IMF to PNC Bank, Sodexo, and Xerox. Paul and Stew discuss the various ways in which those nearing the old standard age of retirement can continue to add significant value to their employers and the costs to organizations of letting go so-called expensive older employees.  For those seniors interested in extending their working lives, Paul outlines various strategies one can propose to one’s employer and the importance of doing one’s homework before making the pitch. Paul sees older employees seeking phased retirement and other creative options as an outgrowth of the types of flexibility that working women have been pushing for and that now young fathers are advocating for as well. He describes his handy self-help online tool for assisting people in working through the steps to make an effective proposal for phasing in retirement.  It’s called <a href="https://www.thephazer.org/" rel="nofollow" target="_blank">Phazer</a>. Hosted on Acast. See <a href="https://acast.com/privacy" rel="noopener noreferrer nofollow" target="_blank">acast.com/privacy</a> for more information.

Ep 107. Paul Rupert: Respectful Exits

Companies are in various stages of being ready for an aging workforce. For example, only 9% offer formal programs for phased retirement, even though flexible work options are plentiful for other life stages. In this conversation on our retirement planning podcast, Joe talks with Paul Rupert, CEO of Respectful Exits about trends in the workplace for seasoned workers. Paul offers his views on what smart companies can do to attract and retain talented older workers. Paul also shares valuable advice on how individuals can approach negotiating phased retirement as part of flexible work options and tells us the story behind his new advocacy organization. Bio Paul Rupert is Chief Executive Officer of Respectful Exits. Paul has forty-five years of nonprofit management and consulting experience. He founded and managed innovative nonprofits in healthcare, legal services, mediation, publishing and advocacy campaigns. He played a pivotal role in promoting the practice of flexible scheduling and staffing throughout the economy. His firm Rupert Organizational Design has consulted to more than a hundred companies implementing creative flexible staffing and scheduling initiatives. His firm currently leads in the development of flexible and phased retirement programs. __________________________ Wise Quotes On How Companies Can Help Employees Prepare for Retirement “…begin to get rid of that notion of people having reached their ‘Sell-By Date’. A lot of companies are moving in that direction. I think there are organizations that are beginning to recognize the need for ongoing financial wellness counseling. We promote very strongly the idea, that companies, primarily in the private sector, got rid of defined benefit pension plans. They have sufficient resources to provide ongoing, what we call financial wellness counseling to their employees. We call on employers to do that. There are examples of employers who essentially provide for annual financial checkups for this, on company time, and on the company dime. It’s a very modest investment and it makes an enormous difference, because as you probably well know, the failure to understand early in your career, the need to save, and to take responsibility for your own 401K, et cetera, is terribly important. Companies have a captive audience to whom they can, in an affordable way, provide that invaluable service. I was talking to a client the other day and they said, “We have a program in which we require our employees to have an annual automobile safety check, and we pay for it.” I said, “Well, do you do that with finances?” They said, “Well no, not really.” I said, “Well, you should.”   On Making An Effective Proposal for Phased Retirement “Phased-retirement is just another form of flexible work. If you’re going to make that proposal then, talk to your manager about what’s in it for the company for you to do this. Don’t talk about what’s in it for you…Just focus on, “If I work this way, these are the following benefits to the company. We suggest in the framework, show the general benefits that can accrue to the company, but also the specific components.  A  very concrete suggestion: ‘Here’s what I’m doing now and how. Here’s how I would work in a phased or a partial retirement setting.’ Secondly, and most importantly, it’s easy to talk about things like mentoring, and knowledge-transfer, and those are grand ideas. What knowledge do you have that is valuable for the company to retain? How do you qualify and quantify it?Managers are trained to review and consider business proposals. So, whether it’s an equipment proposal, or a supply proposal, or a process, you come to them, say, ‘Here’s the package with my current offering, here’s what I’m suggesting as a replacement package. I think these are the benefits’ Then you put it in the framework that managers are comfortable deciding in. It’s not about, ‘Gee, I love Joe. He’s been wonderful,’ or, ‘This guy’s always been prickly, I really wish he were gone.’ You can set some of that stuff aside and say, ‘Hey, this actually will be good.‘This is the other final point I’d make, there’s a tremendous mythology that what managers will do is what’s in the company’s interest. That is not necessarily the case. Companies may have lofty goals about how they want to support their aging workers, but it’s the manager who has to make these things work. So, if you, in the course of proposing, aren’t developing a win-win with the manager, how is he going look better? How is his work unit going to produce more and better work? What’s going to make his life easier? Then they’re not going to necessarily say yes in order to support lofty company goals. They might, but in my experience, the more you recognize that managers have a very, very tough job and lots of pressures on them, and if you’re going to make their life harder, there better be a good reason for it. If you’re going to make their life easier, they’re much more inclined to say Yes.”_________________________ For more on Paul Rupert: Website: Respectful Exits: The Voice of Aging Workers Twitter @RespectfulExits   GAO Report to the Special Committee on Aging, U.S. Senate: Older Workers – Phased Retirement Programs, Although Uncommon, Provide Flexibility for Workers and Employers _________________________ Stay around for the Noteworthy segment on an article worth your time This week’s selection is The Big Changes Ahead for Boomer Workers by Richard Eisenberg – Next Avenue __________________________ Balance Your Retirement Planning with Wisdom Sign up for our free monthly newsletter with ideas you can use. ___________________________ About Retirement Wisdom We help people who are retiring, but not done yet, discover what’s next. A long retirement is a terrible thing to waste. And a meaningful retirement doesn’t just happen by accident. Retire smarter. Schedule a call today to discuss how we can help you make yours great.

Companies are in various stages of being ready for an aging workforce. For example, only 9% offer formal programs for phased retirement, even though flexible work options are plentiful for other life stages. In this conversation on our retirement planning podcast, Joe talks with Paul Rupert, CEO of Respectful Exits about trends in the workplace for seasoned workers. Paul offers his views on what smart companies can do to attract and retain talented older workers. Paul also shares valuable advice on how individuals can approach negotiating phased retirement as part of flexible work options and tells us the story behind his new advocacy organization. <h3>Bio</h3> Paul Rupert is Chief Executive Officer of Respectful Exits. Paul has forty-five years of nonprofit management and consulting experience. He founded and managed innovative nonprofits in healthcare, legal services, mediation, publishing and advocacy campaigns. He played a pivotal role in promoting the practice of flexible scheduling and staffing throughout the economy. His firm Rupert Organizational Design has consulted to more than a hundred companies implementing creative flexible staffing and scheduling initiatives. His firm currently leads in the development of flexible and phased retirement programs. __________________________ <h4>Wise Quotes</h4> On How Companies Can Help Employees Prepare for Retirement “…begin to get rid of that notion of people having reached their ‘Sell-By Date’. A lot of companies are moving in that direction. I think there are organizations that are beginning to recognize the need for ongoing financial wellness counseling. We promote very strongly the idea, that companies, primarily in the private sector, got rid of defined benefit pension plans. They have sufficient resources to provide ongoing, what we call financial wellness counseling to their employees. We call on employers to do that. There are examples of employers who essentially provide for annual financial checkups for this, on company time, and on the company dime. It’s a very modest investment and it makes an enormous difference, because as you probably well know, the failure to understand early in your career, the need to save, and to take responsibility for your own 401K, et cetera, is terribly important. Companies have a captive audience to whom they can, in an affordable way, provide that invaluable service. I was talking to a client the other day and they said, “We have a program in which we require our employees to have an annual automobile safety check, and we pay for it.” I said, “Well, do you do that with finances?” They said, “Well no, not really.” I said, “Well, you should.” On Making An Effective Proposal for Phased Retirement “Phased-retirement is just another form of flexible work. If you’re going to make that proposal then, talk to your manager about what’s in it for the company for you to do this. Don’t talk about what’s in it for you…Just focus on, “If I work this way, these are the following benefits to the company. We suggest in the framework, show the general benefits that can accrue to the company, but also the specific components.  A  very concrete suggestion: ‘Here’s what I’m doing now and how. Here’s how I would work in a phased or a partial retirement setting.’ Secondly, and most importantly, it’s easy to talk about things like mentoring, and knowledge-transfer, and those are grand ideas. What knowledge do you have that is valuable for the company to retain? How do you qualify and quantify it? Managers are trained to review and consider business proposals. So, whether it’s an equipment proposal, or a supply proposal, or a process, you come to them, say, ‘Here’s the package with my current offering, here’s what I’m suggesting as a replacement package. I think these are the benefits’ Then you put it in the framework that managers are comfortable deciding in. It’s not about, ‘Gee, I love Joe. He’s been wonderful,’ or, ‘This guy’s always been prickly, I really wish he were gone.’ You can set some of that stuff aside and say, ‘Hey, this actually will be good.‘ This is the other final point I’d make, there’s a tremendous mythology that what managers will do is what’s in the company’s interest. That is not necessarily the case. Companies may have lofty goals about how they want to support their aging workers, but it’s the manager who has to make these things work. So, if you, in the course of proposing, aren’t developing a win-win with the manager, how is he going look better? How is his work unit going to produce more and better work? What’s going to make his life easier? Then they’re not going to necessarily say yes in order to support lofty company goals. They might, but in my experience, the more you recognize that managers have a very, very tough job and lots of pressures on them, and if you’re going to make their life harder, there better be a good reason for it. If you’re going to make their life easier, they’re much more inclined to say Yes.” _________________________ <h5>For more on Paul Rupert:</h5> Website: <a href="https://www.respectfulexits.org/" rel="nofollow" target="_blank">Respectful Exits: The Voice of Aging Workers</a> Twitter <a href="https://twitter.com/RespectfulExits" rel="nofollow" target="_blank">@RespectfulExits</a> GAO Report to the Special Committee on Aging, U.S. Senate: <a href="https://www.gao.gov/assets/690/685324.pdf" rel="noopener noreferrer nofollow" target="_blank">Older Workers – Phased Retirement Programs, Although Uncommon, Provide Flexibility for Workers and Employers</a> _________________________ <h6>Stay around for the Noteworthy segment on an article worth your time</h6> This week’s selection is <a href="https://www.nextavenue.org/big-changes-ahead-boomer-workers/" rel="noopener noreferrer nofollow" target="_blank">The Big Changes Ahead for Boomer Workers</a> by Richard Eisenberg – Next Avenue __________________________ <h6>Balance Your Retirement Planning with Wisdom</h6> <a href="https://www.retirementwisdom.com/monthly-newsletter/" rel="nofollow" target="_blank">Sign up for our free monthly newsletter</a> with ideas you can use. ___________________________ <h6>About Retirement Wisdom</h6> We help people who are retiring, but not done yet, discover what’s next. A long retirement is a terrible thing to waste. And a meaningful retirement doesn’t just happen by accident. Retire smarter. <a href="https://calendly.com/retirementwisdom2017" rel="nofollow" target="_blank">Schedule a call</a> today to discuss how we can help you make yours great.

Is Your Company Ready for the Aging Workforce? – Paul Rupert