the Offer with Michael Glinter: Recent Episodes
Michael Glinter
the Offer: No Sugar Added approach to the talent triangle with an unfiltered view of employers, candidates, and recruiters. the Offer brings together all three sides of the triangle for an indepth look at how companies hire, recruiters recruit, and how to effectively search for a career change. Hosted by 20+ year veteran of the staffing industry - Michael Glinter. Please make sure you Subscribe, Review, and provide Feedback! Coming soon topics like "How can I make more money in a role, Dealing with a problematic boss, Finding enjoyment in a job, and much more! Show ideas are always welcome.
The #1 Rule any company should live by is if a customer complains, let them. It doesn't necessarily make them right because they are complaining and trying to tell you how to do things. However, the last thing you should do is tell them they are wrong!
I recently had a bad experience with a big retail corporation. This episode will open your eyes to a lot of things. Most importantly, how do the people where you spend your money treat you! I realized from this experience that sometimes you need to look at the other guys like Sam's Club, BJs, or even Amazon to realize you aren't getting the best prices, value, and customer experience!
Hold on to your hats; this one is a doozy!
GLINTER SOCIAL MEDIA AND CONTACT INFO
Michael Glinter - Host
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Lester Young
I admit it. I have been one of those people reluctant to work with ex-offenders under the assumption that once trouble – always trouble. However, my mindset has changed over the years. I am pleased to have Lester Young on my show today to humanize people on the other side and why we need to realize the value of people that have decided to head down the path of being a productive members of society
I’ve realized that our society often sets up those released from prison for failure through a myriad of barriers to re-entry. These barriers include employers that are unwilling to take risks on those with criminal records and landlords who are reluctant to make housing available. On the regulatory side, many professions from hair stylist to massage therapist to tattoo/piercing artist have licensing requirements that prevent those with a criminal record to obtain them.
On top of this, many people with a criminal background have a significant debt load in the form of Legal Financial Obligations (LFOs), which impacts their ability to pay for rent, transportation, child support or other basic necessities. It is no wonder that we have such a high recidivism rate.
We need to realize and recognize the need for change!
GUEST INFORMATION
Lester Youngpath2redemption515@gmail.com
https://www.linkedin.com/in/lester-young-b1b6a0106/
https://path2redemption.org/
GLINTER SOCIAL MEDIA AND CONTACT INFO
Michael Glinter - Host
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Edward Turner
We are desperate for drivers. However, are we really using the right approach to solve this problem?
Edward is a MILLENIAL who became a BUS DRIVER, and Now he is a Transportation Leader paving the way on the next generation of drivers! We as a country have to re-think the way we approach the transportation industry. For over 50 years it's been an old school white male-dominated industry that on average is between 57-63 years old. This HAS to change.
Edward takes a look at both the Bus Driving industry, but also drivers, in general, to help us see a new way of thinking to get these roles filled. Edward will walk us through several approaches on hiring, retaining, and growing younger people to be the Transportation LEADERS of tomorrow.
GUEST INFORMATION
Edward Turneredwarddturner@yahoo.com
https://www.linkedin.com/in/edward-turner-b5bbb2b7/
GLINTER SOCIAL MEDIA AND CONTACT INFO
Michael Glinter - Host
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Victor Holove
People are quitting at the highest rate in decades, even when they don’t have other employment options. If we do not start trying to understand why this is happening, what employees are unhappy with, and what we can do to change the workplace culture – it will continue.
Victor Holove joins the podcast today to bring solutions to the workplace turnover issue. He has employed employee-centric engagement strategies to address the very issues driving our employees to up and quit! His focus on giving employees will help employers handle what they are doing wrong and what they can do better.
Guest Information
Victor C. Holove, PHR
https://www.linkedin.com/in/victorcholove/
GLINTER SOCIAL MEDIA AND CONTACT INFO
Michael Glinter - Host
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: **Francine M. Baccarella
Please Note: Listen all the way through, toward the end Francine talks about some AMAZING ideas on retaining her people!**Francine brings a very unique perspective to labor shortages, hiring, and retention. Francine has 20+ years PEO Leadership providing HR support services to small companies around the country. Francine provides some deep insight into how she handles hiring and staffing even within her organization and some creative ways she has retained people!!
GUEST INFORMATION
Francine M. BaccarellaChief Operating Officer at Congruity HR
Francine@Congruityhr.com
https://www.linkedin.com/in/francine-m-baccarella-05b44730/
GLINTER SOCIAL MEDIA AND CONTACT INFO
Michael Glinter - Host
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Abby Quesnel (Olinick)
Everyone is trying to figure out a way to fill jobs. The reality is that we are entering one of the largest labor shortages in our country’s history. Companies are now faced with many decisions on how to fill gaps in their organization and what they can do to keep their employees happy while meeting the demands of the business. Many people don’t realize that there is an additional 1.5M US citizens unemployed today who are looking to get back to work in many cases. We call them the “forgotten” employees.
I have brought Abby to my show today to tell us her story. A story that will open your eyes to many people right down the street from us can add tremendous value to the workforce. This podcast will help you realize the value of PEOPLE.
GLINTER SOCIAL MEDIA AND CONTACT INFO
Michael Glinter - Host
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Jeffrey Luft, Supply Chain Expert, and Consultant
A few months ago, economists generally thought that the bottlenecks across US supply chains, shipping, and the labor market could all be explained by "temporary" factors caused by the pandemic. Still, the reality now appears to be that supply chain bottlenecks have deteriorated instead of easing. This has happened because the supply chain problem goes way beyond Covid, $600 stimulus checks, and who is in the White House.
The real problem has to do with LABOR SHORTAGES that were predicted 10 years ago and are being caused by a MASSIVE generational gap between Baby Boomers and Generation Xers. Due to lack of labor, everything goes up from cost to production, the cost to delivery, and shortage of finished goods, creating price increases to supplement the lack of unit sales.
Jeff brings a technologically adept supply chain and logistics leadership with significant hands-on experience in strategy, development, and implementation of global supply chain solutions. He has led global manufacturing, logistics, and supply chain programs, in North America, APAC, Europe, and MEA. Jeff has extensive global experience working with diverse cultural practices, navigating complex regulations, and identifying and implementing opportunities to streamline supply chain processes to improve efficiency, increase sales, and reduce expenses.
Jeffrey Luft
jeffluft@gmail.com
https://www.linkedin.com/in/jeffreyluft/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Lauren Winans
We can't find people. The labor market is dry. Job vacancies go unfilled. Those in the workforce are being thrown higher and higher wages just to get employees to work for them. Since labor costs are higher, companies are passing that cost to the consumer. This is why everything is so expensive! What about that car you can't get because there are none available? It starts with manufacturing. Lack of raw materials. Global shortage of chips. If plants don't have labor, then production goes down. When production goes down, there is less product. Ultimately, making it HARDER to get the product and driving prices UP!
This season on the offer, we will be talking about how to solve this problem! How can we address the issue of labor shortage? Starting with today! We will start by talking about WHY we have a LABOR SHORTAGE dispelling many of the NOT FACTUAL reasons for the cause. We will also dig into the fact that this is going to be a LONG TERM shortage.
Lauren Winans, CEO of Next Level Benefits, will join me today to discuss how employers respond to the new reality.
GUEST INFO
Lauren Winans
Chief Executive Officer
Principal Consultant
Next Level Benefits
Email: lauren@nlbenefits.com
Website: www.nlbenefits.com
https://www.linkedin.com/in/laurencwinans/
Lauren Winans - BioLauren Winansis the Chief Executive Officer and Principal HR Consultant for Next Level Benefits, an HR consulting practice offering clients access to HR professionals for both short-term and long-term projects. With 20 years of human resources and employee benefits experience, Winans possesses a deep expertise of HR best practices and what resonates with employees. She founded Next Level Benefits in 2019, offering HR teams access to former corporate HR professionals on-demand when they need them most.
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
About Next Level BenefitsNext Level Benefits is a certified women-owned business providing HR consultation, freelancers, and project managers for your team. Each team member has at least 20 years of corporate HR experiencefrom such companies as American Eagle Outfitters, Ariba, Ascena, Citigroup, GNC, Hess, IBM, Levi Strauss, Netflix, TBC Corporation, and U.S. Airways. Led by Lauren Winans, Next Level Benefits temporarily fills in the gaps on your team.
Next Level Benefits can help develop sustainable HR strategies to align your company’s brand, mission, and organizational goals. They can create HR communications plans that educate and engage as well as provide HR consulting. They can fill in gaps and partner with existing teams to accelerate progress, assess current processes, develop roadmaps, and draft HR process manuals to train your existing staff. Next Level Benefits can lead planned or unplanned projects such as new vendor implementations, audits, and M&A activity.
Michael is back! He spent the last several months traveling the US to see what the country had to offer. During his journey’s he learned about many struggles on finding people for work or getting people back to work. In this episode, he shares some of his experience, talks about hiring in small-town America, and introduces us to the coming season!
Do not forget to subscribe, like, share, forward, and review!
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest – Tina Brinkley Potts
Tina Brinkley Potts is an award winning author, strategist, online marketing trainer, and high performance coach. Coaches, consultants, experts and small business owners from over 70 countries watch and apply Tina’s video trainings and strategy sessions to grow their businesses and careers to expert status. Tina’s expertise includes creating client attraction systems that integrate your desired lifestyle and personality and so they can chart their unique path to the dollar amount they desire. When she serves on boards, she facilitates two distinct areas of improvement: Automation and diversity and inclusion. She is willing to have the hard conversations to create thriving cultures and profits. For more information about Tina, visit tinabrinkleypotts.com
Today's Podcast Perspective
- Revisiting Episode from April 30th which touched on Racism
- Isn't Inclusion supposed to stop separation of minorities
- You can't present absolutes. Getting By-ins
- Talking broad - messages get lost
- Bringing up Slavery when talking about D&I is not fair and should never be used
- There are no absolutes - It is all gray
- Diversity in the Boardroom - Not being a Token
- Working your way up to the Boardroom like everyone else
- People should be promoted based on how they achieve goals not what you see
- White Privilege - Many are born into privilege, BUT it's all races, sexes, backgrounds. It's not just white people
- White Privilege can also be used to benefit YOU but that doesn't mean you allow it
- Roles can be reversed. People of Color can also discriminate against white people
- D&I - Perception is King. We need to be willing to talk about perceptions
- What are we doing wrong as it pertains to D&I programs?
- Stop the Absolutes!
- Boardrooms - Barriers for Minorities
- If you present a solid reason to be put on a board, they should bring you in
- Are the barriers - generational?
- Why do they keep minorities from getting into the boardroom, what's causing the barriers?
- Can we change what society has bred older generations to be / the way they are conditioned
- -Isms are still real - the responsibilities are on each person to make the right decisions
- How do we help companies realize and realign on what D&I programs are meant to be
GUEST INFORMATION AND SERVICES!
Tina Brinkley Potts
Keynote Speaker | Online Marketing Trainer | Online Course Development | Coaching Business Development
https://www.linkedin.com/in/tinabrinkleypotts/
http://tinabrinkleypotts.com/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
SPECIAL GUEST
John Verrico
Keynote Speaker, Humorist, Torchbearer, Communications & Leadership Consultant
What is T.O.R.C.H.?
John talks to us today about (Trust, Opportunity, Respect, Communication, Humanity) and how we can leverage this in building better leadership and more positive work environments. John will talk about how the concept of T.O.R.C.H. can create a stronger, more productive business and create better avenues of retention.
Who is John?
John Verrico is a communication professional with more than 40 years of journalism, public relations, and speaking experience. As an under-sized youth and the victim of bullies, John found hope in classic monster movies & "B" flicks, where he learned that the little guy could win. Drawing from these lessons, John combined what he learned through professional observation, formal education, and first-hand experience about how communication, leadership, motivation, and resilience are deeply entwined. Today, John is an edutainer who helps empower villagers to keep their torches lit and face their monsters.
John's humorous and interactive keynotes and workshops engage audiences as they discover helpful insights into office climate, culture, relationships & communications. John is committed to helping businesses and individuals succeed by exploring effective communication & leadership. What makes his approach different is that he doesn't use canned materials. John works with clients to tailor the key points to his audience. While John can pull from a bank of applicable stories, his natural affinity for storytelling makes every presentation unique.
Guest Information
John Verrico, LLC - Speaker/Humorist/Torchbearerjohn@johnverrico.com
www.johnverrico.com | www.linkedin.com/in/johnverrico
www.johnverrico.blogspot.com | www.twitter.com/jverrico
GLINTER SOCIAL MEDIA AND CONTACT INFO
𝐌𝐢𝐜𝐡𝐚𝐞𝐥𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉
michael@michaelglinter.com (Email)
https://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTu
Special Guest Alex Sanfilippo
Alex combines years of Operations Management and Branding background to bring a unique perspective on how people are viewed and what they can do to bring a new dimension to how they can be a successful part of a winning business. After speaking at conferences and launching his own podcast helping businesses and people transform their brand, he decided to start his own community - creatingabrand.com. His goal is to help people succeed in life and business! Join him to share your journey and grow beyond where you are today.
Breakdown of today’s podcast:
- Changes in the employment market
- Young people continue to struggle recovering from the last recession
- High School / College student graduation - what is next?
- What industries and companies are doing well? Where are all the jobs?
- Candidates need to understand and look at the future of jobs and the economy
- Re-branding who you are so hiring managers and leaders of today decide to hire you.
- How does someone that worked in one industry for 20 years change who they are
- Homemakers or stay at home moms and how they can change perceptions
- Alex's emphasis on Hard Skills vs Soft Skills
- Job changes are not attractive
- What do hiring manager's look for?
- Soft Skills - How people can cross over to different industries or jobs
- Should companies automatically disqualify candidates
- Explaining gaps on resumes
- Stop writing a resume as a job description, rather a skills description.
Resume Magic – Is your resume preventing you from getting a job? Are companies not responding because you don’t know how to articulate your experience. If you want a free initial consultation and someone to hire for resume help, contact Michael Glinter at michael@michaelglinter.com
Guest Info
Alex is an operations leader in Jacksonville for an Aerospace company and an expert in creating a brand!
Alex Sanfilippo
Community Advocate | Creating a Brand
E: alex@creatingabrand.com
https://www.linkedin.com/in/alexsanfilippo/
www.CreatingaBrand.com
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Gurjot Kaur
Break the Stereotypes - She speaks Great English, She is NOT in IT, She has great self-esteem, and she Works. She is a STRONG woman.
Gurjot Kaur is a woman of color, born in India, and raised in the Bay Area. She comes from humble beginnings, left the home in 12th grade with $45 in hopes of going to school and living the most safe and informed life. Her life was plagued with violence and ignorance which has provided her the growth personally to enhance her journey of life and educate others on social problems and awareness.
Breakdown of today’s podcast:
- Gurjot tells us a little about her story
- Breaking away from Stereotypes - Assumptions made when we see someone
- There are different types of people in one type of group
- Companies are puting people into boxes based on their cultural background
- People in a building segment themselves to certain groups - they would not voluntarily intermingle groups
- Generational gaps - parents and grand parents pushing exlusion based on their experiences
- Look past the name - People should not change their name because it is who they are
- We need to force people into groups of diversities
- Social inclusion will make us all feel safer
- Why do we segment people in groups at weddings? Why not mix everyone up?
- What challenges there are still in the workplace - we cannot just depend on the companies
- Diversity is everyone - it is no longer defined by black / white and male / female
- Why is white males the base line to gauge diversity?
- Everyone should be welcome in groups - it goes beyond diversity
- There has not been enough done to welcome everyone in groups or roles which are stereotypically a certain culture, race, or diversity segment
- Show's like the Bachelor which had 24 seasons of White Male Bachelors do not help further the cause of inclusion
- The power of normalization, if not be used for good, it can be very harmful
Guest Info
Gurjot Kaurhttps://www.linkedin.com/in/gurjot-kaur-8088a0130/
gurjotk112@gmail.com
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Mike Wittenstein
Every day I tell people that if you aren't telling a clear story, you are missing half your audience. Whether it be on a resume, selling a product, pitching an idea, or leading a department. The real success of an organization rides on how you tell the story. I decided to bring in the expert on storytelling. Mike Wittenstein. Mike brings a unique perspective as a Storyminer, seeing the world through stories, which lets me help others connect on a profoundly human level. He will help you realize how you can be your best by telling the best story.
Mike Wittenstein is an expert at strategy, change, experience design, and story. IBM's former eVisionary, he advises leaders on how to make the next right move, fine-tune their business models, and make best of change. Since 2002, Mike's company, Storyminers, has served over 800 organizations, from Fortune 100-size companies to start-ups, with game-changing-yet-practical ideas. He has earned these designations: CSP, DTM, MBA, CCXP, CMC and draws from his experience on-stage and on-line. Mike's style is authentic, articulate, sometimes funny, and always inspiring. Why? Because he knows how to put himself in a listener's chair, so he can speak directly to them and address their unspoken questions.
Guest Info
Mike Wittenstein
Founder + Managing Partner
mike@storyminers.com
https://www.linkedin.com/in/mikewittenstein/
GLINTER SOCIAL MEDIA AND CONTACT INFO
𝐌𝐢𝐜𝐡𝐚𝐞𝐥𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉
michael@michaelglinter.com (Email)
https://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Chris Merida, Global Search Network (Staffing Company)
Every day I have people contacting me on why they are not getting calls or replies to their resume. I try to explain why and often times it is met with anger or defensiveness. I decided to bring in another staffing professional to help solidify some of the issues with candidate's resumes and why they hear nothing back.
SYNOPSIS
- Top 10 Resumes Mistakes
- Chris Merida - Who he is and what he does
- Bad Resumes - what do recruiters do?
- Why don't recruiters tell people why?
- Generic Posting - reason why candidates don't get a response
- Resume Mistakes! What is missing
- What recruiters and companies look for
- Job changes / trying to deceive the companies
- Ageism - why it doesn't matter and why you may make it obvious
- Certifications - They should be on your resume
Chris Merida
Global Search Network
Talent Acquisition Leader
Office: 813.832.8300 x 204
Chris@globalsearchnetwork.com
https://www.linkedin.com/in/christophermerida
GLINTER SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
This is a story of how a person who started out bagging fries for McDonalds continued to drive himself to find his passion and become a self-made millionaire. While success is not soley defined by money, money can motivate someone to find their passion and developing a purpose in life. Today we will explore what it takes for a person to figure out his why in life and what methods and processes he took to achieve success.
Top things that made me successful
1.Set long term goals
2.Work Hard – put in the hours, the time, and the hustle – however work smarter not necessarily longer
3.Time Management
4.No matter what I had to do, I always wanted to find a way to do it better than anyone else
5.Records were made to be broken
6.Life is a step ladder not a ladder
7.Learn how everyone else has done it and what didn’t work, and then find a way to do it better than everyone else
8.Be the first
9.Never accept No.
10.You don’t get if you don’t ask – Take Risks
11.Constantly raise the bar
12.Ask for forgiveness, not for permission
13.Set backs only delay your success, they don’t prevent success
14.Have passion for what you do
15.Don’t just define life on just money but also experiences
16.Servicing – discover what you are good at and meant to do and strive to be the best at it
17.Don’t follow other people, define your own path and be true to yourself.
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Caterina Gooch
Every work environment has toxic and difficult employees. Unfortunately often times we cannot screen this out during the interview process. While we can make attempts to keep them out of the workplace, once they are in the workplace we have to manage through the challenges. In this episode we will talk to those challenges and how to overcome them.
- Toxic Employees and how they impact our organization
- Catching toxic and difficult employees during the hiring process
- Special Guest - Caterina Gooch - Staffing Leader discussing managing workplace challenges with toxic and difficult employees.
- How does toxic and difficult employees ultimately affect the work place.
- Steps you can take to manage through these types of challenging employees
GLINTER SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Sonnie Rivera - 20 years in staffing and spent most of her career supporting the host within his division. Sonnie brings unique perspectives to the client and candidate world.
You think you have the right candidate; or you find a company you are excited about, and then you lose interest. Why? This is a deep dive into why companies and candidates decide this is not the right fit.
- The worst response you could ever give
- Qualities that you never want to see in a candidate
- Preparing for an interview - getting the information you need
- in person interviews - what causes the candidate to lose the job
- Red Flags candidates see with a company causing them to not move forward
CONTACT/SOCIAL MEDIA
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
It is a forbidden topic that few people want to talk about. People lie. Candidates, Companies, and Recruiters. A lot of times it is not with malice intent. But it happens. This episode tells you the unfiltered unwritten topic of lies in the industry.
- Why do people lie
- Candidates - What do they lie about
- Companies - Why do they lie to candidates and what is their reasoning
- Recruiters - Friend or Foe? While recruiters can be your biggest advocate; remember they have motivations too.
- How do you catch people in a lie
CONTACT INFORMATION/SOCIAL MEDIA
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Mark A. Herschberg
Mark is the author of The Career Toolkit, Essential Skills for Success That No One Taught You. From tracking criminals and terrorists on the dark web to creating marketplaces and new authentication systems, Mark has spent his career launching and developing new ventures at startups and Fortune 500s and in academia. He helped to start the Undergraduate Practice Opportunities Program, dubbed MIT’s “career success accelerator,” where he teaches annually. At MIT, he received a B.S. in physics, a B.S. in electrical engineering & computer science, and a M.Eng. in electrical engineering & computer science, focusing on cryptography. At Harvard Business School, Mark helped create a platform used to teach finance at prominent business schools. He also works with many non-profits, including Techie Youth and Plant A Million Corals. He was one of the top-ranked ballroom dancers in the country and now lives in New York City, where he is known for his social gatherings, including his annual Halloween party, as well as his diverse cufflink collection.
Guest Information
Mark A. Herschberg
Author of The Career Toolkit, Essential Skills for Success That No One Taught You
hershey@thecareertoolkitbook.com
https://www.thecareertoolkitbook.com/
GLINTER SOCIAL MEDIA AND CONTACT INFO
𝐌𝐢𝐜𝐡𝐚𝐞𝐥𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉
michael@michaelglinter.com (Email)
https://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTu
Special Guest: Julian RobertsAfter 25 years of success (and failure!) in the business world, Julian decided he was tired of reporting to people, more than winning business himself. He loves working with people and watching them succeed. He started an Executive Leadership Coaching business to formally learn techniques he could use to replicate for others what I was already doing. He has a true passion for senior and emerging leaders in organizations, working alongside HR & L&D teams.
The pandemic has been quite the rollercoaster ride. Companies are being challenges with jobs being vacant for an extended period of time either because of Covid or not being able to find people. In this podcast, we will talk about the impact on individuals having to take on the extra workload and the undue stress on employees. How companies can create resilience and purpose in the workplace. We will also talk about how you can organically grow people to take on new roles in an organization.
Guest Information
Julian Roberts
Executive & Leadership Coach
Email: julian@julianrobertsconsulting.com
Website: https://www.julianrobertsconsulting.com/
LinkedIn: https://www.linkedin.com/in/julesroberts/
YouTube: https://www.youtube.com/channel/UCCLKBJ8Q5ZgM8foS9bqlkow
Twitter: https://twitter.com/julesmroberts
Instagram: https://www.instagram.com/julesroberts45/
GLINTER SOCIAL MEDIA AND CONTACT INFO
𝐌𝐢𝐜𝐡𝐚𝐞𝐥𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉
michael@michaelglinter.com (Email)
https://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Steve Yacovelli Companies have tried very hard to ramp up their efforts in hiring diversity over the years. Sadly, it took this past year’s events to real inspire them to start promotion, growing, and creating a truly inclusive environment. Steve and I talk about those challenges and how we create an environment that is inclusive to all people.
You will love Steve's Energy!Steve runs a learning and development, leadership, change management, and diversity and inclusion consulting firm based in Orlando, FL, USA, with affiliates across the globe.
Steve has had the pleasure of working with some great client-partners who we consider to be members of our “pack.” He’s worked with Fortune 500 companies to amazing not-for-profits like The Bill & Melinda Gates Foundation and The American Library Association; large universities like The Ohio State University and The University of Central Florida, to small entrepreneurial rock stars like International Training & Development and GovMojo, Inc. We have thoroughly enjoyed helping our client-partners grow, develop, expand, and be successful with our corporate learning, change management, diversity and inclusion, and leadership consulting goodness.
With over twenty-five years’ experience in leadership, strategy, organizational learning, and communication, Steve is a rare breed of professional that understands the power of using academic theory and applying it to the corporate setting to achieve business results. Oh, and he’s quite fond of dogs, too.
Guest Information
Steve YacovelliEmail: steve@topdoglearning.biz
Website: http://topdoglearning.biz/
GLINTER SOCIAL MEDIA AND CONTACT INFO
𝐌𝐢𝐜𝐡𝐚𝐞𝐥𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉
michael@michaelglinter.com (Email)
https://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Tanika Mcculloch
Tanika has been in the HR field for two decades and has had the opportunity to work with several Fortune 100 companies. She has an amazing perspective and approach to HR that would drive any company to rethink their way on how they handle diversity and inclusion. She is a diversity and inclusion expert.
Today's Podcast Perspective
- What companies are NOT doing right about Inclusion
- Diversity is more than how you look
- Companies and how some think they aren't ready
- What about when companies say - the non diverse people are the ones qualified
- Envrionmental and early age social impact effects people long term
- Stereotypes even HR people have
- Do trainings on diversity and inclusion work
- Holding people accountable to Diversity/Inclusion
- Splitting performance reviews split 50/50 - 50% How well your operations perform and 50% your people and driving inclusion
- Creating an inclusive environment and how it effects your poductivity and profitability
- People stop and judge at someone's look and have a bias, but Diversity goes beyond looks
If you are wondering the ethnicity of the girl in the picture on my post on 3/20 @ 2:30pm - she is Hispanic
Tanika Mcculloch
tlindseymcculloch@gmail.com
HR Leader with experence with several Fortune 100 Companies
https://www.linkedin.com/in/tanikamcculloch/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Dr. Lori Baker-Schena, MBA, EdDLori brings 25 years of education, journalism, and public relations experience. Her professional career reflects a journey … not a destination. She has continually re-invented herself based on three factors: a) passions b) ability to impact others and c) ability to find joy every day. She delivers professionals speeches to a variety of audiences; offering individual executive coaching and leadership retreat presentations; and providing team building, communications training, and conflict management skills to company leaders and employees nationwide.
Her passion is helping organizations increase and enhance productivity, profitability, employee engagement, and customer service.
Balancing your professional and personal life can be challenging, but it's essential. Here's how to improve your work-life balance today. Join Lori and me as we talk about how to be successful while having a balanced life!
Guest Information
Dr. Lori Baker-Schena, MBA, EdDProfessional Speaker and Leadership Consultant
LinkedIn: https://www.linkedin.com/in/loribakerschena/
Website: www.loribakerschena.com
GLINTER SOCIAL MEDIA AND CONTACT INFO
𝐌𝐢𝐜𝐡𝐚𝐞𝐥𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉
michael@michaelglinter.com (Email)
https://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Sue BinghamAs a former recruiter, often, I had clients ask specifically for this experience. Now, as a Branding Expert, I see the phrase all the time when I am writing Resumes and LinkedIn Profiles. It is the most common MISUSED phrase on a resume. While many people say they have the experience, most people do not even know what HPWT really means. I decided to bring in an expert. She is one of the key players in introducing HPWT to the workforce. Sue is the author of Creating the High Performance Work PlaceFor more than 30 years, Sue, a former Human Resources Executive, has provided direction to companies in the transportation & logistics, pharmaceutical, aerospace, food, bottling, floral, optical, textile, and medical device industries. She has worked closely with company leaders to analyze their organizations and facilitate the implementation of common-sense systems that have a positive impact on the organization’s bottom line. She is an expert at effectively using culture to form a common language across global operations leading to greater collaboration, higher levels of team member satisfaction, and increased business unit cooperation.
Guest InformationSue Bingham
Founder and Principal
(706)252-0915
www.hpwpgroup.com
https://www.linkedin.com/in/sue-binghamhpwp/
GLINTER SOCIAL MEDIA AND CONTACT INFO
𝐌𝐢𝐜𝐡𝐚𝐞𝐥𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉
michael@michaelglinter.com (Email)
https://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Joel Howell
Joel Howell, MBA, "Living Life Full on Purpose", brings 20+ years of industry experience along with 15 years working for PWC. Joel brings a level of creativity, innovation, and style to everyone that crosses his path. He has an array of talent and expertise in HR leadership, employee engagement, talent development, diversity & inclusion (local/global), coaching for high performance, motivational speaking, and advanced facilitation. His goal in life is to live full on purpose and to pass that energy on to everyone that he comes in contact with. Today Joel will introduce our new series on my podcast around Inclusion and Diversity in the workplace. Joel brings a tremendous track record of excellence in this area and will add significant value in laying the foundation for our new ongoing
Highlights from Today's Podcast
- Difference between Inclusion and Diversity Initiatives (NOT Programs)
- You can't separate Diversity and Inclusion - you must have both.
- How can you drive a successful Diversity and Inclusion Initiative when you have all white males at the top of your organization
- Getting executives engaged
- Starting an inclusion or diversity program
- Focus groups and people being comfortable to speak
- Government views on diversity and inclusion and how it effects our abilities to drive these programs
- What has PWC done right?
- Are these Initiatives keeping stereotypes and discrimination alive?
- Mentors in the workplace helping drive inclusion
- Just because someone looks a certain way doesn't mean they identify a certain way
- Are the EEO Questionnaire's people fill out - outdated?
- Generational gaps holding us back.
Special Guest - Joel Howell
https://www.linkedin.com/in/joel-howell-phr-5a55414/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Tim Kubiak
Business geek, sales leader, technology nut, book worm & usually the only guy wearing a bowtie...on Tuesdays. Providing Sales Leadership, Strategic Vision, Irreverent thoughts (mostly on corporate culture), and powered by an endless supply of black coffee.
Tim brings over 30 years of award-winning sales excellence. He has noteably delivered double-digit revenue growth across complex multi-theater, multi-region, global accounts. Whether challenged to design and execute sales and product diversification strategies, identify and establish partnerships to design unique “as-a-service” solutions, and/or start-up and lead global sales organizations and teams, he has consistently captured new revenue opportunities, penetrated new accounts, and boosted sales performance.
On today's show, Tim and I are going to discuss the keys to being a successful salesperson, sales leader, and starting up a business driving sales successfully.
- If you are trying to sell, don't be held back by putting yourself in a box. Go beyond the box.
- If you are developing a sales team, you need to understand what motivates people and how to grow your team organically.
- Starting up a business? What are some of the key things to consider to be a success?
- How do you compete against companies like Amazon?
GUEST INFO
Tim Kubiak
tim@timkubiak.com
https://timkubiak.com
https://podcast.timkubiak.com/ - Podcast Bowties and Business
GLINTER SOCIAL MEDIA AND CONTACT INFO
𝐌𝐢𝐜𝐡𝐚𝐞𝐥 𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉
michael@michaelglinter.com (Email)
https://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Jacqueline Wales
For more than 35 years, Jacqueline Wales has explored human behavior and asked tough questions to discover hard truths. She believes in the power of fearlessness to create the career and life you want.
As a motivational speaker, professional coach, author of The Fearless Factor and other books, Jacqueline has helped countless people become more empowered, confident, and resilient.
Her work focuses on leaders who will dig into self-discovery, take accountability for their actions and responsibility for their decisions. She challenges herself daily to be better and challenges her clients to do the same—pushing boundaries and breaking through excuses to achieve results.
GUEST INFORMATION
Jacqueline Wales
BE FEARLESS: See Where It Gets You
Author of The Fearless Factor and The Fearless Factor @ Work
jacqueline@thefearlessfactoratwork.com
www.thefearlessfactoratwork.com
GLINTER SOCIAL MEDIA AND CONTACT INFO
𝐌𝐢𝐜𝐡𝐚𝐞𝐥 𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉
michael@michaelglinter.com (Email)
https://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Elizabeth Lotardo
Join Elizabeth and me today as we talk about a purpose-driven culture and mindset. Even if your management does not support the initiative, you can live your life with a purpose to grow personally and professionally!
Elizabeth Lotardo is a consultant, researcher, and co-author of Selling with Noble Purpose:
How to Drive Revenue and Do Work that Makes You Proud.
As the VP of Services at sales leadership consultancy McLeod & More, Elizabeth leads sales
transformation initiatives for clients like Oracle, G Adventures, and Fiserv. She is a popular
LinkedInLearning author, and her work has been featured in The Wall Street Journal and
on NPR.
With an undergraduate degree in advertising from Boston University and a Master’s in
Organizational Psychology, Elizabeth has enabled firms to drive employee engagement,
competitive differentiation, and ultimately revenue.
Elizabeth Lotardo
McLeod & More, Inc.
Book: Selling with Noble Purpose: How to Drive Revenue and Do Work That Makes You Proud
Email - elizabeth@mcleodandmore.com
https://www.linkedin.com/in/elizabethlotardo/
GLINTER SOCIAL MEDIA AND CONTACT INFO
𝐌𝐢𝐜𝐡𝐚𝐞𝐥 𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉
michael@michaelglinter.com (Email)
https://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Jeff Harry
Season 3 Launches with a 3rd addition of Bad Bosses with a TWIST! Rather than focusing on the negative, we are going to focus on creating a place of fun and encouragement.
Jeff Harry shows individuals and companies how to tap into their true selves, to feel their happiest and most fulfilled — all by playing.
Jeff has worked with Google, Microsoft, Southwest Airlines, Adobe, the NFL, Amazon and Facebook, helping their staff to infuse more play into the day-to-day.
Jeff is an international speaker who has presented at conferences such as INBOUND, SXSW, and Australia’s Pausefest, showing audiences how major issues in the workplace can be solved using play.
Jeff was selected by Engagedly as one of the Top 100 HR Influencers of 2020 for his organizational development work around addressing toxicity in the workplace.
His playwork has been featured in the New York Times, AJ+, SoulPancake, the SF Chronicle, and CNN.
While we spend most of our time pretending to be important, serious grownups, it's when we let go of that facade and just play, that the real magic happens. Fully embracing your own nerdy genius — whatever that is — gives you the power to make a difference and change lives.
Jeff believes that we already have many of the answers we seek, and by simply unleashing our inner child, we can find our purpose and, in turn, help to create a better world.
Jeff Harry
Rediscover Your Play
Top 100 HR Influencers of 2020 By Engagedly jeff@rediscoveryourplay.comGLINTER SOCIAL MEDIA AND CONTACT INFO
𝐌𝐢𝐜𝐡𝐚𝐞𝐥 𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉
michael@michaelglinter.com (Email)
https://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Jen Warneld
Jen is a quality-driven business development and talent acquisition leader dedicated to fostering long-term relationships and implementing strategic initiatives that go beyond simply accomplishing targeted goals. 20+ year history developing and partnering with senior leadership within the healthcare, information technology, finance, engineering, distribution, and production industries; identifying and securing top talent for critical roles. Her passion is people. The right people.
Today's Podcast Perspective
- Companies - have you ever asked a candidate why they are interested, and their response is, "I need a job?" - Not being interested in the role?
- Negative impacts both on the company and the candidate
- Client impact because of supplier turnover - Reputation, Synergy, Relationships
- Impact of job changing on a resume
- It is a small world. Are you ready for Karma to kick you in the butt?
- Costs affiliated with hiring someone that leaves after 6 months
- Covid19 has fanned the flames and how it comes around due to layoffs, increased chances of crossing paths
- Red Flags during an interview - what we look for
- Going Dark or Ghosting, unresponsiveness loses interest
- Companies have to take responsibility in responding or confirmation of resumes
- Common sense candidate mistakes
- Know the name of the company and what they do
- Understanding the company's brands before you interview
- Stop Lying your way through a question!
- Why are you interested? Be Authentic
- Pitching experience that has no relevance to what the company does
- Admitting what you are looking for
- Accepting some candidates are willing to take a step back for good reasons
- Are you looking for a Rich Career or a Wealthy Career?
- Dreaded Question - What did you not like about your last job?
- Stop talking negatively in an interview!
- Spinning a negative comment to a positive one
- Bringing KPIs and Metrics to your response to spin it positively
- What skills do you have that works well for this position? - you better know the role
- Remember the STAR method
- In-Person / Zoom Interview Tragedies
- Take the time to prepare when you are on camera, not just dress, but everything around you including reflections in windows
- Be careful how you react to distractions when on a zoom call
- How both parties respond to situations on a zoom call speaks volumes
- Eye contact can sometimes indicate a lack of interest or lying
- Be aware that sometimes lack of eye contact can be other things
GUEST INFORMATION!
Jen Warned
Director Talent Acquisition
JumpCrewhttps://www.linkedin.com/in/jenwarneld/
https://jumpcrew.com/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Season 2 is Here!!
After 21 years of working in the staffing industry, I decided to start this podcast to help people be more successful in finding jobs and companies/recruiters finding people. It has grown just a bit outside the box to include working environments and dealing with the ever-changing dynamics in the workplace, along with Diversity and Inclusion.
I was initially going to start the season with Bad Bosses 2. However, I decided to do this episode since it’s a little more light-hearted and funny.
Today – We will enjoy the top 10 funniest candidate moments I have experienced over the last 21 years!
Special Note: I am actively recruiting for Season 2 Podcast Guests. If you want to be apart of our journey, want free advertising for your business or company, or like to banter with a guy like me on my show – please reach out to me at glinter@podcasttheoffer.com
GLINTER SOCIAL MEDIA AND CONTACT INFO
glinter@podcasttheoffer.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Monique Lanaux - PepsiCo - Senior Director, Global Diversity & Engagement
Monique has been a leader with PepsiCo/Frito-Lay for 15 years and has quickly progressed to her role in Diversity and Engagement within the organization. This conversation was inspiring. It was an incredible story of how PepsiCo not only drives their D&I program forward but how they start the process of education at the very beginning when the employee starts at the company. THIS, my friends, will be a lesson learned on how COMPANIES should execute their programs! This is a MUST listen to the episode.
Today's Podcast Perspective
- What do companies with successful D&I Cultures and Programs do differently?
- Making Diversity and Inclusion a business priority
- PepsiCo starts their employees on Day 1 with Training and Program involvement
- Diversity, Inclusion, Belong, Engagement
- Educated about non-negotiables at PepsiCo
- Teaching employees how to handle being uncomfortable
- What you share creates the landscape on what is or is not acceptable behavior
- What is Courageous Engagement?
- Employees are taught to have Courageous conversations and how to engage their team.
- You can't wait till there is a problem, you need to begin with education and should be part of your onboarding
- It is essential to understand what your leaders stand for
- What is stopping companies from growing Diversity to the Top! Equity?
- There must be a shared and common leadership from top-down
- Take ownership of the current state of your organization
- What about roles that often are categorized as "male-based" or "female-based" roles? Do you try to break that trend?
- Considering your pool of candidates to make sure you have an equitable pool of candidates.
- Consider the makeup of your interview team
- What about people that are forgotten - Blind People? People with Autism
- PepsiCo's outreach to the forgotten ones
- Self-Identification Campaign to help create a program to help forgotten people
- Partnering with organizations to expand and actively bring diverse groups of people into the organization
- What kind of resources are available for education?
- What can companies do to start their journey indeed to become and Diversity and Inclusive organization
- Leadership MUST sponsor the change - it starts from the CEO
- Does a person of color have to be the leader of a D&I program? Can a gay person or disabled person garner the same amount of respect?
- The leader should be more about where they came from and how they grew to the role and their identity.
GUEST INFO
Monique Lanaux
Senior Director, Global Diversity & Engagement at PepsiCo
https://www.linkedin.com/in/monique-lanaux-7665115/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest – Tina Brinkley Potts
Tina Brinkley Potts is an award-winning author, strategist, online marketing trainer, and high-performance coach. Coaches, consultants, experts, and small business owners from over 70 countries watch and apply Tina's video training and strategy sessions to grow their businesses and careers to expert status. Tina's expertise includes creating client attraction systems that integrate your desired lifestyle and personality, and so they can chart their unique path to the dollar amount they desire. When she serves on boards, she facilitates two distinct areas of improvement: Automation and diversity and inclusion. She is willing to have hard conversations to create thriving cultures and profits. For more information about Tina, visit tinabrinkleypotts.com
Today's Podcast Perspective
- Utilizing technology to increase revenue and income
- Expanding your footprint when it comes to the digital/online space
- Building a presence including Websites, Profiles, and your Online Brand
- How you create websites can matter
- You do have to start somewhere and don't necessarily need a ton of money
- Just because you are a good employee, it doesn't mean you are a good business owner
- Create a budget for your business
- How do you price your product and services?
- Why is pricing low to get traction bad
- Your better off selling why they should pay more for you or the product
- Set a marker on what your sustainability goal is to survive
- Exercises to go through to determine the potential of your business
- Are your expectations realistic
- You create your value - you set the price and create that value
- Define how your experience will add value to your service and product
- Pivoting by using your hard skills to sell a product or service
- Pivoting to be your boss, your previous employers can be your best clients
- When should you pay for marketing and services
- The best source of outreach is VIDEO
Check this out from Tina!
https://whisperer.clientattractionsystems.net/4-campaign-foundation
GUEST INFORMATION AND SERVICES!
Tina Brinkley Potts
Keynote Speaker | Online Marketing Trainer | Online Course Development | Coaching Business Development
https://www.linkedin.com/in/tinabrinkleypotts/
http://tinabrinkleypotts.com/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Claire Chandler
Claire brings 30+ years of HR and Talent Acquisition background. She has spent years working with employee/candidate experiences and how managers develop and grow their employees. She brings a great mix of experience, guiding people on employee behaviors and how to create a positive and productive work environment.
Today's Podcast Perspective
- Candidates / Employees impact by the Pandemic/Covid19 and how Employers deal with those impacts
- Mental health challenges and stresses are not bubbling to the top
- Two-Income Households - how do companies handle working arrangements when kids are forced to do virtual learning
- Parents have to choose between their jobs and their kids
- Companies need to stop being so stuck in past ways of doing things
- Is it fair for people that are single or don't have hardships have to pick up the slack?
- Understanding what are reasonable accommodations
- How does FMLA play a part during a pandemic
- Companies have to decide for all their employees, how do you handle special exceptions
- You can make special exceptions, especially if positions are not deemed essential employees in the field
- Companies pivoted think it was going to be interim, but now since it's a long term effect there are complications on managing differently
- How do you get employees back to work safely
- Employee productivity issues - making decisions on an office by office basis
- It would help if you considered people's situation in ways never done before
- Companies have also to consider dual family incomes and children homeschooling
- Re-Shaping the way we work from working from home, remote workspaces, closing down offices and doing everything virtually
- Managing people in the Pandemic, Consider the mental health and stresses people have before reacting
- Being empathetic without giving too much flexibility
- When you create a difficult environment that doesn't allow for flexibility performance and productivity will likely go down
- Organizations and Leadership need to be collaborative but there is no such thing as black and white situations
- Middle Managers are in the most precarious position with all of this happening because they are the messenger, but not the decision-maker.
GUEST INFORMATION!
Claire Chandler
President & Founder | Talent Boost
E: claire@talentboost.net
www.clairechandler.net
Schedule it now: ClaireChandler.net/talk-to-claire
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
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https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Lucas O'Ryan - LGBTQ Educator! Hire Him to Educate your Company
Lucas is back on the show! He was one of the most downloaded podcasts in Season 1! Today Lucas brings us guidance on the dos and don't's on how to treat LGBTQ people in the workplace, what you can't do! What you can't ask! How do we help all people feel included? Lucas will talk about his personal experiences as a Transgender male but also guide us through hypothetical scenarios and how to handle them.
Today's Podcast Perspective
- Cultivating a positive work environment for all people
- When should you tell people you are Transgender?
- Disclosure to the hiring manager or HR professional - when it is important
- If there is no effect on you doing your job, then disclosing does not matter
- Some may want to know how the company responds upfront, where-as many would keep it to themselves.
- Personal situations will dictate how someone proceeds on disclosure
- Recent law changes and Supreme Court decisions have encouraged the population to feel comfortable, but it does not change Bias'
- Situations may arise where someone is forced to disclose (i.e., courtrooms)
- Using outside resources to educate with a high degree of need for education
- How are needs assessed by an educator - are there pre-existing reasons
- Needs assessment
- Specific demographics have preconceived negative feelings toward LGBTQ
- Stigmas within specific races and groups
- Diversity Groups are discriminatory to other groups like LGBTQ
- Breaking the ice with people that are not accepting
- Bringing up faith to bridge the gap
- Approaching a situation where you feel discriminated
- Engaging the employee or coworker
- Companies need to check-in with your staff, do a survey, figure out where the barriers are
Lucas O'Ryan
Transgender Advocate / Speaker / Educator / Coach
lucasoryan87@gmail.com
https://www.linkedin.com/in/lucas-o-ryan-a960121a6/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
From a Staffing/Talent Aquisition professional perspective, we get 100s of resumes a day. For those candidates that don't get calls; many times they blame the staffing professional rather than themselves. If they are lucky enough to get a call, if they don't get the job they blame the process, the market, the hiring people. This episode is focused on what job seekers really need to know about what they can do to change the results.
- Listener response - blaming companies, lack of jobs, and recruiters for people not getting jobs
- Understanding the market today - recap
- Worst thing a candidate can do
- Reasons why people don't get call backs and don't get selected
- Ways to change things - taking control and getting results.
SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Sal Brucato
Season 1 Bad Bosses was the most downloaded episode of the season. After many emails and requests, Bad Bosses 2 has arrived. Sal Brucato is a VP of Operations with over 30 years of leadership and management experience. He has seen, heard, and done it all. Join us today as we talk about the good and the bad of leadership and how we can drive a better culture.
- Bringing awareness to bad boss behaviors
- Top characteristics of what makes a bad boss
- No one can make the Boss happy - No Guidance
- Verbally demeaning and criticize people in front of others.
- Talks about other people disparagingly in front of staff in meetings
- Does not do anything to develop internal employees.
- Boss is never happy - do not communicate expectations but when things fail you are the first to get blamed
- Often employees will leave in situations where you can't get proper guidance from your Boss
- Gossipping. Common sense says we do not want childhood behavior in the workplace
- What do you do when your Boss is the person gossipping
- Boss doesn't want to develop people underneath them. Threatened?
- Boss believes he is always right, never wrong.
- Making erratic decisions and blaming his employees when it doesn't work
- Employees then chase a dartboard that they can't see
- What makes a good boss?
- Drop the Ego / Be more collaborative
- HR Departments needs to do better at identifying leaders
- Trust your team
- Understand your employees and their situation
- Leave the Ego at Home
- Stop taking credit for your employee's ideas!
Special Guest Info - Sal Brucato
https://www.linkedin.com/in/sal-brucato-8825a825/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest Jeff Ruby
Jeff brings 30 years of leadership and coaching experience providing tools, strategies, and step-by-step exercises from RedRock Leadership training programs used by hundreds of companies worldwide. Just because you are part of leadership doesn't mean you are a leader. Redefine what it means to be a leader with Jeff Ruby's authentic and insightful keys to collaborative leadership… and forge the path to success in business and life. In today's podcast, we will talk about what it takes to identify and grow strong leadership within an organization.
Today Jeff and I will talk about:
- Defining Emotional Intelligence
- Delivering difficult news with a balanced approach to people
- Thinking things through when addressing problems and issues while managing emotions
- Managing your heart rate and fight-or-flight mentality to approach situations with a level head
- Can all managers be emotionally intelligent?
- Environments often dictate how successful people can be emotionally intelligent
- The thought that leaders should not wear emotions on their sleeves is wrong. Anyone that thinks you have to leave your emotions at the door is a short cut.
- How can companies approach the issues?
- Companies have to know they can get better to drive a culture change
- What options do Leaders have if they do not find developmental training in their company?
- Utilize outside resources: Coaches, Trainers, and Colleagues to grow
- Quitting your job to chase a solution for personal growth is not a solution
- 5 Key Skills for Emotional Intelligence
- Sales Mentality vs Doctor Mentality
- Leading by Example and surrounding yourself with the right people building the competency you are not going to just react will result in success.
Special Guest Information
Jeff Ruby
Founder & CEOhttps://redrockleadership.com/ Email: cjruby@redrockleadership.com LinkedIn: https://www.linkedin.com/in/jeffrubytampa/ Book: Author of "Red Rock Leadership" GLINTER SOCIAL MEDIAL AND CONTACT INFOmichael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest Chris Milot
Chris Milot has a very diverse background in Military, Government, Education, and Corporate America. He has had the opportunity to see how D&I transcends all industries, environments, and organizational cultures. He spent the last 25 years driving Learning and Organizational Development programs, change management, and instructional design & analysis. Chris has an exceptional level of versatility gained from a wide array of managerial roles and technical skills in strategic planning, diversity & inclusion, project management, new business development, retail training, sales, and talent management.
Today Chris and I will talk about:
- Defining diversity depending on the organization
- Growing beyond the silos of an organization
- Gaps in the hiring process
- How are companies falling short
- Military vs Civilian D&I programs
- Serving the same purpose - The military can do better
- Military employees transitioning to the civilian world have seen discrimination
- Overcoming Bias - Military employees becoming valuable leaders
- PTSD Stigma feeding stereotypes
- What can companies do differently?
- How can military employees feel comfortable entering an unstructured environment?
- Senior Leadership needed to be involved in training
Special Guest Information
Chris Milot
Training, Learning, and Development Leader
US Army Veteran
Email: christophermilot@gmail.com LinkedIn: https://www.linkedin.com/in/christophermilot/GLINTER SOCIAL MEDIAL AND CONTACT INFOmichael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest Nicholas Hinrichsen
Today's guest is Nicholas Hinrichsen, who got his MBA at Stanford in 2013 and started a company after graduating. Nicholas went through the startup accelerator YCombinator in 2014, raised $10M in Venture capital, and sold his business to Carvana in 2017. At Carvana, Nicholas ran a team of 160 people. He was in charge of his team when COVID hit in March, and his whole team transitioned to work from home. Nicholas left Carvana in June to start WithClutch.com, a digital platform to refinance your auto loan. Car owners can save thousands of dollars in less than two minutes, and his new company is currently working fully remotely as well.
During the first nationwide shutdown in America History, companies had to figure out how their employees could navigate their roles while working remotely. Many of these companies were hoping by now that we would be fully back at work and back to a new normal. However, in light of the recent changes in the virus, many states are pushing back their openings, sending more people home, and the climate once again is changing.
Today, Nicholas and I talk about the shift to working from home, how to navigate an organization with a remote workforce better, and ways you can maximize your productivity while keeping people safe.
Special Guest Information
Nicholas Hinrichsen
CEO of Clutch
Email: nicholas@withclutch.com LinkedIn: https://www.linkedin.com/in/nicholas-hinrichsen/ Company Website: withclutch.com/about-us GLINTER SOCIAL MEDIAL AND CONTACT INFOmichael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest Benjamin Preston
Benjamin Preston LLC provides businesses with marketing, strategy, and management consulting services. With experience in a range of industries and clients ranging from startups to billion-dollar businesses, Benjamin Preston's strategic approach to business will help your business scale quickly and efficiently. Benjamin Preston also wrote, "Harness Your Butterflies: The Young Professional's Metamorphosis to an Exciting Career," to inspire future leaders to create meaningful careers.
- Focus on the things you want, not the things you are not happy with
- Growing your career more strategic and breaking the traditional roadmap
- Following your excitement in your career
- Graduating from College – Now what?
- Get away from the concept of having a "purpose," because you do not have to figure out whom you are going to be when you turn 50 – Today
- It is OK to be more general – do not focus on one job title
- Figure out what you are good at and what your strengths are
- Getting creative, especially during the Covid crisis
- Finding positions that will allow you to utilize the skills that you enjoy
- Breaking your strengths out to define your path
- Asking peers, professors, and the previous boss' what are your strengths
- Starting with your strength and doing an inventory will guide you on how to get started
- Doing your research to make sure companies can offer you what your strengths are
- Pair your strengths based on the situation and the role
- Sometimes your strengths fit the organization but not the role
- Steps to doing an inventory
- Working around your weaknesses – However, try to avoid roles where the role focus is on a weakness that you have
- Try to focus on your strengths – not your weaknesses – you get more ROI if you put your focus on strengths
- Knowing what you are not good at could help mitigate risk
- Searching for a role – create 2 or 3 nonnegotiables and beyond that be flexible
- Do not just apply unless you plan on keeping track of everything you used for
- Does the role sound exciting? Limit your applications to roles that get you excited
- Avoid the path of least resistance
- During Covid – if you have to take a job that doesn't pay what you want, use this time to figure out what your next path will be after Covid
Special Guest Information
Benjamin Preston
Author: Harness Your Butterflies: The Young Professional's Metamorphosis to an Existing Career
benprest2@gmail.comWebsite: benjaminpreston.com
LinkedIn: @Benjamin J. Preston
Twitter: @BennyJayLive
Instagram: @bennyjaylive
Facebook: Benjamin John Preston
GLINTER SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest Natalie Roesler
Passionate people leader with over 18 years’ experience in technical and managerial roles. Results-oriented and successful through building cross-functional teams in alignment with organizational strategy. Leadership style is based on high-performance team building by eliminating negatives, setting high expectations, assuming positive intent, and building mutual trust and respect with employees. Join Natalie and me as we discuss the challenges of confronting people in the workplace.
- Why people are afraid of confronting people about an issue
- The issue starts within the “confronters” own head
- Changing your mindset before approaching someone – it’s just a conversation
- Approaching someone on having a conversation
- Do not make people wait to talk
- Figure out the conversation before you approach someone
- Do not start a blame game – it should be how it made you feel
- Ask open-ended questions
- Hearing vs. Listening
- Do not hear someone just while you prepare a response – Active Listening
- Someone pausing before responding is a GOOD THING! It means they are listening
- Try to avoid trigger words and accept the fact that the person you talk to may play a victim role
- If someone says, let’s take a break – take a break. It is in everyone’s best interest then to take a break
- If either party says “that’s fine,” it needs to be talked about. It’s not a solution; it is just a delay tactic
- Confrontations through text messages or phone calls are dangerous – always in person or zoom
- How do defensive people change? How can they fix the problem? They are a bully in return
- You have to be able to recognize and accept the behavior before you can address the change in your behavior
- Just because your boss asks you for a meeting doesn’t mean it is a bad thing.
- Creating a high-performance work environment to empower positive conversations
Special Guest Information
Natalie Roesler
High Performance Leader | Speaker | Author
nataliemroesler@gmail.com
https://www.linkedin.com/in/natalieroesler/
https://pineapplecourage.com/welcome-to-pineapple-courage/
GLINTER SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest Wes Shorter - Leader in the Manufacturing Industry
Throughout our life we are consistently influenced by the environments we are surrounded by. From an early age through adulthood, bias is imbedded into our everyday lives and unconsciously effect every decision we make in life. While unconscious bias can be hard to identify, they often times can influence decision creating a fine line between bias and discrimination.
- What is unconscious bias and what is the most common bias.
- Welcome Wes Shorter - Special Guest
- Introduction to Unconscious Bias vs Discrimination
- Racism is a political concept - discussion about Melanin which causes changes of color of skin making color an invented argument that makes racism
- Misuse of labels to create a group to rally against another
- How do we address racial bias in the workplace?
- Training and educating employees
Special Guest Information
Wesley Shorter
513-907-5746
wes.shorter@fuse.net
GLINTER SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - De-Dee Loftin Davis
Diversity and Inclusion programs are prevalent all over the World. Fortune 500 companies often times have entire divisions that focus on these initiatives. But is it enough? Should there be Racial Awareness and Prevention Programs / Initiatives separate from Diversity and Inclusion? De-Dee has a unique background with experience on both sides. She has been in Diversity and Inclusion roles; along with she brings over 15 years of Racial Education background. Listen to this unique exchange of views on the topic in today's podcast.
Today's Podcast Perspective
- De-Dee explains her work with Racism and Racism Education
- Educating on Racial Bias and Racist behaviors in the workplace - Do's and Don’ts
- Corporate Culture - Level of Intimidation when working for someone that is NOT Diversity/Inclusion movement - is emphasizing Racism hurting the movement
- We don't have Ageism, Sexism, Gayism programs or initiatives, why should we focus only on Racism?
- 85-90% of the D&I Leaders are African American - Shouldn't we have more diversity at the top? Reverse discrimination?
- De-Dee speaks on how just because an African American is at the top, does not mean there aren't other forms of diversity reporting to them
- Tokenism of having a black person
- Michael states - I want an African American as the President of the company and a Gay White person in the head of the D&I position
- Are we not propagated stereotypes?
- Lack of Understanding on what people of color go through
- Racism and Diversity/Inclusion should be separate
- De-Dee believes Diversity/Inclusion programs focus on Normalizing the issues
- Getting clarity and stop automatically assuming things - stop judging people based on their actions
- Racial discrimination and micro-aggression
- Does working for a boss that is white/straight differ from a person you work for that is diverse being gay or another form of protected class?
- What can companies do in order to address Racism
- Education on what it means to be a victim of Racism
- Training and speakers with specialty in Racism
- Changes need to come from the Top; How do we get the top changed
- Normalizing conversations on Racism
De-Dee Loftin Davis
https://www.linkedin.com/in/de-dee-loftin-davis-033b164a/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Dolores Neira
Dolores is a small business owner with POA for over 20 years. She recently began the process to "level-up" her small business and finally decided to finally write a book that can help leaders who will be challenged to manage a whole new normal for returning staff. She has always had a heart to mentor women through some of the most challenging times in their lives. For her, being a full-time employee, mother of two toddlers under five years of age, and working on her Master's degree. She is passionate about creating a mentoring project and has branded it. The Concrete ROSE Project will be launched in September 2020, just after her book "A Workplace Inspired" went out.
Podcast Notes:
- Misery at Work - Stolen Confidence
- Lack of tools and support in the workplace to prevent bullying and mobbing
- Minority groups tend to be bullied and mobbed the most in the workplace
- Mobbing - is when a group of people gang-up on an individual in the workplace, usually different classes or diverse candidates.
- Generally, mobbing is a reflection of people being jealous of the victim
- Example of Targets of Mobbing - The Pretty Girl
- Body Shaming / People that are overly attractive
- Looks often can play negative parts for all kinds of people
- Creating the right culture and environment
- Companies training culture before a new employee starts their job
- Many organizations have core values, but they do not enforce or train people to follow them
- Managers lackluster approach to assessing how people promote core values
- Lack of training for Managers. No training. Sink or Swim does NOT work
- Defining what core values mean
- People claim they use their beliefs to justify the way they treat people
- Understand people's strengths and weaknesses
- What should people do if they feel they are being mobbed?
- Employees need to find their way in different environments
- Many companies offer therapy and EAP services to help with workplace issues
- People do not leave companies; they leave toxic work cultures
Aworkforceinspired.com to purchase the book
Guest Info
Dolores Neira
Master Trainer/Owner
Performance Outcomes & Associates
Inspire Performance; Expect Results
dolores@poandassociates.com
https://www.linkedin.com/in/dolores-neira-8b4996a/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Joy Rain
As a nationally recognized expert and speaker on diversity and inclusion, Joy drives planning and implementation that integrates accountability and inspires individual action. Joy’s uses her gentle strength to lead people to their learning edge which results in elevating an organization’s inclusive culture and elevating individual knowledge and leadership skills. As an executive coach and advisor to Employee Resource Groups’ members and leaders she creates space for organizations to how best ERG's add value by high engagement in professional development opportunities and transforming organization cultures. Her breadth and depth of knowledge of HR operations uniquely positions her as a leader who can effectively integrate the values, principles, and actions into all of HR and subsequently all of business operations. Joy uses her knowledge of storytelling and narratives to inspire clients to realize their own lived experiences of diversity, equity, and inclusion which results in each of us being the change we all need.
Podcast Notes:
- Have I personally learned anything about my bias' over the last 9 months of episodes
- Experience with privilege hinders our ability to see our own bias
- Our lived experiences affect the way we see the world
- Is it the fault of the person growing up in a white suburban Jewish neighborhood their fault?
- Your environment could define where your bias comes from, but you can accept and change those biases.
- This crisis of racial equity has propelled a lot of people to consider where their bias comes from
- Who sets parameters on what is a bias?
- Individual differences are different than stereotypes that have researched and developed over time and how those stereotypes impact our day-to-day
- Learning more about your biases and what is acceptable ways to learn about other people
- Self-education is the easiest way
- Should we give preferential treatment to the Black Community because you cannot hide your skin color?
- It's tough for a black person to accept a gay person receiving stereotypes when every day when they walk out of the house, they can't change their outside image
- How do you know you are welcome in a group or environment that may be focused on a specific race or culture?
- Groups are designed to bring people outside ethnic groups together; you have to be willing to listen and learn
- Even people of the minority have to be cognizant of their own biases
- Why can't we look at why we have so many unrepresented people in the workplace and how we can make a difference in driving inclusion?
- Can you hear a woman talking about finance in a meeting the same way you can if it is a man?
- Challenges for DE&I is they are frequently not considered part of the main business, or they are not receiving the support
- What methods does one take to create diversity in an industry or field that has always been representative of a particular gender, color, or sexuality?
- What we have learned.
Joy Rain
Executive Consultant for HR, Diversity, Equity and Inclusion
joy@moving4ward.net
https://www.linkedin.com/in/joy-rain
moving4ward.net (Company Website)
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
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Special Guest: Ben Baker and Claire Chandler
Ben and Claire's joins the show to talk about their new book "Leading Beyond a Crisis."
Crises happen. While the COVID-19 pandemic of 2020 has impacted the entire world, it is not the first crisis leaders have had to face, nor will it be the last. True leaders know how to stay focused on "what's next," so they can not only pull their people through today's crisis but also adapt and evolve as necessary to future-proof their business. Through a series of conversations, the authors of Leading Beyond A Crisis explore how the best leaders remain a voice of reason amid the chaos and continue to move their companies forward. The book culminated in dozens of hours of conversations, 12 podcast episodes, and more than 50 years of combined expertise in developing leaders and enhancing their ability to grow their people and their companies. Designed for both current and aspiring leaders, this book is a vital part of the toolkit you need to "get to next" as a leader.
Podcast Notes:
- Pandemic - the long term effect on the way we do business
- Companies navigating through the crisis
- Top 5 Things Companies should think about moving forward beyond today on dealing with the changing environments
- Companies need to go beyond crisis management and start realizing that this will be around for the next year.
- How do you drive changes when half your team is influenced by outside forces to believe that nothing is wrong?
- There is always going to be a need for the business itself needs to be prepared for events like Covid-19; this proves to companies the lack of preparedness
- Companies' environments are very different; every company has to consider the challenges in their environment. Manufacturing is different than Call Centers.
- Understand the people and what they feel needs to be done differently to protect them.
- Stop guessing what will make the environments safer, get on the front line and ask the employees that are doing the job
- Executives sitting in their offices away from the operations distances them from making sound decisions
- What can companies do when a lot of people are out with Coronavirus?
- Increased pressure on those that are healthy picking up the slack LEAD with Empathy
- How do companies handle why people are out with the restrictions of HIPPA laws protecting their medical situation?
- Managing the rumor mill without disclosing confidential information
Book Info
Leading Beyond A Crisis: A Conversation About What's Next
https://www.amazon.com/dp/1777256313/ref=cm_sw_em_r_mt_dp_oGjEFb9Y17MPJ
Guest Info
Ben Baker
ben@yourbrandmarketing.com
www.podcasthostforhire.com
www.bookameetingwithben.com
Claire Chandler
President & Founder
Talent Boost
E: claire@talentboost.net
www.ClaireChandler.net
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Mark Benton
Mark Benton has been in HR for over 25 years and brings an amazing background out of McKesson, PepsiCo, and Accenture. He talks about being a purposeful leader and how we can impact change in the conversation to drive change. His focus on creating a sense of belonging and a safe place for all people makes us realize that it does not stop once a person joins a company, and we need to do more.
Podcast Notes:
- Mark talks about his Journey - starting in College
- College - creating access to students for programs and groups, pulling all students into the fold, including minority students
- Society does not do enough to discourage clicks and grouping at an early age
- This starts in the home with the Parents
- Children often do not think about how they are different at an early age, but as we grow, we learn how we are different and feel a sense of not belonging
- Mark talks about how his mindset has changed and how, in most recent years, and how that has changed.
- Biggest challenges for most companies to get past the roadblocks
- Belonging - Creating a safe place for people to work and an environment where they feel a sense of belonging
- Even in environments where companies say they are Inclusive and have these programs still make many people pause
- 200+ Years of people feeling unaccepted because of who they are, how do we change this behavior and mindset?
- Habits, behaviors, and bias' can't be turned off with a light switch
- Change starts with one conversation at a time.
- Keys to Change - Trust, Empathy, Being Assertive
Guest Info
Mark Benton
VP, Talent Management & Diversity- McKesson Corporation
https://www.linkedin.com/in/mark-benton-6558575/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: David Hauser author of Tump on Leadership
David is a Human Resources Executive, consultant, and researcher with over 20 years of experience in the field. He concentrates on incorporating principles of culture, leadership, and organizational development to improve business strategies and, ultimately, performance. Also, he has a Ph.D. in leadership and is passionate about making leadership great (again).
Podcast Notes:
- You can be a bad leader and still be successful
- David talks about Lincoln on Leadership and the disparity between LIncoln and Trump
- This is about Leadership, NOT Politics
- Top 5 Attributes of Trump Leadership
-
1 Confidence - Confidence with no acceptance of when they are wrong. There is no wrong, and they can pivot to make you think they are always right.
-
2 Coercion rather than Persuading - I'm going to coerce you what to do, and you are going to be happy to do it. Suppose you don't do it, then you are out. It's a cult-like mentality.
-
3 Gaslighting - you can't trust your judgment so that you can trust mine as a leader. How you see the world is flawed, so you need to start seeing it the way I see it
-
4 Preach an illusion and continue to repeat. We should be preaching a vision and continue to promote it. His style is preaching an illusion (no basis in reality), and continue to repeat it to engrain it as reality.
-
5 Surrounding yourself with Yes Men.
- It is OK to push back and be the squeaky wheel, but not playing the game right can cause damage and prohibit your growth
- Two things about Trump's Leadership Style that are GREAT.
-
1 - Communication - He is very good at repetition and consistency. Keeping his message the same.
-
2 - Boil down a complex message to something straightforward.
- Repeating things over and over again is designed to keep people in-line (example, "Fake News."
- Once Trump leaves office one day, how do we repair the concept of leadership?
- If we are going to get back to some resemblance of normal, it will be about emotion
- It will not be easy for anyone taking over after a Narcissistic leader to redirect the team
- Taking over and being a servant leader makes it much more challenging, but ultimately it will be what is necessary to get any organization back on track
Guest Info
GUEST INFORMATION!
David Hauser, PhD
Twitter: @realDavidHauser
Order Trump on Leadership
Trump on Leadership: Executive-ish Strategies for Tough Times https://www.amazon.com/dp/B08J1WX4BB/ref=cm_sw_r_sms_api_i_aN2BFbH3QA3A2
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
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Special Guest: Erika Shorter
Erika brings an amazing and unique background being a Diversity Female, ex-Military Veteran, that looks at Diversity as an individual situation within every single company. Erika brings 21 years of D&I experience in the military, government agency, and private sectors and paints a unique picture that we often do not think about.
Podcast Notes:
- How do government agencies and the military differ when it comes D&I initiatives and the advancement of these initiatives.
- Training is there but just lacking and the bare minimum - the most value you receive depends on the commanding officer or person running the organization
- Overall the government doesn't do broad enough and extensive training
- In the military - people with long names - they would Americanize people by shortening long names into nicknames without asking the person if that was OK.
- What was it like for an African American Female 10 years ago
- Being female was challenging in 2000; being African American Female, you didn't feel comfortable
- Women were frequently viewed as objects - sexual contentations
- Diversity in organizations can be a lot of things, even things not defined by the EEO
- Diversity doesn't always mean if you are African American you are Diversity
- Organizations are all different, self-reflecting on the organization on the makeup of a company defines Diversity
- How does the military prepare people for the private sector - exposure
- Challenges culturally around the globe being female in the military
- Being in the military can even cause people to be discriminating on
- Military stigma impacting people when finding work
- How do we hire Diversity without causing reverse discrimination?
- What does Belonging mean in the phrase Diversity, Inclusion, Equity, and Belonging
- Companies have to create a work culture where everyone feels they belong in the organization
- Companies need to self reflect as an organization on what Diversity means to self and us reflect on our own biases
- Everyone has biases no matter who you are and what you stand for
- Teaching people about their biases and how it impacts an organization
Guest Info
Erika Fountain Shorter
https://www.linkedin.com/in/erika-fountain-shorter/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Ira Wolfe
An accomplished speaker and author of Recruiting in the Age of Googlization, Ira has been a leader in pre-hire and leadership assessments, recruitment marketing, and workforce trends for 25 years. He puts forth the passion and mindset required for the convergence between people and technology. Today he joins the podcast to talk about how staffing and hiring have changed in the advent of the internet, social media, and the pandemic.
- How has the pandemic changed the landscaping of the job market and recruiting
- Changes to the job market are causing the skills shortage to go away
- New Era of dealing with the Digitalization and Automation of work and working from home
- Skills Shortages - there is not going to be as much of a need for hard skills shortages with the baby boomers retiring that we initial though
- Understanding working remote, digital knowledge, and practices are becoming much more critical.
- Organic growth of employees now is more important than ever before especially given the lull we have in the economy to allow us to catch up
- Advances in Artificial Intelligence and 3D are technical skills are becoming a need but a need that people are already gravitating toward
- Soft Skills - The realization of needing to teach people more human in a modern world of automation - which includes empathy, compassion, and continuous learning
- Continuing education during down-times is critical to follow the trends - learn new skills, especially those that are growing
- Many organizations and online platforms are offering free skills training
- Once you get a certification or training on a high demand skill, now what
- Starting in a company in a lower-level role that will leverage you to the skill/position is more likely to happen
- Businesses are horrible in identifying what is essential, so their criteria often are unrealistic
- Companies even go so far as defining the type of personality they think they need
- What is Googlization
- How Googling things teaches us, but also can make us stupid
- Google has replaced the need for us to master or know things
- Look at the job you are in and understand the future of that industry
Guest Info
Ira S Wolfe
Success Performance Solutions
President and Chief Googlization Officer
http://www.super-solutions.com
https://www.irawolfe.com/
https://www.linkedin.com/in/irawolfe/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Jodi Davidson, Sodexo
Jodi has spent the last 17 years with Sodexo in the D&I arena. She has seen how D&I evolve, especially as the digital era and social media have become bigger and more prevalent in society. She also has a great understanding of the constant and rapid change within the D&I space and the need not always to be looking at changing your programs, but also the need to self-educate as well.
Today's Podcast Perspective
- Jodi talks about how she got in the D&I Space
- D&I 17 years ago has evolved 10x over
- Social Media's impact on D&I over the years and how we have had to pivot.
- An organization's once perceived as trailblazers were then seen as having a burning platform
- Professions, Equity, and Internal Organic Growth was put on a spotlight
- As the world has moved to the digital era, opportunities have become more obvious
- Rhetoric that comes out that may not even be a reality, so organizations need to counter rhetoric with reality often
- External Communication of programs and employee feelings of an organization
- The complexity of D&I can be very different depending on the company - service businesses are much more complicated
- Better than to go fast - addressing D&I in a complex business takes time
- Middle management often is the stopgap that controls the success of D&I
- Enabling management to do the right thing and imbed D&I into the infrastructure of the organization
- Lower Level Manager's actually can implement D&I practices WITHOUT a formal program coming from the top; it can help the Manager grow
- When a manager deploys a program or idea that creates a higher level of profitability, it puts a positive spotlight on what they are doing
- Driving D&I without corporate financial support
- Everyone can and does have ownership - we hire a person for a reason
- 17 years - looking back - what could have been done differently?
- Recognizing that leader of D&I are also a student
- Time to Innovate and Celebrate the Wins knowing there is more that can be done!
GUEST INFORMATION!
Jodi Davidson
Vice President, Diversity & InclusionSodexo
A world leader in Food and Facilities Management Services www.sodexoUSA.com
https://www.linkedin.com/in/jodidavidson1/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
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Special Guest: Robin Barbacane
Robin brings a diverse background over a 30-year career working for some of multiple Fortune 100 Companies. During her time at E&Y, She was part of the Global Diversity and Inclusiveness Talent Team. Today, she offers us a new look at D&I at E&Y and how other companies can pivot to a better understanding of people and driving a new culture of acceptance in the workplace.
Today's Podcast Perspective
- Robin introduces us to her role in D&I at E&Y - Diversity and Inclusion Center of Excellence
- Unconscious Bias - Megatrend today - making individuals aware of different stages on how unconscious bias was impacting the organization
- Embracing differences as they evolve - journey that has no end
- E&Y sprinkling D&I throughout the recruitment and onboarding process
- D&I is part of the entire process and the ongoing development including studying all the megatrends allowing the company to evolve
- D&I different throughout the globe in other countries
- Being aware of global cultural trends and country behavior toward diversity groups
- Discrimination does exist everywhere, sometimes much worse than in America
- Creating an environment where people feel comfortable having discussions and differences of opinion on issues
- What companies can do differently with D&I
- Understand the culture - from the top down
- Putting well-qualified individuals in the D&I roles not just based on their diverse background
- Do you need to have Diversity at the top in the boardroom to support a D&I program startup
- Breaking the cycle of people hiring in their likeness
If you are looking for employment - JUDGE is looking for candidates to provide to their clients! Judge supports clients in IT, banking/lending/mortgage, manufacturing, finance/accounting, scientific, healthcare, consumer goods, and much more. Contact Robin below or go to http://www.judge.com to create your profile.
GUEST INFORMATION!
Robin J Barbacane
Managing Director, Financial Services
The Judge Group
Email: RBarbacane@judge.com
Company Info: https://www.judge.com/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
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Special Guest – Mita Mallick
Mita Mallick has spent over 15 years as a storyteller. Leading iconic brands like AVEENO, AVON Color Cosmetics, Chapstick, Vaseline, Suave, and Dove. Throughout her career, she has fought hard to ensure people like her are included. Ensuring black and brown people were represented in campaigns. Ensuring products Unilever created were for all skin tones. Ensuring Unilever was not reinforcing stereotypes. She believes the diversity of thought doesn’t happen without diversity of representation. When you have all those points of view, life experiences, and cultural backgrounds are coming together around a table. Colliding, clashing, and collaborating- that’s when the magic happens. Unilever has redefined how Diversity and Inclusion are embedded in a culture and brand.
Today's Podcast Perspective
- How Mita got involved in Diversity and Inclusion
- Unilever - what do Diversity and Inclusion mean to them
- Building a workforce changing with the changing demographics of the world and building the brands around them
- Successfully integrating D&I not only within the company but within their brands
- Large companies, how they can help leaders and managers on getting them engaged on the D&I Journey
- Unilever has gone beyond Diversity as just the basic protected classes, how has Unilever consistently developed and recognized all people
- How companies need to do things differently to be more inclusive in the workplace
- Reflecting on who people surround themselves with and the people they interact with every day and the limitations of diverse communities that may create bias.
- What is the best way to support working parents during this pandemic?
GUEST INFORMATION!
Mita Mallick
Head of Diversity and Cross-Cultural Marketing Unilever https://www.linkedin.com/in/mita-mallick-2b165822/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Jen Thornton
Jennifer has developed her expertise in Talent Strategy & Leadership Professional Development over her exciting 20+ year career as an HR Professional. She's led international teams across Greater China, Mexico, the U.K., and the U.S. to expand into new markets, managing franchise retailers and developing key strategic partnerships - all while exceeding business objectives and financial results. The rapid growth of her consulting firm 304 Coaching has been mainly due to Jennifer's unconventional approach to building innovative workforce development solutions for companies that are facing breakthrough growth and accelerate hiring patterns. She is a sought-after business
Strategist, specializing in startups and large value-based organizations. She assists her clients in building talent strategies that complement their business strategies to ensure exponential growth.
Today's Podcast Perspective
- What is psychological safety?
- Understanding how the brain interacts with situations and managing in a way that minimizes fears to allow us to be productive
- The science behind how we respond to psychologically unsafe environments
- Authoritarian leaders cause people to put on their defenses to be safe
- How do you address a manager who leads by intimidation?
- Creating a situation where you can have a 2-way communication
- Is there a way to get a leopard to change their spots?
- Managers that make excuses for their behaviors
- Asking a manager's permission for the conversation to be constructive
- Is it safe to ask a manager to affirm their ability to be constructive?
- Start slow and work up to bigger conversations
- Does your position in the company, or the amount of money you make the company, shield a person from behaviors?
- Michael admits he has used his success at his company to behave wrong thinking he is Teflon to the backlash
- People often will not change unless new information can justify changes in behaviors
- You have to accept your weaknesses and what you are doing wrong before you can move forward.
- Programs companies can put in place to drive the culture
GUEST INFO
Jennifer Thornton
LI Profile: https://www.linkedin.com/in/jenniferrthornton/
jen@304coaching.com
jthornton@oadllc.com
www.oadllc.com
www.304coaching.com
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Tim SpikerTim Spiker is the founder of The Aperio and the Who Not What Principle, a profound research-based truth that has powered 15 years of leadership development success. Tim's book, The Only Leaders Worth Following, reveals that 77% of leadership effectiveness comes from who a leader is and not what they do. Using this principle, Tim helps people become, be, and stay leaders who are worth following. Tim's work includes delivering keynote talks, creating unique and customized learning experiences, and guiding long-term development journeys. Tim has worked with leadership teams in North America, Australia, and Asia. He currently lives in Atlanta, Georgia, with his wife and four children.
Breakdown of today's podcast:
- Identifying good managers in the interview process
- Internally it is going to the people that report to them to determine if they are effective
- Ask challenging questions to the people that follow that person
- Can a leader have an organizational excuse that they aren't a good leader because of their companies own incentives or training
- Asking behavior-based questions can hone in on a candidate's mindset on leadership and what they have done
- Do the answers show their success stories are based on what they led their team to do, or are it all about them?
- Companies failing to grow their organization organically
- Top things companies do wrong keeping them from growing employees
- Rewarding people outside of monetary rewards to drive the culture
- Anyone can pursue being a strong leader, with or without the support of formalized programs with their companies
- Can managers and leaders hold people back from being developed?
- Handing down our knowledge to others to allow them to grow
- Be the commander of your ship and take responsibility for your development
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Guest Info
Tim Spiker
Hello@TheAperio.com
https://theonlyleaders.com
https://www.linkedin.com/in/timspiker/
GLINTER SOCIAL MEDIA AND CONTACT INFO
glinter@podcasttheoffer.com (Email)
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#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
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www.michaelglinter.com (Website)
Special Guest - Christine Bélanger
Christine has been an advocate of awareness for neurodiverse people for many years. She brings a wealth of knowledge on Tourette syndrome and many other Neurodivergent related diagnoses to the forefront of what we need to know to help drive a culture change in the workplace. Today she brings her life story to empower us to realize the value in people. External influences play a big part in workplace negativity
- Christine talks about her personal experiences
- Talks about the spectrum of Tourette syndrome
- Claiming the identity of having a Neurodiverse diagnoses
- Challenge of disclosing conditions to employers
- Spectrum Vocal and Motor Tics where mild vs. extreme
- Behavior vs. Symptoms
- Tics often could be characterized as "quarks" when it is underlying symptoms of Tourette's
- People with Tourette's that stay in the "tics closet" due to the mildness of the tics
- Different types of tics
- Extreme tics like coprolalia swearing tics
- How environments create tics
- The toll of ticking all-day and the effects on the body
- Physical tolls from ticking and how it affects performance
- Does someone with Tourette's need accommodations?
- When do you tell a company you have Tourette's?
- Understanding the process of disclosure
- Responsibilities of someone finding out someone has a medical diagnoses
- Protections for people that do disclose
- What you can do and what you cannot do
- Often people with Neurodivergent attributes make them more successful or a better performing employee.
- Getting beyond stigmas to realize the value of the people you have
- Disability support in hiring practices is siloed and unfortunately is lacking the support
- Removing the silos
- Additional needs for equity and higher-level roles or limitations on articulating their experience
- The biggest take-away today
Special Guest Info - Christine Bélanger
Business Development & Optimization
Lean Six Sigma Green Belt Certified Professional
Tourette Advocacy @TickingOutLoud
https://www.linkedin.com/in/mgchristine-b%C3%A9langer/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Jimmie Hancock
Jimmie has been working in HR for over 27 years. While working in HR, he has been involved in many different types of workplace environments and has lead organizations through many challenges. His goal is to foster a positive, safe, and growth-minded work environment for all people. Today we talk about creating a positive work environment free of negativity and poor direction.
- External influences play a big part in workplace negativity
- Restrictions on asking people about their past or personal life
- Building relationships is key to understanding people
- Often HR people forget about the human factor
- How an environment shapes behaviors and understanding the employee's influences
- Department Managers have to be apart of the process.
- Give the manager the ownership to go back to the employee and resolve the problem
- Employees leave the manager not the company
- Consulting HR is essential to understand the liabilities to the company
- What is the employee's responsibility?
- There needs to be a communication of expectations
- Eliminating internal gossip
- Example of people wanting to know why someone is not at work? Is it Covid19? How do you address this?
- Preventing hostile work environments
- Managing negativity in male or female-centric environments when there are minority sexes involved.
- Employees being a part of the solution, not the problem
Special Guest Info - Jimmie Hancock
https://www.linkedin.com/in/jimmie-hancock-b3b75748/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Flo LaBrado
With 22 Years of experience working with a Fortune 500 Company, Flo LaBrado has had a tremendous amount of exposure to the interworkings on the creation of programs initiatives and how you create equity within the workplace for all people. She brings a new perspective of going beyond just a D&I program but creating valued equity opportunities for people from all walks of life.
- Companies are starting to invest a lot more in D&I programs and initiatives
- How does what happens outside the workplace affect the way we are in the workplace
- Are companies being sincere?
- Spectrum of companies - the cultural impact is driving awareness to their programs vs companies feeling a backlash for now having one
- Rallying around unrepresented groups
- Reaching our internal and external customers
- What is Equity?
- Having a reputation growing everyone fairly and unilaterally
- If the candidate pool is not diverse, the company may not have the best-recruiting strategy
- Promoting all people including diversity
- Infinity bias can be a problem
- Investing in the talent lifecycle
- Bosses many times are not doing enough to grow people
- Not all employees are treated equally; however, sometimes they can't be
- Coronavirus - even how we treat mothers differently
- What about reverse discrimination?
- People learn differently. Not learns the same
- Going beyond speeches, books, and manuals
- Stop trying to fit people in a box
- Things companies need to remember when moving forward
- Talk with your employees
- Reach outside of the organization for expertise
- Know outside the workplace will impact the inside of the workplace
Special Guest Info - Flo LaBrado
https://www.linkedin.com/in/flo-labrado-6174284/
flolabrado@gmail.com
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest Jodi Carroll
The coronavirus has caused many people to rethink where they are in life and what they want to do. In recent weeks many people have hired Michael Glinter to rebrand their resume, LinkedIn, and coach them through the pivoting of their career. Today we will talk about how to find fulfillment in your work while still achieving your financial goals. Toward the end of the podcast, Jodi will join my show to talk about a big announcement.
- Dreading your workday
- Career vs. a Job
- Career - Challenged, Appreciated, Hopeful, Making a Difference
- Job - Stuck, Stagnant, Unstable, Largely Unhappy
- Flipping to the next journey, Career to Future
- Most Common Mistakes
- Act without a Plan
- Assume it boils down to passion
- Shift your brand
- Go at it alone
- Big Announcement with Jodi Carroll
Special Guest Info:
Jodi Carroll
https://www.linkedin.com/in/jodi-m-carroll-4a1745114/
Jodi M. Carroll is a recognized leader in Transformation and Change Management, supporting the IT business within the Global Payments organization. She has a unique combination of strategic thinking and a background in Sales, which strengthens her ability to focus on the end-users’ (customers) perspectives and needs within this global organization.
She currently leads to Transformation and Changes Management activities to assist all team members worldwide in adopting new cloud technology investments. G Suite has replaced Microsoft, and other Office suite products at Global Payments, and making this change requires detailed planning across technology systems. Still, it also requires changing how team members respond to and interact with the new technology.
Jodi’s responsibility is to have discussions with strategic leadership with leadership within new acquisitions, which informs the change management plan by role and geography and assists the deployment team in reducing business disruption during the technology change.
She is a frequent speaker at large events on the topics of employee engagement, change management, communications, training, and support. She was recognized as a recipient of the CIO Award for outstanding performance during one of the largest and most successful migrations to G Suite the company has had to date.
Host Info:
Michael Glinter is a professional leadership, staffing, and career consultant. His vision is based on the personal perspective that any person or program can be branded. He is also one of the few elite recruiters in the industry to have exceeded $1M of personal production in a single year for seven years straight without recruiter support.
Since 1999, Michael has placed over 3,700 employees all over the globe and has assisted thousands of candidates through rebranding of their resumes, retooling their LinkedIn, social media platform support, and career coaching. Today he focuses on helping people find direction in their career and rebranding their resume and LinkedIn to achieve their passions.
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Please Note: The opinions provided in this podcast is not intended to be legal advice, nor are legal guidance by either the host or the guest. Please consult with legal counsel in your respective state or country to get legal advice that applies to you. This podcast is simply a conversation to present things to consider when doing your homework.
Listen to the podcast as we talk about the federal money and what you can do if your company cuts your pay due to the pandemic.
Special Guest - Cynthia Flynn
Cynthia Hackler Flynn, Esq. is the founder and managing partner of Hackler Flynn & Associates, a boutique law firm in Greater Los Angeles that focuses on employment law, business litigation and corporate work. Our core focus is to help commercial businesses defend and protect against employment lawsuits. Cynthia brings over 18 years of Law Experience with a passion for helping create a positive experience for employees and employers in the workplace.
- Biggest mistakes companies make when terminating employees
- Being terminated in the right to work state
- Things to consider before you terminate
- Document - Document - Document
- Are there different rules for people in protected classes?
- Right it by a jury first before making a decision
- Coronavirus - Compensation - Companies being forced to take pay cuts
- What resources are out there?
- You can't refuse to go back to work and still collect unemployment
- What does it mean to be furloughed? Rules of the road for companies and candidates
- Difference between being furloughed vs. being terminated
- Companies can't ask or should ask employees to do anything if they are furloughed or "off the clock."
- If you pay people hourly, you have to realize the risks
- You should make sure if you pay someone salary that it is listed as a flat pay, not an hourly rate
- Salary employee being required to track your hours
- Can your vacation be denied if you are 100% commission
- What if your hourly rate as a commissioned employee is below the minimum wage?
- Could companies be required to pay you even after you leave on commissions from clients you brought to the company?
Termination Resources: https://hacklerflynnlaw.com/?s=termination
Special Guest Info - Cynthia Flynn
Cynthia Flynn, Esq.
HACKLER FLYNN & ASSOCIATES, APCCorporate Law I Business Litigation I Employment Law Address: 479 S. Marengo Avenue, Pasadena, CA 91101
Office: 323.247.7030
Cindy@HacklerFlynnLaw.com I www.HacklerFlynnLaw.com
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Angelique Hamilton
With over 18 years of HR and Diversity/Inclusion background, Angie brings a vibrant and ever-growing perspective on how we can change the way we think. She is an innovative People Management and Operations Change Agent that makes HR happen! An agile and highly successful coach in a broad sector of industries, including non-profit, healthcare, and logistics. Always putting people first to deliver service excellence '"Committed to making a difference in the world one company at a time."
- How do you identify gaps in your program for all employees
- Is your program meeting the goals of your organization
- Reassessment and Metrics process
- The goal of the organization is to look at the entire organization holistically
- Programs and initiatives that help promote diverse organizations
- Leadership buy-in is critical to driving a strategy
- Starting groups within your organization
- How do you incentivize people to get involved
- Many companies will put participation in groups in an organization within performance appraisals
- It shouldn't be nice to have in the workplace - it should be a requirement
- Tracking managers and who they promote - data tells a story
- Leaders should be reaching outward to all employees and embrace diversity when growing their people
- Managers sometimes lack training on how to develop people.
- Token D&I roles with no upper management support
- How do you balance where everyone can attain the next level but not reverse discriminate
- HR's involvement and what tools they can provide
- Outside Programs for Managers to develop their staff
Special Guest Info - Angelique Hamilton
https://www.linkedin.com/in/angiehamiltonmba/
Her Website www.hrchiquegroup.com
Supporting small businesses with diversity and inclusion needs as well helping displaced workers with career search services.
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Anna Charest - Filmmaker
Please listen to the end and support her cause... she needs the support
Anna is on a mission to bring awareness to all aspects of Neurodivergent people with an exciting documentary she is producing demonstrating the true diversity of people worldwide falling somewhere on the spectrum! Anna learned at an early age she had Aspbergers, but learned to navigate the world and overcome the obstacles. Listen to her story.
- Anna tells her story about learning about her diagnosis and how did she cope and overcome
- Understanding her diagnosis - High Functioning vs Low Functioning
- Early on misinformation campaign by the community
- Not everyone with Autism is in special classes
- Describing how being Neurodivergent affects her
- Maturity plays a role in overcoming Aspbergers
- Different things that bother those with Aspbergers
- Getting through School
- Breaking into the industry - challenges
- What companies can do to help Neurodivergent Employees succeed
- Questions and Comments not to make
- When should you disclose?
- Anna talks about her Film - "Spectrum" documentary
- Television character representation
- Misreading people for being "autistic"
- Need for more media representation
- Diversity of the people in her documentary
- Lack of awareness of Diversity Divergent people
- Who are Neurodivergent people?
- Just because someone is different, does not make them incapable
Special Guest Info - Anna Charest
https://www.linkedin.com/in/annacharest/
beautifulmadnessproductions@gmail.com
https://annacharest.wixsite.com/beautifulmadness
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
From a Staffing/Talent Acquisition professional perspective, we get 100s of resumes a day. For those candidates that don't get calls, many times, they blame the staffing professional rather than themselves. If they are lucky enough to get a call, if they don't get the job, they blame the process, the market, the hiring people. This episode is focused on what job seekers need to know about what they can do to change the results.
- Listener response - blaming companies, lack of jobs, and recruiters for people not getting jobs
- Understanding the market today - recap
- The worst thing a candidate can do
- Reasons why people don't get callbacks and don't get selected
- Ways to change things - taking control and getting results.
SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Season 1 has ended, and Season 2 is coming! We celebrate some of the hottest episodes of the last season
Special Guest - Joel Howell
Joel Howell, MBA, "Living Life Full on Purpose," brings 20+ years of industry experience along with 15 years of working for PWC. Joel brings a level of creativity, innovation, and style to everyone that crosses his path. He has an array of talent and expertise in HR leadership, employee engagement, talent development, diversity & inclusion (local/global), coaching for high performance, motivational speaking, and advanced facilitation. His goal in life is to live a full-on purpose and to pass that energy on to everyone that he comes in contact with. Today Joel will introduce our new series on my podcast around Inclusion and Diversity in the workplace. Joel brings a tremendous track record of excellence in this area and will add significant value in laying the foundation for our new ongoing
Highlights from Today's Podcast
- Difference between Inclusion and Diversity Initiatives (NOT Programs)
- You can't separate Diversity and Inclusion - you must have both.
- How can you drive a successful Diversity and Inclusion Initiative when you have all white males at the top of your organization
- Getting executives engaged
- Starting an inclusion or diversity program
- Focus groups and people being comfortable to speak
- Government views on diversity and inclusion and how it affects our abilities to drive these programs
- What has PWC done, right?
- Are these Initiatives keeping stereotypes and discrimination alive?
- Mentors in the workplace helping drive inclusion
- Just because someone looks a certain way doesn't mean they identify a certain way
- Are the EEO Questionnaire's people fill out - outdated?
- Generational gaps are holding us back.
Special Guest - Joel Howell
https://www.linkedin.com/in/joel-howell-phr-5a55414/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Season 1 has ended. As we wait for Season 2 - We revisit some of the hottest episodes from the first season!
Everyone, at some point in their career, has dealt with difficult or bad bosses. Often times, we have them, but we fear to talk about them or confront them because of possible retaliation. This episode talks about the characteristics of the 5 worst types of bosses and how to deal with them.
- Micromanager
- Unskilled
- Narcissist
- Busy Bee
- Angry
This will allow you to understand better the boss you are dealing with, but I hope it will enable you to find ways to better your environment.
SOCIAL MEDIAL\ AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Season 2 is Coming... in the meantime - enjoy some of the Hottest Episodes of Season 1!
It is a forbidden topic that few people want to talk about. People lie. Candidates, Companies, and Recruiters. A lot of times, it is not with malice intent. But it happens. This episode tells you the unfiltered unwritten topic of lies in the industry.
- Why do people lie
- Candidates - What do they lie about
- Companies - Why do they lie to candidates and what is their reasoning
- Recruiters - Friend or Foe? While recruiters can be your most prominent advocate, remember they have motivations too.
- How do you catch people in a lie
CONTACT INFORMATION/SOCIAL MEDIA
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Season 1 kicked off on January 2, 2020 with the most downloaded episode “Bad Bosses”. After a very successful first season, it is important to reflect back on the many great episodes that made this season a success. It is also very important to thank everyone that took part in the success of the season.
Please take time over the break to listen to some of the past episodes including replays of the top episodes of the season the next two weeks.
Have a safe and happy Fourth of July
Special Guest: Natasha Williams
Natasha brings over 20 years human resources and diversity & inclusion leadership experience. Completed her MBA with Jack Welch Institute. Natasha brings a diverse perspective from small and large organizations on building an inclusive environment including sitting on the local board of her chamber of commerce. Join us as we talk about how companies can create programs to bring inclusion to their organization.
Breakdown of today’s podcast:
- Companies lack the best practices on truly having inclusive environments
- Empowering the Front-Line Employees
- Employee resource groups
- Giving people the ability to come together with like-minded or dissimilar people to talk about topics
- Establishing communication channels for employees to discuss issues
- What it means to be your most authentic self
- Everything can fall apart if you don't equip people with the tools and education
- What is an employee resource group?
- How do we encourage people to go to groups dissimilar to them?
- Try to join 3 groups - one that you identify with, one that you are an ally, one you are curious and you want to learn
- How do you get the older generation to embrace and get involved?
- Resource groups need to lead programming that draws people to their group
- When senior leaders are involved in the groups then it draws people to those groups
- Diversity is more than race and gender
- If you don't have people from a community in your organization to lead or start a group then it often times gets forgotten
- Bringing people in from outside to help educate
- How does someone having trouble with their boss given their "cultural background" handle bringing up the issue
- Try having a mentor to help guide you through the process, or even up in the organization in a different department to get guidance.
- Is it appropriate to hand pick people for projects in an effort to diversify a group?
- Make sure as the hiring decision is made you hiring from a diverse plate. Have a hiring team and interview team that is diverse as to target the most qualified eliminate stereotypes
- What about tokenism of the D&I role, how do we prevent companies simply throwing someone in a D&I role just to say they have the initiatives
- How do applicants tell the difference between a truly diverse organization vs one that is pretending to be one
Guest Info
Natasha Williamshttps://www.linkedin.com/in/natashamillerwilliams/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Tim Spiker
Tim Spiker is the founder of The Aperio and the Who Not What Principle, a profound research-based truth that has powered 15 years of leadership development success. Tim’s book, The Only Leaders Worth Following, reveals that 77% of leadership effectiveness comes from who a leader is and not what they do. Using this principle, Tim helps people become, be, and stay leaders who are actually worth following. Tim’s work includes delivering keynote talks, creating unique and customized learning experiences, and guiding long-term development journeys. Tim has worked with leadership teams in North America, Australia, and Asia. He currently lives in Atlanta, Georgia with his wife and four children.
Breakdown of today’s podcast:
- Tim introduces himself and what his experience brings to the table
- How has leadership changed with the different generations
- Core qualities of effectively leaders have stayed the same.
- Key Qualities - Inwardly Sound, Others Focused, Emotionally Mature
- Inwardly Sound - Comfortable with Who they are
- Others Focused - Attentive to others
- Emotionally Mature
- The top two qualities are Inwardly Sound and Others Focused - account for 77% of leaders’ effectiveness
- Worst qualities Insecurity and big Egos
- What about Management Development; do companies wear the blame
- Finding alternatives if your boss is an ineffective leader
- No matter what, always seek out different perspectives
- Selecting a good mentor
- Leaders can change - Tim talks about a great example
- Managers and Leaders have to be set up for success
- Who are some of the people can seek out for mentorship?
- Tim talks about his book "The Only Leaders Worth Following"
Guest Info
Tim Spiker
Hello@TheAperio.com.
https://theonlyleaders.com
https://www.linkedin.com/in/timspiker/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Gina Duncan
US Supreme Court a week ago handed down what of the most powerful decisions in favor of the LGBTQ community. It is important to empower people to understand and embrace all people. Gina, is a national corporate trainer and speaker specializing in LGBTQ dynamics in the workplace. She has worked with major corporations, elected officials, school boards, colleges, universities and non-profits to improve knowledge and understanding of the transgender journey and the development of competencies in supporting transgender people in the workplace, educational environments and in various organizations.
Breakdown of today’s podcast:
Special Guest: Gina Duncan
US Supreme Court a week ago handed down what of the most powerful decisions in favor of the LGBTQ community. It is important to empower people to understand and embrace all people. Gina, is a national corporate trainer and speaker specializing in LGBTQ dynamics in the workplace. She has worked with major corporations, elected officials, school boards, colleges, universities and non-profits to improve knowledge and understanding of the transgender journey and the development of competencies in supporting transgender people in the workplace, educational environments and in various organizations.
Breakdown of today’s podcast:
- How do some in the transgender community feel about applying for positions
- Companies are find hiring transgender but they do not get applicants
- Are companies really LGBTQ friendly, or just LGB (Not TQ)
- Major corporations do a lot, but a lot of time their reputations don't hit the street
- Our Community has been the challenge for companies to get it right
- How do companies change their way of getting people to come and feel comfortable?
- What does the company’s nondiscrimination policy and what companies should have?
- How does a company engage the community?
- Does your company’s paperwork reflect openness to Transgender people?
- Gender references and identities
- Pictures even can matter when people walk in company offices
- Tokenism happens too much
- C-Suite getting involved in LGBTQ events - not just sending a representative
- Gina mentions several companies including her previous employer Wells Fargo as leading edge in this area.
- Companies supporting people as they transition on the job
- When do you tell an employer you are transgender in the hiring process?
- Just because a company has D&I doesn't mean they are transgender friendly
- If you being Transgender is not obvious, do you say anything?
- How you decide to represent yourself
- Most of the time the issues smaller companies
- What can companies do to show support?
- Companies should have all people to events to support the community and show unity.
Guest Info
Gina DuncanDiversity Trainerhttps://www.linkedin.com/in/ginaduncandiversitytrainer/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Logan Marsh
SYNOPSIS
- How does a company get started
- Determining the company needs
- Identifying the resources needed to build the infrastructure
- Remote vs On site
- Building Teams
- Identifying strong recruiters - what to look for
- Good recruiter profiles
- TA's focus on candidate experience
- Value and Challenges with automated resume screening programs
- Building a pipeline and employee branding
- Hiring Manager's need to be more involved with the search
- Companies posting fake roles - ongoing recruitment
Logan Marsh
https://www.linkedin.com/in/loganmarsh/
marshlm10@gmail.com
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Valentina Crosson
Age has been used as a crutch for many people when it comes to not getting a job or being involved or comfortable in the workplace for many years. However the argument can be made there are a lot of other factors that come into play beyond age. Today we will explore the dynamics of age and how even older people can have more opportunities to get hired than younger people, and do better in the work place if they are included in the day to day.
Breakdown of today’s podcast:
- Stating age in a job interview
- Most of the time it is about other things
- Understanding technology can play a major role
- Things you can't ask in the interviews or in the workplace
- Keeping up with technology is up to the candidate
- Overqualified doesn't mean they are talking about age!
- Changing titles on your resume AND Linkedin
- Baby Boomers are actually a bigger target for hiring with companies
- Environments effect employee work ethic
- INCLUSION in the workplace
- Working for a boss that's 20 years younger than you
- Responsibility for both the employee and the company to be open mind
- Companies discriminating employees in their companies based on age - not treated the same
- Thinking more collaborative and teams to be inclusive
Guest Info
Valentina CrossonVCI Innovative Solutions
vcrosson@verizon.net
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Jordan R - Extensive background in HR
Negotiating Salary can be one of the hardest and most challenging things for both parties. Everyone wants to be paid fairly, however companies don't have unlimited pocket books. So today we explore the why's and why not's of the salary negotiation.
Breakdown of today’s podcast:
- States where you can't ask about compensation
- Why candidates don't want to disclose compensation
- Candidates expectations can change after interviewing
- Advantages telling 3rd party recruiters your compensation
- Starting to Negotiation - Go High may push the company away
- Candidates do not like the back and forth either
- Jordan R brings insight to Salary
- Paycheck Stubs or proof of salary/employment
- Laws protecting candidates
- Companies limitations to pay
- Equal pay vs marketplace/market analysis
- Title does NOT always dictate the value of a position
- Compensation evaluation within the industry
- Understanding pay based on the scope of responsibilities.
Guest Info
Jordan R
jlr94@cornell.edu
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Jade Alexander-Esteves
Jade has been a Champion for Change in the workplace. She has been teaching people and creating envrionments which address cultural inclusion from all identities for many years. She talks about a perspective of both visual and non visual discrimation and biases which we use every day and how we can create a better inclusion focused environment.
- Jade's Journey
- Exposure to diversity challenges closer to the top
- Jade's push to instill Diversity in the workplace and the struggles
- How people's view on "looks" impact limitations on inclusion
- Society exposure - growing up in a white conservative environment
- Helping educating people
- Religion in the workplace
- Accepting a position and accepting the employee policies and standards outweigh any social protections
- Inclusion in the workplace and why keep it alive or not? Supporting stigmas?
- What about days or months specified to celebrate stereotypes?
- Generational? No - Baby Boomers are teaching their grandkids their values
- Millennials are more focused on Social Responsibility
- Barriers to enter the executive board
- Making biases based on what we see
- Asking people about kids, family, chilldren is NOT illegal if it is not a violation of protected classes
- Visual Looks and Attractiveness comes up as a very common issue in the workplace and how they identify - ADA violations
- Hidden Identities and stopping biases/discrimination - it's not just the way you look
- Double edge sword hidden and not hidden stereotypes
- Disclosure isn't permission to disclose to others
- Would disclosing to your boss or HR help you
Jade Alexander-Esteves
https://www.linkedin.com/in/jadeae3/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
BLACK LIVES MATTER WEEK: Special Guest: Teneeshia Marshall
Teneeshia brings an amazing and diverse background. Former US Army Vet, Teneeshia has been on both sides of the employer working for the EEOC and for Employer side when it comes to Diversity and Inclusion initiatives. Listen in as we talk about some of the biggest challenges we face in the workplace.
Breakdown of today’s podcast:
- Story from Michael Glinter about a Candidate
- Realizing how bad Racial Inequalities are happening every day
- Teneeshia's history growing up in the south, moving her career into EEOC and Diversity and Inclusion.
- She has seen people called the N word in the workplace
- Passive Aggressive Discrimination vs Out Right Discrimination
- Micro-Aggression and Systemic Behavior
- The supervisor that sends a black person to deal with a black angry customer
- What are micro-aggressions?
- Even your spouse or kids can do micro-aggressions as it may be an unintended behavior
- Is offering to help people whom are African American because you know society has not been fair and not offered resources to the community
- Examples of micro-aggression and indirect racism
- Companies lack on cultural sensitivity training
- Sensitivity training needs to be on a broad spectrum
- You can't separate different people that fall under protected classes and treat them differently even in a good way because then you aren't being inclusive
- Systemic racial issues when it comes to Racial Equity there are varying degrees of help depending on the geographic and the company
- The phrase "all men are created equal" in fact doesn't include Black people or Females!
- Many believe once you address the race issue other issues will fall into place
- But it doesn't support excluding everyone
- Look at the issues in your organization and your particular area
- Big advantage in doing Focus Groups!
- What should employees do when they feel they are discriminated
- Can the employee go to EEO confidentially and without getting their company in trouble to get advice?
Guest Info
Teneeshia MarshallDiversity and Inclusion Leader
teneeshia.treadway@gmail.com
https://www.linkedin.com/in/teneeshia-marshall-mpm-mhrm-7924a311/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Kader Alcodray
In our previous Bad Bosses episode we talked about some of the characteristics of a bad boss, how to work with them, and how to ultimately handle or deal with the environment created by a Bad Boss. Kader brings an extensive background in leadership and is going to take the opportunity to talk to us about the makings of a Good Boss and what things we can do as a whole to grow strong leaders!
Breakdown of today’s podcast:
- Intro to Kader Alcodray
- Drivers for employees and how you connect with your people
- Understanding your people - connecting on a personal level
- Developing a corporate culture
- Companies have to be willing to accept change
- Difference between a Leader and Manager
- Employees want to learn more but sometimes they are afraid to speak up
- Be willing to give more responsibilities to make employees feel more involved
- Is micromanaging ever a good thing?
- Recognize the employees on what they do give them credit
- Qualities in leaders and managers
- Working remote presents challenges but it is part of the ongoing trends
- Companies teaching their people how to manage
Guest Info
Kader Alcodray
alcodray@gmail.com
kader@cadregroupllc.com
https://www.linkedin.com/in/kader-a-a532203/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
BLACK LIVES MATTER WEEK: Special Guest: Eddie Thomason
Eddie talks about his story. Growing up in a lower income family, challenged with the many things we see that challenge many young people today, and how he overcame all the obstacles. He helps teens and young professionals break self-limiting beliefs so they can create the life they deserve to live.
Breakdown of today’s podcast:
- Eddie was raised in Baltimore MD
- Talking about the choices we make
- Eddie talks about how he grew and why he wants to help the youth of today
- Why Eddie got involved in helping young people.
- Growing up in poverty and hustling doing random jobs early in life
- Eddie talks about breaking the cycle
- Why he didn't care people saying he can't succeed
- How did he stay out of trouble?
- Finding work in the middle of the Pandemic and the effects on the diverse community.
- Utilizing unemployment to strengthen your skills
- Be willing to work with the company and their policies to be successful
- During the tough times be willing to pivot
- It is very rare you come out of college and jump right into your major.
- What do you say to people that are shy and introverted?
- Shyness is actually not a weakness
- Engage other people that will help get you out of your comfort zone
- Seeking mentorship with others in an environment - finding multiple -
- Take advantage of the people around you
- Communicate with mentors on what you are trying to accomplish
- Make sure the mentor understands your expectations and what you are trying to do with the mentorship
Guest Info
Eddie ThomasonAuthor | Keynote Speaker | Impassioned Leader
https://www.linkedin.com/in/eddiethomason/
eddie@eddiethomason.comwww.eddiethomason.com
LinkedIn: Eddie Thomason
Instagram @eddiethomson_
Facebook: @thomasoneddie
YouTube: Eddie Thomason
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Jonathan Dorfman
Jonathan is a dynamo. He is available and would welcome opportunities!
When people hear a person has Autism often times they pause when considering them for a position or role. What people really don’t understand is the value a person with Autism can bring under the right environment. In fact, often time candidates which are high functioning are quite smarter and more productive than other people. Today, my guest Jonathan Dorfman is one of those examples. While Jonathan has high functioning Asperger’s, he has broken the barriers of his struggles to work for a Fortune 100 Company, complete his Master’s degree, and presently pursuing his EhD (Doctorate of Education).
Listen and understand the values people bring.
Breakdown of today’s podcast:
· Learning you have Autism – accepting and learning to navigate the challenges
· Initially diagnosed with ADHD eventually diagnosed with Aspeberger’s
· Early day struggles to get proper support and help
· Lack of resources in high school or college guiding students on a path; especially for those differently abled
· People with aspebergers could be challenged with social views and interactions.
· Many people have sensory issues – being too loud, bright light, not being able to look in someone’s eyes
· Graduated with Masters Degree and ended up going to work for SAP in their Autism at Work program
· Program originally designed to place people back with the company, but lead to no opportunities within SAP
· Companies cannot just say they have an Autism at Work program and not help and guide them to get a position with the company. If you are going to talk the talk you have to walk the walk
· Companies need to give people with Autism a chance
· Helping people with Soft Skills who has amazing Hard Skills can bring a lot of value to a company
· Resources for people with Autism (intellectual disabilities) finding jobs are out there but they are limited to certain industries
· Talk to people. Do not label them and say no because you assume things about them
Guest Info
Jonathan Dorfmanhttps://www.linkedin.com/in/jonathandorfman/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Phillip Duncan
Phillip Duncan is a Bestselling Author, Professional Speaker, Trainer who works with companies to better understand hiring practices and ways to engage each generation successfully while improving retention. Today, Phillip and I will explore the world of skills hiring and why soft skills often times are more important than hard skills.
Today's Podcast Perspective
- Millennials/GenZ/GenY are more interested in going to a location where there lifestyle will thrive and then finding work vs going where the jobs are
- Industry loyalty is changing - people are more focused on what they can offer skills wise vs a job category or description focus
- You can't throw compensation packages to get Millennials/GenZ/GenY to relocate anywhere
- Companies are going to have to start focusing more on soft skills because candidates are not going to be focused on a traditional career path
- Millennials/GenZ/GenY want more responsibility - challenged - not necessarily needing more pay
- Millennials/GenZ/GenY do NOT feel challenged enough
- Think about younger generations recreation and how it drives them in the workplace
- Pandemic is going to fast forward us to a new reality
- Companies need to recognize there is not a fixed solution
GUEST INFORMATION AND SERVICES!
Phillip Duncan
genWHY Communications
phillip@genwhy.com
https://www.linkedin.com/in/phillipduncantn/
www.genwhy.com
Free webinars: www.genwhy.com/free-webinars
Paid webinar membership: https://www.genwhy.com/store/c2/Yearly_Membership.html
100 great soft-skills download ithttps://www.tinyurl.com/genwhy100
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest Adam BellCorelli
When people someone with a disability, for instance in a wheelchair, they immediately have some type of unconscious or conscious bias. Can this person keep up with the role? How much will I have to pay to accommodate? The list goes on and on. However, what we do not think about is the value of what they bring, work ethic, and overcoming of challenges. Adam talks about overcoming hurdles and companies offering people with physical disabilities a chance.
Breakdown of today’s podcast:
- Adam explains his personal story being in a wheelchair
- Having a wheelchair 15 years ago in a small school small town and the initial struggles
- Discrimination - Even in schools before he enters the workforce
- Disabilities in the workplace and accommodations and showing your entire workforce of employees value
- Cost affiliations to accommodating disabilities
- Value of accommodations and helping the view of the company long term
- Educating companies on how to accommodate
- Asking on how you can help is a good thing
- Unconscious Bias - Prejudice is expensive
- Inclusion Interactive Exercise for employees to be more empathetic
- How should a manager introduce a new employee with a disability into the workforce
- When is the right time to tell them you have a physical disability
Guest Info
Adam BellCorellihttps://www.linkedin.com/in/bellcorelli/https://www.linkedin.com/company/14-and-3-leadership/https://www.facebook.com/143Leadership/ adambc.smiles@gmail.com
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Jamie Emery
We spend a lot of time looking at how candidates preform in the interview process, but what about the company? The overall experience that a candidate has in the process of looking for a job and engaging a company can cause candidates to not pursue a role. Today we will take a look from the candidate perspective on why companies need to do better when engaging
- Jamie's perception on the candidate experience
- Why can you interview for 100s of jobs and not get the right role
- Three or Four rounds of interviews and hit rejection
- Process takes too long
- Recruiter Experience and why they don't give feedback
- How do recruiters view candidates
- Candidates need for prep materials
- Who is looking at resumes and evaluating background? Or is it automated?
- Two critical pieces of advice on resumes
Special Guest - Jamie Emery
Industrial Engineering/ Business Management
Ashford University/Forbes School Of Business
JamieEmery25@gmail.com
https://www.linkedin.com/in/jamie-emery-b0096755/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Ed Henkler
Ed has been committed to helping those that are visually impaired. Thriving after Vision Loss: Ensuring that people who have lost their sight shift their goals from surviving to thriving. Dedicated to people experiencing vision loss and those that love them. He also developed https://theblindguide.com/ working with partners and companies on enhancing the opportunities to help blind be successful in the workforce.
Breakdown of today’s podcast:
- First experience with visually impaired people.
- Creating opportunities for the 70% that are unemployed
- Misconceptions of blind people and inability to work
- Educating people on how to assess abilities based on level of impairment
- Positions people can thrive in
- Software and tools helping the blind be successful
- Integrated blind people into the workforce
- Government or Non-Profit Funded organizations to help support companies
- How should people interact with blind coworkers
- Talk to the employee, trust their feelings on how interactions should take place
- Advocacy groups can provide education
- What can companies do to recruit blind people?
- Employees need to take initiative to help themselves and also educating the hiring companies.
- Cost to accommodate is minimal
- Guidance to people that are blind
- Do NOT assume the person you are interviewing with gets what it means to be blind
- Other positions blind people can be successful with
- Ed's partnerships and initiatives
Guest Info
Ed HenklerFounder of The Blind Guide:
Passionate about prevention of blindness and enabling technology for people who are blind or visually impaired. Implementing solutions to improve quality of life and increase the employability of people with visual impairments.
https://www.linkedin.com/in/edhenkler/
edhenkler@gmail.com
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest Alex Sanfilippo
Alex is back! Today we have a better understanding of the dangers of being forced into working virtually and trying to navigate the business back to normal business as usual at the office. Change is good, but complete change will never happen. Alex and I will explore what make sense in getting back to work. We will revisit skills vs hard skills so people have a better thought process to look during a market where there is a lot of competition.
As a reminder, Alex combines years of Operations Management and Branding background to bring a unique perspective on how people are viewed and what they can do to bring a new dimension to how they can be a successful part of a winning business. After speaking at conferences and launching his own podcast helping businesses and people transform their brand, he decided to start his own community - creatingabrand.com. His goal is to help people succeed in life and business! Join him to share your journey and grow beyond where you are today.
Breakdown of today’s podcast:
- Millennials are fast but they can't stay focused and put down their phones
- Coronavirus is giving employees a lot of flexibility, but will they be going back to the old normal?
- How can we get them to revert back?
- The world can't often times function normally virtual.
- Companies ramping up typically hire experience over soft skills
- Hiring companies will have leverage to get people to get back to normalcy
- Millennials will not find career satisfaction working from home, no growth
- Baby boomers will have no problem coming back to work, and they will be the ones to get us up and running again
- Remember I Love Lucy watching the bottles on the bottling line for hours? Millennials won't do that
- Dynamics are going to change when we open back up because now Millennials have competition and the available employee population will be more diverse and more dynamic
- Hiring people will have options, and this will change how we screen and find people
- College Kids today vs 10 years ago; Kids back then had jobs while they went to school. Not Today.
- Can someone who didn't work through school and college really present value to a company?
- Create skill focused resumes even if you don't have any workforce experience
- Poll people that know you and ask them what they think you do
- Metrics make a difference especially with competition
- Where do you go now to find job satisfaction that fits your mind set?
Guest Info
Alex is an operations leader in Jacksonville for an Aerospace company and an expert in creating a brand!
Alex Sanfilippo
Community Advocate | Creating a Brand
E: alex@creatingabrand.com
https://www.linkedin.com/in/alexsanfilippo/
www.CreatingaBrand.com
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Phillip Duncan
"People may be hired for their “hard skills”, but they are fired for their lack of “soft skills”. We provide Communication focused training on listening, conflict resolution, change management, skill gap planning, conducting better meetings, giving feedback, persuasion, and leadership and many more topics designed to improve your work environment." - Phillip Duncan"
Phillip Duncan is a Bestselling Author, Professional Speaker, Trainer who works with companies to better understand hiring practices and ways to engage each generation successfully while improving retention. Today, Phillip and I will explore the world of skills hiring and why soft skills often times are more important than hard skills.
Today's Podcast Perspective
- Record low unemployment has been flipped upside down
- Companies now have a choice if they want soft skills, hard skills, or both
- Recession Times - what do companies typically hire
- Phillip's take on recovering from a pandemic - coming out of half time
- Competing for Top Tier Talent vs the status quo
- Many people made decisions a long time ago what they wanted, this pandemic has made people realize what we really want
- Forced pause has caused changes in the mindset
- Shifting mentality toward life instead of work
- Realization of what we are missing in life
- Is there room for a different approach to work/life balance
- Employees being forced to work from home has educated companies
- Millennials getting hit hard during the recovery because of lack of hard skills
- Grabbing Millennials and growing them into a role vs hiring older generations which have been there done that
- Non-Negotiables vs Negotiables
- What do you tell the younger generation with lack of experience?
- Truth to the younger less experienced generations
- Older generation will be the anchor during tough times; young generation will be the ones getting us off the sandbar
GUEST INFORMATION AND SERVICES!
Phillip Duncan
genWHY Communications
phillip@genwhy.com
https://www.linkedin.com/in/phillipduncantn/
www.genwhy.com
Free webinars: www.genwhy.com/free-webinars
Paid webinar membership: https://www.genwhy.com/store/c2/Yearly_Membership.html
100 great soft-skills download ithttps://www.tinyurl.com/genwhy100
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Ward Thrasher, MD, MS, MCP
Religion has been a topic argued heavily on both sides. While I agree Religion has a place in our world in society, I do not feel it should be thrusted within the workplace. Ward brings a very interesting perspective to Religion in the workplace. His journey is fairly unique as he has identified himself with three different religions throughout his life; along with brings a legal, professor, and operations mindset to understand why religion should be looked at differently as not being part of the day to day workplace.
Today's Podcast Perspective
- Bible sitting on a desk - what problems does this cause?
- Why is it protected? Religion is a choice, a belief
- Practicing and Freedom to choose but not push it on to other people
- Religion is an ideology - you can change it - unlike other protected classes where you cannot change
- If it's about choice and beliefs - what about other things like sports teams?
- How did Religion become a federally protected class?
- Separation Church and State
- Should Political Party status be protected?
- Religion vs Sexual Orientation
- Companies can develop employee handbook or code of contact which addresses limitations to bringing religion to the workplace
- Could companies develop policies indirectly allowing discrimination
- Protected class means you can't choose one over the other; but you can't promote discrimination
- As a private entity companies can limit employees’ rights but employees have the freedom to not accept those terms. It is when the company enforces the rules on one-person vs another
- Swastika means one thing to some people but it actually represents other things for others
- What if a company has no policy?
- Hostile Work Environment argument
- Stop putting bible verses on your email when applying for a job!
- There are things you can't ask, but when a candidate or employee volunteers that information it's a topic that can be discussed
- What if Religion prohibits you to work certain hours?
GUEST INFORMATION
Ward Thrasher
https://www.linkedin.com/in/wardthrasher/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Scott Aaron
Scott Allen is a Life Coach, Author, Public Speaker, and an Expert at utilizing LinkedIn. I will be having Scott on a future episode to give us insight on his use of LinkedIn to be successful. Scott also is an expert in Network Marketing generating income as a side hustle.
Today's Podcast Perspective
- Layoffs causing people to look for alternative income
- Scott brings light to Network Marketing
- Positives and Negatives to online streams of income
- Random Emails about money making opportunities
- What is Network Marketing
- Being paid for getting people to buy someone else's product or services
- Starts by believing in the product
- Recruiting schemes are Ponzi and pyramid schemes
- It does not have to be a physical product, it could be a service
- How do you tell if an opportunity is legitimate?
- Pick something you are passionate about
- Mass emailing is not the way to do this successfully
- Prospecting is like dating NOT a one-night stand
- Building good relationships
- Residual vs Leveraged Income
- It isn't a full-time job but your income is based on how much you put in
- You can only do one network marketing opportunity at a time
- Things to avoid - praying on the weak
- 4 Main things to do to be successful in Network Marketing
- Social Media platforms and what they are best used for
- Building up your LinkedIn brand - top 3 things
- ASK so you can GET
GUEST INFO
Scott Allen
https://scottaaron.net/
Podcast: Network Marketing Made Simple
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Robyn Mussler
Robyn has spent many years working on management, coaching, and innovation. She has developed an amazing program which works with students in high school to develop skills and experience to take product concepts to commercialization. Today's podcast will focus on how companies and students can engage each other early in life and gain the education and skills to find their path and gain incredible skills for their future. This episode we are also joined by Matthew Werneken, the previous winner, who tells a about his experience.
- Robyn talks about the program she developed
- Product Development through Commercialization
- What students need to do to get into the program
- Forming teams and submitting application
- Narrowing down the teams to the top teams
- Students engaging with mentors and making decisions
- Different parts of the process
- What they will learn and educated on, including skills
- Purpose of the program
- Grant money and rewards for winner
- Benefit to the companies
- Matthew tells us a little about his experience
- Why did he get involved in the program
- Finding a team and developing an idea
- Biggest take away or learning from the program
Guest Info
Robyn M Mussler
(727) 410-7530
robyn@connectit360.org
Resolution Management - CEO/Principal Consultant
Connect-IT 360 President/Founder
Next Generation Tech - Program author/chair
Connect-IT 360 site: https://connectit360.org/
LinkedIn: https://www.linkedin.com/in/robynmussler/
Matthew Werneken
Previous Winner of Next Generation Tech
https://www.linkedin.com/in/mwerneken/?trk=pub-pbmap
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest Shauna Horn-Saucier
We often talk about disabilities as being a physical disability which someone can see. Unfortunately we really do not address hidden disabilities with regards to mental illness or mental health. Shauna is going to bring us an amazing look at both someone that has a hidden disability but also having children with developmental disabilities.
Breakdown of today’s podcast:
- Shauna talks about her disabilities along with her kids disabilities
- Assimilation of PTSD to Veterans
- How undiagnosed PTSD can impact a person in the workplace and life
- People do not understand PTSD and how to connect with people with PTSD
- Disclosure in the workplace and when to say something
- When is it a good time to disclose
- Accommodating Mental Disabilities
- How should employers respond and what is acceptable as far as outreach and inquiries to the employee
- Is it OK for your boss to ask if you are ok?
- Retaliation with disclosing mental health disorders
- How does a person with a mental disability handle having children with disabilities
- Resources available to companies
- Advice from Shauna to Companies
- Advice from Shauna to People with Disabilities
Guest Info
Shauna Horn-Saucierhttps://www.linkedin.com/in/shauna-horn-bs-mpa/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Episode is sponsored by "Green Key LLC" - if you have any contract or permanent staffing needs when it comes to Information Technology, Pharmaceuticals, Finance/Accounting, Healthcare, and Office Support. www.greenkeyllc.com
Special Guest - David Levy, Executive Director
How will the Coronavirus and Recession impact hiring, staffing companies, talent acquisition groups, and employees looking for jobs. We look at how the industry is reacting and what employees/candidates need to be prepared for. David currently works for Green Key LLC which provides contract and permanent solutions to various industries around the country. He has over 10 years experience in the staffing industry and can provide insight on the industry, recession, trends, and how to prepare.
Today's Podcast Perspective
- Current state of the industries, staffing and needs
- Shifting needs and how to take advantage
- Recession proof jobs
- Special Guest: David Levy, Green Key LLC (Staffing Perm and Contract Employees)
- The sky is not falling; it is just changing colors
- Shift from Perm to Contract because of the needs and the resources
- Contract and temp employees will soon be in high demand
- Biggest change in staffing needs and the forms of interviews
- Some companies are hiring people with video conferences and zoom interviews
- Perm may pull back but contract roles are already increasing
- Do not react - wait and evaluate
- Some companies are slowing down hiring; not stopping hiring
- Others are reacting; laying off in anticipation
- Recession 2020 / Coronavirus is changing how businesses operate
- Increase on many resources and decline of other resources
- Staffing needs are not going away they are being shifted to support new needed resources
- IT Infrastructure is being strained and resources are ramping up and needed
- Larger demand on IT / Technology companies
- Developing ways to counter the IT strains
- Never hired a contractor? Hiring Contractors - Working with agencies and how it works
- Hiring contract will open the candidate pool because you can hire people on Visas without going through the process to sponsor
- Ability to convert contract employees to full time
- Decline on perm hires; but significant uptick on the contract side
- Recession proof industries?
- Perm Recruiters can easily shift to contract if there is an infrastructure within your firm or company to provide contract services
- Challenges shifting an ALL Perm Staffing firm to Contract Services
Guest Information
David Levy
Green Key Resources
Executive Director
Permanent / Contract Services - Information Technology
dlevy@greenkeyllc.com
https://www.linkedin.com/in/dmlevy/
www.greenkeyllc.com (IT, Pharmaceutical, Finance/Accounting, Office Support)
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest Quintin Dukes
Quintin Dukes is a relationship expert in both personal and professional environments. He helps individuals navigate situations based on sharpening their emotional intelligence, communication, and self-awareness. The art of listening and learning the other person. His reach extends from Corporate to Nonprofit ranging from entry-level to C-level.
Breakdown of today’s podcast:
- Communication is the core of any relationship
- Communication and Transparency is important
- Changes in lifestyle will add stresses - so expression of feelings is important
- Alternative ways to step away and regroup
- Working at home with their spouse and kids - stressors
- Identifying emotional stressors due to changes
- Issues bubbling up to the surface - be authentic and transparent
- Communicating properly "I felt like this when you did this"
- Intent vs Impact
- First it is very important if the other person will be open to discussion
- Do not wait for the other person to apologize or address the problem
- Unemployment and the added stress on the home
- Teamwork and collaboration mean you have to get all parties involved in communication
- Patience is a big part of the success of dealing with stress
- It is normal to want other people to be there for you when there is wait on your shoulders
- Empathy when one partner has more on their plate than others
- The pandemic may bring up underlying issues you may have not addressed
- Working in an environment and not knowing what you are exposed to
- It is important to communicate at work - follow the rules
- When is it OK to go to Human Resources?
- Companies have to have emotional intelligence and be empathetic to their employees
- Be understanding and empathic with reasons effecting their work during a pandemic
- Top 3 things listeners need to keep in mind or put into action today
Guest Info
Quintin Dukes, MSHA, LSSGBRelationship Coach, Entrepreneur | Majoring in Emotional Intelligence, Empathy, and Compassion
quintindukes2@gmail.comhttps://www.linkedin.com/in/quintin-dukes/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Kristin Scroggin
Just because you want to be a NASA engineer, does not mean you can be one!
There has been a great debate over the last 5 years on the differences in the older generation (Baby Boomers and Generation X) vs the younger generation (Millenials and Generation Z). Work ethics, employment expectations, values in the every day work environment, and work lifestyle expectations. Today we are going to explore the major generational gaps and the positive and negatives of each
Kristin Scroggin cant do math, or bake a pie, but she is a GREAT speaker! Kristin has her Masters in Communication Studies, Bachelors in Communication Arts. She was a Communications Lecturer at the University of Alabama in Huntsville for 11 years before starting her own training company, genWHY Communications in 2017. Her passion is generational diversity and all things soft-skill related. She has spoken at conferences and to hundreds of organizations across the United States ranging from Fortune 500 companies to tiny non-profits. Obsessed with travel, and desperate to see the world, she and her husband try to keep their heads above water while parenting their four children and any foster children who come their way.
Today's Podcast Perspective
- Approaching hiring and staffing in the middle of a pandemic
- Graduates from College and Baby Boomers re-entering the work force and the struggles
- Lower your expectations through a recession/pandemic
- Companies Hiring - What is the difference between the two generational brackets.
- Companies need to figure out to train and retain millennials creating sustainability
- Older generations create stability in the workforce, millennials create sustainability
- Why does the older generation resist helping millennials learn?
- Millennials need to appreciate the older generation and lose the mentality they are going to take their job
- Companies during a recession keep and hire employees with a lot of experience and strong work ethic to be lean and still be productive
- How does a Millennial/Genz candidate sell their value right now?
- Why do Millennials and Generation Z'ers have a different mindset about employment and expectations
- You cannot just be anything when you grow up
- Inherent abilities, skills, and experience will drive what you can be successful in
- Education System caused the mindset of the Millennials and GenZ generations
- Colleges spend too much time on theory and not about application
- Why did older generations not force their kids to work through school gaining core values in work?
- Today - College kids most of the time have very little to even put on their resumes
- Older generation needs to teach soft skills to the younger generation
- Graduating in 2020 - Change your mindset
- Baby boomers struggling to get back to work
- Understanding the baby boomer generation
GUEST INFORMATION AND SERVICES!
Kristin Scroggin
Owner & Lead Trainer
genWHY Communications
kristin@genwhy.com
www.genwhy.com
Free webinars: www.genwhy.com/free-webinars
Paid webinar membership: https://www.genwhy.com/store/c2/Yearly_Membership.html
100 great soft-skills download ithttps://www.tinyurl.com/genwhy100
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Lucas O'Ryan
Transgender people often times do not feel they can apply for a job with a company other than LGBT companies because they won't be accepted. This is ridiculous to be happening in the United States of America. REAL-T with Lucas is a focus on the real life experience of the Transgender community and the struggle to navigate getting employment and working in the workplace. Everyone should be able to be employed no matter what their identity. What a person can do for a company is not defined by who they are and how they identify, it's based on the skills they bring to the company.
Today's Podcast Perspective
- Transsexual is Outdated - We use transgender
- Foreseen Challenges as Job Seekers - Challenges as Job Seeker
- LGBT inclusive employers - companies promoting inclusion should include Transgender
- Many Transgender people feel they can't apply to a company other than one focusing on promoting gay rights.
- Example of situations transgender employees go through
- Twenty-one states, the District of Columbia, Guam, and Puerto Rico have statutes that protect against both sexual orientation and gender identity discrimination in employment in the public and private sector
- Confronting discrimination in the workplace
- Addressing harassment from coworkers
- Companies - what can they do?
- Teaching and educating acceptance of LGBT
- Can we overcome perception
- Companies need to be more mindful and intentional on the transgender/non-binary subject. Bring people in to educate.
- Transgender people often times feel they can only go work at LGBT companies because other companies won't accept them
- Nobody should be forced to work only in LGBT companies
- Gay and Lesbian people even discriminate to transgender people
- Why are we talking about someone's sex and sexual preferences in the workplace
- Transgender identity has nothing to do with sexuality
- Companies need to do more on educating employees on the transgender community including making sure diversity and inclusion programs include education on the transgender population
- Bring people to the companies and educating on who the community is and what happens in the workplace
- HIRING PROCESS - When do you tell the hiring manager and HR person you are transgender?
- Example of how HR people respond to transgender applicants
- How to find companies which are LGBT inclusive and have programs supporting hiring LBGT people
- How do you approach hiring people about the topic?
- We cannot necessarily turn away companies when are not willing to put transgender people in customer facing roles, there just needs to be conversations with the potential employee
- ALREADY EMPLOYED - someone is questioning you might be transgender - do you go to that person directly to try to educate them?
- Sometimes using other people's relationships will help bridge the gap
- Nothing wrong with taking the friendly educational approach
Lucas O'Ryan
Transgender Advocate / Speaker / Educator / Coach lucasoryan87@gmail.com
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
If they do NOT look at you in the eyes; maybe they have Autism!
Special Guest: Angel Rodriguez
Angel spent the last 20 years in HR and strategic leadership roles. Unfortunately, all the training in the world cannot prepare you for having children with Autism. Today Angel will tell you about his journey, overcoming obstacles, being a advocate for change, and how companies can help provide opportunities to these amazing candidates.
Breakdown of today’s podcast:
- Focusing on Inclusion not necessarily diversity
- It may not be them, it may be Autism
- People assume when someone does not look at you in the eyes this is because they are not good at engaging - but it could be something else?
- Just because someone does not have excitement or energy doesn't mean they aren't interested?
- Angel's journey in the world of Autism
- Facing challenges and delivering opportunities to his boys
- Autism Spectrum - the part of the curve we forget about
- Angel's Autism School - Waterfall Academy - https://www.waterfallacademy.com/about-us
- Angel talks about Faith + Action; acceleration strategy vs mitigation strategy
- Grasping the skills and strengths of autistic individuals and helping them find their path
- Discovery and expansion of Autism being the new normal will create career opportunities
- Diversity - people associate it too much to race and sex; and miss the hidden classes
- How are we educated on Autism
- Companies build a platform and educate
- How do people think when they do not have someone with Autism in their life
- Stop Assuming since they do not look at you in the eye they aren't good with confrontation!
- How about we adapt to them vs forcing them to adapt to us
- Needs for Education in the workplace
- Understand some people cannot help how they behave externally
- Growing trends of self-identification
- Michael gives credit to his ADHD to his success
- Resources for families with Autism in their family
- Angel and Michael talks about creating a company identifying skills individuals have with Autism and partnering with companies to hire them
- Divorces in families with Autism is very high because of lack of resources and guidance
- Parents, Companies, Coworkers - YOU have to be willing to change your mindset
Guest Info
Angel Gonzalezhttps://www.linkedin.com/in/angelrodriguezfrito/
Please feel free to reach out to Angel to talk about his school and whether your child or someone you know who has a child of Autism can attend
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Orlando Haynes
Orlando is passionate about taking individuals from the job seeker to the sought after and has helped guide, coach, and develop over a thousand job seekers towards interview success. He provides real insight and information from the eyes of an active recruiter using several platforms. Orlando is a published author and speaker for all things career development. He continues to charge ahead one speech, one podcast, one post and one book at a time to educate and equip job seekers towards achieving their career goals. Today we talk about how to manage through this crisis, what to do if you are unemployed, how to approach finding work, and things you can to do make money.
Today's Podcast Perspective
- Now what? Major layoffs in various industries
- How does this time differ from 2008
- Temporary vs Permanent Layoffs
- Skills Learning using Free Platforms
- Ask your employer if you could do work from home or other opportunities
- Try to stay current
- Focus on your mindset and being level headed
- Be proactive - do not wait for someone to solve your problem
- Even if we open everything back up - Are you going straight to a restaurant?
- Issue is the day to day changes - situations now are fluid
- Use your time to educate, expand your mindset, learn
- There are companies - try to change your career, new skills, shift your path
- Some people are looking at "side hustle"
- Relook at how you are representing yourself online - Scrub your social media
- Avoid pushing religion when communicating to hiring authorities
- What do you do if you do not have a resume?
- Free services vs Paid services
- Invest in you and your brand! Even if you are hourly
- Investment in yourself will allow you to get a better return
- COLLEGE STUDENTS - Graduating in May
- Be an entrepreneur - think outside the box and get to work!
- Look for remote positions
- Do NOT take your foot off the pedal
- Creative ways to use social media
- Underemployed or long term unemployed
- Baby boomers may also have to step back into the employment market
- Companies have to also communicate clearly to job seekers
- Organic growth of people that don't have skills
- Skills vs Experience - train them up
- Small Businesses - How can they think outside the box
- Develop other income streams and keep employees
- Think about what is in demand today - what is going to sell
- STOP SHUTTERING BUSINESSES - BE CREATIVE!
Orlando Haynes
Author / Speak / Career Growth Coach / Talent Leader
info@orlandohaynes.com
http://orlandohaynes.com/
https://www.linkedin.com/in/orlandohaynes
Services Orlando Offers
- Interview Coaching
- Job Search Coaching
- Linkedin Optimization
- Career Mindset Development
- Preparing for Promotions
- Resume Writing
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Ryan Vaught
Ryan is a National Guard Reservist Veteran, Millennial, who moved around 9 times throughout his childhood. He brings some very interesting perspectives to how military service is applied, the stigma many people have with military follks and his views on inclusion in the workplace. Ryan will give you a perspective on military veterans which actually
Breakdown of today’s podcast:
- Ryan tells us about his path militarily, education, and work wise
- Why Real Estate and National Guard?
- Diversified his options in college to find his path
- Veterans stigma, stereotypes, and unconscious bias
- Operating in two different worlds (Army vs Civilian) at the same time and how this created a better person
- Human beings are human beings
- Military veterans in the real estate world
- Military experience actually enhances leadership
- 20 year military vs 8 year military vets
- Understanding the 20 year vets real experience and training
- How are companies changing and his view on hiring
- View on the stereotype
- Focus on hiring should be about what is going to make the company money - period.
- Unconscious Bias exists but it is how you address it.
- Old vs Young; New Guard vs Old Guard
- Stop putting people in buckets
- You have twice as many ears as you do a mouth
Guest Info
Ryan Vaught
Commercial Real Estate - Managing Director
ryan.vaught@colliers.com
https://www.linkedin.com/in/vaughtra/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Keith Wilkins
Keith brings 20 years of manufacturing operations leadership experience. He worked through the 2008 recession and is familiar with the impact of recessions, ways companies should respond to the economy, hiring and employing people, and the need to shift focus. He is also available for Permanent and Contract roles immediately, his information is below.
Today's Podcast Perspective
- Today's Recession is Different
- Are companies reacting too quickly?
- Companies laying off people during time of crisis has a negative impact
- Decentralization is needed
- Adapting to the local conditions and keep a business income flowing
- Some Industries there will be an uptick
- Food Industry, Healthcare, Information Technology, Manufacturing in many cases will do very well
- Industries like building, real estate, car sales, housing will take a hit
- Corrugated industry all your packages come in boxes
- Work from Home - needs shift
- Business will adapt and then the culture will change permanently
- Employees being laid off with industries shuttering due to "stay at home" orders
- Government aid and stimulus will not be enough
- Convert your business to the current climate and needs
- Different demands mean you shift your focus
- Why are grocery stores empty?
- Trucking business had a major decline this past year and now they are desperate for trucks and drivers to move goods
- Industries and business will grow during the next year
- Unemployment rate will increase
- We are NOT consuming less, we are consuming differently
- Comfort products will get hit hard
- Store brands do really well during this time
- Unemployed - Translate skills to new industries
- Do not sit around, make sacrifices today
- PAUSE NOT PANIC
HIRE KEITH!!!!
Keith Wilkins
kwilkins2019@gmail.com
https://www.linkedin.com/in/keith-wilkins-89513398/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
PLEASE READ: Food Warning at the Bottom
In my previous episode we talked about restaurants and food service employees. Since that episode I have spoken to numerous food service distribution companies having issues with back stocks of food and no one to deliver them to. This is also impacted farmers, growers, food manufacturers as well. In this podcast we talk about the solutions to this growing problem.
Michael Glinter brings 25 years experience both in Food/Beverage Manufacturing Staffing along with hands on Food Service experience. He would like to use his industry knowledge and experience in the industry today to solve a big problem. What can Restaurants and Food Service people do to make money and keep their employees working. Please make sure to consult legal counsel or a lawyer on any laws around making changes in your business model.
I will also be looking for people to interview for my show in the coming weeks talking about staffing, hiring, employees, companies strategies, and how to we can work together to keep employment secure and stable. Email me below to get involved.
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Warning: CONSUMER ADVISORY CONSUMING RAW OR UNDERCOOKED MEATS, POULTRY, SEAFOOD, SHELLFISH, OR EGGS MAY INCREASE RISK OF FOODBORNE ILLNESS ESPECIALLY IF YOU HAVE CERTAIN MEDICAL CONDITIONS Thoroughly cooking foods of animal origin such as beef, eggs, fish, lamb, milk, poultry or shellfish reduces the risk of foodborne illness Individuals with certain health conditions may be at higher risk if these foods are consumed raw or undercooked
PLEASE READ: Food Warning at the Bottom
Michael Glinter brings 25 years experience both in Food/Beverage Manufacturing Staffing along with hands on Food Service experience. He would like to use his industry knowledge and experience in the industry today to solve a big problem. What can Restaurants and Food Service people do to make money and keep their employees working. Please make sure to consult legal counsel or a lawyer on any laws around making changes in your business model.
I will also be looking for people to interview for my show in the coming weeks talking about staffing, hiring, employees, companies strategies, and how to we can work together to keep employment secure and stable. Email me below to get involved.
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Warning: CONSUMER ADVISORY CONSUMING RAW OR UNDERCOOKED MEATS, POULTRY, SEAFOOD, SHELLFISH, OR EGGS MAY INCREASE RISK OF FOODBORNE ILLNESS ESPECIALLY IF YOU HAVE CERTAIN MEDICAL CONDITIONS Thoroughly cooking foods of animal origin such as beef, eggs, fish, lamb, milk, poultry or shellfish reduces the risk of foodborne illness Individuals with certain health conditions may be at higher risk if these foods are consumed raw or undercooked
Special Guest - Justin Nguyen
In a previous episode, High School and Colleges FAIL Students - EXPOSED, we spoke about the failure of schools to help prepare students with entry into the workforce. However, students are also responsible for building the foundations to be prepared for life after college. We have partnered with Justin Nguyen, who has started a movement called GetChoGrindUp providing ways to prepare and engage students on life
Podcast Overview
- How GetChoGrindUp came about, intro to Justin Nguyen
- Future of Expos vs Job Fairs
- Failures of colleges - what they are doing wrong and not doing enough
- Miscommunication between Students, Companies, and Colleges expectations and purpose
- Career Services funding shortage leads to lack of training and expertise in the field - not connecting with college students
- Point systems do not necessarily work
- Colleges do a poor job with educating students on what to do with their lives
- Degrees - What are they worth and what degrees go to what jobs
- Suggestions on how colleges can change their approach
- Internships and Jobs during school can also educate students on a path - 4 Internships in 4 Semesters
- What else can students utilize to prepare for getting out of college.
- Linkedin - how can students utilize this more and differently
Justin Nguyen
https://www.linkedin.com/in/justindzuynguyen/
GetChoGrindUp Movement
https://www.getchogrindup.com/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Jeffrey Luft, Supply Chain Expert and Consultant
Please note: I am not a medical professional and am not speaking for the CDC or any medical associations. I bring to the table 20 years of staffing and recruiting industry experience specifically focused in global supply chain and manufacturing. I also have worked through the SARS outbreak. I have also talked to several economics professors, economists, and reviewed major articles with Bloomberg, Fortune, Harvard Business Review, and Forbes. This is an informational podcast to help people understand the impact.
Breakdown of today’s podcast:
- There is NO shortage - they are just out of stock. Stop panic buying.
- Stop buying water, toilet paper, paper towels! Why toilet paper? If you get Coronavirus you will not gastrointestinal problems but more respiratory problems
- What you can do to prepare - realistically
- Preparation for school closings, closing of retailers (Apple), and working virtually
- Financial impacts go beyond airlines, cruise ships, theaters. There is a trickle down effect to all the restaurants at the airports, food suppliers that supply food, taxis/ride sharing
- Many people live day to day, paycheck to paycheck
- Companies are starting to step up to help mitigate their people, but is the mitigation far enough reach to all levels impacted
- Business Owners and Suppliers need to be flexible
- Utilities need to allow people time to get caught up expanded time to pay bills
- House Bill injecting capital to individuals (pending Senate approval)
- How can you help other people - People helping People
- Breakthrough the culture issues which have arisen over the last two years to support everyone
- Growing trend of discrimination on Asian and Italian immigrants
- Internet - Telecommunications Resources and will it support the extreme increase in virtually worlds but how big of impact will it have
- Drugs - switch to 90 day supply. Mail order pharmacies are available
- Factories are revamping - ramping up production but suppliers are still only operating at 50% capacity
- Lead times are increasing - 57% worse than late 2019
- Can local pharmacies fill 90 day supplies?
- Adjust to the new normalcy, social distancing, minimizing the exposure. There is a reason people in Japan bow when greeting each other than shake hands
STOP DISCRIMINATION - We need to band together and be there for each other. This Virus doesn't discriminate based on age, race, sexual orientation, disabilities, etc. It affects everyone. Be conscious on how you interact with people and help those that need information to do the right thing.
CORONAVIRUS TRACKING WEBSITE
https://www.arcgis.com/apps/opsdashboard/index.html#/bda7594740fd40299423467b48e9ecf6
FDA list of current shortages - https://www.accessdata.fda.gov/scripts/drugshortages/
GUEST INFORMATION
Jeffrey Luft
jeffrey@fedoraconsulting.com
https://www.linkedin.com/in/jeffreyluft/
GLINTER SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Andrea Ahlsen
Every day we read articles about the fight to get women equal pay for what they do in the workplace. However, no one really understands the expansive problem it has and how broad of an issue it became. We also do not really understand how hard it will be to change this mindset. Andrea will help us bridge the gap and find ways to drive change in thi
- Most important issue in the workplace - women vs men disparities
- Andrea's view on major disparities and micro-inequities
- Role of women in the workplace and being a homemaker
- Hardest business to manage - the HOUSEHOLD
- Statistics around uncontrolled differences in men vs women
- Pay for men vs women based on education
- Men dominated industries vs Women dominstaed industries
- Women choose the industries or roles they pursue - does this limit their pay?
- Politics playing a role on the workplace and the treatment of genders and movements
- Statistics women have to file bankruptcy more than men - why?
- Identify the challenges and inequities and put programs in place
- Attraction/Appearance and discrimination
Andrea Ahlsen
https://www.linkedin.com/in/learningdisruptor
amahlsen@icloud.com
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Sharon Rodriguez
What is Gaslighting? We explore a tactic often times used by everyone at some point in their career to manipulate people to get what they want. While often times it's not considered bullying, and most people don't even know they are doing it, it is a true danger to the workplace.
- What is Gaslighting
- Difference between Gaslighting and Narcissism
- Effects of the experience and how it effects people
- Examples of Gaslighting
- How people can manipulate you to get a promotion instead of you
- Document the pattern of behavior
- Narcissist in the workplace and how are they connected to Gaslighting
- Narcissism vs Confidence
- How do you deal with Gaslighting
Special Guest - Sharon Rodriguez
https://www.linkedin.com/in/sharonmrodriguez/
sharon@rightsolutionsinc.net
Sharon is an amazing HR leader with an extensive background in helping companies with HR initiatives and doing the right things for their employees
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Two Part Episodes Today. Part 1 focuses on Drug Shortages, Supply Chain and Financial Markets; Part 2 focuses on Employers, Employees, and Staffing
Coronavirus is impacting the globe in many facets. In this episode we will look at three major areas: How Employers need to prepare, what employees/candidates/households should consider when they do their day to day, and how staffing may be impacted and ways to prevent delays.
Breakdown of Episode:
EMPLOYERS
- Get guidance from HR and Legal on ways to handle processes related to coronavirus and how it could cause discrimination in the workplace
- Sick Employees - Lifting PTO policies
- Work from Home - IT Stress Tests
- Strategies related to absenteeism and shift responsibilities
- Free up capital and liquidity
- Strain on resources including public utilities
- Understand how shortages in the supply chain will negatively impact processes
- Be aware of discrimination caused by the virus
- Setup a hotline for employees
EMPLOYLEES
- Hygiene is Critical
- FDA approved cleaning products - https://www.epa.gov/sites/production/files/2020-03/documents/sars-cov-2-list_03-03-2020.pdf
- Be aware of what you touch or come in contact with
- School closings, strain on child care, and transmitting virus to loved ones
- Work from home is not a free pass to be lazy. Your lack of performance negatively impacts other people
- Industries where work from home isn't possible, please be aware of your physical interactions with coworkers, employees, and even customers.
STAFFING
- Focus on critical need hires first
- Establish clear lines of communications with suppliers and customers
- Have a critical plan and backup options when critical positions go unfilled
- Use of contractors can absorb some of the stress on the business
- Use Video Interviews as an alternative to face to face interviews when possible.
- Be aware of discrimination especially with people of Asian descent
- Create an understanding limited handshakes and physical interactions with people is OK and not encouraged otherwise
- Offer to reimburse applicants that want to drive in 5 or 6 hours for interviews rather than getting on a plane.
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Two Part Episodes Today. Part 1 focuses on Drug Shortages, Supply Chain and Financial Markets; Part 2 focuses on Employers, Employees, and Staffing
Special Guest: Kory Johnson, Financial and Investment Professional
Coronavirus is impacting the globe in many facets. In this episode we will look at three major areas: Drug Shortages, Supply Chain and Industry Impact, and Financial Markets/Accounts.
Breakdown of Episode:
- Reason for drug shortages
- What to do if you have a daily need for certain medicines
- Understand the overall shortages of the drug supply and the short term impact on price and availability
- FDA list of current shortages - https://www.accessdata.fda.gov/scripts/drugshortages/
- Overall impact on supply chain, manufacturing, and industries
- Biggest causes of declines in manufacturing, industry performance and lack of supply
- FDA approved cleaning products - https://www.epa.gov/sites/production/files/2020-03/documents/sars-cov-2-list_03-03-2020.pdf
- Travel industry - largest industry and largest impacted
- Panic Buying - why it is not necessary
- Special Guest - Kory Johnson
- Financial markets and why they react the way to do
- How to react or respond to the market
- Shifting of your financial strategy
- Short and Long term gains / Tax implications
- Do you need the money now?
- Long term outlook during epidemics
SPECIAL GUEST
Kory Johnson
Financial and Investment Professional
https://www.linkedin.com/in/kjohnsonfinancial/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest – Sonnie Rivera – she worked for me for over 18 years and had first-hand experience on the dangers of texting the wrong person.
Every day, more and more of us rely on email, texting, and DMs to communicate with people throughout our organization. Often times, we are doing this on the fly, with many distractions, and the unfortunate autocorrect feature on! This podcast is a broad look on how sending emails, texts, or other forms of communication could have irreversible damage to a person’s reputation, performance, or even a loss of employment.
· Sonnie talks about her own personal experience in sending a text resulting in her losing her job.
· Most common mistakes people make in email and text messaging
· How do you handle the recovery
· Texting 101
· Deciding on Email, Text, Call, or Talk in Person
· Top things you would always do in person or via phone
Sonnie Rivera
srivera@judge.com
https://www.linkedin.com/in/sonnierivera/
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Jeffrey Luft, Supply Chain Expert and Consultant
Please note: I am not a medical professional and am not speaking for the CDC or any medical associations. I bring to the table 20 years of staffing and recruiting industry experience specifically focused in global supply chain and manufacturing. I also have worked through the SARS outbreak. I have also talked to several economics professors, economists, and reviewed major articles with Bloomberg, Fortune, Harvard Business Review, and Forbes. This is an informational podcast to help people understand the impact.
Breakdown of today’s podcast:
- Supply Chain Effects, Employers Best Practices, Employee Awareness, and Effects on Recruiting and Staffing
- Coronavirus is NOT SARS - forget the comparison
- Previous effects on the supply chain with other outbreaks
- How has the China impact on the Global Supply Chain changed over the last two decades when the SARS outbreak happened
- What happens with the Supply Chain in events like this?
- Cost of Goods Sold goes up, Prices go up to consumers
- Supply goes down, Demand goes up because lack of availability it will cause inflation of prices.
- How long is the supply chain effect after the virus is gone.
- Employers - being prepared and being transparent
- Be proactive in communication but less is more. Do not play doctor and medical professionals in speaking on the virus.
- Reinforce Sick Leave Policies but create an expectation so employees will not be punished if they need to stay home.
- Decrease of unnecessary travel
- Consult with HR and Legal before asking employees to perform medical exams or quarantining employees due to symptoms
- Be careful on what you ask of your employees as there is a fine line between legal action and illegal discrimination
- Recruitment will slow down due to quarantines, travel restrictions and work arrangements
- Virtual interviewing will become more common
- Positions may be effected based on the slow down of operations or ability to complete the interview process.
STOP DISCRIMINATION - We need to band together and be there for each other. This Virus doesn't discriminate based on age, race, sexual orientation, disabilities, etc. It affects everyone. Be conscious on how you interact with people and help those that need information to do the right thing.
FDA APPROVED LIST
https://www.epa.gov/sites/production/files/2020-03/documents/sars-cov-2-list_03-03-2020.pdf
Jeffrey Luft
jeffrey@fedoraconsulting.com
https://www.linkedin.com/in/jeffreyluft/
GLINTER SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Sam Boggs - HR background out of US Bank and JD out of University of Minnesota Law School. Sam brings a great perspective and insight on what companies can and cannot do when it comes to Social Media.
Companies have a lot of power. While some states are trying to put laws in place to protect the employee, for now companies can control a lot of what you post.
· Social Media general overview
· Posts where the employer is directly connected to the person posting
· Gray areas around how the post effects the employer
· Posts where there is no connection to an employer
· Communications and Posts which are protected
· Posts protections related to whistle blowing, company environment, and complaints made by many employees via social media
· Consistent discipline across the company
· Writing a new social medial policy
· Right to Work or At Will Employment
· When an employee offends another employee through posts outside of work
Sam Boggs
Linkedin https://www.linkedin.com/in/sam-boggs-1546b1a2
GLINTER SOCIAL MEDIA AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Jordan R - Extensive background in HR and dealing with drug testing in the workplace. The legalization of marijuana is growing fast. (pardon the pun) How companies grapple with people being high at work is a new challenge. This podcast is a look at how to deal with the growing trends and the issues that may come with them.
Breakdown of today’s podcast:
- Trends of Legalization of Marijuana and how it effects the workplace.
- Drug Testing in Montana - obscure rules and laws – excluding safety sensitive positions
- State Laws vs Federal Laws
- Performance vs Under the Influence - focus on performance
- Nevada - New Law with exception related to safety
- Reasonable suspicion vs Performance
- How do you do random testing at work?
- Effects of Marijuana shouldn’t matter if you are looking at performance
Guest Info
Jordan R
jlr94@cornell.edu
GLINTER SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest: Logan Marsh
As the baby boomer generation retires and unemployment drops to an all time low, it is even more important now to focus on employee retention. Companies need to do more for their employees and find ways to attract and keep their people! This podcast will look at how companies can find ways to create a work environment that will encourage success and retention in the workplace.
Logan Marsh
https://www.linkedin.com/in/loganmarsh/
marshlm10@gmail.com
GLINTER SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Special Guest - Andrea Ahlsen
Everyone has bullied in their life. But in the workplace it's a big problem and companies do little about it. This podcast will explore and define bullying in the workplace, how common it is, and what companies and victims can do about the problem.
- Bullying vs Hostile Work Environment
- Special Guest - Andrea Ahlsen
- What is Bullying?
- Glinter Exposed - I am a bullying, but everyone is
- Identifying bullying behaviors and how do they impact the workplace
- Companies failure to identify and manage the problem
- Emotional Intelligence
- What can companies do differently to solve this problem
- How should victims handle bullying
Andrea Ahlsen
https://www.linkedin.com/in/learningdisruptor
amahlsen@icloud.com
GLINTER SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
IIn Memory: Paula Glinter 1950-2018 - for her work in helping people with Disabilities
We struggle every day to fill roles because of a very low national unemployment rate, yet the unemployment rate for individuals with disabilities is over 9%. In this podcast we learn about the struggle, how we can engage an untapped workforce, who often times can drive our profitability and performance of our organization better than other employees.
- ADA and Expectations of Companies
- Challenges individuals with disabilities face
- Why individuals with disabilities can benefit a company more
- Making accommodations for both physical and mental disabilities
- Training Managers on how to manager individuals with disabilities
- Organizations you can go to who will come to your company to help companies on managing individuals of disabilities
- Sourcing through organizations on candidates for roles
- Going to local resources, providing details on positions needing filled, and organizations will match people to the roles.
- Having disability programs and initiatives
- Diversity is more than race; it encompasses many protected classes including people with disabilities
Andrea Goldman
andrealeegoldman@gmail.com
https://www.linkedin.com/in/andrealeegoldman/
GLINTER SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Andrea Goldman
andrealeegoldman@gmail.com
https://www.linkedin.com/in/andrealeegoldman/
GLINTER SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
We have a tremendous opportunity to help our military veterans to transition successfully into the civilian workforce making great future leaders. As a country we have to work together to better understand and help the transition. This podcast we have a very special guest Robert Dixon - 25 year military veteran that is transitioning out of the military giving us a real world insight on how we can help integrate veterans into our workforce to help our companies grow!
Robert Dixon
https://www.linkedin.com/in/bobdixon31/
Bob welcomes people to contact him on LinkedIn and he would also love for people to come, learn, and network at the upcoming Synapse Summit 2020 www.synapsefl.com on February 11th and 12th. This is a great opportunity to network with the companies, staffing agencies, and the veterans on helping them find their purpose and integrating them into our leadership.
GLINTER SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Statistically our young people once they exit school they typically change jobs 10-14 times before they turn 38. Often times these job changes are not in the same field or type of roles; some times even leaving industries completely. One of the biggest problems leading to this is the lack of education by our education system on what career paths are out there and how to get to them. This podcast will address the major gap in our education system, a vew from a student, and how to get ahead of the problem.
- Why is our education system failing
- Special Guest - Andrew Anderson - a student's view of the system today
- Special Guest - Susan Daly - mother, professional, voice over artist addresses the gaps and brings ideas on a new Youtube channel which will help students find their path.
- Revisit the failure of our education system
- What can students do to help themselves
Andrew Anderson
andy98business@gmail.com
https://www.linkedin.com/in/andrewanderson98/
Susan Daly
https://susandalyvo.com/
SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Scott Allen has an amazing story of rising to success as an independent business owner, hitting a speed bump that made him fall back down, just to get back up and grow even bigger and more successful. Scott will share his story of getting up after a major fall in life and utilizing his resources to be successful. His story offers everyone a positive outlook on life when times are tough, finding ways to rebuild your life and continuing on a true path of growth and success.
Scott Allen is a Life Coach, Author, Public Speaker, and an Expert at utilizing LinkedIn. I will be having Scott on a future episode to give us insight on his use of LinkedIn to be successful.
Scott Allen
https://scottaaron.net/
Podcast: Network Marketing Made Simple
You can find Scott on all social media outlets so feel free to engage!
SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
There has always been a big debate that our country doesn't do enough to help felons rehabilitate and re-emerge back to workforce as contributors to society. While the government doesn't do enough, employers are very bias and are more at fault for not helping them back to working society. This podcast looks at the value employers can have in stopping the cycle of violence and reducing crime by giving felons a second chance.
- How did this topic come about?
- ChicagoCred - Reducing gun violence by working with previous felons through Street Outreach, Coaching & Counseling, Workforce Development, and Advocacy & Prevention we lift young men and rally neighborhoods to dramatically rewrite the story of gun violence in Chicago. http://www.chicagocred.org
- I was scammed - guy scams me out of free services, marketing, time, and publicity by faking his story. Not all felons are bad. But people lie to get what they want so be careful and alert.
- Special Guest - Sharon Rodriguez - HR Professional, Organizational Leader
- Things to know when talking about your background
- Things for companies to consider when looking at a felon
Special Guest - Sharon Rodriguez
https://www.linkedin.com/in/sharonmrodriguez/
sharon@rightsolutionsinc.net
Sharon is an amazing HR leader with an extensive background in helping companies with HR initiatives and doing the right things for their employees
SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
In Episode 2, we were able to better understand why the unemployment rate is so low and the challenges of productivity in the work place and hiring issues. One of the key issues we discussed is the shifting demographics of our workforce with the emergence of the Millennial Generation as the employee of tomorrow. With this comes challenges. This podcast will explore the issues in hiring and managing millennials, how their goals and expectations will change the way we manage our people, and the creative ways needed to attract new employees.
- How big is the Millennial workforce
- Smart/Productive or Lazy Entitled
- Special Guest - Clarissa Webb. Regional HR Manager for KIK Corporation. You can find more about careers and their company at http:www.kikcorp.com/careers/ or you can reach out to her directly at cwebb@kikcorp.com
- What are the top characteristics making up a Millennial
- How do you attract and keep Millennials
SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
Everyone at some point in their career have dealt with difficult or bad bosses. Often times we have them, but we fear to talk about them or confront them because of possible retaliation. This episode talks about the characteristics of the 5 worst types of bosses and how to deal with them.
- Micromanager
- Unskilled
- Narcissist
- Busy Bee
- Angry
This will allow you to better understand the boss you are dealing with, but I hope it will enable you to find ways to better your environment.
SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
As companies struggle to find full time employees to fill their needs, the need for temporary or contract labor to fill roles it growing rapidly. Many companies that never thought of hiring contractors, or turned away candidates because they needed sponsorship, has started to shift. This episode we will discuss:
- Why contractors are becoming a need
- Challenges of immigration and contract employees
- Positives and Negatives of contract roles and contract employees
- Discussion with Special Guest - Craig Copack - on the contract world and a view from a top Account Manager and Recruiter in the IT Contract Industry
- Pros and Cons of Contract Jobs/Employees - Simplified.
Special Guest - Craig Copack, Account Executive with the Judge Group. You can email Craig at ccopack@judge.com.
CONTACT/SOCIAL MEDIA
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
- Why is the unemployment rate so low? It has nothing to do with the economy
- How do generations differ in the way they work and what motivates them: Baby Boomer vs GenerationX/Millenials
- Working Characteristics of Generation X vs Millenials
- Company environments that attract and KEEP the youinger generation
SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
- Learn learn about Michael Glinter, his experience in the staffing and recruiting industry, and how his knowledge will benefit everyone from companies, recruiters, and candidates
- Employment/Talent Triangle - what is it? How does the triangle affect the way we hire, retain employees and how candidates can get the career opportunities that they want.
- Purpose of the Podcast and how this podcast will help you
- Hiring and Finding a job in 2020 vs 2000
SOCIAL MEDIAL AND CONTACT INFO
michael@michaelglinter.com (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)