the Offer with Michael Glinter

Special Guest: Lester YoungI 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 societyI'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 INFORMATIONLester Youngpath2redemption515@gmail.comhttps://www.linkedin.com/in/lester-young-b1b6a0106/ https://path2redemption.org/ GLINTER SOCIAL MEDIA AND CONTACT INFO Michael Glinter - Hostmichael@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 TurnerWe 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 INFORMATIONEdward Turneredwarddturner@yahoo.com https://www.linkedin.com/in/edward-turner-b5bbb2b7/GLINTER SOCIAL MEDIA AND CONTACT INFO Michael Glinter - Hostmichael@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 INFOMichael 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 INFORMATIONFrancine M. BaccarellaChief Operating Officer at Congruity HRFrancine@Congruityhr.comhttps://www.linkedin.com/in/francine-m-baccarella-05b44730/ GLINTER SOCIAL MEDIA AND CONTACT INFOMichael Glinter - Hostmichael@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 INFOMichael Glinter - Hostmichael@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 INFOmichael@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 WinansWe 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 INFOLauren WinansChief Executive OfficerPrincipal ConsultantNext Level BenefitsEmail: lauren@nlbenefits.com Website: www.nlbenefits.com https://www.linkedin.com/in/laurencwinans/Lauren Winans - BioLauren Winans is 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 INFOmichael@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 experience from 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 PerspectiveRevisiting Episode from April 30th which touched on RacismIsn't Inclusion supposed to stop separation of minoritiesYou can't present absolutes. Getting By-insTalking broad - messages get lostBringing up Slavery when talking about D&I is not fair and should never be usedThere are no absolutes - It is all grayDiversity in the Boardroom - Not being a TokenWorking your way up to the Boardroom like everyone elsePeople should be promoted based on how they achieve goals not what you seeWhite Privilege - Many are born into privilege, BUT it's all races, sexes, backgrounds.  It's not just white peopleWhite Privilege can also be used to benefit YOU but that doesn't mean you allow itRoles can be reversed.  People of Color can also discriminate against white peopleD&I - Perception is King.  We need to be willing to talk about perceptionsWhat are we doing wrong as it pertains to D&I programs?Stop the Absolutes!Boardrooms - Barriers for MinoritiesIf you present a solid reason to be put on a board, they should bring you inAre 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 decisionsHow 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 InformationJohn Verrico, LLC - Speaker/Humorist/Torchbearerjohn@johnverrico.com www.johnverrico.com | www.linkedin.com/in/johnverrico www.johnverrico.blogspot.com | www.twitter.com/jverricoGLINTER SOCIAL MEDIA AND CONTACT INFO

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 marketYoung people continue to struggle recovering from the last recessionHigh 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 economyRe-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 areHomemakers or stay at home moms and how they can change perceptionsAlex's emphasis on Hard Skills vs Soft Skills Job changes are not attractiveWhat do hiring manager's look for?Soft Skills - How people can cross over to different industries or jobsShould companies automatically disqualify candidatesExplaining gaps on resumesStop 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 KaurBreak 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 storyBreaking away from Stereotypes - Assumptions made when we see someoneThere are different types of people in one type of groupCompanies are puting people into boxes based on their cultural backgroundPeople in a building segment themselves to certain groups - they would not voluntarily intermingle groupsGenerational gaps - parents and grand parents pushing exlusion based on their experiencesLook past the name - People should not change their name because it is who they areWe need to force people into groups of diversitiesSocial inclusion will make us all feel saferWhy 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 companiesDiversity is everyone - it is no longer defined by black / white and male / femaleWhy is white males the base line to gauge diversity?Everyone should be welcome in groups - it goes beyond diversityThere has not been enough done to welcome everyone in groups or roles which are stereotypically a certain culture, race, or diversity segmentShow's like the Bachelor which had 24 seasons of White Male Bachelors do not help further the cause of inclusionThe power of normalization, if not be used for good, it can be very harmfulGuest InfoGurjot Kaurhttps://www.linkedin.com/in/gurjot-kaur-8088a0130/gurjotk112@gmail.comGLINTER SOCIAL MEDIA AND CONTACT INFOmichael@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 WittensteinEvery 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 InfoMike WittensteinFounder + Managing Partnermike@storyminers.comhttps://www.linkedin.com/in/mikewittenstein/ GLINTER SOCIAL MEDIA AND CONTACT INFO

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.  SYNOPSISTop 10 Resumes MistakesChris Merida - Who he is and what he doesBad Resumes - what do recruiters do?Why don't recruiters tell people why?Generic Posting - reason why candidates don't get a responseResume Mistakes! What is missingWhat recruiters and companies look forJob changes / trying to deceive the companiesAgeism - why it doesn't matter and why you may make it obviousCertifications - They should be on your resumeChris MeridaGlobal Search NetworkTalent Acquisition Leader Office: 813.832.8300 x 204 Chris@globalsearchnetwork.comhttps://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 successful1.Set long term goals 2.Work Hard – put in the hours, the time, and the hustle – however work smarter not necessarily longer3.Time Management4.No matter what I had to do, I always wanted to find a way to do it better than anyone else5.Records were made to be broken6.Life is a step ladder not a ladder7.Learn how everyone else has done it and what didn't work, and then find a way to do it better than everyone else8.Be the first 9.Never accept No.  10.You don't get if you don't ask – Take Risks11.Constantly raise the bar12.Ask for forgiveness, not for permission13.Set backs only delay your success, they don't prevent success14.Have passion for what you do15.Don't just define life on just money but also experiences16.Servicing – discover what you are good at and meant to do and strive to be the best at it17.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 organizationCatching toxic and difficult employees during the hiring processSpecial 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 employeesGLINTER SOCIAL MEDIAL AND CONTACT INFOmichael@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 giveQualities that you never want to see in a candidatePreparing for an interview - getting the information you needin person interviews - what causes the candidate to lose the jobRed Flags candidates see with a company causing them to not move forwardCONTACT/SOCIAL MEDIAmichael@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 lieCandidates - What do they lie aboutCompanies - Why do they lie to candidates and what is their reasoningRecruiters - Friend or Foe? While recruiters can be your biggest advocate; remember they have motivations too.How do you catch people in a lieCONTACT INFORMATION/SOCIAL MEDIAmichael@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. HerschbergMark 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 InformationMark A. HerschbergAuthor of The Career Toolkit, Essential Skills for Success That No One Taught Youhershey@thecareertoolkitbook.com https://www.thecareertoolkitbook.com/ GLINTER SOCIAL MEDIA AND CONTACT INFO

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 InformationJulian Roberts Executive & Leadership CoachEmail: 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

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 InformationSteve YacovelliEmail: steve@topdoglearning.bizWebsite: http://topdoglearning.biz/GLINTER SOCIAL MEDIA AND CONTACT INFO

Special Guest - Tanika MccullochTanika 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 PerspectiveWhat companies are NOT doing right about InclusionDiversity is more than how you lookCompanies and how some think they aren't readyWhat about when companies say - the non diverse people are the ones qualifiedEnvrionmental and early age social impact effects people long termStereotypes even HR people haveDo trainings on diversity and inclusion workHolding people accountable to Diversity/Inclusion Splitting performance reviews split 50/50 - 50% How well your operations perform and 50% your people and driving inclusionCreating an inclusive environment and how it effects your poductivity and profitabilityPeople stop and judge at someone's look and have a bias, but Diversity goes beyond looksIf you are wondering the ethnicity of the girl in the picture on my post on 3/20 @ 2:30pm  - she is HispanicTanika Mccullochtlindseymcculloch@gmail.com HR Leader with experence with several Fortune 100 Companieshttps://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 InformationDr. Lori Baker-Schena, MBA, EdDProfessional Speaker and Leadership ConsultantLinkedIn: https://www.linkedin.com/in/loribakerschena/Website: www.loribakerschena.comGLINTER SOCIAL MEDIA AND CONTACT INFO

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)252-0915www.hpwpgroup.com https://www.linkedin.com/in/sue-binghamhpwp/ GLINTER SOCIAL MEDIA AND CONTACT INFO

Special Guest - Joel HowellJoel 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 PodcastDifference 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 organizationGetting executives engagedStarting an inclusion or diversity programFocus groups and people being comfortable to speakGovernment views on diversity and inclusion and how it effects our abilities to drive these programsWhat has PWC done right?Are these Initiatives keeping stereotypes and discrimination alive?Mentors in the workplace helping drive inclusionJust because someone looks a certain way doesn't mean they identify a certain wayAre the EEO Questionnaire's people fill out - outdated?Generational gaps holding us back.Special Guest - Joel Howellhttps://www.linkedin.com/in/joel-howell-phr-5a55414/GLINTER SOCIAL MEDIA AND CONTACT INFOmichael@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 KubiakBusiness 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 INFOTim Kubiaktim@timkubiak.com https://timkubiak.com https://podcast.timkubiak.com/  - Podcast Bowties and Business GLINTER SOCIAL MEDIA AND CONTACT INFO

Special Guest: Jacqueline WalesFor 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 INFORMATIONJacqueline WalesBE FEARLESS: See Where It Gets YouAuthor of The Fearless Factor and The Fearless Factor @ Work jacqueline@thefearlessfactoratwork.comwww.thefearlessfactoratwork.comGLINTER SOCIAL MEDIA AND CONTACT INFO

Special Guest: Elizabeth LotardoJoin 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 salestransformation initiatives for clients like Oracle, G Adventures, and Fiserv. She is a popularLinkedInLearning author, and her work has been featured in The Wall Street Journal andon NPR.With an undergraduate degree in advertising from Boston University and a Master's inOrganizational Psychology, Elizabeth has enabled firms to drive employee engagement,competitive differentiation, and ultimately revenue. Elizabeth LotardoMcLeod & 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

Special Guest: Jeff HarrySeason 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 HarryRediscover Your PlayTop 100 HR Influencers of 2020 By Engagedlyjeff@rediscoveryourplay.comGLINTER SOCIAL MEDIA AND CONTACT INFO

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 PerspectiveCompanies - 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 candidateClient impact because of supplier turnover - Reputation, Synergy, RelationshipsImpact of job changing on a resumeIt is a small world.  Are you ready for Karma to kick you in the butt?Costs affiliated with hiring someone that leaves after 6 monthsCovid19 has fanned the flames and how it comes around due to layoffs, increased chances of crossing pathsRed Flags during an interview - what we look forGoing Dark or Ghosting, unresponsiveness loses interestCompanies have to take responsibility in responding or confirmation of resumes Common sense candidate mistakesKnow the name of the company and what they doUnderstanding the company's brands before you interviewStop Lying your way through a question!Why are you interested? Be AuthenticPitching experience that has no relevance to what the company doesAdmitting what you are looking for Accepting some candidates are willing to take a step back for good reasonsAre 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 oneBringing KPIs and Metrics to your response to spin it positivelyWhat skills do you have that works well for this position? - you better know the roleRemember the STAR methodIn-Person / Zoom Interview TragediesTake the time to prepare when you are on camera, not just dress, but everything around you including reflections in windowsBe careful how you react to distractions when on a zoom callHow both parties respond to situations on a zoom call speaks volumesEye contact can sometimes indicate a lack of interest or lyingBe aware that sometimes lack of eye contact can be other thingsGUEST INFORMATION!Jen WarnedDirector 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 priorityPepsiCo starts their employees on Day 1 with Training and Program involvementDiversity, Inclusion, Belong, EngagementEducated about non-negotiables at PepsiCoTeaching employees how to handle being uncomfortableWhat you share creates the landscape on what is or is not acceptable behaviorWhat 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 onboardingIt is essential to understand what your leaders stand forWhat is stopping companies from growing Diversity to the Top! Equity?There must be a shared and common leadership from top-downTake ownership of the current state of your organizationWhat 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 teamWhat about people that are forgotten - Blind People? People with AutismPepsiCo's outreach to the forgotten onesSelf-Identification Campaign to help create a program to help forgotten peoplePartnering with organizations to expand and actively bring diverse groups of people into the organizationWhat kind of resources are available for education?  What can companies do to start their journey indeed to become and Diversity and Inclusive organizationLeadership MUST sponsor the change - it starts from the CEODoes 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 PerspectiveUtilizing technology to increase revenue and incomeExpanding your footprint when it comes to the digital/online spaceBuilding a presence including Websites, Profiles, and your Online BrandHow you create websites can matterYou do have to start somewhere and don't necessarily need a ton of moneyJust because you are a good employee, it doesn't mean you are a good business ownerCreate a budget for your businessHow do you price your product and services?Why is pricing low to get traction badYour better off selling why they should pay more for you or the productSet a marker on what your sustainability goal is to surviveExercises to go through to determine the potential of your businessAre your expectations realisticYou create your value - you set the price and create that valueDefine how your experience will add value to your service and productPivoting by using your hard skills to sell a product or servicePivoting to be your boss, your previous employers can be your best clientsWhen should you pay for marketing and servicesThe best source of outreach is VIDEOCheck 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 PerspectiveCandidates / Employees impact by the Pandemic/Covid19 and how Employers deal with those impactsMental health challenges and stresses are not bubbling to the topTwo-Income Households - how do companies handle working arrangements when kids are forced to do virtual learningParents have to choose between their jobs and their kidsCompanies need to stop being so stuck in past ways of doing thingsIs it fair for people that are single or don't have hardships have to pick up the slack?Understanding what are reasonable accommodationsHow does FMLA play a part during a pandemicCompanies have to decide for all their employees, how do you handle special exceptionsYou 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 differentlyHow do you get employees back to work safelyEmployee productivity issues - making decisions on an office by office basisIt would help if you considered people's situation in ways never done beforeCompanies have also to consider dual family incomes and children homeschoolingRe-Shaping the way we work from working from home, remote workspaces, closing down offices and doing everything virtuallyManaging people in the Pandemic, Consider the mental health and stresses people have before reactingBeing empathetic without giving too much flexibilityWhen you create a difficult environment that doesn't allow for flexibility performance and productivity will likely go downOrganizations and Leadership need to be collaborative but there is no such thing as black and white situationsMiddle 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) http://www.facebook.com/michael.glinter  (Facebook) 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 peopleWhen should you tell people you are Transgender?Disclosure to the hiring manager or HR professional - when it is importantIf there is no effect on you doing your job, then disclosing does not matterSome 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 disclosureRecent 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 educationHow are needs assessed by an educator - are there pre-existing reasonsNeeds assessment Specific demographics have preconceived negative feelings toward LGBTQStigmas within specific races and groupsDiversity Groups are discriminatory to other groups like LGBTQBreaking the ice with people that are not acceptingBringing up faith to bridge the gapApproaching a situation where you feel discriminated Engaging the employee or coworkerCompanies need to check-in with your staff, do a survey, figure out where the barriers are Lucas O'RyanTransgender Advocate / Speaker / Educator / Coach lucasoryan87@gmail.comhttps://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 jobsUnderstanding the market today - recapWorst thing a candidate can doReasons why people don't get call backs and don't get selectedWays to change things - taking control and getting results.SOCIAL MEDIAL AND CONTACT INFOmichael@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 behaviorsTop characteristics of what makes a bad bossNo one can make the Boss happy - No GuidanceVerbally 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 blamedOften employees will leave in situations where you can't get proper guidance from your BossGossipping.  Common sense says we do not want childhood behavior in the workplace What do you do when your Boss is the person gossippingBoss 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 workEmployees then chase a dartboard that they can't seeWhat makes a good boss?Drop the Ego / Be more collaborativeHR Departments needs to do better at identifying leadersTrust your teamUnderstand your employees and their situationLeave the Ego at HomeStop 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 IntelligenceDelivering difficult news with a balanced approach to peopleThinking things through when addressing problems and issues while managing emotionsManaging your heart rate and fight-or-flight mentality to approach situations with a level headCan all managers be emotionally intelligent?Environments often dictate how successful people can be emotionally intelligentThe 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 changeWhat options do Leaders have if they do not find developmental training in their company?Utilize outside resources: Coaches, Trainers, and Colleagues to growQuitting your job to chase a solution for personal growth is not a solution5 Key Skills for Emotional IntelligenceSales Mentality vs Doctor MentalityLeading 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 organizationGrowing beyond the silos of an organizationGaps in the hiring process How are companies falling shortMilitary vs Civilian D&I programsServing the same purpose - The military can do betterMilitary employees transitioning to the civilian world have seen discriminationOvercoming Bias - Military employees becoming valuable leadersPTSD Stigma  feeding stereotypesWhat 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 MilotTraining, Learning, and Development LeaderUS Army VeteranEmail: 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 HinrichsenCEO of ClutchEmail: nicholas@withclutch.comLinkedIn: 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 withGrowing your career more strategic and breaking the traditional roadmapFollowing your excitement in your careerGraduating 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 – TodayIt is OK to be more general – do not focus on one job titleFigure out what you are good at and what your strengths areGetting creative, especially during the Covid crisisFinding positions that will allow you to utilize the skills that you enjoyBreaking your strengths out to define your pathAsking 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 startedDoing your research to make sure companies can offer you what your strengths arePair your strengths based on the situation and the roleSometimes your strengths fit the organization but not the roleSteps to doing an inventoryWorking around your weaknesses – However, try to avoid roles where the role focus is on a weakness that you haveTry to focus on your strengths – not your weaknesses – you get more ROI if you put your focus on strengthsKnowing what you are not good at could help mitigate riskSearching for a role – create 2 or 3 nonnegotiables and beyond that be flexibleDo 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 excitedAvoid the path of least resistanceDuring 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 PrestonAuthor: Harness Your Butterflies: The Young Professional's Metamorphosis to an Existing Careerbenprest2@gmail.comWebsite: benjaminpreston.comLinkedIn: @Benjamin J. PrestonTwitter: @BennyJayLiveInstagram: @bennyjayliveFacebook: Benjamin John Preston 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 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 issueThe issue starts within the “confronters” own headChanging your mindset before approaching someone – it's just a conversationApproaching someone on having a conversation Do not make people wait to talkFigure out the conversation before you approach someoneDo not start a blame game – it should be how it made you feel Ask open-ended questionsHearing vs. Listening Do not hear someone just while you prepare a response – Active ListeningSomeone pausing before responding is a GOOD THING! It means they are listeningTry to avoid trigger words and accept the fact that the person you talk to may play a victim roleIf someone says, let's take a break – take a break.  It is in everyone's best interest then to take a breakIf either party says “that's fine,” it needs to be talked about.  It's not a solution; it is just a delay tacticConfrontations through text messages or phone calls are dangerous – always in person or zoomHow do defensive people change?  How can they fix the problem? They are a bully in returnYou have to be able to recognize and accept the behavior before you can address the change in your behaviorJust 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 conversationsSpecial Guest InformationNatalie Roesler High Performance Leader | Speaker | Authornataliemroesler@gmail.comhttps://www.linkedin.com/in/natalieroesler/https://pineapplecourage.com/welcome-to-pineapple-courage/ 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 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 GuestIntroduction to Unconscious Bias vs DiscriminationRacism is a political concept - discussion about Melanin which causes changes of color of skin making color an invented argument that makes racismMisuse of labels to create a group to rally against anotherHow do we address racial bias in the workplace?Training and educating employees Special Guest InformationWesley 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 PerspectiveDe-Dee explains her work with Racism and Racism EducationEducating on Racial Bias and Racist behaviors in the workplace - Do's and Don'tsCorporate Culture - Level of Intimidation when working for someone that is NOT Diversity/Inclusion movement - is emphasizing Racism hurting the movementWe 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 themTokenism of having a black personMichael states - I want an African American as the President of the company and a Gay White person in the head of the D&I positionAre we not propagated stereotypes?Lack of Understanding on what people of color go through Racism and Diversity/Inclusion should be separateDe-Dee believes Diversity/Inclusion programs focus on Normalizing the issuesGetting clarity and stop automatically assuming things - stop judging people based on their actionsRacial discrimination and micro-aggressionDoes 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 RacismEducation on what it means to be a victim of RacismTraining and speakers with specialty in RacismChanges need to come from the Top; How do we get the top changedNormalizing 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 ConfidenceLack of tools and support in the workplace to prevent bullying and mobbingMinority groups tend to be bullied and mobbed the most in the workplaceMobbing - 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 victimExample of Targets of Mobbing - The Pretty Girl Body Shaming / People that are overly attractiveLooks often can play negative parts for all kinds of peopleCreating the right culture and environmentCompanies training culture before a new employee starts their jobMany organizations have core values, but they do not enforce or train people to follow themManagers lackluster approach to assessing how people promote core valuesLack of training for Managers.  No training.  Sink or Swim does NOT workDefining what core values meanPeople claim they use their beliefs to justify the way they treat peopleUnderstand people's strengths and weaknessesWhat should people do if they feel they are being mobbed?Employees need to find their way in different environmentsMany companies offer therapy and EAP services to help with workplace issuesPeople do not leave companies; they leave toxic work culturesAworkforceinspired.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 episodesExperience with privilege hinders our ability to see our own biasOur 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 fromWho 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-dayLearning 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 imageHow 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 learnEven people of the minority have to be cognizant of their own biasesWhy 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 supportWhat 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 Inclusionjoy@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) 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: 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 businessCompanies navigating through the crisisTop 5 Things Companies should think about moving forward beyond today on dealing with the changing environmentsCompanies 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 preparednessCompanies' 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 jobExecutives sitting in their offices away from the operations distances them from making sound decisionsWhat 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 EmpathyHow do companies handle why people are out with the restrictions of HIPPA laws protecting their medical situation?Managing the rumor mill without disclosing confidential informationBook 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 CollegeCollege - creating access to students for programs and groups, pulling all students into the fold, including minority studentsSociety does not do enough to discourage clicks and grouping at an early ageThis starts in the home with the ParentsChildren 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 belongingMark 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 roadblocksBelonging - 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 pause200+ 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 switchChange starts with one conversation at a time.Keys to Change - Trust, Empathy, Being AssertiveGuest InfoMark 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 successfulDavid talks about Lincoln on Leadership and the disparity between LIncoln and TrumpThis is about Leadership, NOT PoliticsTop 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 growthTwo 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 teamTaking 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 LeadershipTrump 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) 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: 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 organizationOverall the government doesn't do broad enough and extensive trainingIn 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 agoBeing female was challenging in 2000; being African American Female, you didn't feel comfortableWomen were frequently viewed as objects - sexual contentationsDiversity in organizations can be a lot of things, even things not defined by the EEODiversity doesn't always mean if you are African American you are DiversityOrganizations 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 - exposureChallenges culturally around the globe being female in the military Being in the military can even cause people to be discriminating onMilitary stigma impacting people when finding workHow do we hire Diversity without causing reverse discrimination?What does Belonging mean in the phrase Diversity, Inclusion, Equity, and BelongingCompanies have to create a work culture where everyone feels they belong in the organizationCompanies need to self reflect as an organization on what Diversity means to self and us reflect on our own biasesEveryone has biases no matter who you are and what you stand forTeaching people about their biases and how it impacts an organization Guest InfoErika 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 recruitingChanges to the job market are causing the skills shortage to go awayNew Era of dealing with the Digitalization and Automation of work and working from homeSkills Shortages - there is not going to be as much of a need for hard skills shortages with the baby boomers retiring that we initial thoughUnderstanding 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 upAdvances in Artificial Intelligence and 3D are technical skills are becoming a need but a need that people are already gravitating towardSoft 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 growingMany organizations and online platforms are offering free skills trainingOnce you get a certification or training on a high demand skill, now whatStarting in a company in a lower-level role that will leverage you to the skill/position is more likely to happenBusinesses are horrible in identifying what is essential, so their criteria often are unrealisticCompanies even go so far as defining the type of personality they think they needWhat is Googlization How Googling things teaches us, but also can make us stupidGoogle has replaced the need for us to master or know thingsLook 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)