the Offer with Michael Glinter

Special Guest – Kelly Franklin In this episode, we break down why those first three months can define the entire trajectory of a new hire’s success—or failure. Too many organizations take a “figure it out” approach, leaving employees overwhelmed, disengaged, and underperforming. We will walk through what a structured onboarding program should actually look like, how to build a clear and intentional 90-day plan, and the critical role leadership plays in setting expectations, providing support, and driving early wins. Whether you’re a hiring manager, executive, or job seeker, this episode delivers practical strategies to turn onboarding from a gamble into a competitive advantage. When does onboarding actually start?What do you believe is the true purpose of the first 90 days?What are the biggest mistakes organizations make during onboarding?What is the Managers role in the first 90 days – difference between micromanaging and coaching?What separates managers who excel at onboarding and those who don’t?How is onboarding different for remote workers?How to avoid overwhelming new hires with information?Importance of Culture and Belonging – helping new hires build internal networks and feel included beyond the “meet the team”If you could redesign the first 90 days for every company in the world, what would you change first?Special GuestKelly Franklin Franklin Consulting and Coaching [email protected] https://www.linkedin.com/in/kelly-franklin-96bb3310/  Kelly has over 25 years of strategic human resources leadership experience, offering critical insight into the overall employee experience across small to Fortune 500 companies. She provides coaching to individuals to develop and grow their careers and consulting services to companies to drive organizational change, talent management/development, and human resources optimization across their organizations.GLINTER SOCIAL MEDIA AND CONTACT INFOMichael Glinter - Host [email protected]  (Email) http://bit.ly/michaelglinter (Podcast) https://www.linkedin.com/in/michaelglinter/ (LinkedIn) http://www.facebook.com/michael.glinter (Facebook) https://www.youtube.com/c/MichaelGlinter (YouTube) www.michaelglinter.com (Website)  

There has been a growing trend of people taking to social media to blame hiring companies and their processes for their rejections from roles. The truth is, they should be looking at themselves. There are obvious reasons people don’t get hired for roles, and they usually stem from the candidate themselves. In this episode, we take an inward look at why candidates don’t get the positions they believe are a perfect fit for their backgrounds.  ·       Lack of Specificity – “The Fluff Factor”·       Weak Communication Skills·       Inconsistent Answers·       Lack of Learning Abilities·       Red Flags in Attitude and Behavior·       Culture ClashGLINTER SOCIAL MEDIA AND CONTACT INFO Michael Glinter - Host [email protected]  (Email) http://bit.ly/michaelglinter (Podcast) https://www.linkedin.com/in/michaelglinter/ (LinkedIn) http://www.facebook.com/michael.glinter (Facebook) https://www.youtube.com/c/MichaelGlinter (YouTube) www.michaelglinter.com (Website)   

Special Guest – Flo LaBrado   In 2020, I made a major shift in my life. I left the industry that I had been in for over 21 years to pursue fulfillment. I wanted to find something that would help me focus on my values and purpose in life. Sound familiar? We used to call this the midlife crisis; however, in recent years we have seen a major shift, with people in their 20s asking the exact same question.  In this episode, we will explore what finding value and purpose in your career really means and how one actually gets there. What does “purpose” mean in the context of workPurpose vs Fulfillment – Fulfillment in the workplaceGenerational shift – the shift from “live to work” to “work to live”Navigating the reality of paying your bills while finding purposeFeeling Stuck?  How do you get unstuckHow do you know when it is time to make a changeOne small step someone can take today toward finding a more meaningful careerEvaluating your current or future company on how their values align with yoursFlo - If you can give your younger self one piece of career advice, what would it be?Special GuestFlo LaBardo [email protected]  https://www.oliveandgraceleadership.com/  https://www.linkedin.com/in/flo-labrado-msml/  Flo is a leadership coach who empowers people to achieve their leadership and career development goals with confidence and integrity. She helps professionals make work a vibrant expression of who they are and build healthy organizations. Flo blends coaching, academic research, and practical expertise from 20+ years of leadership. GLINTER SOCIAL MEDIA AND CONTACT INFO Michael Glinter - Host [email protected]  (Email) http://bit.ly/michaelglinter (Podcast) https://www.linkedin.com/in/michaelglinter/ (LinkedIn)  http://www.facebook.com/michael.glinter (Facebook) https://www.youtube.com/c/MichaelGlinter (YouTube) www.michaelglinter.com (Website)   

We are diving into one of the most overlooked — and damaging — parts of the hiring process: the worst questions interviewers can ask applicants. In today’s competitive talent market, interviews aren’t just about evaluating candidates — they’re a direct reflection of your leadership, your culture, and your brand. The wrong questions can expose bias, create legal risk, turn off top performers, and cost companies exceptional talent. We’ll break down the outdated, inappropriate, and just plain ineffective questions that still show up in interviews — and more importantly, what to ask instead if you actually want to identify high performers. Whether you’re a hiring manager, recruiter, or executive, this is a conversation that could dramatically improve the quality of your hires and your reputation in the marketplace.Just wait for the end! The last one will blow your mind!GLINTER SOCIAL MEDIA AND CONTACT INFOMichael Glinter - Host [email protected]  (Email) http://bit.ly/michaelglinter (Podcast) https://www.linkedin.com/in/michaelglinter/ (LinkedIn) http://www.facebook.com/michael.glinter (Facebook) https://www.youtube.com/c/MichaelGlinter (YouTube) www.michaelglinter.com (Website)  

Special Guest – Josh Troche  Employee expectations didn't shift overnight. The evolution of work beyond just a paycheck happened in waves over the last few decades. The tipping point that accelerated these expectations was the COVID pandemic. COVID forced people to reevaluate time, health, family, commute, and purpose. Many of you will remember the post-pandemic "Great Resignation," when we saw a clear picture that pay was not enough on its own. We started to see a spotlight on flexibility, respect, burnout, toxic management, and feeling valued.  In this episode, we will talk about the shift and the many expectations that people have today. What has caused the shiftVertical vs Horizontal GrowthCompanies being more fluid with job descriptions - putting people in the right rolesAutonomy and work/life balanceRemote work expectationsAbuse of the salary employeeLeading through goals not the time spent getting to themEmployees want ownershipNeed for servant leadershipRecognizing employees contribution to the business successBeing comfortable with 2-way conversationsSpecial GuestJosh Troche [email protected]  https://www.pedalstomperproductions.com/  https://www.linkedin.com/in/jtroche/  Josh Troche founded Pedal Stomper Productions, a leading podcast production company that helps businesses elevate their marketing. Before that, he was the marketing and operations officer for a 5-dealership semi-truck network, where he worked to "undo" some of the leadership issues he had seen throughout his career in the automotive, agricultural, and mail-order industries. GLINTER SOCIAL MEDIA AND CONTACT INFOMichael Glinter - Host [email protected]  (Email) http://bit.ly/michaelglinter (Podcast) https://www.linkedin.com/in/michaelglinter/ (LinkedIn)http://www.facebook.com/michael.glinter (Facebook) https://www.youtube.com/c/MichaelGlinter (YouTube) www.michaelglinter.com (Website)  

Season 3 Premiere! The top reason why people leave jobs is Poor Management ("The Bad Manager Effect"). The saying "People don't quit jobs, they quit managers" has held true for decades. Gallup consistently finds that roughly 60% to 70% of resignations are tied directly to their manager. In this episode, we will explore the DNA of a Bad Manager and the different strands/genes that make up some of the worst managers of all time.  Narcissism Strand – the ME Gene Micromanagement Strand - Insecurity GeneControl Strand - Divide and Conquer GeneAmbiguity Strand - Shadow GeneFirefighter Strand - Reactivity Gene GLINTER SOCIAL MEDIA AND CONTACT INFOMichael Glinter - Host [email protected]  (Email) http://bit.ly/michaelglinter (Podcast) https://www.linkedin.com/in/michaelglinter/ (LinkedIn) http://www.facebook.com/michael.glinter (Facebook) https://www.youtube.com/c/MichaelGlinter (YouTube) www.michaelglinter.com (Website)  

Special Guest - Sharon RodriguezWhat is Gaslighting?  We explore a tactic often used by everyone at some point in their career to manipulate people into getting what they want. While it's often not considered bullying, and most people don't even know they are doing it, it is a true danger to the workplace. What is GaslightingDifference between Gaslighting and NarcissismEffects of the experience and how it affects peopleExamples of Gaslighting How can people manipulate you to get a promotion instead of youDocument the pattern of behaviorNarcissists in the workplace and how they are connected to GaslightingNarcissism vs ConfidenceHow do you deal with GaslightingSpecial Guest - Sharon Rodriguezhttps://www.linkedin.com/in/sharonmrodriguez/ [email protected] Sharon is an amazing HR leader with an extensive background in helping companies with HR initiatives and doing the right things for their employees.GLINTER SOCIAL MEDIA AND CONTACT INFOMichael Glinter - Host [email protected]  (Email) http://bit.ly/michaelglinter (Podcast) https://www.linkedin.com/in/michaelglinter/ (LinkedIn)http://www.facebook.com/michael.glinter (Facebook) https://www.youtube.com/c/MichaelGlinter (YouTube) www.michaelglinter.com (Website) 

Special Guest - Andrea Ahlsen Everyone has bullied in their life.  But in the workplace, it's a big problem, and companies do little about it.  This podcast will explore and define workplace bullying, its prevalence, and what companies and victims can do about it. Bullying vs Hostile Work EnvironmentSpecial Guest - Andrea AhlsenWhat is Bullying?Glinter Exposed - I am a bully, but everyone isIdentifying bullying behaviors and how they impact the workplaceCompanies' failure to identify and manage the problemEmotional Intelligence What can companies do differently to solve this problemHow should victims handle bullyingAndrea Ahlsenhttps://www.linkedin.com/in/learningdisruptor [email protected] GLINTER SOCIAL MEDIA AND CONTACT INFOMichael Glinter - Host [email protected]  (Email) http://bit.ly/michaelglinter (Podcast) https://www.linkedin.com/in/michaelglinter/ (LinkedIn) http://www.facebook.com/michael.glinter (Facebook) https://www.youtube.com/c/MichaelGlinter (YouTube) www.michaelglinter.com (Website) 

Special Guest: Logan MarshAs the baby boomer generation retires and employees expectations have changed, it is even more important now to focus on employee retention. Companies need to do more for their employees and find ways to attract and keep their people!  This podcast will look at how companies can find ways to create a work environment that will encourage success and retention in the workplace.Logan Marshhttps://www.linkedin.com/in/loganmarsh/[email protected] GLINTER SOCIAL MEDIA AND CONTACT INFOMichael Glinter - [email protected]  (Email)http://bit.ly/michaelglinter (Podcast)https://www.linkedin.com/in/michaelglinter/ (LinkedIn)http://www.facebook.com/michael.glinter (Facebook)https://www.youtube.com/c/MichaelGlinter (YouTube)www.michaelglinter.com (Website) 

Special Guest: Lester Young I admit it. I have been one of those people reluctant to work with ex-offenders under the assumption that once trouble, always trouble. However, my mindset has changed over the years.  I am pleased to have Lester Young on my show today to humanize people on the other side and explain why we need to recognize the value of those who have chosen to become productive members of society.  I’ve realized that our society often sets up those released from prison for failure through a myriad of barriers to re-entry. These barriers include employers unwilling to take on those with criminal records and landlords 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 from obtaining 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 [email protected]://www.linkedin.com/in/lester-young-b1b6a0106/https://path2redemption.org/GLINTER SOCIAL MEDIA AND CONTACT INFO Michael Glinter - [email protected]  (Email)http://bit.ly/michaelglinter (Podcast)https://www.linkedin.com/in/michaelglinter/ (LinkedIn)#MichaelAGlinter (Twitter)http://www.facebook.com/michael.glinter (Facebook)https://www.youtube.com/c/MichaelGlinter (YouTube)www.michaelglinter.com (Website)  

 The most common thing that happens when a candidate gets turned down for a job or passed over as a candidate is that they blame the company.  This episode looks back at how candidates need to reflect on what they are doing. From a Staffing/Talent Acquisition professional perspective, we get 100s of resumes a day.  For candidates who don't get calls, they often 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, or the hiring people.  This episode is focused on what job seekers need to know to change the results. Listener response - blaming companies, lack of jobs, and recruiters for people not getting jobsUnderstanding the market today - recapThe worst thing a candidate can doReasons why people don't get callbacks and don't get selectedWays to change things - taking control and getting results.GLINTER SOCIAL MEDIA AND CONTACT INFO Michael Glinter - Host [email protected]  (Email) http://bit.ly/michaelglinter (Podcast) https://www.linkedin.com/in/michaelglinter/ (LinkedIn) http://www.facebook.com/michael.glinter (Facebook) https://www.youtube.com/c/MichaelGlinter (YouTube) www.michaelglinter.com (Website)  

 This is a hot topic on social media, so let's reflect on this episode to give people an idea of why they don't hear back from people. Special Guest: Chris Merida, Global Search Network (Staffing Company) Every day, I get people contacting me to ask why they are not getting calls or replies to their resumes.  I try to explain why, and oftentimes it is met with anger or defensiveness.  I decided to bring in another staffing professional to help solidify some of the issues with candidates' 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 resumeGLINTER SOCIAL MEDIA AND CONTACT INFO Michael Glinter - Host [email protected]  (Email) http://bit.ly/michaelglinter (Podcast) https://www.linkedin.com/in/michaelglinter/ (Linked In) http://www.facebook.com/michael.glinter (Facebook) https://www.youtube.com/c/MichaelGlinter (YouTube) www.michaelglinter.com (Website)  

 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 malicious intent.  But it happens.  This episode reveals the unfiltered, unwritten truth about 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 lieGLINTER SOCIAL MEDIA AND CONTACT INFO Michael Glinter - Host [email protected]  (Email) http://bit.ly/michaelglinter (Podcast) https://www.linkedin.com/in/michaelglinter/ (LinkedIn) http://www.facebook.com/michael.glinter (Facebook) https://www.youtube.com/c/MichaelGlinter (YouTube) www.michaelglinter.com (Website)  

In the 122 episodes of "the Offer" podcast, this was the most listened to podcast of all time. Special Guest - Caterina Gooch Every work environment has toxic and difficult employees.  Unfortunately, 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 MEDIA AND CONTACT INFOMichael Glinter - [email protected]  (Email)http://bit.ly/michaelglinter (Podcast)https://www.linkedin.com/in/michaelglinter/ (Linked In)http://www.facebook.com/michael.glinter (Facebook)https://www.youtube.com/c/MichaelGlinter (YouTube)www.michaelglinter.com (Website) 

The #1 Rule any company should live by is if a customer complains, let them.  It doesn't necessarily make them right because they are complaining and trying to tell you how to do things. However, the last thing you should do is tell them they are wrong!  I recently had a bad experience with a big retail corporation.  This episode will open your eyes to a lot of things. Most importantly, how do the people where you spend your money treat you!  I realized from this experience that sometimes you need to look at the other guys like Sam's Club, BJs, or even Amazon to realize you aren't getting the best prices, value, and customer experience!  Hold on to your hats; this one is a doozy!GLINTER SOCIAL MEDIA AND CONTACT INFOMichael Glinter - [email protected]  (Email)http://bit.ly/michaelglinter (Podcast)https://www.linkedin.com/in/michaelglinter/ (Linked In)http://www.facebook.com/michael.glinter (Facebook)https://www.youtube.com/c/MichaelGlinter (YouTube)www.michaelglinter.com (Website)

Special Guest: Lester 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 [email protected]://www.linkedin.com/in/lester-young-b1b6a0106/ https://path2redemption.org/ GLINTER SOCIAL MEDIA AND CONTACT INFO Michael Glinter - [email protected]  (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 [email protected] https://www.linkedin.com/in/edward-turner-b5bbb2b7/GLINTER SOCIAL MEDIA AND CONTACT INFO Michael Glinter - [email protected]  (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 [email protected]  (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 [email protected]://www.linkedin.com/in/francine-m-baccarella-05b44730/ GLINTER SOCIAL MEDIA AND CONTACT INFOMichael Glinter - [email protected]  (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 - [email protected]  (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 [email protected] https://www.linkedin.com/in/jeffreyluft/ GLINTER SOCIAL MEDIA AND CONTACT [email protected]  (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: [email protected] 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 [email protected]  (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 [email protected] (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 [email protected] (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/[email protected] www.johnverrico.com | www.linkedin.com/in/johnverrico www.johnverrico.blogspot.com | www.twitter.com/jverricoGLINTER SOCIAL MEDIA AND CONTACT INFO𝐌𝐢𝐜𝐡𝐚𝐞𝐥𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉  [email protected]  (Email)https://bit.ly/michaelglinter  (Podcast)http://www.linkedin.com/in/michaelglinter  (Linked In)#MichaelAGlinter (Twitter)http://www.facebook.com/michael.glinter   (Facebook)https://www.youtube.com/c/MichaelGlinter   (YouTu

Special Guest Alex Sanfilippo   Alex combines years of Operations Management and Branding background to bring a unique perspective on how people are viewed and what they can do to bring a new dimension to how they can be a successful part of a winning business. After speaking at conferences and launching his own podcast helping businesses and people transform their brand, he decided to start his own community - creatingabrand.com.  His goal is to help people succeed in life and business!  Join him to share your journey and grow beyond where you are today.    Breakdown of today’s podcast:Changes in the employment 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 [email protected]   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: [email protected] https://www.linkedin.com/in/alexsanfilippo/ www.CreatingaBrand.com  GLINTER SOCIAL MEDIA AND CONTACT INFO [email protected] (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/[email protected] SOCIAL MEDIA AND CONTACT [email protected] (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 [email protected]://www.linkedin.com/in/mikewittenstein/ GLINTER SOCIAL MEDIA AND CONTACT INFO𝐌𝐢𝐜𝐡𝐚𝐞𝐥𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉  [email protected]  (Email)https://bit.ly/michaelglinter  (Podcast)http://www.linkedin.com/in/michaelglinter  (Linked In)#MichaelAGlinter (Twitter)http://www.facebook.com/michael.glinter   (Facebook)https://www.youtube.com/c/MichaelGlinter   (YouTube)www.michaelglinter.com   (Website)

Special Guest: Chris Merida, Global Search Network (Staffing Company)Every day I have people contacting me on why they are not getting calls or replies to their resume.  I try to explain why and often times it is met with anger or defensiveness.  I decided to bring in another staffing professional to help solidify some of the issues with candidate's resumes and why they hear nothing back.  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 [email protected]://www.linkedin.com/in/christophermerida  GLINTER SOCIAL MEDIAL AND CONTACT INFO [email protected] (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 [email protected] (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 [email protected] (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 [email protected] (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 [email protected] (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 [email protected] https://www.thecareertoolkitbook.com/ GLINTER SOCIAL MEDIA AND CONTACT INFO𝐌𝐢𝐜𝐡𝐚𝐞𝐥𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉  [email protected]  (Email)https://bit.ly/michaelglinter  (Podcast)http://www.linkedin.com/in/michaelglinter  (Linked In)#MichaelAGlinter (Twitter)http://www.facebook.com/michael.glinter   (Facebook)https://www.youtube.com/c/MichaelGlinter   (YouTu

Special Guest: Julian RobertsAfter 25 years of success (and failure!) in the business world, Julian decided he was tired of reporting to people, more than winning business himself.  He loves working with people and watching them succeed.  He started an Executive Leadership Coaching business to formally learn techniques he could use to replicate for others what I was already doing.  He has a true passion for senior and emerging leaders in organizations, working alongside HR & L&D teams. The pandemic has been quite the rollercoaster ride.  Companies are being challenges with jobs being vacant for an extended period of time either because of Covid or not being able to find people.   In this podcast, we will talk about the impact on individuals having to take on the extra workload and the undue stress on employees.  How companies can create resilience and purpose in the workplace. We will also talk about how you can organically grow people to take on new roles in an organization. Guest InformationJulian Roberts Executive & Leadership CoachEmail: [email protected]  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 INFO𝐌𝐢𝐜𝐡𝐚𝐞𝐥𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉  [email protected]  (Email)https://bit.ly/michaelglinter  (Podcast)http://www.linkedin.com/in/michaelglinter  (Linked In)#MichaelAGlinter (Twitter)http://www.facebook.com/michael.glinter   (Facebook)https://www.youtube.com/c/MichaelGlinter   (YouTube)www.michaelglinter.com   (Website)

Special Guest: Steve Yacovelli  Companies have tried very hard to ramp up their efforts in hiring diversity over the years.  Sadly, it took this past year’s events to real inspire them to start promotion, growing, and creating a truly inclusive environment.  Steve and I talk about those challenges and how we create an environment that is inclusive to all people.You will love Steve's Energy!Steve runs a learning and development, leadership, change management, and diversity and inclusion consulting firm based in Orlando, FL, USA, with affiliates across the globe.Steve has had the pleasure of working with some great client-partners who we consider to be members of our “pack.” He’s worked with Fortune 500 companies to amazing not-for-profits like The Bill & Melinda Gates Foundation and The American Library Association; large universities like The Ohio State University and The University of Central Florida, to small entrepreneurial rock stars like International Training & Development and GovMojo, Inc. We have thoroughly enjoyed helping our client-partners grow, develop, expand, and be successful with our corporate learning, change management, diversity and inclusion, and leadership consulting goodness.With over twenty-five years’ experience in leadership, strategy, organizational learning, and communication, Steve is a rare breed of professional that understands the power of using academic theory and applying it to the corporate setting to achieve business results. Oh, and he’s quite fond of dogs, too.Guest InformationSteve YacovelliEmail: [email protected]: http://topdoglearning.biz/GLINTER SOCIAL MEDIA AND CONTACT INFO𝐌𝐢𝐜𝐡𝐚𝐞𝐥𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉  [email protected]  (Email)https://bit.ly/michaelglinter  (Podcast)http://www.linkedin.com/in/michaelglinter  (Linked In)#MichaelAGlinter (Twitter)http://www.facebook.com/michael.glinter   (Facebook)https://www.youtube.com/c/MichaelGlinter   (YouTube)www.michaelglinter.com   (Website)

Special Guest - Tanika 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 [email protected] HR Leader with experence with several Fortune 100 Companieshttps://www.linkedin.com/in/tanikamcculloch/GLINTER SOCIAL MEDIA AND CONTACT INFO [email protected] (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 INFO𝐌𝐢𝐜𝐡𝐚𝐞𝐥𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉  [email protected]  (Email)https://bit.ly/michaelglinter  (Podcast)http://www.linkedin.com/in/michaelglinter  (Linked In)#MichaelAGlinter (Twitter)http://www.facebook.com/michael.glinter   (Facebook)https://www.youtube.com/c/MichaelGlinter   (YouTube)www.michaelglinter.com   (Website)

Special Guest: Sue BinghamAs a former recruiter, often, I had clients ask specifically for this experience. Now, as a Branding Expert, I see the phrase all the time when I am writing Resumes and LinkedIn Profiles.  It is the most common MISUSED phrase on a resume. While many people say they have the experience, most people do not even know what HPWT really means.  I decided to bring in an expert. She is one of the key players in introducing HPWT to the workforce.     Sue is the author of Creating the High Performance Work PlaceFor more than 30 years, Sue, a former Human Resources Executive, has provided direction to companies in the transportation & logistics, pharmaceutical, aerospace, food, bottling, floral, optical, textile, and medical device industries. She has worked closely with company leaders to analyze their organizations and facilitate the implementation of common-sense systems that have a positive impact on the organization’s bottom line. She is an expert at effectively using culture to form a common language across global operations leading to greater collaboration, higher levels of team member satisfaction, and increased business unit cooperation.   Guest InformationSue Bingham Founder and Principal (706)252-0915www.hpwpgroup.com https://www.linkedin.com/in/sue-binghamhpwp/ GLINTER SOCIAL MEDIA AND CONTACT INFO𝐌𝐢𝐜𝐡𝐚𝐞𝐥𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉  [email protected]  (Email) https://bit.ly/michaelglinter  (Podcast) http://www.linkedin.com/in/michaelglinter  (Linked In) #MichaelAGlinter (Twitter) http://www.facebook.com/michael.glinter   (Facebook) https://www.youtube.com/c/MichaelGlinter   (YouTube) www.michaelglinter.com   (Website)

Special Guest - Joel 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 [email protected] (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 [email protected] https://timkubiak.com https://podcast.timkubiak.com/  - Podcast Bowties and Business GLINTER SOCIAL MEDIA AND CONTACT INFO𝐌𝐢𝐜𝐡𝐚𝐞𝐥 𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉 [email protected]  (Email) https://bit.ly/michaelglinter  (Podcast) http://www.linkedin.com/in/michaelglinter  (Linked In) #MichaelAGlinter (Twitter) http://www.facebook.com/michael.glinter   (Facebook) https://www.youtube.com/c/MichaelGlinter   (YouTube) www.michaelglinter.com   (Website)

Special Guest: Jacqueline 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 INFO𝐌𝐢𝐜𝐡𝐚𝐞𝐥 𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉 [email protected]  (Email) https://bit.ly/michaelglinter  (Podcast) http://www.linkedin.com/in/michaelglinter  (Linked In) #MichaelAGlinter (Twitter) http://www.facebook.com/michael.glinter   (Facebook) https://www.youtube.com/c/MichaelGlinter   (YouTube) www.michaelglinter.com   (Website)

Special Guest: Elizabeth 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 - [email protected] https://www.linkedin.com/in/elizabethlotardo/ GLINTER SOCIAL MEDIA AND CONTACT INFO𝐌𝐢𝐜𝐡𝐚𝐞𝐥 𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉 [email protected]  (Email) https://bit.ly/michaelglinter  (Podcast) http://www.linkedin.com/in/michaelglinter  (Linked In) #MichaelAGlinter (Twitter) http://www.facebook.com/michael.glinter   (Facebook) https://www.youtube.com/c/MichaelGlinter   (YouTube) www.michaelglinter.com   (Website)

Special Guest: Jeff 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 [email protected] SOCIAL MEDIA AND CONTACT INFO𝐌𝐢𝐜𝐡𝐚𝐞𝐥 𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉 [email protected]  (Email) https://bit.ly/michaelglinter  (Podcast) http://www.linkedin.com/in/michaelglinter  (Linked In) #MichaelAGlinter (Twitter) http://www.facebook.com/michael.glinter   (Facebook) https://www.youtube.com/c/MichaelGlinter   (YouTube) www.michaelglinter.com   (Website)

Special Guest: Jen Warneld Jen is a quality-driven business development and talent acquisition leader dedicated to fostering long-term relationships and implementing strategic initiatives that go beyond simply accomplishing targeted goals. 20+ year history developing and partnering with senior leadership within the healthcare, information technology, finance, engineering, distribution, and production industries; identifying and securing top talent for critical roles.  Her passion is people. The right people.          Today's Podcast 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 [email protected] (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 [email protected]  GLINTER SOCIAL MEDIA AND CONTACT INFO [email protected]  (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 [email protected] (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  [email protected] (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:  [email protected] www.clairechandler.net Schedule it now: ClaireChandler.net/talk-to-claire GLINTER SOCIAL MEDIA AND CONTACT INFO [email protected] (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 [email protected]://www.linkedin.com/in/lucas-o-ryan-a960121a6/   GLINTER SOCIAL MEDIA AND CONTACT INFO [email protected] (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)