Like a Boss with Michael Cohen

We don't talk about this enough. In this Mental Health Awareness Month, it's time.⏲️ Some of the most effective leaders I've seen aren't the ones who had it all figured out. They're the ones who've faced real struggles with their mental health — and came out the other side with something most leadership programs can't teach. This week's "Like A Boss" Podcast examines4️⃣ways that navigating mental health challenges can actually make someone a stronger💪, more impactful leader:1. Empathy Becomes a Superpower🦹‍♀️ When you've sat in the darkness yourself, you recognize it in others. Leaders who have personally wrestled with anxiety, depression, or burnout don't just sympathize with struggling team members — they truly understand. That depth of empathy builds trust faster, strengthens team bonds, and creates a culture where people feel genuinely safe. And when people feel safe, they do their best work.2. Resilience Is Forged, Not Found⚡⚡⚡ There is a particular kind of resilience that only comes from examining your own mind and choosing to keep going. Leaders who have navigated mental health challenges know what it means to push through when everything feels impossible. That hard-earned resilience doesn't just help them weather professional setbacks — it inspires their teams to persevere, too. They lead by example in a way that no motivational poster ever could.3. Vulnerability Becomes a Leadership Tool🥹 The old playbook said leaders should never show weakness. The new reality is that vulnerability is one of the most powerful things a leader can offer. When a leader is open about their struggles, it gives everyone else permission to be human. It dismantles the toxic "always-on, always-fine" culture that burns people out. Vulnerability isn't weakness — it's courage, and it's contagious.4. Self-Awareness Becomes a Hidden Asset💡 Managing mental health demands an extraordinary level of self-awareness. You learn your triggers. You learn your limits. You learn what you need to function at your best. That kind of introspection is rare in leadership, and it's invaluable. Self-aware leaders make better decisions, communicate more clearly, and know when to step back before they break down. They don't just lead others well — they lead themselves well first.The bottom line is this: your struggles don't disqualify you from leadership. They may be the very thing that qualifies you for it.🏆 If this resonates, share it with a leader who needs to hear it today.As always, thank you so much for watching, for commenting and for sharing.❤️🫶🙏 Apple PodcastsSpotifyInstagramYoutube

(Originally recorded Fall 2025)The fall is my busiest time of year. Starting the day after Labor Day and running through December, I typically am in a two to three cities each week. It's planes, trains and automobiles in the best way! ✈️ 🚂 🚗 And, while of course I miss being home💔and travel can get tiring🥱, I consider it to be such a unique privilege to meet so many great people who overwhelmingly seek to be good to each other and to do good for their organizations.And, while the subject matter of my programs are varied, harassment prevention conversations still comprise a meaningful percentage of the trainings I facilitate. During one of my programs last week, I was met with some real opposition as to the importance of harassment prevention education. This kind of questioning is not as rare as you might think.With that in mind, this week’s leadership video discusses five reasons it is absolutely critical, these days more than ever, to maintain a working environment free from harassment, discrimination, and retaliation:1️⃣ Fairness to employees 🫂2️⃣ Organizational costs 💲💲3️⃣ Time considerations ⌚4️⃣ Impact on productivity 📉5️⃣ Public relations 📰As always friends, thank you so much for your kindness and for commenting and for sharing. 🫶❤️🙏A quick reminder that my new podcast, Like A Boss, is now available on the following platforms. I'd be truly honored if you would follow!Thanks and have a great week!Apple PodcastsSpotifyInstagramYoutubeDuane Morris LLP Duane Morris Institute

Great leadership is not built in a single defining moment. It is built in the thousands of small, deliberate steps taken every day — the consistent choices to push forward, learn, adapt, and improve. This is the essence of relentless incrementalism, and it is one of the most underappreciated forces in effective leadership today. We often celebrate🎉the breakthrough — the big product launch, the landmark deal, the dramatic turnaround.💪 But behind every one of those moments is a leader who committed to steady, compounding progress long before the spotlight🔦arrived. This week's "Like A Boss" podcast discusses 3️⃣ actions leaders can take to harness relentless incrementalism and to achieve wildly-positive results: ☑️ Create a learning culture☑️ Redefine success☑️ Build strategic partnerships and collaboration Leadership is a long game. The leaders who leave the greatest impact are rarely the loudest voices in the room. They are the ones who showed up every day, made things a little better than they found them, and never stopped moving forward. ⏩⏩⏩ That is the quiet power of relentless incrementalism. What small step are you taking today to move your team or your career forward? I would love to hear your thoughts. 👇 As always, friends, thank you for watching, for commenting and sharing. ❤️🫶🙏---------------------------------------------------------------A quick reminder that my new podcast, Like A Boss, is now available on the following platforms. I'd be truly honored if you would follow! Instagramhttps://lnkd.in/exSAbzVB Apple Podcastshttps://lnkd.in/ewRXU2tD Spotifyhttps://lnkd.in/eMHGBWg8 YouTubehttps://lnkd.in/eMiQZPWd Thanks and have a great week! Duane Morris LLP #Leadership #GrowthMindset #RelentlessIncrementalism #ProfessionalDevelopment #ContinuousImprovement

Today begins the 2026 National Football League Draft! Aside from it being one of my favorite sports days of the year (yes, I’m a huge dork), the Draft provides NFL organizations with a real opportunity to build. But, selecting the right talent requires not only a great deal of work, it mandates that decisionmakers eliminate outdated and anachronistic ways of thinking. In recognition of the Draft and of the importance of effectively assembling YOUR team, I have reposted my video from a year ago shortly after my Philadelphia Eagles’ Super Bowl VICTORY! How did the Eagles reach the pinnacle of the NFL? Look no further than the hiring practices the team employed in assembling its roster. Who did the Eagles bring into the nest? Players with flaws? ✅ Players overlooked or looked past? ✅ Players cast off by other franchises? ✅ Players who rivals considered "not worth the money." ✅ The Eagles didn't do things the way they always had been done. The team refused constantly to rely on archaic norms and antiquated ways of thinking. And in so doing, the Eagles achieved the ultimate success. Far too many organizations refuse to adapt and refuse to adjust to the ever-changing landscape, to new ways of thinking, to the realities of the evolving applicant pool. Please give this a serious listen and please comment and share! And, let’s all say it together . . . E-A-G-L-E-S!

Last weekend, I had the privilege of volunteering💁‍♂️at the American Cancer Society's Philadelphia Coaches vs Cancer BasketBall🏀Gala. The BasketBall Gala is an annual event, this year attended by approximately 350 people and this year raising over $800,000 to support the cancer community. A more inspirational evening I simply cannot imagine.🤲 Throughout the course of the night, I witnessed true outpourings of love❤️, moving tributes💌and transformative acts of generosity and philanthropy💓. I also was reminded, through the conduct and thoughtfulness of those sponsoring and hosting and running the event, what meaningful leadership looks like. I saw, first hand and in real time, the importance of: ☑️ Engaging in sponsorship and using our influence to benefit others ☑️ Being selfless with our time (even when it’s hard) ☑️ Empowering those who report to us ☑️ Anticipating issues and owning mistakes when they happen ☑️ Showing appreciation for a job well doneAs always, friends, thank you for watching, for commenting and sharing. And, in the words of Coach Phil Martelli, let’s CRUSH CANCER!---------------------------------------------------------------A quick reminder that my new podcast, Like A Boss, is now available on the following platforms. I'd be truly honored if you would follow!Thanks and have a great week!Apple PodcastsSpotifyInstagramYoutubeDuane Morris LLP Duane Morris Institute#leadership #ACS

Okay, maybe "sins" is aggressive and "deadly" 💀 hyperbolic, but these mistakes are very serious, far too common and simply cannot happen. 🙅‍♂️ After a brief ADA primer, this week's video examines what are, based on my experience in assisting clients confronting these issues, a sort of Top 🔟 list of ADA interactive process mistakes. These frequently-made errors apply to leaders and to HR pros alike, so it truly is relevant and important content for everyone. 💡 As always, please do not hesitate to reach out with any questions.And, thank you so much for your continuing to comment and to share!A quick reminder that my new podcast, Like A Boss, is now available on the following platforms. I'd be truly honored if you would follow!Apple PodcastsSpotifyInstagramYoutubeDuane Morris LLP Duane Morris Institute

The University of Michigan Men's Basketball🏀Team has won it all! They danced🕺with 67 other teams and were crowned👑champions of the NCAA Tournament. As is always the case in #MarchMadness, there were so many compelling stories and so many talented players. This year, however, one of the most impactful storylines was provided by hashtag#UniversityofMichigan forward, Will Tschetter. A 5th year senior, and emotional heartbeat💓of the Wolverines squad, Tschetter repeatedly provided to all of us invaluable leadership lessons.💡 In this week's "Like A Boss" episode, I discuss how Tschetter's passionate and unwavering commitment to team over self were critical to his team's achieving the ultimate success.🏆 The Michigan Captain's approach has broad application and demonstrates a model for us to embrace and to follow. As always, thank you for watching, for commenting and for sharing! ❤️🙏🫶 And . . . GO BLUE!!!! 💙💛💙💛💙-------------------------------------------------------------------------------------A quick reminder that my new podcast, Like A Boss, is now available on the following platforms. I'd be truly honored if you would follow!Apple PodcastsSpotifyInstagramYoutubeThanks and have a great week!Duane Morris LLP Duane Morris Institute #leadership #ncaabasketball

I hear it far too often: “Performance appraisals are a waste of time and only reward the top and punish the bottom." 🙉❌ Nope. ❌ Ain't true. ❌ Just not right at all.While I do agree that, when a manager does not give the requisite attention or take sufficient time, the poorly worded or largely-ignored appraisal can create more harm than good. But in my experience, these problems overwhelmingly are issues relating to drafting and implementation rather than with the process itself!As we say in Philly, "Trust the Process." But, do so recognizing that, until you educate your leaders about why appraisals matter, how appropriately and effectively to draft them and mistakes to avoid, your process simply will not improve. 🧑‍🏫Please give a listen, please comment and please share! A quick reminder that my new podcast, Like A Boss, is now available on the following platforms. I'd be truly honored if you would follow!Apple PodcastsSpotifyInstagramYoutube#appraisals #performancereviews #hr #employmentlaw #leadership Duane Morris LLPDuane Morris Institute

Last week, Mia Cohen🏃‍♀️and I🏃‍♂️ran the Philly Love Run. Mia ran👟the half-marathon in support of the Glioblastoma Foundation and in honor of 2 people close to her who recently passed from that horrifying form of brain cancer. I ran the 1️⃣3️⃣.1️⃣ miles to support Mia. A more inspirational and meaningful experience I cannot imagine. When you run as slowly as I do, you have A LOT of time to live inside your own head🧠. And throughout the course, I kept coming back to the same thought - how crucial it is for leaders to emphasize to their people the importance of engaging in meaningful nonwork-related activities.💭 In this week's "Like A Boss" episode, I discuss 5️⃣ reasons we, as leaders, MUST encourage our employees to find impactful outlets outside of and unrelated to work. I hope you enjoy the conversation (and some pictures from last weekend's Love Run)!As always, thank you for watching, for commenting and for sharing! ❤️🙏🫶 -------------------------------------------------------------------------------------A quick reminder that my new podcast, Like A Boss, is now available on the following platforms. I'd be truly honored if you would follow!Apple PodcastsSpotifyInstagramYoutubeThanks and have a great week!Duane Morris LLP Duane Morris Institute #leadership #running #mentalhealth#Loverun

Far too often, managers and supervisors fail properly and adequately to prepare for interviews they are to conduct. This lack of readiness leads to a myriad of problems, including by way of example, the following: Not asking all of the necessary questions. ❓❓❓ Not asking the right questions. ⚠️ A candidate's belief that the interview is not interested. 😴 A failure to sell your organization. 😶We MUST pay attention to the pre-interview process. At a minimum, the following three essential steps are absolutes: 1️⃣ Update the job description for the position you seek to fill; ✅ 2️⃣ Prepare and review a uniform list of job related questions; ✅ and 3️⃣ Review all material provided by the candidate. ✅Please watch this week's video and learn about Larry King, my fear of my mom walking by the office and the importance of "respecting the lie."As always friends, thank you so much for watching. Thank you for commenting. And, thank you for sharing. 🙏#hr #humanresources #leadership #employmentlaw Duane Morris LLP Duane Morris Institute

The seemingly daily changes in employment laws have wreaked havoc with many of our workplaces. We live in a state of confusion and consternation 😕 and, at times, we simply do not know what we can and cannot do. Given the complications, prudent organizations are focusing on the safety and well-being of their employees and have doubled down on harassment prevention trainings 👩‍🏫 and other sessions that enhance the employee experience. One subject that ALWAYS comes up during these programs is physical touch.🫂 And, while of course certain contact remains inappropriate, we should not and must not lose our humanity about the workplace. This week's "Like A Boss" episode 📽️ examines the subject and provides a practical approach which I hope you seriously will consider.💡 As leaders, we must embrace our empathy and absolutely have to create and maintain a positive, safe and human-centric workplace culture. As always, thank you for watching, for commenting and for sharing! ❤️🙏🫶 -------------------------------------------------------------------------------------A quick reminder that my new podcast, Like A Boss, is now available on the following platforms. I'd be truly honored if you would follow!Apple PodcastsSpotifyInstagramYoutubeDuane Morris LLP Duane Morris Institute

I was in my early 30s. I was married to an amazing woman 💘 and we had a wonderful young daughter👼. I was just so happy, personally. Problem was, I hated my job. And that professional dissatisfaction was creeping into my home life. I knew something had to give. Uncomfortable with confrontation, I took a chance and approached my boss. It was the single most important work-related conversation I ever had.‼️ 💡Friends - this week's video is a little bit different. It is in equal parts a sincere and heartfelt thank you to my old boss, james redeker, and a message about the importance of finding your passion. Specifically, I will discuss 5️⃣ crucial steps nearly all of us has to take at some point in our professional career in order to find that fulfillment😌:1️⃣ Advocate for yourself2️⃣ Be comfortable being uncomfortable3️⃣ Fight to find your purpose4️⃣ One size almost never fits all5️⃣ Relentlessly and aggressively pursue the opportunities you're givenI hope you enjoy this week's video and I truly hope you all find your unicorn🦄, your passion🔥and your joy😂.Please comment. Please share. And go get it!Apple PodcastsSpotifyInstagramYoutubeDuane Morris LLP Duane Morris Institute

Those are the words of world-renown philosopher, deep-thinker and awesome sneaker-owner👟, Theodore "Ted" Lasso. Although the quote comes from a fictional coach of a made-up European football ⚽team, the sentiment could not be more real and more true. Ted understands and appreciates the importance of our taking care of each other.🫂 As leaders, the responsibility to be present (physically, intellectually and emotionally) for our people is of paramount importance. This week's "Like A Boss" episode discusses tangible steps we ALL can and should consider to enhance the well-being of those we manage. Thank you so much for watching, for commenting and for sharing! ❤️🙏🫶 ----------------------------------------------------------------------------------------A quick reminder that my new podcast, Like A Boss, is now available on the following platforms. I'd be truly honored if you would follow!Applehttps://lnkd.in/ewRXU2tDSpotifyhttps://lnkd.in/eMHGBWg8YouTubehttps://lnkd.in/eMiQZPWdInstagramhttps://lnkd.in/exSAbzVBThanks and have a great week!Duane Morris LLP Duane Morris Institute #tedlasso #mentalhealth #leadership

Last week I had coffee ☕ with one of my former players 🥎, now a freshman at a local university. A first generation college student, this young woman is doing phenomenally well and I'm indescribably proud of her (can you feel my smile?).🥹 While our conversation was meandering at times (but always fun), she wanted to make sure to emphasize to me how, in the face of various first-year mistakes, she learned, she grew and she continued to get up one more time than she fell down. She expressed gratitude 🙌 for my and other coaches' allowing her to be imperfect, encouraging her to improve and facilitating meaningful transformation.As leaders, we absolutely MUST appreciate the importance of failure and, yes, the real benefits that can come from someone's not getting it right the first time. In this leadership week's video, I discuss 3️⃣ of those workplace benefits: ☑️ Building resilience 💪 ☑️ Enhancing creativity 💡 ☑️ Fostering collaboration and teamwork 🤝 Stay until the end for some sage advice from Ted Lasso and the leaders of AFC Richmond!As always, thank you so much for watching, for commenting and for sharing. ❤️🙏🫶 Duane Morris LLP Duane Morris Institute #leadership #softball #mentor

MARCH MADNESS is upon us! Starting this week, 68 men's and 68 women's college basketball teams will compete for NCAA immortality. Each team has one goal - to win it all!🏆 Each player will be looking for that One Shining Moment. 🌟 But to get the big dub, talent simply is not enough. The winners on both the women's and men's side will be the teams that combine talent and two additional and equally important ingredients - culture and chemistry.💡 This week's "Like A Boss" episode examines how a leader best can facilitate success by creating an environment built on the talents of individual contributors. Whether it's on the hardwood, on the factory floor, or in the office, the strongest leaders evaluate the skills and personalities of their team and build a system that fits those attributes. Failure often is borne of adherence to a scheme that just does not match the team's collective abilities. 🙈🙉🙊 The University of Michigan men's basketball team is one of the favorites to win the Big Dance. Why? Because second-year head coach, Dusty May, has not tried to fit square pegs into round holes. Instead, he learned his players' strengths and established a winning culture and a reflective system built on those observations and skills. Thank you so much for watching, for commenting and for sharing and GO BLUE! ❤️🙏🫶 A quick reminder that my new podcast, Like A Boss, is now available on the following platforms. I'd be truly honored if you would follow! Apple https://lnkd.in/ewRXU2tD Spotify https://lnkd.in/eMHGBWg8 Youtube https://lnkd.in/eMiQZPWd Instagram https://lnkd.in/exSAbzVB Thanks and have a great week! Duane Morris LLP Duane Morris Institute #MarchMadness #LikeABoss #leadership #umich

In 1970, there was a school district in Chesterfield County, Virginia that employed a mandatory maternity leave policy. A high school 🏫 history teacher (who would become very close to me) in that district became pregnant 🤰 and was told that, due to this policy, she had to stop teaching at the end of her first trimester. 📅 That teacher said no, took a stand, and fought against this policy all the way up to the Unites States Supreme Court. In 1974, the Supreme Court 👩‍⚖️ held the policy was unconstitutional. That teacher forever changed the workplace and the world in a what was widely hailed as "victory for working women."In speaking with that teacher, it was clear that her willingness to advocate was crucial. Specifically, as a leader, the teacher understood that she had to use her voice on behalf of: 1️⃣ Those who did not have a voice (her students) 2️⃣ The greater good (pregnant women then and in the future) 3️⃣ Herself (something she was never comfortable doing)Leaders everywhere - take heed! Your willingness to advocate for your people is critical. But, just as important is your encouraging those very people to find their own voice and to use it!By the way - please make sure you watch the video to learn who this badass teacher is! 💪 (HINT: Her case was captioned Cohen v. School Board Chesterfield County, Virginia) Thanks for commenting and thanks for sharing!Duane Morris LLP Duane Morris Institute

Last summer☀️, I posted a video about my own mental health concerns and the fact that there are two kinds of people in the world: those who struggle and liars.💡(link to that video: https://lnkd.in/e_jujWSr). So many of you reached out to express kindness💕and to let me know that I was not alone. The reality is that so many of us, as leaders and as humans, endure periods of hurt. The reality is that many of us ignore our own needs. The reality is that there are steps we can take to help ourselves.This week's video addresses some of the reasons we actively ignore our own needs and discusses tangible actions we all (every one of us) can take to give ourselves the grace 🤲 and the aid we all need. Thank you so much for watching, for commenting and for sharing. ❤️🙏🫶 Duane Morris LLP Duane Morris Institute

During and following speaking engagements, I frequently am asked what are the most important abilities of effective leadership. Intelligence? Drive? Creativity? All certainly crucial. However, I think 1️⃣ ability stands above all else, and that is ACCESSIBILITY.The best and most effective leaders are able to establish trust and to enhance relationships with colleagues and with those who report to them. This is accomplished by the leader's making absolutely clear that they are available and that, fundamentally, they are there to help. They are, in a word, accessible.This week's Leadership episode 📽️ focuses on why accessibility is so critical and on actions which leaders and HR professionals can engage in to establish this necessary ability. As always, thank you for watching, for commenting and for sharing! 🫶❤️🙏 Duane Morris LLPDuane Morris Institute #leadership #HR

What a weekend! Both the Women's and Men's U.S. Hockey 🏒 teams won GOLD!🥇And, while there were so many compelling stories, perhaps none was more transformative than Laila Edwards' becoming the first African-American women to play for and to score a goal 🥅 for the U.S. Women's team. As Edwards shared, "I take a lot of pride in [being the first black woman to play for Team USA], and I'm just going to embrace it, because representation matters." ❤️🤍💙 Edwards' presence and success have been pivotal in challenging stereotypes in an historically white sport.As this Black History Month draws to a close, leaders (and all humans) must‼️take steps to help eradicate race-based stereotypes and to mitigate against implicit bias! 💡This week's episode provides a crucial and necessary discussion about how racial bias and this destructive way of thinking can and does infect our workplaces. It also examines actions we can take to mitigate against implicit bias.💡As always, thank you so much for watching, for commenting and for sharing! ❤️🫶🙏 Duane Morris LLP Duane Morris Institute

Last week, the American Jewish Committee (AJC) released its State of Antisemitism in America 2025 Report. The Report provided insights into how American Jews view the depth of antisemitism and have adjusted their behaviors since the October 7, 2023 attacks. Although the anecdotal evidence and statistical information are horrifying, for American Jews, they hardly are surprising. In this week's episode, I share not only the details a terrifying antisemitic attack directed at my family 👨‍👩‍👦‍👦 and me when I was a child, I also discuss how so many Jews experience the workplace and the world in 2026. Most importantly from an organizational standpoint, I examine steps leaders must take to support their Jewish colleagues and friends. These actions are imperative to ensure that our Jewish employees feel safe, secure and seen in our workplaces. While there, are so many actions we can take, I discuss 4️⃣: ➕ Familiarize yourself with common forms of antisemitism💡 ➕ Respect religious observances and educate yourself about them 🕎 ➕ Foster a more inclusive environment for Jewish employees ✡️ ➕ Show support and solidarity during hard times🤝 As always, my friends, thank you so much for watching, for commenting and for sharing! 🫶❤️🙏 Duane Morris LLP Duane Morris Institute ______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Recorded 1-28-26)I spent some time last week in Minneapolis. While it was wonderful to see and to work with old friends and colleagues 🤝, it wasn't like my prior experiences in Minny. While the people were incredibly friendly and kind (as always), there was a palpable undercurrent of concern. Of consternation. Of fear. 🙄 The people of Minneapolis are not the only ones.Your employees live in the world and that world right now can be scary. Their mental health for sure can be suffering. This week's Leadership Video 📽️examines crucial and transformative actions leaders and HR professionals can, should and must take when employees trust them with a disclosure related to their mental health.As always, thank you for watching, for commenting and for sharing. ❤️🙏🫶 And friends, let's please take care of each other.🫂 Duane Morris LLP Duane Morris Institute ______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Recorded 1-15-26)Comedian and writer, Larry David, famously established a time frame 📅 within which it is appropriate to wish someone a Happy New Year. What even the legendarily cranky and inflexible David would applaud👏, however, is a leader's recognizing💡 that it's almost never too early or too late to establish strategic objectives for his/her/their organization. In this week's video, I provide a "Top 5" actions HR professionals and inside counsel should be taking (ideally, right now) to get ready for what almost assuredly will be an unpredictable and tumultuous 2026. While taking these steps may not ensure perfection in the coming year, I promise you it will, at least, make it one that is pretty, pretty, pretty good. 🙌 As always, thanks so much for watching, for commenting and for sharing! ❤️🫶🙏 Duane Morris LLP Duane Morris Institute ______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Recorded 12-14-25)Over the last several days, the situation involving Michigan's former head football 🏈 coach, Sherrone Moore, has been widely publicized📰. Moore's abuse of power is the latest example of how ego and privilege can lead to unscrupulous behavior.🩻 As leaders, we simply have to do a better job of appreciating the influence we yield and the impact our status and stature may have on others. This week's Leadership Video discusses the importance of leaders' recognizing💡their power and steps organizations MUST take to ensure fair and appropriate treatment. As always, friends, thank you so much for watching, for commenting and for sharing.🩷🫶🙏 Duane Morris LLP Duane Morris Institute______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Recorded 12-7-25)My last name is Cohen. There are very few names on earth 🌍 more Jewish ✡️ than Cohen, spelled C-O-H-E-N. And yet, this time of year people who know me (and who have known me) continually offer me Christmas🎄greetings or ask questions about my family's Christmas 🎅 plans. Do I get offended? I do not. I appreciate the benevolent purpose motivating the well-wishes. However, it does make me wonder why so many people think everyone else is just like them.💡It does also take me back to a time when our then toddler, Mia Cohen, explained rather directly to a neighbor who wished her a Merry Christmas that neither she nor her family celebrated that holiday. An important message and one communicated in a clear and unmistakable manner. 🎯 When in doubt, look to a toddler.In this week's Leadership Video, I share that simultaneously cute and poignant lesson Mia delivered and its application to all of us, as leaders, during this time of year. Hope you enjoy!As always, thank you so much for watching, for commenting, and for sharing! 🫶🙏🩷______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Recorded 11-30-25)Thanksgiving🦃 is now in the rear view, which means that your organization's End of Year Party🥳is rapidly approaching! Are you ready?🤞 And by ready, I don't mean the logistics. Has your organization actually given the thought🤔necessary to ensure a fun and safe environment in which your employees can celebrate?👯‍♂️🎉👯‍♀️🎉👯 This week's Leadership Video focuses on 3 steps organizations and leaders can (and really, must) take to avoid the potential pitfalls or, who are we kidding, the NIGHTMARES that often result from a lack of meaningful deliberation and preparation in advance of the parties! Those steps include: 1️⃣ Embrace and guarantee inclusivity💕 2️⃣ Prioritize professionalism😇 3️⃣ De-emphasize the importance of alcohol🥤 I truly appreciate so much for your ongoing support for these episodes. Thank you for your watching, for your sharing and for your commenting! ❤️🙏🫶 Duane Morris LLP Duane Morris Institute ______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Recorded 11-14-25)While the holiday season is a time of joy😂for some, it also represents a period of significant stress, melancholy😥and loneliness for many others. As leaders, we MUST understand that a great number of our people are struggling (often silently) during this time of year. We also must recognize that there are tangible actions💡we can (and must) take to help others through this difficult. Those steps include: 1️⃣ Checking in about mental health 2️⃣ Demonstrating respect for and curiosity about holidays you don’t celebrate and those who don’t celebrate at all 3️⃣ Enhancing workplace predictability and flexibility 4️⃣ Expressing gratitude In meaningful ways 5️⃣ Reminding about mental health resources As always, thank you so much for commenting and for sharing. Let's make sure we're taking care of each other!Duane Morris LLP Duane Morris Institute______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Recorded 11-6-25)"The Blind Side"🏈 is the story of Michael Oher's triumphant journey from experiencing homelessness in Memphis to being selected in the first round of the National Football League (NFL) draft. The movie's 🎥 portrayal of the relationship between Oher and his high school coach, Hugh Freeze, demonstrates the importance of recognizing how an individual's background massively can impact what motivates that person to be and to do their best. As a coach, I recently was reminded of this lesson in a very real way by one of the players on my 18U Showcase 🥎 Team. I failed. Leaders - we must do a better job of recognizing what our people need and how best to be of service to them!👂I hope you enjoy this week's Leadership Video, which provides insight in how best we can accomplish this mission-critical goal.👀 As always, thank you so much for watching, for commenting and for sharing! 🫶❤️🙏Duane Morris LLP Duane Morris Institute______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(10-23-25)The National Basketball Association (NBA) season is upon us and LeBron James is running it back for his 23rd campaign. TWENTY-THIRD! 😲 A few reminders of what the world looked like when LBJ was drafted in 2003: 1️⃣ Facebook had not been launched 💻 2️⃣ Uber and Lyft did not exist🚗 3️⃣ Kelly Clarkson had just won the first season of American Idol 👩‍🎤 Notwithstanding his unprecedented accomplishments and his still playing 🏀 at an incredibly high level, there exists in the media so much mockery of someone LeBron's age competing with players, literally, half his age. This public ridicule got me thinking about how our implicit biases massively and destructively impact the way we view 👀 people of certain ages in our workplaces. This kind of age bias is insidious and needs to be addressed.‼️This week's Leadership Video examines the realities of age-based bias (against both older and younger employees) and discusses the absolute and meaningful benefits having employees of different ages truly provides.💡 As always, thanks so much for watching, for commenting and for sharing!Duane Morris LLP Duane Morris Institute______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Recorded 10-12-25)Last week was a tough sports week in Casa Cohen. The Philadelphia Phillies ⚾ were eliminated from the playoffs. The Philadelphia Eagles🦅 lost a rivalry game to the New York Football Giants. And, our University of Michigan Wolverines🏈 fell to University of Southern California. All in all, a whole lot of losing. 😤In this week's Leadership episode, I address not only why failure is necessary and important, I discuss three steps leaders (and humans) should take when things do not go exactly as planned: 1️⃣ Adopt a growth mindset 🧠 2️⃣ Build resilience 💪 3️⃣ Embrace necessary change💡 As always friends, thank you so much for watching, for commenting and for sharing.🫶❤️🙏 Have a great week!Duane Morris LLP Duane Morris Institute______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Recorded 10-5-25)Throughout my life, I've been called a lot of things. Michael. Mike. Cohen. Husband. Dad. Coach Mike. But one person, and one person only, was allowed to call me Mikey. That was my mother-in-law, Marsha.❤️ Marsha was a party.🥳 She was just so much fun to be around and, from the moment I met her, she always kept me laughing. But, when at the end of 1999 she was diagnosed with cancer, a lot of the laughs stopped. Marsha's cancer started in the breast and, because she ignored the lump she felt and knew was there, it had metastasized all over her body by the time she received a diagnosis. After a nearly three-year battle (she was given 6 months), Marsha left us.💔 As I discuss in this week's Leadership Video, since that time, I have worn my pink ribbon throughout October, Breast Cancer Awareness Month. I wear it in Marsha's honor and I wear it so people will ask me why I do so. You see, when the conversation starts, I can (and do) suggest that the other person be proactive in self-examinations and in seeking preventative medical care. Leadership takes different forms. Sometimes it involves having a very personal dialogue that may be potentially intrusive or even off-putting. And, while those conversations may be uncomfortable, there are times where circumstances call for them.I miss Marsha every day. I miss her spirit. I miss her smile. I miss her amazing contagious laugh. And, I miss her calling me Mikey. 🩷🩷🩷 As leaders, as friends, as humans, let's work together to ensure that our family, our friends and our colleagues all are doing whatever is necessary to get the care they need. Duane Morris LLP Duane Morris Institute American Cancer Society American Cancer Society GenNow Network of Philadelphia hashtag#breastcancer______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Recorded 9-19-25)For most, leadership is not an intuitive endeavor.💡 It requires education, intentionality, thoughtfulness and, yes, a lot of repetition. Muscle memory 💪 is real, even when it comes to managing and facilitating the success of others. Too many of us achieve a desired result once and we think "I got this."🙅‍♂️ You got it right so we assume this technique or action or practice now permanently resides in our leadership toolbox. 🧰 I'm here to tell you that simply is not how it works. You do not, yet, "got this." In order for our leadership skills to be engrained, it rarely is enough to do it until we get it right. Rather, the best leaders work on those skills until they cannot get it wrong. 👀 The fundamentals matter. And exercising and repeating them until you cannot get them wrong is central to our effectiveness and the subject of this week's video.Like anything else, practice may not ever make perfect. However, relentless commitment to doing and being better only enhances others' experience, builds trust and amps up motivation and the desire to improve.As always, thank you so much for watching, for commenting and for sharing! 🫶 ❤️ 🙏 Duane Morris LLP Duane Morris Institute______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Recorded 9-11-25)It's that time of year. 📅 The slower speed of summer ⛱️ is in the rear view and the pace is amped up in our lives and in our workplaces. With that elevated energy comes heightened expectations and renewed focus. 📈 End-of-year responsibilities and goals are looming, so it's time to grind! And, as leaders and those who set the tone, grind we shall!Even as this time of year mandates this restored focus, we cannot, simply CANNOT, forget what matters. This week's video shares a story of what this time of year means to me and why, even in the midst of stress and strain, it always causes me to pause, to reflect and to reaffirm what is important. Leaders have to lead! Let's make sure our people understand, even in the midst of weight and worry, not to lose perspective and to do those small things that can make a massive differences for them and for others. 1️⃣ Live in the moment and enjoy your people 👩‍👩‍👧‍👧 and experiences (IRL) 2️⃣ Express gratitude (even when the person does what is expected) 🙏 3️⃣ Pay it forward to the person "behind you" 🎁 4️⃣ Say "I love you" 💌 5️⃣ Be brave and seek help in those moments of overwhelm 💔 As always friends, thank you so much for watching, for commenting and for sharing!Duane Morris LLP Duane Morris Institute______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Recorded 9-5-25)At long last, the National Football League (NFL) is back! And, of course our attention properly is focused on our Super Bowl Champion🏆, Philadelphia Eagles! However, the off-season presented a situation relevant to all of our organizations - the dysfunctional experience between the Dallas Cowboys and superstar (and former-Cowboy), Micah Parsons.👀 Friends, background checks matter! Uncovering our would-be employees' downsides and/or, worse, convictions, is crucial! Today's video examines, among other issues, the following: 1️⃣ Whether an arrest can be considered in making an employment decision 2️⃣ When are convictions job-related and consistent with business necessity 3️⃣ Why the articulation of "the exercise of bad judgment" rarely, if ever, will justify relying on a conviction to disqualify an applicantAs always, thank you so much for watching, for commenting and for sharing. I appreciate your support more than you know! 💜🙏🤩Duane Morris LLP Duane Morris Institute______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Recorded 8-30-25)The numbers are staggering. Every year, we see an increase ⬆️ in internal EEO complaints. And, given EEOC and DOJ activity and the administration's Executive Orders, it sure seems as though that trend will continue. 📈 Is your organization ready?💡Do your leaders know what to do when they receive a complaint of harassment, discrimination, retaliation or unfair treatment based on an employee's protected class?❓ Are you sure they understand legally what they are required to do and what they absolutely should not do with respect to these protected complaints?❓❓How about your HR team? ❓❓❓ Are we completely confident that they appreciate the investigation responsibility?❓❓❓❓This week's episode discussed 8️⃣ very common scenarios implicating the investigatory and reporting obligations of both HR and leadership.As always, I hope you enjoy this week's message. I remain so grateful for your support, your commenting and your sharing!🙏 Duane Morris LLP Duane Morris Institute______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Recorded 8-23-25)I am struggling. And, while my concerns certainly and thankfully are not "life and death," they meaningfully have been impacting my life.Throughout my career, I have used countless posts and videos and keynotes and articles to talk about how important is for leaders to ensure that their people are okay. 🫶 Or, just as importantly, that leaders make clear to those people that it's okay to not be okay. 🥹 And lately, I haven't been okay.This week's Leadership Video is very personal and I hope you are accepting of that. 🙏 In it, I discuss how crucial it is for all of us to engage in self-care. For all of us to reach out for help when it's needed. For all of us to understand that it truly is okay not being okay.Thank you in advance for your watching, for your commenting and your sharing. More than that, thank you for your kindness. ❤️ Duane Morris LLP Duane Morris Institute______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Recorded 7-26-25)We've all seen the video 🎥 by now. The Coldplay concert in Boston. Kiss Cam.😘 Obviously, the situation has resulted in A LOT of conversation about power dynamics and workplace relationships.This week's video examines the reaction (and possible overreaction) of many organizations in the face of the Kiss Cam incident. While there certainly can be issues with the allowance of intimate relationships 🫂 between colleagues, I generally do not believe that an absolute prohibition on workplace dating is necessary or prudent. There is nuance and not all workplace relationships are the same or create similar levels of risk.⚖️ Should there be some limits on co-workers of the same level dating? Yep! 🙌Should there be a prohibition between a manager dating anyone over whom the manager has direct or indirect supervisory authority? For sure! 👍Should your organization consider the use of Love Contracts? Please, no. 🙅‍♂️As always, thank you so much for watching, for commenting and for sharing!🙏 Duane Morris LLP Duane Morris Institute______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Recorded 7-13-25)We're finally here - it's SUMMER TIME!🕶️ Beach.🏖️ Mountains.🌄 Lakes.🌊 A lot of employees like to get away from the office or from work and enjoy as much of summer as they can. Some of those employees also want to take off more time than they have. And, be aware that they may seek the assistance of Dr. SummerOff - the health care provider who has no problem providing a note clearing employees from work, whether warranted or not. 🩻💡It is crucial that leaders understand certain responsibilities related to an employee's disclosure of a potentially FMLA-qualifying condition. The obligations include:1️⃣ Recognizing a request for FML A leave when neither the letters F, M, L or A nor the words "leave of absence" are used;2️⃣ Knowing which absences can (and by implication, cannot) be documented;3️⃣ Understanding an employee's reinstatement rights following leave and exceptions to that reinstatement requirement; 4️⃣ Appreciating the importance of neither discriminating nor retaliating against an employee for either taking or requesting leave; and5️⃣ Realizing the absolute importance of communication with HR or the People Team about employees disclosures.Thanks so much for watching, commenting and sharing!Duane Morris LLP Duane Morris Institute______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Recorded 6-28-25)I love the National Basketball Association (NBA) Draft. 🏀 Like, to an irrational degree. I consume a ridiculous amount of content leading up to the 2-day event and I like to see how my own mock draft (yup, I do my own) is similar to what actually happens. 🧐Yes, I'm an enormous dork and, no, my mocks almost never come close to resembling the actual outcome. 🙅‍♂️In this year's draft, Rutgers University's Ace Bailey refused to work out for teams and cancelled meetings he had scheduled with teams. Many "experts" opined 🤔 that Bailey must have a "promise" from a team that the team would draft him. That got me thinking about the statements our hiring managers are making but SHOULD NOT be making during the interview process. Today's video focuses on three areas that those involved should avoid:1️⃣ Promises related to pay increases, bonuses, benefits, job security, etc.2️⃣ Questions related to a candidate's membership in an EEO protected class.3️⃣ Questions related to marital or parental status (those areas that are just too personal).I hope you enjoy the episode! Please comment. 🙏 Please share. 🙏 And, always Trust The Process! (If you know, you know).Duane Morris LLP Duane Morris Institute______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Recorded 6-20-25)💡As the great philosopher, Theodore "Ted" Lasso once said, "I hope either all of us or none of us are judged by our weakest moments, but rather by the strength we show when we are given a second chance." 💡Leaders - it is our responsibility to ensure that our people not only get that second chance, but also to create a roadmap 🗺️ for their achieving that success about which Ted spoke. Our assuming that our people understand how to correct what has gone wrong is, in most cases, naive. In my experience, most people seek to be and to do good and we must provide meaningful documentation designed to assist them. In this week's episode, I identify the 5 key elements of any performance management document. When leaders do this right, they will create a true opportunity for success - and that is the goal! 🥅 Those 5 elements: 1️⃣ Describe the employer's expectation(s) of the employee 2️⃣ Articulate the employee's specific failure(s) 3️⃣ Discuss prior corrective counseling 4️⃣ Articulate the employer's expectations going forward 5️⃣ Make clear the consequences to the employee of not meeting the expectations.As always, please continue to comment and to share. Thank you for your continued support! 🙏Duane Morris LLP Duane Morris Institute______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

In the movie "Up in the Air," George Clooney's character explains to Anna Kendrick's character his choice of which TSA Security line to use: "I'm like my mother. I stereotype. It's faster." ⏩⏩⏩ On a Delta Airlines plane, a flight attendant refuses to allow a physician to assist an ill passenger, presumably because of the physician's gender and/or race. ✈️ Just two examples, one from pop culture and one from 34,000 feet above sea level 🌊, which perfectly demonstrate how unchecked implicit bias can massively impact and infect your workplace. And, while these illustrations are higher profile than the day-to-day in your work environments, the destructive effect remains the same. ☠️Implicit biases are not things about which to be embarrassed or ashamed. In fact, given our varied experiences, the contextual lens through which we all view the world obviously is different. It's our refusal to acknowledge or to take steps to mitigate against these biases which can prevent us from making appropriate and effective decisions. 🙈 🙉 🙊Please comment! Please share! Duane Morris LLP Duane Morris Institute______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Recorded 6-6-25)When I was a kid, my "Uncle" Stevie (my dad's best friend) was my favorite person in the world. He was the kindest and most thoughtful person I knew. He was so much fun to hang out with and always treated my brother and me with such love. ❤️ He was the embodiment of the word "mensch" and all I wanted was to spend as much time as I could with Steve. Tragically, as you will hear in today's video, Steve contracted the AIDS virus and passed away. 💔 Rarely does a day go by without my thinking about my Uncle Stevie.The stark reality is that LGBTQ+ rights and, in many cases, LGBTQ+ members of our community, themselves, are under attack. In our workplaces, many of our LGBTQ+ employees, allies and colleagues feel unseen, feel worried and feel targeted. While there are so many different things we can do, day-to-day, to support this community, I discuss four: ⭐️ Ensuring inclusive language in policies and communications ⭐️ Creating and maintaining a safe and supportive work environment ⭐️ Providing education ⭐️ Being an allyI hope you will continue to share and to comment. Duane Morris LLP Duane Morris Institute Human Rights Campaign GLAAD______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Recorded 5-26-25)The competition of pain occurs when individuals compare their pain experiences with those endured by others. In the workplace, this FAR TOO OFTEN takes the form of an employee in one group believing that their marginalization is more important and destructive than the suffering impacting another in a different group. This competition leads to a lack of empathy and to a feeling of employees being neither seen nor heard. Friends - there is no hierarchy of oppression. 🙅‍♀️We must combat the competition of pain. In this week's episode, I discuss three steps we all can take to mitigate against this comparative misery: 1️⃣ Feel your feelings (but not at the cost of others) 😢😑😊 2️⃣ Practice empathy and kindness ❤️ 3️⃣ Find your "and" ☯️As always, thank you so much for listening, for commenting and for sharing! 🙏 Duane Morris LLP Duane Morris Institute______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Record 5-12-25)As we know, May is Mental Health Awareness Month. As we also know, so many of our colleagues, friends and family members meaningfully struggle with mental health concerns every single day, regardless of the month. ❓ What can we do? 🤔 Robin Williams once said, "Everyone you meet is fighting a battle you know nothing about. Be kind. Always." And, while we all know this statement to be true, far too many of us keep this understanding buried in the back of our brains, under a lot of far less important information. Move that fundamental truism up front. Lead with that understanding. Lead with empathy. Lead with the kindness to which Williams referred. ❤️ In today's episode, I identify possible warning signs⚠️of someone dealing mental health issues. I further address tangible steps we as leaders, as co-workers, and as friends we all can take to help.I hope you will listen. I hope you will share. I hope you will be kind. Always. Duane Morris LLP Duane Morris Institute______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Recorded 5-4-25)A very personal message about leadership. We spent the weekend in Ann Arbor, celebrating the Class of 2025. 🎓 We attended Commencement Ceremonies, spent time with dear friends and family and laughed 🤣 and cried 😭 about the last four years.During the weekend, I also took some time to reflect on how our daughter, Mia Cohen, was able to achieve her goal of attending, and now graduating with honors, from the University of her dreams. 🏫 For her, the journey was marked over and over again by her willingness to take the path less followed. To undertake challenges about which she was unsure and for which success hardly was guaranteed. To never underestimate the power of grinding as hard as possible. It really has come down to one thing - Mia has always been willing to be comfortable being uncomfortable.Leaders take heed. 👂 The easy path is almost never the one that will bear the most fruit. True success happens when we leave our safe space and venture outward, looking for those tests that will push us beyond our known limits. Mia Hope - I am incredibly proud of all you've accomplished. More than that, though, I'm in awe of your process and of your constant striving to be better tomorrow than you are today.Please comment, share and keep the suggestions coming!And, of course, GO BLUE!Duane Morris LLP Duane Morris Institute______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

The challenges organizational leaders face continue to change and to become more complex. One constant, however, remains our need to manage our employees’ performance, whether they are working from our office 🏢 or their office at home 🏠. As we know, proper documentation and managing our employees with empathy are crucial for a myriad of employee relations and litigation (avoidance) reasons. And yet, we hear far too often managers providing excuses for not putting finger to keyboard or pen to paper to let their most important assets, their people, know how they're doing. Today's video takes you through five of the most common articulations I hear from supervisors and managers and why these articulations are not now, never have been, and never will be viable rationales for not managing our people. It will further explain how to respond to managers who use these excuses. The five I will discuss:1️⃣ I don't have time.2️⃣ If I leave it alone, it will get better on its own. 3️⃣ I don't like conflict.4️⃣ I'm worried the performance management might lead to a claim.5️⃣ Out of sight, out of mind.Here's the reality - until and unless leaders understand why performance management is critical, how most effectively to do it won't matter because, plain and simple, they will keep ignoring this crucial responsibility. Have a great week!Duane Morris LLP______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

As a softball 🥎 coach, I constantly tell my players that their best ability is availability. These young women truly understand that if they are not physically and mentally ready to go, their value is diminished, and the potential success of the team is compromised. 👎 As leaders, our best ability is accessibility. The more our employees view us as physically, emotionally and mentally available to them, the better leaders we will be and the more successful our employees will become. 🙌 In this week's video, using a clip from the movie 🎥 "Remember the Titans," I identify three "musts" for all leaders. Leaders - I promise that if you follow these steps, you make yourself more accessible to your employees and, in so doing, you will in a true and meaningfully way increase those employees' experience and performance: 1️⃣ Humanize yourself. 💙 2️⃣ Show interest in your employee's interests. 🙏 3️⃣ Bring the open door to your employees. 🚪 Please comment, please share, please continue to make suggestions for future topics! Duane Morris LLP Duane Morris Institute______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

Most of us spend more time awake with our co-workers than we do with our own family or friends. 👨‍👩‍👧‍👦 👨‍👨‍👦‍👦 👩‍👩‍👧‍👧 We develop friendships with our colleagues. Which, is wonderful. Overwhelmingly, these relationships enhance our workplace experiences and improve collegiality. 😁 However, at times that same sense of familiarity can bring with it a false sense of security. We assume that, just because we are friends at work, we know what that person is thinking today and, should circumstances change, what that same person will think at that time as well. It's as though we have some kind of magical crystal ball.🔮 Folks, I'm here to tell you . . . you have literally (and I'm using the word literally the way it was intended to be used) no idea what someone else is thinking today and you certainly are just as clueless as to they will be thinking a week from Thursday. 📅 Please take a few moments and watch this very important message. Bottom line, inappropriate conduct is inappropriate conduct regardless of who is engaging in the behavior and regardless of how naively you believe (and it is wildly naive) that you have any idea what is going on inside someone else's head. ☠️ Please comment. Please share. Please keep sending ideas for future topics. Thank you! Duane Morris LLP Duane Morris Institute______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

Question for you: Why do managers become managers ❓ ❓ ❓Overwhelmingly, the answer is not because we think they will be effective leaders. Usually these promotions are the result of the person's being technically proficient and successful (however that is defined) in whatever job they held. They were a star!⭐ So, we promote them and wish them the best of luck (🤞🤞 🤞 ) without providing them with the tools they need to embark on their leadership journey. Notwithstanding the massive differences that often exist between technical skills and leadership acumen, we do nothing to prepare the new managers to perform their new roles. We give them their new responsibilities, we say peace out ☮️, and we hope for the best. Friends - leadership is not intuitive for most and unless and until we provide our managers, both new and experienced, with the knowledge they need (and we need them to have), there is NO REASON to believe they will get it right on a consistent basis.So, what do we do? Please watch or listen to my newest video to find out.Please share, comment and continue to provide suggestions for future content! Duane Morris LLP Duane Morris Institute Fargo Moorhead Human Resource Association______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

In the 2009 movie "Up In The Air," 🛩️ George Clooney and Anna Kendrick collaborate to terminate the employment of J.K. Simmons. Clooney, a student of the human condition, simultaneously is direct, respectful and empathetic. Kendrick, a student of data and organizational studies, fundamentally misunderstands how crucial being a person is during these conversations. Bottom line, firing people is on its best day an uncomfortable and unpleasant experience. Unfortunately, too many leaders double down on these inward-focused emotions - they do and say everything they can to make themselves feel better. THIS IS NOT ABOUT YOU! This conversation is entirely and exclusively about the person whose life you have just turned upside down. - Maintain humanity. ❤️ - Be concise and compassionate. ✔️ - Tell the truth. 👩‍⚖️ I promise you, it absolutely is NOT harder on you than it is on the other person. Please comment, please share and, as always, please keep the suggestions coming! THANK YOU!Duane Morris LLP Duane Morris Institute ______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him

(Recorded 3-21-25)If there is one thing we've learned over the last several months and years, all we can predict is a lack of predictability. But how do you, as a leader, respond and react in the face of this seemingly ever-changing workplace landscape? Ask yourself a few questions and be honest with your responses: - Do you come unhinged when a situation does not go as planned❓ - Do you turn plaid (little Spaceballs reference) when an employee does not do as you requested ❓ - Do you get borderline apoplectic when things go a bit sideways❓ Simply, the above-described behaviors are unacceptable even, and especially, in the face of tension, tumult or terror. It is under those circumstances that a leader's demeanor and actions are of paramount importance. So, what can and should the best of us do in the worst of circumstances?Two words: Inspire Calm. I hope you'll listen to this important message and that you will share the post, give us your thoughts, and make more suggestions for future episodes!Oh, and GO BLUE!Duane Morris LLP Duane Morris Institute ______________________________________________________Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.Michael Cohen (215) [email protected]://www.linkedin.com/in/michaelscohen12https://www.duanemorris.com/attorneys/michaelscohen.htmlPronouns: he/him