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

Special Guest - Tanika MccullochTanika has been in the HR field for two decades and has had the opportunity to work with several Fortune 100 companies.  She has an amazing perspective and approach to HR that would drive any company to rethink their way on how they handle diversity and inclusion.  She is a diversity and inclusion expert.Today's Podcast PerspectiveWhat companies are NOT doing right about InclusionDiversity is more than how you lookCompanies and how some think they aren't readyWhat about when companies say - the non diverse people are the ones qualifiedEnvrionmental and early age social impact effects people long termStereotypes even HR people haveDo trainings on diversity and inclusion workHolding people accountable to Diversity/Inclusion Splitting performance reviews split 50/50 - 50% How well your operations perform and 50% your people and driving inclusionCreating an inclusive environment and how it effects your poductivity and profitabilityPeople stop and judge at someone's look and have a bias, but Diversity goes beyond looksIf you are wondering the ethnicity of the girl in the picture on my post on 3/20 @ 2:30pm  - she is HispanicTanika Mccullochtlindseymcculloch@gmail.com HR Leader with experence with several Fortune 100 Companieshttps://www.linkedin.com/in/tanikamcculloch/GLINTER SOCIAL MEDIA AND CONTACT INFO michael@michaelglinter.com (Email)https://www.michaelglinter.com/podcast-1 (Podcast) http://www.linkedin.com/in/michaelglinter2 (Linked In)#MichaelAGlinter (Twitter)http://www.facebook.com/michael.glinter (Facebook)https://www.youtube.com/c/MichaelGlinter (YouTube)www.michaelglinter.com (Website)

Special Guest: Dr. Lori Baker-Schena, MBA, EdDLori brings 25 years of education, journalism, and public relations experience. Her professional career reflects a journey … not a destination. She has continually re-invented herself based on three factors: a) passions b) ability to impact others and c) ability to find joy every day. She delivers professionals speeches to a variety of audiences; offering individual executive coaching and leadership retreat presentations; and providing team building, communications training, and conflict management skills to company leaders and employees nationwide. Her passion is helping organizations increase and enhance productivity, profitability, employee engagement, and customer service. Balancing your professional and personal life can be challenging, but it's essential. Here's how to improve your work-life balance today. Join Lori and me as we talk about how to be successful while having a balanced life! Guest InformationDr. Lori Baker-Schena, MBA, EdDProfessional Speaker and Leadership ConsultantLinkedIn: https://www.linkedin.com/in/loribakerschena/Website: www.loribakerschena.comGLINTER SOCIAL MEDIA AND CONTACT INFO𝐌𝐢𝐜𝐡𝐚𝐞𝐥𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉  michael@michaelglinter.com  (Email)https://bit.ly/michaelglinter  (Podcast)http://www.linkedin.com/in/michaelglinter  (Linked In)#MichaelAGlinter (Twitter)http://www.facebook.com/michael.glinter   (Facebook)https://www.youtube.com/c/MichaelGlinter   (YouTube)www.michaelglinter.com   (Website)

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

Special Guest - Joel HowellJoel Howell, MBA, "Living Life Full on Purpose", brings 20+ years of industry experience along with 15 years working for PWC.  Joel brings a level of creativity, innovation, and style to everyone that crosses his path.  He has an array of talent and expertise in HR leadership, employee engagement, talent development, diversity & inclusion (local/global), coaching for high performance, motivational speaking, and advanced facilitation.  His goal in life is to live full on purpose and to pass that energy on to everyone that he comes in contact with.  Today Joel will introduce our new series on my podcast around Inclusion and Diversity in the workplace.  Joel brings a tremendous track record of excellence in this area and will add significant value in laying the foundation for our new ongoing Highlights from Today's PodcastDifference between Inclusion and Diversity Initiatives (NOT Programs)You can't separate Diversity and Inclusion - you must have both.How can you drive a successful Diversity and Inclusion Initiative when you have all white males at the top of your organizationGetting executives engagedStarting an inclusion or diversity programFocus groups and people being comfortable to speakGovernment views on diversity and inclusion and how it effects our abilities to drive these programsWhat has PWC done right?Are these Initiatives keeping stereotypes and discrimination alive?Mentors in the workplace helping drive inclusionJust because someone looks a certain way doesn't mean they identify a certain wayAre the EEO Questionnaire's people fill out - outdated?Generational gaps holding us back.Special Guest - Joel Howellhttps://www.linkedin.com/in/joel-howell-phr-5a55414/GLINTER SOCIAL MEDIA AND CONTACT INFOmichael@michaelglinter.com (Email)https://www.michaelglinter.com/podcast-1 (Podcast)http://www.linkedin.com/in/michaelglinter2 (Linked In)#MichaelAGlinter (Twitter)http://www.facebook.com/michael.glinter (Facebook)https://www.youtube.com/c/MichaelGlinter (YouTube)www.michaelglinter.com (Website)

Special Guest: Tim KubiakBusiness geek, sales leader, technology nut, book worm & usually the only guy wearing a bowtie...on Tuesdays. Providing Sales Leadership, Strategic Vision, Irreverent thoughts (mostly on corporate culture), and powered by an endless supply of black coffee. Tim brings over 30 years of award-winning sales excellence.  He has noteably delivered double-digit revenue growth across complex multi-theater, multi-region, global accounts. Whether challenged to design and execute sales and product diversification strategies, identify and establish partnerships to design unique “as-a-service” solutions, and/or start-up and lead global sales organizations and teams, he has consistently captured new revenue opportunities, penetrated new accounts, and boosted sales performance.On today's show, Tim and I are going to discuss the keys to being a successful salesperson,  sales leader, and starting up a business driving sales successfully.  If you are trying to sell, don't be held back by putting yourself in a box.  Go beyond the box.  If you are developing a sales team, you need to understand what motivates people and how to grow your team organically.Starting up a business?  What are some of the key things to consider to be a success?How do you compete against companies like Amazon?GUEST INFOTim Kubiaktim@timkubiak.com https://timkubiak.com https://podcast.timkubiak.com/  - Podcast Bowties and Business GLINTER SOCIAL MEDIA AND CONTACT INFO𝐌𝐢𝐜𝐡𝐚𝐞𝐥 𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉 michael@michaelglinter.com  (Email) https://bit.ly/michaelglinter  (Podcast) http://www.linkedin.com/in/michaelglinter  (Linked In) #MichaelAGlinter (Twitter) http://www.facebook.com/michael.glinter   (Facebook) https://www.youtube.com/c/MichaelGlinter   (YouTube) www.michaelglinter.com   (Website)

Special Guest: Jacqueline 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 michael@michaelglinter.com  (Email) https://bit.ly/michaelglinter  (Podcast) http://www.linkedin.com/in/michaelglinter  (Linked In) #MichaelAGlinter (Twitter) http://www.facebook.com/michael.glinter   (Facebook) https://www.youtube.com/c/MichaelGlinter   (YouTube) www.michaelglinter.com   (Website)

Special Guest: Elizabeth LotardoJoin Elizabeth and me today as we talk about a purpose-driven culture and mindset.  Even if your management does not support the initiative, you can live your life with a purpose to grow personally and professionally! Elizabeth Lotardo is a consultant, researcher, and co-author of Selling with Noble Purpose:How to Drive Revenue and Do Work that Makes You Proud.As the VP of Services at sales leadership consultancy McLeod & More, Elizabeth leads salestransformation initiatives for clients like Oracle, G Adventures, and Fiserv. She is a popularLinkedInLearning author, and her work has been featured in The Wall Street Journal andon NPR.With an undergraduate degree in advertising from Boston University and a Master’s inOrganizational Psychology, Elizabeth has enabled firms to drive employee engagement,competitive differentiation, and ultimately revenue. Elizabeth LotardoMcLeod & More, Inc.Book: Selling with Noble Purpose: How to Drive Revenue and Do Work That Makes You Proud Email - elizabeth@mcleodandmore.com https://www.linkedin.com/in/elizabethlotardo/ GLINTER SOCIAL MEDIA AND CONTACT INFO𝐌𝐢𝐜𝐡𝐚𝐞𝐥 𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉 michael@michaelglinter.com  (Email) https://bit.ly/michaelglinter  (Podcast) http://www.linkedin.com/in/michaelglinter  (Linked In) #MichaelAGlinter (Twitter) http://www.facebook.com/michael.glinter   (Facebook) https://www.youtube.com/c/MichaelGlinter   (YouTube) www.michaelglinter.com   (Website)

Special Guest: Jeff HarrySeason 3 Launches with a 3rd addition of Bad Bosses with a TWIST!  Rather than focusing on the negative, we are going to focus on creating a place of fun and encouragement.Jeff Harry shows individuals and companies how to tap into their true selves, to feel their happiest and most fulfilled — all by playing. Jeff has worked with Google, Microsoft, Southwest Airlines, Adobe, the NFL, Amazon and Facebook, helping their staff to infuse more play into the day-to-day. Jeff is an international speaker who has presented at conferences such as INBOUND, SXSW, and Australia’s Pausefest, showing audiences how major issues in the workplace can be solved using play. Jeff was selected by Engagedly as one of the Top 100 HR Influencers of 2020 for his organizational development work around addressing toxicity in the workplace.His playwork has been featured in the New York Times, AJ+, SoulPancake, the SF Chronicle, and CNN. While we spend most of our time pretending to be important, serious grownups, it's when we let go of that facade and just play, that the real magic happens. Fully embracing your own nerdy genius — whatever that is — gives you the power to make a difference and change lives. ​ Jeff believes that we already have many of the answers we seek, and by simply unleashing our inner child, we can find our purpose and, in turn, help to create a better world. Jeff HarryRediscover Your PlayTop 100 HR Influencers of 2020 By Engagedlyjeff@rediscoveryourplay.comGLINTER SOCIAL MEDIA AND CONTACT INFO𝐌𝐢𝐜𝐡𝐚𝐞𝐥 𝐆𝐥𝐢𝐧𝐭𝐞𝐫𝑹𝒆𝒔𝒖𝒎𝒆/𝑳𝒊𝒏𝒌𝒆𝒅𝑰𝒏/𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 𝑬𝒙𝒑𝒆𝒓𝒕 • 𝑪𝒂𝒓𝒆𝒆𝒓/𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑪𝒐𝒂𝒄𝒉 michael@michaelglinter.com  (Email) https://bit.ly/michaelglinter  (Podcast) http://www.linkedin.com/in/michaelglinter  (Linked In) #MichaelAGlinter (Twitter) http://www.facebook.com/michael.glinter   (Facebook) https://www.youtube.com/c/MichaelGlinter   (YouTube) www.michaelglinter.com   (Website)

Special Guest: Jen Warneld Jen is a quality-driven business development and talent acquisition leader dedicated to fostering long-term relationships and implementing strategic initiatives that go beyond simply accomplishing targeted goals. 20+ year history developing and partnering with senior leadership within the healthcare, information technology, finance, engineering, distribution, and production industries; identifying and securing top talent for critical roles.  Her passion is people. The right people.          Today's Podcast PerspectiveCompanies - have you ever asked a candidate why they are interested, and their response is, "I need a job?" - Not being interested in the role?Negative impacts both on the company and the candidateClient impact because of supplier turnover - Reputation, Synergy, RelationshipsImpact of job changing on a resumeIt is a small world.  Are you ready for Karma to kick you in the butt?Costs affiliated with hiring someone that leaves after 6 monthsCovid19 has fanned the flames and how it comes around due to layoffs, increased chances of crossing pathsRed Flags during an interview - what we look forGoing Dark or Ghosting, unresponsiveness loses interestCompanies have to take responsibility in responding or confirmation of resumes Common sense candidate mistakesKnow the name of the company and what they doUnderstanding the company's brands before you interviewStop Lying your way through a question!Why are you interested? Be AuthenticPitching experience that has no relevance to what the company doesAdmitting what you are looking for Accepting some candidates are willing to take a step back for good reasonsAre you looking for a Rich Career or a Wealthy Career?Dreaded Question - What did you not like about your last job?Stop talking negatively in an interview!Spinning a negative comment to a positive oneBringing KPIs and Metrics to your response to spin it positivelyWhat skills do you have that works well for this position? - you better know the roleRemember the STAR methodIn-Person / Zoom Interview TragediesTake the time to prepare when you are on camera, not just dress, but everything around you including reflections in windowsBe careful how you react to distractions when on a zoom callHow both parties respond to situations on a zoom call speaks volumesEye contact can sometimes indicate a lack of interest or lyingBe aware that sometimes lack of eye contact can be other thingsGUEST INFORMATION!Jen WarnedDirector Talent Acquisition JumpCrewhttps://www.linkedin.com/in/jenwarneld/ https://jumpcrew.com/   GLINTER SOCIAL MEDIA AND CONTACT INFO michael@michaelglinter.com (Email) https://bit.ly/michaelglinter (Podcast) http://www.linkedin.com/in/michaelglinter2  (Linked In) #MichaelAGlinter (Twitter) http://www.facebook.com/michael.glinter  (Facebook) https://www.youtube.com/c/MichaelGlinter  (YouTube) www.michaelglinter.com  (Website)  

Season 2 is Here!!   After 21 years of working in the staffing industry, I decided to start this podcast to help people be more successful in finding jobs and companies/recruiters finding people.  It has grown just a bit outside the box to include working environments and dealing with the ever-changing dynamics in the workplace, along with Diversity and Inclusion. I was initially going to start the season with Bad Bosses 2. However, I decided to do this episode since it’s a little more light-hearted and funny. Today – We will enjoy the top 10 funniest candidate moments I have experienced over the last 21 years! Special Note: I am actively recruiting for Season 2 Podcast Guests.  If you want to be apart of our journey, want free advertising for your business or company, or like to banter with a guy like me on my show – please reach out to me at glinter@podcasttheoffer.com  GLINTER SOCIAL MEDIA AND CONTACT INFO glinter@podcasttheoffer.com  (Email) https://www.michaelglinter.com/podcast-1 (Podcast) http://www.linkedin.com/in/michaelglinter2 (Linked In) #MichaelAGlinter (Twitter) http://www.facebook.com/michael.glinter (Facebook) https://www.youtube.com/c/MichaelGlinter (YouTube) www.michaelglinter.com (Website) 

Special Guest - Monique Lanaux - PepsiCo -  Senior Director, Global Diversity & Engagement       Monique has been a leader with PepsiCo/Frito-Lay for 15 years and has quickly progressed to her role in Diversity and Engagement within the organization.  This conversation was inspiring.  It was an incredible story of how PepsiCo not only drives their D&I program forward but how they start the process of education at the very beginning when the employee starts at the company.  THIS, my friends, will be a lesson learned on how COMPANIES should execute their programs!  This is a MUST listen to the episode.            Today's Podcast Perspective What do companies with successful D&I Cultures and Programs do differently?Making Diversity and Inclusion a business priorityPepsiCo starts their employees on Day 1 with Training and Program involvementDiversity, Inclusion, Belong, EngagementEducated about non-negotiables at PepsiCoTeaching employees how to handle being uncomfortableWhat you share creates the landscape on what is or is not acceptable behaviorWhat is Courageous Engagement?Employees are taught to have Courageous conversations and how to engage their team.  You can't wait till there is a problem, you need to begin with education and should be part of your onboardingIt is essential to understand what your leaders stand forWhat is stopping companies from growing Diversity to the Top! Equity?There must be a shared and common leadership from top-downTake ownership of the current state of your organizationWhat about roles that often are categorized as "male-based" or "female-based" roles? Do you try to break that trend?Considering your pool of candidates to make sure you have an equitable pool of candidates.Consider the makeup of your interview teamWhat about people that are forgotten - Blind People? People with AutismPepsiCo's outreach to the forgotten onesSelf-Identification Campaign to help create a program to help forgotten peoplePartnering with organizations to expand and actively bring diverse groups of people into the organizationWhat kind of resources are available for education?  What can companies do to start their journey indeed to become and Diversity and Inclusive organizationLeadership MUST sponsor the change - it starts from the CEODoes a person of color have to be the leader of a D&I program?  Can a gay person or disabled person garner the same amount of respect?The leader should be more about where they came from and how they grew to the role and their identity.GUEST INFO  Monique Lanaux  Senior Director, Global Diversity & Engagement at PepsiCo  https://www.linkedin.com/in/monique-lanaux-7665115/     GLINTER SOCIAL MEDIA AND CONTACT INFO michael@michaelglinter.com (Email)   https://www.michaelglinter.com/podcast-1 (Podcast)   http://www.linkedin.com/in/michaelglinter2 (Linked In)   #MichaelAGlinter (Twitter)   http://www.facebook.com/michael.glinter (Facebook)   https://www.youtube.com/c/MichaelGlinter (YouTube)   www.michaelglinter.com (Website)  

Special Guest – Tina Brinkley Potts      Tina Brinkley Potts is an award-winning author,  strategist, online marketing trainer, and high-performance coach. Coaches, consultants, experts, and small business owners from over 70 countries watch and apply Tina's video training and strategy sessions to grow their businesses and careers to expert status. Tina's expertise includes creating client attraction systems that integrate your desired lifestyle and personality, and so they can chart their unique path to the dollar amount they desire. When she serves on boards, she facilitates two distinct areas of improvement: Automation and diversity and inclusion. She is willing to have hard conversations to create thriving cultures and profits. For more information about Tina, visit tinabrinkleypotts.com        Today's Podcast PerspectiveUtilizing technology to increase revenue and incomeExpanding your footprint when it comes to the digital/online spaceBuilding a presence including Websites, Profiles, and your Online BrandHow you create websites can matterYou do have to start somewhere and don't necessarily need a ton of moneyJust because you are a good employee, it doesn't mean you are a good business ownerCreate a budget for your businessHow do you price your product and services?Why is pricing low to get traction badYour better off selling why they should pay more for you or the productSet a marker on what your sustainability goal is to surviveExercises to go through to determine the potential of your businessAre your expectations realisticYou create your value - you set the price and create that valueDefine how your experience will add value to your service and productPivoting by using your hard skills to sell a product or servicePivoting to be your boss, your previous employers can be your best clientsWhen should you pay for marketing and servicesThe best source of outreach is VIDEOCheck this out from Tina!https://whisperer.clientattractionsystems.net/4-campaign-foundation GUEST INFORMATION AND SERVICES! Tina Brinkley Potts Keynote Speaker | Online Marketing Trainer | Online Course Development | Coaching Business Development  https://www.linkedin.com/in/tinabrinkleypotts/ http://tinabrinkleypotts.com/   GLINTER SOCIAL MEDIA AND CONTACT INFO  michael@michaelglinter.com (Email)  https://bit.ly/michaelglinter (Podcast)  http://www.linkedin.com/in/michaelglinter2  (Linked In)  #MichaelAGlinter (Twitter)  http://www.facebook.com/michael.glinter  (Facebook)  https://www.youtube.com/c/MichaelGlinter  (YouTube)  www.michaelglinter.com  (Website)   

Special Guest: Claire Chandler     Claire brings 30+ years of HR and Talent Acquisition background. She has spent years working with employee/candidate experiences and how managers develop and grow their employees.  She brings a great mix of experience, guiding people on employee behaviors and how to create a positive and productive work environment.           Today's Podcast PerspectiveCandidates / Employees impact by the Pandemic/Covid19 and how Employers deal with those impactsMental health challenges and stresses are not bubbling to the topTwo-Income Households - how do companies handle working arrangements when kids are forced to do virtual learningParents have to choose between their jobs and their kidsCompanies need to stop being so stuck in past ways of doing thingsIs it fair for people that are single or don't have hardships have to pick up the slack?Understanding what are reasonable accommodationsHow does FMLA play a part during a pandemicCompanies have to decide for all their employees, how do you handle special exceptionsYou can make special exceptions, especially if positions are not deemed essential employees in the field Companies pivoted think it was going to be interim, but now since it's a long term effect there are complications on managing differentlyHow do you get employees back to work safelyEmployee productivity issues - making decisions on an office by office basisIt would help if you considered people's situation in ways never done beforeCompanies have also to consider dual family incomes and children homeschoolingRe-Shaping the way we work from working from home, remote workspaces, closing down offices and doing everything virtuallyManaging people in the Pandemic, Consider the mental health and stresses people have before reactingBeing empathetic without giving too much flexibilityWhen you create a difficult environment that doesn't allow for flexibility performance and productivity will likely go downOrganizations and Leadership need to be collaborative but there is no such thing as black and white situationsMiddle Managers are in the most precarious position with all of this happening because they are the messenger, but not the decision-maker.  GUEST INFORMATION! Claire Chandler President & Founder | Talent Boost E:  claire@talentboost.net www.clairechandler.net Schedule it now: ClaireChandler.net/talk-to-claire GLINTER SOCIAL MEDIA AND CONTACT INFO michael@michaelglinter.com (Email) https://bit.ly/michaelglinter (Podcast) http://www.linkedin.com/in/michaelglinter2  (Linked In) #MichaelAGlinter (Twitter) http://www.facebook.com/michael.glinter  (Facebook) https://www.youtube.com/c/MichaelGlinter  (YouTube) www.michaelglinter.com  (Website)    

Special Guest - Lucas O'Ryan - LGBTQ Educator! Hire Him to Educate your Company   Lucas is back on the show!  He was one of the most downloaded podcasts in Season 1!  Today Lucas brings us guidance on the dos and don't's on how to treat LGBTQ people in the workplace, what you can't do! What you can't ask!  How do we help all people feel included?  Lucas will talk about his personal experiences as a Transgender male but also guide us through hypothetical scenarios and how to handle them.        Today's Podcast Perspective Cultivating a positive work environment for all peopleWhen should you tell people you are Transgender?Disclosure to the hiring manager or HR professional - when it is importantIf there is no effect on you doing your job, then disclosing does not matterSome may want to know how the company responds upfront, where-as many would keep it to themselves.Personal situations will dictate how someone proceeds on disclosureRecent law changes and Supreme Court decisions have encouraged the population to feel comfortable, but it does not change Bias'Situations may arise where someone is forced to disclose (i.e., courtrooms)Using outside resources to educate with a high degree of need for educationHow are needs assessed by an educator - are there pre-existing reasonsNeeds assessment Specific demographics have preconceived negative feelings toward LGBTQStigmas within specific races and groupsDiversity Groups are discriminatory to other groups like LGBTQBreaking the ice with people that are not acceptingBringing up faith to bridge the gapApproaching a situation where you feel discriminated Engaging the employee or coworkerCompanies need to check-in with your staff, do a survey, figure out where the barriers are Lucas O'RyanTransgender Advocate / Speaker / Educator / Coach lucasoryan87@gmail.comhttps://www.linkedin.com/in/lucas-o-ryan-a960121a6/   GLINTER SOCIAL MEDIA AND CONTACT INFO michael@michaelglinter.com (Email) https://www.michaelglinter.com/podcast-1 (Podcast) http://www.linkedin.com/in/michaelglinter2 (Linked In) #MichaelAGlinter (Twitter) http://www.facebook.com/michael.glinter (Facebook) https://www.youtube.com/c/MichaelGlinter (YouTube) www.michaelglinter.com (Website)

From a Staffing/Talent Aquisition professional perspective, we get 100s of resumes a day.  For those candidates that don't get calls; many times they blame the staffing professional rather than themselves.  If they are lucky enough to get a call, if they don't get the job they blame the process, the market, the hiring people.  This episode is focused on what job seekers really need to know about what they can do to change the results.Listener response - blaming companies, lack of jobs, and recruiters for people not getting jobsUnderstanding the market today - recapWorst thing a candidate can doReasons why people don't get call backs and don't get selectedWays to change things - taking control and getting results.SOCIAL MEDIAL AND CONTACT INFOmichael@michaelglinter.com (Email)https://www.michaelglinter.com/podcast-1 (Podcast)http://www.linkedin.com/in/michaelglinter2 (Linked In)#MichaelAGlinter (Twitter)http://www.facebook.com/michael.glinter (Facebook)https://www.youtube.com/c/MichaelGlinter (YouTube)www.michaelglinter.com (Website)

Special Guest - Sal Brucato  Season 1 Bad Bosses was the most downloaded episode of the season.  After many emails and requests, Bad Bosses 2 has arrived.  Sal Brucato is a VP of Operations with over 30 years of leadership and management experience.  He has seen, heard, and done it all.  Join us today as we talk about the good and the bad of leadership and how we can drive a better culture.Bringing awareness to bad boss behaviorsTop characteristics of what makes a bad bossNo one can make the Boss happy - No GuidanceVerbally demeaning and criticize people in front of others.Talks about other people disparagingly in front of staff in meetings Does not do anything to develop internal employees. Boss is never happy - do not communicate expectations but when things fail you are the first to get blamedOften employees will leave in situations where you can't get proper guidance from your BossGossipping.  Common sense says we do not want childhood behavior in the workplace What do you do when your Boss is the person gossippingBoss doesn't want to develop people underneath them. Threatened?Boss believes he is always right, never wrong.Making erratic decisions and blaming his employees when it doesn't workEmployees then chase a dartboard that they can't seeWhat makes a good boss?Drop the Ego / Be more collaborativeHR Departments needs to do better at identifying leadersTrust your teamUnderstand your employees and their situationLeave the Ego at HomeStop taking credit for your employee's ideas!Special Guest Info - Sal Brucato https://www.linkedin.com/in/sal-brucato-8825a825/  GLINTER SOCIAL MEDIA AND CONTACT INFO michael@michaelglinter.com (Email) https://www.michaelglinter.com/podcast-1 (Podcast) http://www.linkedin.com/in/michaelglinter2 (Linked In) #MichaelAGlinter (Twitter) http://www.facebook.com/michael.glinter (Facebook) https://www.youtube.com/c/MichaelGlinter (YouTube) www.michaelglinter.com (Website) 

Special Guest Jeff Ruby      Jeff brings 30 years of leadership and coaching experience providing tools, strategies, and step-by-step exercises from RedRock Leadership training programs used by hundreds of companies worldwide.  Just because you are part of leadership doesn't mean you are a leader. Redefine what it means to be a leader with Jeff Ruby's authentic and insightful keys to collaborative leadership… and forge the path to success in business and life.  In today's podcast, we will talk about what it takes to identify and grow strong leadership within an organization.Today Jeff and I will talk about:Defining Emotional IntelligenceDelivering difficult news with a balanced approach to peopleThinking things through when addressing problems and issues while managing emotionsManaging your heart rate and fight-or-flight mentality to approach situations with a level headCan all managers be emotionally intelligent?Environments often dictate how successful people can be emotionally intelligentThe thought that leaders should not wear emotions on their sleeves is wrong.  Anyone that thinks you have to leave your emotions at the door is a short cut.How can companies approach the issues?Companies have to know they can get better to drive a culture changeWhat options do Leaders have if they do not find developmental training in their company?Utilize outside resources: Coaches, Trainers, and Colleagues to growQuitting your job to chase a solution for personal growth is not a solution5 Key Skills for Emotional IntelligenceSales Mentality vs Doctor MentalityLeading by Example and surrounding yourself with the right people building the competency you are not going to just react will result in success.  Special Guest Information Jeff Ruby Founder & CEOhttps://redrockleadership.com/ Email: cjruby@redrockleadership.com LinkedIn: https://www.linkedin.com/in/jeffrubytampa/ Book: Author of "Red Rock Leadership" GLINTER SOCIAL MEDIAL AND CONTACT INFOmichael@michaelglinter.com  (Email) https://www.michaelglinter.com/podcast-1   (Podcast) http://www.linkedin.com/in/michaelglinter   (Linked In) #MichaelAGlinter (Twitter) http://www.facebook.com/michael.glinter (Facebook) https://www.youtube.com/c/MichaelGlinter  (YouTube) www.michaelglinter.com   (Website)    

Special Guest Chris Milot    Chris Milot has a very diverse background in Military, Government, Education, and Corporate America.  He has had the opportunity to see how D&I transcends all industries, environments, and organizational cultures.  He spent the last 25 years driving Learning and Organizational Development programs, change management, and instructional design & analysis. Chris has an exceptional level of versatility gained from a wide array of managerial roles and technical skills in strategic planning, diversity & inclusion, project management, new business development, retail training, sales, and talent management. Today Chris and I will talk about: Defining diversity depending on the organizationGrowing beyond the silos of an organizationGaps in the hiring process How are companies falling shortMilitary vs Civilian D&I programsServing the same purpose - The military can do betterMilitary employees transitioning to the civilian world have seen discriminationOvercoming Bias - Military employees becoming valuable leadersPTSD Stigma  feeding stereotypesWhat can companies do differently?How can military employees feel comfortable entering an unstructured environment? Senior Leadership needed to be involved in training Special Guest Information Chris MilotTraining, Learning, and Development LeaderUS Army VeteranEmail: christophermilot@gmail.com LinkedIn: https://www.linkedin.com/in/christophermilot/ GLINTER SOCIAL MEDIAL AND CONTACT INFOmichael@michaelglinter.com  (Email) https://www.michaelglinter.com/podcast-1   (Podcast) http://www.linkedin.com/in/michaelglinter   (Linked In) #MichaelAGlinter (Twitter) http://www.facebook.com/michael.glinter (Facebook) https://www.youtube.com/c/MichaelGlinter  (YouTube) www.michaelglinter.com   (Website)   

Special Guest Nicholas Hinrichsen    Today's guest is Nicholas Hinrichsen, who got his MBA at Stanford in 2013 and started a company after graduating. Nicholas went through the startup accelerator YCombinator in 2014, raised $10M in Venture capital, and sold his business to Carvana in 2017. At Carvana, Nicholas ran a team of 160 people. He was in charge of his team when COVID hit in March, and his whole team transitioned to work from home.  Nicholas left Carvana in June to start WithClutch.com, a digital platform to refinance your auto loan. Car owners can save thousands of dollars in less than two minutes, and his new company is currently working fully remotely as well. During the first nationwide shutdown in America History, companies had to figure out how their employees could navigate their roles while working remotely.  Many of these companies were hoping by now that we would be fully back at work and back to a new normal.  However, in light of the recent changes in the virus, many states are pushing back their openings, sending more people home, and the climate once again is changing.  Today, Nicholas and I talk about the shift to working from home, how to navigate an organization with a remote workforce better, and ways you can maximize your productivity while keeping people safe. Special Guest Information Nicholas HinrichsenCEO of ClutchEmail: nicholas@withclutch.comLinkedIn: https://www.linkedin.com/in/nicholas-hinrichsen/Company Website: withclutch.com/about-us  GLINTER SOCIAL MEDIAL AND CONTACT INFOmichael@michaelglinter.com  (Email) https://www.michaelglinter.com/podcast-1   (Podcast) http://www.linkedin.com/in/michaelglinter   (Linked In) #MichaelAGlinter (Twitter) http://www.facebook.com/michael.glinter (Facebook) https://www.youtube.com/c/MichaelGlinter  (YouTube) www.michaelglinter.com   (Website)