the Offer with Michael Glinter

Special Guest – Sheila Mathias
   
As we talk more and more about the employee experience in the workplace, we also need to reflect on the need for better organizational and employee development strategies. Mentorship programs can provide many opportunities to help employees who expect development, not just employment, and to address non-linear career mobility. Mentorship helps the company address the younger generation's desire for coaching rather than command-and-control environments. Lastly, amid the growing trend of hybrid and remote work, mentorship helps in environments where employees feel disconnected.

• What is mentorship?
• Mentorship – inside and outside a company
• Giving employees more direction
• Finding a mentor
• How does mentorship benefit the mentor
• 2-Way street and reverse mentoring
• Hidden value and benefits of mentorship to companies
• Decline of mentorship in the workplace and the need for that to change
• Companies' investment in mentorship programs to reduce turnover and increase retention
• The impacts of hybrid and remote roles
• Qualities of a mentor
• Qualities of a mentee

Special Guest
Sheila Mathias
https://www.linkedin.com/in/sheila-a-mathias-mba-jd-phd-8b105a1/  

Sheila is a seasoned regulatory affairs strategist in the pharma/biotech industry, currently serving as a Chief Scientific Officer at a startup biotech company. Sheila has also been both a mentor and a mentee, bringing a dynamic perspective to the relationship between the two.

GLINTER SOCIAL MEDIA AND CONTACT INFO
 Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (LinkedIn)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website) 

Special Guest – Kelly Franklin 

In this episode, we break down why those first three months can define the entire trajectory of a new hire’s success—or failure. Too many organizations take a “figure it out” approach, leaving employees overwhelmed, disengaged, and underperforming. We will walk through what a structured onboarding program should actually look like, how to build a clear and intentional 90-day plan, and the critical role leadership plays in setting expectations, providing support, and driving early wins. Whether you’re a hiring manager, executive, or job seeker, this episode delivers practical strategies to turn onboarding from a gamble into a competitive advantage. 

• When does onboarding actually start?
• What do you believe is the true purpose of the first 90 days?
• What are the biggest mistakes organizations make during onboarding?
• What is the Managers role in the first 90 days – difference between micromanaging and coaching?
• What separates managers who excel at onboarding and those who don’t?
• How is onboarding different for remote workers?
• How to avoid overwhelming new hires with information?
• Importance of Culture and Belonging – helping new hires build internal networks and feel included beyond the “meet the team”
• If you could redesign the first 90 days for every company in the world, what would you change first?

Special Guest
Kelly Franklin
Franklin Consulting and Coaching
[email protected]
https://www.linkedin.com/in/kelly-franklin-96bb3310/ 
Kelly has over 25 years of strategic human resources leadership experience, offering critical insight into the overall employee experience across small to Fortune 500 companies. She provides coaching to individuals to develop and grow their careers and consulting services to companies to drive organizational change, talent management/development, and human resources optimization across their organizations.

GLINTER SOCIAL MEDIA AND CONTACT INFO
Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (LinkedIn)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website) 

 

There has been a growing trend of people taking to social media to blame hiring companies and their processes for their rejections from roles. The truth is, they should be looking at themselves. There are obvious reasons people don’t get hired for roles, and they usually stem from the candidate themselves. In this episode, we take an inward look at why candidates don’t get the positions they believe are a perfect fit for their backgrounds.  

·       Lack of Specificity – “The Fluff Factor”

·       Weak Communication Skills

·       Inconsistent Answers

·       Lack of Learning Abilities

·       Red Flags in Attitude and Behavior

·       Culture Clash

GLINTER SOCIAL MEDIA AND CONTACT INFO
 Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (LinkedIn)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website) 

Special Guest – Flo LaBrado
   
In 2020, I made a major shift in my life. I left the industry that I had been in for over 21 years to pursue fulfillment. I wanted to find something that would help me focus on my values and purpose in life. Sound familiar? We used to call this the midlife crisis; however, in recent years we have seen a major shift, with people in their 20s asking the exact same question.  In this episode, we will explore what finding value and purpose in your career really means and how one actually gets there. 

• What does “purpose” mean in the context of work
• Purpose vs Fulfillment – Fulfillment in the workplace
• Generational shift – the shift from “live to work” to “work to live”
• Navigating the reality of paying your bills while finding purpose
• Feeling Stuck?  How do you get unstuck
• How do you know when it is time to make a change
• One small step someone can take today toward finding a more meaningful career
• Evaluating your current or future company on how their values align with yours
• Flo - If you can give your younger self one piece of career advice, what would it be?

Special Guest
Flo LaBardo
[email protected] 
https://www.oliveandgraceleadership.com/ 
https://www.linkedin.com/in/flo-labrado-msml/  

Flo is a leadership coach who empowers people to achieve their leadership and career development goals with confidence and integrity. She helps professionals make work a vibrant expression of who they are and build healthy organizations. Flo blends coaching, academic research, and practical expertise from 20+ years of leadership. 

GLINTER SOCIAL MEDIA AND CONTACT INFO
 Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (LinkedIn)
  http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website) 

We are diving into one of the most overlooked — and damaging — parts of the hiring process: the worst questions interviewers can ask applicants. In today’s competitive talent market, interviews aren’t just about evaluating candidates — they’re a direct reflection of your leadership, your culture, and your brand. The wrong questions can expose bias, create legal risk, turn off top performers, and cost companies exceptional talent. We’ll break down the outdated, inappropriate, and just plain ineffective questions that still show up in interviews — and more importantly, what to ask instead if you actually want to identify high performers. Whether you’re a hiring manager, recruiter, or executive, this is a conversation that could dramatically improve the quality of your hires and your reputation in the marketplace.

Just wait for the end! The last one will blow your mind!

GLINTER SOCIAL MEDIA AND CONTACT INFO
Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (LinkedIn)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website) 

Special Guest – Josh Troche
  
Employee expectations didn't shift overnight. The evolution of work beyond just a paycheck happened in waves over the last few decades. The tipping point that accelerated these expectations was the COVID pandemic. COVID forced people to reevaluate time, health, family, commute, and purpose. 

Many of you will remember the post-pandemic "Great Resignation," when we saw a clear picture that pay was not enough on its own. We started to see a spotlight on flexibility, respect, burnout, toxic management, and feeling valued.  In this episode, we will talk about the shift and the many expectations that people have today. 

• What has caused the shift
• Vertical vs Horizontal Growth
• Companies being more fluid with job descriptions - putting people in the right roles
• Autonomy and work/life balance
• Remote work expectations
• Abuse of the salary employee
• Leading through goals not the time spent getting to them
• Employees want ownership
• Need for servant leadership
• Recognizing employees contribution to the business success
• Being comfortable with 2-way conversations

Special Guest
Josh Troche
[email protected] 
https://www.pedalstomperproductions.com/ 
https://www.linkedin.com/in/jtroche/  

Josh Troche founded Pedal Stomper Productions, a leading podcast production company that helps businesses elevate their marketing. Before that, he was the marketing and operations officer for a 5-dealership semi-truck network, where he worked to "undo" some of the leadership issues he had seen throughout his career in the automotive, agricultural, and mail-order industries. 

GLINTER SOCIAL MEDIA AND CONTACT INFO
Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (LinkedIn)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website) 

Season 3 Premiere! 

The top reason why people leave jobs is Poor Management ("The Bad Manager Effect"). The saying "People don't quit jobs, they quit managers" has held true for decades. Gallup consistently finds that roughly 60% to 70% of resignations are tied directly to their manager. 

In this episode, we will explore the DNA of a Bad Manager and the different strands/genes that make up some of the worst managers of all time.  

1. Narcissism Strand – the ME Gene 
2. Micromanagement Strand - Insecurity Gene
3. Control Strand - Divide and Conquer Gene
4. Ambiguity Strand - Shadow Gene
5. Firefighter Strand - Reactivity Gene 

GLINTER SOCIAL MEDIA AND CONTACT INFO
Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (LinkedIn)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website) 

Special Guest - Sharon Rodriguez

What is Gaslighting?  We explore a tactic often used by everyone at some point in their career to manipulate people into getting what they want. While it's often not considered bullying, and most people don't even know they are doing it, it is a true danger to the workplace.
 

• What is Gaslighting
• Difference between Gaslighting and Narcissism
• Effects of the experience and how it affects people
• Examples of Gaslighting 
• How can people manipulate you to get a promotion instead of you
• Document the pattern of behavior
• Narcissists in the workplace and how they are connected to Gaslighting
• Narcissism vs Confidence
• How do you deal with Gaslighting

Special Guest - Sharon Rodriguez
https://www.linkedin.com/in/sharonmrodriguez/
[email protected]
Sharon is an amazing HR leader with an extensive background in helping companies with HR initiatives and doing the right things for their employees.

GLINTER SOCIAL MEDIA AND CONTACT INFO
Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (LinkedIn)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website) 

Special Guest - Andrea Ahlsen
 
Everyone has bullied in their life.  But in the workplace, it's a big problem, and companies do little about it.  This podcast will explore and define workplace bullying, its prevalence, and what companies and victims can do about it. 

• Bullying vs Hostile Work Environment
• Special Guest - Andrea Ahlsen
• What is Bullying?
• Glinter Exposed - I am a bully, but everyone is
• Identifying bullying behaviors and how they impact the workplace
• Companies' failure to identify and manage the problem
• Emotional Intelligence 
• What can companies do differently to solve this problem
• How should victims handle bullying

Andrea Ahlsen
https://www.linkedin.com/in/learningdisruptor
[email protected] 

GLINTER SOCIAL MEDIA AND CONTACT INFO
Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (LinkedIn)
 http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website) 

Special Guest: Logan Marsh

As the baby boomer generation retires and employees expectations have changed, it is even more important now to focus on employee retention. Companies need to do more for their employees and find ways to attract and keep their people!  This podcast will look at how companies can find ways to create a work environment that will encourage success and retention in the workplace.


Logan Marsh
https://www.linkedin.com/in/loganmarsh/
[email protected]

GLINTER SOCIAL MEDIA AND CONTACT INFO
Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (LinkedIn)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)