the Offer with Michael Glinter

Special Guest: Jordan R - Extensive background in HR 

Negotiating Salary can be one of the hardest and most challenging things for both parties. Everyone wants to be paid fairly, however companies don't have unlimited pocket books. So today we explore the why's and why not's of the salary negotiation.

Breakdown of today’s podcast:

• States where you can't ask about compensation
• Why candidates don't want to disclose compensation
• Candidates expectations can change after interviewing
• Advantages telling 3rd party recruiters your compensation
• Starting to Negotiation - Go High may push the company away 
• Candidates do not like the back and forth either
• Jordan R brings insight to Salary
• Paycheck Stubs or proof of salary/employment
• Laws protecting candidates 
• Companies limitations to pay 
• Equal pay vs marketplace/market analysis
• Title does NOT always dictate the value of a position
• Compensation evaluation within the industry
• Understanding pay based on the scope of responsibilities.

Guest Info
Jordan R
[email protected]

GLINTER SOCIAL MEDIA AND CONTACT INFO
[email protected] (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)

Special Guest: Jade Alexander-Esteves

Jade has been a Champion for Change in the workplace.  She has been teaching people and creating envrionments which address cultural inclusion from all identities for many years.  She talks about a perspective of both visual and non visual discrimation and biases which we use every day and how we can create a better inclusion focused environment.

• Jade's Journey
• Exposure to diversity challenges closer to the top
• Jade's push to instill Diversity in the workplace and the struggles
• How people's view on "looks" impact limitations on inclusion
• Society exposure - growing up in a white conservative environment
• Helping educating people 
• Religion in the workplace 
• Accepting a position and accepting the employee policies and standards outweigh any social protections
• Inclusion in the workplace and why keep it alive or not? Supporting stigmas?
• What about days or months specified to celebrate stereotypes?
• Generational?  No - Baby Boomers are teaching their grandkids their values
• Millennials are more focused on Social Responsibility
• Barriers to enter the executive board 
• Making biases based on what we see
• Asking people about kids, family, chilldren is NOT illegal if it is not a violation of protected classes
• Visual Looks and Attractiveness comes up as a very common issue in the workplace and how they identify - ADA violations
• Hidden Identities and stopping biases/discrimination - it's not just the way you look
• Double edge sword hidden and not hidden stereotypes
• Disclosure isn't permission to disclose to others 
• Would disclosing to your boss or HR help you

Jade Alexander-Esteves
https://www.linkedin.com/in/jadeae3/

GLINTER SOCIAL MEDIA AND CONTACT INFO
[email protected] (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)

BLACK LIVES MATTER WEEK: Special Guest: Teneeshia Marshall
  
 Teneeshia brings an amazing and diverse background. Former US Army Vet, Teneeshia has been on both sides of the employer working for the EEOC and for Employer side when it comes to Diversity and Inclusion initiatives.  Listen in as we talk about some of the biggest challenges we face in the workplace.
   
  Breakdown of today’s podcast:

• Story from Michael Glinter about a Candidate 
• Realizing how bad Racial Inequalities are happening every day
• Teneeshia's history growing up in the south, moving her career into EEOC and Diversity and Inclusion.
• She has seen people called the N word in the workplace
• Passive Aggressive Discrimination vs Out Right Discrimination
• Micro-Aggression and Systemic Behavior
• The supervisor that sends a black person to deal with a black angry customer
• What are micro-aggressions?
• Even your spouse or kids can do micro-aggressions as it may be an unintended behavior
• Is offering to help people whom are African American because you know society has not been fair and not offered resources to the community
• Examples of micro-aggression and indirect racism
• Companies lack on cultural sensitivity training
• Sensitivity training needs to be on a broad spectrum
• You can't separate different people that fall under protected classes and treat them differently even in a good way because then you aren't being inclusive
• Systemic racial issues when it comes to Racial Equity there are varying degrees of help depending on the geographic and the company
• The phrase "all men are created equal" in fact doesn't include Black people or Females!
• Many believe once you address the race issue other issues will fall into place
• But it doesn't support excluding everyone
• Look at the issues in your organization and your particular area
• Big advantage in doing Focus Groups!
• What should employees do when they feel they are discriminated
• Can the employee go to EEO confidentially and without getting their company in trouble to get advice?

Guest Info

Teneeshia Marshall
Diversity and Inclusion Leader
 [email protected]
 https://www.linkedin.com/in/teneeshia-marshall-mpm-mhrm-7924a311/
 
   GLINTER SOCIAL MEDIA AND CONTACT INFO
   [email protected] (Email)
   http://bit.ly/michaelglinter (Podcast)
   http://www.linkedin.com/in/michaelglinter2 (Linked In)
   #MichaelAGlinter (Twitter)
   http://www.facebook.com/michael.glinter (Facebook)
   https://www.youtube.com/c/MichaelGlinter (YouTube)
   www.michaelglinter.com (Website)

BLACK LIVES MATTER WEEK: Special Guest: Eddie Thomason
  
 Eddie talks about his story. Growing up in a lower income family, challenged with the many things we see that challenge many young people today, and how he overcame all the obstacles.  He helps teens and young professionals break self-limiting beliefs so they can create the life they deserve to live. 
  
 Breakdown of today’s podcast:

• Eddie was raised in Baltimore MD 
• Talking about the choices we make 
• Eddie talks about how he grew and why he wants to help the youth of today
• Why Eddie got involved in helping young people. 
• Growing up in poverty and hustling doing random jobs early in life
• Eddie talks about breaking the cycle
• Why he didn't care people saying he can't succeed
• How did he stay out of trouble?
• Finding work in the middle of the Pandemic and the effects on the diverse community.
• Utilizing unemployment to strengthen your skills
• Be willing to work with the company and their policies to be successful
• During the tough times be willing to pivot
• It is very rare you come out of college and jump right into your major.  
• What do you say to people that are shy and introverted?
• Shyness is actually not a weakness
• Engage other people that will help get you out of your comfort zone
• Seeking mentorship with others in an environment - finding multiple - 
• Take advantage of the people around you
• Communicate with mentors on what you are trying to accomplish
•  Make sure the mentor understands your expectations and what you are trying to do with the mentorship

Guest Info

Eddie Thomason
Author | Keynote  Speaker | Impassioned Leader
https://www.linkedin.com/in/eddiethomason/
[email protected]
www.eddiethomason.com
LinkedIn: Eddie Thomason
Instagram @eddiethomson_
Facebook: @thomasoneddie
YouTube: Eddie Thomason
 
  GLINTER SOCIAL MEDIA AND CONTACT INFO
  [email protected] (Email)
  http://bit.ly/michaelglinter (Podcast)
  http://www.linkedin.com/in/michaelglinter2 (Linked In)
  #MichaelAGlinter (Twitter)
  http://www.facebook.com/michael.glinter (Facebook)
  https://www.youtube.com/c/MichaelGlinter (YouTube)
  www.michaelglinter.com (Website)

Special Guest: Kader Alcodray

In our previous Bad Bosses episode we talked about some of the characteristics of a bad boss, how to work with them, and how to ultimately handle or deal with the environment created by a Bad Boss.   Kader brings an extensive background in leadership and is going to take the opportunity to talk to us about the makings of a Good Boss and what things we can do as a whole to grow strong leaders!

Breakdown of today’s podcast:

• Intro to Kader Alcodray
• Drivers for employees and how you connect with your people
• Understanding your people - connecting on a personal level
• Developing a corporate culture
• Companies have to be willing to accept change
• Difference between a Leader and Manager
• Employees want to learn more but sometimes they are afraid to speak up
• Be willing to give more responsibilities to make employees feel more involved
• Is micromanaging ever a good thing?
• Recognize the employees on what they do give them credit
• Qualities in leaders and managers
• Working remote presents challenges but it is part of the ongoing trends
• Companies teaching their people how to manage

Guest Info
Kader Alcodray
[email protected]
[email protected]
https://www.linkedin.com/in/kader-a-a532203/

GLINTER SOCIAL MEDIA AND CONTACT INFO
[email protected] (Email)
http://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)

Special Guest: Jonathan Dorfman

Jonathan is a dynamo.  He is available and would welcome opportunities!  
   
 When people hear a person has Autism often times they pause when considering them for a position or role. What people really don’t understand is the value a person with Autism can bring under the right environment.  In fact, often time candidates which are high functioning are quite smarter and more productive than other people.  Today, my guest Jonathan Dorfman is one of those examples.  While Jonathan has high functioning Asperger’s, he has broken the barriers of his struggles to work for a Fortune 100 Company, complete his Master’s degree, and presently pursuing his EhD (Doctorate of Education). 

Listen and understand the values people bring.
   
 Breakdown of today’s podcast:

·       Learning you have Autism – accepting and learning to navigate the challenges

·       Initially diagnosed with ADHD eventually diagnosed with Aspeberger’s

·       Early day struggles to get proper support and help

·       Lack of resources in high school or college guiding students on a path; especially for those differently abled

·       People with aspebergers could be challenged with social views and interactions.

·       Many people have sensory issues – being too loud, bright light, not being able to look in someone’s eyes

·       Graduated with Masters Degree and ended up going to work for SAP in their Autism at Work program

·       Program originally designed to place people back with the company, but lead to no opportunities within SAP

·       Companies cannot just say they have an Autism at Work program and not help and guide them to get a position with the company. If you are going to talk the talk you have to walk the walk

·       Companies need to give people with Autism a chance

·       Helping people with Soft Skills who has amazing Hard Skills can bring a lot of value to a company

·       Resources for people with Autism (intellectual disabilities) finding jobs are out there but they are limited to certain industries

·       Talk to people. Do not label them and say no because you assume things about them

Guest Info
 Jonathan Dorfman
https://www.linkedin.com/in/jonathandorfman/

  GLINTER SOCIAL MEDIA AND CONTACT INFO
  [email protected] (Email)
  http://bit.ly/michaelglinter (Podcast)
  http://www.linkedin.com/in/michaelglinter2 (Linked In)
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  http://www.facebook.com/michael.glinter (Facebook)
  https://www.youtube.com/c/MichaelGlinter (YouTube)
  www.michaelglinter.com (Website)

Special Guest - Phillip Duncan
   
  Phillip Duncan is a Bestselling Author, Professional Speaker, Trainer who works with companies to better understand hiring practices and ways to engage each generation successfully while improving retention. Today, Phillip and I will explore the world of skills hiring and why soft skills often times are more important than hard skills. 
    
  Today's Podcast Perspective

• Millennials/GenZ/GenY are more interested in going to a location where there lifestyle will thrive and then finding work vs going where the jobs are
• Industry loyalty is changing - people are more focused on what they can offer skills wise vs a job category or description focus
• You can't throw compensation packages to get Millennials/GenZ/GenY to relocate anywhere
• Companies are going to have to start focusing more on soft skills because candidates are not going to be focused on a traditional career path
• Millennials/GenZ/GenY want more responsibility - challenged - not necessarily needing more pay
• Millennials/GenZ/GenY do NOT feel challenged enough
• Think about younger generations recreation and how it drives them in the workplace
• Pandemic is going to fast forward us to a new reality
• Companies need to recognize there is not a fixed solution
• 
  

GUEST INFORMATION AND SERVICES!

 Phillip Duncan
  genWHY Communications
  [email protected]
 https://www.linkedin.com/in/phillipduncantn/
www.genwhy.com
Free webinars: www.genwhy.com/free-webinars
Paid webinar membership: https://www.genwhy.com/store/c2/Yearly_Membership.html
100 great soft-skills download ithttps://www.tinyurl.com/genwhy100
 
GLINTER SOCIAL MEDIA AND CONTACT INFO

[email protected] (Email)
  https://www.michaelglinter.com/podcast-1 (Podcast)
  http://www.linkedin.com/in/michaelglinter2 (Linked In)
  #MichaelAGlinter (Twitter)
  http://www.facebook.com/michael.glinter (Facebook)
  https://www.youtube.com/c/MichaelGlinter (YouTube)
  www.michaelglinter.com (Website)

Special Guest Adam BellCorelli
 
When people someone with a disability, for instance in a wheelchair, they immediately have some type of unconscious or conscious bias.  Can this person keep up with the role?  How much will I have to pay to accommodate?  The list goes on and on.  However, what we do not think about is the value of what they bring, work ethic, and overcoming of challenges.  Adam talks about overcoming hurdles and companies offering people with physical disabilities a chance.
 
Breakdown of today’s podcast:

• Adam explains his personal story being in a wheelchair
• Having a wheelchair 15 years ago in a small school small town and the initial struggles 
• Discrimination - Even in schools before he enters the workforce
• Disabilities in the workplace and accommodations and showing your entire workforce of employees value
• Cost affiliations to accommodating disabilities
• Value of accommodations and helping the view of the company long term
• Educating companies on how to accommodate
• Asking on how you can help is a good thing
• Unconscious Bias - Prejudice is expensive
• Inclusion Interactive Exercise for employees to be more empathetic
• How should a manager introduce a new employee with a disability into the workforce
• When is the right time to tell them you have a physical disability 

Guest Info
Adam BellCorelli
https://www.linkedin.com/in/bellcorelli/
https://www.linkedin.com/company/14-and-3-leadership/
https://www.facebook.com/143Leadership/
[email protected]

 GLINTER SOCIAL MEDIA AND CONTACT INFO
 [email protected] (Email)
 http://bit.ly/michaelglinter (Podcast)
 http://www.linkedin.com/in/michaelglinter2 (Linked In)
 #MichaelAGlinter (Twitter)
 http://www.facebook.com/michael.glinter (Facebook)
 https://www.youtube.com/c/MichaelGlinter (YouTube)
 www.michaelglinter.com (Website)

Special Guest - Jamie Emery

We spend a lot of time looking at how candidates preform in the interview process, but what about the company?  The overall experience that a candidate has in the process of looking for a job and engaging a company can cause candidates to not pursue a role.  Today we will take a look from the candidate perspective on why companies need to do better when engaging 

• Jamie's perception on the candidate experience
• Why can you interview for 100s of jobs and not get the right role
• Three or Four rounds of interviews and hit rejection
• Process takes too long
• Recruiter Experience and why they don't give feedback
• How do recruiters view candidates 
• Candidates need for prep materials
• Who is looking at resumes and evaluating background? Or is it automated?
• Two critical pieces of advice on resumes

Special Guest - Jamie Emery
Industrial Engineering/ Business Management
Ashford University/Forbes School Of Business
[email protected]
https://www.linkedin.com/in/jamie-emery-b0096755/

GLINTER SOCIAL MEDIA AND CONTACT INFO
[email protected] (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)

Special Guest: Ed Henkler
 
 Ed has been committed to helping those that are visually impaired.  Thriving after Vision Loss: Ensuring that people who have lost their sight shift their goals from surviving to thriving. Dedicated to people experiencing vision loss and those that love them. He also developed https://theblindguide.com/ working with partners and companies on enhancing the opportunities to help blind be successful in the workforce.
 
Breakdown of today’s podcast:

• First experience with visually impaired people.
• Creating opportunities for the 70% that are unemployed
• Misconceptions of blind people and inability to work
• Educating people on how to assess abilities based on level of impairment
• Positions people can thrive in
• Software and tools helping the blind be successful
• Integrated blind people into the workforce
• Government or Non-Profit Funded organizations to help support companies
• How should people interact with blind coworkers
• Talk to the employee, trust their feelings on how interactions should take place
• Advocacy groups can provide education
• What can companies do to recruit blind people?
• Employees need to take initiative to help themselves and also educating the hiring companies. 
• Cost to accommodate is minimal
• Guidance to people that are blind
• Do NOT assume the person you are interviewing with gets what it means to be blind
• Other positions blind people can be successful with
• Ed's partnerships and initiatives

Guest Info
Ed Henkler
Founder of The Blind Guide:
Passionate about prevention of blindness and enabling technology for people who are blind or visually impaired. Implementing solutions to improve quality of life and increase the employability of people with visual impairments.
 https://www.linkedin.com/in/edhenkler/
[email protected]

 GLINTER SOCIAL MEDIA AND CONTACT INFO
 [email protected] (Email)
 http://bit.ly/michaelglinter (Podcast)
 http://www.linkedin.com/in/michaelglinter2 (Linked In)
 #MichaelAGlinter (Twitter)
 http://www.facebook.com/michael.glinter (Facebook)
 https://www.youtube.com/c/MichaelGlinter (YouTube)
 www.michaelglinter.com (Website)