the Offer with Michael Glinter

Special Guest Alex Sanfilippo
 
Alex is back!  Today we have a better understanding of the dangers of being forced into working virtually and trying to navigate the business back to normal business as usual at the office.  Change is good, but complete change will never happen.  Alex and I will explore what make sense in getting back to work. We will revisit skills vs hard skills so people have a better thought process to look during a market where there is a lot of competition.
 
As a reminder, Alex combines years of Operations Management and Branding background to bring a unique perspective on how people are viewed and what they can do to bring a new dimension to how they can be a successful part of a winning business. After speaking at conferences and launching his own podcast helping businesses and people transform their brand, he decided to start his own community - creatingabrand.com.  His goal is to help people succeed in life and business!  Join him to share your journey and grow beyond where you are today. 
 
Breakdown of today’s podcast:

• Millennials are fast but they can't stay focused and put down their phones
• Coronavirus is giving employees a lot of flexibility, but will they be going back to the old normal?
• How can we get them to revert back? 
• The world can't often times function normally virtual.  
• Companies ramping up typically hire experience over soft skills
• Hiring companies will have leverage to get people to get back to normalcy
• Millennials will not find career satisfaction working from home, no growth
• Baby boomers will have no problem coming back to work, and they will be the ones to get us up and running again
• Remember I Love Lucy watching the bottles on the bottling line for hours? Millennials won't do that
• Dynamics are going to change when we open back up because now Millennials have competition and the available employee population will be more diverse and more dynamic
• Hiring people will have options, and this will change how we screen and find people
• College Kids today vs 10 years ago; Kids back then had jobs while they went to school.  Not Today. 
• Can someone who didn't work through school and college really present value to a company?
• Create skill focused resumes even if you don't have any workforce experience
• Poll people that know you and ask them what they think you do
• Metrics make a difference especially with competition
• Where do you go now to find job satisfaction that fits your mind set?

Guest Info
 Alex is an operations leader in Jacksonville for an Aerospace company and an expert in creating a brand!
   
 Alex Sanfilippo
Community Advocate | Creating a Brand
E: [email protected]
https://www.linkedin.com/in/alexsanfilippo/
www.CreatingaBrand.com

   GLINTER SOCIAL MEDIA AND CONTACT INFO
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Special Guest - Phillip Duncan
  
 "People may be hired for their “hard skills”, but they are fired for their lack of “soft skills”. We provide Communication focused training on listening, conflict resolution, change management, skill gap planning, conducting better meetings, giving feedback, persuasion, and leadership and many more topics designed to improve your work environment." - 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

• Record low unemployment has been flipped upside down
• Companies now have a choice if they want soft skills, hard skills, or both
• Recession Times - what do companies typically hire
• Phillip's take on recovering from a pandemic - coming out of half time
• Competing for Top Tier Talent vs the status quo
• Many people made decisions a long time ago what they wanted, this pandemic has made people realize what we really want
• Forced pause has caused changes in the mindset
• Shifting mentality toward life instead of work
• Realization of what we are missing in life
• Is there room for a different approach to work/life balance
• Employees being forced to work from home has educated companies
• Millennials getting hit hard during the recovery because of lack of hard skills
• Grabbing Millennials and growing them into a role vs hiring older generations which have been there done that
• Non-Negotiables vs Negotiables
• What do you tell the younger generation with lack of experience?
•  Truth to the younger less experienced generations
• Older generation will be the anchor during tough times; young generation will be the ones getting us off the sandbar

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

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Special Guest - Ward Thrasher, MD, MS, MCP
    
 Religion has been a topic argued heavily on both sides.  While I agree Religion has a place in our world in society, I do not feel it should be thrusted within the workplace.  Ward brings a very interesting perspective to Religion in the workplace.  His journey is fairly unique as he has identified himself with three different religions throughout his life; along with brings a legal, professor, and operations mindset to understand why religion should be looked at differently as not being part of the day to day workplace.   
     
   Today's Podcast Perspective

• Bible sitting on a desk - what problems does this cause?
• Why is it protected?  Religion is a choice, a belief 
• Practicing and Freedom to choose but not push it on to other people
• Religion is an ideology - you can change it - unlike other protected classes where you cannot change
• If it's about choice and beliefs - what about other things like sports teams?
• How did Religion become a federally protected class?
• Separation Church and State
• Should Political Party status be protected?
• Religion vs Sexual Orientation
• Companies can develop employee handbook or code of contact which addresses limitations to bringing religion to the workplace
• Could companies develop policies indirectly allowing discrimination
• Protected class means you can't choose one over the other; but you can't promote discrimination
• As a private entity companies can limit employees’ rights but employees have the freedom to not accept those terms.  It is when the company enforces the rules on one-person vs another
• Swastika means one thing to some people but it actually represents other things for others
• What if a company has no policy?
• Hostile Work Environment argument
• Stop putting bible verses on your email when applying for a job!
• There are things you can't ask, but when a candidate or employee volunteers that information it's a topic that can be discussed
• What if Religion prohibits you to work certain hours?

GUEST INFORMATION 

Ward Thrasher
 https://www.linkedin.com/in/wardthrasher/
 
GLINTER SOCIAL MEDIA AND CONTACT INFO

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Special Guest - Scott Aaron
  
 Scott Allen is a Life Coach, Author, Public Speaker, and an Expert at utilizing LinkedIn.  I will be having Scott on a future episode to give us insight on his use of LinkedIn to be successful. Scott also is an expert in Network Marketing generating income as a side hustle. 
 
 Today's Podcast Perspective

• Layoffs causing people to look for alternative income
• Scott brings light to Network Marketing
• Positives and Negatives to online streams of income
• Random Emails about money making opportunities
• What is Network Marketing 
• Being paid for getting people to buy someone else's product or services
• Starts by believing in the product 
• Recruiting schemes are Ponzi and pyramid schemes
• It does not have to be a physical product, it could be a service
• How do you tell if an opportunity is legitimate?
• Pick something you are passionate about
• Mass emailing is not the way to do this successfully
• Prospecting is like dating NOT a one-night stand
• Building good relationships 
• Residual vs Leveraged Income
• It isn't a full-time job but your income is based on how much you put in
• You can only do one network marketing opportunity at a time
• Things to avoid - praying on the weak
• 4 Main things to do to be successful in Network Marketing
• Social Media platforms and what they are best used for
• Building up your LinkedIn brand - top 3 things
• ASK so you can GET

 GUEST INFO
 Scott Allen
 https://scottaaron.net/
Podcast: Network Marketing Made Simple
 
GLINTER SOCIAL MEDIA AND CONTACT INFO
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Special Guest: Robyn Mussler 
 
Robyn has spent many years working on management, coaching, and innovation.  She has developed an amazing program which works with students in high school to develop skills and experience to take product concepts to commercialization. Today's podcast will focus on how companies and students can engage each other early in life and gain the education and skills to find their path and gain incredible skills for their future.  This episode we are also joined by Matthew Werneken, the previous winner, who tells a about his experience.

• Robyn talks about the program she developed
• Product Development through Commercialization
• What students need to do to get into the program
• Forming teams and submitting application
• Narrowing down the teams to the top teams
• Students engaging with mentors and making decisions
• Different parts of the process
• What they will learn and educated on, including skills
• Purpose of the program 
• Grant money and rewards for winner
• Benefit to the companies
• Matthew tells us a little about his experience
• Why did he get involved in the program
• Finding a team and developing an idea
• Biggest take away or learning from the program

Guest Info
 Robyn M Mussler
 (727) 410-7530
 [email protected]
Resolution Management - CEO/Principal Consultant
Connect-IT 360 President/Founder
Next Generation Tech - Program author/chair
Connect-IT 360 site: https://connectit360.org/
LinkedIn: https://www.linkedin.com/in/robynmussler/

Matthew Werneken
Previous Winner of Next Generation Tech
https://www.linkedin.com/in/mwerneken/?trk=pub-pbmap

GLINTER SOCIAL MEDIA AND CONTACT INFO
[email protected] (Email)
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http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
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Special Guest Shauna Horn-Saucier
 
 We often talk about disabilities as being a physical disability which someone can see.  Unfortunately we really do not address hidden disabilities with regards to mental illness or mental health.  Shauna is going to bring us an amazing look at both someone that has a hidden disability but also having children with developmental disabilities.
 
 Breakdown of today’s podcast:

• Shauna talks about her disabilities along with her kids disabilities
• Assimilation of PTSD to Veterans 
• How undiagnosed PTSD can impact a person in the workplace and life
• People do not understand PTSD and how to connect with people with PTSD
• Disclosure in the workplace and when to say something
• When is it a good time to disclose
• Accommodating Mental Disabilities
• How should employers respond and what is acceptable as far as outreach and inquiries to the employee
• Is it OK for your boss to ask if you are ok?
• Retaliation with disclosing mental health disorders
• How does a person with a mental disability handle having children with disabilities
• Resources available to companies
• Advice from Shauna to Companies
• Advice from Shauna to People with Disabilities

Guest Info
 Shauna Horn-Saucier
https://www.linkedin.com/in/shauna-horn-bs-mpa/

 GLINTER SOCIAL MEDIA AND CONTACT INFO
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Episode is sponsored by "Green Key LLC" - if you have any contract or permanent staffing needs when it comes to Information Technology, Pharmaceuticals, Finance/Accounting, Healthcare, and Office Support. www.greenkeyllc.com

Special Guest - David Levy, Executive Director
 
How will the Coronavirus and Recession impact hiring, staffing companies, talent acquisition groups, and employees looking for jobs.  We look at how the industry is reacting and what employees/candidates need to be prepared for. David currently works for Green Key LLC which provides contract and permanent solutions to various industries around the country.  He has over 10 years experience in the staffing industry and can provide insight on the industry, recession, trends, and how to prepare.
 
 Today's Podcast Perspective

• Current state of the industries, staffing and needs
• Shifting needs and how to take advantage
• Recession proof jobs
• Special Guest: David Levy, Green Key LLC (Staffing Perm and Contract Employees)
• The sky is not falling; it is just changing colors
• Shift from Perm to Contract because of the needs and the resources
• Contract and temp employees will soon be in high demand
• Biggest change in staffing needs and the forms of interviews
• Some companies are hiring people with video conferences and zoom interviews
• Perm may pull back but contract roles are already increasing
• Do not react - wait and evaluate
• Some companies are slowing down hiring; not stopping hiring
• Others are reacting; laying off in anticipation
• Recession 2020 / Coronavirus is changing how businesses operate
• Increase on many resources and decline of other resources
• Staffing needs are not going away they are being shifted to support new needed resources
• IT Infrastructure is being strained and resources are ramping up and needed
• Larger demand on IT / Technology companies
• Developing ways to counter the IT strains
• Never hired a contractor?  Hiring Contractors - Working with agencies and how it works
• Hiring contract will open the candidate pool because you can hire people on Visas without going through the process to sponsor
• Ability to convert contract employees to full time
• Decline on perm hires; but significant uptick on the contract side
• Recession proof industries?
• Perm Recruiters can easily shift to contract if there is an infrastructure within your firm or company to provide contract services
• Challenges shifting an ALL Perm Staffing firm to Contract Services

Guest Information
David Levy
Green Key Resources
Executive Director
Permanent / Contract Services - Information Technology
[email protected]
https://www.linkedin.com/in/dmlevy/
www.greenkeyllc.com (IT, Pharmaceutical, Finance/Accounting, Office Support)
 
GLINTER SOCIAL MEDIA AND CONTACT INFO

[email protected] (Email)
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Special Guest Quintin Dukes
 
Quintin Dukes is a relationship expert in both personal and professional environments.  He helps individuals navigate situations based on sharpening their emotional intelligence, communication, and self-awareness. The art of listening and learning the other person. His reach extends from Corporate to Nonprofit ranging from entry-level to C-level.  
 
Breakdown of today’s podcast:

• Communication is the core of any relationship
• Communication and Transparency is important 
• Changes in lifestyle will add stresses - so expression of feelings is important
• Alternative ways to step away and regroup
•  Working at home with their spouse and kids - stressors
• Identifying emotional stressors due to changes
• Issues bubbling up to the surface - be authentic and transparent
• Communicating properly "I felt like this when you did this"
• Intent vs Impact 
• First it is very important if the other person will be open to discussion
• Do not wait for the other person to apologize or address the problem
• Unemployment and the added stress on the home
• Teamwork and collaboration mean you have to get all parties involved in communication
• Patience is a big part of the success of dealing with stress
• It is normal to want other people to be there for you when there is wait on your shoulders
• Empathy when one partner has more on their plate than others
• The pandemic may bring up underlying issues you may have not addressed
• Working in an environment and not knowing what you are exposed to
• It is important to communicate at work - follow the rules
• When is it OK to go to Human Resources?
• Companies have to have emotional intelligence and be empathetic to their employees
• Be understanding and empathic with reasons effecting their work during a pandemic
• Top 3 things listeners need to keep in mind or put into action today

Guest Info
 Quintin Dukes, MSHA, LSSGB
Relationship Coach, Entrepreneur | Majoring in Emotional Intelligence, Empathy, and Compassion
 [email protected]
https://www.linkedin.com/in/quintin-dukes/

  GLINTER SOCIAL MEDIA AND CONTACT INFO
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  http://bit.ly/michaelglinter (Podcast)
  http://www.linkedin.com/in/michaelglinter2 (Linked In)
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  www.michaelglinter.com (Website)

Special Guest - Kristin Scroggin
 
 Just because you want to be a NASA engineer, does not mean you can be one!
  
 There has been a great debate over the last 5 years on the differences in the older generation (Baby Boomers and Generation X) vs the younger generation (Millenials and Generation Z). Work ethics, employment expectations, values in the every day work environment, and work lifestyle expectations.  Today we are going to explore the major generational gaps and the positive and negatives of each
 
 Kristin Scroggin cant do math, or bake a pie, but she is a GREAT speaker! Kristin has her Masters in Communication Studies, Bachelors in Communication Arts. She was a Communications Lecturer at the University of Alabama in Huntsville for 11 years before starting her own training company, genWHY Communications in 2017.  Her passion is generational diversity and all things soft-skill related. She has spoken at conferences and  to hundreds of organizations across the United States ranging from Fortune 500 companies to tiny non-profits. Obsessed with travel, and desperate to see the world, she and her husband try to keep their heads above water while parenting their four children and any foster children who come their way. 
  
  Today's Podcast Perspective

• Approaching hiring and staffing in the middle of a pandemic
• Graduates from College and Baby Boomers re-entering the work force and the struggles
• Lower your expectations through a recession/pandemic
• Companies Hiring - What is the difference between the two generational brackets. 
• Companies need to figure out to train and retain millennials creating sustainability
• Older generations create stability in the workforce, millennials create sustainability
• Why does the older generation resist helping millennials learn?
• Millennials need to appreciate the older generation and lose the mentality they are going to take their job
• Companies during a recession keep and hire employees with a lot of experience and strong work ethic to be lean and still be productive
• How does a Millennial/Genz candidate sell their value right now?
• Why do Millennials and Generation Z'ers have a different mindset about employment and expectations
• You cannot just be anything when you grow up
• Inherent abilities, skills, and experience will drive what you can be successful in
• Education System caused the mindset of the Millennials and GenZ generations
• Colleges spend too much time on theory and not about application
• Why did older generations not force their kids to work through school gaining core values in work?
• Today - College kids most of the time have very little to even put on their resumes
• Older generation needs to teach soft skills to the younger generation
• Graduating in 2020 - Change your mindset
• Baby boomers struggling to get back to work
• Understanding the baby boomer generation

GUEST INFORMATION AND SERVICES!
 Kristin Scroggin
 Owner & Lead Trainer
 genWHY Communications
 [email protected]
 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
 
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Special Guest - Lucas O'Ryan 
   
Transgender people often times do not feel they can apply for a job with a company other than LGBT companies because they won't be accepted.  This is ridiculous to be happening in the United States of America.  REAL-T with Lucas is a focus on the real life experience of the Transgender community and the struggle to navigate getting employment and working in the workplace.  Everyone should be able to be employed no matter what their identity.  What a person can do for a company is not defined by who they are and how they identify, it's based on the skills they bring to the company. 
   
   Today's Podcast Perspective 

• Transsexual is Outdated - We use transgender
• Foreseen Challenges as Job Seekers - Challenges as Job Seeker
• LGBT inclusive employers - companies promoting inclusion should include Transgender 
• Many Transgender people feel they can't apply to a company other than one focusing on promoting gay rights. 
• Example of situations transgender employees go through
• Twenty-one states, the District of Columbia, Guam, and Puerto Rico have statutes that protect against both sexual orientation and gender identity discrimination in employment in the public and private sector
• Confronting discrimination in the workplace
• Addressing harassment from coworkers
• Companies - what can they do?
• Teaching and educating acceptance of LGBT
• Can we overcome perception
• Companies need to be more mindful and intentional on the transgender/non-binary subject. Bring people in to educate.
• Transgender people often times feel they can only go work at LGBT companies because other companies won't accept them
• Nobody should be forced to work only in LGBT companies 
• Gay and Lesbian people even discriminate to transgender people
• Why are we talking about someone's sex and sexual preferences in the workplace
• Transgender identity has nothing to do with sexuality
• Companies need to do more on educating employees on the transgender community including making sure diversity and inclusion programs include education on the transgender population
• Bring people to the companies and educating on who the community is and what happens in the workplace
• HIRING PROCESS - When do you tell the hiring manager and HR person you are transgender?
• Example of how HR people respond to transgender applicants
• How to find companies which are LGBT inclusive and have programs supporting hiring LBGT people
• How do you approach hiring people about the topic?
• We cannot necessarily turn away companies when are not willing to put transgender people in customer facing roles, there just needs to be conversations with the potential employee
• ALREADY EMPLOYED - someone is questioning you might be transgender - do you go to that person directly to try to educate them?
• Sometimes using other people's relationships will help bridge the gap
• Nothing wrong with taking the friendly educational approach

Lucas O'Ryan
Transgender Advocate / Speaker / Educator / Coach [email protected]
   
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