the Offer with Michael Glinter

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 Perspective

• Candidates / Employees impact by the Pandemic/Covid19 and how Employers deal with those impacts
• Mental health challenges and stresses are not bubbling to the top
• Two-Income Households - how do companies handle working arrangements when kids are forced to do virtual learning
• Parents have to choose between their jobs and their kids
• Companies need to stop being so stuck in past ways of doing things
• Is it fair for people that are single or don't have hardships have to pick up the slack?
• Understanding what are reasonable accommodations
• How does FMLA play a part during a pandemic
• Companies have to decide for all their employees, how do you handle special exceptions
• You 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 differently
• How do you get employees back to work safely
• Employee productivity issues - making decisions on an office by office basis
• It would help if you considered people's situation in ways never done before
• Companies have also to consider dual family incomes and children homeschooling
• Re-Shaping the way we work from working from home, remote workspaces, closing down offices and doing everything virtually
• Managing people in the Pandemic, Consider the mental health and stresses people have before reacting
• Being empathetic without giving too much flexibility
• When you create a difficult environment that doesn't allow for flexibility performance and productivity will likely go down
• Organizations and Leadership need to be collaborative but there is no such thing as black and white situations
• Middle 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:  [email protected]
www.clairechandler.net
Schedule it now: ClaireChandler.net/talk-to-claire

GLINTER SOCIAL MEDIA AND CONTACT INFO
[email protected] (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 people
• When should you tell people you are Transgender?
• Disclosure to the hiring manager or HR professional - when it is important
• If there is no effect on you doing your job, then disclosing does not matter
• Some 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 disclosure
• Recent 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 education
• How are needs assessed by an educator - are there pre-existing reasons
• Needs assessment 
• Specific demographics have preconceived negative feelings toward LGBTQ
• Stigmas within specific races and groups
• Diversity Groups are discriminatory to other groups like LGBTQ
• Breaking the ice with people that are not accepting
• Bringing up faith to bridge the gap
• Approaching a situation where you feel discriminated 
• Engaging the employee or coworker
• Companies need to check-in with your staff, do a survey, figure out where the barriers are

 Lucas O'Ryan

Transgender Advocate / Speaker / Educator / Coach
[email protected]
https://www.linkedin.com/in/lucas-o-ryan-a960121a6/
   
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)

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 jobs
• Understanding the market today - recap
• Worst thing a candidate can do
• Reasons why people don't get call backs and don't get selected
• Ways to change things - taking control and getting results.

SOCIAL MEDIAL 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 - 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 behaviors
• Top characteristics of what makes a bad boss
• No one can make the Boss happy - No Guidance
• Verbally 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 blamed
• Often employees will leave in situations where you can't get proper guidance from your Boss
• Gossipping.  Common sense says we do not want childhood behavior in the workplace 
• What do you do when your Boss is the person gossipping
• Boss 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 work
• Employees then chase a dartboard that they can't see
• What makes a good boss?
• Drop the Ego / Be more collaborative
• HR Departments needs to do better at identifying leaders
• Trust your team
• Understand your employees and their situation
• Leave the Ego at Home
• Stop 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
[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 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 Intelligence
• Delivering difficult news with a balanced approach to people
• Thinking things through when addressing problems and issues while managing emotions
• Managing your heart rate and fight-or-flight mentality to approach situations with a level head
• Can all managers be emotionally intelligent?
• Environments often dictate how successful people can be emotionally intelligent
• The 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 change
• What options do Leaders have if they do not find developmental training in their company?
• Utilize outside resources: Coaches, Trainers, and Colleagues to grow
• Quitting your job to chase a solution for personal growth is not a solution
• 5 Key Skills for Emotional Intelligence
• Sales Mentality vs Doctor Mentality
• Leading 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 & CEO
https://redrockleadership.com/
Email: c[email protected]
LinkedIn: https://www.linkedin.com/in/jeffrubytampa/
Book: Author of "Red Rock Leadership"

GLINTER SOCIAL MEDIAL AND CONTACT INFO
[email protected]  (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 organization
• Growing beyond the silos of an organization
• Gaps in the hiring process 
• How are companies falling short
• Military vs Civilian D&I programs
• Serving the same purpose - The military can do better
• Military employees transitioning to the civilian world have seen discrimination
• Overcoming Bias - Military employees becoming valuable leaders
• PTSD Stigma  feeding stereotypes
• What 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 Milot
Training, Learning, and Development Leader
US Army Veteran
Email: [email protected]
LinkedIn: https://www.linkedin.com/in/christophermilot/

GLINTER SOCIAL MEDIAL AND CONTACT INFO
[email protected]  (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 Hinrichsen
CEO of Clutch
Email: [email protected]
LinkedIn: https://www.linkedin.com/in/nicholas-hinrichsen/
Company Website: withclutch.com/about-us 

GLINTER SOCIAL MEDIAL AND CONTACT INFO
[email protected]  (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 Benjamin Preston
   
  Benjamin Preston LLC provides businesses with marketing, strategy, and management consulting services. With experience in a range of industries and clients ranging from startups to billion-dollar businesses, Benjamin Preston's strategic approach to business will help your business scale quickly and efficiently. Benjamin Preston also wrote, "Harness Your Butterflies: The Young Professional's Metamorphosis to an Exciting Career," to inspire future leaders to create meaningful careers.

• Focus on the things you want, not the things you are not happy with
• Growing your career more strategic and breaking the traditional roadmap
• Following your excitement in your career
• Graduating from College – Now what?
• Get away from the concept of having a "purpose," because you do not have to figure out whom you are going to be when you turn 50 – Today
• It is OK to be more general – do not focus on one job title
• Figure out what you are good at and what your strengths are
• Getting creative, especially during the Covid crisis
• Finding positions that will allow you to utilize the skills that you enjoy
• Breaking your strengths out to define your path
• Asking peers, professors, and the previous boss' what are your strengths 
• Starting with your strength and doing an inventory will guide you on how to get started
• Doing your research to make sure companies can offer you what your strengths are
• Pair your strengths based on the situation and the role
• Sometimes your strengths fit the organization but not the role
• Steps to doing an inventory
• Working around your weaknesses – However, try to avoid roles where the role focus is on a weakness that you have
• Try to focus on your strengths – not your weaknesses – you get more ROI if you put your focus on strengths
• Knowing what you are not good at could help mitigate risk
• Searching for a role – create 2 or 3 nonnegotiables and beyond that be flexible
• Do not just apply unless you plan on keeping track of everything you used for 
• Does the role sound exciting?  Limit your applications to roles that get you excited
• Avoid the path of least resistance
• During Covid – if you have to take a job that doesn't pay what you want, use this time to figure out what your next path will be after Covid

Special Guest Information
Benjamin Preston
Author: Harness Your Butterflies: The Young Professional's Metamorphosis to an Existing Career
[email protected]
Website: benjaminpreston.com
LinkedIn: @Benjamin J. Preston
Twitter: @BennyJayLive
Instagram: @bennyjaylive
Facebook: Benjamin John Preston
 
GLINTER SOCIAL MEDIAL AND CONTACT INFO

[email protected]  (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 Natalie Roesler
 
Passionate people leader with over 18 years’ experience in technical and managerial roles. Results-oriented and successful through building cross-functional teams in alignment with organizational strategy. Leadership style is based on high-performance team building by eliminating negatives, setting high expectations, assuming positive intent, and building mutual trust and respect with employees. Join Natalie and me as we discuss the challenges of confronting people in the workplace. 

• Why people are afraid of confronting people about an issue
• The issue starts within the “confronters” own head
• Changing your mindset before approaching someone – it’s just a conversation
• Approaching someone on having a conversation 
• Do not make people wait to talk
• Figure out the conversation before you approach someone
• Do not start a blame game – it should be how it made you feel 
• Ask open-ended questions
• Hearing vs. Listening 
• Do not hear someone just while you prepare a response – Active Listening
• Someone pausing before responding is a GOOD THING! It means they are listening
• Try to avoid trigger words and accept the fact that the person you talk to may play a victim role
• If someone says, let’s take a break – take a break.  It is in everyone’s best interest then to take a break
• If either party says “that’s fine,” it needs to be talked about.  It’s not a solution; it is just a delay tactic
• Confrontations through text messages or phone calls are dangerous – always in person or zoom
• How do defensive people change?  How can they fix the problem? They are a bully in return
• You have to be able to recognize and accept the behavior before you can address the change in your behavior
• Just because your boss asks you for a meeting doesn’t mean it is a bad thing. 
• Creating a high-performance work environment to empower positive conversations
  
  

Special Guest Information
Natalie Roesler
High Performance Leader | Speaker | Author
[email protected]
https://www.linkedin.com/in/natalieroesler/
https://pineapplecourage.com/welcome-to-pineapple-courage/

GLINTER SOCIAL MEDIAL AND CONTACT INFO
[email protected]  (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 Wes Shorter - Leader in the Manufacturing Industry 
 
 Throughout our life we are consistently influenced by the environments we are surrounded by. From an early age through adulthood, bias is imbedded into our everyday lives and unconsciously effect every decision we make in life. While unconscious bias can be hard to identify, they often times can influence decision creating a fine line between bias and discrimination.

• What is unconscious bias and what is the most common bias.
• Welcome Wes Shorter - Special Guest
• Introduction to Unconscious Bias vs Discrimination
• Racism is a political concept - discussion about Melanin which causes changes of color of skin making color an invented argument that makes racism
• Misuse of labels to create a group to rally against another
• How do we address racial bias in the workplace?
• Training and educating employees 

Special Guest Information

Wesley Shorter
 513-907-5746
 [email protected]
 
 
 GLINTER SOCIAL MEDIAL 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)