Special Guest: Tim Spiker
  
 Tim Spiker is the founder of The Aperio and the Who* Not What Principle, a profound research-based truth that has powered 15 years of leadership development success. Tim’s book, The Only Leaders Worth* Following, reveals that 77% of leadership effectiveness comes from who a leader is and not what they do. Using this principle, Tim helps people become, be, and stay leaders who are actually worth following. Tim’s work includes delivering keynote talks, creating unique and customized learning experiences, and guiding long-term development journeys. Tim has worked with leadership teams in North America, Australia, and Asia. He currently lives in Atlanta, Georgia with his wife and four children. 
     
  Breakdown of today’s podcast:

• Tim introduces himself and what his experience brings to the table
• How has leadership changed with the different generations
• Core qualities of effectively leaders have stayed the same.
• Key Qualities - Inwardly Sound, Others Focused, Emotionally Mature
• Inwardly Sound - Comfortable with Who they are
• Others Focused - Attentive to others
• Emotionally Mature
• The top two qualities are Inwardly Sound and Others Focused - account for 77% of leaders’ effectiveness
• Worst qualities Insecurity and big Egos
• What about Management Development; do companies wear the blame
• Finding alternatives if your boss is an ineffective leader
• No matter what, always seek out different perspectives
• Selecting a good mentor
• Leaders can change - Tim talks about a great example
• Managers and Leaders have to be set up for success
• Who are some of the people can seek out for mentorship?
• Tim talks about his book "The Only Leaders Worth Following"

Guest Info
 Tim Spiker
[email protected].
https://theonlyleaders.com
https://www.linkedin.com/in/timspiker/
 
 
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: Gina Duncan

US Supreme Court a week ago handed down what of the most powerful decisions in favor of the LGBTQ community.  It is important to empower people to understand and embrace all people.  Gina, is a national corporate trainer and speaker specializing in LGBTQ dynamics in the workplace. She has worked with major corporations, elected officials, school boards, colleges, universities and non-profits to improve knowledge and understanding of the transgender journey and the development of competencies in supporting transgender people in the workplace, educational environments and in various organizations.

Breakdown of today’s podcast:

Special Guest: Gina Duncan

US Supreme Court a week ago handed down what of the most powerful decisions in favor of the LGBTQ community.  It is important to empower people to understand and embrace all people.  Gina, is a national corporate trainer and speaker specializing in LGBTQ dynamics in the workplace. She has worked with major corporations, elected officials, school boards, colleges, universities and non-profits to improve knowledge and understanding of the transgender journey and the development of competencies in supporting transgender people in the workplace, educational environments and in various organizations.

Breakdown of today’s podcast:

• How do some in the transgender community feel about applying for positions
• Companies are find hiring transgender but they do not get applicants
• Are companies really LGBTQ friendly, or just LGB (Not TQ)
• Major corporations do a lot, but a lot of time their reputations don't hit the street
• Our Community has been the challenge for companies to get it right
• How do companies change their way of getting people to come and feel comfortable?
• What does the company’s nondiscrimination policy and what companies should have?
• How does a company engage the community?
• Does your company’s paperwork reflect openness to Transgender people?
• Gender references and identities
• Pictures even can matter when people walk in company offices
• Tokenism happens too much
• C-Suite getting involved in LGBTQ events - not just sending a representative
• Gina mentions several companies including her previous employer Wells Fargo as leading edge in this area.
• Companies supporting people as they transition on the job
• When do you tell an employer you are transgender in the hiring process?
• Just because a company has D&I doesn't mean they are transgender friendly
• If you being Transgender is not obvious, do you say anything?
• How you decide to represent yourself
• Most of the time the issues smaller companies
• What can companies do to show support?
• Companies should have all people to events to support the community and show unity.

Guest Info

Gina Duncan
Diversity Trainer
https://www.linkedin.com/in/ginaduncandiversitytrainer/

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: Logan Marsh
 
 SYNOPSIS

• How does a company get started 
• Determining the company needs
• Identifying the resources needed to build the infrastructure
• Remote vs On site
• Building Teams
• Identifying strong recruiters - what to look for
• Good recruiter profiles
• TA's focus on candidate experience
• Value and Challenges with automated resume screening programs
• Building a pipeline and employee branding
• Hiring Manager's need to be more involved with the search
• Companies posting fake roles - ongoing recruitment

 Logan Marsh
 https://www.linkedin.com/in/loganmarsh/
 [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: Valentina Crosson

Age has been used as a crutch for many people when it comes to not getting a job or being involved or comfortable in the workplace for many years.  However the argument can be made there are a lot of other factors that come into play beyond age. Today we will explore the dynamics of age and how even older people can have more opportunities to get hired than younger people, and do better in the work place if they are included in the day to day.  

Breakdown of today’s podcast:

• Stating age in a job interview
• Most of the time it is about other things
• Understanding technology can play a major role
• Things you can't ask in the interviews or in the workplace
• Keeping up with technology is up to the candidate
• Overqualified doesn't mean they are talking about age!
• Changing titles on your resume AND Linkedin
• Baby Boomers are actually a bigger target for hiring with companies
• Environments effect employee work ethic
• INCLUSION in the workplace
• Working for a boss that's 20 years younger than you
• Responsibility for both the employee and the company to be open mind 
• Companies discriminating employees in their companies based on age - not treated the same
• Thinking more collaborative and teams to be inclusive

Guest Info
Valentina Crosson
VCI Innovative Solutions
[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: 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)
  #MichaelAGlinter (Twitter)
  http://www.facebook.com/michael.glinter (Facebook)
  https://www.youtube.com/c/MichaelGlinter (YouTube)
  www.michaelglinter.com (Website)