the Offer with Michael Glinter

Special Guest – Mita Mallick
      
 Mita Mallick has spent over 15 years as a storyteller. Leading iconic brands like AVEENO, AVON Color Cosmetics, Chapstick, Vaseline, Suave, and Dove. Throughout her career, she has fought hard to ensure people like her are included. Ensuring black and brown people were represented in campaigns. Ensuring products Unilever created were for all skin tones. Ensuring Unilever was not reinforcing stereotypes. She believes the diversity of thought doesn’t happen without diversity of representation. When you have all those points of view, life experiences, and cultural backgrounds are coming together around a table. Colliding, clashing, and collaborating- that’s when the magic happens. Unilever has redefined how Diversity and Inclusion are embedded in a culture and brand.  
       
   Today's Podcast Perspective

• How Mita got involved in Diversity and Inclusion
• Unilever - what do Diversity and Inclusion mean to them
• Building a workforce changing with the changing demographics of the world and building the brands around them
• Successfully integrating D&I not only within the company but within their brands
• Large companies, how they can help leaders and managers on getting them engaged on the D&I Journey
• Unilever has gone beyond Diversity as just the basic protected classes, how has Unilever consistently developed and recognized all people
• How companies need to do things differently to be more inclusive in the workplace
• Reflecting on who people surround themselves with and the people they interact with every day and the limitations of diverse communities that may create bias.
• What is the best way to support working parents during this pandemic?

 GUEST INFORMATION!
 Mita Mallick
 Head of Diversity and Cross-Cultural Marketing
 Unilever
 https://www.linkedin.com/in/mita-mallick-2b165822/
 
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 - Jen Thornton
      
 Jennifer has developed her expertise in Talent Strategy & Leadership Professional Development over her exciting 20+ year career as an HR Professional. She's led international teams across Greater China, Mexico, the U.K., and the U.S. to expand into new markets, managing franchise retailers and developing key strategic partnerships - all while exceeding business objectives and financial results. The rapid growth of her consulting firm 304 Coaching has been mainly due to Jennifer's unconventional approach to building innovative workforce development solutions for companies that are facing breakthrough growth and accelerate hiring patterns. She is a sought-after business
 Strategist, specializing in startups and large value-based organizations. She assists her clients in building talent strategies that complement their business strategies to ensure exponential growth.
       
 Today's Podcast Perspective 

• What is psychological safety?
• Understanding how the brain interacts with situations and managing in a way that minimizes fears to allow us to be productive
• The science behind how we respond to psychologically unsafe environments
• Authoritarian leaders cause people to put on their defenses to be safe
• How do you address a manager who leads by intimidation?
• Creating a situation where you can have a 2-way communication
• Is there a way to get a leopard to change their spots?
• Managers that make excuses for their behaviors
• Asking a manager's permission for the conversation to be constructive
• Is it safe to ask a manager to affirm their ability to be constructive?
• Start slow and work up to bigger conversations
• Does your position in the company, or the amount of money you make the company, shield a person from behaviors?
• Michael admits he has used his success at his company to behave wrong thinking he is Teflon to the backlash
• People often will not change unless new information can justify changes in behaviors
• You have to accept your weaknesses and what you are doing wrong before you can move forward.
• Programs companies can put in place to drive the culture

GUEST INFO
 Jennifer Thornton
 LI Profile: https://www.linkedin.com/in/jenniferrthornton/
[email protected]
[email protected]
www.oadllc.com
www.304coaching.com
 
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: 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 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:

• Identifying good managers in the interview process
• Internally it is going to the people that report to them to determine if they are effective
• Ask challenging questions to the people that follow that person
• Can a leader have an organizational excuse that they aren't a good leader because of their companies own incentives or training
• Asking behavior-based questions can hone in on a candidate's mindset on leadership and what they have done 
• Do the answers show their success stories are based on what they led their team to do, or are it all about them?
• Companies failing to grow their organization organically
• Top things companies do wrong keeping them from growing employees
• Rewarding people outside of monetary rewards to drive the culture
• Anyone can pursue being a strong leader, with or without the support of formalized programs with their companies
• Can managers and leaders hold people back from being developed?
• Handing down our knowledge to others to allow them to grow
• Be the commander of your ship and take responsibility for your development

SPECIAL OFFER FOR LISTENERS
 TheOnlyLeaders.com
 Offer #1: Sign up for our email list and receive a free copy of the study guide for The Only Leaders Worth* Following
 
 Offer #2: Enter "TheOffer" in the promo code and receive $500 off when you join one of our leadership development Journey groups launching in February 2021
 
 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 - Christine Bélanger
  
 Christine has been an advocate of awareness for neurodiverse people for many years. She brings a wealth of knowledge on Tourette syndrome and many other Neurodivergent related diagnoses to the forefront of what we need to know to help drive a culture change in the workplace.  Today she brings her life story to empower us to realize the value in people. External influences play a big part in workplace negativity

• Christine talks about her personal experiences
• Talks about the spectrum of Tourette syndrome
• Claiming the identity of having a Neurodiverse diagnoses
• Challenge of disclosing conditions to employers
• Spectrum Vocal and Motor Tics where mild vs. extreme
• Behavior vs. Symptoms
• Tics often could be characterized as "quarks" when it is underlying symptoms of Tourette's
• People with Tourette's that stay in the "tics closet" due to the mildness of the tics
• Different types of tics
• Extreme tics like coprolalia swearing tics
• How environments create tics
• The toll of ticking all-day and the effects on the body
• Physical tolls from ticking and how it affects performance
• Does someone with Tourette's need accommodations?
• When do you tell a company you have Tourette's?
• Understanding the process of disclosure
• Responsibilities of someone finding out someone has a medical diagnoses
• Protections for people that do disclose 
• What you can do and what you cannot do
• Often people with Neurodivergent attributes make them more successful or a better performing employee.
• Getting beyond stigmas to realize the value of the people you have 
• Disability support in hiring practices is siloed and unfortunately is lacking the support 
• Removing the silos
• Additional needs for equity and higher-level roles or limitations on articulating their experience
• The biggest take-away today

Special Guest Info - Christine Bélanger
 Business Development & Optimization
 Lean Six Sigma Green Belt Certified Professional
 Tourette Advocacy @TickingOutLoud
 https://www.linkedin.com/in/mgchristine-b%C3%A9langer/
 
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 - Jimmie Hancock
 
 Jimmie has been working in HR for over 27 years.  While working in HR, he has been involved in many different types of workplace environments and has lead organizations through many challenges.  His goal is to foster a positive, safe, and growth-minded work environment for all people. Today we talk about creating a positive work environment free of negativity and poor direction.

• External influences play a big part in workplace negativity
• Restrictions on asking people about their past or personal life
• Building relationships is key to understanding people
• Often HR people forget about the human factor
• How an environment shapes behaviors and understanding the employee's influences
• Department Managers have to be apart of the process. 
• Give the manager the ownership to go back to the employee and resolve the problem
• Employees leave the manager not the company
• Consulting HR is essential to understand the liabilities to the company
• What is the employee's responsibility?
• There needs to be a communication of expectations
• Eliminating internal gossip 
• Example of people wanting to know why someone is not at work? Is it Covid19? How do you address this?
• Preventing hostile work environments
• Managing negativity in male or female-centric environments when there are minority sexes involved. 
• Employees being a part of the solution, not the problem

Special Guest Info - Jimmie Hancock
 https://www.linkedin.com/in/jimmie-hancock-b3b75748/
 
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 - Flo LaBrado
   
  With 22 Years of experience working with a Fortune 500 Company, Flo LaBrado has had a tremendous amount of exposure to the interworkings on the creation of programs initiatives and how you create equity within the workplace for all people.  She brings a new perspective of going beyond just a D&I program but creating valued equity opportunities for people from all walks of life.

• Companies are starting to invest a lot more in D&I programs and initiatives
• How does what happens outside the workplace affect the way we are in the workplace
• Are companies being sincere?
• Spectrum of companies - the cultural impact is driving awareness to their programs vs companies feeling a backlash for now having one
• Rallying around unrepresented groups
• Reaching our internal and external customers
• What is Equity?
• Having a reputation growing everyone fairly and unilaterally
• If the candidate pool is not diverse, the company may not have the best-recruiting strategy
• Promoting all people including diversity
• Infinity bias can be a problem
• Investing in the talent lifecycle
• Bosses many times are not doing enough to grow people
• Not all employees are treated equally; however, sometimes they can't be
• Coronavirus - even how we treat mothers differently
• What about reverse discrimination?
• People learn differently.  Not learns the same
• Going beyond speeches, books, and manuals
• Stop trying to fit people in a box
• Things companies need to remember when moving forward
• Talk with your employees
• Reach outside of the organization for expertise
• Know outside the workplace will impact the inside of the workplace

Special Guest Info - Flo LaBrado
 https://www.linkedin.com/in/flo-labrado-6174284/
[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 Jodi Carroll
 
 The coronavirus has caused many people to rethink where they are in life and what they want to do.   In recent weeks many people have hired Michael Glinter to rebrand their resume, LinkedIn, and coach them through the pivoting of their career.  Today we will talk about how to find fulfillment in your work while still achieving your financial goals. Toward the end of the podcast, Jodi will join my show to talk about a big announcement.

• Dreading your workday
• Career vs. a Job
• Career - Challenged, Appreciated, Hopeful, Making a Difference
• Job - Stuck, Stagnant, Unstable, Largely Unhappy
• Flipping to the next journey, Career to Future
• Most Common Mistakes 
  • Act without a Plan 
  • Assume it boils down to passion 
  • Shift your brand 
  • Go at it alone 
• Big Announcement with Jodi Carroll

Special Guest Info:
 Jodi Carroll
 https://www.linkedin.com/in/jodi-m-carroll-4a1745114/

 Jodi M. Carroll is a recognized leader in Transformation and Change Management, supporting the IT business within the Global Payments organization. She has a unique combination of strategic thinking and a background in Sales, which strengthens her ability to focus on the end-users’ (customers) perspectives and needs within this global organization.
 
 She currently leads to Transformation and Changes Management activities to assist all team members worldwide in adopting new cloud technology investments. G Suite has replaced Microsoft, and other Office suite products at Global Payments, and making this change requires detailed planning across technology systems. Still, it also requires changing how team members respond to and interact with the new technology.
 
 Jodi’s responsibility is to have discussions with strategic leadership with leadership within new acquisitions, which informs the change management plan by role and geography and assists the deployment team in reducing business disruption during the technology change.
 
 She is a frequent speaker at large events on the topics of employee engagement, change management, communications, training, and support. She was recognized as a recipient of the CIO Award for outstanding performance during one of the largest and most successful migrations to G Suite the company has had to date.
 
Host Info:
Michael Glinter is a professional leadership, staffing, and career consultant. His vision is based on the personal perspective that any person or program can be branded. He is also one of the few elite recruiters in the industry to have exceeded $1M of personal production in a single year for seven years straight without recruiter support.

Since 1999, Michael has placed over 3,700 employees all over the globe and has assisted thousands of candidates through rebranding of their resumes, retooling their LinkedIn, social media platform support, and career coaching.  Today he focuses on helping people find direction in their career and rebranding their resume and LinkedIn to achieve their passions.

 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)

Please Note:  The opinions provided in this podcast is not intended to be legal advice, nor are legal guidance by either the host or the guest.  Please consult with legal counsel in your respective state or country to get legal advice that applies to you.  This podcast is simply a conversation to present things to consider when doing your homework. 
 
 Listen to the podcast as we talk about the federal money and what you can do if your company cuts your pay due to the pandemic.
 
 Special Guest - Cynthia Flynn
    
 Cynthia Hackler Flynn, Esq. is the founder and managing partner of Hackler Flynn & Associates, a boutique law firm in Greater Los Angeles that focuses on employment law, business litigation and corporate work. Our core focus is to help commercial businesses defend and protect against employment lawsuits. Cynthia brings over 18 years of Law Experience with a passion for helping create a positive experience for employees and employers in the workplace. 

• Biggest mistakes companies make when terminating employees
• Being terminated in the right to work state
• Things to consider before you terminate
• Document - Document - Document
• Are there different rules for people in protected classes?
• Right it by a jury first before making a decision
• Coronavirus - Compensation - Companies being forced to take pay cuts
• What resources are out there?
• You can't refuse to go back to work and still collect unemployment
• What does it mean to be furloughed? Rules of the road for companies and candidates
• Difference between being furloughed vs. being terminated
• Companies can't ask or should ask employees to do anything if they are furloughed or "off the clock."
• If you pay people hourly, you have to realize the risks
• You should make sure if you pay someone salary that it is listed as a flat pay, not an hourly rate
• Salary employee being required to track your hours
• Can your vacation be denied if you are 100% commission
• What if your hourly rate as a commissioned employee is below the minimum wage?
• Could companies be required to pay you even after you leave on commissions from clients you brought to the company?

Termination Resources: https://hacklerflynnlaw.com/?s=termination

Special Guest Info - Cynthia Flynn
Cynthia Flynn, Esq.
HACKLER FLYNN & ASSOCIATES, APC
Corporate Law I Business Litigation I Employment Law
Address: 479 S. Marengo Avenue, Pasadena, CA 91101
Office: 323.247.7030
[email protected] I www.HacklerFlynnLaw.com 
 
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 - Angelique Hamilton
  
 With over 18 years of HR and Diversity/Inclusion background, Angie brings a vibrant and ever-growing perspective on how we can change the way we think.  She is an innovative People Management and Operations Change Agent that makes HR happen! An agile and highly successful coach in a broad sector of industries, including non-profit, healthcare, and logistics. Always putting people first to deliver service excellence '"Committed to making a difference in the world one company at a time." 

• How do you identify gaps in your program for all employees
• Is your program meeting the goals of your organization
• Reassessment and Metrics process
• The goal of the organization is to look at the entire organization holistically
• Programs and initiatives that help promote diverse organizations
• Leadership buy-in is critical to driving a strategy
• Starting groups within your organization
• How do you incentivize people to get involved
• Many companies will put participation in groups in an organization within performance appraisals
• It shouldn't be nice to have in the workplace - it should be a requirement 
• Tracking managers and who they promote - data tells a story
• Leaders should be reaching outward to all employees and embrace diversity when growing their people
• Managers sometimes lack training on how to develop people.
• Token D&I roles with no upper management support
• How do you balance where everyone can attain the next level but not reverse discriminate
• HR's involvement and what tools they can provide
• Outside Programs for Managers to develop their staff

Special Guest Info - Angelique Hamilton
https://www.linkedin.com/in/angiehamiltonmba/
Her Website  www.hrchiquegroup.com 
Supporting small businesses with diversity and inclusion needs as well helping displaced workers with career search services.

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 - Anna Charest - Filmmaker
Please listen to the end and support her cause... she needs the support

Anna is on a mission to bring awareness to all aspects of Neurodivergent people with an exciting documentary she is producing demonstrating the true diversity of people worldwide falling somewhere on the spectrum!  Anna learned at an early age she had Aspbergers, but learned to navigate the world and overcome the obstacles.  Listen to her story.

• Anna tells her story about learning about her diagnosis and how did she cope and overcome
• Understanding her diagnosis - High Functioning vs Low Functioning
• Early on misinformation campaign by the community
• Not everyone with Autism is in special classes
• Describing how being Neurodivergent affects her
• Maturity plays a role in overcoming Aspbergers
• Different things that bother those with Aspbergers
• Getting through School 
• Breaking into the industry - challenges 
• What companies can do to help Neurodivergent Employees succeed
• Questions and Comments not to make
• When should you disclose?
• Anna talks about her Film - "Spectrum" documentary
• Television character representation
• Misreading people for being "autistic"
• Need for more media representation
• Diversity of the people in her documentary
• Lack of awareness of Diversity Divergent people
• Who are Neurodivergent people?
• Just because someone is different, does not make them incapable

Special Guest Info - Anna Charest
https://www.linkedin.com/in/annacharest/
[email protected]
https://annacharest.wixsite.com/beautifulmadness

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)