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

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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]

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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)
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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]

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 [email protected] (Email)
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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
   [email protected] (Email)
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   http://www.facebook.com/michael.glinter (Facebook)
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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

[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)
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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

[email protected] (Email)
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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
[email protected] (Email)
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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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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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