Don Phin, Esq. Online Webinars 2023
“I love doing online webinars! I’ve done hundreds of them. On my own and for many different providers.”
I love doing online webinars! I’ve done hundreds of them. On my own and for many different providers. I have a full studio and can do a wide range of high-quality production and recording.
What follows are the topics I can present on. That doesn’t mean I can’t do others as well!
One by one, I am slowly creating a quick intro video you can use to promote each program. (I’ll let you know when they are done, as the Vimeo link will be there.)
Where I have tools, reports, etc. to share, I will indicate such below. All the free tools can be found here. (Click to view)
All these programs are Great for HR, leadership, and management. Many can be extended to 90 min. or even 2 hrs. If I speak longer, I will expect additional compensation.
I like sticking to my own PPT templates but am very willing to add any slides in front or back you desire.
Finally, one reason I created this tool is so that I don’t have to fill out a different Webinar datasheet every time I work with a new training company. Please have somebody at your company do the cut-and-paste job. All the info generally requested is provided. If you have questions just let me know.
Thanks for the opportunity. I look forward to working with you! See you online soon, Don
Titles:
- Mastering the Emotional Energy of Great HR/Leadership/Sales (40/40)
- Hiring and Retaining Employees in this Crazy Economy
- The Great Opportunity in Great HR!
- Employee Engagement that Works
- Now that I’ve Got Them, How Do I Keep Them?
- Onboarding that Drives Productivity, Teamwork, and Retention
- Coaching at Work- Improving Employee Engagement and Performance
- Change Management that Guides Transformation
- Performance Management with Bottom-Line Results
- Investigations that Get to the Truth… and Keep you Out of Trouble!
- Time Management Techniques to Get You Out of Overwhelm!
- The Great Manager Program (2 Hours)
- Creating Employee Handbooks that Protect You and Support the Company’s Culture
- Understanding the Math of HR… So You Can Show How HR Impacts the Bottom-Line and Get a Raise!
- What HR Must Know About Protecting Confidential information
- New Manager Training
- Marijuana: Compliance and Safety in the Workplace
- Mental Health at Work: Strategies to Remain Caring, Productive, and Compliant
- Creativity and Innovation in the Workplace
- Spirit in the Workplace: A Guide for Making the Best of the Holiday Season
About Don Phin, Esq.
Don Phin is a California employment law attorney. Since leaving his litigation practice more than twenty years ago, he has consulted with hundreds of companies to help improve their employment practices. He has presented in person over 600 times to CEOs, HR, and other executives on what works in leadership and employee relations.
Don has written numerous books. The latest book is The 40| |40 Solution: Mastering the Emotional Energy of Leadership and Sales.
Don built HRThatWorks, an online HR compliance and strategy program, used by 3,500 companies and sold to ThinkHR in 2014. In addition to consulting and speaking, Don does executive coaching and workplace investigations.
Streetwise from the Bronx (you can still hear the accent), Don moved to San Diego when he was 20 to work on a Tuna boat and never came back. Today Don lives in sunny Coronado, California.
Here’s what some clients have to say about Don’s presentations: (Click to view Testimonials)
Mastering the Emotional Energy of Leadership/Sales – (60,90,2hrs)
This is a program I have delivered hundreds of times, to very high ratings. It is unique, fun, and provides a ton of aha moments. Great for leadership and sales.
Why:
Here’s a sobering thought: half of all managers and leaders are better than the other half! The greatest challenge these executives face has less to do with how smart they are and more to do with how well they manage their emotions. As the saying goes, their EQ is more important than their IQ.
Unsuccessful leaders and managers generate million-dollar problems. The exposure they generate causes lawsuits, turnover, brand damage, and a shrinking bottom line. Yet few of these executives were ever trained on how to BE as an executive.
Since control is dead as a leadership strategy, in its place are concepts such as engagement, empowerment, inspiration, inclusion, and emotional intelligence. This is the path to great leadership today.
Description:
It’s hard to ignore today’s conversation around emotional intelligence. Studies show it is far more important to leadership success than having a high IQ. The term “emotional intelligence” implies the answer lies in the frontal lobe of the brain. It implies we can think our way through all our problems. Let me ask you this: when two people are yelling at each other in the hallway, or meeting room, or customer counter, is the any “intelligence” going on? Of course not.
In this fast-moving training, attorney, author, and speaker, Don Phin, will introduce us to the idea of “emotional energy.” He will help us understand the importance of the roles we play and the powerful 40| |40 Solution to “feeling” what is going on. Don will remind us that great leadership is an inside/out game!
This is a unique and insightful training because it’s not just about them… it’s about you!
We will discuss:
- The need for drama
- The impact of our stories
- All the world’s a stage
- The three roles we play
- The idea of emotional energy
- How to play the 40/ /40 way
- Coax, encourage, and inspire
- Letting go, being inclusive, and having faith
- And so much more…
Take-home value:
- Understanding why control is dead as a leadership style.
- The importance of creating your stories and the roles played in them.
- Knowing how to help people move out of a victim mentality…including you.
- The importance of showing you care…so you won’t be villainized.
- How to listen like a pro.
- How to not exhaust yourself playing hero roles.
- How to inspire yourself and others.
- And so much more!
All attendees receive a PDF copy of The 40/ /40 Solution book and the Coax, Encourage, and Inspire Worksheet.
Hiring and Retaining Employees in this Crazy Economy (60, 90, 2 hrs.)
Why:
The economy has recovered from the Pandemic, yet a recession looms. Employers are still faced with worker shortages, the consequences of the Great Quit, demand for higher wages, and work flexibility. While most companies have a healthy top-of-the-line post-pandemic, their growth is severely limited by the ability to obtain and retain talent. And, without the ability to grow, added pressures are placed on existing employees, exacerbating mental health and retention problems.
Description:
Employers are faced with The Great Resignation and The Great Quit, placing their companies and existing employees under enormous pressure. Since hiring and retention are closely related challenges, they are addressed together in this fast-moving presentation. We will go from attracting employees to hiring, then onboarding, and finally retention strategies. Plenty of great tools will be shared along the way!
- How to attract great employees.
- Referral programs that work.
- The Entrance Interview.
- The onboarding experience.
- Compensation challenges.
- 60-Day New Employee Survey.
- The data around employee turnover.
- The true costs of employee turnover.
- How to spend money wisely when trying to engage and retain employees.
- How software programs can help.
- And much more…
Takeaways:
- How to design your career page and market job opportunities
- How to build an employee referral program that works
- The #1 interview question you can ask to make sure you don’t hire a victim.
- A form you should have every new employee complete on their first day of hire.
- A form you should have an employee think about during their first 60 days.
- How to calculate the cost of turnover and identify its revenue equivalency.
- How to spend money wisely on employee engagement efforts.
- And, a ton of tools!
All attendees receive the report Hiring and Retaining Employees in this Crazy Economy. As well as the Employee Entrance Interview, 60-Day New Employee Survey, Turnover Cost Calculator (excel), and Retention Program Possibilities (excel)…
The Great Opportunity in Great HR! (60, 90, 2 hrs.)
Why:
This unique, fast-paced workshop is about pumping up your HR career. It’s about you becoming more effective, having fun…and getting paid for it. It’s time to get clear about your future opportunities!
Description:
How clear are you about your WHY for becoming a strategic HR partner? Are you on the right path? How motivated are you? What could be blocking the way?
While it’s great to brand to your clients and customers, how well are you doing so with your employees? How well are you branding HR? Do you know how others view you?
How do you show your value? What data are you tracking? What do your monthly reports look like? How are you impacting the bottom line?
And…is it time to get a raise?
We will discuss:
- Why you want to be great at HR
- Diagnosing your needs
- Understanding the math of HR
- Hiring, retention, and productivity
- Creativity and HR
- Internal branding
- Preparing for the future of work
- Creating a plan
- Getting a raise!
Take-home value:
- Clarity around personal goals for your HR career.
- Clarity around goals for the HR department.
- Clarify the financial impacts of HR.
- Knowing how to communicate the value of HR improvements.
- How to get on the same page with your CEO.
- Strategic improvements in hiring, retention, and performance.
- How to make a plan…and get a raise!
- And so much more!
All attendees receive a copy of the GreatHR poster, the ebook 66 Powerful Strategies for Great HR, Creating HR Scorecards that Work report, True Costs of Your HR Practices, and a PDF of The Truth About HR and You book. They also have access to dozens of other free tools!
Employee Engagement that Works (60,90)
I had the wonderful opportunity to do a program on Employee Engagement for LinkedIn Learning that has been viewed over 350,000 times and translated into five languages.
Why:
Employee engagement has been a topic of concern for many years…yet the statistic remains…roughly two-thirds of employees remain disengaged! This disengagement dampens the employee’s “discretionary effort,” with huge consequences to employers, including poor performance, lowered productivity, turnover, customer dissatisfaction, brand damage, lawsuits, and a negative impact on the bottom line.
Description:
The last few years have certainly put a damper on the workplace experience. Maybe even yours! It seems as if everyone feels overwhelmed and under-appreciated. Couple that with the twin challenges of hiring and retention, and you can understand why employee engagement strategies and tools are needed now more than ever!
In this program, we will journey through the employee life-cycle and talk about strategies and tools you can use each step of the way.
We will discuss:
- How to hire engaged people
- The importance of testing for skills
- Moving from expectations to agreements
- Making sure your managers “get it”
- Step up the communication
- Step up the inclusion
- Employee suggestions systems that work
- The finances of engagement
- Career mapping
Take-away value:
- An understanding about the true costs of disengagement.
- How to help people move away from victimology to engagement.
- How to hire engaged people.
- How to create clarity around performance.
- How to involve employees in the process.
- How to show you care.
- You will know how to make work fun again…for you and everyone else!
All attendees receive Creating a Fun Workplace, A Dozen Ways to Show Employees You Care, Reward and Recognition Possibilities, Entrance Interview, 60-Day New Employee Survey, Retention Program Possibilities spreadsheet, and more.
Now that I’ve Got Them, How Do I Keep Them? (60)
Note: Similar to Hiring and Retaining above but solely concentrating on turnover/retention.
Why:
The economy has recovered from the Pandemic but employers are still faced with the consequences of the Great Quit, demand for higher wages, and work flexibility. Employers are facing a significant labor shortage, magnifying the consequences of employee turnover.
Description:
While most companies have a healthy top-of-the-line post-pandemic, their growth is severely limited by the ability to retain talent. And, without the ability to grow the workforce, added pressures are placed on existing employees, exacerbating mental health challenges and the retention problem.
Employee Turnover is an expensive problem. It limits growth opportunities, causes stress, morale problems, customer dissatisfaction, lawsuits, and brand damage.
Compensation challenges, the demand for job flexibility, an unwillingness to “come to work”, cost of living, and other factors are driving the turnover.
In order to fight against this challenge, employers need to better understand the costs and opportunities related to turnover, have and share their compensation philosophy, consider new ways to engage employees, and more.
We will discuss:
- The data around employee turnover.
- How to calculate the true costs of employee turnover.
- The Entrance Interview.
- The onboarding experience.
- Compensation challenges.
- How to spend money wisely when trying to engage and retain employees.
- How software programs can help.
- And much more…
Take-away value:
- You will begin your retention efforts in the hiring and onboarding process.
- You will know what causes employee turnover.
- You will know how to calculate the cost of turnover and identify its revenue equivalency.
- You will spend money wisely on employee engagement efforts.
- You will be able to include your employees in the effort to reduce turnover.
- And, you will get a ton of tools!
All attendees receive the report Hiring and Retaining Employees in this Crazy Economy. As well as the Onboarding Checklist, Employee Entrance Interview, 60-Day New Employee Survey, Turnover Cost Calculator (excel), and Retention Program Possibilities (excel).
Onboarding that Drives Productivity, Teamwork, and Retention (60)
Why:
The number one challenge faced by every business is getting and keeping employees. How they are treated once they are hired leaves a lasting first impression. It impacts engagement, performance, productivity, and retention.
Description:
How’s this for a fact: half of all employees are onboarded better than the other half! And then there are the companies in the top 10%. The Great Ones. The bottom line of every company is impacted by employee engagement and productivity…both of which are directly impacted by the onboarding experience. In this fast-moving session, Don Phin will provide the latest in onboarding strategies and tools.
All employers continue to feel the impact of The Great Quit, placing their companies and existing employees under enormous pressure. Since the onboarding process is a tipping point in employee engagement, productivity, and retention…you want to be a Master of it! Remember this: onboarding is both a process and an event!
We will discuss:
- Onboarding starts in the hiring process
- Pre-first day welcome
- Creating a Wow! first-day experience
- The Entrance Interview
- The 60-Day New Employee Survey
- Getting to know them
- Getting to know the team
- The Onboarding Checklist
- The Cost, Ease, and Impact formula.
- Software Apps
- And much more…
Take-away value:
- The critical importance of the onboarding experience.
- You will have the tools and understanding required to create a great onboarding experience.
- You can create a WOW first-day experience.
- You will know how to have up-front conversations that will impact new employees’ engagement.
- How to get them to engage with their new team.
- How to spend money wisely when trying to engage and retain employees.
- Ideas of how to deal with remote employees.
All attendees receive the Onboarding Checklist, Employee Entrance Interview, 60-Day New Employee Survey, Getting to Know You, Retention Program Possibilities Checklist (excel) and more.
Coaching at Work – Improving Employee Engagement and Performance (60)
Note: I have been coaching executives for many years. (Click here to read more)
Why:
Two of the most impactful workplace trends are employee engagement and coaching. Given the scarcity of employees and huge retention problems, the ability to control employees is dead. Coaching on the part of today’s manager is part of the answer.
Description:
Difficulty attracting employees, difficulty engaging employees, remote employees, turnover, claims, and brand damage. All are enormous challenges for every company today! Since we can’t “control” or “micro-manage” employees, nor do we really want to, best practices, engagement, and coaching are our only options!
In this fast-moving presentation, executive coach Don Phin, will share strategies and tools to help you and your managers step up their engagement and performance management games by learning how to coach their direct reports.
Coaching helps for a myriad of reasons. The best managers and employees want to improve their ability to engage everyone from board members to the rank and file. They have a strong IQ and realize they need to build their EQ. Usually self-motivated.
Plenty of employees and managers are stressed out, stuck, and no fun to be around…at work or home. Cracks are beginning to show, and the company is willing to invest in coaching to keep them functioning at a sustainable level.
We will discuss:
- When to coach
- Where to coach
- Different approaches to coaching
- Levels of accountability
- Secrets to great listening
- Great questions to ask
- Actions speak louder than words
- Move from expectations to agreements
- How to know when somebody is uncoachable
- And…much more
Take-away value:
- You will understand why the Death of Control has changed management…forever.
- You will understand why managerial coaching has become so popular.
- You and your managers will have an approach and tools to help facilitate their coaching.
- You will learn the secret to being a great listener.
- You will have a checklist to help with your coaching!
All attendees receive Coaching Questions and Timeline of a Coaching Session
Change Management that Guides Transformation (60)
Note: I love the topic of change management. I’ve helped many companies and people do it!
Why:
Companies, their leaders, managers, and employees are dealing with ever-accelerating change. Yes, there are logical challenges… but it is the emotional ones that can really derail progress! If you or your team don’t respond, innovate, and become the change, you will be overrun by it.
Description:
We are working in a sea of change. Advancements in technology, tools, communications, and more, are rapidly changing the work environment. What worked yesterday may not work today. Managing change gracefully and profitably is a challenge for all of us.
How will you be prepared for the change guaranteed to come your way? Successful companies and people learn how to adapt to changing circumstances. They don’t just react to change, they drive it!
Most people don’t like change and can either purposefully or subconsciously resist it. The result is lowered performance, productivity, turnover, and way too much unnecessary drama.
In this fast-moving presentation, Don will help you better understand the changes coming your way and share best practices and strategies to come out on top.
We will discuss:
- The many changes that are coming our way.
- How to anticipate which of these changes will impact your company and career
- Managing the three personalities of change – the Resistors, the Sheep, and the Champions
- Change requires you to let go of control. You cannot micromanage change.
- How to get everyone to think and contribute.
All attendees receive the report Managing the Crazy Changes Coming Your Way, Workplaces of the Future Checklist, The Impacts of Technology on HR, Creativity Checklist, and PDF of the book A to Z of Work Ideas and Questions.
Performance Management with Bottom-Line Results (60)
Note: This is also a very popular LinkedIn Learning program with more than 200,000 views and translated into five languages.
Why:
Most performance management approaches are so old school… that they don’t work anymore! With rapid change, remote work, and the transition to a skill-based organization, performance management is due for an overhaul! This workshop helps unearth what does drive performance in today’s workplace.
Description:
Performance management approaches have evolved over time. Originally, they were very top-down, control-based approaches. Today’s approaches have changed dramatically. Control is dead, and in its place is what I call engaged collaboration. That requires clarity of purpose, moving to performance agreements, and wise use of today’s technologies. In this fast-moving program, Don will share strategies and tools for picking up your performance management game!
We will discuss:
- Why the old approach is dead. Are you still using it?
- Thinking about the math of performance management.
- Defining performance in today’s environment.
- What can still be managed?
- The importance of time management.
- Engagement and discretionary effort.
- Evolving performance management software and apps.
Take-away value:
- You will never think about performance management the same way again 😊
- You will be able to let go of control…and yet create order.
- You will learn how to be more inclusive of the people you manage.
- You will want to pump up your engagement.
- You’ll make such a big difference you can ask for a raise!
All attendees receive the Strategic 90-Day Plan including an OKR Worksheet
Investigations that Get to the Truth… and Keep you Out of Trouble! (60)
Note: I am a skilled workplace investigator. (Click here to read more)
Why:
Investigating managerial and employee wrongdoing is a key skill requirement for HR executives. Poor investigations lead to expensive lawsuits!
Description:
How a company manages a workplace investigation affects its legal exposures, corporate culture, and brand. That investigation may involve a claim of sexual harassment, suspicion of theft, or a threat made against another employee. The failure to properly investigate can lead to lawsuits, brand damage, and ruined reputations.
Don has been an employment law attorney for more than 40 years and has investigated many scenarios. He will share best practices you should consider when investigating matters.
We will discuss:
- Where there is smoke … investigate!
- What it means to be prompt and thorough
- How to get to the truth
- Maintaining confidentiality
- How to assess the credibility of witnesses
- NRLB rules around investigating
- Using attorneys wisely
- Appropriate discipline
- Making victims whole
- And more…
All attendees receive the Investigations that Work report, Post-Accident Investigation Checklist, the Checklist for Online Investigations, and An Investigators Tools
Time Management Techniques to Get You Out of Overwhelm! (60)
Note: I have done “deep dives” into the subject of time and time management and have written two books on it.
Why:
As Elon Musk said, “The most important decision I’ve had to make is what to do with my time.” Time is all we’ve got and that’s why this program is so valuable to you!
Description:
So many people feel overwhelmed by their work and life circumstances. They work too many hours and end up stressed, burnt out, and resentful. The solution is time management mastery, where you are in control of your time, not other people, or circumstances. In this fast-moving program, Don Phin will share insights and very usable techniques to help you master your time!
It seems as if everyone is running 75 miles per hour today. Even if they are working from home! Most management-level employees aren’t constricted to working 40 hours per week and often find themselves working 60 hours or more. This can only lead to burnout and resentment.
Don Phin has studied and taught about time management for more than 20 years. He’s written books about time and time management. In his program, Don will share insights that have helped him and his clients to be far more effective and productive in less time. The result is life balance and job satisfaction.
We will discuss:
- A quick history about time
- Knowing where your time goes
- Managing your calendar
- Managing those “gotta minutes”
- The Covey Time Quadrant
- Stay Focused
- Learning how to not overcommit yourself
- Stop doing something
- Protect your free time!
Take-away value:
- You will know where your time goes.
- You will begin to gain control of your time.
- You will better value your time.
- You will work less and be more productive.
- You won’t feel stressed about time.
All attendees receive a PDF of the book Mastering Time Management, and the Prioritization Summary Form.
The Great Manager Program (2-3 Hours)
Note: This is a 10-lesson program. There is no program like it!
Why:
These are crazy times, and being a manager is more challenging than ever. Due to labor shortages, many people have been thrust into managerial roles with little or no experience or training. This is a problem because your managers are the tipping point of performance and productivity.
Description:
The quality of a company’s management and supervision team goes a long way to defining that company’s culture… and its bottom line. When companies have untrained managers, they are relying solely on that person’s innate ability to manage. Not surprisingly, half of those managers will do a better job than the other half.
Training your managers has a leveraged impact depending in part on how many people they manage. The average manager in the US is paid roughly $70,000. There are many managers out there who govern a payroll of $1 million or more. Perhaps at your company, they are managing $100,000 in payroll. Either way, an improvement in their management ability by only 10% can have significant financial impacts!
When managers learn how to continually improve their performance, they will have a highly successful career, and you’ll have a very profitable company.
This program will provide valuable, easy-to-understand insights, strategies, and tools to help them become better managers. No matter where they do their managing.
What we’ll discuss:
- Management 2.0
- The Math of People
- Building Your Team
- Performance Management
- Time Management
- Change Management
- Creativity
- Emotional Intelligence
- Ethics
- Career Planning
Take-away value:
- Clarity about the opportunity as a manager.
- An understanding of how their management approach has bottom-line impacts.
- How to build, manage, and engage your team.
- The importance of developing your emotional intelligence or EQ.
- How to deal with challenging circumstances.
- How to build a road map for your career.
All attendees receive an extensive Great Manager Workbook.
Creating Employee Handbooks that Protect You and Support the Company’s Culture (60)
Note: I helped design and write create a 50-state employee handbook builder for ThinkHR (now MineralHR) and also helped write many dozens of handbooks for employers.
Why:
Too many employee handbooks are out of date, focus only on legalities or administrative policies, and are boring at best. Handbooks are not just for compliance and good practices; they can also support your company culture.
Description:
The #metoo movement made it very clear that your employee handbook needs to show employees how to behave and what procedures must be followed when they don’t.
Your handbooks must be legally compliant, and there are clear solutions to getting there. What’s exciting is those handbooks can also play a role in defining company culture!
Do your employees WANT to read your handbook? Is it interesting? Attractive? Positive? Did they have any role in creating it?
How can you take advantage of graphics, multi-media, and online storage, in creating and sharing your handbook?
In this fast-moving training, attorney, author, and speaker, Don Phin, will take us through the basics of handbook compliance. Don will remind us about the importance of staying compliant with a wide range of laws, including those promulgated by Federal, State, and Municipal governing bodies, along with the myriad of regulations and case laws surrounding the interpretation of those laws.
Then Don will focus on the opportunities available in creating great employee handbooks. He will discuss how you can focus your handbook on defining and reinforcing your company culture, vision, mission, values, goals, and more.
Finally, he’ll talk about bringing your employee handbook to life and the opportunities that have been created by graphics, media, and the online storage and dissemination of handbooks.
We’ll discuss:
- Quick history into the evolution of employee handbooks
- Don’t put your disclaimers before your welcome letter
- At-will and other disclaimers
- Hiring and orientation
- Wage and hour
- Performance management and discipline
- Communication policies
- Benefits
- Leave Management
- Discrimination and Harassment
- Safety
- Bringing your employee handbook to life
Take-away value:
- You’ll know what must be in your handbook.
- You’ll know what can be in your handbook.
- You’ll be able to create an employee handbook people may actually want to read.
- You’ll learn how to use video and other tools to bring your handbook to life.
- And so much more!
All attendees receive the Creating an Employee Handbook report.
Understanding the Math of HR… So You Can Show How HR Impacts the Bottom-Line (60)
Note: I have taught the math of HR to HR executives and CEOs for more than 20 years.
Why:
In order to be a strategic partner, HR has to know the math behind hiring, retention, engagement, and more. Knowing the math helps to better define HR’s value and offers the promise of a promotion and raise!
Description:
Few people get into HR because they can’t wait to be great at math! Not understanding the math of HR can be a weak spot limiting HR’s ability to be strategic partners.
In this Webinar, Don Phin is going to teach the Math of HR in a way that will help you bring more value to your company…and get paid for it! He will share with you a method you can use to educate your executive and management teams on the value of great HR.
Let’s be honest- math is not HR’s thing. We are “people people,” not accountants. The problem is that a lack of understanding this math stymies our growth. It limits the conversations we can have and the impact we can make.
We will discuss:
- How CEOs think about HR.
- The opportunity in understanding the math of HR.
- The costs of hiring, performance, and retention practices- the Big 3
- Defining the benefit in benefits.
- Work comp and EPL exposures
- The revenue equivalency of HR costs
- The activity equivalency of HR costs.
- Marketing the math and getting a raise!
Take-away value:
- Clarity about your opportunity in HR.
- How to identify costs around hiring, performance and retention- the Big 3.
- How to communicate with your CEO.
- How to communicate your value to the executive team.
- How to get a promotion and raise!
Includes the HR Cost Calculator (PDF), Turnover Cost Calculator (excel), Retention Program Possibilities spreadsheet (excel), Why I Deserve a Raise (PDF)
What HR Must Know About Protecting Confidential Information (60)
Note: As a lawyer, I have had to advise clients on the importance of protecting confidential information. I know it from the HR practices angle, there are others who know it from the more sophisticated technology side of it.
Why:
Confidential information includes internal secrets, customer, client, and employee information, and much more. HR is tasked with creating policies, procedures, and practices to help maintain the confidentiality of this important information.
Description:
There is no doubt that people on the outside…and inside… of your company are looking to access critical confidential information. Some people simply mishandle and expose it. Failure to protect this information can result in lost customers and clients, regulatory fines, lawsuits, brand damage, and more.
HR professionals and other managers are privy to salaries, financial information, health insurance information, social security numbers, and other sensitive employee and customer data. What is it that needs to be kept confidential legally, and what should be included when putting a company policy in place?
In this course, veteran attorney Don Phin helps you gain an understanding of confidentiality by laying out the main areas to consider. He shares best practices that can help both managers and employees behave within legal and ethical parameters. Learn about non-disclosure and non-competition agreements, social media policies, cybersecurity, and more.
We will discuss:
- Just what is confidential information?
- Protecting customers, clients, and employees.
- Protecting management information.
- Pros and cons of non-disclosure agreements.
- Non-competition agreements.
- Laws surrounding the drafting and enforcement of social media policies.
- Maintaining cybersecurity around confidential information.
Take-away value:
- An understanding of the wide range of confidential information.
- How you help to identify and protect confidential information.
- And much more…
New Manager Training (60-90)
Note: I have trained a ton of new managers!
Why:
The transition from being an employee to a manager is a precarious one. There are many expectations of a new manager. The fact is, many people will fail miserably as managers while others will succeed. In this program, Don is going to help new managers succeed on that journey from employee to manager.
Description:
Becoming a new manager is both exciting and scary. You were most likely promoted because you had an excellent skill set and showed leadership potential. But since this is new territory for you, there is much to be learned. You will have to move from co-worker to boss. You will have to learn how to motivate people and have difficult conversations.
In this fast-moving program, attorney, consultant, and coach Don Phin will help guide you with insight strategies and tools so you can become a great manager.
We will discuss:
- Why did you say yes to becoming a manager?
- The opportunity to be a great manager
- You’re not their buddy anymore, you’re their boss
- The emotional intelligence of a great manager
- Hiring great employees
- Building your team
- Engaging your team
Take-away value:
- Clarity around why you want to be a great manager.
- Realizing the difference between being responsible for people and to the people you manage.
- How to better access your emotional intelligence to make better decisions.
- Increased productivity and engagement of your team.
- Job satisfaction for a job well done.
Participants receive the Manager’s Monthly Checklist.
Marijuana: Compliance and Safety in the Workplace (60)
Note: Don is a 35 yr. California employment law attorney. Most every client wants to know what they can do about the legalization of marijuana and its impact on hiring, compliance, safety, productivity, and company culture.
Why:
The impact of marijuana use on the workplace is skyrocketing. State after state legalizes its use, not just for medicinal purposes, but for recreational ones too. At the same time, the Feds haven’t legalized any of its use. This leads to a great deal of employer confusion over what they can and should do.
Description:
According to the National Institutes of Health (NIH), studies suggest specific links between marijuana use and adverse consequences in the workplace, such as the increased risk of injury or accidents. One study among postal workers found that employees who tested positive for marijuana on a pre-employment urine drug test had 55 percent more industrial accidents, 85 percent more injuries, and 75 percent greater absenteeism compared with those who tested negative for marijuana use.
Not only is legalization a new problem for management, it’s also a new problem for law enforcement and the courts. Defining what it means to be “under the influence” is difficult at best, and there are few accurate measuring methods available. Thankfully that is beginning to change.
The impact of marijuana use on the workplace is skyrocketing. State after state legalizes its use, not just for medicinal purposes, but for recreational ones too. At the same time, the Feds haven’t legalized any of its use.
In this training, Don will summarize the challenges faced by employers in managing employee marijuana use, explain the law addressing this subject, describe relevant marijuana testing devices, and analyze recent court cases. He’ll finish with a few words of advice for the wise.
We will discuss:
- Some facts about marijuana use.
- The risks of marijuana use.
- The laws surrounding marijuana use and employment.
- The distinction between medical and recreational use.
- Testing for impairment.
- What is reasonable suspicion?
- Accommodating marijuana use under disability law.
Take-away value:
- A greater understanding as to the dangers of marijuana use and abuse.
- An understanding of the rapidly evolving legal landscape.
- Best practices for managing the problem at your company and in your state.
Mental Health at Work: Strategies to Remain Caring, Productive, and Compliant (60)
Creativity and Innovation in the Workplace (60-90)
Note: I’ve been very creative in the human capital space for years. Creativity and innovation are passions of mine!
Why:
With today’s rapid rate of change employers are required to build a rapidly evolving workforce. Creativity and innovation are the opportunity to be in a leadership position in your industry and career.
Description:
With rapid change comes an incredible leadership challenge. Not just to respond to change …but to be the change. To do that requires creativity and innovation. Creativity happens at every level of the organization and with every person. In this engaging program Don takes on a journey to allow our creativity and that of our fellow employees to flourish so that we can produce innovative results..
We will discuss:
- What’s changing
- Job loss and job creation
- Taking a skills based approach
- How to be creative
- Creativity frameworks
- Employee survey
- Employee suggestion programs
- Rewarding creativity and innovation
Take-away value:
- A greater awareness as to the scope of change coming your way.
- What you can do to identify the change affecting your industry and career.
- The ability to be a more creative person.
- The ability to help others find their creativity.
- Innovative results.
Participants receive the Creativity Checklist, Areas Where HR Can Apply Some Creativity, and the Employee Suggestion Form
Spirit in the Workplace: A Guide for Making the Best of the Holiday Season (60)
Why: December is the time of year to remember that we are spiritual beings having a work experience. Unfortunately, we can run 75 miles an hour and forget who we really are.
Description:
The Holiday season is a great opportunity to show our employees how much we care about them. Like good old Mr. Fezziwig. Spirituality at work doesn’t imply religion at work…although that is part of it too. It’s a broader concept where we look for the best in each other, nurture each other, and build community. It is a time for rest, recovery, and merriment.
What we’ll discuss:
- What we don’t mean by spirituality at work
- What it does mean to be “spiritual”
- The practice of servant leadership
- Moving from fear to acceptance
- Forgiveness and forbearance
Take-away value:
- An awareness as to the greater opportunity for connection at work.
- How we can honor each other’s differences and similarities through the holiday season.
- How we can make amends and move to higher ground.
- Some fun things we can do to share the Spirit!
Participants receive the Spirit at Work report and Spiritual Wisdom (quotes from the masters)
Testimonials
“I first met Don over a decade ago when he presented to our Vistage group in Charleston, SC. He was an outstanding speaker who crafts stories that were both entertaining and useful to business executives. Don drew upon his experience as a former plaintiff’s attorney who specialized in employment practices claims to help small businesses build HR processes to protect from these risks.
Since the outbreak of the COVID-19 pandemic our online trade publication, Cleaning Business Today, produces a daily livestream to help our audience connect in these unprecedented times. Don has been a repeat guest on our show and he rocks it out online as well as he does in person. Don shares a wealth of useful information supported by a trove of downloadable material which is all valued by our audience.
I highly recommend Don as a presenter for both live and virtual events.”
– Tom Stewart
CEO Modern Cleaning and Board members ISSA
“We recently had Don speak at our monthly all-company meeting. This is the third time that I have heard him and each time I listen I pick up some new compelling insight. With a unique blend of humor, warmth, and honesty he shares his perspective on behaviors, motivations, and the underlying drivers behind human interactions. He offered us concrete suggestions – tools for our interpersonal relations toolboxes as well as frameworks and guidelines for more productive communication between co-workers, family, and everyone whom the listener might interact. His presentations contain nuggets that will help one in all aspects of their lives – personal and professional. I am just sorry that we could not do it in person as some of the best ah-ha moments come from some of the group activities. But he is not daunted by the delivery constraints of these challenging times, and is definitely worth watching. … and listening. He brings good wisdom to any group of humans.”
– Laurel Lembo VP/Owner
CyberData – The IP Endpoint Company
“Don presented his program The 40/ /40 Solution for Leadership and Engagement online for our Fall Summit. This was the fifth time we had Don present for us, and our Members really loved this presentation! Wonderful feedback and survey results. The Playing 40/ /40 presentation is a unique concept with excellent take-home value that can be implemented immediately! Our membership always thanks us when we have Don speak to them and consistently ask us to have him come back! Book Don for your next event and your members will love you for it!”
– Sanford M. Fisch, CEO & Co-Founder
American Academy of Estate Planning Attorneys, Inc.
“Don Phin is a passionate speaker who truly cares about making a difference in the lives of others. His background in HR and law are a unique complement to his passion for employee engagement and emotional intelligence. As a speaker, he knows how to engage with and adapt to an audience to maximize the value they receive, combining humor with questions that challenge their assumptions. When he presented to all three of my Vistage groups recently, every member walked away with action items they were going to implement. I’d highly recommend Don as a speaker and a coach.”
– Cindy Hesterman
Vistage Chair, FL
“Don knocked it out of the park with his “The Inspired Workforce”. My members walked away with powerful takeaways. His Virtual presentation was effective and seamless. “40/40” is the way to go. Transitioning Expectations to Agreements is the game changer!!!”
– Derek Derdivanis
Master Chair at Vistage Worldwide
“It was fantastic working with you. Thank you for bringing such a high level of energy to the stage and being technologically savvy enough for us let our technicians play. Thank you and I hope to see you around more often!”
– Rocco Terranova
Production Manager, Metro Multimedia