Glenn Llopis

This program is perfect for:

• Senior leaders across all functional areas and departments
• HR Executives

The audience will leave with:

1. How the ability to appreciate difference in others and see things differently) is essential to rebuilding trust and breaking free of old templates.
2. Why alignment is more important than connection to guarantee trust and engagement.
3. What employees are looking for in a workplace that allows them influence, maximize their potential, and see the importance of investing in their significance.
4. 7 ways trust establish a culture of innovation and sustainable growth.
5. Why trust and engagement are dependent upon a new workplace that allows job descriptions to evolve and places people and their distinction at the center of an organization’s growth strategy.

Organizations and their leaders know they need engagement with their people and their trust to evolve and grow. They also know that they need that engagement and trust to evolve with the needs of the workplace and marketplace. Yet while many organizations are saying the right things when it comes to this need, our years of research confirm that what they say is not leading to actual engagement and trust – and thus growth and evolution. This is even true at companies that have statements like “respect individuals,” “our people are our point of difference,” or “value our and all people” as part of their mission statements.

Why do so many leaders and organizations not understand this? Because they aren’t listening. Too many leaders have forgotten the value of touching the business as they lead it and “getting their hands dirty” to reclaim engagement of their people and rebuilding trust to evolve and grow.

In this keynote, Glenn Llopis explores the foundations of engagement and trust as they support evolution and seizing new opportunities that leads to growth. He shows that trust in the workplace is more than just the belief that our employees, leaders, company, and brand(s) are reliable, good, honest, effective, and able. Trust must be the foundation upon which our leaders, employees, and customers have clarity and shared beliefs around a company’s evolution. Trust means that perceptions and expectations between employees, leaders, company, and brand(s) are aligned and strengthen that belief in a company’s mission in the workplace and marketplace.

Trust comes from the actions that we take, but they must be felt by others in order to resonate.

This requires us to change the conversation and challenge the status quo to enhance existing business models, client relationships, and our employee and employer brands. To do this, we need to embrace diversity of thought to create well thought out strategies for change. We need those strategies because… without strategy, change is merely substitution, not evolution – and evolution is at a premium when the business is losing trust in the workplace and losing ground in the marketplace and the need for change management becomes urgent.

In the end, Llopis shows leaders that trust requires them to get their hands dirty and engage with the one thing that drives our businesses and indeed our lives: relationships with our people. By deploying these six strategies of the innovation mentality together, they solve for a lack of trust and build the relationships that are the foundation for reclaiming engagement that grow stronger over time. When leaders do that they will solve for more than trust and engagement. They will influence the evolution and growth of their business.

This program is perfect for:

• ​Senior Management across all functional areas and departments
• HR and D&I Executives

The audience will leave with:

1. Implement the six strategies for businesses to evolve in the 21st Century to transcend the substitutional thinking of the past
2. Unveil the shocking results of the Diversity of Thought Assessment that include the participation of thousands of senior Fortune 500 leaders
3. The insights to build high performance leaders and team, focused on inclusion and the power of individuality.
4. Learn four ways to break leaders free from their identity crises to maximize their potential and that of others
5. Identify and close opportunity gaps with greater speed and agility; courage and vulnerability
6. Awaken your awareness of how the words we use at work shape our mindset, slow progress down, unknowingly create tension and make it impossible to solve for the right opportunities

​Inspired by Llopis’ bestselling book The Innovation Mentality – the speed of change requires us to bring people into the folder faster than ever.  This means that organizations and leaders must be more inclusive, authentic and vulnerable.  We must allow the unique ways leaders and employees think, act and influence — to define the future of our organizations.   They must embrace diversity of thought.

Based on Llopis’ research that included 12,000 senior leaders at more than 1000 companies including 65 Fortune 500 companies, 81% of them said that they always embrace diversity of thought and utilize one’s individual strengths. But when we asked the people they lead if they share the unique ways their cultural values influence how they think, 69% said “sometimes.” Additionally, while 87% of the supervisors said they encourage their employees to share their ideas and ideals, only 73% said they are “sometimes” vulnerable with their employees.

This is why even the most innovative and disruptive companies are often more like-minded than we think: They focus only on what makes them comfortable and struggle when there is genuine discomfort around meaningful issues that require us to evolve.  As a result, they can’t break free from the thinking of the past and thus continue to focus on making incremental improvements to the old ways of doing things.

Companies and their leaders need a new strategy for success, because without that strategy, change is merely substitution, not evolution. Business today is becoming less about the business defining the individual and more about the individual defining the business. That’s how people feel they are making contributions and connect to leaders and their organizations: as individuals who create shared cultures that drive change and foster growth.

This program is perfect for:

• ​Senior Management
• C-Suite Executives
• Corporate Strategy and Transformation

The audience will leave with:

1. ​Break free from traditional workplace templates – With its top-down, hierarchical, departmental-silo, one-size-fits-all mentality – the traditional workplace becomes less and less relevant the more it slows progress down.
2. Promote trust and transparency in the new workplace – More transient, diverse and personally-branded than ever before, the new workplace must develop high performance leaders and teams focused on inclusion and the power of individuality. promotes a new level of collaboration through powerful ecosystems – where opportunities multiply and are more easily sustained.
3. Convert the melting pot of differences into a mosaic – Our goal as leaders is to fuel strategies for growth, innovation, and opportunity to maximize the full potential of people, brands, and businesses.
4. Make the new workplace less about titles and more about subject matter expertise – This is about recognizing the unique differences in how people think, act and innovate – and are motivated to perform. By effectively cross-pollinating resources and intellectual capital, you will strengthen the individual capacity required to build the right ecosystems to create and sustain real growth for your business.

Glenn believes that leaders must take ownership to attain/exceed business goals with a strategy for change that is focused on creating cultures that are constantly evolving – and with the end game in mind.  As leaders, we must learn to trust the natural ways we lead and the wisdom we have accumulated over time earned to create a cultures for growth.  This is achieved via four skills Glenn has identified in his best-selling book, Earning Serendipity – that create and propel a culture of innovation and initiative in your teams and sustain opportunity in your work.

The rapidly changing marketplace is telling us that As it is no longer about the business defining the individual, but about the individual defining the business.  This keynote is designed to enable leaders to immediately identify and leverage the full potential of their teams, partnerships, and client relationships.

This program is perfect for:

• Healthcare Executives
• Functional or Department Leaders
• Physicians/Researchers who want to develop cultural competencies
• HR and Diversity Leaders

The audience will leave with:

1. An understanding of how to respond to the Cultural Demographic Shift in a way that drives growth and helps the organization meet today’s most pressing healthcare challenges.
2. Insights on how to invest in four critical areas to that moves diversity and inclusion to the center of enterprise growth and healthcare transformation.
3. The role that individuality plays to improve the patient experience and overall quality of care.
4. Strategies for effectively transitioning to a value-based, patient-centric model.
5. New accountability metrics for operationalizing diversity and inclusion throughout a healthcare system.
6. Strategies to elevate an organization’s employer brand to attract and retain top talent.

Culturally diverse segments of the population have reached a critical mass in the United States. The implications of the Cultural Demographic Shift™ (CDS) extend far beyond a mere change in composition of our collective population. Minority populations, or “shift populations,” are creating a healthcare delivery phenomenon that is driving the need to serve broader patient demographics in the marketplace and employees in the workplace in ways never before imagined.

The key is to get out of the frame of mind that sees diversity and inclusion as an expense and embrace it for what it is: it’s a strategy for growth. Organizations that recognize the power in embracing the impact of the shift will gain advantage in meeting today’s most pressing healthcare challenges: improving patient experience and quality of care; reducing costs, increase efficiencies, and reduce re-admissions; achieving actual community benefit (not just compliance community benefit); moving closer to individualized care and precision medicine; and – because of all that – moving toward value-based care and improved health outcomes. But it requires a new mindset. It’s a true marketplace shift, and marketplace shifts require us to think differently.

This program is perfect for:

• ​Senior Management across all functional areas and departments
• HR and D&I Executives

The audience will leave with:

1. How the demographic shift can strengthen your talent acquisition and consumer engagement models
2. 4 ways to measure the ROI impact of the cultural demographic shift
3. How talent and business development represent two sides of the same coin
4. How the cultural demographic shift demands authentic engagement with your employees and consumers and what this means to your acquisition growth strategies in support of the cultural shift
5. How the cultural demographic shift creates competitive advantage for your brands, business model and overall human capital strategy
6. How leadership can get out in front of the cultural demographic shift and operationalize it through the organization

The Cultural Demographic Shift ™ (CDS) is Glenn’s term for what happens when large cultural segments of the population reach numbers sufficient enough to have a significant effect on what we do and how we act. According to Nielsen, “shift populations™” (e.g., Hispanics, Asian/Pacific Islanders, and African Americans) are projected to represent 54% of the total U.S. population by 2050.

This CDS and the  populations it represents are influencing how all populations (individuals) are thinking about how they want to be lead and served and want to be served. Yet, But companies continue to ignore the numbers and impact of shift populations, instead expecting these populations to assimilate to the status quo. This forces all people to battle the gulf between assimilation and authenticity at work.

This battle is the driving factor behind the low number of leaders representing shift populations. Additionally, diversity and inclusion programs built around compliance and workforce representation (rather than inclusive leadership) continue to fail. The result? An opportunity gap of more than $10 billion across the top three market leaders in all major U.S. industries.

Llopis believes that at its core, the CDS cultural shift is about change management and the influence it has on corporate business models.  He believes the CDS will be the biggest and most significant marketplace shift in the 21st century because the demand already exists.

He has delivered this message across multiple industries, and has been influencing how business leaders and industry leaders view the strategic implications of cross-cultural intelligence, diversity of thought and the rapidly changing face of America’s workforce and consumers.

This program is perfect for:

• ​Teams and/or departments
• Enterprise Leadership

The audience will leave with:

1. How and why personal branding is no longer about self-promotion, but about trusting yourself to be a more influential effective leader and make your voice and identity respected
2. How to align their leadership roles and responsibilities to more authentically amplify and create greater impact and influence throughout their own strengths
3. Self-awareness of their critical experiences to be a high-performance leader
4. Awaken their full potential by discovering their most authentic leadership identity and how to most effectively leverage it to create powerful networks and ecosystems (internally and externally)
5. How to answer the 4 questions that define your personal brand value proposition

​A leader’s identity is their personal brand – that represents the totality of what an individual can contribute to the workplace for the betterment of a healthier whole to accelerate for the advancement performance goals in the marketplace. and betterment of a healthier whole. It’s about defining what others can expect from your leadership; the standards for performance responsibility, and accountability.

Leaders must be more authentic, purposeful, vulnerable and innovation-minded than ever before. In turn, this requires leaders to take ownership of their charge of their own careers while and guiding the success of others. One’s – with their personal brands representing the totality of what an individual can contribute to the growth of their direct reports, teams, and organizations.

Unfortunately, personal branding has become a “commoditized” term that has lost its intention as leaders and employees alike have irresponsibly used social media platforms to build their professional network and increase their relevancy.

Glenn believes that personal branding is about making a full-time commitment to the journey elevating one’s individual capacity and capabilities and the performance outcomes associated with them.  How discovering the power of one’s individuality of defining yourself as a leader and how this will shape the manner in which you will serve others by consistently elevating your skills sets, capabilities, and industry know-how. He has trained thousands hundreds of leaders to view their personal brand as a trademark, and to continuously mold and shape it. Personal brand is an asset that reinvents itself over time to the needs of the changing marketplace, evolving industry dynamics, organizations, and people we serve.

This program is perfect for:

• Senior Management (Hispanic or Non-Hispanic) across all functional areas and departments
• HR and D&I Executives
• Enterprise Leadership (Hispanic or Non-Hispanic)

The audience will leave with:

1. A deep understanding of what Hispanic Employees Are Thinking (But Not Saying) about engagement and their leaders
2. How to effective lead their Hispanics employees to increase team member and workplace productivity; client engagement and sales productivity
3. The required tools and resources to build strong relationships with Hispanics by first learning how their culture shapes their thinking and what motivates them to perform
4. 5 strategies to immediately earn trust with Hispanics so they feel most authentically valued and respected.
5. 6 ways to identify the most important behavioral cues that drive Hispanic employee workplace performance
6. How to avoid unknowingly stereotyping your Hispanic employees

Hispanics are the fastest growing workforce in the United States and organizations must become more culturally proficient in support of their Hispanic employees, customers and overall business goals. To prepare for the rapid increase of Hispanic employee in the workplace, organization can gain a distinct competitive advance by knowing how to lead, recruit and retain top Hispanic talent.

This keynote provides audiences deep insights and reveals the hidden truths about Hispanic employees that are affecting workplaces across America. Llopis teaches audience how Hispanic employees think, what their performance tendencies are and how to earn and advance a trustworthy relationship with them.  The goal of this keynote is to help non-Hispanic leaders identify the most common workplace behavioral cues and tendencies in order to successfully lead, leverage and encourage your Hispanic employee’s natural strengths and proactively avoid potential tension that may disrupt engagement and their overall performance.