Don Phin, Esq. Online Presentations
“I love doing online presentations! I’ve done hundreds of them. On my own and for many different providers.”
I love doing online presentations! I’ve done hundreds of them. On my own and for many different providers. Here are the topics I can present on, in order of what I like presenting most. That doesn’t mean I don’t enjoy the others as well!
For each program, I will create a quick intro video you can use to promote the program.
Where I have tools, reports, etc. to share I will indicate such below.
All of these programs are Great for HR, leadership, and management. Many can be extended to 90 min. or even 2 hrs.
I like sticking to my own PPT templates but am very willing to add any slides in front or back you desire.
I look forward to working with you! Thanks for the opportunity, Don
Titles:
- Mastering the Emotional Energy of Great HR/Leadership/Sales
- 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 Works
- Coaching at Work- Improving Employee Engagement and Performance
- Change Management that Works
- Performance Management that Works
- Investigations that Work
- Time Management Mastery
- The Great Manager Program (2 Hours)
- Employee Handbooks that Work
- 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 in the Workplace
About Don Phin, Esq.
Don Phin is a California employment law attorney. He has consulted with hundreds of companies to help improve their employment practices. He has presented over 600 times to CEOs, HR, and other executives on what works in employee relations. Don’s latest book is The 40| |40 Solution: Mastering the Emotional Energy of Leadership and Sales.
Don built HRThatWorks, used by 3,500 companies and sold to ThinkHR in 2014. In addition to consulting and speaking, Don does executive coaching and workplace investigations.
Originally a kid from the Bronx (you may still hear the accent), today Don lives in sunny Coronado, California.
This is a workshop/presentation I have delivered hundreds of times, to very high ratings. It is unique, fun, and provides a ton of aha moments. Great for HR, leadership, and sales.
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…
All attendees receive a PDF copy of The 40/ /40 Solution book.
The economy is rapidly growing but employers are faced with the consequences of the Great Quit, demand for higher wages, and flexibility. Employers are facing a significant labor shortage, magnifying the consequences of employee turnover.
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 the retention problem.
Don has delivered this presentation to dozens of CEO and HR groups in the past few months.
We will discuss
- 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
- How to calculate 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…
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).
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!
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?
All attendees receive a copy of the GreatHR poster, the ebook 66 Powerful Strategies for Great HR, report Creating HR Scorecards that Work, the True Costs of Your HR Practices, and a PDF of The Truth About HR and You book.
I had a wonderful opportunity to do a program on employee engagement for LinkedIn Learning that has been viewed over 250,000 times.
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, turnover, customer dissatisfaction, brand damage, lawsuits, and a negative impact on the bottom line.
What can your team do to be both more engaging and support the engagement of those they manage?
In this fast-moving program Don 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
- Career mapping
- How to show you care
- Making work fun again!
All attendees receive Creating a Fun Workplace, A Dozen Ways to Show Employees You Care
Note: Similar to Hiring and Retaining above but solely concentrating on turnover/retention.
The economy is rapidly growing but employers are faced with the consequences of the Great Quit, demand for higher wages, and flexibility. Employers are facing a significant labor shortage, magnifying the consequences of employee turnover.
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 the retention problem.
Employee Turnover is an expensive problem. Coupled with the difficulty in hiring, turnover is putting additional pressure on existing employees and managers. It limits growth opportunities, causes stress, morale problems, customer dissatisfaction, 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.
Don has delivered this presentation to dozens of CEO and HR groups in the past few months.
- 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…
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).
Onboarding is NOT Orientation – How to Improve the New Employee Experience
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, productivity, and retention.
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 are facing with 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!
- 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
- How to spend money wisely when trying to engage and retain employees.
- Software Apps
- And much more…
All attendees receive the Onboarding Checklist, Employee Entrance Interview, and 60-Day New Employee Survey.
Two of the most impactful workplace trends are employee engagement and coaching. Given the scarcity of employees and retention problems, the ability to control employees is dead.
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, HR, engagement, and coaching expert, 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.
You will learn
- 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
All attendees receive Coaching Questions and Timeline of a Coaching Session
Companies, their leaders, managers, and employees are dealing with ever-accelerating change. Here’s how to manage it so you will come out as a winner.
We are working in a sea of change. Advancement 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 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.
- The many changes that are coming our way.
- How to anticipate which of these changes will impact our 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, and PDF of A to Z of Work Ideas and Questions
This is also a very popular LinkedIn Learning program.
Most performance management approaches are so old school… that they don’t work anymore! This workshop helps unearth what does drive performance amongst your team.
All attendees receive the Strategic 90-Day Plan.
Investigating managerial and employee wrongdoing is a key skill requirement for HR executives.
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. 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.
Don 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 Post-Accident Investigation Checklist, the Checklist for Online Investigations, and An Investigators Tools.
Investigating managerial and employee wrongdoing is a key skill requirement for HR executives.
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. 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.
Don 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 Post-Accident Investigation Checklist, the Checklist for Online Investigations, and An Investigators Tools.
These are crazy times, and managers are more challenged than ever. The quality of a company’s management and supervision team goes a long way to defining that company 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.
I’ve had the opportunity to train more than 6,000 CEOs and many of their management teams. I get high marks doing so. My strength is a common-sense approach. There will be no rocket science in this program. There will be valuable, easy-to-understand insights, strategies, and tools to help them become better managers. No matter where they do their managing.
And now, an outline of the program:
- Introduction
- Management 2.0
- The Math of People
- Building Your Team
- Performance Management
- Time Management
- Change Management
- Creativity
- Emotional Intelligence
- Ethics
- Career Planning
All attendees receive an extensive Great Manager Workbook
Too many employee handbooks are out of date, focus only on legalities or administrative policies, and are boring at best.
The #metoo movement has made it very clear that your handbook needs to show employees how to behave and what procedures to follow when they don’t.
Yes, your handbooks must be compliant, but they must also play a role in establishing company culture.
Do your employees WANT to read your handbook? Is it interesting? Attractive? Positive?
How can you take advantage of graphics, media, and online storage in creating your handbook?
Your handbooks must be legally compliant, and there are clear solutions to getting there. What’s exciting is that handbooks also can play a role in defining company culture!
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.
- 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
All attendees receive the Creating an Employee Handbook report.
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 raise!
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 our ability to be strategic partners. Most HR executives are afraid to ask for a raise…in part because they have difficulty proving how they earned it.
In this Presentation, 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. Problem is that lack of understanding stymies our growth. It limits the conversations we can have and the impact we can make.
Strategic HR executives know their math, use it to make sound decisions, and show the value they add. He will share with you a method you can use to educate your executive and management teams on the value of great HR.
Don has presented on HR-related topics to more than 6,000 CEOs. They tell him nobody has ever explained the math of HR to them the way he does. He’s also coached HR executives for many years. This Presentation will share unique insights that will get you pumped up to take your game to the next level!
- How CEOs think about HR.
- The opportunity in understanding the math of HR.
- The costs of hiring, performance, and retention pactices- 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.
- Creativity systems
- Marketing the math and getting a raise.
Includes the HR Cost Calculator (PDF), Turnover Cost Calculator (excel), Retention Program Possibilities spreadsheet (excel), Why I Deserve a Raise (PDF)
Confidential information includes internal secrets, customer, and employee information, and much more. HR is tasked with creating policies, procedures, and practices to help maintain the confidentiality of this important information.
There is no doubt that people on the outside…and inside… of your company are looking to access critical confidential information. Failure to protect this information can result in lost customers, 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 confidentially 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.
- Just what is confidential information?
- Protecting customers, clients, and employees.
- Protecting management information.
- Pros and cons of nondisclosure agreements.
- Noncompetition agreements.
- Laws surrounding the drafting and enforcement of social media policies.
- Maintaining cybersecurity around confidential information.
- And much more…
The transition from being an employee to a manager is a precarious one. There are a lot of 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 you succeed on that journey from employee to manager.
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.
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.
- Why did you say yes to becoming a manager?
- The opportunity in being 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
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.
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.
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 for 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.
The two most common questions employers have are:
- Our company does drug screenings, and an employee has provided a medical marijuana card. How do we handle that?
- Our state allows recreational marijuana. What does this mean if we have a drug-free workplace policy?
The answers to these questions involve numerous factors, including but not limited to the following.
- The state they are in
- Why somebody is using it (medicinally or recreationally)
- How recently they used it
- The safety aspects of their job
- The company’s policy on marijuana 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.
- Some facts about marijuana use
- The risks of marijuana use
- The laws surrounding marijuana use and employment
- Testing for impairment
- What is reasonable suspicion?
- Accommodating marijuana use under disability law
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