Glenn Llopis

Preparing U.S. Leadership for the Cultural Demographic Shift

Formats: 

1. ​45-60 minute customized keynote
2. 1 day strategic summit

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.

ShiftThis CDS and the  populations it represents are influencing how all populations (individuals) are thinking about how they want to be lead and served.nd 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 leadersindustry leaders view the strategic implications of cross-cultural intelligence, diversity of thought and the rapidly changing face of America’s workforce and consumers.

Develop Your Personal Brand as a Leader

Formats: ​

1. 45-60 minute customized keynote
2. 2 day workshop

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 influentialeffective leader and make your voice and identity respected
2. How to Aalignment of 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 wholeto 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 whileand guiding the success of others. One’s – with their personal brands representsing 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.

Six Strategies for Reclaiming and Rebuilding Trust

Formats: ​

1. 45-60 minute customizable keynote
2. Customized 2-day program 

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.

The Innovation Mentality

Format: ​

• 45-60 minute customized keynote
• 1 day strategic summit
• Customized 2-day program

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 (*conducted January, 2015 – March, 2016)
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. 

Fostering a Winning Mindset: Building a Culture for Growth

Format: ​45-60 minute keynote

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 theindividual 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 evolvingution – 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.  , tThis keynote is designed to enable leaders to immediately identify and leverage the full potential of their teams, partnerships, and client relationships.

The Cultural Demographic Shift™ is Changing the Business of Health

Formats: ​

1. 45-60 minute customized keynote
2. 1 Day Strategic Summit 

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. 

Leading Hispanic Employees

Formats: ​

1. 45-60 minute customizable keynote
2. Customized 2-day program

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.

Women Leader’s Must Dive-In, Not Just Lean-In

Formats: ​

1. 45-60 minute customizable keynote
2. Customized 2-day program 

This program is perfect for:

• ​Senior Management 
• Teams and/or Departments 
• Enterprise Wide Senior Executives 

The audience will leave with:

1. ​Deliver an executive presence that represents who you are and what you stand for
2. Discover how you are naturally wired to lead and enable business growth
3. See how women leaders adapt to change and uncertainty
4. Learn why women leaders excel at fostering growth and opportunity
5. Inspire a collaborative teamwork environment that fosters trust, loyalty – and advancement for yourself and others
6. Develop your personal brand as a leader and deliver its distinction using 3 critical strategies
7. Learn the 4 skills to elevate your career and create a workplace culture that fosters innovation

The dive-in-principle is not about being overly aggressive or focused on self-promotion. It’s more the opposite. Diving-in is when you know that each decision you make towards being your most authentic self can potentially be that defining moment in your career that propels you forward as you reach for success and significance.

Diving-in is about trusting yourself enough to build momentum for your personal brand by enabling your natural skills and characteristics. Mastery of the dive-in principle helps you avoid the traps of workplace politics, complacency and fear – as you learn to channel your awareness, instincts and natural capabilities to most effectively see, sow, grow and share opportunities. The best women leaders are opportunity experts who take action to seize the opportunities that are right in front of them.

Like them, when you learn how to dive-in you gain a clear line of sight that enables you to influence growth, innovation and opportunities – because you can now see “beyond the obvious” and beneath and around workplace conversations and other employee engagement dynamics. You are now in a powerful position to develop and fully live your personal brand.

Llopis’ keynote tells it like it is: businesses are creating opportunity gaps rather than seizing the right opportunities for growth. His keynote not only tells us why but also shows how the workplace and marketplace must embrace the courage diversity of thought brings to rebuild an organization and leaders’ mindset to seize previously unseen strategies for growth.

– Chief Operating Officer, Aramark

Glenn’s keynote hits all the right notes when it comes to business growth. What makes Llopis’ six strategies different is they are profoundly human. Leaders must have the courage to seize the demographic shift and make innovative thinking a core competency. Llopis clearly explains why diversity of thought is a strategic imperative to building the future.

– Senior Vice President, People & Organization, Mars Petcare

Llopis’ keynote was a game-changer for our organization as the insurance industry rapidly reinvents itself. Llopis provided timely, practical and applicable insights and perspectives that while disruptive – awakened our mindset that redirected our strategy and overall approach to driving growth.

– Executive Vice President / Partner, Diversified Insurance Brokers

A new set of skills and strategies are required to be successful in the Reinvented American economy. Glenn’s keynote clearly maps out these strategies and teaches us how to operationalize them in a socially and ethically responsible manner. Glenn’s vision of the cultural demographic shift as an economic development force in the United States is both innovative and ahead of its time. His thought-provoking insights push the envelope and are extremely applicable to the business model of the future.

– David C. Bohnett Professor of Social Entrepreneurship, Founding Director, Brittingham Social Enterprise Lab at USC Marshall School of Business

Llopis knows first hand that what moves people’s minds and hearts is what moves business. In a world of accelerating and volatile change, any company that ignores the lessons from his keynote does so at their own peril.

– Clinical Professor of Entrepreneurship and Innovation at the Kellogg School of Management, Northwestern University and Cofounder and Executive Director of the Kellogg Innovation Network

I had an unexpected and powerful experience through Glenn’s keynote and leadership program. It was powerful in that, in a relatively short time, the experience unlocked a significant well of human potential within me. It was unexpected in that I had not realized the depth of the power and potential that I had within all along. I am so grateful that I had the opportunity to take part in this life changing experience program. I am more self-aware and make better use of my “internal toolkit” today than I ever have before.

– Executive Director, General Mills Foundation

Attending Glenn’s keynote was one of the most transformational experiences in my career. Glenn provides a framework that not only allowed me to peel back layers and reveal the true me, it also gave me the opportunity to figure out how to use it to advance causes that were much more strategic and at a higher level than originally thought. This experience is about bringing true evolutionary leadership to the business world — that will drive success for both my company and for myself personally. If you want to reveal the true you, and drive differential results, this is the keynote for you!

– SDM Trade Strategy & Planning, General Mills

Because of Glenn’s keynote, we, as a team of Senior Directors, were able to accept the departure of our admired and respected VP with a transition of ease because we now have the understanding to develop and leverage our leadership identity to build momentum and create more influence. There was a belief among us that without employing Glenn’s methodology, this transition may have been met with chaos and uncertainty.

– Senior Director, CVS Health

After the keynote, I was sold. I heard nothing but great feedback from the participants on the value of Mr. Llopis’ presentation and what he had to say about The Innovation Mentality and the power of being our most authentic selves. I truly appreciate Mr. Llopis taking the time and listening to us after the presentation and while attending dinner.

– Vice President, Fortune 100 Finance Company

My perspectives about my work, and my organization have been completely turned around. Glenn’s insights are practical, simple, yet spot on. He says the things that we are all thinking but don’t dare to say. Glenn’s keynote addresses the realities of the changing workplace and marketplace – and provides deep insights to deal with these from a set of unique perspectives to drive growth.

– Regional Vice President of Sales and Operations, Family Dollar

My team has successfully implemented the tools and techniques of Mr. Llopis. We have found that our leaders and employees have embraced the intellectual capital and leadership requirements to increase profitability and be more operationally efficient. We are much more prepared to make better decisions, grow our business and be more strategic as leaders for our business. Outstanding keynote!

– Supply Chain Executive, Fortune 500 Organization

When it comes to our diverse, multigenerational workforce and customers, leaders have been solving for the wrong things far too long. Glenn’s keynote provides the wisdom to solve for the right things and guide companies of any size to seize one of the last remaining true bastions of growth opportunity.

– General Manager in Charge, Performance Optimization, Global Marketing & Sales, Mitsubishi Motors

Glenn’s keynote is essential for leaders, strategists and individuals searching for ways to help transform their careers and organizations. In today’s environment where companies need to constantly evolve in order to stay ahead of competitors, adapt to disruptions and delight customers, Llopis’ keynote provides an insightful assessment of why organizations are lagging behind and the mindset required to transition strategies for growth from substitution to evolution.

– VP of People Analytics and Metrics, Schneider Electric

Llopis approaches business issues of diversity, leadership, and innovation from a fresh perspective and has crafted a keynote that is both inspirational and highly applicable. Glenn’s insights are for anyone who wants to leverage rapid demographic shifts in the workplace and marketplace to achieve personal and professional success.

– Vice President, Human Resources Global Groups, PepsiCo

Glenn does a masterful job of articulating how we can go about taking accountability for our success and driving innovation in an environment where reinvention has become a critical issue in every aspect of our lives. Glenn’s keynote was timely and timeless.

– Vice President Workforce Strategies and Diversity Officer, CVS Caremark Corporation

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