Like a Boss with Michael Cohen

di Duane Morris

Stagione 1

Episode 69: Unsubscribe From Your Own Echo Chamber: 5 Steps for Mitigating Against Implicit Bias

Last week, I shared a video 📽️ about the stereotypes we place on Millennials and Gen Z in the workplace. This week, I'm taking that conversation a step further and tackling implicit bias, more generally. The reality is that bias shows up everywhere 🌐 - in meetings, feedback, team dynamics, and who we choose to mentor. And if we're not actively working against it, we're passively reinforcing it. So what can leaders and employees do right now? Here are 5️⃣ steps to start mitigating bias: ☑️ Take a beat before you speak or act—pause and ask yourself whether your assumption is based on evidence or instinct. ☑️ Stop attributing the failure of one person to an entire group. ☑️ Cultivate cross-group relationships—genuine connection is one of the most powerful tools against bias. ☑️ Recognize that color blindness, gender blindness, or any other form of "blindness" is never the answer—acknowledging differences is how we create equity, not by pretending they don't exist. ☑️ Consume content outside your echo chamber—read 📚, watch 👀, and listen🔊 to perspectives that challenge your own. Bias isn't something we eliminate overnight, but these are steps we can all take today. Check out the full video for a deeper dive, and let me know in the comments—what's one step to which you are committing? As always, thank you so much for watching, commenting and sharing! ❤️🫶🙏 Duane Morris LLP #leadership #bias #likeaboss #hr #employmentlaw

S1 · E70

27 lug 2026

12:02

Episode 68: Reset, Reflect, Reignite: A Leader's Guide to Starting a New Season

This time of year 📅 always means one important thing for me — a brand new 18U travel softball season is about to begin. Tryouts. Different players. Redefined goals. A fresh start. It got me thinking about how the beginning of a new season mirrors 🪞 what effective leaders need to do in the workplace. Whether you're coaching teenagers or leading a team of professionals, a reset can be a VERY powerful thing. 💪💪💪 As we approach the end of summer 😎 and the beginning of a new "season," use this as opportunity to take 3️⃣ crucial and impactful steps: 🥎 Establish (or re-establish) expectations. Players need to know what's expected of them on day one and throughout the season. For employees, the same holds true throughout their tenure with your organization. Don't assume last year's standards carried over. Say it out loud. 😱 Put it in writing. ✍ Make it clear.💡Expectations that go unspoken go unmet. 🥎 Conduct honest, self-critical analysis. What worked? What didn't? A good coach evaluates 🤔 prior performance and uses that analysis to guide future decisions. A good leader reviews outcomes, processes, and their own decision-making with the same critical eye. 👀 Growth only comes when we're willing to admit where we fell short. 🥎 Rediscover the passion. 💓 Seasons are long. Careers are longer. We all get stale from time to time — going through the motions instead of bringing energy and purpose to what we do. 😕 A new season is an invitation to remember why we started in the first place and bring that fire 🔥 back to our teams. As always, thank you so much for watching, commenting and sharing! ❤️🫶🙏 Duane Morris LLP Duane Morris Institute #leadership #softball #likeaboss #coaching #hr

S1 · E69

20 lug 2026

8:25

Episode 67: Leadership Lessons from the Most Unlikely Executive Coach: David Rose 🌹

I never expected a man who once described folding a fitted sheet as "impossible, like folding a — no, it's just impossible" to teach me anything about leadership. And yet, here we are. In this latest episode of the Like A Boss Podcast, I discuss critical leadership strategy derived from an unlikely source. David Rose from Schitt's Creek may not have an MBA 🎓, but over 6️⃣ seasons he demonstrated 3️⃣ leadership qualities that most management books 📚 only dream of explaining this well. 1. Radical Authenticity David Rose never pretended to be someone he wasn't — even when it would have been easier. He wore his emotions (and his sweaters) loudly 🔊. In a corporate world full of people performing confidence they don't feel, David reminds us that people don't follow polished facades. They follow leaders who are real, even when "real" means admitting you're overwhelmed and you don't know what you're doing. Vulnerability isn't weakness. It's strength; trust-building. 💪 2. An Insistence on Clear Communication When David's mother, Moira, famously and repeatedly insisted that he "fold in the cheese🧀" David almost lost it. The instruction was unclear and he refused to let ambiguity slide. Whether it was defining the terms of a business relationship or establishing expectations in a partnership, David demanded clarity — sometimes dramatically, always effectively. Great leaders know that most workplace dysfunction isn't caused by bad intentions. It's caused by unclear ones. 3. Finding Passion in What You Do David went from someone who couldn't name a single marketable skill to building Rose Apothecary — a brand he believed in down to every hand-poured candle 🕯️. He didn't stumble into passion; he built it, 1️⃣ curated product at a time. The lesson? Passion doesn't always strike like lightning⚡. Sometimes you cultivate it by caring deeply about the details and committing to a standard of excellence, even when the stakes seem small. So the next time you're looking for a leadership role model, skip the TED Talk. Rewatch Schitt's Creek. Just remember: you have to fold in the cheese. As always, thank you so much for watching, commenting and sharing! ❤️🫶🙏 Duane Morris LLP #leadership #schittscreek

S1 · E68

13 lug 2026

8:45

Episode 66: What the Hell is Going on in your Bathrooms?

As Pride Month 🌈 draws to a close, let's talk about an "issue" that remains controversial: allowing transgender employees to use the restroom 🚾 that matches their gender identity. Yes, the current administration and several federal agencies may be pushing a different narrative, but the law—including Title VII as interpreted by the Supreme Court in Bostock v. Clayton County and numerous state anti-discrimination statutes—are clear.💡 Transgender employees are protected. Denying restroom access consistent with an employee's gender identity can expose employers to legal liability, full stop.❌ State laws across the country reinforce these protections, and prudent employers follow the law and refuse to allow harassment or discrimination based on an employee's LGBTQ+ status. Will some employees object? Sure, and they're of course entitled to their beliefs. But here's my question: if this is a concern, what the hell is going on in your bathrooms❓❓❓ You walk in, you use a stall✔️, you wash your hands✔️, you leave.✔️ That's it. If the mere presence of a transgender colleague in a restroom is a crisis for your workplace, the problem isn't the trans employee—it's a culture that has lost sight of basic dignity and respect. Do better. Protect your people. Follow the law. In the latest episode of the Like A Boss Podcast, I discuss transgender employees' use of restroom facilities and straightforward and practical solutions. As always, thank you so much for watching, commenting and sharing! ❤️🫶🙏 Duane Morris LLP Human Rights Campaign #pridemonth #leadership #lgbtq #transequality #pride

S1 · E67

29 giu 2026

7:54

Episode 65: When Disney Was Not The Happiest Place on Earth for Me - The Importance of Actually Taking Time Off

Last week, I had the true honor of speaking at the SHRM Annual Conference. The event was held in Orlando, FL, home to Walt Disney World, the Happiest Place on Earth. 🏰 While being in Orlando always brings back incredibly fond memories😃, there is one experience which I'd like to forget. It was the vacation I cut short, leaving my family behind, because I "had to" work. ❌❌❌ Friends - taking time away from work isn't a luxury—it's a necessity. Stepping back from the daily grind prevents burnout, sharpens focus, and boosts our efficiency when we return. Just as importantly, real rest protects our physical💪 and mental🧠 well-being and enriches the lives we live outside the office. The evidence is clear: people who take genuine breaks come back more creative, more resilient, and more engaged.💡 In the latest episode of the Like A Boss Podcast, I discuss that this culture shift starts at the top.🔝 Leaders have a responsibility actively to encourage their teams to take time off—and to mean it. That means modeling the behavior ourselves by genuinely unplugging, rather than sending the unspoken message that vacation🌴is optional. It may even mean considering a policy that mandates PTO, so that rest 😴 becomes an expectation rather than a privilege employees feel guilty for using. When leaders treat time away as essential, they build🔨 healthier, happier, and ultimately more productive teams. Let's lead by example!!! As always, thank you so much for watching, commenting and sharing! ❤️🫶🙏

S1 · E66

22 giu 2026

8:08

Episode 64: Leadership Education is the Silver Bullet

This week I have the honor of speaking at the best HR Conference👑of the year - the SHRM Annual Conference, in Orlando, Florida🌞. Spending meaningful time with the most dedicated human resources professionals in the world not only is inspiring, but it provides a crucial reminder about the importance of leadership education. 👩‍🏫 I’ve said it before - I truly believe that education is the silver bullet for transforming leadership culture. Our managers simply cannot be their best selves without it! Leadership capability does not happen by accident; it requires continuous, intentional learning. To unlock 🔓 peak performance and cultivate safe, thriving workplaces, every progressive leadership team must master the "Big 5" core pillars: 1️⃣ Harassment Prevention and Correction (essential in light of recent government action) 2️⃣ Modernized Interviewing and Hiring (AI ain't going away!) 3️⃣ Performance Management in the Age of Empathy (mental health awareness if critical) 4️⃣ The ABCs of the FMLA and ADA (managers must recognize requests!) 5️⃣ Implicit Bias - Moving Beyond Awareness (we all got it!) Equipping leaders with these foundational tools is the single most powerful way to build high-trust organizations where people feel truly valued. In the latest episode of my Like a Boss podcast, I break down exactly how comprehensive education eliminates systemic friction and empowers managers to lead with ultimate confidence. Watch the full video 📽️ to discover how to transform leadership training from an optional checkbox into your organization's essential, strategic powerhouse! As always, thank you so much for watching, commenting and sharing! Duane Morris LLP #shrm26 #shrm #leadership

S1 · E65

15 giu 2026

9:15

Episode 63: How A Company Turned an Employee's Transition Into Culture Transformation

Pride Month🌈 is a time to celebrate—and to reflect on how we show up for the LGBTQ+ community in our workplaces. Today, through my Like A Boss Podcast, I want to share a story about transgender rights in practice and the massively positive impact it had on an organization's culture. 💕 Several years ago, a valued employee at a company I work with came out as transgender and began their transition. Leadership leaned in. They reached out to me to conduct comprehensive harassment prevention trainings, focused on LGBTQ+ issues—covering respectful pronoun usage, legal protections, and everyday allyship. Then they took a less conventional step - a step that sent a very loud and unambiguously clear message of inclusion.🫂 With the employee's full consent, the company invited their therapist—a clinician specializing in gender identity—to speak to the entire staff. Without sharing confidential details, the therapist educated the team on what gender dysphoria is, what transition means, and how coworkers can be a source of strength during one of the most vulnerable periods in a person's life. The impact was remarkable. Fear gave way to empathy. Awkwardness gave way to genuine support. The transitioning employee later shared they had never felt more seen in their career. Retention improved, engagement scores rose, and other LGBTQ+ employees began to feel safe bringing their whole selves to work. This is what transgender rights in the workplace look like—not checking a box, but building an environment where dignity is protected and education replaces ignorance before harm takes root. If your organization hasn't thought about how it would support a transitioning employee, Pride Month is the perfect time to start. Invest in training. Bring in experts. Lead with compassion. Happy Pride to all who celebrate, and to all still finding the courage to be themselves. We see you. 🌈 Duane Morris LLP Human Rights Campaign #pridemonth #transrights #leadership Apple Podcasts Spotify Instagram Youtube

S1 · E64

8 giu 2026

9:11

Episode 62: A Very Personal Message for Pride Month 🏳️‍🌈 (and for ALL the other months)

When I was a kid, my "Uncle" Stevie (my dad's best friend) was my favorite person in the entire world.👑 He was the kindest and most thoughtful person I knew and Steve was the true embodiment of the word "mensch." A gay man without his own children, Uncle Stevie treated my brother and me as though we were his kids and we treasured every moment spent with Uncle Stevie. Tragically, as you will hear in today's Like A Boss Podcast (below), in the 1980s Steve contracted the AIDS virus and passed away. 💔 Rarely does a day go by without my thinking about Uncle Stevie. The stark reality is that LGBTQ+ rights and, in many cases, LGBTQ+ members of our community, themselves, are under attack. In our workplaces, many of our LGBTQ+ employees, allies and colleagues feel unseen, feel worried and feel targeted. While there are so many different things we can do, day-to-day, to support this community, I discuss 4️⃣: 🌈 Ensuring inclusive language in policies and communications 🌈 Creating and maintaining a safe and supportive work environment 🌈 Providing education 🌈 Being an ally I miss Uncle Stevie every single day. 🥹 In this #PrideMonth, and in honor of the best man I've ever known, I ask you PLEASE to watch, PLEASE to comment and PLEASE to share your thoughts and this post. #lgbtq #lgbtqrights #pridemonth #leadership #hrc (please tag the following Duane Morris LLP Duane Morris Institute Human Rights Campaign Lambda Legal)

S1 · E63

1 giu 2026

12:20

Episode 61 - Lessons on the ADA Interactive Process from Bill Murray and the Movie "What About Bob"

In a comedically poignant moment in the 1991 movie "What About Bob," Bill Murray painstakingly recites the list of all of his (real and perceived) ailments. While the scene is hyperbolic and laugh-out-loud funny, it provides a situation which organizations and leaders find themselves in all the time. Disclosures require action. Is your organization ready? Are you leaders prepared? Do we all understand our responsibilities under the Americans With Disabilities Act? For organizations, one of the most critical and often misunderstood obligations is the interactive process under the ADA. When an employee discloses a mental health or physical condition — whether formally or informally — the ADA requires employers to engage in a good-faith, interactive dialogue to identify reasonable accommodations. This isn't a box-checking exercise. It's a collaborative conversation and requires an individualized assessment. It must be taken seriously every single time. But here's the part that often gets overlooked: the interactive process can only begin if disclosures are recognized and reported. That's where leadership comes in. Managers, supervisors, and team leads are frequently the first people an employee turns to when they're struggling. A passing comment about severe migraines, a request for schedule flexibility due to medical appointments, or a mention of difficulty concentrating because of depression — these can all constitute disclosures under the ADA, even if the employee never uses the word "accommodation" or "disability." Organizations that train their leaders to recognize disclosures, take them seriously, and engage meaningfully in the interactive process aren't just mitigating legal exposure — they're telling their people, "We see you, and we're committed to supporting you." As we close out Mental Health Awareness Month, it's worth pausing to reflect on what meaningful support for employees actually looks like — not just in May, but year-round. Let's carry the conversation forward. Invest in training. Empower your leaders. And make the interactive process what it's supposed to be: a bridge to keeping talented people thriving in the workplace. #MentalHealthAwarenessMonth #Leadership #HumanResources #MentalHealth #ADA @duane morris

S1 · E62

26 mag 2026

13:51

Episode 60: Beyond BELIEVE: Ted Lasso is Coming Back and the Mental Health Leadership Lessons Remain as Important as Ever

My man Ted Lasso ⚽ is coming back in August! I recently saw the trailer 📽️ for Season 4 and I have been thinking about why that show resonated so deeply with so many people. Yes, it was funny.🤣 Yes, it was warm.💖 Yes, it gave us biscuits🍪, locker room speeches, and “Believe.” But underneath all of that, it also reminded us of something we do not say often enough: everyone struggles.😥 Not some people. Not only people going through extraordinary circumstances. All of us. Struggling is one of the most ordinary things in the world. And yet, in the workplace, mental health still often feels like something employees are expected to manage quietly, privately, and without disrupting the appearance of being “fine.” As we've discussed here in the past, employees may hesitate to disclose mental health concerns for many reasons. There is still stigma. There exists the sense that nobody else is talking about it, so maybe they should not either. There is apprehension that disclosure will affect how they are viewed, staffed, promoted, or trusted. There is fear of the “back in my day” response that minimizes what they are experiencing. And sometimes, employees simply do not know where to go, who to ask, or what resources are available. That hesitation should matter to leaders. No, this hesitation MUST matter to leaders. Because a culture that says “we care about mental health” is not the same as a culture where employees actually feel safe raising mental health concerns.🗣️ As leaders, we have a responsibility to close that gap. That means talking about mental health in ordinary, non-crisis moments. It means making resources visible and easy to access. It means training managers not to minimize, overreact, or inadvertently punish vulnerability. It means being clear that asking for support is not a lack of commitment, resilience, or professionalism. And it means recognizing that employees are watching what happens when someone does speak up. Ted Lasso works because it shows that care, accountability, performance, and vulnerability can exist in the same room.💕 Our workplaces need more of that. Not performative empathy. Not posters in the break room. Not a once-a-year reminder during Mental Health Awareness Month. Real leadership means helping people feel safe enough to say, “I’m struggling,” and confident enough to believe that saying so will not cost them their future. BELIEVE is a great slogan. But belonging, safety, and support are built by what leaders do next. #leadership #mentalhealth #mentalhealthawarenessmonth #mentalhealthawareness #empathy #tedlasso

S1 · E61

18 mag 2026

12:33

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