Episode 56: The Power of Relentless Incrementalism in Leadership

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 [https://mcas-proxyweb.mcas.ms/certificate-checker?login=false&originalUrl=https%3A%2F%2Fwww.linkedin.com.mcas.ms%2Ffeed%2F%3FMcasTsid%3D20893&McasCSRF=e7af7df43294ea1cc45b92db24cd30903e6a28acb2bcf24d56cc9d4da76e0055] Human Rights Campaign [https://mcas-proxyweb.mcas.ms/certificate-checker?login=false&originalUrl=https%3A%2F%2Fwww.linkedin.com.mcas.ms%2Ffeed%2F%3FMcasTsid%3D20893&McasCSRF=e7af7df43294ea1cc45b92db24cd30903e6a28acb2bcf24d56cc9d4da76e0055] #pridemonth #transrights #leadership Apple Podcasts [https://podcasts.apple.com/us/podcast/like-a-boss-with-michael-cohen/id1880393211] Spotify [https://open.spotify.com/show/20huBMzosx7v8mku3HeM6O?si=d1a20680e7244a44&nd=1&dlsi=936d534dc9d74c9e] Instagram [https://www.instagram.com/likeaboss.podcast/] Youtube [https://www.youtube.com.mcas.ms/channel/UCSn2zKCDDrhHbWrwfpBHc4g]

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 [https://mcas-proxyweb.mcas.ms/certificate-checker?login=false&originalUrl=https%3A%2F%2Fwww.linkedin.com.mcas.ms%2Ffeed%2F%3FMcasTsid%3D20893&McasCSRF=e7af7df43294ea1cc45b92db24cd30903e6a28acb2bcf24d56cc9d4da76e0055] Duane Morris Institute [https://mcas-proxyweb.mcas.ms/certificate-checker?login=false&originalUrl=https%3A%2F%2Fwww.linkedin.com.mcas.ms%2Ffeed%2F%3FMcasTsid%3D20893&McasCSRF=e7af7df43294ea1cc45b92db24cd30903e6a28acb2bcf24d56cc9d4da76e0055] Human Rights Campaign [https://mcas-proxyweb.mcas.ms/certificate-checker?login=false&originalUrl=https%3A%2F%2Fwww.linkedin.com.mcas.ms%2Ffeed%2F%3FMcasTsid%3D20893&McasCSRF=e7af7df43294ea1cc45b92db24cd30903e6a28acb2bcf24d56cc9d4da76e0055] Lambda Legal [https://mcas-proxyweb.mcas.ms/certificate-checker?login=false&originalUrl=https%3A%2F%2Fwww.linkedin.com.mcas.ms%2Ffeed%2F%3FMcasTsid%3D20893&McasCSRF=e7af7df43294ea1cc45b92db24cd30903e6a28acb2bcf24d56cc9d4da76e0055])

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

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

Episode 59: The Proliferation of Mental Health-Related Leaves, the Dangers of Dr. SummerOff and our Obligations under the FMLA

As we continue through Mental Health Awareness Month (and always), leaders must support our employees' mental health journeys and continue to emphasize that their mental health matters! We also are approaching the beginning of summer.😎 Beach.🏖️ Mountains.🌄 Lakes.🌊 A lot of employees like to get away from the office or from work and enjoy as much of summer as they can. Some of those employees also want to take off more time than they have. And, be aware that they may seek the assistance of Dr. SummerOff - the health care provider who has no problem providing a note clearing employees from work, whether warranted or not. 🩻 💡It is crucial that leaders understand certain responsibilities related to an employee's disclosure of a potentially FMLA-qualifying condition.💡 Those obligations include: 1️⃣ Recognizing a request for FML A leave when neither the letters F, M, L or A nor the words "leave of absence" are used; 2️⃣ Knowing which absences can (and by implication, cannot) be documented; 3️⃣ Understanding an employee's reinstatement rights following leave and exceptions to that reinstatement requirement; 4️⃣ Appreciating the importance of neither discriminating nor retaliating against an employee for either taking or requesting leave; and 5️⃣ Realizing the absolute importance of communication with HR or the People Team about employees disclosures. As always, thank you so much for watching, for commenting and for sharing.❤️🫶🙏 #leadership #mentalhealth #mentalhealthawarenessmonth #FMLA Thanks so much for watching, commenting and sharing! Apple Podcasts [https://podcasts.apple.com/us/podcast/like-a-boss-with-michael-cohen/id1880393211] Spotify [https://open.spotify.com/show/20huBMzosx7v8mku3HeM6O?si=d1a20680e7244a44&nd=1&dlsi=936d534dc9d74c9e] Instagram [https://www.instagram.com/likeaboss.podcast/] Youtube [https://www.youtube.com.mcas.ms/channel/UCSn2zKCDDrhHbWrwfpBHc4g] Duane Morris LLP [https://www.linkedin.com/company/duane-morris-llp/] Duane Morris Institute [https://www.linkedin.com/company/duane-morris-institute/]