In addition to being read by millions every year across the world on Forbes, Entrepreneur, Huffington Post, and the Harvard Business Review, Glenn Llopis has presented to hundreds of companies and organizations. Check out our videos and see how Glenn and the Glenn Llopis Group deliver The Innovation Mentality messages in keynotes, trainings, summits, books, and more.

The Innovation Mentality

Shaping Your Leadership Success

Many leaders are living under an identity crisis. They are uncertain about how to lead in a more diverse, transient, multigenerational environment that requires them to embrace diversity of thought – and they fail to see the potential opportunities this represents to both workplace and marketplace success.

Enabling The Full Potential in Others

You know that you found the right leader for your career when they are eager to take an active interest in your growth and success. If your leader doesn’t show interest, this may be an early warning sign that they are the wrong leader for you. So ask yourself, does your leader push you to see the full potential in yourself?

5 Signs of an Ungrateful Leader

Is your leadership grateful? Do they really understand how – and how much – you contribute; do they appreciate your unique way of thinking and doing and the value you add to the organization as a result?

Corporate Values Are No Longer Authentic

What happens in the workplace translates into marketplace performance. Shared values cultivate a corporate culture that should serve as the ultimate platform to drive growth, innovation and opportunity. Without the right shared values everyone can embrace, corporate cultures harbor contradictions and conflicts, fueled by silos where leadership agendas abound and disengaged employees lack the right mindset to perform at their best.

Cultivate Wisdom In The Workplace

As leaders, one of our primary responsibilities is to maximize the potential of the people we serve and allow them to discover their own wisdom. We mustn’t encourage them to always follow and be guided by the wisdom of others. Becoming wiser means allowing others to become wiser too. Are you creating distinction for your leadership by enabling your employees to share their own thoughts and perspectives and be original too? Everyone sees the world and their place at work differently. Do you expect others to mimic your thinking or are you courageous enough to let them create their own distinction?

Embrace The Cultural Demographic Shift

The days of simply implementing a traditional diversity strategy and calling it a day are over. So is the current employee resource group model with its business case that has historically been mismanaged, misunderstood and not properly defined. As a result, good intentions have only created more internal employee fragmentation (silos), rather than integration and a deep understanding of the benefits that diverse thought can bring to strengthen business intelligence and know-how.

Employees Are Not Encouraged To Think

More and more people feel stuck at work and are looking for validation. Not only do they want to be heard, but more importantly they want to know that their contributions are being noticed and not taken for granted. Not for the sake of attention, but more so because they want to know that their skill sets are still relevant and useful and that they are making a difference to advance the organizations they serve. With professional development budget cut-backs in recent years, employees have had to start investing in themselves as concerns grow about where their capabilities best fit in their organizations and what their futures hold.

Engage Employees During Uncertain Times

There is a palpable sense of uncertainty today. As a leader, what do you do with that? How do you plan for a future that’s blurry?

Go Beyond Engagement To Rebuild Trust

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.

Leaders Have Stopped Leading

It’s become a universal truth that there is a lack of leadership in both the public and private sectors. In fact, many would believe that leadership is quickly becoming extinct. Given the cultural demographic shift, most leaders lack the readiness to see diversity and inclusion as a profit center rather than a traditional cost center.

Leadership Fails That Limit Growth

It’s time to repair employee trust, rebuild their loyalty, reinvigorate their productivity and awaken their potential. Organizations and their leaders must instill their missions with true believers.

Organizations Forgot How to Evolve

It will take great leadership to keep organizations on the right path and continuously improving and evolving with the rapidly changing workplace and marketplace. Leadership must think differently to act courageously upon the burning platforms that are reinventing industries in the 21st century.

Turn the Spotlight of Accountability on Yourself

Let’s face it, today’s business climate is telling us that it is becoming less about the business defining the individual and more about the individual defining the business . What does this mean? Leaders are becoming less relevant because their businesses are losing their competitive advantage. Instead of committing to understand how to serve the unique needs of their employees and customers, they focus solely on what they believe (assume) is in their best interests.

Why Diversity And Inclusion Fails

A vast number of these initiatives prove ineffective or fail within a year or two. Why? Sincere ignorance: Start talking to the people who put them together, and more often than not you realize that the details and depth of strategic thinking behind them is as thin as the paper they are printed on.

Words Leaders Should Stop Using

Confucius said, “Without knowing the force of words, it is impossible to know more.” Most of us get this on some level. We know that words have force, especially when it comes to extremes. They can inspire love and hate, action and surrender. But sometimes the words we think have their intended force lead to the exact opposite of what we intended – behaviors that we don't want to instill and enable in others in the workplace, marketplace, and life in general.

Keynotes

Enabling Abundance through Diversity of Thought

Embrace diversity of thought to propel creativity, innovation and initiative, and with this strengthen our intellectual capital so that you don’t lose competitive advantage.

Embracing Diversity of Thought

As the cultural demographic shift continues to transform the face of America, business leaders are taking a closer look at their Diversity & Inclusion (D&I) efforts and asking, “What really should our D&I efforts be solving for?”

Trust in the New Workplace

Trust and transparency have become popular workplace demands as employees seek to be aware of what is real and true. People have grown tired of surprises and want to exist in a work environment that allows one to have greater clarity of thought – by eliminating the unknowns that continue to creep into our minds with each decision we make or relationship we foster.

The Cultural Demographic Shift and Change Management

Change management is in full-force across all industries, yet many leaders are unprepared to act upon and operationalize the requirements for change to avoid business disruption. The reality is that without strategy, change is merely substitution – not evolution.

Establishing Trust by Touching the Business

The minute leaders stop touching the business, they stop understanding the impact that individuality can have on the evolution of the business. Leaders must embrace a new type of thinking that helps organizations reach higher levels of influence to ensure the overall business evolves and its leaders stay ahead of the rapid changes taking place to compete in the global marketplace.

Avoid Creating Tension with Employees and Consumers

Leaders unknowingly create tension with their employees when they expect them to behave like they do, rather than encouraging them to be their authentic selves. Opportunities are everywhere, but few leaders have the eyes to see them.

Leading with The Freedom to Unleash Passionate Pursuits

Think of how many opportunities we miss because we didn’t tap into our passion when faced with adversity. What about the opportunities that others missed?

Understanding the Unique Needs of People

We look at the numbers daily, sometimes every hour, but the real question is, how can we better understand the consumer? And that means understanding the cultural demographic shift, and making the conversation about things that really matter to them.

Leading With Heart

Leaders need to balance the head and the heart. This means that leaders can’t always be so intense about what is required from their employees. Intensity requires proper timing and focus to build and keep momentum.

Evolutionary Thinking and Change Management

Change management is no longer a term that denotes only operational improvements, cost efficiencies and process reengineering. Change management has become a much bigger, more interwoven part of the overall business fabric – an embedded leadership requirement that plays into everything that we do, every day, and how we go about getting things done, regardless of hierarchy or rank. In the end, every leader must be a change agent.

The Four Opportunity Management Skills

For some people, success seems fated or shrouded in mystery. But Glenn Llopis shows that most positive changes in fortune are no mystery at all. We all have control over the path to prosperity. Progression along that path is the result of a rare combination of skills that people can develop and apply in their careers, businesses, and lives.

Summits

Glenn Llopis Group Executive Summit Sizzle

Preparing U.S. leadership for the seismic cultural demographic shift is about becoming more culturally proficient in how we authentically lead, innovate and engage with today’s new workforce and consumers - in order to design the right business models to best serve them and drive sustainable/profitable growth.

GLLG Executive Summit Healthcare Roundtable Sizzle

How is the cultural demographic shift revolutionizing the healthcare business in the U.S.?

GLLG Executive Summit Magic Johnson and Mike Fernandez Interview

Cultural Shift Fuels Business For Magic Johnson And Mike Fernandez That Corporations Are Not Seizing

GLLG Executive Summit Wall Street Roundtable Sizzle

What Should Wall Street Analysts Be Saying About The Cultural Demographic Shift?

GLLG Executive Summit Human Capital Roundtable Sizzle

How do we move toward the 21st century workplace of the future, where departments are more interconnected, people talk across the aisle and are more personally branded than ever before?

GLLG Executive Summit Marketing Roundtable Sizzle

In today’s acculturated, millennial-obsessed world, does culture really matter?

Areas of Expertise

Thought Leadership

Corporations that embrace thought leadership as a strategy for growth represent the essence of market leadership, corporate accountability and changing the rules of client engagement.

Women in Leadership

While women leaders have their productivity secrets, it’s not secret where they come from: the leadership traits that women leaders naturally possess and – based on my personal and professional experiences – are the most undervalued.

Leadership Branding

Developing your personal brand as a leader is essential for the advancement, development and growth of your career, the organization you serve and that of others. Unfortunately, personal branding has become a “commoditized” term that has lost its intention as leaders.

Team Building and Innovation

Maximizing the performance of teams depends on leaders listening to and learning from team members just as much as sharing their own knowledge and experience. Not only do team members want to be heard, they want to know that their contributions are being noticed and not being taken for granted.

Crisis Communication

As with most crisis communications and issues management endeavors, they fall under the corporate communications function. With this in mind, it is highly recommended that an organization’s crisis strategy can work in tandem with PR in order to ensure the organization is covering both the proactive and reactive approaches to the business.

  • The Innovation Mentality
  • Keynotes
  • Summits
  • Areas of Expertise

Shaping Your Leadership Success

Many leaders are living under an identity crisis. They are uncertain about how to lead in a more diverse, transient, multigenerational environment that requires them to embrace diversity of thought – and they fail to see the potential opportunities this represents to both workplace and marketplace success.

Play Video

Enabling The Full Potential in Others

You know that you found the right leader for your career when they are eager to take an active interest in your growth and success. If your leader doesn’t show interest, this may be an early warning sign that they are the wrong leader for you. So ask yourself, does your leader push you to see the full potential in yourself?

Play Video

5 Signs of an Ungrateful Leader

Is your leadership grateful? Do they really understand how – and how much – you contribute; do they appreciate your unique way of thinking and doing and the value you add to the organization as a result?

Play Video

Corporate Values Are No Longer Authentic

What happens in the workplace translates into marketplace performance. Shared values cultivate a corporate culture that should serve as the ultimate platform to drive growth, innovation and opportunity. Without the right shared values everyone can embrace, corporate cultures harbor contradictions and conflicts, fueled by silos where leadership agendas abound and disengaged employees lack the right mindset to perform at their best.

Play Video

Cultivate Wisdom In The Workplace

As leaders, one of our primary responsibilities is to maximize the potential of the people we serve and allow them to discover their own wisdom. We mustn’t encourage them to always follow and be guided by the wisdom of others. Becoming wiser means allowing others to become wiser too. Are you creating distinction for your leadership by enabling your employees to share their own thoughts and perspectives and be original too? Everyone sees the world and their place at work differently. Do you expect others to mimic your thinking or are you courageous enough to let them create their own distinction?

Play Video

Embrace The Cultural Demographic Shift

The days of simply implementing a traditional diversity strategy and calling it a day are over. So is the current employee resource group model with its business case that has historically been mismanaged, misunderstood and not properly defined. As a result, good intentions have only created more internal employee fragmentation (silos), rather than integration and a deep understanding of the benefits that diverse thought can bring to strengthen business intelligence and know-how.

Play Video

Employees Are Not Encouraged To Think

More and more people feel stuck at work and are looking for validation. Not only do they want to be heard, but more importantly they want to know that their contributions are being noticed and not taken for granted. Not for the sake of attention, but more so because they want to know that their skill sets are still relevant and useful and that they are making a difference to advance the organizations they serve. With professional development budget cut-backs in recent years, employees have had to start investing in themselves as concerns grow about where their capabilities best fit in their organizations and what their futures hold.

Play Video

Engage Employees During Uncertain Times

There is a palpable sense of uncertainty today. As a leader, what do you do with that? How do you plan for a future that’s blurry?

Play Video

Go Beyond Engagement To Rebuild Trust

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.

Play Video

Leaders Have Stopped Leading

It’s become a universal truth that there is a lack of leadership in both the public and private sectors. In fact, many would believe that leadership is quickly becoming extinct. Given the cultural demographic shift, most leaders lack the readiness to see diversity and inclusion as a profit center rather than a traditional cost center.

Play Video

Leadership Fails That Limit Growth

It’s time to repair employee trust, rebuild their loyalty, reinvigorate their productivity and awaken their potential. Organizations and their leaders must instill their missions with true believers.

Play Video

Organizations Forgot How to Evolve

It will take great leadership to keep organizations on the right path and continuously improving and evolving with the rapidly changing workplace and marketplace. Leadership must think differently to act courageously upon the burning platforms that are reinventing industries in the 21st century.

Play Video

Turn the Spotlight of Accountability on Yourself

Let’s face it, today’s business climate is telling us that it is becoming less about the business defining the individual and more about the individual defining the business . What does this mean? Leaders are becoming less relevant because their businesses are losing their competitive advantage. Instead of committing to understand how to serve the unique needs of their employees and customers, they focus solely on what they believe (assume) is in their best interests.

Play Video

Why Diversity And Inclusion Fails

A vast number of these initiatives prove ineffective or fail within a year or two. Why? Sincere ignorance: Start talking to the people who put them together, and more often than not you realize that the details and depth of strategic thinking behind them is as thin as the paper they are printed on.

Play Video

Words Leaders Should Stop Using

Confucius said, “Without knowing the force of words, it is impossible to know more.” Most of us get this on some level. We know that words have force, especially when it comes to extremes. They can inspire love and hate, action and surrender. But sometimes the words we think have their intended force lead to the exact opposite of what we intended – behaviors that we don't want to instill and enable in others in the workplace, marketplace, and life in general.

Play Video

Enabling Abundance through Diversity of Thought

Embrace diversity of thought to propel creativity, innovation and initiative, and with this strengthen our intellectual capital so that you don’t lose competitive advantage.

Play Video

Embracing Diversity of Thought

As the cultural demographic shift continues to transform the face of America, business leaders are taking a closer look at their Diversity & Inclusion (D&I) efforts and asking, “What really should our D&I efforts be solving for?”

Play Video

Trust in the New Workplace

Trust and transparency have become popular workplace demands as employees seek to be aware of what is real and true. People have grown tired of surprises and want to exist in a work environment that allows one to have greater clarity of thought – by eliminating the unknowns that continue to creep into our minds with each decision we make or relationship we foster.

Play Video

The Cultural Demographic Shift and Change Management

Change management is in full-force across all industries, yet many leaders are unprepared to act upon and operationalize the requirements for change to avoid business disruption. The reality is that without strategy, change is merely substitution – not evolution.

Play Video

Establishing Trust by Touching the Business

The minute leaders stop touching the business, they stop understanding the impact that individuality can have on the evolution of the business. Leaders must embrace a new type of thinking that helps organizations reach higher levels of influence to ensure the overall business evolves and its leaders stay ahead of the rapid changes taking place to compete in the global marketplace.

Play Video

Avoid Creating Tension with Employees and Consumers

Leaders unknowingly create tension with their employees when they expect them to behave like they do, rather than encouraging them to be their authentic selves. Opportunities are everywhere, but few leaders have the eyes to see them.

Play Video

Leading with The Freedom to Unleash Passionate Pursuits

Think of how many opportunities we miss because we didn’t tap into our passion when faced with adversity. What about the opportunities that others missed?

Play Video

Understanding the Unique Needs of People

We look at the numbers daily, sometimes every hour, but the real question is, how can we better understand the consumer? And that means understanding the cultural demographic shift, and making the conversation about things that really matter to them.

Play Video

Leading With Heart

Leaders need to balance the head and the heart. This means that leaders can’t always be so intense about what is required from their employees. Intensity requires proper timing and focus to build and keep momentum.

Play Video

Evolutionary Thinking and Change Management

Change management is no longer a term that denotes only operational improvements, cost efficiencies and process reengineering. Change management has become a much bigger, more interwoven part of the overall business fabric – an embedded leadership requirement that plays into everything that we do, every day, and how we go about getting things done, regardless of hierarchy or rank. In the end, every leader must be a change agent.

Play Video

The Four Opportunity Management Skills

For some people, success seems fated or shrouded in mystery. But Glenn Llopis shows that most positive changes in fortune are no mystery at all. We all have control over the path to prosperity. Progression along that path is the result of a rare combination of skills that people can develop and apply in their careers, businesses, and lives.

Play Video