Like a Boss with Michael Cohen

An empathy-driven podcast providing essential and practical guidance on how most effectively to lead your team. Be the leader that your people need and that you want to be, all while focusing on transparency, kindness and meeting others where they are. Embrace new techniques, ensure compliance with the law and emerge with great results. Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year. Michael Cohen (215) 979-1882 mcohen@duanemorris.com https://www.linkedin.com/in/michaelscohen12 https://www.duanemorris.com/attorneys/michaelscohen.html Pronouns: he/him

Like a Boss with Michael Cohen is a business podcast hosted by Unknown Host, with 74 episodes on record and a Required Pod Score of 80. PitchCentric scores this show on Booking Probability, Listen Score, and live audience signals refreshed every 24 hours.

Unknown Host hosts Like a Boss with Michael Cohen, a business show with 74 episodes published.

Our AI reads these to draft pitches. Use them as grounding for a pitch that cites a real guest and a specific topic.

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  Episode #74

  Episode 25 Repost - There Are Two Kinds Of People In The World - Those Who Struggle and Liars

  Aug 24, 202613 minS1

  For so many of us, this time of year represents a period of transition. A child starting kindergarten and taking the bus for the first time. An employee taking on a new role and more challenging responsibilities. A caregiver’s renewed focus and crystallized sense of purpose. For me, last year, it was sending my daughter, Maddie, off to her freshman year of college. I've spoken with so many people recently about how this feeling of the unknown can bring with it an intense sense of nervousness. Apprehension. Fear. Given this dialogue, I decided to repost the video (and text) I shared about my own mental health struggles and the importance of realizing what my friend, Andrew Abramowitz, so empathetically told me: There are two kinds of people in the world, those who struggle and liars. Friends - please know that I am here for you in moments of need. ------------------------------------------------------------------------------------- I am struggling. And, while my concerns certainly and thankfully are not "life and death," they meaningfully have been impacting my life. Throughout my career, I have used countless posts and videos and keynotes and articles to talk about how important is for leaders to ensure that their people are okay. Or, just as importantly, that leaders make clear to those people that it's okay to not be okay. And lately, I haven't been okay. This week's Leadership Video is very personal and I hope you are accepting of that. In it, I discuss how crucial it is for all of us to engage in self-care. For all of us to reach out for help when it's needed. For all of us to understand that there are two kinds of people in the world, those who struggle and liars. Thank you in advance for your watching, for your commenting and your sharing. More than that, thank you for your kindness. ❤️ #mentalhealth #college #empathy #mentalhealthawareness #leadership

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  Episode #73

  Episode 72 - That Meeting You Scheduled on Yom Kippur - Not Okay

  Aug 17, 20268 minS1

  As we approach the fall season, millions of Jewish employees will observe Rosh Hashanah and Yom Kippur — two of the most sacred days in the Jewish calendar. ✡️ They are deeply meaningful religious observances that call for rest, reflection, prayer, and time with family. Yet every year, critical meetings, deadlines, conferences, and team off-sites get scheduled right on top of them. It's rarely intentional — but, frankly, so what? The impact is real and sends a concerning message. If you're committed to building a truly inclusive workplace, here are 3️⃣ things to keep in mind: 1. Know When They Are — And Don't Schedule Over Them 2. Embrace Flexibility 3. Understand Your Accommodation Obligations The Bigger Picture ️ Inclusion isn't built in grand gestures. It's built in the small, consistent decisions that tell people they belong. Learning when your colleagues' most important holidays fall — and honoring them without being asked — is one of the simplest and most meaningful things a leader can do. The High Holidays are a season of reflection and renewal. Let's make them a reminder for all of us to reflect on whether our workplaces truly welcome everyone. Duane Morris LLP Duane Morris Institute #leadership #JewishHolidays #RoshHashanah #YomKippur #HR

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  Episode #72

  Episode 71 - Nobody Puts Documentation in a Corner

  Aug 9, 202610 minS1

  We know this moment all too well. ‍♀️ A leader walks in to HR and says, “This employee has to go today.” The obvious question follows: “Where is the performance management documentation?” And then comes the silence. In this Like A Boss Podcast, I’m talking about why pre-termination documentation matters and why relying on the at-will employment doctrine is not a substitute for doing the work of managing performance. Leaders, this one is for you. Documentation is not just about protecting the organization. It is about creating a fair, clear, and accountable process before making a decision that affects someone’s livelihood. In this week’s video, I focus on four practical reasons documentation is critical: 1️⃣ Fairness to the employee: This is the most important reason. Employees should know when there is a problem and have a meaningful opportunity to improve. 2️⃣ Replacement costs: Termination is expensive. Recruiting, onboarding, training, lost productivity, and team disruption all add up. 3️⃣ Reduced risk of a claim: When employees are surprised by a termination, they are more likely to question the real reason behind it. 4️⃣ Reduced risk of liability: If a claim does come, clear documentation helps show what happened, when it happened, and how the organization responded. At-will employment is not a magic wand. It does not cure poor leadership, unclear expectations, or a failure to communicate. Watch the video for practical takeaways leaders and HR teams can use right away.

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  Episode #71

  Episode 70 -Ted Lasso's Real Leadership Legacy? Proving That Supporting Roles Win Championships

  Aug 3, 202614 minS1

  Ted Lasso ⚽ is back this week and I could not be more hype! But as excited as I am to have Ted back on screen, with the iconic mustache and his sage leadership advice, I've actually been thinking a lot lately about why this show resonated so deeply with so many of us — and I think the answer has less to do with Ted himself and more to do with the people around him. Specifically: Coach Beard, Leslie Higgins, and Roy Kent. These three characters didn't just fill screen time. They carried the emotional weight of the show in ways that mirror what the best supporting players do in every workplace, every day. So in this week's Like A Boss Podcast episode, I examine and discuss how our supporting employees (those like Beard, Higgins and Roy), when treated with the respect they deserve and given the autonomy they have earned, will gift to us an enhanced workplace culture and will provide to us lessons that are crucial to our collective organizational success. I hope you will watch and share your thoughts! As always, thank you so much for watching, commenting and sharing. ❤️ @duanemorris #tedlasso #leadership #hr #failure @secondchances

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  Episode #70

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

  Jul 27, 202612 minS1

  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

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