Glenn Llopis

Glenn Llopis

Cuban-American Entrepreneur, Bestselling Author, and Founder of the Center for Hispanic Leadership

Speaker Categories: | Generational Marketing | Change Management | Best Practices | Business Ethics | Diversity, Inclusion | Corporate Culture | Business Growth | Spanish Speaking | Latin America | Corporate Culture

Travels From: CA, United States.

Speaker Fee Range: $20,001 to $40,000*

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Glenn Llopis Bio
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Cuban-American Entrepreneur, Bestselling Author, and Founder of the Center for Hispanic Leadership

Glenn Llopis (pronounced ‘yō-pēs) is a Cuban-American entrepreneur, bestselling author, speaker, and senior advisor to Fortune 500 companies and organizations in healthcare, retail, consumer packaged goods, and beyond. He is a former c-suite corporate executive and current chairman of the Glenn Llopis Group (GLLG), a nationally recognized workforce development and human capital consulting firm.

Leadership Expert

Known for helping organizations move HR leadership to where it belongs – to corporate strategy and transformation – Glenn uses strategies his research has identified to help leaders to drive business growth through inclusive leadership and the power of individuality. His goal is to guide those leaders to be more inclusive and embrace a new kind of thinking – an innovation mentality mindset – to help them evolve and stay ahead of the rapid changes in the workplace and marketplace to drive growth.


As part of his work at GLLG, Llopis coined the term Cultural Demographic Shift™ or CDS. Llopis’ current work on the CDS and the innovation mentality is based on the well-grounded lessons of the “immigrant perspective” inspired by his father, Frank Llopis. Frank was a prominent Latin music pioneer who introduced rock 'n' roll into the rhythms and sounds of Salsa and Merengue music</strong> with his quartet Los Llopis. A victim of Castro’s revolution, he and his wife eventually made it to the United States where he played one last concert before becoming part of the team that invented Miller Lite.

Early Career

Llopis graduated from the University of California at Los Angeles with a degree in political science. After UCLA, he fast-tracked at the Gallo Wine Company as a sales representative and then at Sunkist Juice Beverages, where he became the youngest executive in the company’s 100-year history. Leading the successful turnaround of Sunkist’s juice beverage division opened the door for his next endeavor – at only 30 years old – as a senior executive at American Seafoods Company, leading the foodservice and retail business operational units. The result was an increase in market share, new brand introductions, and a full-scale transformation of the company.


In 1997, Llopis launched his first business, Luna Rossa Gourmet Foods, which focused on the sales, marketing and distribution of gourmet vegetables, pasta sauce, and salad dressing under its Luna Rossa and Chef’s Harvest brands. In 2007, he founded the Glenn Llopis Group to focus his work on leadership and business development around the “immigrant perspective.” As part of GLLG, Llopis started the Center for Hispanic Leadership (CHL), which created competitive advantages for Fortune 500 companies through their development and advancement of top Hispanic talent.


Llopis is a contributing writer to Forbes, Entrepreneur, and The Harvard Business Review. He was recognized as a top 20 influential writer at Forbes and a top 100 leadership speaker and business thinker by Inc. Magazine. His writings, speaking engagements, and consulting assignments focus on strengthening inclusive leadership and diversity of thought, elevating corporate cultures and building teams in a wisdom based economy, maximizing organizational and people potential, and enabling business growth and evolution through the Cultural Demographic Shift™.


Glenn is a member of the Kellogg Innovation Network and serves on the advisory board of the Brittingham Social Enterprise Lab at the Marshall School of Business at the University of Southern California. He is a board member for Lion's Heart, a national, non-profit community service organization for teen volunteering and leadership. Additionally, he is a mentor for Junior Achievement and a member of the exclusive Renaissance Weekend think-tank.


​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.


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.


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.


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.


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.


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.
  • The Innovation Mentality: Six Strategies to Disrupt the Status Quo and Reinvent the Way We Work
    The Innovation Mentality: Six Strategies to Disrupt the Status Quo and Reinvent the Way We Work Purchase Book
  • Earning Serendipity: 4 Skills for Creating and Sustaining Good Fortune in Your Work
    Earning Serendipity: 4 Skills for Creating and Sustaining Good Fortune in Your Work Purchase Book
  • Awakening the Latino Facto
    Awakening the Latino Facto Purchase Book
  • Women Leaders must Dive In Not just Lean In: The Six Fundamental Truths of the Dive-In Principle
    Women Leaders must Dive In Not just Lean In: The Six Fundamental Truths of the Dive-In Principle Purchase Book
  • Why a Personal Employee Brand Will Save Your Career - And Your Workplace
    Why a Personal Employee Brand Will Save Your Career - And Your Workplace Purchase Book

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Recent Books

  • The Innovation Mentality: Six Strategies to Disrupt the Status Quo and Reinvent the Way We Work
    The Innovation Mentality: Six Strategies to Disrupt the Status Quo and Reinvent the Way We Work Purchase Book
  • Earning Serendipity: 4 Skills for Creating and Sustaining Good Fortune in Your Work
    Earning Serendipity: 4 Skills for Creating and Sustaining Good Fortune in Your Work Purchase Book
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