Blue-Collar BS

How to not give up even when you hear multiple No'sJim Michlig is is technically a millennial but identifies with characteristics of other generations because of his upbringing. He works for a school district to build relationships with businesses to work with students and build their resumes and toolboxes to prepare them for the real world.Jim gives some great advice if your looking to make major changes to what your school district offers. Episode highlights:3:56- Connect Academy came about to streamline experiential learning for students to get them ready for life after high school. Connect Academy is an umbrella program for all experiential learning to find the right career path for each student.11:35- We are a fast paced society, families are trying to do everything all of the time. Students are spreading themselves too thin; they can’t do it all but they don’t want to make a choice.18:49- Parents have to learn how to help their students do new things. Connect Academy gives the community a place to ask their questions of the right people to figure out how to support their students in what they are passionate about.26:08- The goal is to help students make informed decisions before going to college–so they don’t pay for a nursing degree only to find out they hate the work. Connect Academy provides work based learning to let students figure that out before they pay for school and helps business partners learn how to work with this generation of workers.They are working hard to adapt with the changes of society to prepare students to be career ready.Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailJim MichligWebsiteEmailThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Taking Risks and being uncomfortableChris Seider fits in with the millennial generation unapologetically. He watched his dad work his way up from the lowest rung on the ladder to the very top gaining respect every step of the way. With this in mind, Chris wanted to create a name for himself. He has experience in various industries with the meat of his experience in safety.As a leader, Chris’s goal is to create an environment for a team that is safe for failing and learning. Team members should fill in each other’s gaps.Episode highlights:5:38 The greatest challenge when starting out is relationship building. You have to learn to present yourself as an expert right out of college when you are working with people who have been doing it for years.8:29 Once you have experience, know the kids right out of college have the newest education and aren’t jaded by years of working in the industry-they are a valuable resource.13:19 Continue to expand and look for new opportunities. If you aren’t feeling growing pains, you aren’t growing in your career. Take those risks!16:13 Teach your children to lean into being imperfect.  Work is about personal challenge and stretching. It isn’t reasonable to never fail.23:40 When things do get uncomfortable - recalibrate. Learn to fail forward. Evolve and change to be different in the future.Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailChris SeiderLinkedInThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

An electrician and a Ted x SpeakerJosh Page owns three electrical contractor companies located in Massachusetts. He loves being able to serve, whether it's helping people find contractors to helping fix things for others. Josh talks about why he wrote the Book "What Does Your Daddy Do?" and how he accidentally became a public speaker. Episode Highlights:07:28 - How Josh went from thinking he would get his cosmetology license to ending up getting his master electrician license. 14:22 - Why being willing to share your story builds trust and captures the attention of people listening. 19:51 - What does your Daddy do a book written to capture the attention of third to sixth graders to plant the seed early that the trades could be an option for them. 24:25 - Some of the ways that people can get involved in showcasing how cool and fun being in the trades is. Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailJoshua PageWebsiteLinkedInThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Hard work and being willing to buck the system.Craig Sorbo is a Financial Advisor with Northwestern Mutual. He walks through his early decision to buck the trend of getting a four year degree. He talks through his experience of becoming a very successful car salesman and eventually running a dealership.Why not proclaiming to be the smartest person in the room has helped him get buy in and acceptance as a leader. He shares how showing up and doing the work with your team is crucial to being successful in managing any team. Episode Highlights:03:14 - Craig discusses his big moment when he realized getting a four year degree wasn't for him.12:47 - Craig shares some things he did that really helped him get the respect of his team even with being one of the youngest in the dealership. 19:51 - Craigs outside of the box way of thinking when it came to running his team created true collaboration as well as opportunities for the next generation. 26:23 - Why you don't need a four year degree to become wealthy. And making sure that you have a good relationship with money. Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailCraig SorboWebsiteLinkedInThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Why we all need an education about benefits. Ben Zang has had a varied career. For the last 10 years he has helped small businesses leverage benefits as a way to capture talent. Ben, Brad and Steve talk about why its important to start bringing on talent from different generations specifically as it relates to benefits, but also to make sure that we have a strong work force as boomers retire. Episode Highlights:02:57 - How a multigenerational workforce can heavily influence the overall costs of benefits for a company. 12:08 - From a benefits cost perspective its important for employers to look at hiring more GenZ employees as well as the impact it will have on the ability for blue collar companies to continue to grow and thrive. 17:22 - Why its so important to continually ask questions. This creates better employees as well the organization. 22:00 - Ben shares an amazing story about his time working in Key West and how that experience shaped his overall view of the world. Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailBen ZangWebsiteLinkedInThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Why Wisdom is so important for the next generation. Bob Doll has spent the last 30 years in the aggregate industry. He is currently the Regional Sales Manager for Durex Products. He credits his father for many of things he has learned as well helping create direction early on his life. He is solution oriented and always looking for ways to make a process better. He truly believe that the Boomers need to be open with sharing and educating the next generation. Episode Highlights:06:11 - Discussing his father and how brilliant he was. The takeaway is that we should not discount people who don't have a four year degree. 08:18 - Being invested in finding the answer to whatever the issue is. 10:33 - Why application knowledge is just as important as being book smart. 19:08 - Why its so important for the older generation not to hold onto their knowledge and to make sure they are sharing it with the younger generations. Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailBob Doll LinkedInThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Megan Tzanoukakis started her career in accounting, but was ready for change. Opportunity came her way through Sussex IM. However, the position was not in the accounting field. She started out in Operations and is now the Vice President of Supply Chain. Megan talks to Brad & Steve about change, how the generations need to work together and understand each other, the future of manufacturing and recycling in the manufacturing industry. Episode Highlights06:00 - Megan's love of operations and finding better faster ways to do things. 07:20 - Why the younger generations can't come into a company and just think they can change things. They need to understand why things are done a certain way. 15:45 - Blue Collar businesses need to work closely with high schools so they can tap into the talent and expose the next generation to the possibilities of manufacturing as a career path. 22:20 - The push for recycled material and the future of chemical recycling. Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailMegan TzanoukakisWebsiteLinkedInThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

We are excited to Welcome our first GenZ guest Eric Thompson. Eric walks us through how he got into the Blue Collar industry. How he always had an interest in taking things apart and seeing how things worked. He worked in machining and designing in his high school robotics program. This is what created his interest in engineering which led him to get his bachelors degree in Mechanical Engineering. He is now an Application Engineer at Furey Filter & Pump, Inc. He talks about his perspective as being one of the younger employees in his company. How he has been embraced by his coworkers, what his goals are for the future and he gives some advice for the younger generation thinking of getting into manufacturing. Episode Highlights:03:00 - Eric's story of getting into manufacturing. 9:20 - How Eric has dealt with being the youngest in his company and how the seasoned employees have helped and guided him. 15:28 - How past experience can really help you and gain respect from your team even as being one of the youngest employees in the building. 20:19 - Eric's advice for the younger generation and how everyone should have basic knowledge of how to work with their hands. Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailEric Thompson:LinkedInThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Using the strength of each generation with Bridgette WigginsBridgette Wiggins has had a varied career from teaching to a project management. She's handled up to 40 large corporate projects to running an office solo. She is now the Vice President of JMJ Construction. Bridgette is passionate about using each generations gifts to be able to work as a team. This episode focuses on Bridgettes experience as woman in a male dominated field. She talks about her own mindset shifts and wanting to create a culture of being proud of where you work as the corner stone of hiring the right people. Episode Highlights:02:57 - Bridgette discusses her experiences being in the construction field and how her attitude and approach has changed. 06:29 - Knowing how each generation communicates and uses tools differently creates more cohesion on the team.9:25 - Be careful not to generalize by generation. 14:08 - If you create a culture people want to be a part of your company can get more and more referrals for filling open roles. Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailBridgette WigginsWebsiteLinkedInThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Stop taking a Blanket Approach to training with Christopher ZuzickThere is a movement happening around what's required to keep future generations engaged and growing in the Blue Collar Space. Training your team is a not a one size fits all approach. One the biggest questions you need to ask yourself as a leader is " What value I am brining to my employees?" Brad, Steve and Christopher also talk about how businesses need to embrace the fact that employees will not be with a company for 20 years. But it's still a good idea to have a robust training plan for all stages of your employees career. As Brad says" We need to make the pool bigger." Christopher Zuzick has always thought of himself as a life long learner. He likes to seek out win-win situations for both internal and external customers. He has varied experience from sales to product launches. He enjoys building teams and has a servant leadership style. Episode Highlight05:20 - Stop looking at your training plan as a one size fits all approach.10:50 - It's a different world than it was 30 years ago. Employees will not stay with companies for 20 years. Work with this idea instead of against it. 17:24 - Your definition of success might be different than what your employees want. Ask them, "What is success for you?"23:00 - Discussion around what positives came out of COVID and having to navigate regulations with employees in different countries. Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailChristoper ZuzickLinkedInThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Treating your employees as good as you treat your customers with Tim LuetzowThe demand for a new way of doing things is underway and it all revolves around how companies look at their employees. By understanding what the new generation of employees are looking for and being open to it companies can foster longer term relationships with their staff. Brad and Steve talk with Tim Luetzow about his approach to leadership and how its changed his life.Tim Luetzow has a varied career holding different roles in construction, manufacturing and transportation. His fascination with servant leadership and organizational change helps him stay ahead of the curve to foster engaged and healthy employees. Episode Highlight2:00 - Do you identify with the generation you were born into? Or are there parts from each generation that you see yourself in?16:00 - Tim talks about his switch into servant leadership and how it changed both his professional and personal relationships. 21:15 - Why you need to create a culture where people want to come to work. This is also how you attract the younger generation. Why not ask the next generation " What will it take for you to come and work for us? "24:00 - Blue Collar businesses need to be flexible. Some of the traditional practices could cost you when its time to sell or scale your business. Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInTim Luetzow:LinkedInThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

How to make Blue Collar work appealing to GenZ and beyondPaul Van Metre interest in machining started with a Formula SAE competition. He loved the industry so much that he started a machine shop with his friends. He sold that company and developed web based ERP, MES and QMS system called ProShop. He now sells ProShop to companies around the world.He's passionate about brining the next generation into the manufacturing industry and has been able to donate Proshop to school run businesses. By showing the younger generation all the possibilities of manufacturing he's able to create more opportunities and help ensure that the boomers aren't the last generation in blue-collar work. Episode Highlight05:00 - When there's a gap in the marketplace you sometimes have to create it yourself. 08:00 - Getting on the board of a local community college helped him grow his talent pool and also make sure they are being trained on up to date technology. 11:30 - Why you need to create systems and processes for every role in your company. By doing this you will have a proven training plan for each employee. This has helped Paul bring in people who are motivated but might be lacking in hard skills. 24:04 - Middle school is the age where you can really get the next generation interested and hooked in making manufacturing a career option. Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailPaul Van MetreWebsiteLinkedInEagle Manufacturing -Powered by ProshopThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Changing the perception of the trades with Matt GuseMatt Guse has been part of creating a new legacy of manufacturing. MRS Machining is one of the top ten machine shops in the country. Matt is continuing what his father started with educating the next generation of machinists through offering internships and equipment to a local high school trade program. This episode focuses on how educating the next generation and showing them what is possible has enabled Guse to be able to successfully hire GenZ's into his company. By doing this he is a true pioneer in changing the narrative about the trades. Episode Highlights:03:34 - The salary for skilled trades are often higher than people who get four year degrees.06:29 - How to get ten tenured employees on board with new ways of doing things. 10:20 - The decision to share 40% of profits with his employees and how it has motivated them.14:08 - Why women need to part of your hiring strategy.Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailMatt GuseWebsiteLinkedInThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Making Training and Education Accessible for Everyone with Corey BerrierThere are several initiatives underway to help blue-collar workers get the training and education they need to compete in today's economy. By understanding the challenges faced by blue-collar workers, we can help them build a better future for themselves and their families. In this episode, Steve and Brad are joined by Corey Berrier and they discuss the blue-collar space. They talk about some of the issues and challenges faced by blue-collar workers, as well as provide tips and insight on how to overcome them.Corey Berrier is a (SME) Sales Systems and Processes | Business Consultant and Sales Coach | #1 Best Selling Author of 9 Simple Steps to Sell More $h!T! | Top Rated Podcaster | 2x Speaker on the largest podcast stage in the world “Podfest” | Owner “The Sales CEO” | NLP Practitioner | Owner of Sales Legends VA’sEpisode Highlight07:47 - I think that a lot of millennials just would rather not have the conversation than even have the confrontation.13:34 - Kinesthetic, for those of you that don't know what that means, it just means that we like – I'm kinesthetic. So, I like to hear, see it, feel it, everything. I want to get the full experience.17:24 - If the leader is not doing what he says he's going to do, whatever that is, that's a big problem and that's large shoes to fill. So, you've got to make sure as the leader that you don't say yes to a bunch of shit that you can't do.24:04 - Some of the companies that I've worked with, they do invest in their employees over and above what everybody else is doing and that's what you go to do. And I don't just mean by the amount of money you pay them. That's dollars and cents. That's fine. But what people really want is a connection. They are wanting to a degree a community.Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailCorey BerrierWebsiteLinkedInThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Bringing the trades into the 21st CenturyIn this episode, Brad & Steve talk with Ron about how he got into the trades. Ron talks about his drive and ambition when he left the Marines and how it served him well in creating a decade career in the trades. They discuss how you can truly make a career in the trades and how companies should be authentic in attracting the Gen Z generation. Ron highlights the need for a new era of communication in the trades and discusses his new app that is going to revolutionize the industry. Highlights:04:14 The biggest challenges of transitioning into the trades. 10:26 Advice for anyone getting into the trades "Come in with an open mind and always be learning."17:06 Promoting the trades as more than a transitory job. 23:51 How customers and companies need better communication tools to provide better service and avoid expensive mistakes. Contact your hostSteve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailRon NussbaumWebsite LinkedInEmail This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

A Blue Collar Journey with Scott ClarkThis is a great episode for anyone who is thinking about entering or who is already in the blue-collar space and wants to hear from someone who has been impacted by the show. Scott shares his story of how he found the show and what it has meant to him over the years. He also talks about how the show has helped him in his personal life, which allows for continued and open dialogue between the two friends.Episode Highlights04:04 - I just enjoyed listening to it because I feel like with my current roles I just have a little different perspective on the work that I do and the effort I put into doing my work.06:56 - Just hearing the type of work that they do, I still might not understand all of it but I definitely appreciate it a lot more within all those different types of work.09:57 - Pedal Tavern is just kind of like a bar and restaurant, it's kind of the service industry and there are tips involved and it's awesome.11:30 - It's great to find some sort of passion and just look if you need to learn more about that passion, and figure out what's the right track to go.Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailScott ClarkWebsiteLinkedInThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Working With the Right People with Alex PaulsIn this episode, Brad has a one-on-one conversation with Alex Pauls about his marketing business, KP Design. They talk about life transitions from technical sales to becoming a marketing genius and guru. Alex describes what it was like being a power electrician and shares his most memorable and fearful experiences while working at Manitoba Hydro in Canada for 15 years, as well as fitting in with older generations. They talk about mentorship, shaping the next generation of electrical trainees in Winnipeg, and what it’s like to see students succeed. After taking a retirement package, Alex’s passion and desire to work combined with his wife’s talents in web design finally led to the fruition of their marketing SEO world and the dream of working together. Listen to the podcast to hear how Alex found the right work ethic that fit their brand and their promise. Learn the process of finding the right people to work with when you tune in to this episode. Highlights:04:07 If somebody's going to pay you to leave, you take the money and you leave. And you take your skills and you're grateful. And you move on and you do new amazing things.06:56 There were a lot of days where I think I was thinking to myself, “The only reason I'm doing this is so that I can tell my grandchildren one day that I did this.”16:01 I think any good teacher wants to see their students surpass them.23:51 I think that's the toughest and most time-consuming part. It’s finding and trusting the right people to want to work with. Contact your hostSteve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailAlex Pauls:WebsiteLinkedInThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

In this episode, Brad and Steve are joined by Daniel Felt, who shares his experience with leading and managing a team of different generations. He discusses how he got to the blue-collar space and offers advice for other business owners who may be struggling to lead a multigenerational workforce.Daniel provides insight into how he manages his team and helps them to work together effectively. He also shares how he motivates his employees and keeps them engaged in their work. As a result, this episode provides valuable advice for any business owner who is looking to improve their team's performance.Episode Highlights:03:04 - With the young guys, what I found is they are very easy to train. Today in the home service industry you are going to have the technology for sure and a lot of these things are using a tablet, CRM system and they pick up on it very quickly.05:40 - No matter what your age is, I think today society is at a point where they are not super quick to judge.12:04 - Having those conversations with guys on a regular basis I found really keeps people long term. If I get separated as an owner from the technicians, I`ve noticed our retention goes down.21:43 - You got to keep a pulse on what's going on and I think the most important part of the entire process is are you willing to offer a franchise to an individual? Are they qualified? Contact Your HostsSteve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailDaniel FeltLinkedInWebsiteThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

In this episode, Brad and Steve are joined by Ben Barlow, an Exercise & Wellness major with a minor in Business Management. Ben is passionate about two things: helping people be healthy and happy and using creativity to provide solutions that can be both simple and powerful. Over a few years, he has become a high-level communicator, increasing performance and inspiring others to take action through intrinsic motivation.Ben shares his entrepreneurial journey and struggles as a young entrepreneur. He started out young and didn't have much experience, so he had to learn a lot as he went along. The struggle was real for him, but he persevered and eventually became successful. Ben's story is inspiring for other young entrepreneurs who are just starting out. He reminds us that struggle is part of the process, but if you keep going and don't give up, you can achieve anything you set your mind to. This is an insightful and inspiring episode that will help any young entrepreneur who is facing struggles in their business.Episode Highlights:02:53 - I'd say I'm an independent person. I like to think through things. I'm very entrepreneurial, and I want to be spontaneous at times. I love creativity.07:51 - When I started, I didn't think that was what I'm going to do, but that's kind of the difficulty of the business. At the beginning, I thought this will be good money that can get me through and support myself.12:48 - They are not as familiar with knowing how to fill out legal forms. You really need to walk through each individual's steps with them which takes quite a bit of time.21:53 - I think a lot of it is just trying to be genuine with them and even if we are not the best company to go for, we don't have all the benefits, but we try to create a good environment that makes it a good experience for them.Contact Your HostsSteve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailBen BarlowLinkedInEmailWebsiteThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Building the Family BusinessDavid Belman joins Brad and Steve to talk about how he became passionate about business in his younger years by observing everything over the dinner table. He shares how the family businesses came with their own set of challenges and opportunities. But, with the right commitment and approach, it can thrive. Learning about how to hire the right people is one of the most important aspects of running a business, and how owners should be willing to invest in the professional development of their employees is truly essential.Highlights08:28 As a business owner, there’s a huge challenge in trying to find the right people and fit the right person for the job. 09:50 You have to invest in some training and that’s really at the core that is building some system. 11:08 Sometimes you have to figure out a niche and a way to approach it. 13:02 You have to have people that are what I call farmers instead of hunters and so that’s kind of what I did and I was like, “I want you to be a farmer, you’re gonna plant some seeds, you’re gonna water those seeds and you’re gonna take care of them and over time you’re gonna have a lot of sales.” 33:00 Self-improvement is within the mind, and so focusing on who you want to be, and what kind of person you want to be, not who you are now but where you want to go. Contact Your HostsSteve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailDavid BelmanLinkedInWebsiteThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Workers of Different Generations with Adam SchrankIn this episode, Steve and Brad welcome Adam Schrank. Adam has been in the manufacturing industry for 25 years. Now an Operations Leader at Millerbernd. They talk about leveraging personal power within the organization along with influencing others to paint the vision and the picture to eliminate pain points.Highlights:01:50 I went down to that situation not knowing I didn't know what I didn't know.04:16 The other interesting part of that conversation is when we were in that meeting or that discussion, it was a peer group, off-site type thing, with different leaders, from different companies.07:46 I think that's where generationally from a Gen X to maybe Gen Z or Millennials where that's where something that I would have to challenge myself with is because I believe that you should be present and be here. Contact your hostsSteve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailAdam Schrank:WebsiteLinkedInThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Building Futures Through the Construction Field Chase Tannhaeuser joins Brad and Steve to talk about how the construction field can give younger generations an opportunity for a better life and increased earnings. Chase shares how they offer apprenticeship programs that can give young people the chance to learn the trade and get some true experience. Chase also shares how making your employees feel like a family is necessary to build a sense of loyalty and belongingness into the workplace. Listen as they discuss more about work ethics in the construction field. Highlights04:17 If you can't learn, you're never gonna go higher in any job that you do, I don’t care what field you're in. If you're not willing to learn, you're not gonna grow. 05:24 Talking to these kids, they didn’t understand that there was an opportunity for them to make a better life for themselves and make a bunch of money at the same time in the construction field. 08:21 If we don't do something as individuals in the fields to try to teach these kids, they’re never gonna learn the way they need to learn it. 13:24 Those are some of the hardest things that I found in hiring people is true experience on a job. 15:46 That’s so important nowadays; a sense of belonging for so many people. Contact Your Hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailChase TannhaeuserFacebookEmailThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Building a Safety Culture with Tom “Fitz” FitzgeraldBrad and Steve are joined by Tom “Fitz” Fitzgerald. Fitz is the Founder and Senior Safety Advocate of Safety Fitz LLC. Prior to starting Safety Fitz LLC, “Fitz” has worked in manufacturing management for 44 years in three major roles: Manufacturing, Human Resources, and Safety. Fitz has an intimate knowledge of all Lean World Class Safety Management Techniques used in manufacturing today. His very favorite techniques to achieve optimum results for an organization are through using Employee Involvement, Engagement, and Teambuilding.In this episode, they discuss safety in the workplace and how important it is to have a safety plan in place. They also talk about how to engage employees in safety initiatives and how to build a strong safety culture within an organization. This is an informative episode that provides valuable information for anyone who wants to learn more about safety management in the workplace.Highlights:03:23 – I think technology has a lot to do with that, having a resume on your computer wherever you need to send them. We never had that back in the day and that is the biggest change I see today.07:02 – My parents were in the two greatest generations; they were thought to sacrifice everything for the kids and that was passed on to me.11:17 – I think most of us realize how to learn and live with it. It's not going to go away it's never going to go back to January 2020 so we just need to deal with it.25:23 – I always ask a question, what`s the cost if you don’t do it? Again, you don’t teach people how to lift properly. Somebody goes in the electrical panel at work and puts a screwdriver in there because they are trying to be smart. Contact Your HostsSteve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailContact Tom “Fitz” FitzgeraldLinkedInWebsiteThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Setting Up a Motivating Environment in the Workforce Don Curtin joins Brad and Steve to discuss the fascinating side of the welding industry. Don shares the unique behaviors of the younger generation in the industry and their individualities. They talk about how great communication and interaction can create an environment that encourages people to come into the industry, particularly Gen Z. Don also shares how mentoring helps build foundations and teaches the recipe for success to be the best welder to inspire more of the younger generation to stay and to continue in the workforce. Highlights 06:45 I want these kids to learn whether they stay with us or not. I want them to learn as much as they can. Just develop and be a good productive employee. 08:23 Some of the kids, I guess, are really confident as they start getting into it, and all of a sudden, we give them something that kind of humbles them, but that’s part of learning. 14:36 The ability to accept criticism and your attention to details, things like that, all those things are being looked at.  15:07 Just being able to communicate and bridge that gap between the floor and the office and suppliers and everything like that, and have that communication skill that you have and the experiences that go along with it. That is priceless. 17:34 We have a recipe for success, of how you do it properly. Contact Your HostsSteve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailContact Don CurtinLinkedInThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Establishing Human Connection and Leadership Brad and Steve are joined by a phenomenal guest, Damon Pistulka. Damon shares what started his passion for the blue-collar world and how he finds that this is where the real magic happens when people see it the other way. They also talk about leadership among millennials and how to be more engaged as a leader. Find out the key formulas to assist the younger generation to be more exhilarated in the workforce by leading them to the right path and how to have a great human connection. Highlights 04:43 The education system has done a much better marketing job and a much better opportunity of drawing in the talent in the workforce that needs to come back and support the industries. 06:38 We’re not gonna be here forever. I think it's our job to teach the next generation to be better. 09:26 They know that they may not stay there forever, they know that they might not have that kid there for 10 years, but building the business that allows them to bring in young talent, teach and educate and move on and make it sustainable. What’s the problem, as long as it is sustainable? 13:40 We have to intentionally make a connection. 15:21 There's a new way that the people look at it now and approach it is, “we can be friends, we can be friendly, we can be caring about each other” it’s just a matter of that there are things that you have to do, there’s a requirement you have to have while working. Contact Your HostsSteve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailContact Damon PistulkaWebsiteLinkedInEmailTwitterThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Generational Transformation in ManufacturingIn this episode, Brad and Steve talk with Kristina Harrington, a founding member of GenAlpha Technologies, one of the world’s largest e-commerce leaders for the manufacturing sector. Kris shares her take on how the manufacturing sector has changed with the transition of generations through the workforce and how the various generations can effectively communicate with each other to transfer knowledge and build a stronger company. Digital transformation is a solution that can connect the dots between generations. Highlights:03:32 The Baby Boomers are exiting fast at all levels of the organization and that’s creating a knowledge gap.07:24 The things that attract them (Gen Z) are good-paying jobs with flexibility and the tools to help them do their job well from the beginning. 08:49 Where is the information to help the Gen Zs do their job better? How do they service the customer better? How do they make sure they are able to easily achieve their own goals? How do they grow inside the organization if they don’t have access to information quickly and easily?12:24 If you give them that idea at the outset, that they’re there to help with the change, then they might be more forgiving of what currently exists in the organization as you work to affect that change. 14:39 How do you provide autonomy to a group of individuals, who have been scheduled, pretty much from age 7, 6, till they got out of college or left high school?19:53 They do think differently and they do behave differently, they just have come up in different worlds. So have patience and be ready to educate. Contact your hosts:GenAlpha TechnologiesWebsiteLinkedInSteve Doyle:WebsiteLinkedInEmail Brad Herda:Website LinkedInEmailThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

How to adapt to the times with Mark WeberIn this episode, Steve and Brad welcome Mark Weber. Mark has been in the print industry for decades and now transitioned to HVAC. He is currently the General Manager at Iron Fireman Heating and Cooling. They talk about the challenges as a business owner and general manager on changes in behavior and attitudes, the expectations of younger employees, and the concerns to attracting and retaining employment.Episode Highlights:08:04 I also think, yeah, I feel like they have less fear of going out and starting something on their own. We’ve raised generations of kids that are now more aggressive, more confident, and all these kinds of things. They don’t have some of the fears and anxieties we had.09:36 I feel like we can sell our company to people, we can get them excited and enthusiastic about what we’re doing here if we have that opportunity to have that conversation.13:22 To look at these younger people and say, we’re gonna be fine. We just have to find them out there and we have to attract them and we have to understand that they think about some of these things differently than we do.Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmail Mark WeberWebsiteLinkedInEmailThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

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Managing Emotional Intelligence In this episode, Steve and Brad talk about “EQ”, Emotional Intelligence. It is the ability to understand, use, and manage your own emotions in positive ways to relieve stress, communicate effectively, empathize with others, overcome challenges and defuse conflict and how it impacts all generations in a working environment. Tune in and listen to their personal opinions and views on the topic. Episode Highlights03:26 – First is self-awareness, meaning we actually understand what triggers us, what it is that makes us happy, what makes us pissed off.03:41 – Second is Self-management, it's how well we can manage those expectations. If we can manage and we blow up with anger, all those have a different outcome.07:30 – Any form of communication whether verbal non-verbal, written or non-written. Emotional Intelligence has an impact on all of that. If we don`t understand the audience that we`re writing to and the emotions that we`re feeling it can get misinterpreted.15:01- The eye rolls, there's a trigger for it. The sighs, there's a trigger for it and that will lead to a negative outcome.19:08 – If we can be more tactful with the things that we can control, which is ourselves and our body language and the words that we use, we’ll have a greater impact and having a conversation that leads to less conflict less stress and we can do the things that we really want to do throughout the day.Contact your hosts:Steve Doyle:WebsiteLinkedInEmail Brad Herda:Website LinkedInEmailThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

In this episode, Steve and Brad talk about an article from Harvard Business Review entitled “Millennial Managers Can Change Company Culture for the Better”. The two dive into a deep conversation about how Millennials provide unique leadership in the workforce. The whole article revolves around key steps that a manager could use to provide a better culture in the organization. Steve and Brad will touch on a variety of topics about company culture from transparency, communication, expectations, and many more. Tune in and listen to their personal opinion and views on the topic. Episode Highlights1:28 When Millennials first entered the workforce, there was this connotation with their work culture, work ethic, and how willing they were to dive in, get their hands dirty, take the time to understand things, and work through things.4:30 They are totally in the middle. You've got the superiors thinking one thing, they've got their subordinates going in a whole different direction so the stress that they feel is insurmountable and it is a lot easier for them to align, if you will, with those that have similar thoughts as they do.6:45 As we're trying to build that trust, both up and down, there's a level of transparency that those managers need to be displaying but unfortunately, people can't handle full transparency.18:06 Creativity is immensely important to solving whatever comes up.19:47 The question becomes, how much do you spend on that versus doing the thing that's making you the cash to create the output and go forward?21:44 When we talk cultural fit, we're not talking purpose of the company, as this article really is talking about more, you know, what gives them purpose. We're talking about how well you fit in with other companies that you are interviewing at. Contact your hosts:Steve Doyle:WebsiteLinkedInEmail  Brad Herda:Website LinkedInEmail This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Episode 23: Creating Success and Keeping the Blue-Collar Industry Alive with Thomas AndersonIn this episode, Steve and Brad welcome Thomas Anderson, Co-Owner of Potomac Run Development. Thomas is GenX with over 20 years of experience in the construction industry including custom building and designing. They talk about the challenges of moving to another place and starting all over again with new crew members/contractors. Thomas shares the characteristics he looks for when talking to potential coworkers. He also shares his plans about moving from Virginia to Savannah and talks about his expectations and regional differences.    Episode Summary04:12 - I do not care who is in charge. In DC, they will always take good care of DC. 04:30 - As it turned out, I was right. This was a great place to move to. I even thought maybe I wasn’t going to be in construction. 07:09 - Most of the guys that I work with are very entrepreneurial. 11:09 - I will be brand new, and I was thinking of a fast way to do it to meet trades. My plan is to buy a property. 20:03 - Nowadays I wouldn’t care how old someone was. I would just care about a lot of other factors, but how old they were wouldn’t matter. Contact your hosts:Steve Doyle:WebsiteLinkedInEmail Brad Herda:Website LinkedInEmailThomas Anderson: Email This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Episode 22: Family Business - Communication is Key. In this episode, Steve and Brad discuss an article on family business and how a lot of dynamics are going on when the business is passed on from generation to generation. As you start getting into second and third generations of employees, you’re bringing in additional family members, your second or third relatives, and their husbands, wives, and kids. The mission and the vision of the business may change. Communication, tradition, biases - there are a lot of problems that may occur. This multigenerational influx of people and the lack of the ability to communicate with each other and resolve conflicts may cause the small business to go bankrupt. For Brad, the biggest takeaway is understanding what the ownership structure looks like versus the operational structure because they do not have to be the same. And that is the change over generations.   Article: https://insight.kellogg.northwestern.edu/article/evolution-family-businessesEpisode Summary01:50 - In the US alone, family businesses account for 50 percent of the GDP.  04:42 - Think about the dishwasher in your home - the loading of the dishwasher. Everybody has their idea. Now you magnify it. 07:00 - As you’re passing your business down from one generation to the next, the expectations are very clear and set from that first-generation transition. 08:00 - Not only has the thought process changed from generation to generation, but the business itself has also had to change to survive each one of the generational transitions. 11:40 - Communication is key, whether it’s communicating with your mediate family or with your extended family in your business. Contact your hosts:Steve Doyle:WebsiteLinkedInEmail Brad Herda:Website LinkedInEmailThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Blue Collar BSSeason Two Debut – We Are Back Baby!Welcome to the first episode of season two.  In this episode, Steve and Brad discuss the situation in the trade industry, and they talk about what they are most excited about this season. The business dynamics in 2022 have changed a little bit. More and more people are reaching out looking for opportunities. Clients are frustrated for not having relationships with the trades who are not responding to their calls. Trades are frustrated because of the sheer amount of people that are trying to leave former employers and start-up their own businesses. There are also some good examples. Episode Summary02:53 – You are trying to find people with the same work ethics as you, not as what is in today’s marketplace or workforce.   05:08 – Trades are not returning calls to prospective clients just to let them know they are too busy. 06:50 – One of my clients was struggling with wanting to hire. 14:10 – It’s been interesting to see certain sectors are seeing better opportunities and the others are just still where they were from April of 2020. 14:26 – This season we’ll have more dynamic conversations with some of the guests that we’ve got lined up. Contact your hosts:Steve Doyle:WebsiteLinkedInEmail Brad Herda:Website LinkedInEmailThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Live from the Idea Collective Retreat 2021 at the Grand Geneva Resort in Lake Geneva, WisconsinTo learn more about the Idea Collective and Pat Miller: https://www.patmillerideacoach.com/The impressive Grand Geneva https://www.grandgeneva.com/This episode was recorded Live at 8:00 just before a 10:00 am tee time with the founder of Podcast Town, who pushed me into this podcasting thing, Mr. Mayor Elzie Flenard.Steve Doyle and I are grateful for what the Podcast Town Community has brought support and knowledge to the show.The show was intended for me to record by myself; instead, I turned the tables on the Mayor and asked him to interview me on the spot, no prep, no notice, no nothing. I knew his years of experience would take this episode in a positive direction!Thank you, Elzi, for being a great human!To reach Elzi and learn more about Podcast Town: https://www.podcasttown.net/Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmail This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Thank you to all who have listened and participated in Season 1 of Blue-Collar BSWe are grateful to have your support and we are excited about what Season 2 will bring!Episode 19: That’s a WrapSteve and Brad decided to take a small break with the podcast until February/March. So, in this episode, they talk about their biggest takeaways of going through the first eighteen episodes of Blue Collar BS. The constant theme across all their guests was that very few leaders want to teach and educate new generations. They think this podcast started to shed some light on things in the Blue-Collar industry and is going to make an impact.We’re open to the idea of working and partnering with people and promoting their cause.Episode Summary03:22 - When we first started this out, we talked about all the different aspects from the different generations and all the assumed stances the different generations take. At the end of the day, there are a lot of components that people think of other generations that are false.04:20 - It has been, from a Blue-Collar perspective, about giving everybody a chance to be able to find a mentor, coach, trainer, and teach and educate. Where we fall short, and it’s usually the generational or the person - the leaders do not want to take the time to invest in that communication process.09:43 - That’s what I enjoyed most about the show. It wasn’t the same routine over and over again. The show has its own vibe, its own personality, and its character, flaws, and/or moments of highs and lows as it went through.11:38 - It is really interesting what all the guests bring in and how their stories are all intertwined.  13:48 - I am hopeful that we get enough recognition and opportunity to have all generations on the show at the same time, to get to that point to have meaningful conversation over work-life balance, vacation… Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Working with Different Generations with Morgan GutenknustIn this episode, Steve and Brad introduce us to Morgan Gutenkunst who is the owner and founder of Morgan Thomas Construction in Southern Wisconsin. He started his journey in this business when he was young while working with his grandfather. He learned about carpentry skills, job site skills, and much more. He got inspired to start his own construction business from his grandfather back in California and now he is managing his own business. We are surrounded by different people every day and some are from different generations. If you are someone who’s handling employees coming from different generations, then tune in because today, we will be talking about the different scenarios and experiences when working with people of different age groups. It’s important to know how to handle certain situations especially if you are someone who handles people who are older than you. Episode Highlights:6:10 I try to focus our business and dealings in a non-traditional way. We’re very much into family and allowing our customers to be involved in the process.6:32 We try to be inclusive, keep communications clear.7:56 I’m pretty passionate about teaching, to be able to have the opportunity to have a workforce that I can impart knowledge on and teach them along their journey.9:26 I was able to be in contact with either the owner or someone older, a more knowledgeable project manager, and I felt safe because they know what they’re doing.13:11 Communication is key, that’s a huge focus in my growth as a business owner and the growth of my business. Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmail Morgan Thomas Construction - Morgan GutenknustWebsiteFacebookThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

In this episode, Steve and Brad introduce us to Anne Rakowiecki, the founder and owner of The Marketing Kitchen. She supports businesses that want a be a better way to market their products and services. She provides creative ways to invite new customers and clients to the business.We are surrounded by a lot of things every day and one of the most important things is food. If you are diving into the food and beverage industry, it’s important to know the right mindset in order to achieve your success. The proper attitude is needed in order to be an excellent leader of your business. There are many things surrounding this specific industry just like any other industry and in this episode, we are going to talk about the deep realities of the food and beverage industry.Episode Highlights:15:08 I’ve been in those positions where people look at you differently because you’re working in a service job.17:00 People will stay in a position where they are appreciated, where they know what they’re supposed to do and they get feedback.25:15 It’s all about making sure that people are comfortable in their environment, that they are comfortable with their co-workers, that they are comfortable with their ability to solve a problem.30:13 The reputation of your restaurant and your food relies squarely on the people who execute that every day.31:26 It’s the people smarts, it’s the soft skills that employers always talk about.Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmail Ann RakowieckiWebsiteLinkedInEmailThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Episode 16: A Big Concern in Blue Collar Industry with Andy WeinsIn this episode, Steve and Brad welcome Andy Weins, the owner of Green Up Solutions. Andy is a US Army veteran. He is a Millennial but declares himself to be a mid-generational individual. There is a big concern in blue-collar space as it comes down to the workforce. How can we encourage people to try something in the blue-collar space? The problem is with the conditioning that society has put on people at a young age. They measure success on college placement rates, not on is the person doing what they would put on his heart to do. Too often, we do not allow our children to pursue their happiness. Happiness is the determination of success. Are you happy?Episode Summary05:27 - In the 1990s and 2000s, there’s been an “I’m better than you” mindset. But I think that’s been broken over the last 15 years when we realized that we pushed so many people to college, and now no one knows how to fix a car.10:13 - We got to encourage them to be what they want to be.13:43 - If you love doing the thing you do, awesome! And then you find alignment with that. You do not need balance when you have alignment.18:19 - You got to have an abundance mindset. The abundance that you have the knowledge to share with the world, and the abundance that there is always work in front of you.26:12 - Embrace people individually, be amazed by what they do when you allow them to flourish.Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailAndy Weins:Tel: 414 793 6253This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Blue Collar BSEpisode 15: Boomers Are Good People TooIn this episode, Steve and Brad welcome Christine Wright. She shares her experience of working in a predominantly male-driven industry.  They also discuss the problem of leadership and hiring experienced workers. As Millennials are starting to take leadership roles, they have to hire people. In specific sectors, they are afraid to hire older Gen Xers and Boomers, but they do it for the wrong reasons. People often look at the experience as an obstacle rather than as an advantage. A good leader should want the strongest team to do the job and experienced people to pass the knowledge on. Episode Summary:05:45 - We see things differently. I do not care what group you’re in; everybody has got a bias. 08:13 - That is such an issue that even LinkedIn has a class about your career after fifty. 11:00 - They are giving bad advice because of all of that experience you’re throwing out of a window. 16:25 - It does not matter how old or how young the leader is; they are still the decision-maker. No matter what feedback they get from their team, they are still the decision-maker. 22:57 - Know in advance what skills you need for the position you’re filling, and then when you’re looking at resumes, that’s what you look for.  Contact your hosts:Steve Doyle:WebsiteLinkedInEmail Brad Herda:Website LinkedInEmailChristine Wright:LinkedInTwitterThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Blue Collar BSEpisode 14: We Cannot Find Good People - How the Generations Can Behave Better with Paul Giles In this episode, Steve and Brad welcome Paul Giles, Director of Technical Services at Lannon Stone Products. They talk about how we can engage with the millennials in the industry and the environment that we have today in the blue-collar space.  Paul shares his experience of working in the quarrying, mining, and aggregate industry. According to him, this industry is turning the page on the old-school way of doing things and starting to embrace the talents they’ve missed out on in the last decades. If you have a culture that embraces change and does not look at the change as a bad thing, that culture is going to be a lot more welcoming to a newer generation.Episode Summary03:56 - It is critical, especially in this industry, to have a mentor. What we do is extremely hard and challenging work, and if you do not find a mentor or a mentor does not find you, you can be pretty easily lost.  07:49 - We’ve got a bunch of people who have been doing the same thing for 45 years, and then a bunch of people who are fresh out of high school, fresh out of college, coming from a different industry. There is this huge gap that we have to break.08:35 - They are adapting really well. They bring a ton of different ideas to the table.13:27 - The fact that this technology is coming on hot and heavy is a game-changer. Now as an industry, we get to attract a whole new level of employees out of high school.14:46 - You got to go to where they are, and you have to make the best case for what you do, why it’s cool, and what difference it makes in the world, community, or your pocketbook.Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailPaul Giles:EmailLinkedInLannon Stone-WebsiteThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Blue Collar BSEpisode 13: Gen Z Propelling Gen X BusinessIn this episode, Steve and Brad welcome their special guest Josh Clymer, the owner of AquaTraction Advanced Marine Flooring. Josh talks about how he managed to leverage the younger generations, Gen Zs, and potentially some Millennials, in his organization. And they are helping his business to thrive. According to him, a company leader needs to know will fit in his company and add value. He considers it his responsibility to interview and choose the right individuals. He is coaching them and allows them to develop their skills. And if they succeed, he has done his job. Episode Summary06:07 – I’ve spent a lot of time trying to understand my shortfalls and become a better leader. - The biggest thing is reflecting back.07:09 – I take it as a complete offense that if I hired somebody and I had to fire them, I screwed up the entire interview process. That’s my fault. It is not generational. My responsibility is to make sure that I’m hiring the correct people and to be a good mentor for those people. 13:27 – One of the things that I’ve done that's really been successful for us is that I’m constantly getting up to local colleges, and I’m pulling kids that are sophomores and juniors, and I’m pulling them in as interns. My operations manager and my engineering manager started as interns with me.15:42 – I hear all the time that those new generations are lazy. It is not true. It is my responsibility to get out, mentor them and help them become better, coach them into what I want them to be or how I feel they are going to add the most value to my organization so we can all be successful.18:45 – Fishing captains in the marine industry have a little bit of an ego. Sometimes they do not like to be told what to do by engineering managers who are 22 years old. It creates a conflict. It gives the opportunity for my employees to continue to get better and become thicker skin and deal with these conflicts.Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailJosh Clymer:Aqua TractionFacebookInstagram This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Episode 12: Technology GapIn this episode, Steve and Brad welcome Kevin Kromm. Kevin is in the Home Building and Remodeling industry. He is a millennial, but he thinks he does not fit into the stereotype. His personality did not allow him to sit at a desk from 9-5, so he went into the construction world. They talk about the generational gap due to technology and different mindsets. Kevin sees technology as a great tool but highly addictive. While Boomers and Gen X avoid using technology and would rather talk face to face, Millennials and Gen Z would rather send out ten text messages and start five different conversations. Kevin shares his thoughts on how to shrink that technology gap between generations.Episode Summary05:00 – That generational gap is getting wider and wider because fewer and fewer people look at careers in the building industry thinking they cannot make that much money doing something like that.06:35 – One of the biggest gaps is mostly the office and production teams – leveraging and utilizing technology on the office and management side and the production side.  14:25 – I’m usually the youngest person to walk into a room. It is sometimes helpful to have a younger person in the room. The struggle with them is to show up at work, not with technology.16:38 – Boomers – accept that technology is not something that’s just going to go away.18:08 – Gen Z – realize that you are not going to be as good at technology as younger generations. Try to learn from them.Contact your hosts:Steve Doyle:WebsiteLinkedInEmail Brad Herda:WebsiteLinkedInEmail Kevin Kromm:LinkedInThis podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Blue Collar BS - Boomer-Makes Podcast DebutEpisode 11: Industry Trends in Trades Around ConstructionIn this episode, Steve and Brad welcome their guest, a resident expert Mike Slawnikowski, owner of M Design and Build. Mike is a boomer. Together, they dive in at the biggest employment concerns and the concerns with subcontractors. They discuss the work ethics and mentorship of younger generations. They focus on the issue of how to improve their drive and get Gen Z involved in doing the trade work.Episode Summary03:45 – The problem in the talents base is getting young people involved, getting them to see that they can make a great income, have the freedom to walk around, work at a number of different places.05:20 – How to improve their drive? Show them a check.06:22 – Work ethic is important and it starts at home. You have to have that drive.09:18 – I do not care what or who the customer is, what is the age group, background, profession… of a customer. They want respect and they want people to be professional.16:26 – They want to have a cause, to be a part of something. Having a real social purpose for them is very important.Contact your hosts:Steve Doyle:WebsiteLinkedInEmailBrad Herda:WebsiteLinkedInEmailMike Slawnikowski:M Design BuildFacebookTel.  414-332-1900This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Blue-Collar BS Ep10 Common SenseIn this episode, Steve and Brad discuss why the 58-59-year-old guy who is running the construction site is reluctant to hire a 24-year-old? Why are there all these biases against different people and practicality? Where did common sense go?People grew up differently. Their worlds and expectations are completely different. What seemed to be a practical common knowledge to the boomer or Gen X, is not common knowledge or practical to the millennial or Gen Z. And the opposite holds true on the technology front. What is common sense to a boomer, is not the same as the common sense to the Gen X, millennials or the Gen Z.  We have to spend more time with the other generations to explain what our expectations are, and to listen to them.Episode Summary01:10 – Boomers could actually sit in their cars/tractors and work on them. Common sense got built into their daily life.08:40 – Gen Z today does not have that opportunity to learn and grow unless they have someone who is willing to show them.09:55 – Industry 5.0 and the common sense around that is very different than the common sense of running a manual machine.12:24 – The older guys need to understand the technology; the younger guys need to know that practical application.15:10 – We have to sit down, all at the same table, and have that conversation, and be willing to listen.Contact your hosts:Steve Doyle: Website: https://stephendoylejr.com/LinkedIn: http://linkedin.com/in/stephendoylejrEmail: [email protected]       Brad Herda:Website: https://www.vfbsolutions.com/LinkedIn: http://linkedin.com/in/brad-herdaEmail: [email protected]           This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Blue Collar BS Ep9 Work From HomeIn this episode, Steve and Brad talk about how work from home is different from work in the office. They discuss working hours, relationships, and productivity. Interaction between coworkers is different and it is difficult to build relationships. Instead of working in the same building, they now work in different places, even in different towns.Older generations (Boomer and Gen X) find it difficult to adapt, because they like more personal contact, while younger generations (Millennial and Gen Z) are OK with e-mails and Zoom meetings. We need to set clear guidelines and expectations, as well as deadlines.  Episode Summary01:15 - Working from home is an issue for older generations02:00 - Working hours 8-4, and does it actually work in the home environment?07:40 - Younger generations prefer texts, while older generations prefer face-to-face conversations09:00 - Is the workforce as productive working from home as they used to be in the office?10:00 - Leaders need to set clear guidelines and define the results they are expecting.Contact your hosts:Steve Doyle:Website: https://stephendoylejr.com/LinkedIn: http://linkedin.com/in/stephendoylejrEmail: [email protected]    Brad Herda:Website: https://www.vfbsolutions.comLinkedIn: http://linkedin.com/in/brad-herdaEmail: [email protected]  This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Episode Summary           What is the diversity of generations in your business           How do we grow           Can we get out of our own way           Better way vs. My Way           What to do when told No           Open to new ideas           Challenge and Maturity           Why is it important to have multiple generations for a sustainable business? We first need to look at and debunk the “the way we have always done it” mentality. If your business is not bringing in new to challenge the ways things are done, growth is not in your future. Is there a better way to do the job differently where you are uncomfortable with growth and find success? Too often, there are better ways to solve the problem, challenge respectfully and create growth.Contact your hosts:Steve Doyle:Website: https://stephendoylejr.com/LinkedIn: http://linkedin.com/in/stephendoylejrEmail: [email protected]     Brad Herda:Website: https://www.vfbsolutions.com/LinkedIn: http://linkedin.com/in/brad-herdaEmail: [email protected]   This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Episode Summary           Why are boomers being afraid of hiring young talent           Don’t have time to babysit           Where did common sense go           Knowledge with the person or the company           Invest in the unknown and admit the fear           Increase the value of your business with change           Who are the Boomer owners trusted people on the floor? The person that has been there for 30 years. They grew up in the business together and have similar reference points.   This may be why we can’t afford to trust the kids to get things done. Where is common sense today? Boomers can no longer say go do it without being asked why. This why question is too often seen as a challenge vs a way to share knowledge and create trust. The experiences of today’s youth are different than those of the Boomers and Gen X and this difference creates fear. How are you keeping your knowledge with your business and not with your employees?Contact your hosts:Steve Doyle:Website: https://stephendoylejr.com/LinkedIn: http://linkedin.com/in/stephendoylejrEmail: [email protected]     Brad Herda:Website: https://www.vfbsolutions.com/LinkedIn: http://linkedin.com/in/brad-herdaEmail: [email protected]   This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Episode Summary           Where are manufacturing jobs           What is the perception of Manufacturing wages across generations           What does employee turnover cost a company           Can pay be based on performance and wisdom           Climb the ladder           Gen Z into the workforce – how long and for what           Where are there opportunities for each generation           Earn the ability for a raiseWhat is the motivation for a young person in trades to be better if you are only seeing wage increases for a time in seat vs. performance and wisdom? Can reshoring at higher wages allow consumers to adjust, or will jobs disappear? Can the younger generations see there is a wage to start at and it is not the finish and be in the industry for 20 plus years. There is an opportunity, and the window is closing fast. What are the Boomers and Xers going to do to attract and retain Gen Z?Contact your hosts:Steve Doyle:Website: https://stephendoylejr.com/LinkedIn: http://linkedin.com/in/stephendoylejrEmail: [email protected]   Brad Herda:Website: https://www.vfbsolutions.com/LinkedIn: http://linkedin.com/in/brad-herdaEmail: [email protected] podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Episode Summary           Why can we not get Gen Z into blue-collar jobs           What is the environment           Workforce perception employees and leaders           What have people been told, misconceptions           Adapting to generations           Performance or Wisdom           How does judgment impact the ability to hire young           Sense of community           Plug and Play employee vs long term sustainabilityWhy does the industry want Gen Z to enter the blue-collar workplace but fail to train them the way that younger generations have been trained? As the industry moves away from dark, dirty, and dangerous factories to futuristic workplaces, workers face two main obstacles. Gen Z is developing very differently than previous generations and employers need to adjust the way they train and communicate with these workers. Perhaps it’s inspiration, confidence, creativity, collaboration, or all of the above.Contact your hosts:Steve Doyle:Website: https://stephendoylejr.com/LinkedIn: http://linkedin.com/in/stephendoylejrEmail: [email protected]     Brad Herda:Website: https://www.vfbsolutions.com/LinkedIn: http://linkedin.com/in/brad-herdaEmail: [email protected] podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy

Episode Summary           Why this show?           Introduction to the show           Looking at generations from different lenses           Bust the myth of “We can’t find good people”The myth of “we can’t find good people” is alive and well. There are plenty of older workers who are not up to par, but even more troubling is the lack of young talent. Businesses have done next to nothing to replace boomers with Gen Z and younger Millennials. The show explores the challenges in finding talented employees and what companies are doing to succeed.Contact your hosts:Steve Doyle:Website: https://stephendoylejr.com/LinkedIn: http://linkedin.com/in/stephendoylejrEmail: [email protected]     Brad Herda:Website: https://www.vfbsolutions.com/LinkedIn: http://linkedin.com/in/brad-herdaEmail: [email protected]   This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrpOP3 - https://op3.dev/privacy