Blue-Collar BS

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

Episode Summary           Transforming of communication across generations           How has communication changed           What is the expectation of adaption           Are we tired of learning           Do we trust ourselves to learn new technology           What is the value to the person vs the company           Adaption is it one way or two way           Boomers used to have only two or three ways to send and receive information. Today, Gen Z has well over twenty different ways to hear and to get communication of information. As the workplace evolves, what is the adoption of communication and who is expected to adopt it? The elders expect the younger to adapt to them and the younger are not aware of how to adapt to them. The digital transition is a difficult transition for both retirees and millennials.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           Entitlement mentality and ungratefulness           Paid into the system           Is there a new “standard” of growing up           Entitlement in the workplace           Why is start time so critical           8 hours over 9 vs 8 hours over 14 Are expectations being set Technology in the workplace           Be good humansWhy is it we have an entitlement problem? What feelings of entitlement do we have? Is the idea of "growing up" that has contributed to this feeling in older generations a new standard for us as well? Social media has played a huge role in our awareness of what everyone has, and it's not always positive. Gen Z uses social media more than any previous generation. They expect accountability and transparency from companies and are used to receiving instant gratification.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           Define the Generations           Boomer: 1946-1964           Gen X: 1965-1979           Millennial (Gen Y): 1980-1996           Gen Z: 1997-2011           What are the misconceptions of generations           Technology and adaption           Are there behavior changes           Learning across generations            Setting the stage for the ages of each generation. We all have preconceived notions based on our upbringing. There are crossover influences depending on when we were born. There are many misconceptions about all generations, and how do we want to be appreciated? How do we want to be liked, recognized, loved? How are those misconceptions impacting the bias we face every day across different generations.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