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 CurtinLinkedIn

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:<a href="https://stephendoylejr.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/stephendoylejr" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:SDoyle@FocalPointCoaching.com" rel="noopener noreferrer">Email</a>Brad Herda:<a href="https://www.vfbsolutions.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/brad-herda" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:BHerda@FocalPointCoaching.com" rel="noopener noreferrer">Email</a>Contact Don Curtin<a href="http://linkedin.com/in/don-curtin" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a>

Sparking the Future For Gen Z Don Curtin

Damon Pistulka

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 PistulkaWebsiteLinkedInEmailTwitter

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:<a href="https://stephendoylejr.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/stephendoylejr" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:SDoyle@FocalPointCoaching.com" rel="noopener noreferrer">Email</a>Brad Herda:<a href="https://www.vfbsolutions.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/brad-herda" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:BHerda@FocalPointCoaching.com" rel="noopener noreferrer">Email</a>Contact Damon Pistulka<a href="http://exityourway.us" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/damonpistulka" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="damon@exityourway.us" rel="noopener noreferrer nofollow" target="_blank">Email</a><a href="@dpistulka" rel="noopener noreferrer nofollow" target="_blank">Twitter</a>

From Farm to Exit with Damon Pistulka

Kristina Harrington

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 LinkedInEmail

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 Technologies<a href="https://genalpha.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="https://www.linkedin.com/company/genalphatechnologies/" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a>Steve Doyle:<a href="https://stephendoylejr.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/stephendoylejr" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:SDoyle@FocalPointCoaching.com" rel="noopener noreferrer">Email</a> Brad Herda:<a href="https://www.vfbsolutions.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a> <a href="http://linkedin.com/in/brad-herda" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:BHerda@FocalPointCoaching.com" rel="noopener noreferrer">Email</a>

X Sees Z As The Future, Kristina Harrington

Mark Weber

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 WeberWebsiteLinkedInEmail

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:<a href="https://stephendoylejr.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/stephendoylejr" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:SDoyle@FocalPointCoaching.com" rel="noopener noreferrer">Email</a>Brad Herda:<a href="https://www.vfbsolutions.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/brad-herda" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:BHerda@FocalPointCoaching.com" rel="noopener noreferrer">Email</a> Mark Weber<a href="https://www.iron-fireman.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="https://www.linkedin.com/in/markweberif/" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:mweber@iron-fireman.com" rel="noopener noreferrer">Email</a>

This Boomer is Not Afraid to Teach or Learn Mark Weber

Blue Collar BOOM!

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 LinkedInEmail

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:<a href="https://stephendoylejr.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/stephendoylejr" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:SDoyle@FocalPointCoaching.com" rel="noopener noreferrer">Email</a> Brad Herda:<a href="https://www.vfbsolutions.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a> <a href="http://linkedin.com/in/brad-herda" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:BHerda@FocalPointCoaching.com" rel="noopener noreferrer">Email</a>

Blue-Collar EQ, No It's Not Math

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

In this episode, Steve and Brad talk about an article from Harvard Business Review entitled <a href="https://hbr.org/2021/10/millennial-managers-can-change-company-culture-for-the-better" rel="noopener noreferrer nofollow" target="_blank">“Millennial Managers Can Change Company Culture for the Better”.</a> 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:<a href="https://stephendoylejr.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/stephendoylejr" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:SDoyle@FocalPointCoaching.com" rel="noopener noreferrer">Email</a> Brad Herda:<a href="https://www.vfbsolutions.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a> <a href="http://linkedin.com/in/brad-herda" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:BHerda@FocalPointCoaching.com" rel="noopener noreferrer">Email</a>

Millennial Leadership, Are You Adapting?

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 

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:<a href="https://stephendoylejr.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/stephendoylejr" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:SDoyle@FocalPointCoaching.com" rel="noopener noreferrer">Email</a> Brad Herda:<a href="https://www.vfbsolutions.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a> <a href="http://linkedin.com/in/brad-herda" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:BHerda@FocalPointCoaching.com" rel="noopener noreferrer">Email</a>Thomas Anderson: <a href="mailto:thomas@potomacrundev.com" rel="noopener noreferrer">Email</a>

Thomas Finds Blue Collar Pride, Thomas Anderson

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 LinkedInEmail

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: <a href="https://insight.kellogg.northwestern.edu/article/evolution-family-businesses" rel="noopener noreferrer nofollow" target="_blank">https://insight.kellogg.northwestern.edu/article/evolution-family-businesses</a>Episode 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:<a href="https://stephendoylejr.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/stephendoylejr" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:SDoyle@FocalPointCoaching.com" rel="noopener noreferrer">Email</a> Brad Herda:<a href="https://www.vfbsolutions.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a> <a href="http://linkedin.com/in/brad-herda" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:BHerda@FocalPointCoaching.com" rel="noopener noreferrer">Email</a>

Can't Take Family Out Of The Family Business

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 LinkedInEmail

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:<a href="https://stephendoylejr.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/stephendoylejr" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:SDoyle@FocalPointCoaching.com" rel="noopener noreferrer">Email</a> Brad Herda:<a href="https://www.vfbsolutions.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a> <a href="http://linkedin.com/in/brad-herda" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:BHerda@FocalPointCoaching.com" rel="noopener noreferrer">Email</a>

We are back baby!

A podcast that busts the popular myth that we can't find good people highlighting how the different generations of today the boomers' Gen X millennials and Gen Z are redefining the industrial revolution.

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

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: <a href="https://www.patmillerideacoach.com/" rel="noopener noreferrer nofollow" target="_blank">https://www.patmillerideacoach.com/</a>The impressive Grand Geneva <a href="https://www.grandgeneva.com/" rel="noopener noreferrer nofollow" target="_blank">https://www.grandgeneva.com/</a>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: <a href="https://www.podcasttown.net/" rel="noopener noreferrer nofollow" target="_blank">https://www.podcasttown.net/</a> Steve Doyle:<a href="https://stephendoylejr.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/stephendoylejr" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:SDoyle@FocalPointCoaching.com" rel="noopener noreferrer">Email</a> Brad Herda:<a href="https://www.vfbsolutions.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/brad-herda" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:BHerda@FocalPointCoaching.com" rel="noopener noreferrer">Email</a>

Brad Going Rogue

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:WebsiteLinkedInEmail

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:<a href="https://stephendoylejr.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/stephendoylejr" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:SDoyle@FocalPointCoaching.com" rel="noopener noreferrer">Email</a>Brad Herda:<a href="https://www.vfbsolutions.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/brad-herda" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:BHerda@FocalPointCoaching.com" rel="noopener noreferrer">Email</a>

Season One - Mic Drop!

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 GutenknustWebsiteFacebook

Working with Different Generations with Morgan Gutenknust In 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:<a href="https://stephendoylejr.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/stephendoylejr" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:SDoyle@FocalPointCoaching.com" rel="noopener noreferrer">Email</a>Brad Herda:<a href="https://www.vfbsolutions.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/brad-herda" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:BHerda@FocalPointCoaching.com" rel="noopener noreferrer">Email</a> Morgan Thomas Construction - Morgan Gutenknust<a href="https://morganthomasconstruction.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="https://www.facebook.com/MorganThomasConstruction/" rel="noopener noreferrer nofollow" target="_blank">Facebook</a>

A Millennial Framing Construction Differently Morgan Gutenknust

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 RakowieckiWebsiteLinkedInEmail

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:<a href="https://stephendoylejr.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/stephendoylejr" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:SDoyle@FocalPointCoaching.com" rel="noopener noreferrer">Email</a>Brad Herda:<a href="https://www.vfbsolutions.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/brad-herda" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:BHerda@FocalPointCoaching.com" rel="noopener noreferrer">Email</a> Ann Rakowiecki<a href="https://marketingkitchen.agency/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/annrakowiecki" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="ann@marketingkitchen.agency" rel="noopener noreferrer nofollow" target="_blank">Email</a>

Recipes make good things happen! Anne Rakowiecki

Andy Weins

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 6253

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:<a href="https://stephendoylejr.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/stephendoylejr" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:SDoyle@FocalPointCoaching.com" rel="noopener noreferrer">Email</a>Brad Herda:<a href="https://www.vfbsolutions.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/brad-herda" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:BHerda@FocalPointCoaching.com" rel="noopener noreferrer">Email</a> Andy Weins:Tel: 414 793 6253

Military Entrepreneur with Blue-Collar Blood Andy Weins

Christine Wright

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:LinkedInTwitter

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:<a href="https://stephendoylejr.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/stephendoylejr" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:SDoyle@FocalPointCoaching.com" rel="noopener noreferrer">Email</a> Brad Herda:<a href="https://www.vfbsolutions.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a> <a href="http://linkedin.com/in/brad-herda" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:BHerda@FocalPointCoaching.com" rel="noopener noreferrer">Email</a>Christine Wright:<a href="http://linkedin.com/in/christinejwright" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="http://cjunew" rel="noopener noreferrer nofollow" target="_blank">Twitter</a>

Boomers Are Good People Too, Christine Wright

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-Website

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:<a href="https://stephendoylejr.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/stephendoylejr" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:SDoyle@FocalPointCoaching.com" rel="noopener noreferrer">Email</a> Brad Herda:<a href="https://www.vfbsolutions.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/brad-herda" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:BHerda@FocalPointCoaching.com" rel="noopener noreferrer">Email</a> Paul Giles:<a href="mailto:dirttodollars@gmail.com" rel="noopener noreferrer">Email</a><a href="https://www.linkedin.com/in/paul-m-giles/" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="https://lannonstone.net/" rel="noopener noreferrer nofollow" target="_blank">Lannon Stone-Website</a>

Millennial Mining His Future Boom! Paul Giles

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 

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:<a href="https://stephendoylejr.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/stephendoylejr" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:SDoyle@FocalPointCoaching.com" rel="noopener noreferrer">Email</a>Brad Herda:<a href="https://www.vfbsolutions.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/brad-herda" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:BHerda@FocalPointCoaching.com" rel="noopener noreferrer">Email</a>Josh Clymer:<a href="https://www.aquatraction.com/" rel="noopener noreferrer nofollow" target="_blank">Aqua Traction</a><a href="https://www.facebook.com/aquatraction/" rel="noopener noreferrer nofollow" target="_blank">Facebook</a><a href="https://www.instagram.com/aqua_traction/" rel="noopener noreferrer nofollow" target="_blank">Instagram</a>

Josh Claymer Charters His Gen Z Talent

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:LinkedIn

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:<a href="https://stephendoylejr.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/stephendoylejr" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:SDoyle@FocalPointCoaching.com" rel="noopener noreferrer">Email</a> Brad Herda:<a href="https://www.vfbsolutions.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/brad-herda" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:BHerda@FocalPointCoaching.com" rel="noopener noreferrer">Email</a> Kevin Kromm:<a href="https://www.linkedin.com/in/kevin-kromm-76097240/" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a>

Millennial Xer And The Industry Technology Gap,  Kevin Kromm

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.  414-332-1900

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:<a href="https://stephendoylejr.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/stephendoylejr" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:SDoyle@FocalPointCoaching.com" rel="noopener noreferrer">Email</a>Brad Herda:<a href="https://www.vfbsolutions.com/" rel="noopener noreferrer nofollow" target="_blank">Website</a><a href="http://linkedin.com/in/brad-herda" rel="noopener noreferrer nofollow" target="_blank">LinkedIn</a><a href="mailto:BHerda@FocalPointCoaching.com" rel="noopener noreferrer">Email</a>Mike Slawnikowski:<a href="https://m-designbuild.com/" rel="noopener noreferrer nofollow" target="_blank">M Design Build</a><a href="https://www.facebook.com/MDesignBuild/" rel="noopener noreferrer nofollow" target="_blank">Facebook</a>Tel.  414-332-1900

Welcome Boomer-Podcast Debut Mike Slawnikowski

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