10: How to Positively Impact the Minds of Future Blue Collar Workers and Their Families - with Brad Herda

Unknown: 00:00:13

Lori Highby Chris Harrington and Aaron Courtney, three broads, bringing new stories and strategies exploring manufacturing topics that

Lori Highby: 00:00:44

That music just gets me going every time. Oh, every time every single time

Kris: 00:00:49

the way it goes out all

Erin: 00:00:52

the good. Like let's get this show started. Late vibes. It is happy vibes.

Lori Highby: 00:01:00

Speaking of happy vibes, I've been streaming a lot of things. And right now I'm actually rewatching Gilmer Gilmore Girls from start to

Kris: 00:01:11

I love that show.

Lori Highby: 00:01:13

I'm like it's on Netflix right now. So why not started again?

Kris: 00:01:18

binge watch that, like 16 years ago. Yeah.

Erin: 00:01:24

It stands the test of time. I think it has an emerging audience and a revisiting audience. Yeah, absolutely.

Lori Highby: 00:01:32

What are you streaming right now? Oh,

Erin: 00:01:35

my husband and I are hooked on Yellowstone.

Kris: 00:01:40

I haven't checked that one out.

Lori Highby: 00:01:41

I've heard good things.

Erin: 00:01:42

Yeah, yeah, it's like it's just like a travelogue. Like, fantasy land of, you know, Montana West. And there's this character. Her name is Beth.

Kris: 00:02:13

You're definitely creating a suspense to want to go check it out.

Erin: 00:02:18

And yeah, if character yeah slog through slog through season one, because she does not emerge in all her glory until season two, but she is

Kris: 00:02:33

Well, we just started binging something called the Brotherhood. It's all in Brazilian Portuguese. It's a Brazilian show, which we don't often

Kris: 00:03:07

the brothers in prison. She sent them there when she was very young, because of weed, you know, but then it gets all kinds of different after

Erin: 00:03:28

family drama in prison. It's a new podcast.

Kris: 00:03:33

We're here with our special guest, Mr. Brad Herda. Let me tell you about Brad. So Brad is the founder of vision forward business solutions and

Kris: 00:04:18

with your hands. And I think this ties in so nicely to an article that we've covered on the show in the past and some of those preconceived

Kris: 00:04:54

Thanks, Brad. Yeah.

Erin: 00:04:58

For sure,

Kris: 00:04:59

but he's also one My personal and professional coach so together, working together for gosh, Brad, I think it's, it could be five years for

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at the data if you'd like me to.

Kris: 00:05:15

I don't think we need it for this. But he's definitely kept me accountable. He's pushed me to get out of my comfort zone. And I probably

Erin: 00:05:27

Thank you, Brad.

Unknown: 00:05:29

If you were not being pushed to this for sure.

Erin: 00:05:35

Well, it's a natural talent she has to. So I'm glad that you identified that and pushed her toward it. Because Chris, you've got skills.

Kris: 00:05:48

Pushing, he keeps working. So Brad, I have a first question for you. Why are you so passionate about manufacturing and getting Gen Z involved?

Unknown: 00:05:59

So growing up myself, I've been in manufacturing or working on cars, or whatever, since I've been really, really young. And I've been

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today still, because we said no to two generations of people to get into into that work. They weren't like the boomers are the Gen X's. And in order

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Wisconsin list that comes out every year. Oh, I didn't know that. And to have that pride to have people say, hey, we made those things or be able to

Unknown: 00:07:43

eroding, and we need to bring it back

Kris: 00:07:46

and tell them how many shipments you had to manage just for one dragline.

Unknown: 00:07:50

So one dragline equates to 254 individual shipments either on a truck or on a rail car, and then two, typically, for vessels, three vessels

Kris: 00:08:05

Wow. Yeah, it's a lot when you think about the

Unknown: 00:08:09

9 million pounds or 30 million pounds of material. Yeah,

Kris: 00:08:12

well, not only do you manufacture it, get it ready. You can't assemble it, but you got to get it to the site to be assembled there. So

Unknown: 00:08:23

Parts ranging anywhere from, you know, the size of, you know, regular washer to, you know, weldments that were 260,000 pounds.

Lori Highby: 00:08:30

Yeah, that's crazy.

Erin: 00:08:32

So then runs the gamut. Yep, yeah,

Unknown: 00:08:35

it was a blast. And I've been blessed to be able to live that and go through that. And I want to share that passion with others, and show

Erin: 00:08:44

That's super cool. So hows it going? There are people are catching your your message, and other folks are in the choir along with you. Have

Unknown: 00:08:44

Yes, there's still high schools get paid on performance. They get their reimbursements from the states based on ACT scores and college

Unknown: 00:09:42

wasn't necessarily I didn't necessary need a college education to do my job or to move forward. But the guys, the folks that are in there, you know, 50

Erin: 00:10:01

Yeah, right.

Unknown: 00:10:03

Roll. Kristen, I have a mutual friend who, you know, the big joke was, Oh, you have master's degree. So let me show you how to do this.

Unknown: 00:10:41

in balance. And you have a generation of people that have that debt, but are not saying I don't want that for my kids. Right. And there's an outlet

Lori Highby: 00:11:03

So that's,

Erin: 00:11:05

you mentioned parents, and I would say that and, you know, like, 75% of the conversations I have around this topic, was talking about young

Erin: 00:11:35

What's the job of mom and dad here?

Unknown: 00:11:38

Yeah, one of the one of the school districts here in our area, they've got a really good program, they started this program 10 years ago,

Erin: 00:11:55

Oh, yeah.

Unknown: 00:11:59

Getting the experience to go on the floors to do the things to make that happen. Because it's about getting that exposure, and then when

Erin: 00:12:24

work better for worse. Right? Because they have another podcast on parenting, if you know, I'm gonna I'll step out of that

Unknown: 00:12:35

just gives them the opportunity to say, Oh, they're really excited, and they can see the dollars and, and there's a with the current

Unknown: 00:13:04

have all those things. And I'm gonna go to school for what I want to do not just because I was told to

Erin: 00:13:09

write, yeah, I think

Lori Highby: 00:13:11

it's a great path. So yeah, 100% agree. But let's talk about how manufacturers are recruiting right now. So what do you think about

Unknown: 00:13:27

I think they do a terrible job. So don't hold back, Brad. I know we've just met but that's one thing is I'll just, it's pretty

Erin: 00:13:39

All right, bring it

Unknown: 00:13:41

there are, they're promoting the wrong things. There's a steel packaging manufacturer here in town that is looking for maintenance, folks.

Unknown: 00:14:17

coming from the scarcity mindset. And so I'm trying to figure out what they are really good at is their purpose. As the generations have changed, and

Erin: 00:14:37

Yes to

Unknown: 00:14:38

that mid millennial and younger? Yes, the boomer or Gen Z kid or Gen X guy. We could give two shits, right? Tell me my job is let me go do

Unknown: 00:15:09

don't meet this criteria or whatever, right? And it just becomes a cluster.

Erin: 00:15:14

Yeah. Well, I, I love what you're saying about the messaging in reaching the younger generations on the things that matter to them.

Erin: 00:15:46

of this debt. That's part of the reason it's complicated, I know. But once if, let's say you have success, you do it. All right, you line it up, you

Erin: 00:16:20

everyone? And also to have not to have a ton of turnover? What, what are some of the key,

Unknown: 00:16:26

I'm a big believer in making sure you have the accountability and expectation set, okay? Because at the end of the day, humans don't want to

Unknown: 00:16:59

But it's okay. Right, I wanted to make sure that I gave you what you guys needed. So we can have a good show. No different than at work. If people

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excuses or blame, and put them in position of success and lead from a servant leadership position, so to speak. Amazing things can happen. And I

Unknown: 00:18:02

years riding the high and not doing anything.

Erin: 00:18:06

Yeah, look at the future. Yeah, yeah. Wow. That is such a good reflection. And what I'm hearing you say is, don't let whining about all

Erin: 00:18:41

people are, because they're all human. And I think that's such a good message, Brad.

Unknown: 00:18:46

And understand where your floor of expectations are, because everybody's going to deliver at the same level. But if you know and

Unknown: 00:19:15

than those that are in hiring practices. For the most part, oh, Gen Z kids, my kids are 25 and 23. They grew up differently than the 35 year old.

Kris: 00:19:34

Yeah. I love the way that you're describing things because I think that's what can unite us. And it's definitely cross generation. So perfect.

Lori Highby: 00:20:01

What do you learn? Oh, yeah, I'm excited. This is actually really cool. So there's a ton of studies that have been done about the

Lori Highby: 00:20:37

well being and hopefully, give people more respect for nature.

Kris: 00:20:42

That could be why there's so many apps now that allow you to do that, but I hadn't heard of that one. So that's good. Awesome.

Erin: 00:20:53

Well, you know, I always like to get into the woowoo, futuristic stuff. So you know, AI, artificial intelligence coming up and up and up in

Erin: 00:21:28

of is like, really future state. Ai decides. And then human implements. And we're a little more used to that, like, it's closer, but it's a little

Erin: 00:22:02

into that category. And then human generates an AI evaluate. So those are the five categories. And what they discovered is that the most successful

Erin: 00:22:44

If you don't think about the humans build AI in the first place. So, so super fascinating. It's fascinating.

Lori Highby: 00:22:50

I'm so fascinated by AI right now.

Kris: 00:22:53

Yeah, me too. It. Definitely the power of it. I'm curious, are you guys meeting any companies that are implementing AI? Because while it's

Erin: 00:23:18

Yeah, although a little bit of is branding? I think. So AI, you know, what it is, is you can have pretty intense discussions about that. But it's

Erin: 00:24:03

100% Sure. Certainly not for the smaller companies for the larger ones that I'm not talking to. I think they're absolutely implementing it. But yeah,

Lori Highby: 00:24:12

I can tell you in the marketing space, it is starting to make some big traction, especially around content creation, not just text. Yeah,

Erin: 00:24:29

I cannot wait. I just want to say hey, I have this basic idea. Can I have the latest blog article on it, please? Yeah.

Lori Highby: 00:24:39

That's already out there. Yeah. And actually, we're going to start exploring some of that technology internally at Keystone click. Cool.

Erin: 00:24:48

I want to hear more. Yeah,

Kris: 00:24:50

yeah, I want to hear we need to have episode about that. But don't you think it it changes you know, if you always say that, thinking about

Erin: 00:25:23

Yeah, it will be and it will be hard to analyze it, because we'll be in it. You know, right. examination that water. So the matrix,

Kris: 00:25:32

right, I'm in trends and everything else

Erin: 00:25:35

after Yeah, yeah. What are you? What have you learned recently, Chris?

Kris: 00:25:40

Ah, well, this is going to kind of date the show. I'm sorry, but I was watching Wimbledon this morning. And Novak Djokovic had just started

Kris: 00:26:18

on this morning. And see, because it's still early days. They're in the third round right now. So

Unknown: 00:26:24

US Open opening round night matches is on my bucket list.

Kris: 00:26:29

Oh, yeah. We'll go together.

Erin: 00:26:31

You guys got to get there.

Unknown: 00:26:36

But yeah, US Open Tennis watching those for that first week in the night matches and till midnight is now I don't make it to a minute anymore

Erin: 00:26:47

that's why we have streaming. Folks that go to bed early. Right.

Kris: 00:26:54

Brad, what have you learned?

Unknown: 00:26:56

So what I have learned is that Erin has a massive crush on Beth wants to be like her.

Erin: 00:27:05

And it's terrible. Sorry,

Unknown: 00:27:07

that's okay. I'm just using that as ingest. And we've just do a lot of research for this generational activity and multi generational

Unknown: 00:27:54

come in for the interviews and not showing up and doing

Lori Highby: 00:27:59

that's I can remember relate to the remote ones. But wow, I can't imagine in person

Unknown: 00:28:05

in the there's been a 13% change in application for job openings. So remote job opening applications are down as well as onsite job applicant

Unknown: 00:28:43

Some are some make a good living, I have a client, a fitness client who has an influencer, she's making 500k a year in the gaming world, just to be

Unknown: 00:29:23

To study Oh,

Unknown: 00:29:26

so you'd have to recruit. Basically, if you have two job openings, job openings, you gotta find you got to put at least two offers out.

Erin: 00:29:35

Because the odds because yeah, they're

Unknown: 00:29:38

just saying, hey, so and even to get those people to go through right, have an applicants to fill one job. It's insane, right? Yeah, that's

Erin: 00:29:47

you probably have to set aside more interviews considering the ghosting statistics as well. And that puts a lot of pressure on HR does.

Unknown: 00:29:58

That's what they're saying the stress level As of HR have gone through the roof through the roof.

Erin: 00:30:03

Oh, we love you HR people, you're superduper important. Any HR people listening just, we're here for you.

Unknown: 00:30:11

Study shows, you know, the stress levels, I experienced a higher level of stress lead to my job as an HR professional today compared to

Unknown: 00:30:51

have a different problem from a leadership perspective, and that's where I think a lot of manufacturers have opportunity, if you don't have your

Erin: 00:31:14

sir. Yeah.

Kris: 00:31:16

Great advice. Great advice. All right, Brad. Tell our audience how they can find you if they'd like to reach out to you.

Unknown: 00:31:27

Usually, the easiest way is I'm out on LinkedIn, underneath Brad dash Herta H er da. My website is vision for business solutions. The site

Kris: 00:32:11

Yeah. contact any one of us.

Erin: 00:32:13

Where do you see to get in touch with? Yeah, blue collar BS. That's easy to remember. Yeah, that's yeah.

Kris: 00:32:22

Well, thank you for being an amazing guest

Unknown: 00:32:24

was went through a lot of title iterations to come up with that, finally, but it was weak. That's where we landed. So we know the feeling

Erin: 00:32:30

we know. We've been there.

Unknown: 00:32:34

I love that title. That is the best title. If there were title awards for podcasts, you definitely would be winning the award.

Erin: 00:32:42

There is and you just gave it to us? Yes. nominated? Yes. All. That thank you so much. That means a lot because it was a process to come that

Kris: 00:33:01

Yep. Thank you, Brad. Thank you. Yeah. Wonderful to be with all the guys. See you next time

Erin: 00:33:08

that use

Unknown: 00:33:18

this wraps up today's broadcast. If you're looking to shake up the status quo at your organization, or just want to connect with these brides,