How This Unapologetic Millennial is Thriving - Chris Seider

steve_doyle:

Welcome back, my friend Brad Herd, How are we doing today?

brad_herda:

I am fantastic, M Stephen Doyle, How is

steve_doyle:

I,

brad_herda:

the beautiful city of Detroit, Michigan? today?

steve_doyle:

You know, just looking outside. it is a fabulous overcast day normal for February beautiful times. It's forty degrees. Couldn't ask for anything better.

brad_herda:

Well, we got sunshine today here in south eastern Wisconsin, Little wind, but it's all good for February. I agree, couldn't

steve_doyle:

That's

brad_herda:

couldn't

steve_doyle:

right.

brad_herda:

be any better than that. So

steve_doyle:

I mean, it could be snowing. so

brad_herda:

let's have. Let's have an awesome show today because we got a great guest that came out of a nother podcast opportunity that I was doing with a good friend of ours. And actually, I think we've had him on the show Ted, Ted, Care From Ted talks.

steve_doyle:

Yeah,

brad_herda:

We have Chris Cider here with us, So I got to meet Chris doing that show and his background and his safety opportunities, and what He does and how he goes about doing it. I think it's gonna be great for our audience and we welcome Chris to the show today.

chris_seider:

Thanks, Brad. happy to be here.

brad_herda:

I am very grateful that you are here and R. Doyle is going to lead in with the

steve_doyle:

Yeah,

brad_herda:

the first question. We're not goin. O. let him miss it. This time

steve_doyle:

Thanks for. thanks for the intro for the question. So Chris, before we really get started, you like to ask everyone which generation do you fit in with

chris_seider:

Excellent. Well, I am unapologetically millennial, Happy to announce it.

steve_doyle:

All right,

brad_herda:

He's wearing the flag. he's going to take the beating.

steve_doyle:

stamp that stamp that on the arm. That's awesome. So that's awesome.

brad_herda:

So when we look at your background and your work experiences that you've had started out in prenticing, printing in boats and power energy, where you are today at fat, Um, I'm sorry, both, not both, both. I missed it. Damn

steve_doyle:

You

brad_herda:

it

steve_doyle:

didn't listen,

brad_herda:

before

steve_doyle:

and

brad_herda:

I totally blew it. but anyhow

steve_doyle:

entirely

brad_herda:

sorry about that. how has that growing up in these various industries been for you in relationship to those that would be older or younger than you as you've gone thro Your career path

chris_seider:

Yeah, Well, you know, you know, I looked back over over the career I've had and I can reflect back. You talk about my printing days and that's my early early start, So I was lucky enough in high school to get a job at the plant that my father had worked at. And And and I always look at his story and think of how it was a genesis of kind of my story. But my father worked at the printing press from the absolute most basic job that they had in the plant, you know, lowest level pay. and by that Time I got there to join the organization, He was running the plant that that I joined. So I was. I was

brad_herda:

Cool.

chris_seider:

blessed to be able to watch his work ethic is his growth throughout his career at that organization, but also to see the respect that he had within the company that that I was joining, and really I felt obligated to to create my own name and to do my own thing, coming in to the law that he had built, working for that organization for thirty years.

brad_herda:

Okay and then, when you moved out of dad's shadow, right because you were this the kid at that point and moved on and got out underneath that family environment. Was there? Were there any Um, issues Are concerned with some of the older guys that you moved into business with. You know, ship building can be a very interesting and dynamic. Well called dynamic instead of old and cross evil.

steve_doyle:

Oh,

brad_herda:

M.

chris_seider:

Well, so certainly you know, I worked for the printing press company throughout all of college and got to cot my teeth and working at organization, And you know, working side by side with with blue collar, you know, manufacturing folks, and being in the plant twelve hour shifts. I personally really grew a great trust and respect for for that cruise, and when I came out of school, I started with a H. R. human resources position, and as you mentioned, I quickly got into safety, and this was a company of that, A a hundred and thirty five year history. By the time I had gotten there, and and here I was the second safety professional hired for that organization and literally was brought in into that role to to work with this team that literally

brad_herda:

Literal,

chris_seider:

had been doing things the way their fathers had done it, the way their grandfathers had done it, the way their

steve_doyle:

M,

chris_seider:

great grandfathers

steve_doyle:

hm.

chris_seider:

had done it. So

brad_herda:

When we

chris_seider:

you

brad_herda:

say

chris_seider:

talk

brad_herda:

this is the

chris_seider:

about

brad_herda:

way it's always been done, We really mean

chris_seider:

this

brad_herda:

this

chris_seider:

is

brad_herda:

is

chris_seider:

the

brad_herda:

the way

chris_seider:

way

brad_herda:

it's

chris_seider:

it's

brad_herda:

always

chris_seider:

always

brad_herda:

been

chris_seider:

been

brad_herda:

done.

chris_seider:

done. If you In safety, we always are fighting that. While this is the way I've always done it, you talk about the history and legacy of this is the way I've always done it. And and yeah, the apologetic millennial coming into this, this plant, basically telling these these folks that hey, the way you are doing it right now is maybe not the best way to say it nicely, Which means that your father was doing it wrong. Your grandfather was doing it wrong. You name it so absolutely,

steve_doyle:

M.

chris_seider:

Hallenges. crossing multi generations in history. You know of family relations built into that type of industry.

steve_doyle:

So tell us a little bit more about those challenges because you know family dynamics and especially when we're talking blue collar. it's a lot of family run businesses. Tell us about that dynamic and the challenges you faced as you were introducing something new to them.

chris_seider:

Absolutely, you know, challenges abound right, it was again. I was fresh out of college, so obviously I'm cutting my teeth at the same time, trying to present myself as a technical expert and as a change agent to folks who had way more history in this business, in this in the industry than I had at that stage, so really, for me, the key challenges were were with a relationship building and really spending the time on the floor, Learning the processes, learning the history. You know. why? why did we get here? Why is the reason why this is our approach and not going in with a hammer swinging and really taking my time to to really form the those tight relationships to allow us to to make the change together, as opposed to just me coming in and saying this is wrong. Let's do it a different way, But you, you had adoptors and you had nonadoptors, like you would have any organization, but certainly With the heritage that's built into an industry like that. Um, there's obstacles without a doubt.

brad_herda:

You took a very. I think the right approach for that generation right to go in and learn and gain their truss versus coming in with a big stick and saying no, no, no, do it my way. That probably would have failed miserably as you have progressed now, and you are now sitting in that position of more tenure, longer, longer in the tooth, so to speak, And now you have individuals coming in that were you at that time and your current organization. How are you? How are you using that skill that you grew Growing up in the industry to help or support those coming into industry.

chris_seider:

Yeah, I love that question brand. you know, I look at where I at in my career. you know, I've been doing safety for eighteen years professionally In and truly, I'm hitting that stage to where you know it's It's not for me to be the doer all the time and and truly, at that stage to where we're bringing in new talent, early career professionals is part of my team to take that next threshold and the next hand off just for my own personal growth journey. That's a difficult place to reach. You know, I've been. I've been resting on my Technical experts and experience for eighteen years, and and I refer to it as a crutch when you're doing something for so long and you get good at something uncomfortable at something, it's hard to want to give that up. so even for me just taking the step as an individual to be willing to hand off that the reins of the safety program within my organization to a new generation and early crew professional. That's hard, but I relish the opportunity that I have at this Age in a career to really, you know, hand off to to to new professionals and others in the industry to really build that next phase of professionals. And I look at where I'm at. You know, I intentionally just added a new member to my team. I wanted somebody right out of college because I

brad_herda:

M.

chris_seider:

knew they're going to be smarter than I am as it relates to safety. Literally, have a degree professional coming right out of a college program. I know of that that the new member of my team is probably smarter than I am In what's new and what's fresh, and what probably is going to work for the next twenty years in the area of safety, But I also wanted somebody who wasn't jaded with twenty years of experience who

steve_doyle:

Yeah,

chris_seider:

had an opportunity to kind of at least be open for what what I have to say, in what my experience has to add to the mix. And

steve_doyle:

Right,

chris_seider:

it's for me it's being open to the blend that. hopefully together we both bring that the new generation of what's going to work for the next twenty years of our work for us

brad_herda:

That's spectacular, having that awareness to see that you need to have. Um. not only the opportunity for bringing people in that may not be tainted by beliefs of others, it's also creating the opportunity where you may have your next person so you can go do the next thing you want to go. do, um, and not worry about it Right that whole build.

chris_seider:

Absolutely

brad_herda:

You can't move to your next thing until you have your replacement in place. Um, that's real, and um. Sometimes that's hard for that. You know that tradesman, that construction crew, Some of those individuals understand that I can't stop swinging the hammer until I can find somebody else to swing the hammer for me,

steve_doyle:

Right.

brad_herda:

And

chris_seider:

Absolutely

brad_herda:

it's hard to let go. Talk about that letting go journey, talk about how hard. Talk about how you dealt with letting go of certain aspects of your job and in the things you did to create success in that transition.

chris_seider:

Well, you know, I can say that I'm blessed within within my personal organization at both that you know our team continues to invest in our talent and ave been a part of a ongoing member development process. Even as I get higher and higher up in the organization, there's constant development and opportunities and for me I was able to be part of a program that State Norbert has its there there there there sell program, And

brad_herda:

Okay,

chris_seider:

it's all about executive leadership. And and it's a Personal journey, And when I went through that personal journey looking at where I'm at my career, I could easily just set the coast button and say I could probably get another twenty years out of being a technical expert, didn't keep doing this, but I've been constantly getting challenged to say, I think there's opportunities to lead and do things in other parts of the organization And for me it was getting over the fear of that unknown. that fear that. Well, what if I give up? What if I stretched myself too far away from this technical area That that's created Cess for me and I can't go back. What does that look like

steve_doyle:

M.

chris_seider:

to really saying No, I have to continue to expand. I have to continue to look at new opportunities to grow myself. And it's and it's in that those moments of uncomfort that that I see the most growth as an individual and being willing to be uncomfortable, and I think is where where we as individuals continue to get better throughout our careers.

steve_doyle:

So talk about. talk about that that. Be willing to be uncomfortable a little bit more. and as it relates to, I'm gonna go the spread here. You've got the new how you're coming in. You've got the you know, old crusty person on

chris_seider:

Mhm.

steve_doyle:

the other end

brad_herda:

Just like

steve_doyle:

right,

brad_herda:

you, Steve, old Crusty,

steve_doyle:

Just like us like me right, not you. so

brad_herda:

No, I am jovial and up beat man. I am not old and crusty

steve_doyle:

So talk to us a little bit about that being uncomfortable, but also kind of playing in the middle with the young generation in the old generation and change that happens,

chris_seider:

Yeah, well, you know, this whole concept of being uncomfortable for me is something that I have always been very conscious of, And and it would be really easy. I think it's human nature for most of us to just find what works. Find what's comfortable, and to say, get in that rent wash, repeat phase and say you know what this is. This works. I'm comfortable. I like this job. I like this role, and and and I don't want to risk the change, but I will

steve_doyle:

Hm,

chris_seider:

tell you that, leaving the Builder to go to my next journey and green energy. that was a scary hard move, but it was the right move brought lots of challenges brought

steve_doyle:

Uh,

chris_seider:

lots of excitement and everything Over that three and a half for your period of time

brad_herda:

In

steve_doyle:

h.

brad_herda:

our

chris_seider:

and

brad_herda:

pre.

chris_seider:

lots

brad_herda:

Call

steve_doyle:

h.

chris_seider:

of

brad_herda:

me

chris_seider:

discomfort.

brad_herda:

so so Steve. Just in our recall me, I'm just gonna let you know this. We'll take a little side when I saw that and I put that together. He was there when that was a former supplier of mine, So when he says there

steve_doyle:

Yhsotreven

brad_herda:

were challenges there, I fully, there were there were challenges there.

steve_doyle:

was a target rich environment. Got

brad_herda:

Yes,

steve_doyle:

it

chris_seider:

I was. I was very uncomfortable for a period of about three and a half years. But what I like to refer to, what? as I reflect over those three and a half years, working for that next leg of my journey, I looked at that as an expedited growth period of time for me, I literally personally felt like I got three to four times the experience in that threeod of four, three and a half years period of time that I would have had if I were coasting in my first job,

steve_doyle:

Right,

chris_seider:

Right,

brad_herda:

Absolutely

chris_seider:

and an

brad_herda:

hunderd. Percent would agree with that statement based on

steve_doyle:

M

brad_herda:

that organization. No doubt,

chris_seider:

Yeah, So so you can? It would be very easy for me to say this is uncomfortable. Day one. I quit right, I can't do

steve_doyle:

Right,

chris_seider:

this. this is not. This isn't worth what the tole it's going to take on me. dot dot dot, whatever that is. But but I will tell you that through that that period of discomfort you stretch you growing, and it's just like you know, I'm I'm a. I'm an endurance runner on the side right, so I like running. I like biking, and they say if you're not hurting afterwards you haven't really done anything. It's the same exact thing in our working world. If you're Not

steve_doyle:

Hm,

chris_seider:

stretching those muscles, you're not feeling uncomfortable. You're problem not growing. You're probably not getting stronger. so

steve_doyle:

Right,

chris_seider:

you know again, it's it's. and after those three and half years knowing when the time was right to seek a new opportunity again, change was uncomfortable. It's that it's that concept that any time you have a a new voting cycle, people are likely to vote with whatever the current state is, because it's it's easier to stick with whatever your current state of mind is Is opposed to taking on the risk of something Different. And and for

steve_doyle:

Hm,

chris_seider:

me, it's about how can you take those risks. How can you stretch yourself? Because I have relished upon those moments of discomfort, because when you make way, make your way through them, you're better.

steve_doyle:

Hm.

chris_seider:

You're stronger, Nd. you're not afraid of them any more, and in the next time you can see something that is even more challenging.

brad_herda:

So that is a great segua here to talk about. Um. You know the youth and and the younger generation. that you know, the younger Genzes, and even to the Gen Alpha, which is right behind them. That are now you know eleven years old. How, and I see that you're part of part of Boy Scouts, with probably your family members, or less, nephews or something, or whoever it might be. How are you bringing your skill set in Your experience is to them to foster that uncomfortableness, Um, and letting people letting them know that it doesn't have to be perfect because we're in the society of perfection and we've had this on a different show of episode that we talked about where we didn't There's not the chance to fail any more. And and failure is okay. Everything is got to be perfect and everything s got to be in social medium is all got to be right. Oh, my goodness. So how are you bringing that growth and paying that forward To you know that generation or two behind you.

chris_seider:

Well, I love that. Yeah, so my son is is just about to turn seven. So as you mentioned, I took on the role of leading our Cub Scouts pack. You know, I was in Cup Scots through my youth, so there's there's. also, My generation has that classic of of the The reflection on what you love growing up, and you want to experience it again through your child. But

brad_herda:

Hm.

chris_seider:

you know taking on on leadership of the packets, There's There's lots of interesting dynamics. You see all the kids coming together. And what I love about the Cub scouts That it's it's It's structured environment of of, really go in and try and do. and it's not competition based, so there's not necessarily that that pressure of of your the winter or the loser kind of thing. It's more so the environment of creating the safe space where where our scouts our children can come together and experience different parts of life that they may not get a chance to be part of, and earn these merit badges that stretch their comfort and give them something that That they normally wouldn't have had in their base family, set up or within their schools. You name it lots of team, building, lots of partnering together and really letting the kids take on those challenges. Without that that fear, the pressure of you have to win. You have to fail. It's more so all we expect of you is to go out and and and try and do your best and succeed in whatever outcome you can achieve as a team. So it's somewhere in the middle. It's not necessary. The true participation ribbons that certainly my generation gets gets teased about all the time, but it's

steve_doyle:

Glad you said that.

brad_herda:

Oh,

chris_seider:

but, but at the same time it's really about. you

steve_doyle:

Yeah,

chris_seider:

know. Just trying to for me. it's about getting the kids together and getting them out of their comfort zones like we just talked previously

brad_herda:

Right.

chris_seider:

and enforcing them to do something they wouldn't normally do with people they wouldn't normally interact with in an environment that they normally wouldn't be in,

brad_herda:

That's cool.

chris_seider:

And hopefully

steve_doyle:

Neat as cool.

chris_seider:

they feel more comfortable and more confident in every other part of their life by again working through that discomfort that they may have of meeting a new person or doing a new thing or being out and in our community now doing community service type of activities. That's to me, I love watching that that growth and that stretching as as they participate.

brad_herda:

Yeah, My favorite part was Pinewood Derby. Obviously because that was always fun. Um was frustrating back when I was. You know, you knew the ones the kids made and you knew the ones the dads made,

steve_doyle:

Yes,

brad_herda:

and that was frustrating to see. But then we also

chris_seider:

Hm.

brad_herda:

had a rubber coated soft ball league in our community out on the playground on the asphalt playgrounds playing soft ball. I hated the knot tying badge like I'm never going

steve_doyle:

Yeah,

brad_herda:

to use these things. Come on, I don't care about tying. I'm not, but

chris_seider:

Yep,

brad_herda:

there are. There are a lot of great lessons to facilitate that and learn and create relationships, Um, and push yourself to do things that you never might get a chance to do otherwise, and at zero risk, you know in your Um. bio that you sent over talked about stem and first and those types of things, And you know I told people who were entering in robotics. You know You may not want to try electrical, but try it. There's no risk.

chris_seider:

Yeah,

brad_herda:

if you don't like it. nothing is going to happen.

steve_doyle:

Hm,

brad_herda:

You're not going to get fired. We're not going to.

steve_doyle:

Right,

chris_seider:

Exactly

brad_herda:

No one's going to die if we. You know, if you don't like electrical for robotics one year, and you want to go to code the next year, or mechanical or marketing or whatever, Try at all. it doesn't really matter. Take the opportunity to learn.

chris_seider:

Absolutely

steve_doyle:

Hm,

chris_seider:

yeah. And you know it's that's why I look at what what we've been drawn to an you know for for our children in trying to get out, So scouts is obviously a big area, but we've also really loved and embraced tywondo, of all things, so I never

brad_herda:

Oh cool.

chris_seider:

grew

steve_doyle:

Yeah,

chris_seider:

up in Tyondo, or any of those those elements as through my childhood, but we stumbled upon it with with our child, with our son in our daughter, just started as well and again, it's that same type of environment You go at your own pace. You're challenging yourself, Your, You're pushing your own boundaries. It's not that full competition based, So you see people helping each other. You see those, those, the six year old at the same exact belt level as a thirty year old. But they're all working together for the same exact goal. and to me, I just love that for all the right reasons of of it, it's leadership. It's about. it's about personal, challenging and personal stretching, and I love that those opportunities exist for my children and to have that Chance to go and experience the world with without the pressures of failure, that you're on a team and you're going to be the losing team, but also with

steve_doyle:

Yeah,

chris_seider:

that ability in that free world to play around into to to be as good as you can be in that space, and it's been. It's been awesome as a dad watching my son, you know, work through those types of events and in sponsored organizations.

steve_doyle:

So how would you Knowing the knowing, the generation and some of the stigma that comes in with the current generation coming into the work force and I even see this with my with my daughter, of when they're uncomfortable, how quick they want to quit, so, so to speak, and just kind of throw in the towel. What advice or suggestions would you have for that generation? When things do get uncomfortable, How what suggestions would you have for them on? You know, the our generation is the just suck it up cup cake. Let's go. What suggestions would you have for them? That's not. I would say that abrasive to them.

chris_seider:

Yeah, well, I mean it's

steve_doyle:

Uh, uh,

chris_seider:

you know. It's funny because I spent a lot and you know I talk about spending time on the bike and running and walking all that. So you have a lot of time alone and it's funny

steve_doyle:

Yeah,

chris_seider:

the other day I was. I was having a general thought, kind of along this line of questioning as you raise, Steve, Of you know, I think about in any given week any given day, I probably make twenty decisions, twenty to thirty decisions. This part of my role right, Just average that out.

steve_doyle:

Yeah,

chris_seider:

and I was, and I was thinking about six Sigma and quality, And you talk about six Sigma being kind of world class quality. And at that level you're you're basically hitting was at ninety, nine, point nine, seven per cent. You know no defect rate. Well, if

steve_doyle:

Hm,

chris_seider:

I'm if I'm making a hundred decisions a week and I'm performing at a world class six six sigma level, that means I'm still making one wrong decision every single week,

steve_doyle:

Yeah,

chris_seider:

which

brad_herda:

Yeah,

chris_seider:

means which means at some degree, at some level I'm I'm failing. I'm missing something

steve_doyle:

Uh,

chris_seider:

And

steve_doyle:

uh,

chris_seider:

you just got to

brad_herda:

There's

chris_seider:

calibrate

brad_herda:

that

chris_seider:

and

brad_herda:

positive

chris_seider:

be okay

brad_herda:

approach.

chris_seider:

with

brad_herda:

We're looking

chris_seider:

that.

brad_herda:

for Chris,

steve_doyle:

Yea. it is. I just keep thinking my wife's already told me I made forty five mistakes today, so

chris_seider:

So it's it's that humility.

steve_doyle:

Oh,

chris_seider:

you know. So my recommendation to to any generation who sees that it's it's It's success or failure and there's no in between. I think we have to recalebrate that and say you will mess things up. Is good as we all are. We are going t make the wrong call. We're going O make the wrong decision. We're going to screw things up. So how do you fail forward? You know, how do you fail in a way that that position in a way that you're going to embrace that failure Goin, embrace Un comfort. As we talked earlier,

steve_doyle:

Hm,

chris_seider:

That came along with that failure,

steve_doyle:

Right,

chris_seider:

and you're going to evolve and change to be different in the future, But you're not going to. I mean to just throw in the towel and to quit all together. It's hard for me because it's

steve_doyle:

Yeah,

chris_seider:

it's basically saying you, You can only fail. You know, succeed all the time and never fail. But that's

steve_doyle:

M

chris_seider:

just not reasonable, so

steve_doyle:

right

chris_seider:

I guess my advice is you're never going to be perfect in anything you do, but you can be Better if when you, when you're not as good as you wanted to be, you look and assess yourself and figure out what am I going to differently? Moving forward to be better the next time.

steve_doyle:

Right. It's great advice. Spoken

brad_herda:

Golden

steve_doyle:

like a

brad_herda:

nugget,

steve_doyle:

saint.

brad_herda:

Golden nugget. as they say,

steve_doyle:

Absolutely,

chris_seider:

But you know, shame on us. I guess you know you look at every generation. you can say this. This generation is hurt by, You know is failing in this area and we only have ourselves. whatever generation raised that generation. We have ourselves to blame for that right.

brad_herda:

Correct,

chris_seider:

And

steve_doyle:

M

chris_seider:

how did we position that create a level of expectations that that that group feels that level of pressure that its winter losing nothing in between. That's just not how any phase of life works. And

steve_doyle:

Right,

chris_seider:

and and how can we know? So Back to the question that And had earlier of you know you've got early career professionals coming in. My goal is to create an environment for my team as they're coming in at that level. To know that this is a safe environment. We're going to have humility. I'm going to share

steve_doyle:

Hm,

chris_seider:

with you my shortcomings, and where I know I'm lacking, and I expect you to do the same, and hopefully we fell in each other's gaps, and we can grow together and be successful together. So I think as as a leader doesn't matter what level of professional we having coming, And I think we have an obligation to create that safe space where we can be human in the work environment.

steve_doyle:

Right.

brad_herda:

Completely agree.

steve_doyle:

Yeah, doesn't happen too often anymore, So that's fantastic

brad_herda:

So

steve_doyle:

So

brad_herda:

go ahead go. Steve.

steve_doyle:

No, I got some bad dad jokes.

brad_herda:

Well, hold on well before we get to the bad bad joke. Let's

steve_doyle:

I got a bad joke.

brad_herda:

let's let's let's ask Chris. for you know, as we have various different types of individuals listening to the show on a regular basis, if they want to get in contact with you to learn more about your story, or look for guidance, or just reach out to understand more about how you were able to create that really meaningful purposeful journey for yourself. How people get a hold of you and where they find you

chris_seider:

Yeah, best best place to find me. I'm out on linked in, So if you look me up, Chris Sider, Sis and Sam, E, ideas and dog e r, I am out on linked in. You can also find me. I'm frequently at many of the safety conferences. I'll be at the Wisconsin Safety Councils annual conference in April. I'll be at the Minnesota safety conference In me, So if you happen to be a safety professional or other other professional in the area, you can always stop by and see me in person There. but you can certainly best get a whole of me connect through through linked in and be happy. Happy to form that connection and in chat.

brad_herda:

Awesome. Thank you so much. Okay, We stole this from Ted. You were part of this last with Ted's show, Chris. So, Um, you know, invitation is the best form of flattery in theory, right, so

steve_doyle:

It is

brad_herda:

let's hear it, R.

steve_doyle:

All

brad_herda:

Doyle.

steve_doyle:

right.

brad_herda:

What

steve_doyle:

You're

brad_herda:

do you

steve_doyle:

ready.

brad_herda:

got?

steve_doyle:

You're ready.

brad_herda:

sure?

steve_doyle:

Did you hear about the chief?

chris_seider:

As I said to Ted, And that's in that conversation. I'm a sucker for Dad joke, so I cannot wait. Steve.

steve_doyle:

All right? Did you hear about the cheese factory that exploded in France?

chris_seider:

Did I hear about the cheese factory that exploded in France,

steve_doyle:

Hm

chris_seider:

M man, I cannot wait to hear about it. Please tell me more

steve_doyle:

Debris is everywhere.

chris_seider:

Bri.

brad_herda:

Oh,

steve_doyle:

Double.

brad_herda:

my goodness,

chris_seider:

I thought you're

brad_herda:

gracious

chris_seider:

going to go somewhere with a snaky cheese here, Steve, so

steve_doyle:

Yeah,

chris_seider:

I'm glad I'm glad you went where you went with that.

steve_doyle:

you

chris_seider:

I

steve_doyle:

know,

chris_seider:

love it

steve_doyle:

I got to keep it a little P. C. but those that know me know I'm not P C at all.

brad_herda:

We appreciate that.

steve_doyle:

Yeah, we keep it a little bit. So if you see a robbery at an Apple store, does that make you an eye witness?

chris_seider:

With a lower case, I

steve_doyle:

Yeah,

chris_seider:

assume

steve_doyle:

yeah, Yeah,

brad_herda:

Wow. Wow, all right,

steve_doyle:

yeah,

brad_herda:

that was okay.

steve_doyle:

yeah, I got

brad_herda:

I'm

steve_doyle:

some

brad_herda:

going

steve_doyle:

bad

brad_herda:

to use that

steve_doyle:

ones.

brad_herda:

one at dinner to night when I go

steve_doyle:

That's

brad_herda:

out with

steve_doyle:

right.

brad_herda:

our family members and stuff. We'll use that at dinner. Bunch of folks. that will be great.

steve_doyle:

I got one more. I got one more. this, this one, this one. this one is my favorite. So after an unsuccessful harvest, why did the farmer decided to try a career of music?

chris_seider:

After an unsuccessful harvest, your music. All right, You got me.

brad_herda:

And we, he. what is it?

steve_doyle:

Oh, dude, because he had a six beats.

chris_seider:

M.

brad_herda:

Oh, my.

chris_seider:

Oh man.

brad_herda:

oh,

steve_doyle:

It's all

chris_seider:

Okay,

steve_doyle:

eats.

brad_herda:

Oh, my goodness, Gracious you know what

steve_doyle:

That's it.

brad_herda:

we should

steve_doyle:

That's

chris_seider:

What

brad_herda:

have

chris_seider:

did

brad_herda:

had.

chris_seider:

I

steve_doyle:

it

chris_seider:

sign up for Here?

brad_herda:

We

steve_doyle:

dead.

brad_herda:

should have had this ready to go. I should have had this ready to go. Right,

steve_doyle:

You should have

brad_herda:

She had.

steve_doyle:

yeahbutsixweeks,

brad_herda:

there we go. there. It is

chris_seider:

M.

brad_herda:

Too funny. Hey, Chris.

chris_seider:

We'll play

brad_herda:

it was such a pleasure to have you

steve_doyle:

Yah,

brad_herda:

on the show today. Thank you for sharing all of your wisdom and knowledge with our audience, and some really great insight for others to take away, and actually put some application in their in their career path and our leadership journey. So thank you so much for sharing.

steve_doyle:

Yes,

chris_seider:

You bad.

steve_doyle:

thank you,

chris_seider:

Think,

steve_doyle:

Chris.

chris_seider:

thanks for the invite, Brad. it's It's a great talk with both you and Steve today,

brad_herda:

All right, Have an awesome rest of your day and enjoy your weekend,

chris_seider:

Thanks.

brad_herda:

Thanks.