Episode 158
Teen Worker Tells All: What Gen Z Really Thinks About Jobs with Kayla Doyle
We’ve always wanted to hear it straight from the source so this week, we brought in a real Gen Zer (and Steve’s daughter) to break down what it’s actually like to be young and working today.
This one’s personal and eyevopening. We’re joined by Kayla, Steve’s high school aged daughter, who’s already on her third job and has plenty to say about what’s working (and what’s not) in the workplace. From bad bosses to “walk of shame” exits, she gives us the kind of honest feedback most business owners will never hear firsthand.
We get into why Gen Z isn’t as lazy or distracted as people think, what they actually want from their managers, and how a little support can go a long way. Kayla also shares what it’s like to be trained by people your own age, why micromanagement doesn’t help anyone, and how your attitude as a leader sets the tone for the whole team.
Whether you’re hiring teens for the summer or building your future workforce, this episode is your crash course in what Gen Z needs—and what makes them walk away.
Highlights
- What went down at Kayla’s first job—and why she walked.
- Why Gen Z wants guidance, not someone doing the work for them.
- The difference between being supported and being micromanaged.
- Why phones at work aren’t always a sign of laziness.
- How leadership sets the vibe—good or bad.
- What business owners should know about hiring high school students.
Think this episode might help someone lead better? Send it their way. And if you haven’t already, hit subscribe, drop a review, and share the show!
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Transcript
Hey everyone. Welcome back to this episode of the blue collar BS. And I am graced and honored to be here with my coast. Mr. Steven Doyle out of the great state of Michigan. What's going on, Mr. Steven Doyle.
Steve Doyle (:You know, it's a great Friday. It's sunny out. The guns are out. So you know, we're just getting ready to have a great weekend here. So. Well, you know guns out suns out guns out. Let's go, let's go. That's right, that's right. No one wants to see it, not even me, so it won't ever happen. Won't ever happen.
Brad Herda (:So we're going shooting this weekend is what you're trying to say.
Brad Herda (:Great. can't wait to see you in that tank top. That's going to be a great, great picture. No one wants to see so.
Brad Herda (:So as our listeners are probably going, why am I introducing the show when we have a guest on the show? Well, because we have a very special guest. It's a very special family episode here on Blue Cow RBS. Mr. Doyle, who is our guest today and why are they here?
Steve Doyle (:Well, as you probably noticed, the last names are the same. So today we actually have my oldest daughter, Kayla, on our show today. And Kayla is towards the tail end of Gen Z. And she also happens to be helping support all of our boomers out there with Social Security, AKA she is a working high school student. So.
What better way than to get some perspective of some young Gen Zers than, you know, ask some questions from my daughter's experience now that she is into her second job.
Brad Herda (:Nice. So yeah. So Kayla, welcome to the show. Third job.
Steve Doyle (:Yes. Third. yeah, third. Well, yeah. All right. So Kayla, welcome
Kayla Doyle (:Church. An internship.
Brad Herda (:Is church really a job though?
Kayla Doyle (:Yes.
Brad Herda (:Okay, they pay you or no?
Steve Doyle (:Yeah, they did.
Kayla Doyle (:Yes.
Brad Herda (:Okay, and we're gonna need more than one word answers in order for this to be a conversation, just so you know.
Steve Doyle (:you
Yeah. So Kayla, as as we kind of help prep for the show, recognizing that you are a student in high school, help our audience know as a professional. and we've got the cat. That's great. So as a somebody that has entered into the workforce, what are some things that
Kayla Doyle (:Okay.
Steve Doyle (:You have learned through those three jobs, things that you like about working. Yeah.
Kayla Doyle (:that I like. I like the money and the friends I make and working with the kids.
Brad Herda (:Okay, so when you went from, we'll take Church out of it, but when you went from job one to job two, what was the reason you were looking to leave job one?
Kayla Doyle (:they wouldn't pay me for my training. They got mad at me things that weren't my fault. And I had a kid choke me in the water and they wouldn't help me.
Brad Herda (:nice. Awesome. So, okay. That's a that's a problem. That's a that's a fairly good reason to say, Hey, I think I'm out. And so how did that? How did that exit for you? How did you leave that organization where you did just bounce and just say I'm out and not call him back that you were respectful about it? What?
Steve Doyle (:you
Brad Herda (:Did you have conversations? How did that go for you?
Kayla Doyle (:my next shift I put in two weeks to my one of my bosses and she asked me why and I told her that I wasn't getting the support I needed.
Brad Herda (:And what was the response to that?
Kayla Doyle (:She just said, okay. And then said, take your walk of shame out the door.
Brad Herda (:Take your walk of shame out the door. So not only are you a second, you're also a smart ass. can, I like it.
Steve Doyle (:you
Did she really say take you hold on hold on hold on hold on did she really say
Brad Herda (:gonna why do you know so so I'm gonna ask first of all why do know what a walk of shame is
Steve Doyle (:You
Kayla Doyle (:I don't know what it is.
Steve Doyle (:Now, so did she actually say take a walk of shame or did you just feel like after you turned in your notice, it was a walk of shame?
Kayla Doyle (:No, she said that to me.
Steve Doyle (:okay. That's the first I'm actually hearing about I would have laughed too.
Brad Herda (:Wow. That's a great reason to leave an organization for sure. So when you decided, so first of all, congratulations for being part of the 15 % of eligible high school students to actually go find a job. So kudos to you, Kayla, for making that happen and Steve for facilitating that to happen as well if you did or didn't, I don't know. So as you move from job one to job two, what were some of the attributes or some of
Steve Doyle (:Mm-hmm.
Brad Herda (:I'm sorry, that was the big word. We talked about not using big words. What were some of the things you were looking for in job two that were critical for you to say yes to go work for somebody else?
Kayla Doyle (:I needed them to recognize that I was a high school student and I wasn't gonna know everything and I needed them to support me and help me through how I was, you know, supposed to do what they wanted me to do. As well as, like, obviously recognizing I'm a student is that I can't work every day of the week and they can't be mad at me when I can't cover a shift last minute and expect me to just do it all without help.
Steve Doyle (:Hmm, interesting. So when you say without help, help our audience know what do you mean by you're expecting help and who are you expecting help by?
Brad Herda (:intro.
Kayla Doyle (:well like the first job I was a swim instructor and when I had struggling kids or I wasn't sure what to do and I'd go to my supervisors for help they wouldn't help me. They wouldn't give me advice, they would just get upset with me. And I really need someone to guide me through when I'm not sure what to do. I need that guidance on what I should be doing to you know give these kids the best of their abilities.
Steve Doyle (:Mm.
Brad Herda (:So help for you is more not do it for you, but to help you understand what it is that you are to do in the situation or what you could do different. OK, because there is there for our audience. Many of our audience believes that younger folks just want the answer, not the guidance. so within your peer group, within your friend group, is that?
Kayla Doyle (:Yeah.
Brad Herda (:Are you different in that way that you're looking for guidance and support versus answers? is your peer group and those that you work with and your other counterparts that you work with, are they also looking for that guidance and support versus just do it for me?
Kayla Doyle (:I feel like when I was a system instructor, they definitely just wanted answers and not the help. And the job I'm at now at the daycare, they're a lot more, we just all kind of work together to try to help each other get through what we need to do.
Steve Doyle (:So help our audience before we help our audience know just kind of like the the age of the workforce at your first job at the the swim place, if you will, and versus the the place you're at now.
Kayla Doyle (:When I was a swim instructor, most of the students were my age and so my supervisors were actually younger than me. So it may be very hard to get help when know there people that you have class with and they just kind of don't really help you. My job now it's mostly college students or women in their young 30s and then we have some high school students that are closers.
Brad Herda (:you're the closer. Coffee's for closers. Stake knives are for losers. You don't know that reference from the movie, but that's okay. You'll figure it out later as you crawl.
Steve Doyle (:She does not know that reference. Yep. Yep. But it's very interesting. So from for our audience to to really understand is just the difference in one, there's a difference in management and leadership style in how you're leading the younger generation.
and what they're expecting you to do versus what they need you to do. Two different things. So just pay attention to when you're working with those younger generations, they actually are willing to do the work, but you have to help guide them.
And so it's really critical to really understand how am I helping guide this this younger generation in the jobs because they're not they're not looking for the answers. They're pretty smart and they're going to figure it out. They're either going to figure it out with you or they're going to figure it out with somebody else and they're going to walk away. They're going to walk away. If they're if you're not willing to help them out and show them away.
Brad Herda (:So.
Brad Herda (:So Kayla, your leadership perspective, from those, we'll use the daycare example, the college students or the other folks that are part of the organization, what are you expecting from them on a daily basis to check in, to micromanage, what are you expecting from them to help you grow and become a good employee?
Kayla Doyle (:I definitely want them to check in, make sure I'm doing what they want me to do in the best way I can do it. if this is not what you want me to do, let me know. Instead of getting upset with me or not helping me or having a parent upset with me, help me through that as well. I don't need you micromanaging me. If I know what to do, let me learn how to do it. Because if you micromanage it for me, then I'm not going to know how to do it.
Steve Doyle (:Mmm.
Brad Herda (:And what does micromanaging from your viewpoint mean? Because we all have a kind of a different viewpoint of what that is.
Kayla Doyle (:I guess it's either doing it all for me or standing over my shoulder the whole time fixing every little mistake I make. So I don't have anywhere to learn and I feel like mistakes are a big part of learning and if you don't let me make the mistakes I'm not gonna learn at all.
Brad Herda (:Do you feel that there's a pressure to be perfect in the workforce as you as you as a high school student in the workforce and the jobs that you had? Do feel that there's perfection is expected?
Steve Doyle (:Hmm.
Kayla Doyle (:Yes, at some places I definitely do think that either me or some of my friends that I know I've had, they feel like the first day they're expected to do everything perfect when they don't, it doesn't end well.
Brad Herda (:And well meaning what?
Kayla Doyle (:They usually end up quitting or it's a very bad experience for them and I know some have gotten fired just because they're not getting the help for what they need and they weren't guided through what they're supposed to be doing.
Brad Herda (:Okay. And then so, um, for the, when you started, so, so you've had three jobs, you've made that clear of those three jobs. Were there any of them that had, uh, better experiences for starting the position? And if so, what made those experiences good or bad?
Steve Doyle (:it.
Kayla Doyle (:At my third job at the daycare that I started, when I started training, I was right away immediately working with the kids. Whereas my second job at the swim school, I wasn't allowed to work with them during my training. So it was very hard to be able to know what I'm supposed to do if I wasn't allowed to work with them for quite a bit at the time.
Brad Herda (:And what type of, was it hands-on training? Was it a go read the manual? Was it go watch videos? What are they teach? How is the training being communicated?
Kayla Doyle (:Both the swim school and the daycare both had online trainings I had to complete as well as in-person hands-on training.
Brad Herda (:Which do you prefer?
Kayla Doyle (:I prefer the hands-on training. The videos don't really show you what you need to be doing.
Brad Herda (:and
Steve Doyle (:Interesting.
Brad Herda (:It is interesting. And then
Steve Doyle (:.
Brad Herda (:This is another thing that many of the business owners I work with complain about high school students and younger folks as well is they're always attached to their phone. Did those employers, did they set any expectations? They set any boundaries or anything like that with your phone or technology?
Kayla Doyle (:At the swim school, no, because obviously we can't have our phones in the water. It's just a safety thing. And then at the daycare, they just, it was expected of you and I never have an issue with my phone. I'm there, I'm present with the kids. It's important me to be there for them. So I don't have a concern with it. And I feel like if you are on your phone, it is because you feel like you have nothing to do. You feel like you're not making a difference. You're not getting the support you need. You just have not.
Steve Doyle (:Hmm.
Brad Herda (:I'm going let you go down the next path there, Steve on the, on the phone question. I'm like, I'm to let you go there.
Steve Doyle (:Okay. Yeah, I was like.
Yeah, yeah, on the phone question. so being that the phone can be. Yeah.
Brad Herda (:I love the approach though. I appreciate your stance on that, Cale. You are, that may not be normal for an answer for folks of your age. So kudos to you for being ahead of the curve.
Steve Doyle (:Yeah. So interesting on the on the on the on the position of if they're on their phone, they don't feel supported. Can you talk talk a little bit more about what you mean by that?
Kayla Doyle (:Either so at the daycare that we do have a couple of high school students that do spend a lot of time on their phone and you can tell they don't want to be there. So either their parents made them do the job and they just don't care or they applied for it and they don't like it. I know some friends in some instances that they are on their phones just because they don't, their management isn't guiding them through what they need to do. You know, if they're working at a restaurant and they need to be a hostess and there's no one there and they don't have anything else to do, they feel like they don't have anything to do.
where is as they think that they may need to be able to be doing something else and they don't have the opportunity to do so.
Steve Doyle (:So the default is jump on your phone. So very interesting observations at that age. And go for it. Go for it.
Brad Herda (:So so I'm what I'm just gonna yeah, so if you have if you have friends that are in the restaurant industry or in other places and even probably for the daycare Are are you and this comes into how schools I think are educating younger folks today Are you are you very task focused as to these are the five things I need to do
And then when I'm done with them, I'm done with them. Or are you guys looking at it more of a OK, I the kids in my section are they went home now I got to clean up my section and I got to put pick things up, put them away, clean them, sanitize all those types of things. Or do you wait for somebody to tell you that that's part of your job versus just doing it?
Kayla Doyle (:definitely just do it I know it's completely expected of me that I clean the room I sanitize the rooms I take care of all the kids belongings and make sure that they're ready for the next day and that's expected of everyone at the workforce I know at my past job that was expected of everyone to clean up our pool decks and prepare it before and after our shifts
Brad Herda (:Okay. So was that communicated by the leaders or was that a unwritten expectations within the staff members?
Steve Doyle (:I
Kayla Doyle (:The daycare, it was definitely said by our leaders that you need to clean these rooms every day, especially by the main teachers in those rooms really emphasized on that. At the daycare, weren't told, you were not specifically told to do so when you got there, but you learned very quickly that you are supposed to.
Brad Herda (:Okay, because I think there's a so if you weren't told that that needed to be done, but she knew it needed to be done. I'll just use a garbage example, right? If if the garbage is overflowing, and your kids went home or your section in the restaurant is empty, do you just take out the garbage? Or do you wait to be told to take out the garbage?
Steve Doyle (:Mm-hmm.
Kayla Doyle (:Personally, I would just do it. Like if I know I'm gonna have to do it at some point, I would just do it.
Brad Herda (:What do you, what about your, your peers? What about your friends? What about those individuals? Right? Cause you gave us the example of, if I got nothing to do, I'm just going to get on my phone. Right. The, the old saying goes, if you, if you can lean, you can clean is the old saying, in, in my day, it's like, if you can, if there's nothing to do, there's always cleaning you can do.
Steve Doyle (:appears.
Kayla Doyle (:Yeah.
Steve Doyle (:Yeah.
Steve Doyle (:Right.
Kayla Doyle (:feel like for a majority of my peers, do take on the responsibilities that they're given. I can definitely think of some people I do know that do not. And I know that those people in particular do not have the easiest lives. I don't know if that would correlate to anything, but I know a lot of people will take on the responsibilities that they are given.
Brad Herda (:Okay. Do you feel the phone is also an asset to like, you, if the kid is reacting to something or something going on that you could use it as a, as a resource for, Hey, what do I do in a situation or are, or would you not see the phone as an opportunity for problem solving?
Kayla Doyle (:At the daycare, we're actually required to have our phones on us. went either in the classroom, it can be on the counters or like easily accessible. When we leave the classrooms, we're required to have them on us for safety reasons.
Steve Doyle (:Hmm. That's interesting. Yeah, explain.
Brad Herda (:Meaning what? Elaborate.
Kayla Doyle (:Like at the daycare, know, if a kid has, we have phones in the classroom where we can call like our managers and stuff, but on the playground, we don't have that. So if something happens on the playground and we are not able to leave the playground in this situation, we are able to get that help that we need. Or some kids love listening to music when we're out there. So we're allowed to play that for them.
Brad Herda (:and what music are you playing?
Steve Doyle (:Metallica.
Kayla Doyle (:usually Baby Shark or our curriculum has their own music as well.
Steve Doyle (:Baby shark. my gosh
Brad Herda (:Baby shark. don't don't don't.
Steve Doyle (:Well, that's that's more like that's not baby shark. That's not that is definitely not baby shark. Boomers, you just need to calm down because that is not baby shark. It's more like Pink Panther.
Brad Herda (:sorry.
Kayla Doyle (:It's not.
Brad Herda (:Right? So, Kayla, what makes a good leader for you? What makes a good leader for you and your peers? I'm sure you and your friends, when you gather, you talk about your jobs, you talk about work, and some have it better than others, and some have good leaders, and some don't. But in general, what do you your peers look for out of leaders?
Kayla Doyle (:Someone that takes their job seriously, my second job at the swim school, I definitely had a supervisor that didn't really take their job seriously and it made it very hard for me to be able to go to this person for help when I needed the help. So someone that's wanting to be there, wanting to be able to support you and guide you through what you need to do, as well as just someone who loves their job, not willing just to help you, but love the job and just be there in the moment, not worrying about every little thing, but if there's something going on, they will help you.
You know, our managers at the daycare, will drop anything. If you need a guidance, they will be there. And that's just so important to me.
Steve Doyle (:Hmm.
Steve Doyle (:Hmm. So you listed out some characters. Yeah, you listed out some good characteristics.
Brad Herda (:I it. I like the self recognition.
You must listen to this show quite a bit, Kayla, I think, don't you?
Kayla Doyle (:Have it listened to one.
Brad Herda (:Really? this is all the things we talk about. So I'm shocked that you haven't picked up all this knowledge just from the show.
Steve Doyle (:you
Kayla Doyle (:Well, I learned a lot from, you know, the way my dad's are talking. My dad's talking at the mentor I do have in my life that helps me.
Steve Doyle (:Not prompted, not prompted. We're in different rooms. We're in different rooms, not prompted. I didn't pay her for that either. I didn't pay her for that. Not yet. I guess that's coming. I guess that's coming. So Kayla, you listed off some traits of things that you're looking for in good leaders. You know, obviously some of our audience, know, they're
Brad Herda (:Wow. Wow. Wow, awesome. That's good to hear. Not not yet.
Kayla Doyle (:You
Steve Doyle (:May not be as good of leaders and they're trying to learn those those things that they need to break. What would you say to? What would you say are traits of bad leaders for you?
Kayla Doyle (:ones that just want to leave at the end of the day, that's all they can talk about is I can't wait to get home. It makes it really hard for me to want to be there. And it will then it makes me feel like, I just want to go home too. And it just kind of makes the whole day very negative. So people that are very supportive in the moment is really, really important as well as they take the time to train you. They take the time to learn who you are as a person and the way you work in whatever they need you to do. So if they have a certain way of doing things, let them do
Steve Doyle (:you
Steve Doyle (:you
Kayla Doyle (:Do it. If it's right at the end, why do we have to criticize every little thing? Let them do it. If it's gonna turn out right and they're not doing anything wrong, if they have their own way of doing it, let them do it.
Steve Doyle (:Mm.
Brad Herda (:I Wow, are you are if you I shouldn't say if when you keep up these characteristics and these traits Kayla you are going to be set up for very long term success because That is but those are those what you're talking about is exactly what? many think doesn't exist in your generation and and part of the reason for the show is to get people understand that it's not This right. It's not
Kayla Doyle (:You
Steve Doyle (:Mm-hmm.
Brad Herda (:That's not true. It is absolutely not true. It is different. It is part of a sense of belonging and wanting to do the best possible thing and knowing that mistakes are okay. So thank you for sharing that. I really do appreciate it. We're going to bring back an old segment. It's the dad joke segment. Just because just because. So so I got just because we can and it's because the bite your tongue segments not going to work well for you because it's
Steve Doyle (:.
Kayla Doyle (:Yeah.
Steve Doyle (:yes. Just because we can.
Steve Doyle (:That not going to work. Nope.
Brad Herda (:It's probably the mom and dad is the thing and it's not going to go over well. so here's the first joke. Why don't eggs tell each other jokes?
Steve Doyle (:Yeah.
Kayla Doyle (:I know.
Brad Herda (:because they'd crack each other up.
Steve Doyle (:That's a one.
Brad Herda (:Get it, eggs, crack, you got it, you got it, kid. They're bad dad jokes, come on.
Kayla Doyle (:That's all you got.
Steve Doyle (:That's all. They're bad dad jokes. This is great. This is good stuff.
Kayla Doyle (:You can't even laugh at him.
Brad Herda (:It's part. Come on, they crack you up. All right, here's another one. Did you hear the rumor about the butter?
Kayla Doyle (:No.
Kayla Doyle (:No, I didn't.
Brad Herda (:Yes or no? No. Well, then I'm not going to spread it.
Steve Doyle (:yeah. She's just not amused with these, these, these bad dad jokes. These are great jokes. These are great.
Brad Herda (:Get it? Butter spread?
Kayla Doyle (:I get it.
Brad Herda (:So Kayla, from your viewpoint, as you are sitting here as a young, soon to be a very young adult coming out and going to college and doing all those things potentially, would be the one thing you'd want to tell your peers about work and the work environment and work ethic? And then what would be the one thing you'd want to tell the business owners and leaders to be...
to be ready for when you are into your career path.
Kayla Doyle (:Yeah, I guess I would tell my peers that work can be fun. You just have to be willing to be there, be present in the moment. Finding a job that you like, you have to find a job. Don't just pick the first one you see. I spent a lot of time trying to figure out what job would suit me that would make me happy. And there are jobs out there. You just have to look at what do I want to do in life? I want to be a teacher. So I knew I wanted to work with kids and I wasn't going to get a job that wasn't going to make me happy.
So there are jobs out there that can make you happy. You just have to look for them. And I guess I would tell other business owners that there are kids that wanna work. There are parents that don't allow their kids to work. There are kids that do not have a way to get to work. There are kids that have sports after school and they just can't fit it into their schedule. I have so many friends that would just say, I wish I could get a job. And they don't have the resources or the ability to do so.
Steve Doyle (:Hmm. That is interesting.
Brad Herda (:Interesting. That is very interesting because that's not the perception that's out there.
Kayla Doyle (:Yeah, I mean, I drive one of my peers to work after school because she can't get there some days. So I provide that resource for her.
Steve Doyle (:Mm-hmm.
Brad Herda (:Well, but you're finding a solution versus not taking the approach of, I can't do it either. Right. So I think there's some of that perception of the resourcefulness to finding a way is limited because we're right. mean, just.
Kayla Doyle (:Yeah. Yeah.
Steve Doyle (:you
Kayla Doyle (:Yeah.
Kayla Doyle (:Yeah, some people definitely do draw the line of, don't have that resource and they just kind of stop after that. Some kids just don't know how to get that resource. And I think that's important.
Brad Herda (:Right. I had a friend of mine who was a past client and we were talking and his daughter is a freshman in college coming home this summer wants this job and he's like, it's an hour away down in Racine. And I'm like, they're like, there's no way we're going to let our daughter. I'm like, why not? If she wants to work down there and she has the ability to go drive an hour and wants to drive an hour, why is that a problem? Well, it's like, and then eventually maybe it's the way for her to call her boyfriend for that hour every day to and from or, or whatever.
Steve Doyle (:Mm-hmm.
Brad Herda (:You just figure it out along the way. So, Kayla, thank you so much for being on the show. It wasn't as bad as you thought it was, was it?
Steve Doyle (:Okay.
Steve Doyle (:He's just talking. See what happens when we don't plan? It works.
Kayla Doyle (:No.
Brad Herda (:It wasn't so hard, right?
Kayla Doyle (:No.
Brad Herda (:Right? It works. Gotta go with the flow, girl. Gotta go with the flow sometimes.
Steve Doyle (:You gotta just roll with it. No, just hold it. Go for it.
Kayla Doyle (:I need a schedule.
Brad Herda (:There you go. That's well, so, before we roll out of this, I need a schedule. That's a very important piece. because there is a perception that your generation needs everything scheduled and slotted to know what to do. Does that not having a schedule? Wow, that was annoying. Sorry about that. Carrie, take care of that. The, having the schedule.
Steve Doyle (:Yeah.
Steve Doyle (:you
Brad Herda (:Is that an important thing to know that I'm going to be somewhere for four hours and I know everything I need to do over that four hour period? Is that important to you?
Kayla Doyle (:Yeah, it's very important to me. I don't want to walk into a place and not know what I'm doing. Even when I'm coming home, it's become very important to me. What am I going to do? Do I have schoolwork? Do I have to study? Do I have to take the dog on the walk? It's very important for me to have a schedule I don't like not knowing. It's very important. I go into work and I know I have to do this with this kid or work with, be with this kid or I'll be in for this classroom today and I may need to do this a little differently based on the kids that are in there. And it's really important for me to be able to prepare myself.
Brad Herda (:Do you need to know it before you show up or when you walk in the door?
Kayla Doyle (:Depends on I guess yes and no For me, I do know what classrooms I'll be in when I walk through the door But I already for the there's a good chance. I'm usually in the same classroom most days So I already know the kids that I am working with There are some circumstances where if it was gonna be way different. I would like to know beforehand But I've learned my way through the classrooms. So it's not as big of a deal now But when I went in they did tell me what rooms I would be in so I was able to prepare for that
Brad Herda (:All right, well, thank you for that clarification.
Steve Doyle (:I can tell you she she did not appreciate the fact that we are a go with the flow show. She kept asking me, yeah, what are you gonna ask me? I don't know. You're just gonna have to wait and find out. Don't know. You gotta wait.
Brad Herda (:Final question.
Brad Herda (:Hahaha
Kayla Doyle (:He said, I need to know what I'm gonna say.
Brad Herda (:Well, you know what, so when a kid, when a, so let me ask this, so as a teacher, as a person who said I wanna be a teacher, when a student comes up to you to ask a question, how are you going to know what to say to answer that question if you don't know what the question is?
Kayla Doyle (:I don't know yet. Well, I don't know, okay? I can prepare myself to the best of my ability. It's already happened and it's really hard. But if I can prepare myself, but, okay, whatever. Whatever.
Brad Herda (:I could... Right?
Steve Doyle (:you
Brad Herda (:Exactly. Just like this show.
Brad Herda (:It was perfect. You did it absolutely perfect today, right? You answered the question, you went through it and you want the flow. Your students are going to do the same thing to you as you go forward. And so not being perfect is, like you said, not being perfect and able to go out and not feel the perfection is what we talked about. And this isn't a perfect show. This is an amazing show that's un-perfect as all get out for sure. And we appreciate you being part of that.
Steve Doyle (:Yeah.
Steve Doyle (:is a okay.
Steve Doyle (:Mm-hmm.
Brad Herda (:We'll let you go make dinner now because I'm sure that's on your schedule.
Kayla Doyle (:Not today. No. Nope. I have to write an essay today.
Brad Herda (:Not today, okay.
Steve Doyle (:No Fridays are not Fridays are not her days
Brad Herda (:Fridays are not your day. Awesome. Well, thank you so much, Kayla, for being on the show.
Kayla Doyle (:Thank you.
Brad Herda (:All right.
Steve Doyle (:You
Kayla Doyle (:I to say...
