Episode 44

What value are you bringing with Christopher Zuzick

Stop taking a Blanket Approach to training with Christopher Zuzick

There is a movement happening around what's required to keep future generations engaged and growing in the Blue Collar Space. Training your team is a not a one size fits all approach. One the biggest questions you need to ask yourself as a leader is " What value I am brining to my employees?"

Brad, Steve and Christopher also talk about how businesses need to embrace the fact that employees will not be with a company for 20 years. But it's still a good idea to have a robust training plan for all stages of your employees career. As Brad says" We need to make the pool bigger."

Christopher Zuzick has always thought of himself as a life long learner. He likes to seek out win-win situations for both internal and external customers. He has varied experience from sales to product launches. He enjoys building teams and has a servant leadership style.

Episode Highlight

05:20 - Stop looking at your training plan as a one size fits all approach.

10:50 - It's a different world than it was 30 years ago. Employees will not stay with companies for 20 years. Work with this idea instead of against it.

17:24 - Your definition of success might be different than what your employees want. Ask them, "What is success for you?"

23:00 - Discussion around what positives came out of COVID and having to navigate regulations with employees in different countries.

Contact your hosts:

Steve Doyle:

Website

LinkedIn

Email

Brad Herda:

Website

LinkedIn

Email

Christoper Zuzick

LinkedIn



This podcast uses the following third-party services for analysis:

Chartable - https://chartable.com/privacy
Transcript
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at hurda welcome back to blue color b s how are you doing today

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i am fantastic m stephen doyle my favorite friend in detroit michigan great hat

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you know what

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great hat by the way not

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you like that

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no i

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let's

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don't

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go blue that's right all day

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no no

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all day you know and

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so today you should

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i'm

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be the big so obviously show is going to come up later

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oh

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in the year but you know you

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it is

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should be the biggest wisconsin fan of all time this weekend as

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i am huge

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were as were to ohio state this weekend to i don't know what

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you know win that's all we care about westconsin winning right now

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that is

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that's for sure

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hopeful not expect hopeful

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hey any given saturday it's anybody's game

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that's

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anybody's

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that's

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game

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what college football is all about ask appellation state

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m

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all right

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so

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fine

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m

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this is isn't a college

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fine

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this isn't a college

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my

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football show

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yeah

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right so

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right

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let's introduce

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yeah

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our our

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yeah

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guest christopher zuzek who has been in the metal industry for a very very long

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time he and i happened to have kids in the same area we've grown up

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we live in the same community we've connected through different events and ironically we met

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and re connected at a brewer game that i was you know working at and

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he was in one of the suites

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right

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and we started chatting and having a conversation like hey christopher why don't you come

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on the show and share your experiences what's happening in the metal industry with the

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generational things and he said sure i'll

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we used

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do

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to

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it

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we used to we used to bowl together too

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yeah i forgot about the bowling

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yeah

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yes i forgot about the couples bowling league yes

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if you

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wow

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could call it that i'm not really sure what it was but it was bowling

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though

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it

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yeah

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was that so welcome christopher

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ah

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to blue color b s we appreciate your being here

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as

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ah

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glad

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welcome

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to be here appreciate it

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yeah so first question before we get into our show is which generation do you

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most fit in with

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so

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cause we got boomer brad we have boomer brad

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ah

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punching buttons before the show

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yeah

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messing up audio

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yeah yeah yeah well

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whatever

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yeah

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millennial steve

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oh

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i sixty five

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ye

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so

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yeah

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i'm not really a boomer gen x right

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you

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if

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are

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i recall

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you are the first the first year you are the inaugural the inaugural

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i am

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year

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the i am the first year so not a tweener but i'm right there so

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oh

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i'm a gen x guy

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yeah

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that is me that is me

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awesome

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you are at the starting line

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that is for

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very

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sure

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cool

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yeah

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you aren't the starting line of making sure those member only se jackets were the

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best things ever

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i'm i'm a you know kid of the eighties right that that's kind of how

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that works that

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yep

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was that

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yep

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was our that was the greatest decade of ever of all time if i recall

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so

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uh

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yeah

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right and

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h oh

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yeah you had remember

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t

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old jack didn't you

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m t v members only jacket parashoe pants you know

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absolutely

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oh

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all that good stuff

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yeah

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you're out on the dance floor kicking it i'm sure

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yeah that's me

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yeah

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yeah

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you got that nail right yeah

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oh

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only if

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yes

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you only had smart phones back

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h

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in

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yeah

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the eighties right

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no

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oh

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yeah

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back

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no that would be bad totally

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because

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bad

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for

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then

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sure

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your kids would have

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that's true

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all that scoop on you

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yeah they would they could go

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oh

zuzick]:

back in time that that would not be good that

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correct

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would not

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yeah

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be good

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so

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yes

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so

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oh

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what's happening in the metals manufacturing space from industry recruiting you know retention employment you

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know as you sit

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oh

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there in your in your chair today kind of overseeing all that what are you

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seeing

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yeah well you know i think it's well documented that there has been challenges and

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there has to be a different paradym with regards to work force development um m

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ah i look

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m

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at i look at companies today and and they talk about it the challenges of

zuzick]:

wages for example you know knowing that they have to be aggressive with their wages

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you know six seven eight percent and i always there's this is not a by

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any means a a secret sauce but i question those companies when they say you

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know we have to raise wages by six seven percent

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m

zuzick]:

they're also looking at the training budgets and saying

herda]:

yeah

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what are we goin do for training what are we going to do for increases

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in training i mean i think that's if there's one thing there's probably a lot

zuzick]:

of things i learned from coaching youths

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m

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sports you sucker but

herda]:

ah

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you cannot

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hm

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you can't have a one size fit all approach where you work for us and

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i said sometimes that was missing its

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hm

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not a silver bullet but no if you are going to be an aggressive company

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in wages you better be an aggressive company with regards your training and how much

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money your goin to spend on training because if you don't do that then you're

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just throwing away

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m

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money

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yeah

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as far as i'm concerned

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oh

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and i think that's part of the ting i've seen is you talk

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yeah

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to people who are coming into the work for us and it doesn't make a

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difference to me if you are a boomer if you're a millennial gen x

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h

zuzick]:

whatever

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m yeah

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you need to understand as an employer what

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m

zuzick]:

value yo're going to bring to that employee so they can be sustainable and the

zuzick]:

work for us

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that

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and

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is

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it's more than just

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oh

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and it's more than just

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yes

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the w two

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right that is very

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it has

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refreshing

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to

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to hear you say that because that has always that's

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right

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that's hard to find in leadership that mantram we hear in the you

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m

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know some of

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ah

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the events that i go to well why would we train all these people would

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we invest in all this training when they're just going to leave anyhow what if

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you don't invest in all the training what's wrong with making the pool deeper and

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stronger as an entity and being the organization that gave somebody that shot and maybe

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they go off

zuzick]:

right

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and try something different because the organizatio wasn't ready for them to grow

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yeah

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lot of times they end up finding their way back because they have that loyalty

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or that sense of purpose

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m

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or that connection you lose out on that

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yeah

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opportunity for them to you train

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okay

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them young they go out they find their opportunity then they come back later because

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they realize what you know the grass isn't always

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yeah

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green or just different grass

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right well in manufacturing

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hm

zuzick]:

is as we all know there's a lot of capital put into your business right

herda]:

yep

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in our world as a medal contract man contract metal manufacture we have we have

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stamping presses we have assembling machines and

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oh

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we have regular maintenance

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oh

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on those on and that equipment

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m

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because it's high cost

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yep

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yep

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so

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m

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we need to take the same approach our business is as we do and i

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don't want to equate a press to a person i'm not suggesting that

herda]:

m

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from an asker perspective what i'm saying is that we invest prevent the maintenance capital

zuzick]:

and our equipment we need to be doing the same thing with our work force

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those are

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ah

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just those

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yeah

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those team mates of ours

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yah

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assets

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ah

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if you want to use

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yes

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that term are

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m

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just as critical as that press

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ah

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and we know the cost of down time

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a

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well your press

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what is

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run

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the

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oh

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cost

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without people

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of

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will your presses run without

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yeah

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people

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no no

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so

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no not

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you can you

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we

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can

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need

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argue that

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needles

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people

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people

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you can rgue the people are even more valuable than the press because you

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correct

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can't run the press without the people

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correct so if you don't take

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yeah

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hiring

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yes

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soliciting people to join your team regardless of their function is more than just

herda]:

oh

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hey here's your salary what are we doing to take them to the next level

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yeah

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and again it goes back to hat i was saying before when i was coaching

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you sports i coach high school socker

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oh

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and

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m

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i learned very early that it's important to explain to the team the overall goal

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yeah

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the values but you can't take blanket approach to every player on the team

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yeah

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and your job as a coucher your job as a leader

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oh

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to take a look at that roster of twenty two twenty three players in your

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team and really understand what drives each of that each person and how do i

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get the best out of that person and

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oh

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what do i see in this player ere they are today where they could be

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and help them get there

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right

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and each player is different and

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hm

zuzick]:

very similar to the jenax gens millennials boomers

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oh

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is that you have freshman soft more juniors and seniors right

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yeah

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so you

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yeah

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have a freshman right you got a freshman who

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m

zuzick]:

is rare go and get and thinks they should be at this level right because

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there they're on they're on verse but they don't know where they don't know yet

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so my job is to say it's a hardness that talent say i understand

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yeah

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you want to go i'm going to help you get there and then find that

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tool to get there versus

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yes

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the senior is

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oh

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matured

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oh

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is thinking about the team is thinking about their next chapter

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yeah

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in

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yeah

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school and maybe

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i yeah

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doesn't include you sports or sports maybe they look back and say this is my

zuzick]:

last hurrah

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right

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as a team mate

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yes

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and their mentality is a little bit different well that's not any different than what

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we're doing today with the work for us

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yeah

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now someone out of school that rat millennial that wants to go at it versus

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a baby boomer that's saying i have a lot of value my background i just

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want to be appreciated

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oh

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yes

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and so my job as a leader or i think in any leader as

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yeah

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far as i'm concerned is to

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oh

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understand those facets and say

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oh

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here's how they get best out of lineal here's the best that's what i need

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to do to get the basket of a baby boomer is different

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yeah

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yes

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lest at the way i look at it

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oh

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so

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ah

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give us

herda]:

yeah

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can you expand on that a little bit more and give us a little more

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breath of what you're actually experiencing with the millennials versus maybe or even your genzes

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your millennials versus like the gen x and the boomers like some

zuzick]:

m

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some examples for our listeners yeah

zuzick]:

i think

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oh

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the people that i've hired over the last several years have volante that category milinneos

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and then the gene

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yes

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and gens not much on the baby movers

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hm

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the millennials come

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m

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in

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yeah

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and what they're looking for is a path towards success

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okay

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and going back to what brad said before

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oh

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i don't expect

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oh

zuzick]:

millennial

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yes

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or any employed to spend twenty years i just i just don't expect that to

zuzick]:

happen i mean my first

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good

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job

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expectation

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i was there for twelve years

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yah

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my first job i was there for twelve years and i was consider you know

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long termer um

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hm

zuzick]:

so i think the first thing you have to recognize is that they're not going

zuzick]:

to

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yeah

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be here forever that you know there's no such thing as a pension anymore so

zuzick]:

my job is

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no

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as that leader to say okay

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yeah

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you're coming to the organization

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oh

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yeah

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here's where i think you can go and show them the path success show

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m

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them how we're going to invest

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oh

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in them

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yeah

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oh

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elevate their game show them that we're going to take the time

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oh

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to make them

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oh

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better employed for organization and in the lawn term a better employed for another

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m

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organization but

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i

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if we come in and don't have

herda]:

m

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yeah

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kind of a

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my

zuzick]:

it's more than on boarding guys it's it's

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oh

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yeah

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yeah here's the on boring but then it's

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yeah

zuzick]:

here's stage one stage two stage three stage four and here's your path can give

zuzick]:

them twenty twenty percent higher in salary it doesn't make a difference they're going to

zuzick]:

go on some place else

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right

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oh

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you

zuzick]:

so

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are

zuzick]:

we

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wow

zuzick]:

have to make an investment

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ah

herda]:

that is awesome that you

zuzick]:

m

herda]:

say that because that is one of the big things that now i preach and

herda]:

steve preaches is what's the path forward if you don't know you're not going to

herda]:

get a eighteen nineteen old kid to come in and apprentice program and tell them

herda]:

in twenty five years you can be a master tool and die maker right

zuzick]:

right

herda]:

just not going to happen what's the three to five year plan has i been

herda]:

doing some multi generational speaking

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oh

herda]:

as of late

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ah

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you know the gen z i was very sprat found this report and gen wants

herda]:

twenty was it eighty per cent of the genzes in the work force have at

herda]:

least one year plan and twenty five per cent have a five year plan

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oh

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so those kids

zuzick]:

right

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twenty five years and younger know where they want to go and what they want

herda]:

to do as an employer particularly in a blue collar world being able

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ah

herda]:

to show them that path to achieve their goals

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yeah

herda]:

and make that connection

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oh

herda]:

is is priceless because

zuzick]:

right

herda]:

that's

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oh

herda]:

what they're looking for and the ones that give them that

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yeah

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that's who they're gonna go work for and they're gonna be really

zuzick]:

right

herda]:

really loyal to

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oh

zuzick]:

i mean i have i have four kids i have two sons one is thirty

zuzick]:

one one is

herda]:

ah

zuzick]:

twenty

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oh

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four and

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m

zuzick]:

they're both motivated

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oh

zuzick]:

the thirty one year old is like you know i'm here's where i got to

zuzick]:

go right and here's why i want to

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yeah

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want to be i want to be an organization that gives me those tools to

zuzick]:

be there the twenty four twenty four year it's saying you know i'm in a

zuzick]:

right kind of in the right industry but maybe i can divert here or i

zuzick]:

can divert there and so having those conversations with them

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oh

zuzick]:

the boys

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oh

zuzick]:

with regards to their path

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yeah

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is two different paths i mean and you so as as an employer as a

zuzick]:

team leader

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oh

zuzick]:

an go back to my previous point

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oh

zuzick]:

you got to find the time to figure out how do i get let's be

zuzick]:

empathetic right you got to have you got to be able to build

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yep

zuzick]:

and say here's where we're gong go and and i view myself as more about

zuzick]:

i'm not a command and control type leader a more of that you know the

zuzick]:

the leader that is more let's let's figure out what's best for the business

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oh

zuzick]:

and there is a term it's escaping me right now with that

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oh

zuzick]:

title that leadership

herda]:

the serving leadership

zuzick]:

is

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leadership

herda]:

yeah

zuzick]:

and so but i'm also i'm also big on

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m

zuzick]:

an e s process

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yeah

zuzick]:

which is get it wanted and have the the g c is right i mean

zuzick]:

that's the other thing i think we look at i look at with my team

zuzick]:

mates guys that people that report to me obviously we measure them on our core

zuzick]:

values but i also

herda]:

which

zuzick]:

sit

herda]:

are

zuzick]:

down and take

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on

zuzick]:

a

herda]:

the

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look

herda]:

spot what

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oh

herda]:

are they

zuzick]:

how much time do you have i mean

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yeah

zuzick]:

you know

herda]:

you'd be like only three or four core values

zuzick]:

basically well being safety

herda]:

oh

zuzick]:

rodoriented

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ah

herda]:

oh

zuzick]:

um you know that was ill tel you what that core value process is

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oh

zuzick]:

critical especially when you start measuring people but safety corvet safety umwellness um respect integrity

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yeah

zuzick]:

um m cent of urgency those are the main ones

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hm

herda]:

thank you for sharing

zuzick]:

and

herda]:

those

zuzick]:

then

herda]:

i always

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m

herda]:

like putting people

zuzick]:

no problem

herda]:

on the spot because you should as a leader you should know them

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oh

zuzick]:

absolutely and then and then so we measure we measure our teammates on that and

zuzick]:

then i measure them on do they get it do they want it do they

zuzick]:

have the capacity do we want to invest in them

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oh

zuzick]:

and are they

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ah

zuzick]:

in the right seat on the boss right

herda]:

thank

zuzick]:

and

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ye

zuzick]:

so each person regardless if they're on nearorgenax i go thou that process with them

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oh

zuzick]:

again it goes back to what i said before you can't take a blanket approach

zuzick]:

two developing your team you can't take a blanket approach

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m

zuzick]:

to building your team you have to you

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oh

zuzick]:

have to be a little bit nimble right and so when i look at people

zuzick]:

i said do they get it do they want it do they have the capacity

zuzick]:

of the capacity they want to take it the next one well then we should

zuzick]:

be finding ways do that and shame on us if we don't

herda]:

correct

com]:

right how are you seeing the

zuzick]:

yeah

com]:

different people that come in how how are you seeing the disparity the difference no

com]:

disparity but the difference in how they define their path of success

zuzick]:

to find their path

com]:

yeah

zuzick]:

to success i think in some cases they don't know their path of success yet

com]:

right

zuzick]:

um and

herda]:

i

zuzick]:

and i

herda]:

oh

zuzick]:

think

com]:

yes

zuzick]:

part of the process i mean we have some some

com]:

yes

zuzick]:

employes that come in and you know honestly they're just looking for a stable

com]:

yeah

zuzick]:

job

herda]:

come in do my job get paid go home

zuzick]:

right and and when you look at them you say

herda]:

yeah

zuzick]:

okay but they get

herda]:

ah

zuzick]:

it they want it and they have the capacity

com]:

oh

zuzick]:

are they at the

com]:

yeah

zuzick]:

lid gotta go any further probably not that's cool them that put them in

com]:

yeah

zuzick]:

that bucket

herda]:

yeah

zuzick]:

i have i have seen

com]:

yeah

zuzick]:

um m situations

com]:

m

zuzick]:

where we've brought in people and it's failed

com]:

yeah

zuzick]:

and um

com]:

oh

zuzick]:

and i think part of the issue has failed there because in their mind set

zuzick]:

just thinking is salary dollar they're making eighteen bucks

com]:

ah

zuzick]:

now

herda]:

yeah

zuzick]:

right and honestly you know if you want to go work at eighteen dollars and

zuzick]:

work in a in a stamping facility

com]:

oh

zuzick]:

that's a lot different than making nineteen dollars working a quick quick

herda]:

oh

zuzick]:

quick trip no offensive working a quick trip

herda]:

yeah

zuzick]:

just a different mentality right

herda]:

quick

com]:

yep

zuzick]:

so

herda]:

here

zuzick]:

so

herda]:

they

com]:

oh

herda]:

don't sponsor the

zuzick]:

you

herda]:

show yet but maybe some

com]:

uh

zuzick]:

m

herda]:

yeah

zuzick]:

you know that's that's where

com]:

yeah

zuzick]:

i think we

herda]:

ye

com]:

oh

zuzick]:

as leaders need to say this and this is this is where this job is

zuzick]:

going to go and help them define that again if their definition of success or

com]:

oh

zuzick]:

their path is

com]:

oh

zuzick]:

six to three and

com]:

yeah

zuzick]:

and i can get home

com]:

oh

zuzick]:

and and do

com]:

oh

zuzick]:

what every one do on the sides

com]:

yeah

zuzick]:

great that fits maybe that's that's a perfect

herda]:

oh

zuzick]:

situation

com]:

so

zuzick]:

we understand expectations i had i had a friend of mine came to me and

zuzick]:

said that he was hiring a position it was a technical position and the twenty

zuzick]:

four year old came in

com]:

oh

zuzick]:

and he goes i'm i am

herda]:

ye

zuzick]:

i want to join your company but i can always start at nine o'clock in

zuzick]:

the morning i have to be

com]:

yeah

zuzick]:

to leave at three o'clock

com]:

yeah

zuzick]:

every day no

com]:

m

zuzick]:

overtime

com]:

oh

zuzick]:

and so i can't deviate from that and my friend said well we got to

zuzick]:

figure

com]:

okay

zuzick]:

out how to make that work i think that's a different

herda]:

yeah

zuzick]:

proverseis sorry that you

herda]:

yeah

zuzick]:

don't fit in the box there for see it

com]:

oh

zuzick]:

later right

herda]:

right that is

zuzick]:

so

com]:

yes

herda]:

did he hire him

zuzick]:

i he did

com]:

m

herda]:

awesome

zuzick]:

did

herda]:

that

zuzick]:

and he

herda]:

is fantastic

zuzick]:

and he had

com]:

yeah

zuzick]:

yeah and and i give them a lot of credit because

com]:

oh

zuzick]:

the culture

com]:

oh

zuzick]:

of that company is

herda]:

oh

zuzick]:

if you're not at your work center at six o'clock in the morning you're

com]:

yeah

zuzick]:

not going to be successful

com]:

oh

zuzick]:

and

com]:

m

herda]:

so

zuzick]:

again

herda]:

oh

com]:

oh

zuzick]:

they are

herda]:

oh

zuzick]:

here's a perfect example of us a leader saying

herda]:

ye

zuzick]:

i have

com]:

m

zuzick]:

i don't think this makes difference if this person is twenty four thirty five this

herda]:

no

zuzick]:

is their

herda]:

ah

zuzick]:

this is their core issue their core issue i have family we need to be

zuzick]:

flexible how do we become flexible we have to find nimble be nimble and find

zuzick]:

some ways around it

herda]:

yep

com]:

h

herda]:

and and did

com]:

m

herda]:

covid and all that did that help like your organization re evaluate what flexibility and

herda]:

work life balance and and those things mean

com]:

oh

herda]:

even though you were probably deemed you know

zuzick]:

oh

herda]:

necessary work for

com]:

oh

herda]:

us didn't have a lot of the mandatory shutdown activity potentially but were you

com]:

oh

herda]:

able to leverage that opportunity to

com]:

yeah

herda]:

improve working conditions or the environment of the morale moving forward

com]:

oh

zuzick]:

i think what covid did for us it helped

com]:

oh

zuzick]:

emphasize the importance of communication

herda]:

oh

com]:

m

zuzick]:

and

com]:

oh

zuzick]:

communication

com]:

oh

zuzick]:

not necessarily in the form of being in the room together and talking

com]:

oh

zuzick]:

but in the form of letting people know what was going on utilizing um

com]:

yeah

zuzick]:

video collaboration

com]:

oh

zuzick]:

to keep everybody in the loop of what was happening because we were dembecential and

zuzick]:

honestly we redeemed you know we were having an operation in mexico created additional challenges

zuzick]:

during covid because on how the government handled covid down there versus how we handled

zuzick]:

it handled it in the united states and how our customers expected as essential to

zuzick]:

to take care of them and if the one thing there was several things that

zuzick]:

came from cove i think improved one was again the communication finding other ways to

zuzick]:

communicate and keep

com]:

ye

zuzick]:

our team mates aware

com]:

ye

zuzick]:

of what was going on at the same time our customers happy

com]:

oh

herda]:

did

com]:

yeah

herda]:

the

com]:

ye

herda]:

communication process also

zuzick]:

yeah

herda]:

elevate the communication of expectations he went through that process not

zuzick]:

m

herda]:

just information

com]:

m

herda]:

but expectations as well

com]:

m

zuzick]:

i think it also now ain't improved expectations but it provided additional clarity to

com]:

oh

zuzick]:

our employees

com]:

yeah

zuzick]:

about what were some of the challenges we were dealing with

com]:

oh

zuzick]:

and it provided them better understanding of

com]:

yeah

herda]:

m

zuzick]:

how

com]:

oh

zuzick]:

i would i wouldn't say the inner workings of our business i don't think that's

zuzick]:

entirely accurate but it definitely provided a lot more clarity on what was going on

zuzick]:

in a day day basis that sometimes was and out of mind out of sight

zuzick]:

right and i think

com]:

yeah

zuzick]:

um m whether it's a company dealing with you know

com]:

yeah

zuzick]:

the financing the from the government or testing or

herda]:

yes

zuzick]:

how are we going to deal with mexico when the government comes down and shut

zuzick]:

them down and says you're not going to work so i provided a lot more

zuzick]:

clarity i think to everybody um and again i go back to the core values

zuzick]:

our health and safety right i mean i think people no one took advantage of

zuzick]:

our situation

com]:

so

zuzick]:

of covid where i think some other companies did and we said here you know

zuzick]:

here's here's what we need to do to keep your health and safe healthy

herda]:

yeah

zuzick]:

and safe

com]:

m

zuzick]:

you don't feel healthy you don't feel safe don't come and work

herda]:

right

zuzick]:

um

com]:

may

zuzick]:

m we'll help you through it

herda]:

yeah

com]:

oh so knowing what you know now what advice would you give to the younger

com]:

generations

zuzick]:

yeah

com]:

looking to hire into the blue color space

zuzick]:

you know that's

com]:

oh

zuzick]:

a fantastic question and

herda]:

what we

zuzick]:

i would

herda]:

do here

zuzick]:

i

herda]:

on

zuzick]:

would

herda]:

color b s were more like a

zuzick]:

ye

herda]:

journalistic

com]:

oh

herda]:

type show right hard hitting sixty minutes type program

zuzick]:

so it

com]:

yah

zuzick]:

is i was going to compare to sixty minutes

herda]:

oh

zuzick]:

you know

com]:

ah well brad's questions are soft

zuzick]:

sunday

com]:

balls

zuzick]:

sunday sunday evenings after football next on

herda]:

uh

zuzick]:

next and

herda]:

uh

zuzick]:

sixty minutes

com]:

yeah

herda]:

followed by me still big brother right

com]:

yeah

zuzick]:

yeah and then i guess i cristchristie

herda]:

yes

zuzick]:

murder she wrote if i recall growing up

com]:

ah

herda]:

we'll get we'll get dubbed

com]:

yeah

herda]:

put on the wizard of oz

zuzick]:

i digress

com]:

oh

zuzick]:

i think the what we've learned what my

com]:

oh

zuzick]:

advice to anyone coming in to work for us

com]:

oh

zuzick]:

i challenge that person

com]:

yeah

zuzick]:

on the other side

com]:

oh

zuzick]:

you know it's very

com]:

oh

zuzick]:

cliche

com]:

yes

zuzick]:

type question but where can i be in five years

com]:

o

zuzick]:

where do you want to be in five years where can i be in five

zuzick]:

years and

com]:

hm

herda]:

i like that i

zuzick]:

i

herda]:

like

zuzick]:

think

herda]:

that a

zuzick]:

that

herda]:

lot

zuzick]:

i think that's the

herda]:

eh

zuzick]:

that's

com]:

oh

zuzick]:

the ones that we as leaders need to

herda]:

oh

com]:

oh

zuzick]:

think about and i

com]:

no

zuzick]:

go back to the coaching days is you know why do you want to be

zuzick]:

on this team for and

com]:

oh

zuzick]:

i

com]:

ah

zuzick]:

want

com]:

oh

zuzick]:

to better myself i want to get a scholarship i want to know i'm excited

com]:

m

zuzick]:

about being on this team whatever that might be then say

com]:

yeah

zuzick]:

okay let's build upon that let's build around that and find a way to get

zuzick]:

you where you want to go it's your choice you know i said this before

zuzick]:

but a team if i think they can be here and i

com]:

m

zuzick]:

want to help them get there it's up to them to do it

herda]:

right

zuzick]:

right it's

com]:

yeah

zuzick]:

so

herda]:

oh

zuzick]:

you got to have that earn

com]:

yes

zuzick]:

my strength mentality but the same time

com]:

yes

zuzick]:

i think you have to challenge the person on her side is how do i

zuzick]:

get there and

herda]:

m

zuzick]:

i mean we've all heard stories about you know they expect the high wages and

zuzick]:

stuff like that well again i think there are some of those situations out there

zuzick]:

with employes

com]:

m

zuzick]:

but i think if you took a hundred of them and said what's most important

zuzick]:

to you ninety five percent l ninety five would say listen i just want to

zuzick]:

know how i can improve what i'm doing today and help and elevate their game

zuzick]:

and that's what we need to do as leaders

herda]:

correct so if there are individuals that are listening this show locally

zuzick]:

ah

herda]:

or even anywhere across the country or mexico or wherever they might be because we

herda]:

are a world wide show

zuzick]:

oh

com]:

yes

herda]:

how would they get a hold of

com]:

there

herda]:

you to

com]:

we

herda]:

find

com]:

are

herda]:

opportunity or to create a connection or just to potentially look for an

com]:

oh

herda]:

opportunity to connect and maybe get some of that awesome leadership you're offering

com]:

oh

zuzick]:

so i'm big on linked in can find me and linked in there's not a

zuzick]:

lot of crisusics and linked in so

herda]:

no no

zuzick]:

that's

com]:

yes

herda]:

there

zuzick]:

the

herda]:

aren't

zuzick]:

best way to

herda]:

uh h

zuzick]:

best best

com]:

yeah

zuzick]:

way to reach me is linked in i think it's one of the best venus

zuzick]:

for

com]:

oh

zuzick]:

social type topics like we're talking about today i always

herda]:

m

zuzick]:

find myself having that moment sometimes i read something or see something and i'm like

zuzick]:

i never thought of that before so the best way to reach me is linked

zuzick]:

in and

herda]:

okay

zuzick]:

you connect an if you connect in um i will reach back out to you

zuzick]:

and

com]:

yeah

zuzick]:

it's kind of rewarding i still have

com]:

oh

zuzick]:

students who i taught who are now in the work for us who have now

zuzick]:

over the years have reached out to me and connected via linked in

com]:

m

zuzick]:

that is very rewarding when you see your your

com]:

oh

zuzick]:

fortune earl fifteen ear old player that was you know

com]:

yeah

zuzick]:

full of

herda]:

hm

zuzick]:

energy and now they're

com]:

yeah

zuzick]:

an executive some place it makes

com]:

yeah

zuzick]:

a few hole but also makes it kind of proud too

herda]:

absolutely

zuzick]:

that they kind of connected so

com]:

yeah

herda]:

that

zuzick]:

that the best way is linked in

herda]:

awesome

com]:

yes

herda]:

um

com]:

yeah

herda]:

thank you so much for being on the show today christopher i really appreciate your

herda]:

taking the time out of your busne schedule as i know you got a lot

herda]:

going on to to share that your wisdom and thoughts on the work force and

herda]:

what's happening and thank

com]:

oh

herda]:

you very much

zuzick]:

you guys

com]:

yeah

zuzick]:

doing

com]:

thank

zuzick]:

a great

com]:

you

herda]:

yeah

zuzick]:

doing a great service to the industry and keep on keep on keep on on

zuzick]:

against as they say

com]:

oh

herda]:

we appreciate it thank you

zuzick]:

thank

com]:

right

zuzick]:

you

com]:

thanks

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About the Podcast

Show artwork for Blue-Collar BS
Blue-Collar BS
Disrupting the "Old Guard" while solving Today's "People Problem"

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About your hosts

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Brad Herda

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Stephen Doyle