Talkin' 'bout my generation

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NIHRA welcomes the following new members: Cassandra Rosene, Stillwater Hospice; Eric Bowser, Edward Jones; Miriam Posluszny, McGohan Brabender and Benita Foster, Rolls Royce.

Board Member Spotlight featuring: Sarah Weiss, Sponsorship Director.

Member Spotlight featuring: Lisa Bresley, 111 Design.

Lindsay Boccardo, Lindsay Boccardo Training & Coaching who will be hosting our November 16th Zoom Webinar, Every Generation Matters.

Generation Z weighs in on their 1) dream job and 2) what they expect from employers.

Episode Transcript

Speaker 1 (00:01):
We'd like to welcome the following new members
Cassandra Rosine StillwaterHospice, eric Bowser, edward
Jones, miriam Puzz-Lucny,mcgowan Brae-Bander and Benita
Foster from Rolls Royce.

Speaker 2 (00:25):
Nira 2024 live webinar October 26, 10 to 11 am.
With Zoom, we will spend anhour getting to know the
candidates for our Board ofDirectors election so that you
are able to vote for those thatyou feel will best represent and
serve in 2024.
As time allows, we will alsopreview just a portion of the

(00:47):
amazing speaker and event lineupthat we have for 2024.
You will have the opportunityto jump in the chat and ask
questions to be presented to ourcandidates as well.
So come prepared Now plan toattend Nira 2024 live webinar
October 26, 10 to 11 am.

Speaker 1 (01:11):
Today we will be featuring Sarah Weiss, our
partnership director, tointroduce herself.
Sarah, welcome to the program.
Tell us about yourself and whatNira means to you.

Speaker 3 (01:24):
Thanks, Mike, for having me on.
I'm excited about the programbecause we're going to have some
great changes.
But for partnership, what we'relooking towards doing is
developing an option andopportunity to increase outreach
and exposure for these partnersmore than they've ever

(01:44):
experienced before with Nira.

Speaker 1 (01:49):
So what's your vision for the sponsorship and can you
tell our listeners anythingabout upcoming changes?

Speaker 3 (01:58):
My vision is to create year round engaged
partnerships and, for thechanges we're going to have
various partnership options andincrease exposure and
opportunities.
More options than in previousyears.

Speaker 1 (02:16):
So, sarah, some sponsors may not be happy with
increased costs.
What does the Nira board intendto do with the extra money?

Speaker 3 (02:26):
So what we intend to do is, with the different
categories of partnership, weactually are looking to have
them more exposed on socialmedia, even on the Nira podcast
on our website, have themfeatured in more events than
maybe just one or two, so thatway they can have more bang for

(02:47):
their buck, more opportunitiesfor those products and services
that they have to be featured.

Speaker 1 (02:57):
Great, anything else you want to share with our
listeners?

Speaker 3 (03:02):
Yes, with this new partnership levels, we're
looking to increase the qualityof speakers, the conference
quality, the new types of eventsthat we're going to have, very
different than 2023 and before.
So I really do believe in this.
I know that the partners willbe so ecstatic to see these

(03:24):
changes because it benefits themand Nira and the members so
much.

Speaker 1 (03:30):
Well, thanks for your time today, Sarah.

Speaker 3 (03:34):
Yes, thank you so much for having me on.

Speaker 4 (03:41):
Mark your calendars for an exciting event from
Disrupt HR Fort Wayne on October26, from 6pm to 8pm at
Bergstaff Place, 2020 EastWashington Boulevard.
Disrupt HR is like nothing youhave ever seen unless, of course
, you have attended a previousDisrupt HR event.
We all have challenges.

(04:03):
Whether you are a seasoned HRprofessional, brand new to HR,
an HR department of one, a smallbusiness owner that gets the
pleasure of adding HR to theirjob description, or you are a
leader that manages people, thechallenges are real.
The best way to overcomechallenges is to think of new

(04:24):
and innovative ways to tacklethem.
Now imagine hearing these newideas from experts that have
been there, done that andsucceeded.
This event is different frommost others you have attended.
We will have 12 to 14 speakerseach speaking for just five
minutes, teaching and inspiringus quickly.

(04:44):
We have appetizers availablefor you to enjoy and there will
be a cash bar planned now toattend.
You can register at nyraorg forDisrupt HR Fort Wayne on
October 26, from 6pm to 8pm atBergstaff Place, 2020 East
Washington Boulevard, hope tosee you there.

Speaker 5 (05:08):
Hi everyone, this is Anne.
Today, I have a memberspotlight with Nyra, and I have
joining us today Lisa Bresley.
She's an HR manager with 111Design.
Hi, lisa, hi, how are you Good?
Thank you so much for yourwillingness to be a part of the

(05:33):
member spotlight.
Absolutely Thank you for havingme.
So, lisa, with Nyra, how longhave you been a member?
I've been a member with Nyrasince 2021.
Okay, so a little recent, butlong enough to have probably had
the opportunity to attend someluncheons.

(05:55):
Oh, yeah, absolutely, I try togo anytime we have them.
They're very, very valuable.
Great, lisa, are you a SHIRmember as well?
I am.
I've been since.
I think it's been about since2015 or 2016 that I've been a
SHIR member.
Great, that is great.

(06:15):
A few years then?
Definitely yeah, it has been awhile.
I did it through my master'sprogram, so I wanted to make
sure I was getting as much outof that as possible, so being a
SHIR member was just ano-brainer.
Yeah, that's awesome.
So, lisa, we're excited to hearabout why you chose the human

(06:37):
resources profession.
Yeah, so I think the mainreason that I chose this
profession was just to be anadvocate for the employee.
I had worked for a companyseveral years ago that was just
blatantly discriminating againstemployees, and one employee in
particular was just too afraidto confront the HR department

(06:59):
because they felt that itwouldn't do any good and that
just really broke my heart.
So I guess I switched gears andI just went back to school and
received my master's in humanresources management, just
because I want employees to feelthat they have a safe place to
come in times of need.

Speaker 3 (07:16):
Okay.

Speaker 5 (07:17):
That's Great that you had that experience to kind of
open your perspective, like yousaid, on ways that you can
continuously improve in yourworkplace.
Lisa, I'm curious were you inhuman resources prior to that
experience?
I wasn't.

(07:38):
That's actually what startedthe whole process.
It wasn't until probably 2017,I believe it was when I actually
got my first true HR job, and Iwas working out in Washington
DC at the time, and I worked fora transportation consulting
company out there and I was theHR administrator for them.

(08:01):
Okay, so some similar past thatkind of correlated with that
experience as well?
Yeah, absolutely so.
We all have experienced some ofthe rewarding but yet
challenging aspects of humanresources.
What can you tell us, though,that you enjoy the most about it

(08:23):
?
It's always changing.
You never have one day that'sthe same.
I think we all kind of walk into the day thinking, okay, how
many fires need to be put outtoday?
So everyone can kind of relateto that and also maybe call it
cliche, but I really do enjoythe people.
There's just something aboutconnecting with employees and

(08:44):
getting to know them and whatmakes them tick, even the
stubborn ones.
I think that makes it fun andchallenging at the same time.
That is true for sure.
We have to have some drive inus to want to work with people.
That's pretty much thefoundation of it, and then, of

(09:07):
course, there's all the otheraspects, but you touched on this
a little bit, but pleaseenlighten us even more on what
aspects of HR you feel havereally changed over the last few
years, or just over the years.
Sure, I think for me personally, the one that stands out the

(09:28):
most is just HR's role withmental health.
Covid really catapulted mentalhealth to the top of HR's focus.
For the organization that Iworked for at the time, this is
a really big learning curve forus.
We went from 100 percent inoffice to 100 percent remote in
a matter of days.
We had offices across thecountry, so we really had to

(09:53):
pivot and try to quicklyunderstand the changing needs
and concerns of our employees.
The big question was how can wesupport them during this
difficult and unpredictable time?
We started by implementing amental health segment during our
monthly team meetings.
We made sure to connect witheach individual employee

(10:13):
periodically just to ensure thatthey were doing okay and that
they felt supported.
We also opened our calendarsjust to let employees schedule
weekly meetings with us so theycould talk about whatever it was
that they wanted Didn't have tobe work related, it could be
anything personal going on.
A lot of our employees werehere on we called them

(10:34):
secondments but they were herefrom the UK for maybe words of
two to five years, and so a lotof them were by themselves.
They didn't have their family,so that made it even more
important for us to reach outand really connect with them and
make sure that they were doingokay.
We also put a lot more focus onour employee assistance program

(10:55):
too and the benefits that itprovided.
Just really one of the biggesttakeaways for me was that no
one's mental health journey wasthe same.
It just makes it increasinglyimportant that organizations
help eliminate the stigmasurrounding mental health,
increase awareness and provideresources to employees so that
they feel supported in thatjourney.

(11:16):
That's awesome.
I love that you shared this.
I think that we can all agreeon that.
It's been a really importantaspect that's changed and
probably just surfaced, and Ithink it even more so now as

(11:36):
well.
Definitely thanks for sharingthat, lisa.
I think that's important forall of us to hear.
It's really great that yourorganization took a proactive
approach.
I know several organizationsstill struggle with that, so
that certainly might be greatthat you share that and you
could possibly be a greatnetworking connection for

(11:58):
someone that needs some guidanceor just some stories on how to
get that started.
For sure, yeah, always happy tohelp.
What do you consider to be themost beneficial experience about
being a NIRRA member?
I think, hands down, it's thecommunity.
There's a lot of days where Iquestion if I know what I'm

(12:21):
doing and if it's right.
Before, I was always afraid toask questions, just thinking
that I should already know theanswer.
Come to find out that there's alot of us out there that deal
with the same things.
Just being able to lean on oneanother for advice and
encouragement has been reallycomforting.
I'm so happy to hear that.

(12:43):
I think it's great just to hearthat from others.
I agree, it's a beneficialsupport to have with all of
those that are in NIRRA and inthe community, like you said.
I have, of course, somehopefully fun questions for you.

(13:04):
Sure, if you could choose onesong to play every time you
walked into a room for the restof your life, what song would
you choose and why I chose?
I Want to Dance with Somebodyby Whitney Houston.
It's my hype song.
It really gets me going,excited for the day and really

(13:26):
you just can't help butliterally dance to it when you
hear it.
So that's definitely the onefor sure.
That's for sure.
That's kind of like a classicone, right?
Yeah, absolutely.
What about superpowers?
Would you?
choose any superpower, which onewould you choose and why?

(13:46):
Yeah, this is kind of a toughone, because I think maybe the
ability to teleport would bekind of cool, just because
sometimes I don't love to travel, so if I could get there as
quick as possible, that'd begreat.
But also the ability to readminds, but selectively do so,
just because I don't need toknow everything that someone's
thinking, because that'sprobably scary and weird, but it

(14:10):
would just be really helpful insome situations.
You know, like maybe trying tounderstand what my boss is
thinking, sometimes Like alittle snippet, right, not too
much, but just enough.
Yeah, just give me a little bitso I know where to go.
Yeah, those are great.
Those are, I think, some commonsuperpowers that we all feel

(14:32):
would be very helpful in time.
Sure, yeah, lisa, would you liketo share with us what you enjoy
doing in your free time or somehobbies that you like to
participate in?
Yeah, really, in my free time Ispend a lot of time with my
husband.
We have three cats that weadore.

(14:53):
They are our children right now, so just love them to pieces.
But I also enjoy crossstitching.
I enjoy golfing, even thoughI'm not great at it.
Still a lot of fun, don't liketo take it too seriously, and we
also like to go antiquing andjust like trying new restaurants
, especially in the Fort Waynearea, with how much Fort Wayne
has grown over the past severalyears.

(15:14):
Ok, are you willing to sharewhat the most recent restaurant
you tried was?
I think the most recent one.
I know it's been around for alittle bit, but it was Mercado.
Went there for my birthday andit was amazing, so I recommend
it highly.
Ok, yeah, nice.
So, as far as Niagara goes, doyou have a favorite or most

(15:41):
memorable speaker at one of ourmonthly luncheons?
Or I just took another quicklook at what we have lined up
for the rest of the year and I'mlike, wow, is there one coming
up that you feel, oh, this one'sprobably going to be memorable?
Either way, who would you liketo share and why do you feel
they were most memorable?
Yeah, I think the one so farthat stuck out to me the most is

(16:04):
Jeff Nishwitz.
I hope I pronounced that right.
He did a monthly luncheon onsnow globe leadership and I just
felt that that was superinspiring.
You know, I think he did areally great job of giving us
all tips and tricks to help kindof shift the mindsets of
leadership just to do better fortheir employees, and so that's

(16:26):
a lot of what he said I tried toput into practice here at 111
Design, you know, and it'schallenging at times, but I
definitely think it's beenbeneficial.
That was a good one.
I was do recall that one wasthere and that was just a very
memorable one, and I liked howJeff kind of, like you said,

(16:48):
shifted your.
What you're thinking is like,take a minute to just think yeah
, I agree, so great Thanks forsharing that, sure, and which
one you felt was memorable.
So, lisa, do you have anyencouraging words for someone
that is listening in or maybeconsidering to join Naira?
Yeah, you know, my question iswhat are you waiting for?

(17:10):
You know, seriously, naira isjust such a great community of
HR professionals.
Everyone is willing to help oneanother out.
You know there's no such thingas a stupid question and you
know we all like to have a lotof fun, so it's definitely worth
it, awesome.
Well, I thank you for sharingthose words and encouragement

(17:30):
and hopefully that really, youknow, maybe pushes someone to
find out more if they're curious.
So thank you so much, lisa.
I also want to thank you againto for today for participating
in our member spotlight.
It's been great chatting withyou and learning about your

(17:52):
journey.
Yeah, thanks so much.
I really appreciate it.

Speaker 1 (17:56):
Today we'd like to welcome Lindsay Bacardo, who
will be hosting our November16th Zoom webinar.
Every Generation Matters.
Lindsay is the owner of LindsayBacardo Training and Coaching
as a nationally recognizedmillennial expert.
Groups from across the countrylean on Lindsay to help their
teams work better together.
With four generations ofemployees in the workforce right

(18:19):
now, leaders are looking fornew ways to help their
organizations stand out, recruit, retain and engage the talent
on their teams.
That's where Lindsay comes in.
She speaks to groups, large andsmall, coaches their top talent
and provides real, actionablesolutions for creating success
in a multi-generationalworkplace.

(18:39):
Welcome to the program, lindsay.

Speaker 9 (18:43):
Thanks for having me, Mike.
I'm excited to be here with you.

Speaker 1 (18:47):
So you'll be hosting our Zoom webinar.
Can you give our listeners ataste of what to expect?

Speaker 9 (18:54):
Yeah, I think this is great because there's a lot of
elements when we talk aboutmulti-generations at work.
There is a ton that we couldtalk about.
There's 50 rabbit holes wecould go down, and one of the
most important things for us todo when we're together is to
talk about the reasons why weget frustrated with those who

(19:14):
are in a different generationthan us.
Because I found as a coach thatuntil you understand what's
happening inside of you whensomebody sit across the table,
until you are self-aware and youknow why you're feeling the way
you are, we tend to treat theother person like an other.
We tend not to be able toreally listen and want to make

(19:37):
space to understand them.
So the job of this webinar isfor us to understand.
Why am I frustrated with myolder employee, my younger
employee, my grandparents, mygranddaughter.
Why am I frustrated?
And that's what we're going toget to the bottom because
there's actually a pattern ofthe types of frustrations that
folks have, so once you canidentify that, it's a lot easier

(19:57):
to move through it.

Speaker 1 (19:59):
That sounds exciting.
Yeah, with four differentgroups of age ranges that are
working together right now,there's definitely a wide
variety of ways that we enterour daily work in the way that
we achieve it.

Speaker 9 (20:16):
You nailed it.
That's it.
I mean, if you look over thelast hundred years of the
definition of leadership, of thetechnological trends, of just
what has changed in a singlelifetime, you see that depending
on when you entered into theworld if it was the 80s or the
60s you kind of entered intodifferent worlds and when we

(20:37):
come together it's so importantto keep in mind everyone's past
experiences, their expectationsof leaders, their relationship
to current technology.
You know we've all had uniqueexperiences that lead us to the
expectations we have at work.

Speaker 1 (20:56):
Agreed.
Well, we look forward to yourupcoming webcast.
So I've heard that you're amusician.
Can you tell us about that andhow to join the band?

Speaker 9 (21:09):
Oh, my goodness, I would love to.
So I am a musician, I'm adrummer and I just, I like to
hit things with sticks, mike, Idon't know what else to say.
It's my jam, I like to playalong.
You know, it doesn't matter ifit's Joan Jett or modern music,
or music that doesn't even havedrums on there.
Let's find the rhythm, let'sfind the pattern together.
I love it, and what we did waswe took my love for music, but

(21:33):
ultimately my love forpracticing music, and created a
type of training around that.
So this is what I've learned asa drummer there's moments that
you have on stage where you're,you know, doing the razzle,
dazzle, you're making thisbeautiful moment, but the truth
is you spend 10 more amount oftime.

(21:53):
You spent way more time gettingready for that moment behind
the scenes, behind the curtain,and sometimes with leadership
skills.
I find that we go to trainings.
Or we go to, you know, awebinar just like this one, or
we go to one training and wethink, well, certainly after I
hear these big ideas, I'm goingto implement them all and be a
totally different leader on theother end and we all know that's

(22:15):
not true.
So the purpose ofpracticewithlindsaycom is for
leaders to come pull the curtainback, get behind the curtain
and practice their skills withother people.
Break down listening, coaching,setting goals, public speaking,
even storytelling all theseskills that we need.

(22:36):
Break them into smaller,bite-sized pieces that you can
practice with colleagues behindthe scenes.
So, when the moment comes andit's time to step on stage and
leave the meeting or give thefeedback, you've practiced the
skills to be able to do that.
Well, once you are actually onstage as a leader, and because I
find so often that we kind ofstumble into scenarios and

(22:59):
relationships and difficultconversations we just we weren't
even really ready for, sopractice.
Withlindsay is a place whereleaders come to safely practice
their emotional intelligence.

Speaker 1 (23:11):
That sounds exciting.
And how did you say peoplecould, could participate or join
the band.

Speaker 9 (23:19):
Yeah, you just go to practicewithlindsaycom.

Speaker 1 (23:21):
Okay, great.

Speaker 9 (23:22):
And all the information's there in the band
We've got, you know, we've gotband practice.
I wish I could say it was inthe garage.
I had, you know, Coca-Cola'sfor everybody.
But, very similar We've got.
We've got band practice once amonth together, man, and that's
what we do.
We practice for 30 minutes.
We practice one specific skillso you can take it to the stage
that month and do it in realtime with your team.

Speaker 1 (23:44):
Oh, that's great.
So tell us about the porch.

Speaker 9 (23:50):
Okay, so the porch.
I started the porch during COVIDbecause, when everything
started to shift, I thoughtcertainly there's got to be
somebody who's more preparedthan me for what's happening
right now.
And I felt what if I went andfound leaders who are focused in
the emotional intelligence kindof sphere of growth, that

(24:15):
they're the type of leaders thatare always looking to
understand neuroscience,understand relationships,
understand relational dynamics?
What if I could just interviewthem while we're all sitting in
our homes during COVID, so thatas we listen to them, they're
really mentoring us and helpingus grow, despite the fact that
we're all isolated?
And so that's why I began theporch.

(24:36):
The porch is meant to be acasual conversation, just like
you'd have with your neighbor onyour front porch, where we've
got incredible leaders sharingtheir life stories, what they've
learned, mentoring us and howwe can grow, so that we have
these opportunities to buildteams.
We also have these mentorshiphours under our belt, where

(24:58):
we've learned from some of thegreatest and we've learned how
to shape our perspectivedifferently and how to work
together despite differences andall the things that we hope to
be as modern day leaders.
I go and find those folks andask them to mentor us for an
hour.

Speaker 1 (25:14):
That sounds great.
How can our listenersparticipate in the porch?

Speaker 9 (25:19):
Oh, that's great.
You can check it out.
It's on YouTube.
The recordings are on YouTube,but you can also just if you're
a podcast person, like I'm, apodcast girl.
I got my list for the week.
You can grab it on Apple iTunes.
You can grab it on Spotify allthe major podcast distribution
groups you can go to.

(25:40):
So if you just search the porchLindsay Bacardo, you'll see it
pop up and you'll see lots ofcompelling conversations about
the future of leadership frompeople that have more experience
than me, that have a lot ofgoodness to share.
So you should definitely checkit out.
And when you're walking the dog, when you're cleaning, when
you're folding your laundry,it's a great lift, it's a great

(26:02):
opportunity.

Speaker 1 (26:04):
Is there anything else you'd like to share about
your company and how ourlisteners might be able to get
in touch with you?

Speaker 9 (26:12):
I think the examples you gave are fantastic.
My goal is to create a placewhere we can all connect and
grow closer together and createenvironments where that we look
forward to going to on Sundaynight, going into Monday.
So there's a lot of ways to dothat, whether we meet up at the
end practice, or you want to siton the porch with me, or you
want to come to this webinarcoming up in November.

(26:35):
Come and just spend somequality time with us, learn
something new about yourself,learn something new about how
you can connect with otherpeople.
That's my goal.
That's my dream is that everytime we're together, we get a
little bit more self-awarenessand a little bit more others
awareness.
We continue to grow as leadersbecause I'll tell you this

(26:55):
generation, right now we have todecide if we're going to keep
doing it the way it's alwaysbeen done or if we're going to
be the leader that we didn'thave.
And so I'm standing in that gap,with so many leaders who say,
okay, this is what leadershipused to be, this is what it
needs to be as we look into thefuture.
There's a big gap where there'semotional intelligence, skills,

(27:18):
self-awareness and just healingfrom our own past.
Those are things that we haveto do if we want to lead the
next generation.
It's a personal challenge toeach of us to say will I be the
leader I didn't have?
I'm going to have to do thework, I'm going to have to put
in the practice, I'm going tohave to put in the hours.
It's humbling to say, ooh, theway I see this may not be the

(27:40):
way that future generations seeit.
Let me really consider thatthis is an opportunity for all
of us to be the leader we neverhad, and to not lean into
seniority, old-fashionedauthority and fear to get people
to do what we want, but to bethe types of leaders that the
next generation really wants tofollow.
And that's going to take a lotof personal growth.
I don't think there's any wayaround it.

(28:01):
So that's what I'm excited tocontinue to inspire leaders to
want to do, to be the leaderthey never had.

Speaker 1 (28:09):
Thank you for your time today, Lindsay.

Speaker 9 (28:13):
You're welcome, Mike.
Thanks for having me.

Speaker 1 (28:15):
So remember to register for her upcoming Zoom
webinar, every GenerationMatters, on November 16th from
10 to 11 am at Niraorg.
Know why skeletons are so calm?
Because nothing gets undertheir skin.
So I'm here at Ivy Tech againtoday and I am talking to

(28:38):
students.
I'm asking them some questions.
And what is your name?
Ethan.
Where are you from, ethan?
Cherubusco.
Okay, great.
So what is your dream job?

Speaker 10 (28:51):
I'm not really sure my dream job yet, but I think
it'd be like Re-Litter,re-litter.

Speaker 1 (28:58):
Okay, you want to sell places?
Huh, All right.
So one other question for youwhat do you want employers to
know is important to you?
I'd say what's important to meis working hard.
Yeah.
Like always showing up anddoing the right thing.
Okay, so that's your perceptionof how to get the job done

(29:21):
right.
What about what's important forthem to do for you as an
employer?

Speaker 10 (29:27):
I'd say just show like support and like give
benefits and incentives.

Speaker 1 (29:32):
Okay, great Well, thank you for your time today.
Yep have a good one.
So what's your name?
Zane?
All right, I'm going to ask youa couple of questions.
What would be your dream job?
Um a journeyman electrician.
Yeah, yeah, okay.
So are you going to stay herein the area?

(29:53):
Are you looking to moveelsewhere?

Speaker 11 (29:56):
Um, I don't really know right now.
I guess wherever the moneytakes me.

Speaker 1 (29:59):
Okay, hey, I get it, man.
So, um, what would you likeemployers to know is important
to you personally?
Um my work ethic.
Not from expectations of you,but your expectations of
employers, to know Like what'simportant to you as an employee.

Speaker 11 (30:25):
Good benefits.
Uh, if I need time off foremergency reasons or whatever,
that too.

Speaker 1 (30:30):
Oh, okay, great, All right.
Well, thank you for joining metoday.
Thank you for having me.
All right, all right, um,what's your name?
My name is Emmanuel.
Okay, um, what uh is your dreamjob?

Speaker 7 (30:47):
Um, my dream job is to be a electrician.
I don't know what type ofsomething in that field.

Speaker 1 (30:53):
Okay, so you want to be an electrician.
So, um, what is important foryou to about, like, what type of
employer do you want to workfor and what kinds of things
would you like for them toprovide to you as an employee?

Speaker 7 (31:13):
So I would want them to provide like access to like,
like to growing more in theirtrade.

Speaker 8 (31:22):
You know, to see different things and, uh, to get
to know people better so youcan be better connected to the
community and more options, kindof like a networking
opportunities, then Okay, great.

Speaker 1 (31:33):
And uh, I think I heard you say like training and
development too.

Speaker 7 (31:36):
Yeah.

Speaker 1 (31:36):
Okay, anything else important to you for employers
to know?
I'm always ready to work.
Okay, always ready to work.
All right.
Well, thank you for your timetoday.

Speaker 7 (31:51):
Yeah, appreciate it, all right.

Speaker 1 (31:55):
So what's your name?

Speaker 14 (31:56):
My name is Jack.

Speaker 1 (31:57):
And where you go to school Jack Homestead High
School Okay, Homestead.
So what is your dream job?

Speaker 14 (32:03):
Um, my dream job is to be a mechanical engineer for
the Air Force or Army.

Speaker 1 (32:08):
Fantastic, all right.
So in going to work for theUnited States government, uh,
what, what do you hope that theywill provide to you as an
employer?
What, what, what kinds ofthings would you like?

Speaker 14 (32:22):
Um, probably just to be treated like fairly.
Um, good, good pay, um pay formy college and stuff, Hopefully,
Sure yeah.

Speaker 1 (32:34):
Excellent, all right, well, thank you for your time
today.
Thank you too.
So what's your name?
My name is Morgan.
Morgan.
Okay.
So, morgan, where do you go toschool?
I go, I am homeschooled.
Okay, You're homeschooled Um,Morgan.
What is?

Speaker 15 (32:50):
your dream job.
My dream job is to be a welderand a maintenance worker for
certain facilities.

Speaker 1 (32:56):
Okay, a welder and a maintenance worker for whatever
facility that you're looking towork for.
What type of industry you'rehoping to go into?
Uh, automotive, automotive yes.
Okay, great.
Um, what do you hope anemployer will provide to you as
an employee, or what are yourexpectations of of employers?

Speaker 15 (33:19):
So I would hope for like a good pay, but also a good
home and work balance.

Speaker 1 (33:24):
Okay, what?
What does that look like to you?
A homework balance?

Speaker 15 (33:28):
So like it would be a good balance between going to
work and being able to spendtime home with my family and
other friends.

Speaker 1 (33:35):
Okay, great Well, thank you for your time today.

Speaker 15 (33:38):
Yes, thank you, thank you, thank you, thank you,
thank you, thank you, thank you, thank you, thank you.

Speaker 1 (33:42):
So what is your name?

Speaker 16 (33:43):
My name is Orion Kellen Ryan, orion Orion, okay.

Speaker 1 (33:47):
Um Orion, um.
So, uh, what is your dream job?

Speaker 16 (33:53):
Um, for like to go to college and stuff, it's gonna
be CNC programming.
Okay.

Speaker 1 (33:57):
CNC programmer.

Speaker 16 (33:58):
But like naturally, it's like an eSports team member
because I'm really good in thatfield and I've already made
money off of it.

Speaker 1 (34:04):
Okay, tell us about that, Uh.

Speaker 16 (34:07):
Fortnite.
I've played it since it cameout.
Uh-huh, I've, I'm inside aneSports tournament like eSports
org.

Speaker 1 (34:13):
Yeah.

Speaker 16 (34:14):
It's like a sub for a pro team.
Okay awesome, I just want to dothat, and if that doesn't go
anywhere then it's gonna be aCNC program.

Speaker 1 (34:21):
CNC programmer.
Okay, so in going to work foran employer, what is your
expectations or what would youlike them to provide to you as
an incentive for you to comework for them?

Speaker 16 (34:34):
Like a bonus to the job because, like, if I'm, if
I'm for the CNC, I've alreadyspent my time trying to learn
how to do that before I go Right.
And they're gonna be hiring meto help them, uh-huh.
So I want some kind of bonusfor me to help them.

Speaker 1 (34:45):
So bonus, what else?
What are your otherexpectations for the employer to
provide for you as an employee?

Speaker 16 (34:53):
Like what's going on about the job and how it's
gonna be out through the day andfuture, if I'm gonna have to
leave you in the future, or am Igonna be like a long-time
employee?

Speaker 1 (35:01):
Okay, so you want to um place where you can have a
career?
Mm-hmm, is that, is that yourthoughts?
Yeah, Okay, what about anybonuses, or not?
Bonuses, but benefits?

Speaker 16 (35:12):
Any certain benefits important to you, like health,
reality, health insurance andlike dental insurance and stuff
like that.

Speaker 1 (35:16):
Okay, Health, dental, those kind of things, mm-hmm,
Okay.
Well, thank you for your timetoday.
Mm-hmm.
So what's your name?
Uh, mason, jax.
Mason, where do you go toschool?
I go to Cherubuska High School.
Okay, so um what is your dreamjob?
Um to become a sports medicinephysician.
Sports medicine physician.
Okay, so in going to that fieldand going to work, are you

(35:39):
gonna work for yourself?
You looking to work for anemployer?

Speaker 17 (35:42):
What um, I want to work with like a sports team or
something like that, okay.

Speaker 1 (35:46):
So you would join an organization or a team?
Yeah, so in going to work forthem, what is important to you,
or what's your expectations ofthem?
To provide you, to get, get youto go work for them directly?

Speaker 17 (36:01):
Um, probably like be like on, like a pro sports,
like go to the field and like,whenever something happens, just
go out there and help them.

Speaker 1 (36:09):
Okay, sure, but like um, like uh, do you have any
certain expectations, like youwant them to provide you certain
benefits or certain pay, Likewhat's your, what's your
thoughts, what do you want themto know to get you to work for
them?
Um six figures.
I guess Six figures.
Okay, all right, and anythingelse important to you, um not

(36:33):
really.
There's no right or wronganswers, it's just really I'm,
I'm just kind of broadcastingthis to a bunch of HR
professionals to let them knowwhat up and up and coming people
to the workforce, what, what isimportant to them, um, and and
give them a taste or anunderstanding, so anything else.

(36:53):
I think that's all.
All right, thanks for your time.
So what's your name?
My name is Joey Roy.
Joey, where do you go to school?
Uh, Cherry Busco High School.
Okay, so what is your dream job?

Speaker 13 (37:06):
My dream job is to be a police detective one day
Police detective, all right.

Speaker 1 (37:10):
So um what interested you in that field?

Speaker 13 (37:15):
Well, I've always wanted to have a job that'd be
different every day.
I never wanted to have like anoffice job where I'm nine to
five in and out every day.
I've always wanted to dosomething different and I've had
some police officers of my lifeand always been inspired by
them.

Speaker 1 (37:27):
Okay, great, and okay , and, and going to work for a
police department per se, what?
What do you want them to knowis important to you in terms of
what?
What would, what would lure youor motivate you to want to work
for them and as opposed toanother one?

Speaker 13 (37:44):
Well, payment obviously is the biggest thing.
Right Aside from that, like Isaid, just not always at an
office, not always at a desk,out out actually in the field
doing things, solving crimes,stuff like that Okay.

Speaker 1 (37:56):
Thanks for your time today, of course.
So what's your name?

Speaker 18 (38:01):
Riley Morgan Okay.

Speaker 1 (38:02):
Riley, where do you go to school?
Northrop?
Okay, northrop.
What is your dream job?

Speaker 18 (38:08):
Dream job?
Well, I'm planning on goinginto trade school for
engineering.
Dream dream job, honestly,would be something like a
bricklayer cause.
I enjoy building, creating andlike sculpting things.

Speaker 1 (38:21):
Okay, fantastic.
So what would make you want towork for one employer as opposed
to another?
What's your expectations foremployers?

Speaker 18 (38:32):
A single expectation I have for a main employer
would be respectfulness, theability to actually work with
that person, or how well they dotheir job, Because if I find
somebody that's you know,unreliable and the another thing
would be being able to workwell with others as well.

(38:55):
So team scale building and justworking together.

Speaker 1 (39:01):
All right, well, thanks for your time today.
All right, thank you.
What's your name?
My name is Alana.
Alana, where do you go toschool?
I go to Snyder High School.
Snyder right down the road.
Yeah.
Awesome.
What is your dream job?

Speaker 8 (39:18):
I really don't have a dream job.
I would just say a job thatmakes money for me to take care
of my family.

Speaker 1 (39:24):
Okay, so what is your expectation of an employer that
you go work for?

Speaker 8 (39:31):
Hard working and probably sociable.
Like you know, they're a niceboss.
You wouldn't want to be a boss.

Speaker 1 (39:35):
Okay, so you want, you want somebody that's going
to work hard and be nice, niceto to to the people that work
for them.

Speaker 19 (39:42):
Yeah.

Speaker 1 (39:42):
Okay, great, anything else.
No Thanks.
All right, I kind of put you onthe spot, but thank you.
Thank you for your time today.
All right, bye-bye, bye.
So what's your name?

Speaker 7 (39:57):
My name would be Avari Moore.
Okay, where do you go to school?
I go to school at NorthsideHigh School.

Speaker 1 (40:03):
Northside.
All right, what's your dreamjob?

Speaker 7 (40:07):
My dream job would be to own my own business.
You know, be my own boss.

Speaker 1 (40:11):
All right, you want to own your own business and be
your own boss.
What do you?
What do you want to do?

Speaker 7 (40:16):
I want to, like you know, make my own clothing line.

Speaker 1 (40:20):
Oh, nice, Nice.
So I'm asking most of thestudents what do they expect of
an employer?
But since you're going to ownyour own business, what are you
going to provide to employees tomake them want to work for you?

Speaker 7 (40:33):
I want to make sure they're safe doing their job at
all times and I just want to,you know, make sure they're
comfortable when they're doingtheir job.
Don't want to be too hard onthem.
All right.
I definitely want to make surethey're doing what they post to.

Speaker 1 (40:45):
Sounds good.
Thanks for your time today.

Speaker 7 (40:47):
Welcome.

Speaker 1 (40:49):
What's your name, altoff?
Where do you go to school?
Homestead, homestead.
What's your dream job?

Speaker 16 (40:55):
Something in construction.
Something in construction Likeplumbing or carpentry.

Speaker 1 (41:00):
Plumbing or carpentry .
Okay, what?
What do you want from anemployer?
What's your expectations?

Speaker 14 (41:06):
Good attitude, hard work in and just, I guess, be
fine with everyone I guess.
Okay, Get along that kind ofthing yeah.

Speaker 1 (41:16):
Anything else you want to share?

Speaker 14 (41:18):
No, not really.
This is cool though, All right.

Speaker 1 (41:20):
thanks for your time.
Great.
What's your name?

Speaker 12 (41:24):
My name is Caden Kaufman.
I go to Columbia City.
I'm a senior, all right.

Speaker 1 (41:27):
Okay, so Caden, you go to Columbia City.
What is your dream job?

Speaker 12 (41:34):
No, I mean I used to be, I used to want to be an
astronaut but realize it's kindof dangerous.

Speaker 1 (41:39):
Sure, yeah, it's out of this world man, yeah, yeah.
Literally, but I'm intomachining.
Now CNC machining.
Okay, Like the CNC machining,yeah, so yeah, I know there's a
lot of that, certainly in theWarsaw area, right in the
medical industry, medical deviceindustry.

(42:00):
What's your expectations, orwhat do you want from an
employer to get them to, to getyou to want to come work for
them?

Speaker 12 (42:10):
I mean, obviously pay is a big part, I mean, but
just like an opportunity for thefuture and get me grown.
No, get a good job in thefuture.

Speaker 1 (42:20):
Okay, anything else you want to share?
No, I'm good.
All right, thank you.
What's your name?
My name is Michael.
Michael Great name, mine mineas well.
So welcome to Mike.
Tell me what your dream jobwould be.

Speaker 20 (42:38):
Honestly, for a while I was a librarian, I've
always had books.
I always want to.
I like reading.
I've liked bargain with books.

Speaker 1 (42:44):
Nice, awesome.
So you like to read, you likebeing in that type of
environment.

Speaker 20 (42:50):
I held the record for most books checked out for
both my age year and the entireschool, pretty much the entire
time I was in high school.

Speaker 1 (42:57):
Very nice.
Where'd you go to high school?
Snyder Snyder, okay, very closeby, we're at Ivy Tech again
today.
So you shared your dream jobbeing working for a library.
What do you want from anemployer to come and work for
them?
What's your expectations?

Speaker 20 (43:19):
Decent pay for my work is.
The big one is I want to bepaid enough that I can actually
pay bills, afford to live.
And then just decent hours,like, just not like you know,
working over 40 hours, I don'tmind if I have to, I just I
don't want to be working likewake up at 430 to go to work at
five in the morning, sort ofthing.

Speaker 1 (43:40):
Uh-huh, so kind of have some work life balance
perhaps.
Okay, Anything else you want toshare with our listeners?
Not really.
Okay, have a good day.
Thanks for your time.
What's your name?
I am Brady.
Oh, brady, where do you go toschool?
I got a Northrop Northrop.
All right, go Bruins.
What is your dream job, brady?

Speaker 6 (44:02):
My dream job.
I probably have to say either achef or get on my own
restaurant.

Speaker 1 (44:08):
Okay, nice.
So you want to be a chef and ifyou go to work for an employer
restaurant per se, what are yourexpectations of that restaurant
or the owner as an employee, dowant to go work for them.

Speaker 6 (44:24):
I feel like what I really would like is to have a
fair wage and like employersactually respecting me and my
time and give me what I need.
Okay, if I need time off, great.

Speaker 1 (44:36):
So good pay, good working relationship or
respectful work environment andkind of a work life balance type
of thing with time off.
Yeah, okay, great.
Well, thanks for your timetoday.
Uh-huh, what's your name, alex?
Alex, where do you go to school?
I am homeschooled.
Okay, you're homeschooled.

(44:56):
What is your dream job, alex?
My?

Speaker 22 (44:58):
dream job is to be a full-time welder and a
part-time firefighter.

Speaker 1 (45:03):
Okay, Fantastic.
So in going to work for anemployer as a welder someday,
what is your expectation of?

Speaker 22 (45:14):
the employer, just to have a nice work environment
and to have the employers treatme like a person actually.
Okay, anything else.

Speaker 1 (45:24):
Um, that's pretty much it, alright.
Thanks for your time today.
Yep, uh, what's your name?
My name is.

Speaker 23 (45:31):
Jackson Rodgers.

Speaker 1 (45:32):
Jackson, where do you go to?

Speaker 23 (45:33):
school.
Um, I go to a Northrop HighSchool.

Speaker 1 (45:36):
So what is your dream job?
My?

Speaker 23 (45:39):
dream job.
I envision myself somewherewhere it's nice and warm.

Speaker 7 (45:44):
Mm-hmm.

Speaker 23 (45:44):
I'm playing golf all year long and I'm driving a
very, very nice Ford GT,customized.
I've done everything to itmyself.
It goes very, very fast, very,very quick and it's got just
enough room for my golf clubs.

Speaker 1 (46:02):
Very nice.
So what are your expectationsof an employer?

Speaker 23 (46:05):
My expectations of an employer.
Honesty, honesty, be honest.
Okay, that's all I want.
Yeah, little bit of honesty.
Work with me.
I got a difficult schedulesometimes.
I'm a two-sport athlete.
I mean, it is what it is.
Sure, I'm an athletic, it's fun.
Yeah, I've just got to do it.

Speaker 1 (46:23):
Okay.

Speaker 23 (46:23):
So if I can go into a situation where you're honest
with me, I'm honest with you.
We're having a very just,normal conversation.
You shake my hand afterwards,you say works.

Speaker 14 (46:36):
Sounds good.
Yes, see you tomorrow.

Speaker 1 (46:38):
Okay, that's all I want.
All right, that's all I want.
Well, that's pretty easy,exactly, pretty clear definition
of an expectation from anemployer.
It's very simple.

Speaker 23 (46:49):
Yes, but sometimes they just make it so much harder
.
Right, I asked for uniforms.
Yes, two weeks after working atmy first automotive job, Uh-huh
.
Now, I am not bashing myemployer at all.

Speaker 1 (47:02):
Right, this is a podcast.
You don't have to say theemployer's name.
I'm not going to Right.

Speaker 23 (47:08):
I didn't even get uniforms.
I talked to the uniform guy.
I was like, hey, I'm new, can Ijust get a trial pair of pants
and some shorts, or somethinglike that?
So I at least have not my ownjeans to ruin.

Speaker 1 (47:21):
Right.

Speaker 23 (47:22):
And he's like hell yeah.
So I got a pair of pants and apair of shorts, but the shorts
busted.

Speaker 7 (47:26):
Oh geez, it was a you know.

Speaker 23 (47:28):
Going back to my own jeans and boots.
Disappointing it was yeah.
For sure.
Working on a, you know, nicenew Porsches, nice new Toyota
Supra, stuff like that.

Speaker 1 (47:37):
There you go.

Speaker 23 (47:38):
Even like the old Cayman Porsches.

Speaker 1 (47:40):
Wow 9-11s.

Speaker 23 (47:41):
Oh, oh, my goodness.
It was fun.
It was a blast, and I cannotwait.
I'm 18.
My ceiling is just growing andmy potential is just going
through the roof.
So fantastic.

Speaker 1 (47:52):
Thank you for your opportunity to be on this
podcast.
Thanks for your time today.
Yeah, what's your name?

Speaker 14 (47:59):
My name's Ion.

Speaker 1 (48:01):
And where do you go to school?
I go to school at HomesteadHigh School, homestead, alright.
What is your dream job?

Speaker 14 (48:09):
I don't know if it would consider a job or like a
career, but like I want to be anNFL player Alright.

Speaker 1 (48:14):
You want to be an NFL player?
Alright.
Well, let me ask you this thenwhat team do you want to play
for?

Speaker 14 (48:21):
I want to play for the.
I got some.

Speaker 1 (48:24):
I want to play for the Colts.
The Colts, of course.

Speaker 14 (48:28):
The Ravens.

Speaker 1 (48:28):
Ravens.

Speaker 14 (48:29):
Or the Titans.

Speaker 1 (48:30):
Or the Titans, Okay.
So what do you want from themas an employer?
What do you want them toprovide you to want to come play
for them?

Speaker 14 (48:41):
Well, like I was saying, a good attitude, of
course, right, work on my speedlike work at my speed.
So like you know what I'msaying yeah, so flexibility
there, yeah, yeah, yeah and thenyeah, you know what I'm saying?

Speaker 1 (48:55):
That's really it, yeah, Sure yeah, and thank you
for your time today, of course.
Well, what's your name?

Speaker 24 (49:02):
Wiley Master, and where do you go to school?
Northrop.

Speaker 1 (49:06):
Northrop alright, yeah, what's your dream job?

Speaker 24 (49:09):
Actually, it is to be like an online influencer,
like YouTube or podcast too.
Actually, Alright, is this your?

Speaker 1 (49:16):
first podcast, or have you done it before?

Speaker 24 (49:18):
I've done YouTube videos before, but I haven't
really dabbled into podcast yetbecause of some stuff Nice.

Speaker 1 (49:23):
Okay, cool.
So what is your like?
Would you do that on your own,or would you go work for another
business or employer?

Speaker 24 (49:33):
Well, I do want to do it on my own, but I know
people you'd probably need helpwith it.
Uh-huh, like I can get friendsand shit in and stuff like that.
Yeah and like, but yeah, mostlyby myself, but I have had help
with, like, friends and familyfrom this.

Speaker 1 (49:49):
Okay, so if you were to go work for an employer,
what's important to you, what'syour expectations for them to
provide, to get you to want towork for them?

Speaker 24 (49:57):
Uh, listening.
I would like them to likelisten to like what I have to
say.
I want to want them to be likeoh, that what you say doesn't
really matter because you're alow ranker.
Uh-huh, I want everyone's wordto matter the same.
Sure, and stuff Like say, likeyour company has like like bad
qualities and like there'sproblems with the management
won't listen to you, right?

(50:18):
And stuff like higher ups arecorrupt and stuff Like your boss
is like, say, like your boss isbad but he's friends with the
like supervisor, so anything hedoes they don't listen.
But like the higher, higher upswon't listen to you.

Speaker 1 (50:30):
Yeah.
So kind of favoritism you don'twant to see favoritism, I don't
want everybody to be treatedequally.

Speaker 24 (50:36):
Yeah, everyone, I know that, like the boss has to
deal with all the bad like stufflike that, but he needs to,
like you know, know that heisn't the main one.

Speaker 1 (50:43):
Okay, well, thank you for your time today.

Speaker 24 (50:45):
Yeah, thank, you?

Speaker 1 (50:48):
What's your name?

Speaker 22 (50:49):
My name is Max.

Speaker 1 (50:50):
Max, where you go to school.

Speaker 22 (50:51):
I go to homestead, okay.

Speaker 1 (50:53):
What's your dream job , Max?

Speaker 22 (50:55):
I'd like to do something in the welding field,
because that's what I do rightnow.

Speaker 1 (50:59):
Yeah, All right.
So you want to weld.
So what?
What do you want from anemployer to come work for them?

Speaker 22 (51:09):
I'd say just like a lot of support.
I'd say like if I'm startingoff, I'm probably not going to
know what I'm doing as much, butI think, as like I further my
education and also my experienceat the job, I think it would
help a lot as an employer justto help, like navigate me
through.

Speaker 1 (51:28):
Okay, anything else.

Speaker 22 (51:30):
Uh, no, it's about it.

Speaker 1 (51:31):
Okay, thanks for your time today, max.

Speaker 22 (51:33):
Of course.

Speaker 1 (51:35):
Thank you.
What's your name, james?
James.
Where you go to school ColumbiaCity, columbia City.
What's your dream job, james?

Speaker 21 (51:43):
My dream job is to have something more hand-based,
and so I've been working oncarpentry and also furniture.

Speaker 1 (51:55):
Okay, nice.
What do you expect from anemployer, or what do you want?

Speaker 21 (52:01):
I expect from an employer to respect that's given
.
So respect I give you should bereturned.

Speaker 1 (52:13):
Okay, so mutual respect.
And, james, is there anythingelse you want from an employer?

Speaker 21 (52:23):
Nothing really much.
Um, I am a very big respecttype of person and I really care
if you're respectful to me andI respect you.

Speaker 1 (52:35):
Okay, so, james, you've been on some other
podcasts.
Tell me about that.

Speaker 21 (52:40):
Um, I have been on Columbia City High School's main
podcast.
I completely forget what it'scalled.
It's um, it's 93, uh, no, not93, 91.7.
The radio station Nice.
And also I have been on mybrother's podcast, which is on

(53:06):
Spotify Um a what's that called?
Um a Z W rock star, I thinkOkay.

Speaker 1 (53:15):
What's that podcast about?

Speaker 21 (53:18):
Um, it's a D and D podcast.

Speaker 1 (53:19):
Oh, okay.
Dungeons and Dragons All right.
Anything else you want to share, James?

Speaker 21 (53:25):
Um, if you got an opportunity for me, I'm willing
for to work.

Speaker 1 (53:34):
All right, james, thanks for your time today.
What's your name?
Jeniah.
Jeniah, where do you go toschool?
Northrop High School.
Northrop Go Bruins.
What's your dream job?

Speaker 25 (53:47):
Um, I want to go to a midwife school.
Be a midwife or a doula.

Speaker 1 (53:51):
Okay, midwife or doula.
So in going to work for anemployer, what, what, what are
your expectations?
Or what, what, what do you wantfrom an employer to get you to
come work for them?

Speaker 25 (54:05):
Um, I want them to know exactly what they want me
to do, like I don't want to wantthem to tell me like, oh, this
is going to be your jobdiscretion but then change it
shortly after.
I want to know exactly, like,what I'm getting into.

Speaker 1 (54:15):
Okay, anything else you want to add?
Um no, that's really all.
Okay, thank you for your timetoday.
Thank you.
What's your name?

Speaker 26 (54:25):
Uh, my name is Corey .

Speaker 1 (54:26):
Corey.
So Corey, where do you go toschool?

Speaker 26 (54:29):
I go to Homestead High School, go to.

Speaker 1 (54:31):
Homestead.
Okay, corey, what's your dreamjob?

Speaker 26 (54:34):
Um, my dream job.
It's kind of unrealistic, but Iwould want to be like, uh, like
a streamer or content creator.
That's a dream job, but thatjob.
I'm going for right now, whichI'm happy with, is like welding.

Speaker 1 (54:48):
Okay, okay.
So, um, perhaps the being astreamer or a content creator
you could do on the side untilyou get enough, uh, enough
business right To make it afull-time gig.
So, um well, this is a start,right.
Have you been on a podcastbefore?

Speaker 26 (55:05):
I have not.

Speaker 1 (55:06):
Okay, Fantastic.
Well, I'm glad you started withus.
Um, uh, tell me what.
What is it that you're lookingfor from an employer to get you
to want to come to work for them?

Speaker 26 (55:19):
Um, I always like it when some of my friends or
somebody that I know like afamiliar face who works there.
That would make me a lot morecomfortable than being around
just like a hundred percentpeople that I don't know.
Okay, um, good benefits,obviously, like insurance.
That isn't going to uh, jit meup.
I'm just looking out on certainthings.
Yeah.
Like in long-term, if I'mlooking to stay there forever,
okay, um, and then just apositive work environment.

(55:41):
Um, I'd say those are the threemost important things for me.

Speaker 1 (55:44):
Great Thanks for your time today, thank, you, what's
your?

Speaker 27 (55:48):
name.
Hi, my name is Chukuka Williams.
I'm a senior.
I hope you don't get to buyyour tongue, Chukuka Williams,
I'm a senior.

Speaker 1 (55:57):
Yes, so where do you go to school?

Speaker 27 (56:00):
I am in Ivy Tech and I'm studying nursing Okay.

Speaker 1 (56:04):
So what's your dream job?

Speaker 27 (56:06):
My dream job is to become a certified nurse.
Okay.

Speaker 1 (56:10):
Certified nurse Great To save lives.
What led you to want to do that?

Speaker 27 (56:15):
I lost my other brother to autism.
I'm from Nigeria and I alsolost my dad because of stroke.
Um, they didn't get therequired medical assistance or
knowledge, so to say, it's backthen, uh, from Nigeria.
When you're sick, instead oftaking you to the hospital, they
take you to the church, and youkeep wondering what would the

(56:39):
church do when you're supposedto go for, you know, checkup,
medication and all of that.
So the reason why I intend tobe a nurse is to be able to, you
know, sensitize my people theneed for medical attention.
The first thing you're supposedto do when someone is sick is

(57:00):
the hospital.
Then, when you're doneeverything medically, you cannot
proceed to prayer and ask Godfor grace, you know, for the
medication to work.
But my case was different.
I lost my brother.
He was an autism patient, butthe belief was he was infected
by the witch's and wizard, andthen it was a church, church,

(57:22):
church, church.
Before you know he died.
So I want to clear thatimpression.
That's why I'm going for thisnursing to be able to, you know,
transfer whatever knowledge Igain here back home, to be able
to infect life positively.

Speaker 1 (57:37):
Fantastic.
So what are you looking forfrom an employer?
What are your expectations towant to come work for them
directly?

Speaker 27 (57:47):
I don't know what applies here because I'm still
very new in the States, but foran employer, I would expect you
to.
You know, carry your workersalong.
Okay, carry them along, firstand foremost, the stage of you
getting to know if they areready or a couple of people will
do what you want them to do.
But if your job says you haveroom to train people, I think

(58:11):
you should train them to becomewhat you want them to be.
And then, if your job says wedon't train people, then you
have to make sure that they meetup to your standard of
employment before you take them.
But if your job says we teachpeople, so open it up to
everyone.
Teach them so long you arewilling to learn.

(58:32):
Teach them and build them tobecome what you want.

Speaker 1 (58:37):
Thank you for your time today.

Speaker 27 (58:39):
Thank you very much.

Speaker 1 (58:43):
So what's your name?

Speaker 19 (58:44):
My name is Ashani Simmons.

Speaker 1 (58:47):
Ashani, nice to meet you.

Speaker 19 (58:49):
Same here.

Speaker 1 (58:51):
So tell me your story .
What brings you here today?

Speaker 19 (58:56):
I am here with an employment specialist.
Her name is Stephanie and she'sawesome.
She works for an employmentcompany called Core and they are
helping people withdisabilities get into a career
oriented job.
So I am out looking to see.
You know what it is.
I can find.

(59:17):
What can I do?
I am visually impaired.
I have a prosthetic in my rightand I'm totally blind out of my
left.

Speaker 1 (59:23):
Okay, so what would be your dream job?

Speaker 19 (59:27):
Well, I would love to be in a position to help
people, but I am definitely amto doing something different.
Right now.
I volunteer over at the Leaguefor the Blind and Disabled on
South Anthony.

Speaker 1 (59:41):
Nice.

Speaker 19 (59:42):
And I am at the front desk some days, okay.
So I like talking to people,love communication, I love
learning things.
I have an Apple phone, so Ihave learned how to use that.
Being blind, you know asking afew questions from people here
and there and then I'll helpother people that need help with
their phones.

(01:00:03):
If they ask questions, I cangive them some answers.

Speaker 1 (01:00:05):
Oh, that's nice.
So what do you want from anemployer?
To come work for them.

Speaker 19 (01:00:11):
To look past the fact that I am blind and look at
what my capabilities are.
Okay.

Speaker 1 (01:00:19):
Anything else you want to share with our listeners
?

Speaker 19 (01:00:23):
If you have a disability, don't let it hold
you back, do not.
There is a life with adisability.
I am totally blind.
I have not been blind all of mylife and it took me a long time
to get to the point of where Iam to be comfortable enough to
talk about the fact that I havea disability.
But I don't let the disabilitydefine me.
That is not who I am.

(01:00:44):
I am not disabled.
I am Shanice Nicole Simmons, a47-year-old black woman with
four grown young men, and I amout here trying to get back out
into the employment sector, andI am not allowing the blindness
to hold me down.

Speaker 1 (01:00:59):
Thank you for your time today, Shanice.

Speaker 19 (01:01:00):
You are so welcome, thank you.

Speaker 28 (01:01:04):
What is your name?
Yeah, my name is Dylan Cross.

Speaker 1 (01:01:07):
Dylan, and I see you work for.

Speaker 28 (01:01:10):
I work at Ivy Tech.

Speaker 1 (01:01:11):
Ivy Tech.

Speaker 28 (01:01:12):
I am the apprenticeship program manager
here.

Speaker 1 (01:01:14):
All right, apprenticeship program manager.
Tell us about what you do.

Speaker 28 (01:01:19):
So, yeah, I work a lot directly with students and
companies.
I work with the building tradesand we also have industrial
apprenticeships.
We work with various companiesin the community to meet their
needs.
Some of the bigger programs wework with are in the industrial
realm.
So we do a lot of machine toolmaintenance programs and we

(01:01:42):
found a lot of success with it,and so have the employers.
In addition to that, we workclosely with the building trades
in the area, some off the tophere the sheet metal workers,
iron workers, bricklayers, theplumbers, electricians,
insulators we have already saidthat one.
There's quite a few, but weteam up with them so that their

(01:02:03):
apprentices can get an Ivy Techdegree when they're finished,
along with getting theirjourneyman's card.
We found a lot of success inthat.
Those are usually one to fiveyear programs.
Some of them end in year four.
Most go to between three andfive, really.
But I work with students,advising them once they get into

(01:02:24):
our programs.
I help set up their classes.
I do a lot of the paperworkbehind the scenes with employers
, validating curriculums,getting those signed off on and
making sure we keep them ontrack here while they're at
school.

Speaker 1 (01:02:40):
Great, so this podcast really is featured to HR
professionals.
How would a company getinvolved in your program if they
were interested?

Speaker 28 (01:02:51):
So, yeah, any company interested would just
reach out to me or my director,shelly Huguenard.
From there we would set up ameeting, find out what their
needs are.
We usually like to involve afloor supervisor in that meeting
as well so they can kind ofreview the curriculum and make
sure it's meeting the needs outthere on the shop floor, in
addition to having someone fromHR there.

(01:03:13):
So we have a connection when wehave to send over paperwork and
things like that.
So once we establish what yourneeds are, we get your
curriculum established and thenwe start more of the meat and
potatoes of it.
We start reaching out to theapprentices.
You want to come to school, weguide them, we counsel them.
We do a lot.
I like to say it's one-stopshopping and apprenticeship.

(01:03:35):
We handle the enrollment ofthem, we handle any issues they
might have along the way, anyhiccups, and it's easier for
them too.

Speaker 1 (01:03:44):
Great.
Well, thank you for your timetoday.
And one last thing how wouldthey contact you directly?
Do you have a phone number oran email you want to say for our
listeners?

Speaker 28 (01:03:54):
So you can email me at dcross19 at ivtechedu.
My number also is 260-480-4291.
And I'd be happy to help withany questions you might have.

Speaker 1 (01:04:07):
Thanks for your time today, Dylan.

Speaker 29 (01:04:11):
Understanding Unconscious Bias and how to
Overcome it.
Dr Marti's Hammons.
Wednesday, november 1, 11 am to1 pm.
Sarouties, 6601 InnovationBoulevard.
Marti's Hammons, edd, is anative of Murray, kentucky.
Dr Hammons graduated fromMurray State University with the
following degrees BS Theaterand Dance 2005,.

(01:04:33):
Ms Organizational Communication.
2006,.
Ms Human Development andLeadership, 2008.
Dr Hammons earned hisEducational Doctorate and Higher
Education Administration fromthe University of Arkansas,
fayetteville, 2012,.
In less than two years, drHammons has worked at several
universities and colleges, aswell as nearly five years of

(01:04:54):
corporate America work, mostrecently completing stints at
both the Intercontinental HotelGroup and the American Cancer
Society Global Headquarters,before beginning as Purdue, fort
Wayne's inaugural ChiefDiversity Officer.
Dr Hammons is the proud uncleof 12 nieces and nephews and
four greats.
Dr Hammons has won numerousawards and recognitions in the
area of leadership, scholarshipand community services.

(01:05:16):
Dr Hammons is the founder,owner and principal consultant
of MDH Consulting Group out ofDallas.
It is with honor and joy thatthe city of Murray honors Dr
Marti's D Hammons Day on May25th to recognize young role
models.
Unconscious biases are learnedassumptions, beliefs or
attitudes that we aren'tnecessarily aware of.
While bias is a normal part ofhuman brain function, it can

(01:05:39):
often reinforce stereotypes.
To combat unconscious bias,learn about different types of
biases, how they might surfaceat work and how to avoid them so
you can build a more inclusiveand diverse workplace.
Whether we realize it or not,our unconscious biases influence
our professional lives, fromthe way we think to the way we
interact with colleagues.
That being said, these biasescan lead to skewed judgments and

(01:06:02):
reinforced stereotypes, doingmore harm than good for
companies when it comes torecruitment and decision making.
It's especially important to beaware of these biases during
the hiring process, since theycan impact the success of your
future team.
Join us as Dr Marti's Hammonshelps us unpack, uncover and
understand unconscious bias.
Register today forunderstanding unconscious bias

(01:06:24):
and how to overcome it.
Wednesday, november 1st, 11 amto 1 pm Surudy's 6601 Innovation
Boulevard.

Speaker 1 (01:06:32):
I'd like to thank all of our guests that we had today
.
That's all the time we have.
See you next time on Mic'd.