November 17, 2023 • 46 mins
NIHRA welcomes the following new members: Kristen Baker, Brooks Construction Company; Vicki Boroff, Schultz Huber & Associates; Rick Doering, Teijen Automotive Technologies; Hannah Beitler, BHI Senior Living.
Member Spotlight with AiJana’e Hardy, 3 Rivers Federal Credit Union and Anne Whitney, Board Member-At-Large.
Board Member Spotlight with Amanda Hoeppner, Director, SHRM Certification & Foundation.
Community Spotlight with Andrew Messmer, INVETS and Elizabeth Hoffman, Director of Workforce Readiness. https://www.invets.org/
Michael H Goldberg, The Walkalongside Leader, https://www.michaelgoldberg.co/
Holiday Safety
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:01):
We'd like to welcome the following new members
Kristen Baker BrooksConstruction Company, vicky
Boroff Schultz-Huber Associates,rick Dowring, tijon Automotive
Technologies and Hannah Beatler,bhi, senior Living.
Speaker 2 (00:23):
Hi, this is Ann Whitney, board member at large
with NIRU, and today I have aguest, Ajane Hardy, is joining
me for the member spotlight.
Welcome, Ajane.
Thank you, Ann and Ajane, youare a.
Is it correct?
You're the payroll and benefitsspecialist for Three Rivers
(00:44):
Federal Credit Union.
Speaker 3 (00:46):
Yes, I've been the payroll and benefits specialist
with Three Rivers for threeyears now.
Speaker 2 (00:51):
Awesome.
I think we can have that incommon.
We both have a financialservices background yeah,
looking at the credit union.
So how long have you been aNIRU member?
Speaker 3 (01:04):
I've been a NIRU member since January of this
year, when I was registering forthe HR conference.
This year is when I became amember.
Speaker 2 (01:14):
Awesome.
I was excited to spotlight youbecause you are a new member and
but have had enough months ofhopefully attending some
meetings.
Have you?
Have you been able to join someof the meetings this year then?
Speaker 3 (01:30):
Yeah, I've been to two of the luncheons after it is
so.
Speaker 2 (01:35):
Awesome.
And also, what about your SHIRMmembership?
Are you a member and how longif you are one?
Speaker 3 (01:45):
Yes, I am a SHIRM member and I've been a SHIRM
member for two years now.
Speaker 2 (01:49):
Okay, that's awesome as well.
I'm sure that that has beenbeneficial for you.
Speaker 3 (01:57):
Yeah, definitely.
I love all the resources andstaying up to know, up to speed,
or rather on all things HR.
So SHIRM is definitelyespecially within my first year
of HR was a go-to resource forme.
Speaker 2 (02:10):
Yeah, it definitely is a fabulous resource.
Ajane, can you share with uswhy you chose your journey in
the human resources profession?
Speaker 3 (02:23):
Yeah, I got my undergraduate degree at Indiana
State in Business Management andI found with that that I really
like business operations andworking with people.
So HR kind of fell under that,under that niche, and HR has
such a broad umbrella ofdifferent scopes within it.
So that's how I found myselfwithin HR just the people
(02:44):
aspects and then all thingsbusiness operations and learning
and the legal side as well.
I enjoy.
Speaker 2 (02:51):
Yeah, I agree.
It really is a profession thatyou can correlate different
areas, like you mentioned.
It's kind of opens upopportunities if you want to
change it up.
What do you enjoy, then, themost about human resources?
Speaker 3 (03:13):
Within my current role right now, just helping
people, continuously learningand also supporting the org as a
whole.
I love you know, within payrolland benefits, you know I'm
walking team members through aqualifying life event, so maybe
just the birth of their child or, you know, let's say, a husband
lost insurance.
I'm walking them through theirenrollment options, what that
looks like for them.
(03:34):
So being that touch point forthe team is what I enjoy the
most and being a trustedresource.
Speaker 2 (03:42):
Great, great.
So so far, what would youconsider your most beneficial
experience with being a NIR?
Remember now I know you sharedwith us it's.
You know it's just shy of ayear that you are a better
member, but what so far wouldyou say is the most beneficial?
Speaker 3 (04:03):
I enjoy the most to share community of other HR
professionals and just beingable to connect on different
topics within HR that you cantalk to maybe someone that works
in another department to maybeunderstand like, how do you guys
handle this issue?
You know, at your organization,what processes do you guys
follow?
Just the learning from oneanother, especially with me
(04:25):
being somewhat newer to HR andnewer to the HR team within
within my current or just havingthat shared community of other
people to lean off of, fromother organizations as well, to
better shape our organizationsand also for me to grow as well.
Speaker 2 (04:43):
I agree and I love that.
You stated you know the sharedcommunity and I agree with that.
I think what I found amazinglylike you know, even you and I
you can be in a shared industry,which is great, and you still
have that networking in thatcommunity of you know.
Yes, we are in a sensecompetitors, but we share that.
(05:06):
You know what are, what are ourdifferences, what are we doing?
Similarly, when it comes to theHR type of stuff.
And then I think what you evensaid about you know different
industries, it's it's it's greatthat you can share that and
learn from each other.
You know when you are in adifferent industry as well.
(05:26):
So what's so far with ourlineup we've had for this year,
with our monthly meetings?
Do you have a favorite or or amemorable speaker that you'd
like to share with us?
Who?
That is why.
Speaker 3 (05:41):
I don't have a hard time choosing favors just
because I'm in decisive, so Idon't have a favorite, but I
really enjoy the legal, theselunch and learn sessions.
Like I just get so much out ofthat staying up to date,
answering questions, justhonestly learning from other
people's questions as well, like, oh, I didn't think of it, that
something to stay on thelookout for.
I really enjoyed illegallysession and I love law, so
(06:03):
illegally session, lunch andlearns are probably my favorite.
Speaker 2 (06:08):
I'm glad to hear, I'm glad to hear that you are
enjoying those and you find thembeneficial.
I, I agree, and I think theyare great for you know, when you
do have that that busy, youknow week or time where you can,
you can more convenient and youcan attend that session.
Great, if you could choose onesong.
(06:31):
So so here we have.
We're shifting a little bit,we're going to a little bit
share with us on something funand personal.
So if you could choose one songto play every time you walked
into a room for the rest of yourlife, what song would you
choose and why?
Speaker 3 (06:48):
It's a hard one because I still I don't know,
but I don't have a favorite song, but I would probably have
something with like a upbeat,like an upbeat melody.
Speaker 2 (06:59):
So okay, kind of get you going right yeah.
Speaker 3 (07:03):
Okay, so not a favorite song, but if I hadn't
like some background or so,probably similar like marching
band type, I would probablychoose a little bit upbeat yeah,
yeah, no, that's, that's good.
Speaker 2 (07:15):
I mean, I can kind of get get that energy flowing.
So, and what about a superpower?
If you could choose any of thesuperpowers, what power would
you choose, and why?
Speaker 3 (07:28):
Flying.
I love to zip line and wheneverI'm in the air and kind of to
me it's like birds I view and itmakes me feel like I'm
literally flying and just likesoaring to the air.
So if I had a super powerprobably would be to fly and I
don't have to worry abouttransportation with gas and you
know, I just literally just getup and go and travels really on
my own accord.
Speaker 2 (07:49):
Yeah, and you and you get the best view right.
Yeah, amazing.
Do you mind sharing with usmaybe some, a few things that
you do in your free time or anyhobbies that you have?
Speaker 3 (08:05):
Yeah, I love to spend time with my nieces and nephews
.
I've got a newborn nephew andI've got three nieces and then
one older nephew as well.
If I love to spend time withthem, and that, you know, loves
to be involved with my family,so I spent a lot of time with my
nieces and nephew and mygrandparents.
Outside of that, I like torelax, travel, and then I have a
(08:25):
women's group that I'm a partof that I thoroughly enjoy.
Speaker 2 (08:30):
Wow, it sounds like you.
Yes, stay quite busy, I'm sure,with work, with the family time
and well, thank you for sharingthat with us.
And last thing, do you have anyencouraging words for someone
that is listening in or or ismaybe you know, came as a guest
and they're considering to joinNaira?
Speaker 3 (08:51):
Just join.
I I hate I didn't know aboutNaira sooner and all honesty,
because, like I said, it's justa great shared connect, shared
community of other HRprofessionals, professionals,
whether you're new, just lookingat you know maybe get help with
like your networking orbenchmarking across different
industries with your org.
Definitely just join, try itout and I will say that I love
(09:14):
the topics that you guys arerolling out with the different
events that we have.
They vary across differentscopes with NHR, from recruiting
the legal side that I lovepeople, talent means many things
like that.
So there's a right, a widevariety of different things that
you can really get out of Naira.
You know friendships and youknow the educational piece.
Speaker 2 (09:39):
Join Great.
Yeah, our, our board is suretrying their best efforts to do
to do what you shared, you know,get that a change up and get
the programs going.
So so glad you shared that.
I want to thank you again forjoining me in the member
spotlight and your willingnessto share your journey with with
(10:00):
our listeners.
So thank you again for forattending.
Speaker 3 (10:05):
Thank you, and it's been a great experience.
Speaker 1 (10:07):
Today we'll be featuring Amanda Hopner,
director of Sherm Certificationand Foundation, to introduce
herself.
Amanda, welcome to the program.
Tell us about yourself and whatNaira means to you.
Speaker 5 (10:20):
Well.
Thank you, mike, for invitingme.
I am currently the HR Directorfor HWC Engineering, a civil
engineering firm based inIndianapolis.
I've been privileged toactually work hybrid between
Indy and the NACO working spacedown here at Electric Works.
At HWC, we really were strongand civil.
(10:42):
We designed roads, bridges,streetscapes, water resources
across the state of Indiana andI'm proud to support an amazing
group of 175 employees and bepart of Best Places to Work in
Indiana for the past eight years.
I have been a member with Nairasince 2007.
(11:02):
That's crazy to think 16 yearsand for me, naira has been a
family of HR colleagues.
In my career I've made friendsand connections, learning from
each other with informationsharing, and Naira has been my
local resource on all HReducation, bringing out top
(11:23):
notch professionals, legalexperts and connecting me with
the National SHRM network.
Naira has been my constantcompanion as my career has
evolved.
I remember when I was an entrylevel HR assistant, coming in
and then through working thespecialty areas of HR, such as
(11:43):
Benefit Safety, employeeRelations, and here I am where
I'm at, as an organizationalinfluencer and people leader.
Naira has always been by myside.
Speaker 1 (11:54):
Amanda, what is the benefit of certification, and
can you tell our listenersanything about what we do at
Naira to assist?
Speaker 5 (12:03):
Yes.
So personally, my perspectivebetween completing my MBA and HR
in achieving the SHRM SCPcertification, I really feel
SHRM certification has been mymost valuable.
Shrm certification reallyprovides a boost in confidence
to HR professionals andrecognition among peers and
(12:28):
leaders.
It really does show mycommitment to the HR profession
and certification has been a gemin my career evolution, really
that sweet spot on a resume orprofile.
It shows credibility andpracticing the competencies of
(12:48):
SHRM and bringing expertise toHR operations.
And certification also, too,has been known to enhance salary
potential and provides an edgefor HR professionals when being
hired or promoted.
I want to say, for thoseinterested in certification,
naira has been essential inproviding assistance by
(13:11):
promoting local programs such asour partnership with PFWs,
continuing Education and theirexam prep course, which provides
an discount for $200 if you area Naira member, and they do
have a spring session coming upin February and then we'll run
12 weeks through April.
(13:31):
Additionally, when you arecertified, you have access to
maintaining your certificationwith our CEU accredited programs
.
Really, naira makes it trulyeasy to keep your certification.
You attend meetings, you attendconference.
We have it all for you.
Speaker 1 (13:51):
So, Amanda, what is the SHRM Foundation and why
should our listeners support it?
Speaker 5 (13:58):
SHRM Foundation really is our charitable arm of
SHRM.
It's a 501c3 nonprofit socialforce with SHRM, and the
missions offer educationopportunities, training and
resources for the nextgeneration of HR leaders.
They do this by awardingscholarships and grants to
(14:20):
students and organizations andthey really again support by
preparing for achievingcertification and attending
various SHRM programs andconferences.
In total, shrm Foundation'soffered more than $500,000 in
awards that have supported over350 recipients, helping them
(14:41):
achieve career success.
If you feel inspired to pay itforward and support others in HR
learning, we welcome you todonate to the SHRM Foundation
via a link on our Naira website.
If you go to our homepage it ison the left side.
Your donation is tax deductibleand we really encourage HR to
(15:03):
not hesitate to add it to yourphilanthropy support and really
just add it to the other clausesthat are near and dear to your
heart.
Speaker 1 (15:12):
Well, thanks for your time today, Amanda.
Speaker 5 (15:15):
It's been a pleasure.
Thank you for inviting me.
Speaker 6 (15:21):
Hi everyone.
This is Elizabeth Hoffman.
I am the director of workforcereadiness from Naira.
I'm so excited to be here thismorning with my good friend,
andrew from InVets.
First off, andrew, thank youfor being here and thank you for
your service.
Andrew is a veteran and todaywe are going to talk about all
things veterans and InVets.
So, first off, what can youtell me about InVets?
(15:41):
Who are you?
What you do?
Speaker 7 (15:43):
Well, thank you for having me here.
So, InVets, we are a nonprofitorganization based out of
Indianapolis and what we do iswe help the entire state of
Indiana meet their workforcedemands.
So in that we travel throughoutthe United States and we create
new partnerships with servicemembers that are transitioning
(16:05):
from active duty military and weencourage them to come to
Indiana and fill our workforceneeds.
Speaker 6 (16:12):
Awesome, and what is your role in InVets?
Speaker 7 (16:15):
So my role is the Northeast Indiana veteran
engagement manager, and whatthat really means is that I am
the person that's here to workwith all of our partner
organizations in NortheastIndiana, as well as be the point
person for all of thetransitioning service members
that are interested in our partof the state.
Speaker 6 (16:35):
Awesome.
Can you tell me how employersget involved with InVets?
Speaker 7 (16:39):
Absolutely.
So the first thing you can dois you can give me a call or an
email and I can give you all theinformation.
We can talk about it, answerall those questions.
There's typically a lot ofquestions that people have, but
I'd like to point out thateverything that we do is free.
We don't charge anybody, wedon't charge the employer
partners, we don't charge ourveterans that work with us, so
(17:03):
that is nice.
We're also not a temp serviceand we're not trying to take
advantage of anybody in this, soit's a free service.
And other options we have isyou can just go to invetsorg and
if you go to our website,there's a button you can click
and you can get some moreinformation that way, and yeah,
(17:26):
Great InVets.
Speaker 6 (17:27):
information is also available on the NIR website.
Why should employers hireveterans?
Speaker 7 (17:32):
So veterans bring a lot to the table that your
traditional civilian worldemployee isn't necessarily going
to have.
One of the biggest things isthe teamwork, team player kind
of mentality, the clichedexpression.
There's no I in team right andso all members of the military
(17:54):
used to working as a member of ateam.
They come in to the civilianworld with that same mindset of
they own just one piece of thepuzzle but they're planning on
working hand in hand with theircollaborators, and other parts
of that are military members areused to being kind of part of a
big picture and everybody has awar fighting function, so to
(18:16):
speak.
So, coming from that background, entering the civilian world,
they want to come in and they'relooking for not just I want to
do my job and go home is theywant to come in.
They want to understand what isgoing on around me, what's
happening on my left, what'shappening on my right, and
really be kind of holisticallyapproach, to invest it in where
(18:39):
they're at.
Other things that veteransbring a huge ability to adapt,
decision making, processinginformation, quick operating in
stressful environments.
Abilities to plan, execute,follow instructions, follow
instructions not just generallybut with a high level of detail,
(19:01):
as well as working at adverseconditions.
So you know we say that andeverybody knows what you see in
TVs and movies and you know thecivilian world.
We're not talking about warenvironments, it's more.
Somebody can come in and ifthey have to be in an office
setting, that's fine, and ifthey have to go outside and it
might be cold and northeastIndiana, they're typically not
(19:25):
going to be those ones tocomplain oh I got to put a
jacket on, right, it's no bigdeal.
They can go outside, they cando those things.
They can come back inside, theycan go into a freezer or
somewhere that might be hot orthings like that.
They're quick to adapt to theirenvironments.
Other things you know allveterans are going to bring in a
list of intrinsic qualitiesand… we kind of cliche them with
(19:48):
that.
It's hard work.
They bring that hard work ethicin and it's so much more than
that.
You know.
Showing up on time there's a lotto be said for just showing up
in general, but you're gonnahave a veteran that is gonna
show up to work each day.
They're gonna be on time, ifnot early.
A lot of folks in the militarywill say if you're not 15
(20:09):
minutes early, you're late, andso that kind of mindset well, it
does get a little a bit lax asyou become a civilian.
I know myself I've I targetthat five minutes early.
It's on time, so yeah.
But that type of intrinsic valuethat that comes with every
veteran from having to be in aformation or at a specific point
(20:29):
in time every day and thattranslates over very well into
the civilian world.
And one of the other thingsthat I always like to say about
that is dedication andcommitment.
So Anybody who joined themilitary, they volunteered,
we're all volunteer force andthose are folks that wanted to
be there, they chose that.
(20:50):
And that level of dedicationand commitment to our country
and Coming in now to thecivilian world, that same kind
of mentality Translates overwhere they want to have that
meaningful relationship withtheir employer, where they're
valued.
And that same level ofdedication comes with them where
(21:12):
it's not a well, I'm gonna takethis job, but in two months I'm
gonna leave for 15 cents morean hour and then work that job
for three months and then go get10 cents more an hour.
You know they have thatcommitment there where they want
to have that long-lastingopportunity.
Speaker 6 (21:29):
Great.
Are there any positions or jobdescriptions that veterans are
specifically looking for or thatin that specializes in?
Speaker 7 (21:37):
I Wouldn't say there's anything specific that
veterans are looking for.
So a lot of military skills areDirectly transferable.
Some of them are indirectlytransferable.
An example of that directtransferable skill is like
someone working in maintenance.
So if they work on an Abramstank they're a mechanic for that
(22:02):
.
Obviously that's amulti-billion dollar piece of
equipment.
They can come into the civilianworld and they can work on just
about anything that would be inthe like the advanced
manufacturing realm or Othergeneral maintenance as well.
The indirect transferable skillskind of go back to those
(22:23):
intrinsic qualities that I wassaying.
So you might have someone likemyself who was an infantryman
and you know there's a lot ofjokes that that we will say in
our internal circles aboutinfantrymen and then we're not
really good at anything.
We're kind of the jack of alltrades, master of none.
But you know, looking atdifferent opportunities, it
doesn't have to just beoperations or maintenance.
(22:46):
You know we can move militarypositions from Military police,
logistics, indirect fire, thingslike that and they transfer
over into that.
Decision-making ability is theacute attention to detail they
can come in.
Public relations is another onefrom the military that would
(23:08):
directly translate Into thecivilian world.
Very similar fields, lawenforcement.
Of course, there's always Justthat general mindset from the
military, regardless of whatyou've done and going into law
enforcement.
I know our local lawenforcement agencies love to
recruit from the military andthere's always that pipeline
that we try to keep open.
Speaker 6 (23:30):
Okay, last question how can employers be more
supportive of transitioningmilitary personnel and their
families?
Speaker 7 (23:38):
So to be supportive of transitioning military and
their family.
I think it starts with a levelof education and that kind of
works on both sides.
So on the military side we ISay we as a retiree we try to
learn as much as we can aboutwhat the civilian world is going
to be like and With thatthere's there's the whole
(24:01):
structure of programs, the tapprogram that service members are
going through and the work thatinvests is doing, working
hand-in-hand with ourindividuals.
So On our side we're trying tolearn the civilian in the
civilian side, kind ofreciprocating that same effort
there's.
There's a bit of a learningcurve for someone like 20-year
(24:25):
career.
Now they're coming out, theonly job they've had is the
military.
So they're trying to take themilitary jargon and that
language and and drop thosewords and do that force
translation in their mind sothey're not having that army
speak or Navy speak and they cancome in and have that.
So for the, the civilian worldemployers looking at this and
(24:50):
saying you know I'm I'minterested in hiring Some army
or some Navy veterans or thebranch of service, kind of
regardless, and Just learning alittle bit more about what is
their military life like, whatare the, the typical struggles
that they had.
You know they maybe they've hadto move all over the country,
maybe they've had to move allover the world, transfer their
(25:11):
family every time that they move.
So kind of Just gaining somegeneralized knowledge really
helps.
Another thing is, I will alwayssay, have a little bit of
patience with them and Reallyit's quite literally just a
little bit of patience.
Service members are very quickto learn and in that, you know,
(25:34):
coming into a position they'regonna pick up on those skills,
they're gonna pick up on theroutines and they're gonna
quickly adapt.
But just giving them a bit of agrace period where they can
adapt to the new environmentsvocabulary, like I was saying
before, and Also it's not suchan intense environment.
So a lot of service members arecoming from kind of an intense
(25:56):
environment and Maybe it's a bitextreme for them.
They get to come to civilianworld finally, take a deep
breath, relax, enjoy life.
And that's not that you can'tenjoy life in military service,
but we're looking for that,those things.
There's kind of some jokesabout it where it's like what do
I want to do when I grow up?
(26:17):
You know, when I get out of themilitary what I want to do when
I grow up and so now it's thosetimes where they get to have
their weekends and theirafternoons are always free,
because they don't have thatmilitary commitment was 365 days
.
So other things that employerscan do, supporting the culture
and Integrating a bit ofmilitary into the workplace
(26:39):
culture that's a real big one.
So things like military supportnetworks or military resource
groups, you know, pullingtogether the current veterans
you have in your organizationand Creating an environment that
fosters the, the welcoming andkind of that open arms, so to
speak, for other veterans comingin.
(26:59):
There's a lot to be said forveterans.
Helping veterans.
You know, like myself and allof invets, we're almost entirely
veterans that work there andthere's a passion and just
another intrinsic value forveterans.
When we see another brother orsister that needs help, we want
(27:23):
to help them.
So creating those groups whereyou've got a handful of veterans
that have already been workinghere, whether it's been a year
or 20 years, and having a newveteran come in and maybe
they're not sure, they have somequestions or whatever the
circumstance may be, so aresource group really can be
(27:43):
monumental to welcoming them andletting them know that they are
valued there in thatenvironment For companies that
maybe aren't large enough tosupport that.
There's other options where wecan look at some community
resource groups that are stillveteran focused, especially here
in northeast Indiana.
We have a lot of options and wehave a huge veteran support in
(28:08):
northeast Indiana, so there'salways something that we can do
and if anybody has any questions, Could you talk a little bit
about the timeline fortransitioning military members?
Yes.
So it's a non-traditionaltimeline for service members
that are leaving the military,especially when we're talking
about getting jobs in thecivilian world and how things
(28:30):
work.
So, generally speaking, about ayear before a service member is
going to separate and that'swhether they're retiring or
simply leaving prior toretirement and at about a year
mark they're going to start toparticipate in the mandatory
separation events and when theygo through those they start to
(28:52):
build their civilian resume andthey start that process of, like
their mental transition, inthat that's when InVet starts to
make contact with them at theseevents.
That's our targeted recruitmentefforts that we have.
And from there, 270 days, 180days there's a couple other key
(29:13):
marks that happen.
The 180 days is an opportunitywhere, if the service members
approve through their chain ofcommand, they could participate
in an internship.
There's two different programsfor that.
I'll just refer to them as askill bridge, and that skill
bridge is the opportunity wherethey can come do an internship.
(29:35):
They continue to be paid by theDepartment of Defense, there's
no cost to the employers andthese service members can come
in and work hand in hand, sideby side.
They can start anapprenticeship program and they
can start to build those skillsthat will they'll directly need
in that workplace.
And under that 180 day markthere's a few things that the
(30:00):
individual will go through onthe military side.
But basically under that 180days there that continuous
opportunity for the internshipprogram.
Then when they get to about 45to 30 days, typically service
members are going to have astockpile of leave days
(30:21):
available.
So once they go on what we callterminal leave, then that's
when they're able to startworking.
So if a just create ahypothetical situation, if a
service member were to do askill bridge at 180 days and say
they had 30 days of leave, sothey would get about 150 days of
(30:42):
an internship where they couldcome through with an employer
here in Northeast Indiana, right, and while they're doing that
they'd have just a handful oftasks they might have to
complete.
They could do those throughtheir computer, through their
phones, and then at that 30 daymark they'd have to return to
the installation that they camefrom and go through what we call
(31:06):
out processing.
It takes just a handful of days, maybe a week, and then when
they return then they're able tobe employed at that point.
So from that 180 day, about that180 day mark, that's really
where in vets we get reallyinvolved with the individuals,
because that's looking for theemployment opportunities.
(31:28):
Unfortunately it doesn't reallytranslate as get a job today
and you could start tomorrow.
So there's a bit ofunderstanding in that that we're
looking farther out.
So it takes kind of a bit offorecasting on the employer side
.
You know, trying to hiresomeone that you need to start
(31:52):
the first of December.
Today we might have a candidatebut we might not.
So there's a level ofunderstanding that kind of goes
back into that education of justkind of learning how the
military and the transitioningprocess works.
Speaker 6 (32:08):
Great.
Thank you so much for beinghere and again, thank you for
your service and thank you toall of our veterans for their
service.
And, yeah, thanks for meeting.
Speaker 7 (32:15):
Well, thank you very much.
Speaker 1 (32:17):
Today we'd like to welcome Michael Goldberg, who
recently spoke at Disrupt HRFort Wayne.
Michael is the owner of WalkAlongside Leader, a company
focused on transforming leadersto be more responsive to today's
market demands.
Michael Goldberg is the formerExecutive Director of Northwell
Health's LIJ Medical Center,where he was responsible for
(32:40):
day-to-day operations of thehospital's $1 billion annual
operating budget 583 beds, 5,500employees and 4,000 physicians.
Working with the leadershipteam at LIJ, mr Goldberg focused
on driving clinical andoperational initiatives to
(33:01):
ensure appropriate, safe,efficient and innovative care to
its patients.
Welcome to the program, michael.
Speaker 8 (33:10):
Thank you so much for having me.
I'm excited to have thisconversation.
Speaker 1 (33:14):
So, michael, you recently spoke at Disrupt HR
Fort Wayne.
For those who couldn't attend,can you give our listeners a
taste of what was discussed?
Speaker 8 (33:24):
Absolutely.
It was an incredible evening inFort Wayne where I had the
pleasure of sharing a little bitof the insight into the power
of social media when embraced byleaders.
You see, there's a trend that'staking place in the marketplace
where our teams, just like we,have access to in our personal
(33:45):
lives, infinite amounts ofinformation at our fingertips
whenever we want it, on demand.
And the same isn't always truein companies, and when it is,
it's usually deferred to a PR oran internal communications team
(34:07):
.
But what people really wantwhen working for somebody is to
be able to align with them,align with their values,
understand the person thatthey're working for, know that
the person that they're workingfor cares about them, and one of
the ways that I've had successdoing that is complementing the
traditional ways ofcommunication and organization
(34:29):
the emails that come out on aregular basis that tell
everybody at the team what ishappening in their organization.
But not everybody reads emails,and so there's other ways that
people communicate also.
They could be town hallmeetings, they could be digital
boards.
Some companies text messagetheir team members, trying not
to be too intrusive, but what Ifound was connecting with people
(34:52):
where they are is criticallyimportant.
So what I spoke about was thesuccess that I had utilizing
social media in order to connectwith our team members, and I'll
just give you a little bit ofstatistics.
So when we would send emails outto our team in the hospital,
only about 17% of people wouldopen them, which, if you take a
(35:12):
step back for a second, kind ofmakes sense, because not
everybody who works in thehospital sits in front of a
computer all day.
You have maintenance workers,engineers, food service workers,
people at the laboratory thatare processing the work they
need to do, and so they're notjust sitting there in a cubicle
waiting for the next email topop up, but where they are on
(35:33):
their own time is on socialmedia On average.
One of the statistics I didn'tget to share in Fort Wayne was
that we, as adults, spend almosteight hours a day in front of
some kind of a screen, and ofthose eight hours, two and a
half of those hours are spent onsocial media.
So we had the innovativeapproach maybe you call it a
(35:57):
disruptive approach to talk toour team members where they were
, which was on social media, andit couldn't have been more
powerful.
Our access to our team bysharing transparent and
consistently with them mademagic happen.
We were democratizinginformation, which is a major
challenge as organizations sizescales and, as you said before,
(36:20):
we had a large team, but weallowed everybody to be on the
same page at the same time,which is crucial, especially in
the healthcare organization thatsometimes manages crises, like
we were during the pandemic.
So that's a little bit of whatwe talked about in Fort Wayne.
Speaker 1 (36:39):
So, michael, you run a company called Walk Alongside
Leader.
Tell us about it.
Speaker 8 (36:45):
Yeah, I transitioned from the role at the hospital
after the pandemic because whatI saw especially in healthcare,
but it's also true in otherindustries was a tremendous
transition of people leavingtheir jobs because they felt
like something was missing and,as all HR and business studies
(37:08):
usually show, people leave theirjobs because of leadership.
And not to blame leadership inany way, what I think we've gone
through over the last severalyears is a realigning
expectation of what people wantfrom us as leaders, and I saw
the power of being an innovativeleader, being out there with
(37:29):
the team, the types ofconversations that I was able to
have on social media, butbeyond that, the cultural
transformation that we were ableto achieve together by building
trust, having bidirectional,ongoing interactions both online
and physically throughout thebusiness, where we saw
(37:51):
incredible gains in ourfinancial performance.
Our employee engagement morethan doubled, the transition
from about 40% to over only fourout of 10 employees were happy
coming to work to growing up toabout 87% to 90%.
There are almost nine out of 10people who are happy coming to
(38:12):
work and I always like to sayyou never want 100% right,
because you always need a coupleof people who are just a little
bit unhappy at work to remindeverybody else how good they
have, and that was very true,and what we saw in the result of
that was less turnover, areduction in our need to utilize
overtime and premium dollars,an easier time recruiting, where
(38:36):
many people were seeking us outfor the place that they wanted
to work, as opposed to usstruggling to find people and in
an industry that was seeing oneout of five people resigning.
We were the place that peoplewanted to go to, and so what
Walk Alongside Leader does istake some of those lessons and
implement them and help teams atindividual organizations they
(38:59):
could be large organizations,smaller organizations really
transform the leadership role toget people out of that quote
unquote corner office and beopen and available in a safe way
that protects the things thatmost leaders are concerned about
, but in a way that resonateswith their team, so that when
(39:20):
people are leaving andtransitioning their jobs all
around the country which isstill happening they become the
places that people want to gobut, more importantly, the
person people want to work for.
Speaker 1 (39:32):
Excellent, Michael.
If our listeners wanted to findout more information or get a
hold of you, how would they getin touch?
Speaker 8 (39:41):
There's multiple ways .
I look forward to anybodyreaching out.
One of the things that I'vealways held true on social media
, even with thousands of tens ofthousands of followers, is to
respond to everybody.
So you know, don't beoverwhelmed if you want to reach
out on social media.
My handles on Instagram andTikTok or LinkedIn are basically
(40:03):
all the same it's Michael HGoldberg.
It's M-I-C-H-A-E-L H Goldberg,g-o-l-d-b-e-r-g.
The other way that people canreach out to me is through my
website, walkalongsideleadercom.
Speaker 1 (40:19):
Thank you for your time today, Michael.
Speaker 8 (40:22):
Thank you for having me Enjoy the conversation.
Speaker 1 (40:25):
That's the most musical part of a turkey A
drumstick.
Speaker 4 (40:31):
Enjoy a safe holiday season.
From late November tomid-January, when families
gather, parties are scheduledand travel spikes, Safety should
be top of mind.
The following are tips from theNational Safety Council to
ensure your family remains safethroughout the season.
Traveling for the holidays, Beprepared, Preparing your car for
winter and keep an emergencykit with you.
(40:53):
Get a good night's sleep beforedeparting and avoid drowsy
driving.
Leave early planning ahead forheavy traffic.
Make sure every person in thevehicle is properly buckled up,
no matter how long or short thedistance traveled.
Put that cell phone away.
Many distractions occur whiledriving, but cell phones are the
main culprit.
Practice defensive driving anddesignate a sober driver to
(41:15):
ensure guests make it homesafely.
It's better to give safely.
Gifts and toys should inspirejoy, not cause injuries.
Thousands of children areseriously injured in toy-related
incidents every year.
Avoid safety hazards whilegifting with these tips from the
US Consumer Product SafetyCommission.
Toys are age-ranged for safety,not for children's intellect
(41:38):
and physical ability.
To be sure to choose toys inthe correct age range.
Choose toys for children underthree that do not have small
parts which could be chokinghazards For children under 10,
avoid toys that must be pluggedinto electrical outlet.
Be cautious about toys thathave button batteries or magnets
, which can be harmful or fatalif swallowed.
(41:58):
When giving scooters and otherriding toys, give the gift of
appropriate safety gear too.
Helmets should be worn at alltimes and they should be sized
to fit.
To find out about holiday toysafety recalls, check the US
Consumer Product SafetyCommission website.
Food poisoning is no joke.
Keep your holiday happy byhandling food safely.
(42:19):
The foodsafetygov website fromthe US Department of Health and
Human Services provides somevaluable holidays food safety
tips.
Wash your hands frequently whenhandling food.
Keep raw meat away from freshproduce.
Use separate cutting boards,plates, utensils or Food
poisoning is no joke.
Keep your holidays happy byhandling food safely.
(42:42):
The foodsafetygov website fromthe US Department of Health and
Human Services provides somevaluable holiday food safety
tips.
Wash your hands frequently whenhandling food.
Keep raw meat away from freshproduce.
Use separate cutting boards,plates and utensils for uncooked
and cooked meats to avoidcross-contamination.
Use a food thermometer to makesure meat is cooked to safe
(43:04):
temperature.
Refrigerate hot or coldleftover food within two hours
of being served.
When storing turkey, cut theleftovers in small pieces so
they will chill quickly.
Thanksgiving leftovers are safefor three to four days when
properly refrigerated.
Watch out for fire starters,Candles and Fireplaces.
Use of candles and fireplacescombined with an increase in the
(43:26):
amount of combustible seasonaldecorations in many homes during
the holidays means more riskfor fire.
The National Fire ProtectionAssociation reports that
one-third of home decorationfires are started by candles and
that two of every fivedecorated fires happen because
I'm redoing.
Watch out for fire starters,Candles and Fireplaces.
(43:47):
Use of candles and fireplacescombined with an increase in the
amount of combustible seasonaldecorations in many homes during
the holidays means more risk offire.
The National Fire ProtectionAssociation reports that
one-third of home decorationfires are started by candles,
that two of every five decoratedfires happen because of
decorations are placed too closeto a heat source.
(44:09):
Place candles where they cannotbe knocked down or blown over,
and out of reach of children.
Keep matches in the fireplaces.
Keep candles in the fireplaces.
Keep candles in the fireplaces.
Keep candles in the fireplaces.
Keep candles in the fireplaces.
Keep candles in the fireplaces.
Keep candles in the fireplaces.
(44:29):
Keep candles in the fireplaces.
Keep candles in the operatinghall and out of reach of
children.
Keep matches in lighters uphigh, out of reach of children
in locked cabinet.
Use the flameless rather thanlighted candles near flammable
objects.
Don't burn trees, wreaths orwrapping paper in the fireplace.
Use a screen on the fireplaceat all times when a fire is
(44:55):
burning.
Alert to the dangers if you arethinking of celebrating the
holidays by frying a turkey.
The Consumer Product SafetyCommission reports there have
been 100 turkey fryer-relatedfires, burns or other injuries
in millions of dollars inproperty damage losses from
these incidences.
Nsc discourages the use ofturkey fryers at home and urges
those who prefer fried turkey toseek out professional
(45:16):
establishments or consider usingan oil-less turkey fryer.
It's important to keep thesetips safely when decorating.
Following these tips from theUS Consumer Product Safety
Commission, Keep potentiallypoisonous plants mistletoe,
holly berries, Jerusalem cherryand amaryllis away from children
.
If using an artificial tree,check that it has labeled
fire-resistant.
(45:37):
If using a live tree, cut offabout 2 inches of the trunk to
expose fresh wood for betterwater absorption.
Remember to water it and removeit from your home when it is
dry.
Place your tree at least 3 feetaway from fireplaces, radiators
and other heat sources, makingcertain not to block doorways.
Avoid placing breakableornaments or ones with small
detachable parts on lower treebranches where small children
(45:59):
and pets can reach them.
Only use indoor lights indoorsand outdoor lights outdoors and
choose the right ladder for thetask when hanging lights.
Replace the light sets thathave broken or cracked sockets,
freight or bear wires or looseconnections.
Follow the package directionson the number of light sets that
can be plugged into one socket.
Never nail, tack or stresswiring when hanging lights and
(46:22):
keep plugs off the ground, awayfrom the puddles and snow.
Turn off all lights anddecorations when you go to bed
or leave the house.
Speaker 1 (46:30):
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.
Speaker 3 (47:05):
Bye.
We'd like to welcome the following new members
Kristen Baker BrooksConstruction Company, vicky
Boroff Schultz-Huber Associates,rick Dowring, tijon Automotive
Technologies and Hannah Beatler,bhi, senior Living.
Speaker 2 (00:23):
Hi, this is Ann Whitney, board member at large
with NIRU, and today I have aguest, Ajane Hardy, is joining
me for the member spotlight.
Welcome, Ajane.
Thank you, Ann and Ajane, youare a.
Is it correct?
You're the payroll and benefitsspecialist for Three Rivers
(00:44):
Federal Credit Union.
Speaker 3 (00:46):
Yes, I've been the payroll and benefits specialist
with Three Rivers for threeyears now.
Speaker 2 (00:51):
Awesome.
I think we can have that incommon.
We both have a financialservices background yeah,
looking at the credit union.
So how long have you been aNIRU member?
Speaker 3 (01:04):
I've been a NIRU member since January of this
year, when I was registering forthe HR conference.
This year is when I became amember.
Speaker 2 (01:14):
Awesome.
I was excited to spotlight youbecause you are a new member and
but have had enough months ofhopefully attending some
meetings.
Have you?
Have you been able to join someof the meetings this year then?
Speaker 3 (01:30):
Yeah, I've been to two of the luncheons after it is
so.
Speaker 2 (01:35):
Awesome.
And also, what about your SHIRMmembership?
Are you a member and how longif you are one?
Speaker 3 (01:45):
Yes, I am a SHIRM member and I've been a SHIRM
member for two years now.
Speaker 2 (01:49):
Okay, that's awesome as well.
I'm sure that that has beenbeneficial for you.
Speaker 3 (01:57):
Yeah, definitely.
I love all the resources andstaying up to know, up to speed,
or rather on all things HR.
So SHIRM is definitelyespecially within my first year
of HR was a go-to resource forme.
Speaker 2 (02:10):
Yeah, it definitely is a fabulous resource.
Ajane, can you share with uswhy you chose your journey in
the human resources profession?
Speaker 3 (02:23):
Yeah, I got my undergraduate degree at Indiana
State in Business Management andI found with that that I really
like business operations andworking with people.
So HR kind of fell under that,under that niche, and HR has
such a broad umbrella ofdifferent scopes within it.
So that's how I found myselfwithin HR just the people
(02:44):
aspects and then all thingsbusiness operations and learning
and the legal side as well.
I enjoy.
Speaker 2 (02:51):
Yeah, I agree.
It really is a profession thatyou can correlate different
areas, like you mentioned.
It's kind of opens upopportunities if you want to
change it up.
What do you enjoy, then, themost about human resources?
Speaker 3 (03:13):
Within my current role right now, just helping
people, continuously learningand also supporting the org as a
whole.
I love you know, within payrolland benefits, you know I'm
walking team members through aqualifying life event, so maybe
just the birth of their child or, you know, let's say, a husband
lost insurance.
I'm walking them through theirenrollment options, what that
looks like for them.
(03:34):
So being that touch point forthe team is what I enjoy the
most and being a trustedresource.
Speaker 2 (03:42):
Great, great.
So so far, what would youconsider your most beneficial
experience with being a NIR?
Remember now I know you sharedwith us it's.
You know it's just shy of ayear that you are a better
member, but what so far wouldyou say is the most beneficial?
Speaker 3 (04:03):
I enjoy the most to share community of other HR
professionals and just beingable to connect on different
topics within HR that you cantalk to maybe someone that works
in another department to maybeunderstand like, how do you guys
handle this issue?
You know, at your organization,what processes do you guys
follow?
Just the learning from oneanother, especially with me
(04:25):
being somewhat newer to HR andnewer to the HR team within
within my current or just havingthat shared community of other
people to lean off of, fromother organizations as well, to
better shape our organizationsand also for me to grow as well.
Speaker 2 (04:43):
I agree and I love that.
You stated you know the sharedcommunity and I agree with that.
I think what I found amazinglylike you know, even you and I
you can be in a shared industry,which is great, and you still
have that networking in thatcommunity of you know.
Yes, we are in a sensecompetitors, but we share that.
(05:06):
You know what are, what are ourdifferences, what are we doing?
Similarly, when it comes to theHR type of stuff.
And then I think what you evensaid about you know different
industries, it's it's it's greatthat you can share that and
learn from each other.
You know when you are in adifferent industry as well.
(05:26):
So what's so far with ourlineup we've had for this year,
with our monthly meetings?
Do you have a favorite or or amemorable speaker that you'd
like to share with us?
Who?
That is why.
Speaker 3 (05:41):
I don't have a hard time choosing favors just
because I'm in decisive, so Idon't have a favorite, but I
really enjoy the legal, theselunch and learn sessions.
Like I just get so much out ofthat staying up to date,
answering questions, justhonestly learning from other
people's questions as well, like, oh, I didn't think of it, that
something to stay on thelookout for.
I really enjoyed illegallysession and I love law, so
(06:03):
illegally session, lunch andlearns are probably my favorite.
Speaker 2 (06:08):
I'm glad to hear, I'm glad to hear that you are
enjoying those and you find thembeneficial.
I, I agree, and I think theyare great for you know, when you
do have that that busy, youknow week or time where you can,
you can more convenient and youcan attend that session.
Great, if you could choose onesong.
(06:31):
So so here we have.
We're shifting a little bit,we're going to a little bit
share with us on something funand personal.
So if you could choose one songto play every time you walked
into a room for the rest of yourlife, what song would you
choose and why?
Speaker 3 (06:48):
It's a hard one because I still I don't know,
but I don't have a favorite song, but I would probably have
something with like a upbeat,like an upbeat melody.
Speaker 2 (06:59):
So okay, kind of get you going right yeah.
Speaker 3 (07:03):
Okay, so not a favorite song, but if I hadn't
like some background or so,probably similar like marching
band type, I would probablychoose a little bit upbeat yeah,
yeah, no, that's, that's good.
Speaker 2 (07:15):
I mean, I can kind of get get that energy flowing.
So, and what about a superpower?
If you could choose any of thesuperpowers, what power would
you choose, and why?
Speaker 3 (07:28):
Flying.
I love to zip line and wheneverI'm in the air and kind of to
me it's like birds I view and itmakes me feel like I'm
literally flying and just likesoaring to the air.
So if I had a super powerprobably would be to fly and I
don't have to worry abouttransportation with gas and you
know, I just literally just getup and go and travels really on
my own accord.
Speaker 2 (07:49):
Yeah, and you and you get the best view right.
Yeah, amazing.
Do you mind sharing with usmaybe some, a few things that
you do in your free time or anyhobbies that you have?
Speaker 3 (08:05):
Yeah, I love to spend time with my nieces and nephews
.
I've got a newborn nephew andI've got three nieces and then
one older nephew as well.
If I love to spend time withthem, and that, you know, loves
to be involved with my family,so I spent a lot of time with my
nieces and nephew and mygrandparents.
Outside of that, I like torelax, travel, and then I have a
(08:25):
women's group that I'm a partof that I thoroughly enjoy.
Speaker 2 (08:30):
Wow, it sounds like you.
Yes, stay quite busy, I'm sure,with work, with the family time
and well, thank you for sharingthat with us.
And last thing, do you have anyencouraging words for someone
that is listening in or or ismaybe you know, came as a guest
and they're considering to joinNaira?
Speaker 3 (08:51):
Just join.
I I hate I didn't know aboutNaira sooner and all honesty,
because, like I said, it's justa great shared connect, shared
community of other HRprofessionals, professionals,
whether you're new, just lookingat you know maybe get help with
like your networking orbenchmarking across different
industries with your org.
Definitely just join, try itout and I will say that I love
(09:14):
the topics that you guys arerolling out with the different
events that we have.
They vary across differentscopes with NHR, from recruiting
the legal side that I lovepeople, talent means many things
like that.
So there's a right, a widevariety of different things that
you can really get out of Naira.
You know friendships and youknow the educational piece.
Speaker 2 (09:39):
Join Great.
Yeah, our, our board is suretrying their best efforts to do
to do what you shared, you know,get that a change up and get
the programs going.
So so glad you shared that.
I want to thank you again forjoining me in the member
spotlight and your willingnessto share your journey with with
(10:00):
our listeners.
So thank you again for forattending.
Speaker 3 (10:05):
Thank you, and it's been a great experience.
Speaker 1 (10:07):
Today we'll be featuring Amanda Hopner,
director of Sherm Certificationand Foundation, to introduce
herself.
Amanda, welcome to the program.
Tell us about yourself and whatNaira means to you.
Speaker 5 (10:20):
Well.
Thank you, mike, for invitingme.
I am currently the HR Directorfor HWC Engineering, a civil
engineering firm based inIndianapolis.
I've been privileged toactually work hybrid between
Indy and the NACO working spacedown here at Electric Works.
At HWC, we really were strongand civil.
(10:42):
We designed roads, bridges,streetscapes, water resources
across the state of Indiana andI'm proud to support an amazing
group of 175 employees and bepart of Best Places to Work in
Indiana for the past eight years.
I have been a member with Nairasince 2007.
(11:02):
That's crazy to think 16 yearsand for me, naira has been a
family of HR colleagues.
In my career I've made friendsand connections, learning from
each other with informationsharing, and Naira has been my
local resource on all HReducation, bringing out top
(11:23):
notch professionals, legalexperts and connecting me with
the National SHRM network.
Naira has been my constantcompanion as my career has
evolved.
I remember when I was an entrylevel HR assistant, coming in
and then through working thespecialty areas of HR, such as
(11:43):
Benefit Safety, employeeRelations, and here I am where
I'm at, as an organizationalinfluencer and people leader.
Naira has always been by myside.
Speaker 1 (11:54):
Amanda, what is the benefit of certification, and
can you tell our listenersanything about what we do at
Naira to assist?
Speaker 5 (12:03):
Yes.
So personally, my perspectivebetween completing my MBA and HR
in achieving the SHRM SCPcertification, I really feel
SHRM certification has been mymost valuable.
Shrm certification reallyprovides a boost in confidence
to HR professionals andrecognition among peers and
(12:28):
leaders.
It really does show mycommitment to the HR profession
and certification has been a gemin my career evolution, really
that sweet spot on a resume orprofile.
It shows credibility andpracticing the competencies of
(12:48):
SHRM and bringing expertise toHR operations.
And certification also, too,has been known to enhance salary
potential and provides an edgefor HR professionals when being
hired or promoted.
I want to say, for thoseinterested in certification,
naira has been essential inproviding assistance by
(13:11):
promoting local programs such asour partnership with PFWs,
continuing Education and theirexam prep course, which provides
an discount for $200 if you area Naira member, and they do
have a spring session coming upin February and then we'll run
12 weeks through April.
(13:31):
Additionally, when you arecertified, you have access to
maintaining your certificationwith our CEU accredited programs
.
Really, naira makes it trulyeasy to keep your certification.
You attend meetings, you attendconference.
We have it all for you.
Speaker 1 (13:51):
So, Amanda, what is the SHRM Foundation and why
should our listeners support it?
Speaker 5 (13:58):
SHRM Foundation really is our charitable arm of
SHRM.
It's a 501c3 nonprofit socialforce with SHRM, and the
missions offer educationopportunities, training and
resources for the nextgeneration of HR leaders.
They do this by awardingscholarships and grants to
(14:20):
students and organizations andthey really again support by
preparing for achievingcertification and attending
various SHRM programs andconferences.
In total, shrm Foundation'soffered more than $500,000 in
awards that have supported over350 recipients, helping them
(14:41):
achieve career success.
If you feel inspired to pay itforward and support others in HR
learning, we welcome you todonate to the SHRM Foundation
via a link on our Naira website.
If you go to our homepage it ison the left side.
Your donation is tax deductibleand we really encourage HR to
(15:03):
not hesitate to add it to yourphilanthropy support and really
just add it to the other clausesthat are near and dear to your
heart.
Speaker 1 (15:12):
Well, thanks for your time today, Amanda.
Speaker 5 (15:15):
It's been a pleasure.
Thank you for inviting me.
Speaker 6 (15:21):
Hi everyone.
This is Elizabeth Hoffman.
I am the director of workforcereadiness from Naira.
I'm so excited to be here thismorning with my good friend,
andrew from InVets.
First off, andrew, thank youfor being here and thank you for
your service.
Andrew is a veteran and todaywe are going to talk about all
things veterans and InVets.
So, first off, what can youtell me about InVets?
(15:41):
Who are you?
What you do?
Speaker 7 (15:43):
Well, thank you for having me here.
So, InVets, we are a nonprofitorganization based out of
Indianapolis and what we do iswe help the entire state of
Indiana meet their workforcedemands.
So in that we travel throughoutthe United States and we create
new partnerships with servicemembers that are transitioning
(16:05):
from active duty military and weencourage them to come to
Indiana and fill our workforceneeds.
Speaker 6 (16:12):
Awesome, and what is your role in InVets?
Speaker 7 (16:15):
So my role is the Northeast Indiana veteran
engagement manager, and whatthat really means is that I am
the person that's here to workwith all of our partner
organizations in NortheastIndiana, as well as be the point
person for all of thetransitioning service members
that are interested in our partof the state.
Speaker 6 (16:35):
Awesome.
Can you tell me how employersget involved with InVets?
Speaker 7 (16:39):
Absolutely.
So the first thing you can dois you can give me a call or an
email and I can give you all theinformation.
We can talk about it, answerall those questions.
There's typically a lot ofquestions that people have, but
I'd like to point out thateverything that we do is free.
We don't charge anybody, wedon't charge the employer
partners, we don't charge ourveterans that work with us, so
(17:03):
that is nice.
We're also not a temp serviceand we're not trying to take
advantage of anybody in this, soit's a free service.
And other options we have isyou can just go to invetsorg and
if you go to our website,there's a button you can click
and you can get some moreinformation that way, and yeah,
(17:26):
Great InVets.
Speaker 6 (17:27):
information is also available on the NIR website.
Why should employers hireveterans?
Speaker 7 (17:32):
So veterans bring a lot to the table that your
traditional civilian worldemployee isn't necessarily going
to have.
One of the biggest things isthe teamwork, team player kind
of mentality, the clichedexpression.
There's no I in team right andso all members of the military
(17:54):
used to working as a member of ateam.
They come in to the civilianworld with that same mindset of
they own just one piece of thepuzzle but they're planning on
working hand in hand with theircollaborators, and other parts
of that are military members areused to being kind of part of a
big picture and everybody has awar fighting function, so to
(18:16):
speak.
So, coming from that background, entering the civilian world,
they want to come in and they'relooking for not just I want to
do my job and go home is theywant to come in.
They want to understand what isgoing on around me, what's
happening on my left, what'shappening on my right, and
really be kind of holisticallyapproach, to invest it in where
(18:39):
they're at.
Other things that veteransbring a huge ability to adapt,
decision making, processinginformation, quick operating in
stressful environments.
Abilities to plan, execute,follow instructions, follow
instructions not just generallybut with a high level of detail,
(19:01):
as well as working at adverseconditions.
So you know we say that andeverybody knows what you see in
TVs and movies and you know thecivilian world.
We're not talking about warenvironments, it's more.
Somebody can come in and ifthey have to be in an office
setting, that's fine, and ifthey have to go outside and it
might be cold and northeastIndiana, they're typically not
(19:25):
going to be those ones tocomplain oh I got to put a
jacket on, right, it's no bigdeal.
They can go outside, they cando those things.
They can come back inside, theycan go into a freezer or
somewhere that might be hot orthings like that.
They're quick to adapt to theirenvironments.
Other things you know allveterans are going to bring in a
list of intrinsic qualitiesand… we kind of cliche them with
(19:48):
that.
It's hard work.
They bring that hard work ethicin and it's so much more than
that.
You know.
Showing up on time there's a lotto be said for just showing up
in general, but you're gonnahave a veteran that is gonna
show up to work each day.
They're gonna be on time, ifnot early.
A lot of folks in the militarywill say if you're not 15
(20:09):
minutes early, you're late, andso that kind of mindset well, it
does get a little a bit lax asyou become a civilian.
I know myself I've I targetthat five minutes early.
It's on time, so yeah.
But that type of intrinsic valuethat that comes with every
veteran from having to be in aformation or at a specific point
(20:29):
in time every day and thattranslates over very well into
the civilian world.
And one of the other thingsthat I always like to say about
that is dedication andcommitment.
So Anybody who joined themilitary, they volunteered,
we're all volunteer force andthose are folks that wanted to
be there, they chose that.
(20:50):
And that level of dedicationand commitment to our country
and Coming in now to thecivilian world, that same kind
of mentality Translates overwhere they want to have that
meaningful relationship withtheir employer, where they're
valued.
And that same level ofdedication comes with them where
(21:12):
it's not a well, I'm gonna takethis job, but in two months I'm
gonna leave for 15 cents morean hour and then work that job
for three months and then go get10 cents more an hour.
You know they have thatcommitment there where they want
to have that long-lastingopportunity.
Speaker 6 (21:29):
Great.
Are there any positions or jobdescriptions that veterans are
specifically looking for or thatin that specializes in?
Speaker 7 (21:37):
I Wouldn't say there's anything specific that
veterans are looking for.
So a lot of military skills areDirectly transferable.
Some of them are indirectlytransferable.
An example of that directtransferable skill is like
someone working in maintenance.
So if they work on an Abramstank they're a mechanic for that
(22:02):
.
Obviously that's amulti-billion dollar piece of
equipment.
They can come into the civilianworld and they can work on just
about anything that would be inthe like the advanced
manufacturing realm or Othergeneral maintenance as well.
The indirect transferable skillskind of go back to those
(22:23):
intrinsic qualities that I wassaying.
So you might have someone likemyself who was an infantryman
and you know there's a lot ofjokes that that we will say in
our internal circles aboutinfantrymen and then we're not
really good at anything.
We're kind of the jack of alltrades, master of none.
But you know, looking atdifferent opportunities, it
doesn't have to just beoperations or maintenance.
(22:46):
You know we can move militarypositions from Military police,
logistics, indirect fire, thingslike that and they transfer
over into that.
Decision-making ability is theacute attention to detail they
can come in.
Public relations is another onefrom the military that would
(23:08):
directly translate Into thecivilian world.
Very similar fields, lawenforcement.
Of course, there's always Justthat general mindset from the
military, regardless of whatyou've done and going into law
enforcement.
I know our local lawenforcement agencies love to
recruit from the military andthere's always that pipeline
that we try to keep open.
Speaker 6 (23:30):
Okay, last question how can employers be more
supportive of transitioningmilitary personnel and their
families?
Speaker 7 (23:38):
So to be supportive of transitioning military and
their family.
I think it starts with a levelof education and that kind of
works on both sides.
So on the military side we ISay we as a retiree we try to
learn as much as we can aboutwhat the civilian world is going
to be like and With thatthere's there's the whole
(24:01):
structure of programs, the tapprogram that service members are
going through and the work thatinvests is doing, working
hand-in-hand with ourindividuals.
So On our side we're trying tolearn the civilian in the
civilian side, kind ofreciprocating that same effort
there's.
There's a bit of a learningcurve for someone like 20-year
(24:25):
career.
Now they're coming out, theonly job they've had is the
military.
So they're trying to take themilitary jargon and that
language and and drop thosewords and do that force
translation in their mind sothey're not having that army
speak or Navy speak and they cancome in and have that.
So for the, the civilian worldemployers looking at this and
(24:50):
saying you know I'm I'minterested in hiring Some army
or some Navy veterans or thebranch of service, kind of
regardless, and Just learning alittle bit more about what is
their military life like, whatare the, the typical struggles
that they had.
You know they maybe they've hadto move all over the country,
maybe they've had to move allover the world, transfer their
(25:11):
family every time that they move.
So kind of Just gaining somegeneralized knowledge really
helps.
Another thing is, I will alwayssay, have a little bit of
patience with them and Reallyit's quite literally just a
little bit of patience.
Service members are very quickto learn and in that, you know,
(25:34):
coming into a position they'regonna pick up on those skills,
they're gonna pick up on theroutines and they're gonna
quickly adapt.
But just giving them a bit of agrace period where they can
adapt to the new environmentsvocabulary, like I was saying
before, and Also it's not suchan intense environment.
So a lot of service members arecoming from kind of an intense
(25:56):
environment and Maybe it's a bitextreme for them.
They get to come to civilianworld finally, take a deep
breath, relax, enjoy life.
And that's not that you can'tenjoy life in military service,
but we're looking for that,those things.
There's kind of some jokesabout it where it's like what do
I want to do when I grow up?
(26:17):
You know, when I get out of themilitary what I want to do when
I grow up and so now it's thosetimes where they get to have
their weekends and theirafternoons are always free,
because they don't have thatmilitary commitment was 365 days
.
So other things that employerscan do, supporting the culture
and Integrating a bit ofmilitary into the workplace
(26:39):
culture that's a real big one.
So things like military supportnetworks or military resource
groups, you know, pullingtogether the current veterans
you have in your organizationand Creating an environment that
fosters the, the welcoming andkind of that open arms, so to
speak, for other veterans comingin.
(26:59):
There's a lot to be said forveterans.
Helping veterans.
You know, like myself and allof invets, we're almost entirely
veterans that work there andthere's a passion and just
another intrinsic value forveterans.
When we see another brother orsister that needs help, we want
(27:23):
to help them.
So creating those groups whereyou've got a handful of veterans
that have already been workinghere, whether it's been a year
or 20 years, and having a newveteran come in and maybe
they're not sure, they have somequestions or whatever the
circumstance may be, so aresource group really can be
(27:43):
monumental to welcoming them andletting them know that they are
valued there in thatenvironment For companies that
maybe aren't large enough tosupport that.
There's other options where wecan look at some community
resource groups that are stillveteran focused, especially here
in northeast Indiana.
We have a lot of options and wehave a huge veteran support in
(28:08):
northeast Indiana, so there'salways something that we can do
and if anybody has any questions, Could you talk a little bit
about the timeline fortransitioning military members?
Yes.
So it's a non-traditionaltimeline for service members
that are leaving the military,especially when we're talking
about getting jobs in thecivilian world and how things
(28:30):
work.
So, generally speaking, about ayear before a service member is
going to separate and that'swhether they're retiring or
simply leaving prior toretirement and at about a year
mark they're going to start toparticipate in the mandatory
separation events and when theygo through those they start to
(28:52):
build their civilian resume andthey start that process of, like
their mental transition, inthat that's when InVet starts to
make contact with them at theseevents.
That's our targeted recruitmentefforts that we have.
And from there, 270 days, 180days there's a couple other key
(29:13):
marks that happen.
The 180 days is an opportunitywhere, if the service members
approve through their chain ofcommand, they could participate
in an internship.
There's two different programsfor that.
I'll just refer to them as askill bridge, and that skill
bridge is the opportunity wherethey can come do an internship.
(29:35):
They continue to be paid by theDepartment of Defense, there's
no cost to the employers andthese service members can come
in and work hand in hand, sideby side.
They can start anapprenticeship program and they
can start to build those skillsthat will they'll directly need
in that workplace.
And under that 180 day markthere's a few things that the
(30:00):
individual will go through onthe military side.
But basically under that 180days there that continuous
opportunity for the internshipprogram.
Then when they get to about 45to 30 days, typically service
members are going to have astockpile of leave days
(30:21):
available.
So once they go on what we callterminal leave, then that's
when they're able to startworking.
So if a just create ahypothetical situation, if a
service member were to do askill bridge at 180 days and say
they had 30 days of leave, sothey would get about 150 days of
(30:42):
an internship where they couldcome through with an employer
here in Northeast Indiana, right, and while they're doing that
they'd have just a handful oftasks they might have to
complete.
They could do those throughtheir computer, through their
phones, and then at that 30 daymark they'd have to return to
the installation that they camefrom and go through what we call
(31:06):
out processing.
It takes just a handful of days, maybe a week, and then when
they return then they're able tobe employed at that point.
So from that 180 day, about that180 day mark, that's really
where in vets we get reallyinvolved with the individuals,
because that's looking for theemployment opportunities.
(31:28):
Unfortunately it doesn't reallytranslate as get a job today
and you could start tomorrow.
So there's a bit ofunderstanding in that that we're
looking farther out.
So it takes kind of a bit offorecasting on the employer side
.
You know, trying to hiresomeone that you need to start
(31:52):
the first of December.
Today we might have a candidatebut we might not.
So there's a level ofunderstanding that kind of goes
back into that education of justkind of learning how the
military and the transitioningprocess works.
Speaker 6 (32:08):
Great.
Thank you so much for beinghere and again, thank you for
your service and thank you toall of our veterans for their
service.
And, yeah, thanks for meeting.
Speaker 7 (32:15):
Well, thank you very much.
Speaker 1 (32:17):
Today we'd like to welcome Michael Goldberg, who
recently spoke at Disrupt HRFort Wayne.
Michael is the owner of WalkAlongside Leader, a company
focused on transforming leadersto be more responsive to today's
market demands.
Michael Goldberg is the formerExecutive Director of Northwell
Health's LIJ Medical Center,where he was responsible for
(32:40):
day-to-day operations of thehospital's $1 billion annual
operating budget 583 beds, 5,500employees and 4,000 physicians.
Working with the leadershipteam at LIJ, mr Goldberg focused
on driving clinical andoperational initiatives to
(33:01):
ensure appropriate, safe,efficient and innovative care to
its patients.
Welcome to the program, michael.
Speaker 8 (33:10):
Thank you so much for having me.
I'm excited to have thisconversation.
Speaker 1 (33:14):
So, michael, you recently spoke at Disrupt HR
Fort Wayne.
For those who couldn't attend,can you give our listeners a
taste of what was discussed?
Speaker 8 (33:24):
Absolutely.
It was an incredible evening inFort Wayne where I had the
pleasure of sharing a little bitof the insight into the power
of social media when embraced byleaders.
You see, there's a trend that'staking place in the marketplace
where our teams, just like we,have access to in our personal
(33:45):
lives, infinite amounts ofinformation at our fingertips
whenever we want it, on demand.
And the same isn't always truein companies, and when it is,
it's usually deferred to a PR oran internal communications team
(34:07):
.
But what people really wantwhen working for somebody is to
be able to align with them,align with their values,
understand the person thatthey're working for, know that
the person that they're workingfor cares about them, and one of
the ways that I've had successdoing that is complementing the
traditional ways ofcommunication and organization
(34:29):
the emails that come out on aregular basis that tell
everybody at the team what ishappening in their organization.
But not everybody reads emails,and so there's other ways that
people communicate also.
They could be town hallmeetings, they could be digital
boards.
Some companies text messagetheir team members, trying not
to be too intrusive, but what Ifound was connecting with people
(34:52):
where they are is criticallyimportant.
So what I spoke about was thesuccess that I had utilizing
social media in order to connectwith our team members, and I'll
just give you a little bit ofstatistics.
So when we would send emails outto our team in the hospital,
only about 17% of people wouldopen them, which, if you take a
(35:12):
step back for a second, kind ofmakes sense, because not
everybody who works in thehospital sits in front of a
computer all day.
You have maintenance workers,engineers, food service workers,
people at the laboratory thatare processing the work they
need to do, and so they're notjust sitting there in a cubicle
waiting for the next email topop up, but where they are on
(35:33):
their own time is on socialmedia On average.
One of the statistics I didn'tget to share in Fort Wayne was
that we, as adults, spend almosteight hours a day in front of
some kind of a screen, and ofthose eight hours, two and a
half of those hours are spent onsocial media.
So we had the innovativeapproach maybe you call it a
(35:57):
disruptive approach to talk toour team members where they were
, which was on social media, andit couldn't have been more
powerful.
Our access to our team bysharing transparent and
consistently with them mademagic happen.
We were democratizinginformation, which is a major
challenge as organizations sizescales and, as you said before,
(36:20):
we had a large team, but weallowed everybody to be on the
same page at the same time,which is crucial, especially in
the healthcare organization thatsometimes manages crises, like
we were during the pandemic.
So that's a little bit of whatwe talked about in Fort Wayne.
Speaker 1 (36:39):
So, michael, you run a company called Walk Alongside
Leader.
Tell us about it.
Speaker 8 (36:45):
Yeah, I transitioned from the role at the hospital
after the pandemic because whatI saw especially in healthcare,
but it's also true in otherindustries was a tremendous
transition of people leavingtheir jobs because they felt
like something was missing and,as all HR and business studies
(37:08):
usually show, people leave theirjobs because of leadership.
And not to blame leadership inany way, what I think we've gone
through over the last severalyears is a realigning
expectation of what people wantfrom us as leaders, and I saw
the power of being an innovativeleader, being out there with
(37:29):
the team, the types ofconversations that I was able to
have on social media, butbeyond that, the cultural
transformation that we were ableto achieve together by building
trust, having bidirectional,ongoing interactions both online
and physically throughout thebusiness, where we saw
(37:51):
incredible gains in ourfinancial performance.
Our employee engagement morethan doubled, the transition
from about 40% to over only fourout of 10 employees were happy
coming to work to growing up toabout 87% to 90%.
There are almost nine out of 10people who are happy coming to
(38:12):
work and I always like to sayyou never want 100% right,
because you always need a coupleof people who are just a little
bit unhappy at work to remindeverybody else how good they
have, and that was very true,and what we saw in the result of
that was less turnover, areduction in our need to utilize
overtime and premium dollars,an easier time recruiting, where
(38:36):
many people were seeking us outfor the place that they wanted
to work, as opposed to usstruggling to find people and in
an industry that was seeing oneout of five people resigning.
We were the place that peoplewanted to go to, and so what
Walk Alongside Leader does istake some of those lessons and
implement them and help teams atindividual organizations they
(38:59):
could be large organizations,smaller organizations really
transform the leadership role toget people out of that quote
unquote corner office and beopen and available in a safe way
that protects the things thatmost leaders are concerned about
, but in a way that resonateswith their team, so that when
(39:20):
people are leaving andtransitioning their jobs all
around the country which isstill happening they become the
places that people want to gobut, more importantly, the
person people want to work for.
Speaker 1 (39:32):
Excellent, Michael.
If our listeners wanted to findout more information or get a
hold of you, how would they getin touch?
Speaker 8 (39:41):
There's multiple ways .
I look forward to anybodyreaching out.
One of the things that I'vealways held true on social media
, even with thousands of tens ofthousands of followers, is to
respond to everybody.
So you know, don't beoverwhelmed if you want to reach
out on social media.
My handles on Instagram andTikTok or LinkedIn are basically
(40:03):
all the same it's Michael HGoldberg.
It's M-I-C-H-A-E-L H Goldberg,g-o-l-d-b-e-r-g.
The other way that people canreach out to me is through my
website, walkalongsideleadercom.
Speaker 1 (40:19):
Thank you for your time today, Michael.
Speaker 8 (40:22):
Thank you for having me Enjoy the conversation.
Speaker 1 (40:25):
That's the most musical part of a turkey A
drumstick.
Speaker 4 (40:31):
Enjoy a safe holiday season.
From late November tomid-January, when families
gather, parties are scheduledand travel spikes, Safety should
be top of mind.
The following are tips from theNational Safety Council to
ensure your family remains safethroughout the season.
Traveling for the holidays, Beprepared, Preparing your car for
winter and keep an emergencykit with you.
(40:53):
Get a good night's sleep beforedeparting and avoid drowsy
driving.
Leave early planning ahead forheavy traffic.
Make sure every person in thevehicle is properly buckled up,
no matter how long or short thedistance traveled.
Put that cell phone away.
Many distractions occur whiledriving, but cell phones are the
main culprit.
Practice defensive driving anddesignate a sober driver to
(41:15):
ensure guests make it homesafely.
It's better to give safely.
Gifts and toys should inspirejoy, not cause injuries.
Thousands of children areseriously injured in toy-related
incidents every year.
Avoid safety hazards whilegifting with these tips from the
US Consumer Product SafetyCommission.
Toys are age-ranged for safety,not for children's intellect
(41:38):
and physical ability.
To be sure to choose toys inthe correct age range.
Choose toys for children underthree that do not have small
parts which could be chokinghazards For children under 10,
avoid toys that must be pluggedinto electrical outlet.
Be cautious about toys thathave button batteries or magnets
, which can be harmful or fatalif swallowed.
(41:58):
When giving scooters and otherriding toys, give the gift of
appropriate safety gear too.
Helmets should be worn at alltimes and they should be sized
to fit.
To find out about holiday toysafety recalls, check the US
Consumer Product SafetyCommission website.
Food poisoning is no joke.
Keep your holiday happy byhandling food safely.
(42:19):
The foodsafetygov website fromthe US Department of Health and
Human Services provides somevaluable holidays food safety
tips.
Wash your hands frequently whenhandling food.
Keep raw meat away from freshproduce.
Use separate cutting boards,plates, utensils or Food
poisoning is no joke.
Keep your holidays happy byhandling food safely.
(42:42):
The foodsafetygov website fromthe US Department of Health and
Human Services provides somevaluable holiday food safety
tips.
Wash your hands frequently whenhandling food.
Keep raw meat away from freshproduce.
Use separate cutting boards,plates and utensils for uncooked
and cooked meats to avoidcross-contamination.
Use a food thermometer to makesure meat is cooked to safe
(43:04):
temperature.
Refrigerate hot or coldleftover food within two hours
of being served.
When storing turkey, cut theleftovers in small pieces so
they will chill quickly.
Thanksgiving leftovers are safefor three to four days when
properly refrigerated.
Watch out for fire starters,Candles and Fireplaces.
Use of candles and fireplacescombined with an increase in the
(43:26):
amount of combustible seasonaldecorations in many homes during
the holidays means more riskfor fire.
The National Fire ProtectionAssociation reports that
one-third of home decorationfires are started by candles and
that two of every fivedecorated fires happen because
I'm redoing.
Watch out for fire starters,Candles and Fireplaces.
(43:47):
Use of candles and fireplacescombined with an increase in the
amount of combustible seasonaldecorations in many homes during
the holidays means more risk offire.
The National Fire ProtectionAssociation reports that
one-third of home decorationfires are started by candles,
that two of every five decoratedfires happen because of
decorations are placed too closeto a heat source.
(44:09):
Place candles where they cannotbe knocked down or blown over,
and out of reach of children.
Keep matches in the fireplaces.
Keep candles in the fireplaces.
Keep candles in the fireplaces.
Keep candles in the fireplaces.
Keep candles in the fireplaces.
Keep candles in the fireplaces.
Keep candles in the fireplaces.
(44:29):
Keep candles in the fireplaces.
Keep candles in the operatinghall and out of reach of
children.
Keep matches in lighters uphigh, out of reach of children
in locked cabinet.
Use the flameless rather thanlighted candles near flammable
objects.
Don't burn trees, wreaths orwrapping paper in the fireplace.
Use a screen on the fireplaceat all times when a fire is
(44:55):
burning.
Alert to the dangers if you arethinking of celebrating the
holidays by frying a turkey.
The Consumer Product SafetyCommission reports there have
been 100 turkey fryer-relatedfires, burns or other injuries
in millions of dollars inproperty damage losses from
these incidences.
Nsc discourages the use ofturkey fryers at home and urges
those who prefer fried turkey toseek out professional
(45:16):
establishments or consider usingan oil-less turkey fryer.
It's important to keep thesetips safely when decorating.
Following these tips from theUS Consumer Product Safety
Commission, Keep potentiallypoisonous plants mistletoe,
holly berries, Jerusalem cherryand amaryllis away from children
.
If using an artificial tree,check that it has labeled
fire-resistant.
(45:37):
If using a live tree, cut offabout 2 inches of the trunk to
expose fresh wood for betterwater absorption.
Remember to water it and removeit from your home when it is
dry.
Place your tree at least 3 feetaway from fireplaces, radiators
and other heat sources, makingcertain not to block doorways.
Avoid placing breakableornaments or ones with small
detachable parts on lower treebranches where small children
(45:59):
and pets can reach them.
Only use indoor lights indoorsand outdoor lights outdoors and
choose the right ladder for thetask when hanging lights.
Replace the light sets thathave broken or cracked sockets,
freight or bear wires or looseconnections.
Follow the package directionson the number of light sets that
can be plugged into one socket.
Never nail, tack or stresswiring when hanging lights and
(46:22):
keep plugs off the ground, awayfrom the puddles and snow.
Turn off all lights anddecorations when you go to bed
or leave the house.
Speaker 1 (46:30):
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.
Speaker 3 (47:05):
Bye.
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Does hearing about a true crime case always leave you scouring the internet for the truth behind the story? Dive into your next mystery with Crime Junkie. Every Monday, join your host Ashley Flowers as she unravels all the details of infamous and underreported true crime cases with her best friend Brit Prawat. From cold cases to missing persons and heroes in our community who seek justice, Crime Junkie is your destination for theories and stories you won’t hear anywhere else. Whether you're a seasoned true crime enthusiast or new to the genre, you'll find yourself on the edge of your seat awaiting a new episode every Monday. If you can never get enough true crime... Congratulations, you’ve found your people. Follow to join a community of Crime Junkies! Crime Junkie is presented by audiochuck Media Company.
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If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.