Podcasts about apprentices

Calling all apprentices (and those training them)! One of our most listened to episodes went live back in April 2024 and still tallies downloads today so we decided it was time for a followup! We changed it up a little from our first list of 5 Things Apprentices Should Do Every Day Thanks for listening, have a great day! Text the guys your ideas & feedback! Send us your feedback or topic ideas over on our social channels!Eric Aune @mechanicalhub Andy Mickelson @mick_plumbNewsletter sign up: https://bit.ly/MH_email

Vinay Gidwaney is Chief Product Officer and Mike Sullivan is Co-Founder and CEO of OneDigital, a 6,000-person, PE-backed benefits, HR, and wealth consultancy serving roughly 100,000 employers. Their contrarian bet: AI transformation has almost nothing to do with technology and everything to do with treating AI as talent. Instead of automating tasks, OneDigital built an internal hiring pipeline for AI, complete with job descriptions, an intern-to-apprentice-to-full-time promotion path, and performance improvement plans, and used it to avoid the layoffs most "AI transformation" playbooks assume are inevitable. Liam sits down with both of them to unpack the night Mike built a "disruption calculator" that showed OneDigital was on track to cut 1,800 of its 6,000 jobs, and how that all-nighter became the catalyst for a different strategy. They get into Ben, the AI coworker now handling daily conversations with 1,600 benefit consultants, why Vinay cites a claim from Lemonade's CEO that AI agents scored higher on customer empathy than human call center staff, the risk of companies "renting back" their own intelligence after gutting their workforce, and the thinking behind their upcoming book, Workforce Intelligence, releasing August 25th. Key Topics Covered Why treating AI adoption like rolling out a new CRM guarantees failure The failed early bet on automating RFPs, and why augmenting human thinking won instead The stat that proves AI adoption is personal: a manager's own AI use doubles their team's usage Building an AI "disruption calculator" overnight, and the 1,800-job number it produced OneDigital's three-part AI framework: coworkers, builders, and agents How OneDigital literally hires its AI: job descriptions, interns, apprenticeships, and performance improvement plans Meet Ben, the AI coworker fielding daily conversations with 1,600 benefits consultants Why they stay LLM-agnostic and separate the intelligence layer from the model and the harness The real risk behind AI cost metering: losing access to the intelligence your company now depends on A claim from Lemonade's CEO that AI agents beat humans on customer empathy Irreducible vs. reducible skills: how to decide what AI should do and what humans should keep The case for "faces, not headcount" and OneDigital's internal "humanity test" What's actually inside their upcoming book, Workforce Intelligence Episode Timestamps 00:00 Introduction 00:41 The thesis: AI transformation is about talent and leadership, not technology 02:44 Why treating AI adoption like a CRM rollout fails 04:29 Pitching VCs a "Workday for AI agents," and why it flopped 07:19 Why automating tasks failed, and augmenting human thinking won 11:20 The stat that changed everything: manager AI usage doubles team usage 15:04 Mike's personal epiphany and the "Claude" nickname from his family 18:10 Building an overnight "disruption calculator" with Claude and Replit 19:56 The result: a model showing 1,800 of 6,000 jobs at risk if nothing changes 21:11 Coworkers, builders, and agents: OneDigital's three-part AI framework 24:02 The AI hiring pipeline: job descriptions, interns, and apprenticeships 27:39 Meet Ben: the AI coworker now used by 1,600 benefits consultants daily 31:10 What's actually deployed: an LLM-agnostic stack with a separate intelligence layer 35:38 The metering and access risk: the Fable/White House security scare 39:56 Measuring "workforce intelligence": blending human and AI capability 50:07 Irreducible vs. reducible skills, and the Lemonade insurance AI-empathy example 53:38 The reskilling problem, and why human judgment stays irreplaceable 56:30 "Faces vs. headcount" and the company's internal "humanity test" 1:07:08 The origin of their book, Workforce Intelligence (out August 25th) 1:11:10 The risk of "renting back" your own intelligence after cutting your best people Learn more about OneDigital and the book Workforce Intelligence: https://www.onedigital.com/ Connect with Mike on LinkedIn: https://www.linkedin.com/in/mikesullivanatdigital/ Connect with Vinay on LinkedIn: https://www.linkedin.com/in/gidwaney/ Partner Links Upgrade your AI toolkit: https://www.theaireport.ai/ai-executive-pass Subscribe to our free newsletter: https://newsletter.theaireport.ai/subscribe Join the community: https://community.theaireport.ai/checkout/the-ai-report-welcome-gift?coupon_code=WRTH Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of the HVAC Know It All Business Edition Podcast, co-hosts Gary McCreadie and Furman Haynes from WorkHero sit down with Cornelio Martinez, Owner at Maize Mechanical, he shares the journey of building a successful HVAC business by focusing on relationships, strategic hiring, and long-term growth instead of chasing rapid expansion. He explains how partnerships, mentorship, and investing in apprentices helped him scale sustainably while navigating the challenges of staffing, sales, and business operations. The conversation also explores his vision for contractor co-ops, workforce development, and how small businesses can compete with large private equity-backed companies. Cornelio Martinez is an advocate for electrification, workforce development, and sustainable business growth. After starting as a subcontractor, he strategically grew his company through partnerships, mentorship, and investing in apprentices. Today, he's passionate about helping independent contractors build stronger businesses while creating more opportunities for the next generation of skilled trades professionals.   Expect To Learn: Why strategic partnerships can accelerate business growth. How to know when it's time to hire employees instead of subcontractors. The pros and cons of using subcontractors versus building an in-house team. Why investing in apprentices creates long-term business stability. How transparency impacts customer sales conversations. The biggest financial lessons every growing contractor should understand. How contractor co-ops could help small HVAC businesses compete with larger organizations.   Timestamps: 00:00 – Introduction 00:44 – When Is the Right Time to Hire Your Next Employee? 01:53 – Learning from Mentors and Building Strategic Partnerships 03:07 – Growing Through Relationships Instead of Marketing 03:34 – Subcontractors vs. Hiring Your Own Apprentices 04:08 – Why Investing in Employees Pays Off Long-Term 06:49 – Scaling Without Overextending Your Business 07:37 – Avoiding Technical Overload During Sales Conversations 08:59 – Selling with Logic, Emotion, and Trust 11:54 – Competing with Private Equity Through Collective Buying Power 12:38 – Streamlining Operations and Holding Contractors Accountable 13:54 – Final Thoughts   Follow our Guest Cornelio Martinez: LinkedIn: https://www.linkedin.com/in/cornelio-martinez-38660b40/  Instagram: https://www.instagram.com/corneliomartinez/  Company Website: https://maizemechanical.com/  Company Facebook: https://web.facebook.com/people/Maize-Mechanical/61556354961579/#    Follow Gary McCreadie: LinkedIn: https://www.linkedin.com/in/gary-mccreadie-38217a77/  Website: https://www.hvacknowitall.com  Facebook: https://www.facebook.com/people/HVAC-Know-It-All-2/61569643061429/  Instagram: https://www.instagram.com/hvacknowitall1/    Follow Furman Haynes:  LinkedIn: https://www.linkedin.com/in/furmanhaynes/  WorkHero: https://www.linkedin.com/company/workherohvac/  Instagram: https://www.instagram.com/workhero__/

Hello, Voices of the Bench community. This is Casey Baldwin with Ivoclar. If you've been curious about fast-firing zirconia to improve efficiency but aren't convinced it can deliver predictable, high-quality results, I'd encourage you to connect with us. Our new IPS emax Zirconia, offers multiple fast-fire protocols designed to help you save valuable production time while maintaining consistent outcomes. Time is money in every lab. Don't wait. Reach out today and discover how IPS emax Zirconia can help streamline your workflow. As full-arch dentistry continues to grow, so do the demands on today's dental laboratories. That's why Knight Dental recently launched SimplyARCH Studio, a dedicated production environment built exclusively for full-arch restorations. To support this specialized workflow, Knight invested in an XTCERA milling system and carefully evaluated multiple CAM software solutions before choosing hyperDENT. The decision came down to exceptional milling quality, minimal hand finishing, and impressive production efficiency. But what truly set hyperDENT apart was the implementation process. From the very beginning, the team provided more than software training—they shared the knowledge and experience needed to build an optimized workflow for complex full-arch cases. With proven expertise in advanced milling strategies and laboratory production, hyperDENT helped ensure SimplyARCH Studio was designed for long-term success from day one. This week, Elvis and Barb are coming to you from the FDLA Symposium at the GPS Digital RPD booth with two conversations that prove one thing: dental technology never stops evolving. First up, Chris Bradley from SmileLine USA returns to the podcast alongside technician, educator, and lab owner Richard Wodzinski, with Dawn Roniger from GC America joining the discussion. What starts as a conversation about "sexy brushes" quickly turns into a deep dive into one of the most intriguing shade-matching workflows you'll hear about. Richard explains how the OptiShade camera and Matisse software work together to create incredibly accurate shade recipes for everything from monolithic zirconia to layered ceramics and even gingiva. They also discuss the latest Creation Magic Color system, hands-on education, custom shade appointments, and why reducing remakes isn't just good for labs—it's better for doctors and patients too. Add in some FDLA leadership talk and a shared passion for education, and you've got a conversation packed with practical ideas and plenty of laughs. Then Elvis and Barb sit down with Kaveh Shams, Branch Manager for Zirkonzahn Canada, whose journey into digital dentistry spans London, Italy, and Canada. Kaveh shares how his admiration for Enrico Steger and Zirkonzahn eventually led to his dream job, while also offering a fascinating look into the company's history, philosophy, and commitment to education. From the origins of Exocad and custom CAM strategies to modular milling systems, open architecture, and Zirkonzahn's incredible Military School program that trains the next generation of technicians, this conversation is full of insight into what makes one of dentistry's most respected digital companies tick. It's an inspiring story of passion, persistence, and why great technology always starts with great technicians.Special Guests: Chris Bradley, Dawn Roniger ​​​​, Kaveh Shams, and Rich Wodzinski.

Michael Collins TD told PJ last week he would return when he had some news and some answers for electrical apprentices worried over what to do if they failed or wanted to appeal this years results. He told PJ his update Hosted on Acast. See acast.com/privacy for more information.

“You're at the mercy of the quality of the 2D plans.”We sit down with Tom from Vision 2 Estimating (V2E) to talk about why traditional construction estimating and 2D-only take-offs are costing builders real money. If you're quoting off PDFs, squinting at elevations, and hoping the details sort themselves out on site, this conversation will hit. It's about accurate building estimates, protecting margin, and pricing work properly in modern Australian residential construction.We take a look at why 3D modelling for builders is not about pretty renders; it's about clarity. Tom explains how 3D estimating, quantity take-offs, and a proper Bill of Quantities (BOQ) help you see what 2D drawings often hide: junctions, returns, missing scope, and the “we'll figure it out later” details that turn into budget blowouts. This is especially relevant for custom homes, high performance builds, and any project where small misses become expensive fast.A big theme is what Tom calls your builder DNA. Every builder has a way they build: preferred details, standard inclusions, sequencing, and products. V2E's approach is to model and estimate based on how you actually build on site, so your pricing matches reality. We also touch on modern estimating tools like PlusSpec (SketchUp plugin), digital BOQs, and connected workflows that make pre-construction smoother and reduce rework, disputes, and variations.If you're a builder, estimator, architect, or construction business owner trying to improve construction cost planning, tender pricing, and job profitability, check this episode out. We talk estimating systems, pre-construction services, reducing risk, and why better estimating is one of the fastest ways to lift building business profitability without working more hours. CHAPTER MARKERS00:00 Intro03:07 2D plans miss scope and costs06:55 Builder DNA and estimating accuracy08:21 Who owns pricing and variations15:14 Vignettes standards and estimating workflow18:03 Coordination meetings, RFIs, design clarity21:27 PlusSpec BOQ export and take-offs23:16 Builder-friendly BOQ and trade breakdown24:53 Cost codes setup for builders26:27 Import BOQ into estimating software27:02 Four cost buckets for budgeting30:08 Master price lists and cost control32:36 Model collaboration for builders and architects35:14 Estimating as a repeatable system36:59 Model viewer app for site teams39:25 Charging for pre-construction estimating47:40 AI estimating needs clean data50:07 Apprentices: estimating and building careersLINKS:Vision 2 Estimating: https://www.v2e.com.au/Our Sponsors:Pro Clima - https://mindful-builder.captivate.fm/proclimaMEGT - https://mindful-builder.captivate.fm/megtConnect with us on Instagram: @themindfulbuilderpodConnect with Hamish:Instagram: @sanctumhomesWebsite: www.yoursanctum.com.au/Connect with Matt: Instagram: @carlandconstructionsWebsite: www.carlandconstructions.com/Mentioned in this episode:Proclima Sponsor

What if VR looked beyond traditional employment pathways? In this episode of Manager Minute, Carol Pankow sits down with Kristy Schenderlein, Vice President of Operations at the Blind Institute of Technology (BIT), to discuss how an RSA Disability Innovation Fund (DIF) demonstration grant is redefining career opportunities for people with disabilities. Learn how BIT combines accessible technical training, industry-recognized certifications, registered apprenticeships, and employer partnerships to prepare participants for careers in Salesforce, digital accessibility, AI, and project management. With participants earning family-sustaining wages and advancing into six-figure careers, this conversation challenges VR professionals to think differently about workforce development and the future of competitive integrated employment. Listen Here   Full Transcript: {Music} Kristy: Organizations are unfortunately trying to fit our community into a little box. What they think we can do, not what we know that we're capable of. You guys are really forging ahead with something that's never been done before. And so how do we get the VR groups, the VR counselors and teams to break out of what their traditional mold has been? Our participants earn an average of 75,000, and within three years of employment, the majority have been promoted and are making over six figures. Intro voice: Manager minute, brought to you by the Vocational Rehabilitation Technical Assistance Center. Conversations powered by VR. One manager at a time, one minute at a time. Here is your host, Carol Pankow. Carol: Welcome to the Manager Minute. Joining me in the studio today is Kristy Schenderlein, VP of operations at the Blind Institute of Technology. So Kristy, how are things going for you? Kristy: Very good. Ready for summer to start. Carol: Yes. It's starting here in a big way, let me tell you. We've got heat wave going on in Minnesota. So today we're going to talk about a Disability Innovation Fund project focused on expanding access to careers and technology for individuals with disabilities. And this is a space getting a lot of attention right now. But what does it actually look like to build something that works in practice? So let's dig in. So Kristy, let's start with your journey. How did you get connected to this work and to BIT? Kristy: Yeah, absolutely. So I myself am a member of the Blind and visually impaired community. I have Stargardt's disease, which is a juvenile form of macular degeneration. So I navigated through the education space as a visually impaired student, got my degree from University of Wyoming and Communications a long time ago. We don't want to talk about how long ago that was, but then I moved into a career as a litigation paralegal for about 15 years. And my husband and I opened our own hardware store, where, in addition to being a small business owner and doing whatever was needed of me that day, I also oversaw all of the operations there as well. And when we closed our store, I kind of was at a crossroads. I wasn't sure exactly what I wanted to do, except for the fact that I really wanted to look into the potential of working with employment in my community. Through my years, I had met with apprehension. Can I do the job? Shock? You know, some people would see, you know, especially when we were at the hardware store and I began using a cane in the middle of us owning the store. So, you know, people would walk in and I'd be standing there with my cane. And if I asked them, you know what I can help them with? Or if they'd see me, you know, talking to employees found out I was one of the owners. You know, I was just met with disbelief that I could actually be doing this job. You know, sometimes it was just blatant. No, you can't met with a I don't see how this can be done. So I'm not going to open my mind to even consider this. So I know that navigating those waters of employment for not only people within the blind and visually impaired community, but pan disability community as well, is difficult. And I know that it is not the lack of ability, it's the lack of opportunity. And so what could I do to help my community? And an acquaintance introduced me to Mike Hess, our executive director. Mike and I met. He told me about BIT, BIT's mission, his vision, and I jumped on board seven years ago. When I jumped on the ride, there was five of us, now there's almost over 50 of us, the majority of which identify with some form of disability, including in leadership. So we're really proud of that. It's been a wild ride for sure. Carol: I think it's really cool. I was looking a lot. I was looking you up. Of course, you know, I got to check out your story on LinkedIn and all the things as well. And then just perusing the BIT website and such. And I just think you have a really amazing cast of folks that are working there. Kristy: We do. Carol: And I really like what you're doing. Kristy: Thank you. Carol: And I could not believe, actually, since I found out about you, I had contacted like my folks back at State services for the Blind in Minnesota. I'm like, do you guys know about them? Like, because I sure didn't know about you when I was there. And I just think getting the word out more is super important. So I know you and I had spoken earlier and we were talking about your DEF grant application and that you guys actually had a model that you had built. And so you were basing this application on that. Can you talk a little bit about the different process and what problem you were trying to solve with your application for the project? Kristy: Yeah, absolutely. We know the numbers and how ugly they are that, you know, 70% of people with disabilities are either un or underemployed for the BVI community. It's even higher. It's at 80. I think those numbers have changed a little bit, but unfortunately that needle hasn't moved much in years. There's a lot of organizations out there that are saying that they're focusing on employment. But unfortunately, I mean, the numbers don't lie. You know, we're still where we're at. And what we found is no one is focusing on workforce development for higher level professional careers. And no one's really focusing, again on the professional or corporate America. Organizations are unfortunately, trying to fit our community into a little box, what they think we can do, not what we know that we're capable of. And so we really, truly believe that the answer to this, and I'm going to call it, you know, an epidemic, if you will, the unemployment of people with disabilities really has to do with workforce development and making sure that those people who, again, have the ability to do the job also have the opportunity. So we actually began offering Salesforce administration courses, gosh, back o late 2000 teens, we successfully put through eight blind or visually impaired professionals through a Salesforce Administration Certification prep course, and we choose Salesforce specifically because of the accessibility of their platform. And not that it is a B2C accessibility, but it's a B2B. So people within my community and those of us in the Blind and visually impaired community who are the hardest to serve because of the fact that we have to use assistive technology in order to do our jobs. It's allowing that community to get these certifications, get good, long lasting, sustainable careers. You know that they can actually be, you know, climbing up that corporate ladder, not being stuck down at the bottom. So we began our courses in 2020. We actually became the only training provider approved by Salesforce for people with disabilities globally. And that really came about because of our focus on two things. Number one, our courses being virtual, we are meeting. This was even before the pandemic, even before, you know, virtual courses were the thing. We were doing it virtually. We were meeting our community where they were at. We were also focused on employment. Our end goal at BIT is always employment. That's always where we keep our eye on employment. So, you know, we'd already started these courses. We began a Salesforce system integration service within BIT. We also began an accessibility consulting service and began using our students as at that time, interns, we met up with an intermediary, an apprenticeship intermediary called Safal Partners, who looked at our program and said, gosh, you guys already have an apprenticeship program. Kristy: What would be considered a wrap or a registered apprenticeship program through the Department of Labor? So they helped us get registered with the Department of Labor, and we became and still are the only organization, the only registered apprenticeships to include the Pan disability community to include the BVI community. And we're proud of that. And we're also saddened by that because we are the only ones that are doing it this way. The problem was we were only able to do it more of in a project based format, you know? So whenever we had projects, the apprentices worked well. Our apprenticeship program is a competency based program. There have been which now have been lifted, but requirements of 2000 hours really difficult to get those 2000 hours in a reasonable amount of time when it's just ebbs and flows of projects. So we really need to find a way to move into a more structured apprenticeship program. We added a, you know, the digital accessibility space a couple of years after we did the Salesforce admin apprenticeship and fortunately found the DIF grant to help us expand on what we already had running. Carol: So what did this when you get the DIF grant, what it allow you to do differently, moving from that more kind of pilot project kind of format into this structured model? Kristy: Mhm. Well, it allowed us to do essentially that. Number one is add structure. So as I mentioned, for our apprenticeship program, first we were able to add an apprenticeship program manager, which is huge for somebody to actually be able to focus all of their time on overseeing the program. We were able to move it into a more structured program. So we're not only looking now at project based. Our apprentices, you know, are working on regular schedules. Most are completing their apprenticeships between 1 and 2 years. They're able to not only work on those projects and gain competencies through projects, but also work on hypothetical situations we created for those competencies they need to accomplish without the projects we're working on professional development. So it was able to really add, again that structure to make it just a more robust program. In addition to that, we were able to expand on the academy courses that we were able to offer. So what we're learning with the Salesforce ecosystem is essentially the sweet spot is five certifications. It's not enough just to have that foundational cert. So with the DIF grant, we were able to say, okay, we want to get our team to that five certs. Any student that goes through our course, they have the option of getting to those five certifications. You earn two. Just in our foundational course alone. And then we added three higher level courses. In addition to that, we're also able to add a third track. So we have our Salesforce Administration track. We have our digital accessibility track, and now we're going to be able to add an Agile Scrum Master certification or project management track. So it pairs really nicely with the other two tracks in that, you know, all of these projects, they need scrum masters or project managers to run these projects. So now we're able to kind of create that full loop where we're able to have our admins working on their projects. Same with digital accessibility. And then we're able to add, again, these scrum masters and project managers to work on those same projects to build up and gain their experience. So able to expand the Academy. We were also able to add an academy director and an administrative assistant, you know. So again, providing more structure and guidance there. And then additionally, one of the things that we focused on, one of our goals with the grant was to be placed on 30 state eligible training provider lists. And what this allows us to do is really get a lot of that exposure that you were talking about before. Any person who wanted to participate in the program can go to these ETPLs, is what they're called. See if we're on in their state, get the information. You know, if they are workforce boards, VR counselors. Again, just the average Joe that wants to look into some opportunities for training also gives employers the opportunities to come in and see what we're doing, learn about us, you know, get that more exposure. And I think actually now we're on 35 ETPLs. Again, our friends at Safal Partners helped us within the first year achieve that KPI for our DIF grant. Carol: That is amazing. That is really great. I was gonna ask how many you were on and 35 sounds... Kristy: Mhm. And growing and growing. You know, we're we're we're not stopping. Right. We want to be on all of them. Carol: I'm like, you're going to conquer the world. So walk us  through how it works today. You know, you're talking about the academy. You've got the certification, the apprenticeships, kind of how does the whole flow? Somebody comes in, they're like, I want to do the thing. What happens? Kristy: Absolutely. We have a couple of different options to start. So what we decided to do was add two self-guided courses for our two current tracks, Digital Accessibility and Salesforce Admin. So they're intro courses, they're self-guided. And essentially it's just that giving you an introduction to what Salesforce is. A lot of people have no idea what Salesforce is, even though they're one of the largest tech companies in the world. They're in every industry, all the different fields, you know, they're this humongous organization, but a lot of people just don't know what it is. So it gives people the opportunity to get in there, see what Salesforce is. Is this an interest to me? Same with digital accessibility also gives them an understanding of if you're using assistive technology, what is your level of proficiency need to be? Can you be a beginner? And I'll tell you right now, the answer is no. You can't be a beginner if you're using. You know what? I use a screen reader. You know, you have to be a little more proficient than that. So you get through those courses and you decide, yeah, I really liked this. I completed the course. You sit for a technical assessment, you have to do a hands on assessment and then a technical interview. Kristy: And the reasoning for that is to really, number one, ensure that that person who is taking the course is committed, understands the content was doing it themselves, you know, making sure nobody was, you know, helping them out before they can move into the instructor led courses. So once they pass that you can move into the instructor led either, again, digital accessibility or Salesforce, when we add our agile scrum probably won't have an intro to start, but that'll be getting added the later part of this year. And that'll again be instructor led courses, but pretty much the same format. So once you get into the instructor led courses, digital accessibility I believe is 14 weeks. I think admin is now 17 weeks. Again, with admin, you earn two certifications, multiple hours a week in class and then also in lab. In addition to that, there is a lot of homework. There's a lot of work outside these courses. I never sugarcoat these courses. They are not easy. We're talking high level tech careers. So these are high level courses. There's a lot of work, there's a lot of commitment, but there's a lot of support. All of our classes are taught by a person with a disability. Our TAs are people with disabilities. We have focus on those people that need to use screen readers. You know, we have screen reader instructors. So we're really, you know, meeting every person with a disability, regardless of what that is, understanding what accommodations they may need, working with them on that so that they can feel comfortable and actually concentrate on the content and the subject matter and not, am I going to be able to do this course or not? So they get through the instructor led courses leads to sitting for the certification exams. And, and I want to point out to all of the courses that we offer in our academy all lead to industry recognized certifications. These aren't certifications. We make up and say, well, we'll see if it works for you. These are the same certifications that anyone would be sitting for if they were taking any of these Salesforce courses or the digital accessibility, the Agile Scrum Master, you're going to be sitting for the actual Scrum Master certification. So they sit for the exams, you know, hopefully pass it. We've got really good certification pass rates, so hopefully they'll pass it again. They're difficult, they're not easy, but we provide you with what you need in the courses to pass those certs. Carol: What does your pass rate look like. Kristy: So oh boy you just threw that threw that at me. What's the data I believe I think it varies based on the course. But for example, I know our past cohort for digital accessibility, ten out of 12 have sat for the course. And I think all of them have passed. So 100% there. I think most of our cert rates run as a collective whole, 75 to 95%. Carol: Okay. Kristy: Yeah, really good cert rates. And again, it's really because of the fact that these are intense courses, but we work with you. Carol: When you're wrapping service around all these people. Kristy: Exactly. Carol: Talk about the technical kind of support that the students can get. Kristy: You're exactly right. Yeah. You know, and again, a lot of group sessions, you have a lot of support. Carol: Yeah. Kristy: So yeah. So once you get past those certifications, you then become eligible to interview for an apprenticeship. Not everyone qualifies for an apprenticeship. It really depends how well you do in the class. You know, obviously you need to have your certification to get into their apprenticeship. So if you don't get your cert, there's an issue. What was your professionalism like? You know, our instructors provide our apprenticeship manager with notes and sometimes it's, hey, they just need a little more professional development. They need a little work on this. They need to work on that, which is stuff we can provide. One of the things that came with the different is we added in a professional employment coach. So she works with people, you know, maybe you have ADHD and you're looking for tools to help you get organized and to stay focused. And so we bring her in and have sessions together. Sometimes just professional development. There's a lot of people in our community that need a little bit of that. Unfortunately for some of us, when we get on these Zoom calls, we can't see the social cues. We can't tell if somebody is, you know, getting ready to speak or wrapping up what they're speaking, you know, so how do you handle all that? So we do all of that, you know, we provide all of that. But once the instructors say, yep, I think that they should interview for an apprenticeship program, they have to go through an interview with our apprenticeship program manager and another member of BIT. And then if we have openings, which we do, and we will continue to have them through the different, then they become a part of our apprenticeship. And again, those are all apprenticeships or they're competency based used to be 2000 hours. The Department of Labor has lifted that restriction. But we still feel that that 2000 hours is a good number for our participants to really get a good, strong understanding of what they will be doing in this role in mastering these competencies, Professional development. It gives you that 1 to 2 years experience that, you know, whenever you're looking for an entry level job, what do you see? You need 1 to 2 years' experience. Well, how do you get that if you're entry level? And so we're providing that opportunity to do so. Our apprenticeship program has additional trainings that are offered. You're working right alongside with our sales force professionals, our accessibility professionals who all have experience in the field. And again, I will point out to these are teams that are all disabilities working together. So completely deaf admins working with completely blind admins, just killing it, doing an excellent job. So really a lot of exposure in that apprenticeship program. One of the things the DIF grant also allowed us to do is incorporate employer partners. So if you have an apprenticeship with an employer partner still meeting with our apprenticeship program manager. You're still getting all of the support from BIT we're meeting with the project leads at those employers to make sure that we're supporting them in anything they need. So really, like I said, a well-rounded program. Once you complete those competencies, we do self-evaluations. I mean, we're, you know, where you stand in our apprenticeship and what you need to work on. And, you know, we're selling, obviously, the further you get into the apprenticeship program, the more projects you're handed, the more responsibility. So really just gaining your confidence in the field, and then you're ready to go into the world and work in an organization or a corporation out there. Carol: Are you seeing any impact with AI? You know, people talk about AI usage now, and, you know, the increase of that and how it's changing the landscape of corporate America. Are you seeing any impact from that? Kristy: So you've heard of that little thing called AI? Carol: Yeah. Kristy: The answer is an overwhelming yes. So one of the things that we've done in our courses is try to, we try to make them future proof. You know, we don't want to send our students or our apprentices out into the world behind the eight ball, you know, oh gosh, this is a saturated market. I don't have any of the skills. So one of those higher level Salesforce certifications I told you about is agent for specialist, which is Salesforce AI. And Salesforce has gone all in on agent force and their AI. So our apprentices have the opportunity to become certified in agent force. And then, you know, different projects we're working on. We're now talking to a lot of clients that are looking into how can I incorporate AI into my Salesforce environment? So, you know, giving them people then that opportunity to get those skills so that they can make an immediate impact. Additionally, in the Scrum Master or the project management track scrum Master has just added the AI Scrum Master certification course. So we will be actually including that in our course. So again, you'll come out of that track with if you're looking at Scrum Master, you're looking at two shirts, one of which is AI. We're also adding a higher level AI course, that's AI governance. Most of these companies are looking at this going, okay, we have AI, but when should we be using it? How should we be using it? What is ethical? What is not? What is going overboard with AI, you know? So we're actually going to provide a course. So again, our participants can come out able to make immediate impact on organizations. And the way to do that right now is AI. So we absolutely are incorporating AI. People with disabilities to, you know, again, we say at BIT Technology is the greatest equalizer. It truly is. And people with disabilities are actually leading the charge in AI. In fact, that agent for specialist course I mentioned, out of all of the workforce development orgs within Salesforce, we were the first one to offer that course. So disability community leading the way in AI. So it's exciting. Carol: I love it. Well, you're ahead of the curve, which is super good. And people come in with that. They'll definitely. I mean, you're creating a good niche there with your apprentices being able to do that. Kristy: That's our goal. Carol: That's awesome. So what are you seeing as a career pathways like what's proving to be the most impactful right now? Kristy: So you know, again, Salesforce is just huge. So of course that is, you know, continuing on and that is definitely making a big impact. Digital accessibility is a very hot topic right now. Gosh, a couple years ago, I can't remember what year it was actually implemented. But the Department of Justice has now mandated that title two of the Americans with Disabilities Act incorporate digital accessibility. And they actually laid out deadlines. They just pushed the first deadline. It was supposed to be April of 2026, that all municipalities with over 50,000 individuals had to be digitally accessible. Everything within your state needs to be accessible for people within our community to access. 2027 was supposed to be for those municipalities, less than 50,000. I imagine that'll get pushed back as well. But the bottom line is if your organization, your front facing organization is not accessible, you're going to encounter some issues. And so all of a sudden then all of these corporations and organizations and government and they're going, okay, what is this? What is digital accessibility and how do we get there? So we're really starting to see a lot of impact, a lot of clients coming to us asking, okay, what is digital accessibility? How can you help me? One of the members of Office of Accessibility for Salesforce is actually said that there's two experts in Salesforce accessibility, and one is Salesforce and one is bit. We work very closely with them on accessibility and their accessibility. I think really that impact digital accessibility. We're going to see it more and more and more. Unfortunately, a lot of lawsuits are being filed. And when I say unfortunately, it's that's what's being the precursor for companies to become digitally accessible. You know, I wish they would just because it's better for everyone. An accessible product is just a better product. It's more well thought out, it's more intentional. It's just better presented. I wish that it wasn't that they're being forced to because of litigation. I wish that it was just because that is again, the right thing to do. Plus, this disability community is large across the world. I think it's 1 in 5 now, and more and more people are aging. More and more people are being diagnosed with disabilities. Where before in tech, people were just considered eccentric. When I think a lot of them were actually, you know, on the autism spectrum or neurodiverse, so that, you know, a lot of invisible disabilities, mental health disabilities are now become not so taboo to hide and to talk about. So it's something that, you know, the world's just going to see more and more of, and the demand for making things more accessible to reach your customers, to reach that community is going to become more and more. So I really think that digital accessibility track is getting a lot of focus. Carol: That is very cool. I know employer engagement also is a big piece of all this, and how are you partnering with companies and what are they seeing as value from what you offer? Kristy: So apprenticeships is huge right now. Apprenticeships really provide employers the opportunity to get kind of a jump on the talent pipeline, both this current administration and the former administration, very pro apprenticeship. You know, they have apprenticeship mandates out. I believe it's a million apprentices is what they want to attain. And then there's proven statistics. I'll give you some data here, Carol, for companies that have an apprenticeship program, typically for every dollar that's invested in that apprentice, the company is seeing an ROI of $1.44. So immediately getting impact with having an apprentice, 94% of the apprentices stay where they're at when they become an apprentice within a company. So turnover is really expensive for companies, incredibly expensive. And so not only if you have an apprenticeship, you're looking at a 94% retention rate. But then to add to that, the people with disabilities community, our turnover rate is incredibly low because it has been difficult to find employment. If the person with a disability finds a place where they can be successful and thrive, they're not going anywhere. So you kind of get a double whammy on that. Apprentices typically come out earning 84,000 a year, and they're saying 49% of HR managers are saying that skill based is really kind of the new and compelling look at talent management. One of the things that, again, as I mentioned before, the DIF grant allowed us to do is start reaching out to employer partners, having them bring on apprenticeships, not necessarily being trained within BIT, but actually going into their organizations, working with their Salesforce teams, working with their digital accessibility teams and again, creating this talent pipeline I mentioned earlier, it's not the lack of ability, it's the lack of opportunity. Again, these apprenticeship programs are really providing people within our community the opportunity to go in there and prove themselves, to show these companies. You know, unfortunately for the people with disabilities community, that really is we call it that legal, nebulous bell that we have to ring is the reasonable accommodations. Most people don't understand them. If you get an apprenticeship in there, you're working alongside that apprentice to really determine, okay, how is this person going to be most successful and really getting over that fear of what the reasonable accommodation is. So our impact with employers has been fabulous. It's been phenomenal. A lot of interest, again, in bringing on these apprentices to work on their teams, give them again that opportunity to kind of dip their toe into that pool. I want to mention, too, that we really believe that the disabilities community is the greatest untapped talent in the planet. You have this whole group of resources that are so talented and nobody's touching and working with organizations like BIT. Working with these apprentices really gives you that opportunity to dip into that talent and have this just amazing pipeline, amazing resources to work with instead of going the typical talent route. And we have a tech talent shortage, we really do. So, you know, working with, again, like an apprenticeship program, working with our team really gives people the opportunity to get that jump on that talent. Carol: Well, and they get to work in that company. You know, you're in that company and the company culture. You're all part of it you've done these 2000 hours. You know, you've been there a year or more. Kristy: Exactly. Carol: And so they really get a good flavor of what you bring to the table. It's such a great way. I mean, you see that more and more kids are starting to realize like maybe the four year degree route isn't the way. Kristy: Mhm. Carol: We need to look at these other options for getting into employment and getting in more quickly, because everybody learns differently, and these jobs, I mean, when you're talking, people are coming on average $84,000. This is no joke. Kristy: No it's not. Again, it's a good way to get into, again, your feel to get your foot in the door. Give those companies the opportunity to really get that new and emerging talent, but not expecting them to just hop right in the job because, he said, we all learn differently. There's a lot of nuances to learn about different companies. You know, you're an admin at one company and you go to another. And again, you know, you've got that hill to climb of, you know, what are the nuances of that particular company. But here you built your own army, if you will. You built your own pool. Carol: Yeah. Kristy: One of our apprentices actually in a webinar we did recently, she had said, you know, one of the benefits to employers is you essentially get to mold these apprentices into what type of employees that you're looking for. And it's true, you're almost taking a blank slate and working with it for two years and building your team the way you want. And then like you said, you know, you're done with that 2000 hours. Why would you go anywhere else? You've already invested this time. Again, we've given you the statistics on the ROI in that dollar investment. You're already earning money off the apprentices, so why wouldn't you stick with them? Carol: 100%. Now, I know you had some success with the workforce boards and a few blind service agencies, but you've had less traction with VR. What's been the challenge there and what do you want, like the VR agencies to understand? Because I know we sure miss the whole boat and didn't even realize a thing about BIT and I've been telling everybody ever since I talked to you first, like, hey, you need to go look at this website and you need to talk to these people because I've just been like, wow, why is VR missing the boat on that? Kristy: Well, I think you're kind of hitting the nail on the head there, Carol, in that we are not your normal traditional organization out there. We know we are actually the only organization doing what we're doing. And we know that because not only have we looked, but Salesforce has looked. Our other partner, Ronstadt, has looked, you know, they've looked around for other organizations like us doing what we're doing, the manner in which we're doing it, and there aren't any out there. So I've been thinking about this since you and I spoke last time about, you know, really what is our problem with VR? What is the issue? And I really think it comes down to that fact that we are breaking the mold. Our friends at Safal Partner, you know, talk with us all the time about you guys are really forging ahead with something that's never been done before. And so how do we get the VR groups, the VR counselors and teams to break out of what their traditional mold has been and kind of think out of the box and look at our organization go, oh, wait, because unfortunately, the traditional is not working. I mean, the numbers say it, you know, those numbers haven't moved. And I think the VR counselors, they have to do certain things certain ways. And they have reports that they have to do and they need to meet different criteria. And, you know, our programs aren't short. You know, it's not like somebody can get in and out in a month and then they're employed. You know, we're really investing the time in training people to really be productive employees in a completely different way than ever been done before. So I think if we can get the VR groups to open up their minds to a different way of doing things and to recognize the fact that these traditional ways we've been doing things just really aren't moving the needle. And I think a lot of the, you know, VR counselors, again, they're they have cases they have to close, they have rates that they have to hit. They again, they have all this documentation they have to do. And so I think a lot of times they try to put a square peg in a round hole, and it just doesn't work for people with disabilities community. You have to understand where they're at, you know, Social Security disability, a lot of people are on it. It is not easy to get on. Our goal is to get everyone off of it, not to provide them with a supplement to their SSDI. We want everyone to become tax producers, not tax consumers. So when you get people who are capable, who are software engineers, who have these, you know, the great focuses on tech, this critical thinking mindset that can do so much more than just getting a job. Being able to think outside the box, look at other opportunities that might be out there and go for it. You know, we've been successful, we're showing that this is the way you do this with this group. So that's really the only answer I can come up with, Carol, is why we're not making more traction is just that traditional mindset of this is how we do things. And unfortunately, that traditional mindset is just not helping our community well. Carol: And hopefully we're able to get the word out now through the podcast and advertising that because it is like a no brainer to me. I mean, you're looking at your wants to get people into quality employment outcomes. And I used to always be about like family sustaining wages. And so you're talking about this investment and the people, even though it takes a longer amount of time. But if you've got folks coming out, you know, you've got a big track record, you've worked 2000 hours, you've done this apprenticeship, you've done all this coursework ahead. You have these certifications. You now are geared up for really good employment and long term employment. We're not talking, you know, you're in and out of the fast food place. You want to stay here. You're now engrained in a company. Like what a way to set folks up for success and not needing to come back to you, or to Social Security or any of those other supports. You've really got people launched in such a great way. Kristy: Right? And on that note, so our participants earn an average of, I think, 75,000. And within three years of employment, the majority have been promoted and are making over six figures. So as you said, their family sustaining wages with opportunities of growth. And that's really what our community needs in opportunities, is that the community does not want to be on Social Security disability. They don't they want to be able to put food on their table. You know, with employment comes a lot of dignity. It comes a lot of feeling of worth and being a productive member of society. The community wants that and they know they can do that. We're just lacking the opportunity. Again, lacking that open mindset. I know there's a lot of VR counselors that say, hey, I'm going to put you through college and I'm going to get you this bachelor's degree. And our unemployment rate is still the same, right? We need more than that. You know, you need more of an investment, not just the traditional. I am old enough to remember the days that my parents just said, oh, just get a degree, right. Doesn't matter what it's in. Just go get a degree, you'll get a job. That's not today. You know, today's the day of specialization. As we talked earlier, today is the day of certifications. You know, people want certs. They want experience. They want skills, they want proof. And they're looking at effective employees to, you know, how effective are you an employee? Are you going to be great? You've got this bachelor's degree, but can you be effective in this role? Hiring managers say they can train for those hard skills. You know, they can train somebody to, you know, code in a certain Manner or become an HR professional. You can train a lot of that, but you can't train the effectiveness. You can't train the critical thinking as much as you can when you're in the role. Our program helps to do that though. You know, it really helps people to develop those skills, to become those critical thinkers, those problem solvers that these hiring managers are looking for. Carol: It really is the full package. What you offer. I just I'm still stunned thinking about like that. We've all missed the boat for 20 years or plus you've been around. So it's not too late though for people to get on board. So looking ahead, what does success look like for your project and what should other people be paying attention to? Kristy: Mhm. Of course, the whole goal for this project is competitive integrated employment. And of course, again, that goes right along with our mission from the very beginning. It's employment. You know, that CIE number is again that family sustaining wages that you can have good strong careers in. So when we're looking at our future, the grant has provided us the opportunity to really build our programs again, provide a lot more structure. So of course, sustainability. Our goal is really to grow our own sales force system integration services, our own digital accessibility services. So that number one, we can be a huge employer of people with disabilities and really build these big sales force teams. The other thing is really finding the employers who are interested in investing in this community. You know, who again, are thinking outside that box of, you know what? I have a talent shortage and I need to find a pool that is really going to benefit my company, provide an ROI, you know, be here. So I'm not hiring somebody every six months. So really, again, you know, getting the word out, we want people, of course, to know about our program to look at our program. You know, we're focused on tech. Tech is not the only industry that could benefit with this type of program, not in any way, shape or form. So we really like people to look at our program and say, okay, you know, our focus is X, you know, maybe it's marketing, maybe it's finance, accounting, whatever it is. And really look at our program and say, I think this is the model that we need to follow. You know, it is a very collaborative organization. We are not going to get where we need to be in silos. We need the whole village to work together to provide these opportunities. Again, really trying to show that we really feel this is the path forward for many careers, for many high producing, effective, high compensation careers. We'd really like people to, again, look at our program, look what we're doing in the different, obviously different is a demonstrative grants. That's the whole thing we're doing here is demonstrating that we really feel that our model is the way to go. Really take a look at apprenticeships and apprenticeships for people with disabilities. I really feel apprenticeship just are tailor made to people with disabilities for them to really, again, get really comfortable to build their skills and show that, yeah, I've got the ability. Just give me that opportunity. I've got the ability. Carol: I can totally see why RSA selected you as a grant. Kristy: Oh thank you. We're pretty passionate here at BIT. Carol: You are and it's amazing. So folks wanted more information about BIT, what's the best way to find you or contact? Kristy: Absolutely. So of course the best way is our website. It's just easy. BlindInstituteOftechnology.org. You can also get it by blindIT.org. You'll find all the information there. Otherwise you know, reaching out. If you are interested in our Academy, Academy@blindIT.org, we have candidates@BlindIT.org or sales@blindIT.org. Any of those, if you can't remember any of them and you can only remember, oh, she said Sales@BlindIT.org, but I'm really not in sales still go to that email address. We're looking at over 50 of us. Our internal team, you know, is about 25 to 30. We're very tight knit, so it's going to get to us. So any of those email addresses work and you can find them all on our website. So again, BlindInstituteOfTechnology.org or BlindIT.org will get you there as well. Carol: So no wrong door in. Kristy: Nope, nope. We will get you to where you need to be. Just let us know what you're looking for, what you're interested in, and we will find the person for you. Carol: Well, that is awesome and I know I am going to sing your praises going forward. Like continue to like tell people about what is happening there. It's pretty amazing. I really appreciate your time. I wish you much success. Thanks for joining me. Kristy: Thank you so much, Carol. I appreciate the opportunity. {Music} Outro Voice: Conversations powered by VR, one manager at a time. One minute at a time. Brought to you by the VRTAC. Catch all of our podcast episodes by subscribing on Apple Podcasts, Google Podcasts, or wherever you listen to podcasts. Thanks for listening.

Learn more about Refrigeration Mentor Customized Technical Training Programs at www.refrigerationmentor.com/courses Join the Refrigeration Mentor Hub here In this special episode, we're marking World Refrigeration Day (June 26) with a panel discussion on retaining skilled refrigeration tradespeople and the importance of mentoring the next generation. Panelists Aidan Lucey, Erik Holland, Andrew Freeburg, Patrick Gregory, and Noah Walker discuss what kept them in the trade early on, as well as what great mentorship looks like, the challenges apprentices face today, and rapidly increasing technology and information quality across the refrigeration industry.  In this conversaton, we discuss: (00:44) Why Mentorship Matters In the Trades (05:50) What Kept People in the Trade (12:33) Defining Great Mentorship (19:36) Challenges for Apprentices Today (25:13) Training Under Pressure (25:58) Technical Complexity and AI in the Trades (26:58) Building Safe Learning Culture (30:30) Mentorship Structures That Work (33:39) Career Advice for Apprentices (39:06) World Refrigeration Day Reflections (40:01) Mentor Lessons You Can't Google (45:57) Recruiting the Next Generation of Refrigeration Professionals Helpful Links & Resources: World Refrigeration Day Episode 374. Growing the Refrigeration Industry Globally with World Refrigeration Day Founder, Steve Gill Episode 186: How To Attract Young People To The Refrigeration Trade With Rusty Walker Aidan Lucey on LinkedIn Erik Holland on LinkedIn Andrew Freeburg on LinkedIn Partick Gregory on LinkedIn

Wisconsin's teacher apprentice program can help with shortages. But reporting from Wisconsin Watch's Miranda Dunlap finds the program is stalling out.

As we head into the summer what does our apprenticeship to Jesus look like?

Send us a text and chime in!The Arizona Builders Alliance (ABA), a leading trade association for contractors in Arizona, celebrated 35 electrical apprentices at its Apprenticeship Graduation on May 29, 2026. Graduates were joined by families, ABA members, local dignitaries Joann Bueno, Arizona Director of Apprentices, Tom Cole, Register of Contractors Director, Adrian Fontes, Secretary of State, and industry professionals to mark the completion of the ABA's Electrical Apprenticeship Program. ABA's Electrical Apprenticeship Program is formally recognized by the US Department of Labor and the Arizona Department of Economic Security (DES) and combines classroom instruction with hands-on training under the guidance of experienced construction professionals. The...   For the written story, read here >> https://www.signalsaz.com/articles/aba-celebrates-35-electrical-apprenticeship-graduates/ Check out the CAST11.com Website at: https://CAST11.com Follow the CAST11 Podcast Network on Facebook at: https://Facebook.com/CAST11AZFollow Cast11 Instagram at: https://www.instagram.com/cast11_podcast_network

The future of young people in construction takes centre stage in this week's episode of Clive's Little Bit Extra!

Matt Webb is the owner of Auto Tech Group, a Melbourne based automotive technician business that has grown and expanded to multiple locations while actively seeking and backing apprentices to help shore up the skills shortage in the sector. Let's Talk Business is proudly presented by NAB. See omnystudio.com/listener for privacy information.

While veteran students pursuing a four-year degree receive 100% of their monthly housing allowance for the duration of their program, veterans entering union apprenticeships face a steep penalty: their housing support is slashed by 20% every six months. In this episode of America's Work Force Union Podcast, we sit down with Joseph Sharpe Jr. (Director of the National Veterans Employment and Education Commission at the American Legion) and Policy Associate Steve Betsch to break down the Reducing Arbitrary Barriers to Apprenticeship Act of 2026 (S.3993). This bipartisan Senate legislation, introduced by Senators Tim Sheehy and Elissa Slotkin, aims to eliminate this arbitrary step-down and bring true parity to veteran benefits. What We Discuss in This Episode: The GI Bill's Modern Flaw: Why the historical assumption that rising apprentice wages offset housing cuts no longer matches today's cost-of-living realities. Personal Stakes: Steve Betsch shares his journey from a Navy submarine to graduating debt-free, illustrating how critical these benefits are to financial survival during transitions. National Security & The Workforce: How bridging this benefit gap can help recruit veterans to fill the nation's 600,000 vacant skilled trades jobs and rebuild critical infrastructure like American shipbuilding. A Call to Action for Labor Leaders: How union locals can throw their weight behind S.3993 to get this legislation across the finish line. Take Action: Union leaders and members are encouraged to contact the offices of Senator Tim Sheehy or Senator Elissa Slotkin to submit a formal letter of support for S.3993. Learn more about the American Legion's advocacy work at legion.org.

A new study of 720 craft apprentices has found that a minority of apprentices would challenge sexist jokes and language. So, how much of a problem is this?Joining Ciara Doherty to discuss is Paddy Kavanagh, General Secretary of Connect Trade Union.

Apprenticeships are changing and in this episode of Making News, we break down what the latest changes mean in practice.From the new apprenticeship clearing system to greater flexibility and faster updates to training, this discussion looks at how the changes could make it easier for people to get onto an apprenticeship, stay on track, and build skills that employers actually need. In the discussion, one of our current apprentices is joined by Make UK experts to explore what's really changing, what it means for learners and employers, and how apprenticeships are evolving to support modern manufacturing careers. For more insight and support on apprenticeships and skills, visit https://www.makeuk.org/apprenticeship

“Version one is better than version none.” James Brown means it in the most practical way possible for builders. A rough first system in your building business is better than no system at all. Not the perfect process. Not the spreadsheet you will build “when things slow down”. Just something written down that gets the ball rolling, so you can test it, hand it to someone else, and improve it over time.If you have ever felt like the business owns you, this conversation will feel familiar. Quoting at night, solving problems all day, trying to remember what you promised clients and trades, and living in your inbox. James runs Builders Escape and helps builders step out of that reactive loop by putting simple business systems and processes in place that make a construction business easier to run.We take a look at what systemisation actually looks like on the ground for the building industry. The goal is to make the invisible visible. Get the key steps out of your head, document them, and make them easy for your team to follow. Not a corporate manual. Just clear, repeatable processes that reduce mistakes, improve communication, and help you build a more reliable operation.James also walks through starting with your client journey from enquiry to handover, because that is where the cracks usually show up. Missed steps, repeated conversations, and tasks that rely on one person remembering everything. We also talk about AI in construction business and why it only works when your processes are clear. If you are a builder who wants better margins, fewer fires, and more time and headspace, this episode is your reminder to start with version one and iterate from there.

Time Management and Prioritisation for ApprenticesHow to balance work, learning, and assessment without burning out.This session gives apprentices a practical system for managing competing demands. The aim is not to fit more into the day. It is to make better decisions about what matters, when to do it, and how to work sustainably.Why this matters for apprenticesApprentices are balancing at least three parallel demands:Day-to-day workOff-the-job learningAssessment and evidence buildingTime management is not a personal preference. It is a professional skill.Strong habits reduce missed deadlines, rushed evidence, and avoidable stress.More content like this at Cambridge Marketing College http://marketingcollege.com/events

Live from the 2026 NABTU Legislative Conference in Washington, D.C., NABTU President Sean McGarvey joins the America's Work Force Union Podcast. McGarvey breaks down the landmark NABTU-OpenAI partnership, the record-shattering growth of union apprenticeships, and his urgent call for a bipartisan federal plan to protect workers from AI-driven displacement. As thousands of building trades leaders descend on the nation's capital, the mission is clear: ensure the workers who build the future aren't left behind by it. On today's episode of the America's Work Force Union Podcast, host Ed “Flash” Ferenc sits down with Sean McGarvey, President of the North America's Building Trades Unions (NABTU), for an unfiltered look at the state of the industry in 2026. McGarvey discusses the critical intersection of labor and technology, including: The OpenAI Partnership: A deep dive into the $500 billion infrastructure commitment and how it places union crafts at the center of the AI revolution. A "Rite of Spring" in D.C.: The goals of the 2026 NABTU Legislative Conference and why bipartisan engagement remains the union's strongest tool. The Apprenticeship Boom: Why 300,000+ workers are currently in the pipeline and how NABTU added 47,000 net new members in 2025 alone. Infrastructure at a Crossroads: A candid look at why projects funded by the CHIPS Act and IRA are stalling—and how the building trades are fighting back in the courts. The Missing Federal Plan: Why McGarvey is demanding a long-range, bipartisan strategy to support and transition workers displaced by artificial intelligence. "The physical work of building, maintaining, and powering AI infrastructure cannot be automated away... but the transition for the broader workforce needs a plan from the government, and it needs it now." — Sean McGarvey Connect with AWF: Website: awf.labortools.com Follow us: Be sure to subscribe for daily interviews with the leaders and activists building worker power across America.

For more than four decades, the International Lineman's Rodeo has brought the line trade together for camaraderie and competition. Last October, the Rodeo Week drew a record crowd of more than 5,000 attendees. Apprentices and journeymen lineworkers competed in the Pole Climb, Hurtman Rescue and mystery events that showcased safety, skill, tradition and teamwork. This Line Life Podcast episode revisits top winners, memorable moments and special events ahead of the 2026 competition. Read the full article from the December 2025 issue and check out more coverage on the T&D World website. You can also learn more about the 2026 International Lineman's Rodeo, slated for Oct. 14-17, 2026, in Kansas City, by subscribing to our Lineman Life or Lineman's Rodeo News enewsletters or by visiting the International Lineman's Rodeo Association (ILRA) website.

Welcome to another Barn Raising Episode. ____________________________________________________________________   Follow us here: https://allmylinks.com/the-amish-inquisition Leave us a voicemail: 07562245894 Signup for the newsletter, join the community, follow us online, and most importantly share links!   Message us here....follow, like, subscribe and share. (comments, corrections, future topics etc). We read out iTunes reviews if you leave them. Website - http://www.theamishinquisition.com/ Join the Element server: https://matrix.to/#/%23the-amish-inquisition%3Amatrix.org Subscribe to the Newsletter: http://www.theamishinquisition.com/p/subscribe-to-the-newsletter/ Get your Merch from: The Amish Loot Chest - https://teespring.com/en-GB/stores/amish-inquisition-loot-chest Email - theamishinquisition@gmail.com Buy us a Coffee - https://www.buymeacoffee.com/theamishguys Patreon -https://www.patreon.com/theamishinquisition Twitch - https://www.twitch.tv/theamishinquisition Odysee Channel - https://odysee.com/@theamishinquisition:e Rumble - https://rumble.com/c/c-1347401 TikTok - https://vm.tiktok.com/ZMLtYEueE/ Twitter - https://twitter.com/amishinqpodcast Facebook - https://www.facebook.com/amish.inquisit.3 Instagram - https://www.inAmish Inquisition | Facebookstagram.com/theamishinquisition/?hl=en Bitchute - https://www.bitchute.com/channel/0fNMZAQctCme/ YouTube - https://www.youtube.com/channel/UCmv8ucrv5a2KpaRWyBWfBUA Find out how to become a Producer here - http://www.theamishinquisition.com/p/phil-1523918247/ Become a Producer! The Amish Inquisition is 100% supported by YOU.  NO Ads, NO Sponsorship, NO Paywalls. We really don't want to suckle at the teat of some faceless corporate overlord. But that is only avoidable with your help! Join your fellow producers by donating to The Amish Inquisition via the PayPal button on our website, simply donate whatever you think the show is worth to you. If you find the podcast valuable, please consider returning some value to us and help keep the show free and honest.

What Wright's Apprentices Taught Me About Architecture and LifeIn this episode of the EntreArchitect Podcast, we explore organic architecture principles with Ryan Thewes, founder of a Nashville-based design studio. He shares how early influences, including Frank Lloyd Wright's philosophy, shaped his approach to modern, site-driven design.Ryan walks through his journey from Ball State University to working alongside architects connected to Wright's legacy. Along the way, he built a practice rooted in bold geometry and environmental harmony. As a result, his work has earned recognition for blending sustainability with contemporary residential design.He also offers practical advice for small firm architects who want to build meaningful, lasting work. From developing a clear design voice to honoring legacy while innovating, Ryan brings both inspiration and clarity. Ultimately, this conversation is a reminder that great architecture begins with intention and connection to place.This week at EntreArchitect Podcast, What Wright's Apprentices Taught Me About Architecture and Life with Ryan Thewes.Learn more about Ryan at Ryan Thewes Architect, and connect with him on LinkedIn.Please Visit Our Platform SponsorsArcatemy is Arcat's Continuing Education Program. Listen to Arcat's Detailed podcast and earn HSW credits. As a trusted provider, Arcat ensures you earn AIA CE credits while advancing your expertise and career in architecture. Learn more at Arcat.com/continuing-education.WeCollabify helps small architecture firms build sustainable capacity through an insourcing model that integrates skilled BIM and technical professionals directly into your team—working in your time zone, inside your systems. Learn how to scale with intention at wecollabify.com/entrearchitect.Visit our Platform Sponsors today and thank them for supporting YOU... The EntreArchitect Community of small firm architects.Mentioned in this episode:Frosty & Fired Up

Send us Fan MailEpisode DescriptionWhat happens when experienced builders speak openly about the industry? In this episode Brian & Simon sit down with Dean Backman and Luke Callery of Build Insite bringing real insight from real people on a pursuit to build better homes.With decades of hands-on experience, they share honest insights on the National Construction Code, labour shortages, sustainable building, and how collaboration and social media are reshaping the construction industry.Episode Covers• How Building Site started and why builders are sharing knowledge instead of competing • The challenge of working with the National Construction Code in real projects • The reality behind the labour and apprenticeship shortage • Why sustainability and client education matter more than ever • How social media is helping builders connect and improve the industryEpisode Highlights05:20 – The idea behind Build Insite 12:45 – Changing the industry's negative reputation 22:10 – Apprenticeships and attracting new talent 35:15 – Different building regulations across states 48:00 – Final thoughts and what's nextPerfect For• Builders and tradies wanting practical industry insights• Apprentices entering the construction industry• Homeowners curious about how building really works• Industry professionals interested in collaboration and innovationTo learn more about the Sustainable Builders Alliance head to our website: https://www.thesba.com.au/

Kyle, Matt, and Tyler are telling stories about Wizard's Apprentices and Tea Time! Or is it tee time? Who knows?   Visit our website WanderfulPod.com  We have merchandise, such as T-Shirts, Hoodies, and Stickers.  Here you can also find all the info you may need about the show.   Want to introduce someone to the show but don't know where to start. Send them this link https://www.wanderfulpod.com/where-to-start  Here you'll find a curated list of episodes and descriptions that are great places to start!   You can find us on Facebook and Instagram: @WanderfulPod   Have an interesting, fun, or wacky idea for an item for me to sell to the characters on the show? Whether its a weapon, a piece of armor, an accessory, or whatever, email it to us at wanderfulpod@gmail.com.   If you like the show, don't forget to tell your friends about us!   Music by Landon Grey: Instagram: @cre8_lag.   Thumbnail Art by Tyler DeSoto: Instagram: @deseauxteaux Art Instagram: @Hymnroid   Cover Art by Jayla Jones: Instagram: @jaylamaejones Portfolio: jaylajones.squarespace.com

Andy Cam and Todd Glister talk about how apprenticeships have become so much of a burden in terms of cost and effort that many small to medium sized businesses in construction are now turning away from the system. They talk to a Carpenter who has gone from 16 apprentices in 2019 to 0 today - to find out what's going wrong. They catch up with a Plumbing & Heating business owner that still can't justify the cost to the business and find out what JTL think about the current system. Guests: Andrew Green, Darren Dimmock, Clair Bradley.

Send us a textLast episode we placed you in the Bishopsgate area by documentary footprints.Now we move a short distance to the engine room: Shoreditch—where purpose-built theatres rose.Two key playhouses defined the neighborhood:The Theatre (built 1576) — built by James Burbage in Shoreditch. The Curtain (opened 1577) — also in Shoreditch, near Curtain Close. Both sat outside the City of London's jurisdiction, in a zone where entertainment could operate with fewer city restraints. WILL:In other words: a borderland.GEORGE:Exactly. A liberty zone—where London's appetite could be fed without London's conscience being too inconvenienced.8:00–15:00 THEN: A walking tour in soundGEORGE:Will, walk us into Shoreditch on a performance day. What do we hear?WILL:Noise first. Always noise.Hawkers. Apprentices. Laughter that sounds like daring.And the constant London music: bargaining.You smell food, sweat, and the city's open secret—too many bodies too close.Support the showThank you for experiencing Celebrate Creativity.

The United Association is a Union of Journeymen and Apprentices of the Plumbing and Pipefitting Industry of the US & Canada. Tanner Ross talks about his journey with UA Local 565 in Parkersburg West Virginia. Find Tanner Ross on TikTok here. Intro music by AnneFeeney.org  Thanks -  CWA  UAW2209  MLPA  BACLocal4 INKY  & Check Your Voter Registration Indiana. 

Message from Sam Sawyer on January 11, 2026

Jim Ahern is co-owner of Trade Path and a bricklayer by trade. He contacted the show because he believes there are too few real opportunities for people to pursue a trade in this country, and that something needs to change if we're serious about getting more men and women into the workforce…So, are apprentices struggling to find work?Jim joins Andrea to discuss, as well as listeners.

Lincoln’s father was a pastor and he grew up in church.  He was a faithful church goer all his life, and then he realized that he has missed the main think all along.  Now Lincoln is involved in helping others gain traction in the Christian life. Lincoln

For episode 276, we are continuing a new series on the Metta Hour, centered on kids, in honor of Sharon's first children's book, Kind Karl, released on December 9th! Written with Jason Gruhl, this illustrated picture book is for 4-8 year-olds and is a children's adaptation of Sharon's beloved book Lovingkindness. In this podcast series, Sharon speaks with educators, caregivers, and researchers about the ways meditation, mindfulness, and lovingkindness can impact children of all ages and the family systems that support them. For the fifth episode of the series, Sharon speaks with Sumi Loundon Kim. Sumi is the Buddhist chaplain at Yale University. A graduate of Harvard Divinity School, she is the founding teacher of Buddhist Families of Durham (NC). She is the author of Blue Jean Buddha; The Buddha's Apprentices; Sitting Together and of the children's book Goodnight Love: A Bedtime Meditation Story. In this conversation, Sumi and Sharon speak about:Sumi's early life in Zen communitySumi's first visit to IMS at age 16The value of spiritual practice during adolescence Teaching meditation to kids through songBenefits of group practice for parents and kidsWorking with the five sensesImplicit learning, leading by exampleNurturing kindness in self-talkCreating a home as a sanctuaryDesignated device-free family timeMeditation for college studentsSocial connection promoting self-regulationPsychological fluency A bedtime meditation for kids: “Goodnight Love”Get a copy of Sumi's book “Goodnight Love” right here.You can learn more about Sharon's brand-new children's book, Kind Karl, right here.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

TW: Suicide, racism.Kia ora, team! We're here again with ANOTHER tattoo episode! Who are we? Tattoo artists with a podcast?This episode we go over questions from one of our dear listeners as well as other tattoo artists on Reddit. Listen in as we get deep with questions about why we don't tattoo certain people, how we get out of ruts in our career, and why some apprentices are just downright snowflakes.Check out our tattoo studio:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.CaliLousTattoos.com⁠⁠⁠orwww.instagram.com/CaliLousTattoos and our YouTube Channel:⁠@tattoohomewreckers266⁠Please share your thoughts with us and if you have any questions, you know where to find us!

Wednesday, October 24th, Michigan Business Network was on the road to LCC West Campus, for a Race To Talent event. One of many that' have been taking place across Michigan. Employers had an opportunity to learn processes, beneficial for multiple industries. LANSING, Mich. — Capital Area Michigan Works! (CAMW!), in partnership with the Michigan Department of Labor and Economic Opportunity and Lansing Community College, hosted an event showcasing the advantages of Registered Apprenticeships. The event, called Race to Talent, took place from 9:30-11 a.m. on Wednesday, Oct. 22, at LCC's West Campus, located at 5708 Cornerstone Drive in Lansing. More than 50 employers signed up to attend the event, which featured presentations from employers and apprentices about their own successes, and a panel discussion about the process of establishing a Registered Apprenticeship and how it can benefit businesses, even those outside “traditional” apprenticeship fields. “With the federal government putting a greater emphasis on apprenticeships, and our own work in trying to bolster our local talent pipeline, now is the perfect time for employers to learn about the win-win of apprenticeships,” CAMW! CEO Carrie Rosingana said. Race to Talent at LCC West Campus, Room M119-121 5708 Cornerstone Drive Lansing, MI 48917 Wednesday, Oct. 22, from 9:30-11 a.m. ### ABOUT CAMW! Capital Area Michigan Works!, a proud partner of the American Job Center network, connects with businesses to develop recruiting and retention strategies, and strengthens the local workforce by enhancing education and career opportunities for job seekers. For more information, call (517) 492-5500 or go to www.camw.org. » Visit MBN website: www.michiganbusinessnetwork.com/ » Subscribe to MBN's YouTube: www.youtube.com/@MichiganbusinessnetworkMBN » Like MBN: www.facebook.com/mibiznetwork » Follow MBN: twitter.com/MIBizNetwork/ » MBN Instagram: www.instagram.com/mibiznetwork/ CAMW! recognizes, informs local employers regarding Registered Apprenticeships Proven training model already seeing success in Lansing area LANSING, Mich. — Capital Area Michigan Works! honored three Lansing-area employers yesterday in a ceremony following a discussion at Lansing Community College's West Campus aimed at helping local businesses to offer Registered Apprenticeships to build the local talent pipeline. Bekum America Corp., Consolidated Electrical Contractors and the East Lansing Fire Department were honored as part of the Michigan Department of Labor and Economic Opportunity's (LEO) Race to Talent event, hosted by CAMW! in conjunction with LEO. “When we talk about apprenticeships, we're talking about placing motivated job-seekers with employers who need skilled workers, and that's a perfect illustration of our mission,” CAMW! CEO Carrie Rosingana said. The event, moderated by Julie Mann, founder and CEO of Lead With Collective, highlighted the benefits of Registered Apprenticeship opportunities for employers. The event included a representative from LEO, CAMW! workforce development experts and Tri-County area business leaders and employers. They shared valuable information about the support available for local businesses to establish new or participate in existing Registered Apprenticeship programs. Registered Apprenticeship is an industry-driven, high-quality career training model in which employers, assisted by CAMW!, develop and prepare Michigan's future workforce. Apprentices gain paid work experience, related classroom instruction and a national industry-recognized credential upon program completion. Before being honored, the spotlighted employers participated in a discussion among area employers and state and federal workforce development leaders to talk about their experiences and the advantages of Registered Apprenticeships. Local businesses interested in learning more about the support available to start a Registered Apprenticeship program should contact CAMW!. ###

Summary: Book a Free Talent Strategy Call In this episode, Tyler Bloom sits down with Ryan Bain, one of the very first NYSTA Greenskeeper apprentices, and Sue VanAmburgh from the New York State Turfgrass Association to unpack how the apprenticeship program is reshaping career pathways in golf course maintenance. They walk through Ryan's non-traditional journey from business/marketing graduate and landscaper to assistant and emerging leader in turf, and how an "open-minded" superintendent at Noyac Golf Club took a chance on potential over pedigree. Sue then pulls back the curtain on what it really takes to administer a statewide apprenticeship: communication with employers and SUNY Delhi, onboarding expectations, time management, and what happens when apprentices fall behind… or move on. Together, they tackle the questions superintendents and club leaders quietly worry about: Who is actually a good fit for an apprenticeship? What kind of employer environment is necessary? What if it doesn't work out? Along the way, you'll hear how the program balances classroom learning with on-course reps and how networking, peer support, and vendor participation can turn apprenticeship into a true workforce-development engine for the industry. What You'll Learn: Non-traditional backgrounds can be high-ceiling hires. Ryan had limited turf experience but a formal business degree, landscaping background, and clear drive - exactly the kind of profile most clubs overlook but this program is built to serve. Apprenticeship is a partnership, not a recruitment gimmick. NYSTA and SUNY Delhi emphasize that employers should identify someone already on their team they want to grow, then wrap structure, education, and support around that person. Structure + communication make the program work. Clear expectations (3–5 hours of coursework per week, a dedicated apprenticeship director, check-ins between employers, SUNY Delhi, and apprentices) keep the workload manageable and progress on track. It's not for everyone - on both sides. Apprentices need motivation, self-awareness, and a long-term growth mindset. Employers need the bandwidth and desire to mentor, not just get another set of hands on a mower. The hidden ROI is networking and leadership development. Cohort connections, in-person labs at SUNY Delhi, and peer group texts help apprentices feel less isolated — and give emerging leaders like Ryan a platform to coach the next class. Links: Learn More about the NYSTA Apprenticeship Program: https://nystaapprenticeship.com/   

Regional apprentices are out of pocket for frequent travel and accommodation costs to attend city-based TAFE studies.

Last week, Deputy Paul Murphy asked the Minister for Enterprise, Tourism and Employment, Peter Burke, if he will amend the National Minimum Wage Act 2000 to include apprentices in its remit.Joining Ciara Doherty to discuss is Aaron, an electrical apprentice, and Brian Nolan, Assistant General Secretary of Connect Trade Unions.

A weak construction industry's done nothing to help low completion rates among apprenticeships. Vocational Education Minister Penny Simmonds says more than half of apprentices in training are dropping out. She's seeking extra funding so new industry bodies can investigate the number of dropouts. Building and Construction ITO Director Greg Durkin told Mike Hosking there's been a significant drop in building work since 2023. He says this has had an impact on people completing their apprenticeships, when they can go down the road and maybe get a couple dollars more in a different role. LISTEN ABOVE See omnystudio.com/listener for privacy information.

The government wants more young people to be offered "gold standard apprenticeships". The plan was unveiled at the Labour party conference as the Prime Minister ditched the ambition for half of young people to go to university.So we're looking at the financial side of apprenticeships, from how much they pay to what they can mean for a family's finances. Felicity Hannah is joined by Ben Rowland, the author of Understanding Apprenticeships and also the chief executive of the Association of Employment and Learning Providers, a trade body for organisations that train apprentices. And also Rachel Kayes, community manager for the Association of Apprentices, an apprentice support body with around 50,000 members.Presenter: Felicity Hannah Producers: James Graham Editor: Jess Quayle(This episode was first broadcast at 3pm on Radio 4 on the 15th of October 2025).

We are called to follow Christ. What does that mean?

October 22, 2025 ~ Jessica Brousseau, executive director of the Michigan Workforce Development Board and LEO chief of staff, joins Lloyd and Jamie to discuss apprentices now being able to earn college credit for the training they complete on the job. Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this week's episode, Will welcomes experiential educator Greg Hitchcock, who shares the story of The Trade—a paid apprenticeship and next-step program for young adults who feel stuck or unsure of their direction. Based on 2,000 acres in New Hampshire, The Trade helps participants learn by doing and earn while growing through hands-on training in the trades, including forestry, woodworking, construction, automotive, hospitality, and more. Apprentices live together in a supportive, therapeutic-style community, earning wages from day one while building life skills, confidence, and independence through real work in the outdoors.  Learn more about The Trade at TradeForLife.org. This podcast is supported by White Mountain Adventure Institute (wmai.org), offering adventure inspired retreats for men.  

2025-10-05 Sermon - Apprentices Series - Sam Huggard

A church of Jesus in Chattanooga, Tennessee that loves God and lives in community for the sake of the city.We gather for worship on Sundays at 10am at Battle Academy (1601 Market Street).@citycollectivechatt on Instagramwww.citycollective.usinfo@citycollectivechatt.com

Sam Huggard begins a new sermon series for the fall, discussing living as apprentices of Jesus. 

In July 2020, I wrote a blog post titled “I Want to Clone Myself” and I've fantasized about cloning as the solution to growing my business many times since then. I bet you have too. Being an entrepreneur means wearing many hats, especially in the early years, and most of those hats are unflattering and don't fit well. Enter serial entrepreneur and fellow ADHD-er, Will Christiansen, who has been called “The Tony Stark of Software” in the field of automation. In this fast-paced episode, Will and I unpack the challenges of scaling a business and how AI, automation, and what Will calls “top-tier human talent” are the elegant solution you may be looking for. If you've struggled with overcomplicated, clunky systems that slow you down and failed to find team members who match your drive, creativity, and commitment, this candid conversation is packed with practical strategies that move the needle and boost your bottom line. Guest BioWill Christiansen (he/him) is a systems thinker and automation expert who helps entrepreneurs take back their time and scale their business. Will is the founder of The Entrepreneur's Apprentice and host of Automation Hunter. He specializes in building teams and tech stacks that let visionary minds focus on what they do best. Will is also a champion of the “Automate, Delegate, Eliminate” approach and has a brilliant strategy for hiring “entrepreneurial apprentices” who help founders scale without burning out. Will's revolutionary“15-1-1-5” framework, which he developed to manage his own executive functioning challenges, is an ADHD-friendly alternative to traditional time management strategies. Episode HighlightsYou Don't Need a Clone—You Need Your Opposite: Will reveals that hiring someone just like you might double your chaos, not your output. The real solution? Find an apprentice or two who complements your weaknesses and excels where you struggle. Sometimes, your best partner is someone with a different brain!Automate, Delegate, Eliminate—In That Order: Learning to let go is harder than it looks, so start with identifying what can be automated (especially now that AI makes it easier than ever). Save your executive functioning and cognitive energy for the big, creative stuff rather than routine busywork.Equity and Ownership Breed Commitment: Want your team to “own” their work? Will recommends offering phantom equity to empower top-tier talent to act as “mini-CEOs.” This transforms their sense of responsibility and buy-in, leading to loyalty and drive you can't just hire for.Mentioned by our guest Automation Hunter YouTube ChannelEntrepreneur's ApprenticeKolbe Assessment RemoteWork.com Books referenced:The E-Myth by Michael GerberThe One Thing by Gary Keller & Jay PapasanBuy Back Your Time by Dan MartellThe 6 Types of Working Genius by Patrick LencioniNever Split the Difference by Chris VossWant to Find Out More?Will is offering a FREE 15-minute call for ADHD-ish listeners to jumpstart your “Automate, Delegate, Eliminate” journey. And if he doesn't blow your mind, he'll give you a $50 Amazon gift card. (Spoiler: it never

Hiring apprentices is exciting- but only if they become valuable team members. So how do you spot a superstar junior early, and train them to be profitable- fast? In this episode, Larissa chats with apprentice expert Amanda Tonge. Together, they uncover what makes a high-performing apprentice, how to structure your training for success, and how to get your juniors bringing in income from day one. Tune in to discover:      • What behaviours signal a great apprentice early on      • Amanda's favourite methods for income-generating junior services      • How to structure your team to actually support growth and training      • Why most salons fail at training apprentices- and how you can avoid it Whether you've got a team full of juniors or you're about to hire your first one- this episode is a must-listen. Make sure to go follow Amanda Tonge on instagram and let her know we sent you!✨ @amandatonge_haireducator  ✨

Vicky Mahoney is a second-generation Summer Stager.  That doesn't mean she's from the second decade; it means her father was a member of Summer Stage. She is also the first post-Gala guest I interviewed, and we both are riding high on the crest of that wave from last weekend. Vicky started Summer Stage in 1999 and participated in the Apprentices and Children's Theatre programs. She is a graduate of Merion Mercer Academy and Catholic University of America.  She has performed professionally in musicals in the metropolitan DC area. Vicky works at Braithwaite Communications in Philadelphia. I hope you enjoy our conversation, so come along and have some fun . . .Follow Vicky's awesomeness online at @vickster179We all have stories to tell, and they can be heard here. Welcome to Brave and Strong and True, a podcast that engages Summer Stage alumni of all ages. I'm Bob Falkenstein. Our music is composed and performed by Neil McGettigan https://neilmcgettiganandtheeleventhhour.bandcamp.com/releases. Please click on the link to visit Neil's BandCamp website to listen to songs from his album, including cut number 7, “Harry Dietzler.” Please support Neil's work by buying downloads of your favorites.Please follow Brave and Strong and True on Apple Podcasts. While you're there, please rate the show and leave a comment.  If you want to be a guest on Brave and Strong and True, please contact me at braveandstrongandtrue@gmail.com. I can record five guests simultaneously, so reach out to your friends for an online mini-reunion.You must have the latest version of the Google Chrome browser on your desktop or laptop computer. I can now record interviews with guests who have iPads or iPhones. It helps if you have an external microphone and headphones, but Apple earbuds work too; however, Bluetooth ones are not 100% reliable, so see if you can borrow wired ones.Support the showUpper Darby Summer Stage is now part of the non-profit organization known as the Upper Darby Arts and Education Foundation. Harry Dietzler is the Executive Director of the UDAEF. If you are able to support Summer Stage financially, please visit udsummerstage.org to find out more.

In this episode of the HVAC Know It All Podcast, host Gary McCreadie chats with Patrick Butler, a seasoned HVAC technician and educator, and Field Service Supervisor at SAV-MOR MECHANICAL, INC. Patrick, who has over 20 years in the industry, shares his journey from apprentice to expert. In Part 2, they discuss the shift in technician training, from old-school methods to modern approaches using social media and AI tools. Patrick also talks about the importance of allowing apprentices to fail and learn, while embracing new tech like Microsoft Copilot to streamline work and improve skills. Patrick Butler talks about the shift in HVAC training, explaining how apprentices now have access to online resources and AI tools like Microsoft Copilot. He emphasizes the importance of learning from mistakes and how embracing new technology helps technicians stay competitive in the ever-evolving HVAC field. Throughout this episode, Patrick shares how HVAC training has evolved, with online resources and AI tools playing a big role. He stresses that allowing apprentices to learn from failure and staying updated with new tech is essential for technicians to improve and succeed in the field. Expect to Learn: How HVAC training has changed over the years. Why apprentices need the chance to fail and learn. How AI tools like Microsoft Copilot help technicians work smarter. Why adapting to new tech is important for HVAC pros. How modern training methods are shaping the future of the trade. Episode Highlights: [00:33] – Introduction to Patrick Butler in the Second Part [02:10] – Old-School Training vs. Modern Methods [04:56] – Why Apprentices Need to Be Allowed to Fail [07:02] – The Importance of Humility in HVAC Training [09:35] – AI's Impact on the Trade: Patrick's Approach to Teaching Apprentices [13:01] – The Role and Advantages of AI Tools like Microsoft Copilot for Techs [19:46] – How New Tech is Shaping the Future of HVAC Training This Episode is Kindly Sponsored by: Master: https://www.master.ca/ Cintas: https://www.cintas.com/ Supply House: https://www.supplyhouse.com/ Cool Air Products: https://www.coolairproducts.net/ Follow the Guest Patrick Butler on: LinkedIn: https://www.linkedin.com/in/patrick-butler-227489308/ Savmor.net: https://www.savmor.net/ Follow the Host: LinkedIn: https://www.linkedin.com/in/gary-mccreadie-38217a77/ Website: https://www.hvacknowitall.com Facebook: https://www.facebook.com/people/HVAC-Know-It-All-2/61569643061429/ Instagram: https://www.instagram.com/hvacknowitall1/