Podcasts about apprenticeships

What if replacing an aging school HVAC system could unlock a significant federal reimbursement?In this episode of School Business Insider, John Brucato sits down with Gabriela Rodriguez of UndauntedK12 to explore how school districts are using ground-source heat pumps and Elective Pay to modernize facilities while accessing federal energy tax credits.Gabriela breaks down how Elective Pay works, what project costs may qualify, and how provisions involving Prevailing Wage and Apprenticeship, Domestic Content, and Energy Communities can significantly affect the value of a district's reimbursement.The conversation also gets practical: when districts should begin planning, who needs to be at the table, what SBOs should consider during procurement, how the IRS filing process works, and what school districts that have already received multimillion-dollar reimbursements can teach the rest of the field.With the opportunity for ground-source heat-pump projects extending through 2034, the decisions school leaders make today could help direct billions of federal dollars toward healthier, more efficient school facilities.For any SBO with HVAC replacement or facilities modernization in their long-range capital plan, this is a conversation worth hearing.Links from the conversation:Learn more about this opportunity: https://www.undauntedk12.org/energy-tax-credits-ground-source-heat-pumps Use this guide to maximize these funds: https://www.undauntedk12.org/ourwork/new-resource-modern-hvac-guide Share this one-pager: https://drive.google.com/file/d/1WQrCdiys2Q5MlH_pmrfJv8CCpQLQx-Ka/view Read more in School Business Now: https://www.schoolbusinessnow.org/articles/2026/august-2026/the-hvac-opportunity-districts-cant-afford-to-missContact School Business Insider:Check us out on social media:LinkedInTwitter (X)Website: https://asbointl.org/SBIEmail: podcast@asbointl.orgMake sure to like, subscribe and share for more great insider episodes!Disclaimer:The views, thoughts, and opinions expressed are the speaker's own and do not represent the views, thoughts, and opinions of the Association of School Business Officials International. The material and information presented here is for general information purposes only. The "ASBO International" name and all forms and abbreviations are the property of its owner and its use does not imply endorsement of or opposition to any specific organization, product, or service. The presence of any advertising does not endorse, or imply endorsement of, any products or services by ASBO International.ASBO International is a 501(c)3 nonprofit, nonpartisan organization and does not participate or intervene in any political campaign on behalf of, or in opposition to, any candidate for elective public office. The sharing of news or information concerning public policy issues or political campaigns and candidates are not, and should not be construed as, endorsements by ASBO International....

9/28/2026 Reclaiming the Apprenticeship: Rebuilding the Generational Training GroundEPISODE 1862RESOURCES MENTIONED IN THIS VIDEO:

Apprenticeships are often viewed as an entry route for young people, but they can also provide a valuable pathway for developing and retaining existing early years staff. This article and podcast episode explore how apprenticeships can support career progression, strengthen workforce skills and help settings invest in the practitioners they already have.   Read the article here: https://thevoiceofearlychildhood.com/more-than-a-school-leavers-route-why-apprenticeships-are-becoming-a-retention-strategy-in-early-years/   This episode is in partnership with The Childcare Company   The Childcare Company has delivered early years and childcare training since 2008 and is rated Good by Ofsted. It delivers apprenticeships, diplomas, skill builders and academies from Level 2 to Level 5, working alongside nurseries, early years settings, schools and residential childcare providers to build resilient, qualified teams. Training is delivered by its own delivery coaches, backed by funding, enrolment and free recruitment support. The Childcare Company is an Impact Futures Group brand. Building skills, impacting futures. Find out more here: https://thechildcarecompany.com/   Our 2027 conference info & tickets: https://thevoiceofearlychildhood.com/early-years-conference-2027/   Listen to more: If you enjoyed this episode, you might also like: ·       What does good quality CPD look like? With Dr Julian Grenier: https://thevoiceofearlychildhood.com/what-does-good-quality-cpd-look-like/ ·       Early years leadership stories with Jenny Weidner: https://thevoiceofearlychildhood.com/early-years-leadership-stories/ ·       Professional curiosity: Creating cultures of reflection, safety and growth with Jack Edwards and Kelly Hill: https://thevoiceofearlychildhood.com/professional-curiosity-creating-cultures-of-reflection-safety-and-growth/   Get in touch and share your voice: Do you have thoughts, questions or feedback? Get in touch here! – https://thevoiceofearlychildhood.com/contact/   Episode break down: 00:00 – Introducing Amanda and the episode's focus on apprenticeships 02:48 – Apprenticeships are not just for school leavers 04:28 – What settings lose when an experienced practitioner leaves 06:13 – Supporting staff retention through career progression 09:30 – Early years apprenticeship pathways: Level 2 to Level 6 10:47 – Different starting points and entering early years at any age 12:33 – Connecting theory, practical experience and reflective learning 14:57 – Addressing concerns about pay cuts and starting again as an apprentice 17:01 – Recognising prior learning and choosing the right apprenticeship level 19:59 – Making time for training alongside staffing pressures 23:22 – Flexible learning sessions and arranging workplace observations 26:04 – Understanding apprenticeship funding and the levy 27:49 – Funding for settings that do not pay the apprenticeship levy 29:14 – Discussing hiring incentives for new apprentices 30:23 – National Insurance relief for apprentices 31:07 – Employer support grants for the early years teacher degree apprenticeship 32:13 – Weighing training costs against the long-term value of retaining staff 33:40 – Why workplace culture, workload and pay still matter 34:34 – A practical first step for leaders exploring staff apprenticeships 35:30 – Contacting The Childcare Company and closing reflections For more episodes and articles visit The Voice of Early Childhood website: https://www.thevoiceofearlychildhood.com

9/28/2026 Reclaiming the Apprenticeship: Rebuilding the Generational Training GroundEPISODE 1862RESOURCES MENTIONED IN THIS VIDEO:

At Redeemer, we take seriously Jesus' call to "Go and make disciples of all nations baptizing them in the name of the Father, Son, and Holy Spirit, teaching them to obey everything I have commanded you." Apprenticeship to Jesus is not a one time decision, but a lifelong journey of following Jesus as our master-teacher. Since the goal of the Christian life is maturity in Jesus, apprenticeship must be deep and holistic, transforming the spiritual, physical, emotional, social, and vocational parts of men and women. Apprenticeship to Jesus is learning to practice the way of Jesus in our homes, relationships, neighborhoods, and jobs. We believe Christlikeness is cultivated as we implement spiritual practices, live in community with other believers, and submit to the Word and the Spirit. We agree with Dallas Willard who said, "that the gospel is opposed to earning, not effort." As we move towards cultivating a life of loving God and people, we trust Christ will mature us into his likeness. https://redeemerwichita.church/

Ever considered how a Corporate Responsibility and Sustainability Practitioner Apprenticeship could reshape your career or future-proof your organisation? In this episode, Kiran Kapur explores the practical, commercial, and operational realities of the role alongside Cambridge Marketing College tutors Victoria Hartley, Nigel Clark, and Helen Rushton. Bringing together over 75 years of collective industry experience across the corporate, public, and third sectors, the panel demystifies the evolving CRS landscape—from net-zero strategies and carbon accounting to social value procurement models that directly influence commercial contract awards. Find out more about the Corporate Responsibility and Sustainability Practitioner Apprenticeship

In dieser Folge von InSpektren widmen Finn und Chris sich den Listen von historischen Personen, die möglicherweise auf dem A*spec gewesen sind. Sie sprechen darüber, was die Schwierigkeiten dabei sind, historische Personen oder Persönlichkeiten des öffentlichen Lebens als A*spec zu labeln und warum wir oft gar nicht so leicht sagen können, wer eigentlich auf dem A*spec war. Danach gehen sie genauer auf die potenzielle Asexualität von Queen Elizabeth I. (1533-1603) und die mögliche Aromantik von Leonard Cohen (1934-2016) ein. Zwei Personen, die häufiger auf den Listen von historischen Personen auf dem A*spec zu finden sind.Moderation: Finn, ChrisGastperson(en): /Produktionsleitung: FinnRedaktion: Sal, Chris, Finn, Delfin, DasTennaSchnitt: MelleQualitätssicherung: Katharina, Finn, Delfin This work is licensed under a Creative Commons Attribution 4.0 International License Content NotesAnmerkung: Je nach verwendetem Player können die Zeitstempel leicht von der tatsächlichen Zeit in der Folge abweichen.Ganze Folge: Fremdlabeln von historischen Personen (also bereits verstorbenen Personen), Fremdlabeln von lebenden Personen (insbesondere Promis), Falschbehauptungen zu Labeln von Personen00:04:18 – 00:05:43 | Formulierung, die Asexualität / Ace*spec-Identität als “Lebensstil” oder temporär beschreibt00:05:53- 00:06:25 | Druck auf Personen öffentlichen Lebens, sich zu outen und Spekulationen über die Sexualität von dieser00:07:00 – 00:16:14 | Spekulation über queere Identität von Personen und direkte Nachfrage nach deren Labeln, inkl. konkreter Beispiele, Druck auf Personen öffentlichen Lebens, sich zu outen, Zwangsouting, Queerbaitingvorwürfe, Queer-/LGBTQIANP+feindlichkeit, Gefahr durch Outings00:22:20 – 00:49:02 | Erwähnung von historischen Geschehnissen zu Zeiten Queen Elizabeths I. (inkl. Erwähnung von Krieg, Kolonialisierung), Konzept der Jungfräulichkeit und vermeintlicher (sexueller) Reinheit, Konzept von Natürlichkeit, Shaming von außerehelichem Sex, Slut Shaming, Gerüchte und politische Diskreditierung, Vorwürfe aufgrund von fehlendem Ehemann und Kinder, Religion, Gott00:27:37 – 00:30:41 | Sexueller Missbrauch, binäre Sprache (“Teenager”)00:52:51- 00:59:42 | Penetrante hetero-amato-allonormative Nachfrage zu Beziehungen, Bezeichnung von mono* Paarbeziehung als Performance (kann so gedeutet werden), vermeintliche Geschlechterbinarität, Heteronormativität, Amatonormativität, Allonormativität, Geschlechterperformance, Binäre Geschlechterrollenbilder und -klischees, “Kriegstanz”-Vergleich, problematische Männlichkeitsbilder00:55:36 – 00:57:14 | Allonormativität, Heteronormativität, Bioessentialismus, Verknüpfung von Nacktheit und evolutionärem / biologischen Reproduktionsdrang00:59:42 – 01:17:46 | Amatonormativität und deren Auswirkungen01:01:12 – 01:03:48 | Deutung von Liedtexten als romantisch01:04:09 – 01:05:37 | Ableistische Sprache01:21:23 – 01:23:08 | Binäre Sprache01:24:20 – 01:24:29 | Gleichsetzen von romantische / sexuelle Liebhaber*innen haben mit romantische / sexuelle Anziehung erleben 01:24:53 – 01:25:04 | ableistische Sprache01:25:04 – 01:28:06 | Cherry Picking (sich passende Stellen rauspicken, die die eigene Meinung stützen, unabhängig davon, ob sie korrekt sind und die Stellen, diese in ihrem Kontext tatsächlich stützen) Kapitelmarken 00:00:00 | Cold Open00:00:15 | Intro00:00:38 | Begrüßung und Einleitung00:02:26 | Schwierigkeiten beim Labeln historischer Personen00:07:00 | Problematik des Femdlabelns anderer (öffentlicher) Personen00:16:15 | Kritik an den Listen und Falschbehauptungen zu Labeln von Personen00:19:37 | Politische Asexualität 00:22:20 | Potenzielle A*spec-Person im Portrait: Queen Elizabeth I. 00:34:09 | Einschub: Kritik am Fokus auf Sex und romantische Beziehungen in Bezug auf Fremdlabeln00:49:11 | Potenzielle A*spec-Person: Leonard Cohen01:17:56 | Mehr von diesem Format?01:19:41 | Lexikon: Loveless01:21:23 | Kulturecke: Gynäkologie und Asexualität – ein Leitfaden (Flyer von A*specMed)01:23:18 | Was nehmen wir mit?01:29:11 | Verabschiedung, Dank und Kontaktmöglichkeiten01:31:44 | Outro LexikonLoveless – Der Begriff Loveless bedeutet so viel wie “lieblos” oder “ohne Liebe” und wird von Personen zur Selbstbeschreibung verwendet, die entweder keine Liebe empfinden, zwischen sich und dem Konzept von Liebe eine Distanz empfinden, mit dem Konzept Liebe einfach nichts anfangen können, dieses ablehnen oder sich unsicher sind, ob sie Liebe empfinden oder nicht. Liebe meint dabei nicht nur romantische Liebe sondern auch auf andere Formen von Liebe. Personen, die sich als loveless bezeichnen, können unterschiedliche Arten von Anziehung empfinden, setzen diese aber nicht mit Liebe gleich. KultureckeGynäkologie und Asexualität – ein Leitfaden (Flyer von A*specMed), https://aspecmed.de/flyer/Flyer_Aspecmed_Gyn_Besuch.pdf Erwähnte InSpektren-FolgenInSpektren, Folge 1 – Coming Outs, https://inspektren.eu/episode-1-coming-outsInSpektren, Folge 23 – 23 – Geschichte der Ace-Community Teil I (Anfänge bis 1950er), https://inspektren.eu/episode-23-geschichte-der-ace-community-teil-i-anfaenge-bis-1950er InSpektren, Folge 24 – Geschichte der Ace-Community Teil II (1960er bis 1990er), https://inspektren.eu/episode-24-geschichte-der-ace-community-teil-ii-1960er-bis-1990er InSpektren, Folge 25 – Geschichte der Ace-Community Teil III (2000er bis heute), https://inspektren.eu/episode-25-geschichte-der-ace-community-teil-iii-2000er-bis-heute InSpektren, Folge 33 – Geschichte der Aro-Community, https://inspektren.eu/33-geschichte-der-aro-community Erwähnte Lieder, Gedichte und Bücher von Leonard CohenLeonard Cohen, I long to hold some lady, in: The Spice Box of Earth (1968), https://allpoetry.com/poem/13778350-I-Long-to-Hold-Some-Lady-by-Leonard-Cohen (Zuletzt eingesehen am 15. August 2026)Leonard Cohen, Spice Box of Earth, Gedichtband, Englisch, 96 Seiten, ISBN: 978-0771024566 (Toronto: McClelland & Stewart 1961)Weitere Gedichte von Leonard Cohen auf All Poetry: https://allpoetry.com/Leonard_CohenLeonard Cohen, Chelsea Hotel #2 (1974), https://www.youtube.com/watch?v=WmbFZA16nrELeonard Cohen, Hallelujah, 1984, https://www.youtube.com/watch?v=gRsnjNt_RhwLeonard Cohen, Everybody knows, 1988, https://www.youtube.com/watch?v=xu8u9ZbCJgQ Leonard Cohen, Waiting for The Miracle, 1992, https://www.youtube.com/watch?v=LXvG0SMP7tw QuellenAllgemeinLernplatform für offenen Geschichtsunterricht, Methode | Textquellen untersuchen, https://segu-geschichte.de/textquellen/ Universität Basel, Department Geschichte, Quellenanalyse, https://dg.philhist.unibas.ch/de/studium/werkzeugkasten-geschichte/wissenschaftliches-arbeiten/quellenanalyse/ Zu Kit Connor„Heartstopper“-Star Kit Connor: Zum Coming-out gezwungen, https://www.diepresse.com/6209905/heartstopper-star-kit-connor-zum-coming-out-gezwungen (Zuletzt eingesehen am 15. August 2026)Emma Saunders, Heartstopper’s Kit Connor says he was ‘forced’ to come out as bisexual, https://www.bbc.com/news/entertainment-arts-63469444, 01. November 2022 (Zuletzt eingesehen am 15. August 2026)Hannah Madlener, “Heartstopper”: Netflix-Star Kit Connor spricht über sein unfreiwilliges Outing und den traurigen Hintergrund, https://www.glamour.de/artikel/heartstopper-netflix-kit-connor-unfreiwilliges-coming-out-grund, 05. Juli 2023 (Zuletzt eingesehen am 15. August 2026)Sriti JhaSriti Jha reveals viral poem about being asexual is NOT about her: ‘It was cathartic to me’, https://www.freepressjournal.in/television/sriti-jha-reveals-viral-poem-about-being-asexual-is-not-about-her-it-was-cathartic-to-me, 18. Juni 2022 (Zuletzt eingesehen am 15. August 2026)Vinay MR Mishra, Sriti Jha on people assuming her to be asexual: I'm too old to bother about log kya kahenge (Exclusive), https://timesofindia.indiatimes.com/tv/news/hindi/sriti-jha-on-assumptions-about-her-being-asexual-and-evolving-nature/articleshow/110402805.cms, 25. Mai 2024 (Zuletzt eingesehen am 15. August 2026)Queen Elizabeth I.David Starkey, Elizabeth. Apprenticeship, Englisch, 400 Seiten, ISBN: 978-0099286578 (London: Vintage Books 2001)David Starkey, Elizabeth. The Struggle for the Throne, Englisch, 384 Seiten, ISBN: 9780061367434 (New York: Harper Perennial 2007)Elizabeth I./Leah Sinanoglou Marcus (Hg.)/Janel Mueller et al., Elizabeth I. Collected Works, Englisch, 470 Seiten, ISBN: 9780226504650 (Chicago: University of Chicago Press 2002)Emily Jane Lewis, “The word of a Prince”: Representations of Virginity in the Speeches of Queen Elizabeth I, in: AZE journal, https://azejournal.com/article/2019/3/21/the-word-of-a-prince-representations-of-virginity-in-the-speeches-of-queen-elizabeth-i, 23. Mai 2019 (Zuletzt eingesehen am 15. August 2026)Martin Andrew Sharp Hume (Hg.), Calender of Letters and State Papers Relating to English Affairs: Preserved Principally in the Archives of Simancas, Volume 1 (1558-1567), Englisch, London 1892–1899, Bd. I, S. 57–58Martin Andrew Sharp Hume, The Courtships of Queen Elizabeth. A history of the various negotiations for her marriage, Englisch, 416 Seiten, ISBN: 978-0766132153, https://www.gutenberg.org/ebooks/53559 (London: Kessinger Publishing Co 2016), S. 90-104Professor Suzannah Lipscomb, Did Thomas Seymour sexually abuse the teenage Princess Elizabeth?, https://www.historyextra.com/period/tudor/did-thomas-seymour-sexually-abuse-the-teenage-princess-elizabeth/, 13. Juni 2022, CN: Sexueller Missbrauch (Zuletzt eingesehen am 15. August 2026)Wikipedia: Elisabeth I., https://de.wikipedia.org/wiki/Elisabeth_I. (Zuletzt eingesehen am 15. August 2026), S. 68–72Leonard CohenSighs North, Leonard Cohen Interview – Part 3 of 3, https://www.youtube.com/watch?v=HmTM-HAZu1U, Video veröffentlicht am 25.04.2014Wikipedia: Leonard Cohen, https://en.wikipedia.org/wiki/Leonard_Cohen (Zuletzt eingesehen am 15. August 2026)Arocalypse, Famous People who are aromantic, Beitrag von NullVektor vom 22. November 2016, https://www.arocalypse.com/topic/655-famous-people-who-are-aromantic/#findComment-21369 (Zuletzt eingesehen am 15. August 2026) Shout-OutsIntrosprecher: KijargoIntro/Outro: John Bartmann – Jazzy DetectiveAudio-Player Uns findet ihr außerdem hierinspektren.euinstagram: inspektren_podcastfacebook: InSpektren.Podcasttwitch: InSpektren_Podcasttwitter: InSpektrenMastodon: chaos.social/@inspektrenDiscord: aspecgerman.deMail: info@inspektren.euYouTubeSpotifyAmazon MusicApple PodcastGoogle PodcastA*spec Vibes zum Anhören findet ihr auf unserer Spotify Playlist

The chief executive of Britain's biggest listed technology company has questioned the government's push to build more data centres, arguing that the UK does not have the scale to become a truly sovereign AI nation.Steve Hare, chief executive of Sage, says Britain should be realistic about where it can compete.He argues that data centres themselves are simply infrastructure and do not give the UK control over the underlying technology. If Britain wants greater technological sovereignty, he believes it would need to work with larger economies rather than try to build the whole AI stack alone.Instead, Hare thinks the bigger opportunity is in applications: using increasingly cheap and widely available AI models to build products that solve real problems for customers.He points to the rapid fall in the cost of leading AI models and believes much of the value will ultimately sit with the companies building useful services on top of them.His caution is informed partly by experience. Hare was finance director of Marconi when the dotcom bubble burst in 2001. Looking at the huge sums now being spent on AI infrastructure, he thinks much of that capacity will eventually be used, but not necessarily at today's prices.He is also worried about the wider UK economy.Sage provides accounting, payroll and finance software to millions of small and medium-sized businesses, giving Hare a close view of what is happening inside companies. Its data suggests profits are rising faster than revenues, with many business owners holding on to cash rather than investing.Hare says uncertainty around tax and economic policy is making that caution worse. He is particularly critical of repeated speculation over capital gains tax, which he believes risks pushing entrepreneurs to build their next businesses elsewhere.He also points to Britain's long-running problem with scale. The UK creates large numbers of new businesses, but relatively few grow into major global technology companies before being sold, often to overseas buyers.Hare is due to meet the new prime minister at Number 10 and says the government now needs to make some difficult choices.His central message is that stronger growth is the only sustainable answer to rising spending pressures, borrowing costs and the demand for higher public revenues.And his advice to both business leaders and government is simple:“Be bold and be paranoid.”Presenter: Sean Farrington Producer: Olie D'Albertanson Editor: Henry Jones01:47 AI hype and the pace of change 08:14 How AI will change work 09:18 Growth as the UK's biggest challenge 15:03 Tax speculation and entrepreneurs moving abroad 19:35 Apprenticeships and employment rights 23:49 The prime minister's tough choices 27:20 Britain's scale-up problem 28:49 Data centres & why the UK cannot be a sovereign AI nation 36:02 Lessons from the dotcom crash 41:02 Be bold and be paranoid

An informative, encouraging conversation with the CEG on how manufacturing companies can benefit from partnering together on pre-apprenticeship programs and workforce development.

Join golf course superintendents, assistant superintendents, and industry leaders at the Leadership on the Links Summit on October 12, 2026, at Toftrees Resort in State College, Pennsylvania. The day focuses on personal branding, leadership development, and building high-performing teams. Register at https://bloomgolfpartners.com/our-events/ Introduction  Few superintendents have become as closely associated with a single property as Michael Morris, CGCS (Retired), whose 38-year career at Crystal Downs Country Club in Frankfort, Michigan earned him the 2023 Golf Association of Michigan Superintendent Award of Merit. His green speed research with Dr. Thomas Nikolai of Michigan State University has influenced how superintendents manage putting surfaces and communicate expectations to golfers. Today, Morris serves as Project Manager for the Michigan Golf Course Association's Golf Course Maintenance Technician Registered Apprenticeship Program, where he mentors apprentices and the superintendents who train them. On this episode of Leadership on the Links, host Tyler Bloom speaks with Morris about stewarding an Alister MacKenzie and Perry Maxwell design, using data to build member trust, and developing the next generation of golf course professionals. What You'll Learn in this Episode: •       Morris explains why he remained at Crystal Downs for 38 years, crediting a club culture grounded in family, legacy, and long tenure rather than turnover. •       Maintaining a MacKenzie and Maxwell design required balancing modern expectations, such as lower mowing heights and firmer, faster greens, with a steady commitment to preserving the course's original character. •       A multi-year green speed study with Dr. Thomas Nikolai led Crystal Downs to communicate a target green speed range rather than a single number, supported by daily measurements and member surveys. •       Working effectively with changing green committee chairs, board members, and club presidents depends on adaptability, open communication, and a shared focus on the club's long-term interests. •       Clubs seeking to raise their standards should align expectations with available resources, prioritize what their golfers value most, and plan for irrigation, cart paths, and bunkers 10 to 20 years in advance. •       The MGCA Registered Apprenticeship Program, built on U.S. Department of Labor standards, combines on-the-job training, 144 hours of GCSAA online coursework, and state pesticide applicator certification toward journey worker status. •       Apprenticeships strengthen both the apprentice and the supervising superintendent, helping clubs retain skilled staff in their local communities while sharpening the skills of those who train them. Links & Resources Michael Morris, LinkedIn: https://www.linkedin.com/in/michael-morris-84959a19/ Michael Morris Consulting: https://www.michaelmorrisconsulting.com MGCA Registered Apprenticeship Program: https://www.michigangca.org/rap Crystal Downs Country Club: https://www.crystaldowns.org Leadership on the Links Summit Registration: https://bloomgolfpartners.com/our-events/ Bloom Golf Partners: https://bloomgolfpartners.com

This episode of the IHSA Safety Podcast explores the career opportunities available through skilled trades and apprenticeships in Ontario, and features Candice White, CEO and Registrar at Skilled Trades Ontario.Candice discusses the growing demand for skilled trades workers, the apprenticeship journey, and the important role skilled trades play in Ontario's workforce and economy. Skilled trades should be viewed as a first-choice career path rather than a fallback option, offering opportunities for meaningful work, stable income, career growth, and the ability to earn while learning.Candice outlines the apprenticeship process, from exploring different trades and securing a sponsor to completing on-the-job and in-class training requirements and achieving certification. She also shares success stories that demonstrate how apprenticeships can provide purpose, stability, and rewarding career opportunities for people from a wide range of backgrounds.Candice also highlights the resources, toolkits, financial support, career fairs, and outreach programs available through Skilled Trades Ontario, and encourages parents, students, and employers to be curious, explore the opportunities available, and recognize skilled trades as a respected and rewarding career path.Free resourcesAbout TradesApprenticeshipApprentice Toolkit Sponsor Toolkit Experienced WorkersPowerline Technician Apprenticeship (PLTN)Line Crew Ground Support (LCGS) programSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

At Redeemer, we take seriously Jesus' call to "Go and make disciples of all nations baptizing them in the name of the Father, Son, and Holy Spirit, teaching them to obey everything I have commanded you." Apprenticeship to Jesus is not a one time decision, but a lifelong journey of following Jesus as our master-teacher. Since the goal of the Christian life is maturity in Jesus, apprenticeship must be deep and holistic, transforming the spiritual, physical, emotional, social, and vocational parts of men and women. Apprenticeship to Jesus is learning to practice the way of Jesus in our homes, relationships, neighborhoods, and jobs. We believe Christlikeness is cultivated as we implement spiritual practices, live in community with other believers, and submit to the Word and the Spirit. We agree with Dallas Willard who said, "that the gospel is opposed to earning, not effort." As we move towards cultivating a life of loving God and people, we trust Christ will mature us into his likeness. https://redeemerwichita.church/

What kind of church do we want to be? That's the question that sits at the heart of our vision series, Restore. In the weeks ahead, we're exploring five core values that shape everything we do at Restoration – and we're inviting you to live them out with us. This week, we're beginning with our first and most foundational value: We are Jesus centered.

This show has been flagged as Clean by the host. Civilization VI, made a number of changes, and one of the biggest was the introduction of Districts. Buildings that perviously would have just been part of the city now had to be built in special districts, and the game limited how many of them you could build in any one city. This forced you to make choices, and making choices is the heart of the Civilization series. Playing Civilization VI, Part 1 Districts As we have said before, the rule for each new version of Civilization is that 1/3 stays the same, 1/3 is tweaked, and 1/3 is new. So among things staying the same is the Hexagonal grid first introduced in Civ V, along with the usual roaming tribe in 4000BC. But the handling of terrain that a city can use has changed. The old Big Fat Cross was dropped in Civ V, and replaced with a large Hexagon. And how you use the terrain has changed. In older versions of Civilization, the terrain was mostly used for either farming or mining. It was all about resource extraction, in other words. All of the Buildings you constructed you could think of as abstract, or as all living in the City Center. The only reason you had for making different choices in the Build queue was if you didn't have enough time or resources to build everything. As a result, many cities looked very similar in what got built. You would put a Granary in each city to help it grow, a Barracks in each to build your troops, a Temple in each city to gather Faith, and so on. There wasn't much a decision here, or at least not enough to satisfy Ed Beach, the Chief Designer of Civ VI. So he came up with a new land use system involving Districts. With this system, you had to allocate land in your city for most things you would build. If you wanted to focus on Science, for instance, you would have to allocate a tile to a Campus district. Then, inside this district you could build a Library, a University, an Obervatory, and a Research Lab. But that is the only place they could be built. Furthermore, to prevent you from building every district, they limited the number of districts each city could have based on its population. You can always build one district with a new city, but to build another you need to get to a population of 4, and you get the ability to add a District with each additional increment of 3, so at Population 7, 10, 13 you get the ability to add a District. And these Districts have to be constructed as part of the normal city Build process. So in the above example, you would first have to build the Campus district, and when that was complete you could then build the Library to put inside it. And for both the Districts and the buildings inside of them you need to research certain technologies before they become available to you. Where to locate your districts becomes an issue as well. First of all, the tiles available to you are also your stock of tiles for building Farms and Mines, so you need to make choices here. Of course, making choices is the basis them of all Civilization games. Then there are the adjacency effects of terrain tiles. Both Campus (Science) and Holy Site (Faith) districts benefit from being adjacent to Mountains, and the adjacency effects are cumulative, so a tile with mountains on 3 sides can have major bonuses. But since this affects both kinds of Districts, again you have to make a choice. If you are aiming at a Science Victory, or a Religious victory, the choice will be easier, but in case you need to choose. As to placing a District, when you decide to build one you will get a highlight on the map of locations that are permissable. But if you have several such sites, you need to choose which one fits your strategy best. District Types There are a lot of Districts you can build and listing every one of them here would be tedious. Some are only relevant to late-game situations, others address issues like Housing and Amenities, which we will discuss separately. But there is group of core Districts that every player will need to deal with from the beginning: City Center – This is one you get automatically when you build a city, and can hold a Granary, a Monument, a Water Mill, and various levels of Walls, ranging from Ancient to Renaissance. Campus – This is the Science district, and is unlocked by discovering Writing. That comes pretty early so you will get this capability quite easily, but if you are going for a Science victory you might want to make a beeline for Writing. Remember that if you go into the Tech Tree you can click on a tech to select it, and the game will automatically research it and all of its prerequisites. This is very handy for simplifying Research choices. As mentioned, an adjacency bonus is +1 Science for every adjacent Mountain, but you can also get #1 Science for every 2 Rainforest or District tiles. Don't worry about memorizing these bonuses, they will appear on the map when you are selecting a spot to place your District. Campuses contain Libraries, Universities, Observatories, and Research Labs. And the more built up your Campus Disctrict is, the more Great Scientist points you accumulate. If you want a Science victory you should make it a priority to get Camapus districts put down ASAP in at least a couple of cities, since the effects build like compound interest. Theater Square – This is the Culture District, and is unlocked by discovering Drama and Poetry. That is a somewhat later tech, use the technique of clicking on it in the Tech Tree to get there quickly if you want to pursue a Culture victory. It contains the Amphitheater, Art Museum, Archeaological Museum, and Broadcast Center. It gives +2 Culture from each adjacent Wonder, and +1 Culture from each 2 adjacent Discrticts. The buildings all have slots for holding Great Works, and generate points for Great Writers, Great Artists, and Great Musicians. Holy Site – This is the Religious district, and is unlocked when you discover Astrology, which is a fairly early tech. This district contains Shrines, Temples, and other Worship buildings. It generates Faith, which can be surprisingly useful. Civ VI introduced a new system of relgious warfare and new Religious victory type, but in some circumstances you can use Faith to purchase Units and Buildings, so even if you are not intending a Religious victory you should not overlook it. This district generates Great Profit points. It has adjacency bonuses of +1 Faith from every adjacent Mountain tile, and +2 Faith from every adjacent Natural Wonder, so if you are lucky enough to have a Natural Wonder in your city keep this in mind. Encampment – This is the Military district, and is unlocked by discovering Bronze Working, a very early tech. By building an encampment you can build units that start out with higher Veteran status. In Civ VI I like to build one or two of these in my Empire and use them to construct all of my units. Remember, in Civilization you always want to maintain a strong military to deter your rivals. Buildings include Barracks, Stable, Armory, and Military Academy. This District produces Great General points. It has no adjacency bonus, and cannot be built next to the City Center. But it has strong Defense and can function like the City Center in terms of defense and bombardment capabilities. All newly produced or purchased units will appear in this District, not in the City Center as would otherwise happen. I like to build this on land that is otherwise of low value, like a Desert tile. Commercial Hub – This is the Commerce district, and is unlocked by discovering Currency. The Buildings you can place in this include the Market, the Bank, and the Stock Exchange. Adjacency bonuses include +2 Gold from an adjacent Harbor, and +2 Gold for each Adjacent river. So if your city includes a river that runs into the ocean, place a Harbor in the right spot and then a Commercial Hub and watch the Gold pile up! The Commercial Hub generates Great Merchant points. In addition, a Commercial Hub gives you one additional Trade Route, another way to generate more cash. As we have seen in this series, in all Civilization games a healthy Treasury is a major part of a successful game no matter what Victory type you are pursuing. Harbor – This is the Seafaring District and is unlocked when you discover Celestial Navigation. Buildings in this district include Lighthouse, Shipyard, and Seaport. And if you don't have a Commercial Hub in the city, adding a harbor can give you one additional Trade Route. Adjacency bonuses include +1 Gold from each adjacent Coastal resource, and +1 Gold from every 2 adjacent District tiles. There is also a bonus of +2 Gold if adjacent to the City Center. This district has to be built in Coastal waters adjacent to Land, but note that the City Center does not need to be on the Coast to build this. You just need to have Coastal Waters available within your city. This district generates Great Admiral points. While this district is important for projecting Maritime power, it is equally useful for generating Gold, reflecting the fact that historically Maritime powers have been the most successful traders and the wealthiest nations. Industrial Zone – This is the Production district, and is unlocked when you discover Apprenticeship. Its buildings include the Workshop, the Factory, and the Power Plant. Adjacency bonuses include +1 Production from each adjacent Quarry or Mine, and +1 from each two adjacent Districts. One interesting thing is that some of the prodction bonuses from this district can applly to any City whose City Center is within 6 tiles, so it is possible by careful placement to have one Industrial Zone that benefits 2-3 cities. This district generates Great Engineer points. These are the major districts you will be dealing with, and note that each one generates Great Person points. But note also that there are 7 of them. You can certainly have a large Empire that contains at least one of each. But to have all of them in one city would require a population of 22, which can happen if you aim for it, but also would mean very little in the way of farming or mining. I have seen expert players do a “one city challenge” where they attempt to win a victory with only one very large city, but I have never been interested in that sort of thing. I play to relax and enjoy myself. And one more thing about adjacency bonuses: you get bonuses even from Districts in a different city. As an example if you place a Commercial Hub from City A next to a Theater Square from City B, both Districts can benefit from the adjacency. Links https://civilization.fandom.com/wiki/District_(Civ6) https://www.palain.com/gaming/civilization-vi/playing-civilization-vi-part-1/ Provide feedback on this episode.

Solidarity Economy Shorts Episode #9A collaboration with New Economy CoalitionSolidarity Economy Shorts are conversations with frontline organizations & individuals that are putting solidarity economy principles into practice. They are using different strategies to build an economic system where communities are meeting their own needs outside of capitalism. Sustainable Economies Law Center (SELC) is a hub for legal education, research, advice, and advocacy that supports the transition to localized, resilient economies. Their work focuses on practices that promote justice and sharing, including cooperatives, community currencies, community enterprises, local investing, cohousing, urban agriculture, and other innovative economic strategies.In this episode I speak with Mwende Hinojosa, the director of communications and strategic storytelling at the law center. We discuss the gap the co-founders were seeing that led them to step up to be a legal resource for the solidarity economy movement, what democratizing land, labor, and law looks like in practice, cooperative models as a pathway to ownership for undocumented immigrants, the revitalization of a former Black self-sufficient community, and how organizations can show up with care and intention for immigrants in their community.Show NotesSustainable Economies Law Center WebsiteCo-op Law Website: online legal resource library supporting democratic, worker-owned businessesSELC Legal Cafe: free trainings and 1:1 legal supportMutual Aid Toolkit: FAQs from mutual aid organizers answered by SELC lawyersState by State Guide to Apprenticeships: eight states' rules for becoming a lawyer without attending law schoolBan Land Grabs One Pager: advocating to ban for-profit, non-cooperative business entities from buying residential property in Richmond and individual mega landlordsProspera Co-op: co-creates community wealth for Latina entrepreneursAllensworth Progressive Association: community-led nonprofit dedicated to the revitalization and self-determination of Allensworth, California

Luke Tuckwell's first Grand Tour was a three-week apprenticeship. He rode the Vuelta a España as Primož Roglič's climbing support, spent most of it on his wheel, and came out the other side named in Australia's team for his first elite world championships. He's 22.Roglič wanted him sitting behind rather than leading, which turned out to be the better classroom - Luke could watch where a nine-time Grand Tour podium finisher puts himself in a bunch, and when he spends energy and when he doesn't. By the final week the two of them had stopped needing to speak. He also gets into what Roglič passed on off the bike, the bus conversations, and why a rider that decorated was still thanking his teammates on stage 21.Then Montreal. Luke wasn't expecting selection, what Matt Hayman told him about bringing young riders through early, and a very honest answer on why the green and gold never moved the needle at junior and U23 level — and why it does now. Plus why he thinks a chaotic race suits an Australian team without a superstar.And the road that got him there: the Simon Clark message in 2021, an Italian team where nobody spoke English, learning how to train in Girona, and the night at the Baby Giro when Red Bull said his results didn't match his power numbers.

Sunday, September 13, 2026"Formed into Apprenticeship" - Tyler TankersleySermon based on Matthew 11:25-30(reading by Jonathan Waddell)

At Redeemer, we take seriously Jesus' call to "Go and make disciples of all nations baptizing them in the name of the Father, Son, and Holy Spirit, teaching them to obey everything I have commanded you." Apprenticeship to Jesus is not a one time decision, but a lifelong journey of following Jesus as our master-teacher. Since the goal of the Christian life is maturity in Jesus, apprenticeship must be deep and holistic, transforming the spiritual, physical, emotional, social, and vocational parts of men and women. Apprenticeship to Jesus is learning to practice the way of Jesus in our homes, relationships, neighborhoods, and jobs. We believe Christlikeness is cultivated as we implement spiritual practices, live in community with other believers, and submit to the Word and the Spirit. We agree with Dallas Willard who said, "that the gospel is opposed to earning, not effort." As we move towards cultivating a life of loving God and people, we trust Christ will mature us into his likeness. https://redeemerwichita.church/

Send us Fan MailThere are voices in the grief world that stop you in your tracks — not because they are loud, but because they carry something true. Francis Weller is one of those voices. I have followed his work for some time, moved by the depth of his writing and the rare quality of his presence, and I have long wanted to bring him into this conversation. Today, that moment has arrived, and I am genuinely looking forward to what we will explore together.Francis brings to this work something that is not easy to name but impossible to miss — a willingness to sit inside the hardest human experiences without rushing toward resolution, and a gift for language that meets grief where it actually lives.In this episode, we cover06:00 Becoming Acquainted With the Customs of Sorrow and Grief07:06 People Feeling Sorrow Differently - Why?08:38 The Two Primary Sins of the Western World09:51 Places to Take Grief to11:19 Grief is Never Far12:08 Cultivating an Apprenticeship with Sorrow21:22 My Anchor in Grief24:09 Learning to Trust Grief27:04 Every Human is a Carrier of Grief34:05 What Happens on Grief Retreats?About today's guestFrancis Weller is a psychotherapist, writer, and soul activist. Author of the bestselling The Wild Edge of Sorrow: Rituals of Renewal and the Sacred Work of Grief and In the Absence of the Ordinary: Soul Work for Times of Uncertainty, he has introduced the healing work of ritual to thousands of people. His writing and voice have appeared in anthologies, journals, and media such as Anderson Cooper's All There Is podcast, The Sun, Utne Reader, Kosmos Journal, and Ruminate. He is currently completing his fourth book, Facing the World with Soul and Why It Matters.Support the show

The Minister for Further and Higher Education has announced 80 new aircraft maintenance apprenticeship roles at Shannon Airport today. James Lawless has been in the MidWest since yesterday, where he also launched UL's new direct entry undergraduate Medicine programme. The aviation apprenticeship will include a summer training option, while the new medicine course is the first established in the state in 170 years. Minister Lawless has been telling Clare FM's Daragh Dolan that he's also confident of increasing accommodation options for Clare students in the medium term.

This month Brian talks to the prolific playwright and screenwriter about religion, working-class heroes, and how he learned he's not an actor from Tom Hanks

What happens when the education system, which was designed to prepare our children for the future, was designed for a world that disappeared more than a century ago? That's the question Ted Dintersmith has spent the last decade trying to answer. For more than a century, American schools have largely rewarded students for memorizing information, following instructions, and performing well on standardized tests. But what happens when AI can do those things faster, cheaper, and increasingly better than humans? Before becoming one of America's leading voices on the future of education, Ted was a top-performing venture capitalist at Charles River Ventures. Today, he is an author, filmmaker, education advocate, and impact investor who is challenging some of the most deeply held assumptions about how we educate young people. In the latest episode of BMBW, Daniel Pianko sits down with Ted Dintersmith for a wide-ranging conversation about education, AI, investing, and what it will take to prepare the next generation for a radically different world. Ted argues that we are doubling down on precisely the skills machines are making obsolete, while neglecting the qualities that will become more valuable: creativity, curiosity, agency, collaboration, problem-solving, and the ability to turn ideas into action. He advocates for career-based learning, hands-on projects, internships, apprenticeships, entrepreneurship, and giving students more agency over what and how they learn. Listen to the full episode of Better Money, Better World and join Daniel Pianko and Ted Dintersmith for a provocative conversation about education, AI, investing, and the future we're preparing for. Ready to learn more or get involved? Visit Impact Capital Managers to learn more about how impact investing drives returns.

Apprenticeship is no longer synonymous with the construction trades. Healthcare organizations are training medical assistants and registered nurses through apprenticeship. Schools are using the model to prepare teachers. Employers are applying it to occupations from arboriculture to human resources. At the same time, more high school students are using Youth Apprenticeship to begin building skills and gaining paid work experience before they graduate.So what actually makes something an apprenticeship, and why are so many industries taking a fresh look at a model that has existed for more than a century?David Polk, Director of Apprenticeship at the Wisconsin Department of Workforce Development, takes us inside the modern apprenticeship system. A third-generation apprentice who began his own career as a plumber, David now leads one of the country's most established state apprenticeship systems and serves as president of the National Association of State and Territorial Apprenticeship Directors.In this episode, we break down Registered Apprenticeship and Youth Apprenticeship, how the earn-and-learn model combines paid employment with structured education and mentorship, and what it takes for employers to participate. David also explains how apprenticeship is expanding into occupations that have never traditionally used the model, how states and the federal government shape apprenticeship policy and funding, and why earlier exposure to hands-on careers matters for the workforce pipeline.In this episode:What separates Registered Apprenticeship, Youth Apprenticeship and other forms of work-based learningHow earn-and-learn flips the traditional education-to-employment modelWhy apprenticeship is expanding into healthcare, education, HR and other occupations beyond the tradesHow employers can use Youth Apprenticeship to build an earlier connection with future talentHow federal policy, state systems and funding influence apprenticeship growth3 Big Takeaways from this Episode:1. Apprenticeship integrates education and employment instead of treating them as separate stages.2. Apprenticeship is a workforce development model, not a category of trades careers.3. Building the workforce pipeline starts earlier than the point of hire.Resources in this Episode:Wisconsin Apprenticeships - Find more about registered, youth and certified pre-apprenticeshipU.S. Department of Labor - ApprenticeshipsWisTRAIN grantsWisconsin Fast Forward grantsHEART Grant for rural healthcareNational Association of State and Territorial Apprenticeship Directors (NASTAD)Email the WI DWD Apprenticeship teamMore notes & resources on the episode page: https://techedpodcast.com/polkWe want to hear from you! Send us a text.Instagram - Facebook - YouTube - TikTok - Twitter - LinkedIn

Summit Promotion Join us at the Leadership on the Links Summit on Monday, October 12, 2026 at Toftrees Resort in State College, Pennsylvania. This one day program brings together golf course superintendents, assistant superintendents, directors of agronomy, equipment managers, and industry leaders for keynote sessions with Cael Sanderson and AJ Vaden, attendee driven discussions, and professional development built specifically for agronomy leaders. Attendance is capped and seats are limited. Registration is open at https://bloomgolfpartners.com/our-events/. Introduction Adam Ikamas started in this industry raking bunkers at a local country club at seventeen, and he arrived at Michigan State expecting to study photography rather than turfgrass science. Nearly three decades later he serves as Executive Director of the Michigan Golf Course Superintendents Association, an organization that has grown from roughly 600 members to nearly 900 during his tenure and that now devotes as much attention to executive leadership and workforce development as it once did to agronomic education. That distance, from a maintenance crew at a northern Michigan resort to the executive director's chair of a statewide association, shapes how he thinks about career pathways, chapter value, and what the profession owes the people entering it. Adam joins host Tyler Bloom on Leadership on the Links for a conversation on registered apprenticeships, aligning maintenance expectations with budget, and why participation rather than persuasion is what makes a professional association work. What You'll Learn in this Episode: Adam explains why he tells owners and managers that the golf course is the only real asset at a club and everything else is an amenity, and how that framing has advanced recognition of the superintendent's role over the past fifteen years. He traces the development of Michigan's Golf Course Maintenance Technician Registered Apprenticeship Program, a Michigan Golf Course Association initiative built with input from MiGCSA, the Michigan Turfgrass Foundation, GCSAA, and the Michigan Department of Labor and Economic Opportunity, and describes the state grant funding that helped launch it. He identifies the turf school enrollment gap of the late 2000s that left comparatively few experienced turf managers in the 35 to 45 age range today, and explains what that shortage means for both hiring facilities and mid career professionals currently in that window. Adam addresses the phrase "doing more with less" directly, arguing that it is a path to burnout and that superintendents are better served by an annual conversation that aligns maintenance expectations with the budget, staffing, and resources actually provided. He explains why MiGCSA shifted its education emphasis away from agronomic content and toward executive leadership and professional development, and why the relationships formed around an event often deliver more lasting value than the classroom sessions themselves. He shares the governance practices he relies on to move initiatives forward, including an accountability list that assigns a named owner to every commitment and a standing willingness to question long established practices rather than repeat them by default. Adam offers practical guidance for members on extracting value from a local chapter, noting that association benefits accrue to those who attend events, volunteer for committees, and build relationships over time rather than to those who simply hold a membership.   Links and Resources Adam Ikamas, CGCS on LinkedIn: https://www.linkedin.com/in/adam-ikamas-cgcs-41a5087/ Michigan Golf Course Superintendents Association: https://www.migcsa.org/ MGCA Golf Course Maintenance Technician Registered Apprenticeship Program: https://michigangca.org/memberships/member-benefits/rap Michigan Golf Alliance: https://www.michigangolfalliance.com/ Leadership on the Links Summit registration: https://bloomgolfpartners.com/our-events/  

Workforce readiness is usually framed as a funding and program-design problem. In some states and at some institutions, the funding and the employer willingness already exist, and what is missing is a structure on the institution's side that can take the offer and act on it. In this episode of the Changing Higher Ed® podcast, Dr. Drumm McNaughton speaks with Brad Griffith, president of Buckeye Innovation, a central Ohio technology firm building custom software for nonprofits, local governments, and growing organizations. The conversation covers where the public-private partnership between employers and institutions breaks down, and what leaders can change on their own side of it. Griffith serves on a curriculum advisory committee at Central Ohio Technical College, hires apprentices through Columbus State Community College's IT Flexible Apprenticeship program, and ran six state-reimbursed interns this past summer. He guest lectures in a justice tech program at Ohio State and has helped commercialize university-developed technology, including a job-matching tool that came out of the OSU Wexner Medical Center. This conversation is especially relevant for presidents, boards, provosts, deans, and career services leaders evaluating whether their institution can absorb employer, donor, and state investment in experiential learning at the speed those partners operate. Topics Covered State wage reimbursement programs for employers who host interns, and how the Ohio application and reimbursement process works in practice Donor-funded and institution-funded internship placements at outside employers Internal curriculum approval sequencing versus accreditor review as the source of curricular delay Writing course descriptions broadly enough that faculty can change technologies without reopening formal approval How curriculum advisory committees give two-year and technical colleges a structured way to bring in employer input Career fair pricing and participation structures that can screen out smaller local employers The start-to-finish work cycle, from conceptualizing a problem through launch and post-launch support Why commercializing university research calls for a different capability than developing it Real-World Examples Discussed VocFit, a job-matching tool for individuals with developmental disabilities developed at the OSU Wexner Medical Center, moved from mailed paper surveys and manual spreadsheet matching to deployed software now demonstrated in Italy and partnered with Cincinnati Children's Hospital and Colorado State University A University of Richmond student whose internship at an Ohio company was funded by his own institution An Ohio State justice tech program pairing engineering with the Moritz College of Law, where four student project teams on four technology stacks raised a real long-term support constraint Central Ohio Technical College's community advisory committee, which reviews courses and syllabi and names the skills employers see missing in graduates Apprenticeships through Columbus State Community College serving working adults changing careers, some with employer-funded certificates and stipends Three Key Takeaways for Higher Education Leadership Invite businesses in and build structures where outside perspectives are represented, including advisory boards and standing invitations for employers to participate. Make sure students graduate with real project work they can show, on a publicly visible portfolio rather than a transcript reference to coursework. Embrace AI while teaching its limits alongside its capabilities, so graduates can judge where it belongs, where it does not, and how to use it as a thought partner. Read the transcript: https://changinghighered.com/employer-engagement-in-higher-education/ #WorkforceReadiness #HigherEducation #PublicPrivatePartnership #ChangingHigherEdPodcast

What does it mean to become an apprentice of Jesus—not just as an individual, but as part of a community shaped by the kingdom of God? In this episode of the Unhurried Living Podcast, Alan Fadling is joined by friend and colleague Matt Fogle for a thoughtful conversation with Keas Keasler about his new IVP Academic book, Kingdom Apprenticeship: Dallas Willard’s Formational Theology and Missional Vision. Together they explore Dallas Willard’s understanding of spiritual formation, grace as both pardon and power, the church as a community of discipleship, and what it means for ordinary Christians and ministry leaders to become people who increasingly reflect the life of Christ. Whether you’re a pastor, church leader, or simply longing for deeper transformation, this conversation offers a hopeful vision for becoming apprentices of Jesus in every area of life. In this episode you’ll discover: Why spiritual formation is about more than gaining knowledge Dallas Willard’s vision for grace, discipleship, and transformation How the church becomes a “school of life” where people learn to live in God’s kingdom Why formation is both deeply personal and profoundly communal Practical encouragement for pastors and ministry leaders seeking lasting spiritual growth Connect with Alan on LinkedIn or learn more about Unhurried Living programs on their website. Learn about PACE: Certificate in Leadership and Soul Care Discover more Christian podcasts at lifeaudio.com and inquire about advertising opportunities at lifeaudio.com/contact-us.

Most machine shops start thinking seriously about workforce development when they already need someone. A machinist quits, capacity jumps, the backlog grows, and suddenly finding skilled people becomes an emergency. MSP Manufacturing has taken a very different approach. Johnny Goode joins Paul and Brooke to explain how MSP has spent years building relationships with high schools, apprenticeship programs, students, parents, and the broader manufacturing community. Now, as the company experiences more than 50% revenue growth, that investment is starting to pay off. We dig into ROI Uplands, a regional program connecting high school students with real employers, and what it actually looks like to bring 16- and 17-year-olds into a working machine shop. Can apprentices contribute meaningfully in an environment where quality, safety, and precision matter? How much training does it take? And what happens to your culture when young people become a regular part of the team? We also get into the bigger problem facing manufacturing: many students and their parents still have no idea what these careers actually look like. Johnny, Paul, and Brooke talk about the earning potential hiding inside modern manufacturing, why exposure needs to start long before graduation, and what shops can do to help create the next generation of machinists instead of waiting for someone else to do it. What's Covered in this Episode (0:00) Why these apprentices hold themselves to a higher standard than anyone sets for them (2:17) Reintroducing Johnny Goode and getting a snapshot of MSP Manufacturing (4:11) 30 employees, six apprentices, and 50% revenue growth without adding bodies (5:30) How ROI Uplands links nine counties of Indiana high schools to local employers (7:51) Take your shop to the next level with DN Solutions (9:05) Eagle Manufacturing and the student-run businesses taking real jobs from industry (10:35) Interview day, the draft, and the state reimbursing half of apprentice wages (11:55) A three-to-two tuition deal that sends students into the workforce with zero debt (13:04) Brooke on steamfitting, welding, and the year of college she'd take back (14:47) 500 applicants, 100 placements, and why Indiana is ahead of the curve (16:14) What happens to culture when apprentices are the children of your employees (17:57) Win a fully tooled SVM 4100 from MakingChips, DN Solutions, and Kennametal (18:44) Why people apply to MSP when there are no job postings anywhere (20:38) What MSP does to support their community (21:40) The Band-Aid analogy: keep patching the wound or repair it (23:42) What a day actually looks like for an apprentice on the floor (26:09) What success looks like: Hiring for culture fit over subject matter expertise (29:10) Why students are choosing manufacturing internships (31:05) Countering the stigma that the trades are the fallback option (33:42) The $180,000 setup programmer nobody talks about (36:00) Reality-based AI for the factory floor at the IMTS Industrial AI Conference (35:19) AI as a force multiplier, not a people replacer (37:26) Why schools turn down free software, and what ProShop does instead (42:12) Advisory boards, wait lists, and the tech school near Tulsa with no students (45:33) Reaching third graders before anyone tells them what a machinist is (50:07) What gives Johnny the most hope for the next generation Resources Mentioned ROI Uplands Eagle Manufacturing (Brown County High School) ProShop ERP DN Solutions Kennametal Conexus Indiana MakingChips Machine Giveaway IMTS IMTS Industrial AI Conference Titans of CNC Connect with Johnny Goode Johnny Goode on LinkedIn MSP Manufacturing Connect with MakingChips www.MakingChips.com On Facebook On LinkedIn On Instagram On Twitter On YouTube

Welcome back to a new season of The Educational Renaissance Podcast! We get started with an idea rich episode on practical wisdom, the ancient concept of phronesis. Patrick is joined by Jason and Kolby to understand the biblical and classical foundations for practical wisdom. Gain insights into daily practices for your classroom with topics ranging from literature, history, logic and rhetoric.Links from this episode:Patrick Egan, ⁠Training the Prophetic Voice: A Biblically Informed Rhetoric for TodayJason Barney, ⁠Apprenticeship in the Arts: Training Aristotle's Intellectual Virtue of ArtistryThe Educational Renaissance Podcast is a production of ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Educational Renaissance⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ where we promote a rebirth of ancient wisdom for the modern era. We seek to inspire educators by fusing the best of modern research with the insights of the great philosophers of education. Join us in the great conversation and share with a friend or colleague to keep the renaissance spreading.Ask us a question: ⁠⁠⁠⁠⁠⁠⁠write⁠⁠⁠⁠⁠⁠⁠ or ⁠⁠⁠⁠⁠⁠⁠record⁠⁠⁠⁠⁠⁠⁠.Bring training in narration, habit training or studies to your school. Find a training package that will help your faculty grow in the craft of teaching at our ⁠⁠⁠⁠⁠⁠⁠⁠training and consulting page⁠⁠⁠⁠⁠⁠⁠⁠.

"Maybe that is what these seasonal transitions are really offering us. Not a chance to get back to normal, but a chance to become more honest about what is changing."What if some of the grief in your life is coming from a transition you actually wanted?In this episode, we are talking about the grief that can show up when life changes, even when the change is exciting or necessary. Sending a kid to college, moving, changing jobs, leaving a community, or simply becoming someone new can bring a surprising amount of grief with it.We look at Francis Weller's idea of the descent, what our bodies can tell us during seasons of change, and why we do not have to rush ourselves into whatever comes next. I also share two simple rituals for marking transitions and making a little more room for what we are feeling.In this episode, we talk about:Transitional grief and why we often miss itWhy wanted changes can still hurtFrancis Weller's idea of the descentListening to your body during changeWhy we need other people when life is shiftingTwo simple rituals for marking a transitionMaking room for the in-betweenLinks + Resources from this episode:Become a Patron!Connect with Mandy on InstagramLearn more about coachingGet a copy of Apprenticeship with Sorrow by Francis Weller

At Redeemer, we take seriously Jesus' call to "Go and make disciples of all nations baptizing them in the name of the Father, Son, and Holy Spirit, teaching them to obey everything I have commanded you." Apprenticeship to Jesus is not a one time decision, but a lifelong journey of following Jesus as our master-teacher. Since the goal of the Christian life is maturity in Jesus, apprenticeship must be deep and holistic, transforming the spiritual, physical, emotional, social, and vocational parts of men and women. Apprenticeship to Jesus is learning to practice the way of Jesus in our homes, relationships, neighborhoods, and jobs. We believe Christlikeness is cultivated as we implement spiritual practices, live in community with other believers, and submit to the Word and the Spirit. We agree with Dallas Willard who said, "that the gospel is opposed to earning, not effort." As we move towards cultivating a life of loving God and people, we trust Christ will mature us into his likeness. https://redeemerwichita.church/

In this episode of Sparkin Conversations, Jeff Kunkel—President of Kunkel Electric and longtime apprenticeship instructor—shares the experiences and philosophies that have shaped his decades in the trade. Jeff brings a rare dual perspective as both contractor and trainer, offering practical insight into how apprentices grow, how the industry is evolving, and what the future may demand of electrical workers. Whether you're a contractor, an apprentice, or simply curious about the direction of the electrical profession, Jeff's wisdom makes this conversation well worth your time.   You can learn more about our apprentice program on our website: Electrical Association Apprenticeship Program  

The tornado is the high interest rates. The Scarecrow is the caricature of the uneducated farmer. The Tin Woodsman is the industrial worker who lost his humanity as wages fell. The Yellow Brick Road is the gold standard. The Emerald City is Washington. And behind the curtain at the end, a few powerful people are pulling strings. L. Frank Baum wrote The Wizard of Oz as a populist labor parable. NABTU's Dr. Tom Kriger says it is the most important thing you can watch this Labor Day weekend. On today's episode of America's Work Force Union Podcast, NABTU Director of Education and Research Dr. Tom Kriger discusses the Fitzgerald Act of 1937 and how registered apprenticeship was created, why the union model of training workers in the full range of an occupation is the gold standard, how NABTU's 300,000 apprentices represent roughly half of all registered apprentices in the United States, why the tech industry has badly failed to explain why data centers are necessary and what happens if the US stops building them and why L. Frank Baum's populist parable from the 1890s is more relevant today than most people realize. Visit nabtu.org for more.

At Redeemer, we take seriously Jesus' call to "Go and make disciples of all nations baptizing them in the name of the Father, Son, and Holy Spirit, teaching them to obey everything I have commanded you." Apprenticeship to Jesus is not a one time decision, but a lifelong journey of following Jesus as our master-teacher. Since the goal of the Christian life is maturity in Jesus, apprenticeship must be deep and holistic, transforming the spiritual, physical, emotional, social, and vocational parts of men and women. Apprenticeship to Jesus is learning to practice the way of Jesus in our homes, relationships, neighborhoods, and jobs. We believe Christlikeness is cultivated as we implement spiritual practices, live in community with other believers, and submit to the Word and the Spirit. We agree with Dallas Willard who said, "that the gospel is opposed to earning, not effort." As we move towards cultivating a life of loving God and people, we trust Christ will mature us into his likeness. https://redeemerwichita.church/

A.M. Edition for Aug. 28. A federal judge finds the Trump administration violated Anthropic's first amendment rights by deeming it a supply-chain risk. Plus, prosecutors scale up their crackdown on insider trading on prediction markets. And as more young people opt out of even searching for entry-level roles, WSJ reporter Natasha Dangoor details the rising interest in apprenticeships on both sides of the Atlantic. Luke Vargas hosts. Sign up for the WSJ's free What's News newsletter. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

WSJM Afternoon News for 08-28-26See omnystudio.com/listener for privacy information.

The bookkeeper hiring model is changing. AI, rising employment costs and the disappearance of traditional entry-level work are making it harder for a bookkeeper practice to hire and train the next generation. In this episode, I explore why work experience matters, where qualifications fall short, and how every bookkeeper can rethink training in a world where new hires are expected to add value faster. Whether you're hiring, training or building your career as a bookkeeper, this is a problem the profession needs to solve. The future of the bookkeeper workforce starts with giving people the experience they need to succeed. Start your FREE Trial at HeyMonika ➡️ https://heymonika.com/ Find out about BDO's research into Social Mobility and read the Young Minds 2026 Report, here ➡️ https://www.bdo.co.uk/en-gb/about/social-mobility ----------------------------------------------- About us We're Jo and Zoe and we help bookkeepers find clients, make more money and build profitable businesses they love. Find out about working with us in The Bookkeepers' Collective, at: 6figurebookkeeper.com/collective ----------------------------------------------- About our Sponsor This episode of The Bookkeepers' Podcast is sponsored by Xero. Get 90% off your first 6 months by visiting: https://xero5440.partnerlinks.io/6figurebookkeeper ----------------------------------------------- Promotion This video contains paid promotion. ----------------------------------------------- Disclaimer The information contained in The Bookkeepers' Podcast is provided for information purposes only. The contents of The Bookkeepers' Podcast is not intended to amount to advice and you should not rely on any of the contents of the Bookkeepers' Podcast. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of the Bookkeepers' Podcast. The 6 Figure Bookkeeper Ltd disclaims all liability and responsibility arising from any reliance placed on any of the contents of the Bookkeepers' Podcast. Chapters: 00:00:00 - The Bookkeeper Hiring Crisis NOBODY Is Talking About 00:02:40 - The Unequal Access to Work Experience 00:04:58 - Careers Advice Is Being Replaced by AI and Social Media 00:07:05 - University, Apprenticeships, and Conflicting Career Messages 00:09:27 - My Route from University to Trainee Accountant 00:11:14 - Career Paths in Bookkeeping and Accountancy 00:14:13 - Why Professional Qualifications Still Matter 00:15:00 - Why Qualifications Alone Are Not Enough

In this episode, host Marc Goldberg interviews two dedicated apprentices with the Machinists Institute — Tristen Herbig and Kristin Mayer — along with Shana Peschek, Machinists Institute's founding Executive Director and current Training & Apprenticeships Director with the International Association of Machinists and Aerospace Workers Union (IAM), and Hien Kieu, Executive Director at Partner in Employment (PIE), a community-based organizational partner to Machinists Institute.Tristen and Kristin share their apprenticeship experiences with the Machinists Institute at their respective employers, MSHS Pacific Power Group in the Puget Sound area and Koontz Machine and Welding in Coos Bay, Oregon. They offer insights on how organizations can support and scale apprenticeship programs, and reflect on how this education and training experience has shaped their careers and lives.Shana builds on the conversation with Tristen and Kristin and elaborates on the Machinists Institute apprenticeship model, which includes critical support services for learners such as childcare to help ensure participants can address different needs to be able to complete their apprenticeship program. She emphasizes the important role of community partnerships in MI's scaling efforts with employers, community colleges, and community-based organizations like Partner in Employment.Hien describes how Partner in Employment offers pathways to good jobs for immigrant and refugee populations in the Seattle/Tacoma area, including a dynamic pre-apprenticeship program with Machinists Institute that has prepared many clients for registered apprenticeships and machining-related employment opportunities across the region. She shares valuable recommendations on effective partnerships and how to center learners in this collaborative work.This season of the podcast comes to you through the support of Ascendium Education.

In this episode of Chats & Tatts, host Aaron Della Vedova sits down with world-renowned tattoo artist Julian Siebert from Munich, Germany. Known globally for his incredible large-scale bodysuits, Julian shares his 21-year journey in tattooing, having completed over 200 backpieces and 100 frontpieces.   Together, they dive deep into the mindset of high-level tattooing, the controversy surrounding numbing cream, technical setups for maximum efficiency, the real impact of AI and social media on tattoo culture, and why Julian decided his current apprentice will be his last.  

I can't believe we've reached our 400th episode of How To Cut It! I couldn't think of a better way to celebrate than by tackling the power of career pathways in hairdressing through apprenticeships—something I personally owe my 40-year career to. And to top it off, having a rising star in the industry who came through the KH Group apprenticeship program join us is the absolute perfect way to mark this milestone. In this episode of How To Cut It, supported by Wella Professionals, I'm joined by KH Hair Managing Director Darren Messias, franchisee Dawn Bramhall, and award-winning stylist Amelia Krasinski to break down what makes a modern apprenticeship truly successful. With over 100 years of heritage and 19 salons, KH Hair proves that growing homegrown talent is the ultimate engine for salon longevity. Both Darren and Dawn started as apprentices and built decades-long careers—proving that when you offer clear career pathing across creative, business, and educational routes, retention looks after itself. We dive into the real talk around apprenticeship recruitment: tackling financial pressures, engaging secondary schools, and why KH Hair invests in a dedicated third "finishing year" at their academy to get young team members truly salon-ready. Plus, Amelia shares her journey from a school careers fair to winning Wella TrendVision Gold, demonstrating how strong mentorship turns ambitious apprentices into the future stars of our industry. Whether you're a salon owner looking to strengthen your team or an educator passionate about raising industry standards, this episode is packed with practical strategies to future-proof your business.     CHAPTERS 3:53 KH Hair's Career Journey 7:19 Finding Hairdressing Early 8:37 Why Apprenticeships Matter 10:43 Recruiting Amid Rising Costs 13:38 Spotting Passion In Interviews 16:22 Attracting Local Talent 19:27 Settling Apprentices In 20:54 Leading With Support 22:44 A Longer Training Path 25:03 Learning Through Mistakes 28:02 Handling Apprentice Doubt 31:58 Money, Motivation, And Growth 35:30 Mentorship Builds Confidence 38:26 Retention Through Opportunity 41:54 TrendVision Gold Journey 48:44 The Future Of Apprenticeships     RESOURCES Follow the KH Hair: @khhairgroup Explore the brand:khhairgroup.co.uk Upskill your talent: Wella Professionals Education Portal Connect with Wella Professionals UKI: @wellaprofessionalsuki Enter Wella Trendvison:Wella TrendVision 

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Everett Swain.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Everett Swain.

At Redeemer, we take seriously Jesus' call to "Go and make disciples of all nations baptizing them in the name of the Father, Son, and Holy Spirit, teaching them to obey everything I have commanded you." Apprenticeship to Jesus is not a one time decision, but a lifelong journey of following Jesus as our master-teacher. Since the goal of the Christian life is maturity in Jesus, apprenticeship must be deep and holistic, transforming the spiritual, physical, emotional, social, and vocational parts of men and women. Apprenticeship to Jesus is learning to practice the way of Jesus in our homes, relationships, neighborhoods, and jobs. We believe Christlikeness is cultivated as we implement spiritual practices, live in community with other believers, and submit to the Word and the Spirit. We agree with Dallas Willard who said, "that the gospel is opposed to earning, not effort." As we move towards cultivating a life of loving God and people, we trust Christ will mature us into his likeness. https://redeemerwichita.church/

The U.S. Department of Labor wants to add more than 300,000 registered apprenticeship positions nationwide, part of a bigger push to expand this kind of on-the-job learning. So how should employers, and the schools that support them, actually get started?Today's guest is Jessica Desmond, the Regional Director of Career Services and Apprenticeships at ECPI University. Desmond tells host Jason Altmire how ECPI partners with employers to design registered apprenticeship programs across more than 1,000 approved occupations, beyond just the skilled trades that have been traditionally associated with apprenticeships. Fields like advanced manufacturing, IT, cybersecurity and software development are all in the mix. She explains how strategic apprenticeships can help students get placed in the field, while employers have the opportunity to train a pipeline of loyal, skilled workers.To learn more about Career Education Colleges & Universities, visit our website.

Michael Newsome talks about what he has learned about apprenticeships from discussions with business and education leaders. As an illustration, Melissa Stowasser shares how Trident Technical College partnered with smaller employers to develop an apprenticeship program for the Charleston, S.C., region. Newsome is community development regional manager for workforce pathways in North Carolina and South Carolina at the Richmond Fed, while Stowasser is vice president for community and continuing education at Trident.  Full transcript and related links: https://www.richmondfed.org/podcasts/speaking_of_the_economy/2026/speaking_2026_08_19_apprenticeships

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

Simon Yugler has spent time inside traditions ranging from Aboriginal Australia to the Shipibo lineage in Peru. Most of us will only ever read about experiences like that. I admire the ground he's stood on, and what it has done to his worldview. Simon is a depth psychotherapist, psychedelic facilitator, educator, and the author of Psychedelics and the Soul: A Mythic Guide to Psychedelic Healing, Depth Psychology, and Cultural Repair — and his central conviction is that psychedelics are not primarily a mental health intervention. They are initiatory and speak to the soul. At twenty, he traveled to an Aboriginal community in Arnhem Land, Australia, and was changed by what he encountered there. He went on to apprentice within the Shipibo ayahuasca tradition in the Peruvian Amazon, spending six weeks inside a lineage that didn't reconstruct its transmission from texts. He completed his master's at Pacifica Graduate Institute, where his thesis explored the loss of male initiation rites in Western culture and what the medicine might restore. Today he trains facilitators, runs men's groups, and continues his healing work with individual. In this conversation, Simon walks inside what he calls mythopoetics — the practice of helping people find the mythic story inside their experience and carry it home. We get into what myth actually means, what archetypes are doing inside psychedelic experience, and why Jungian depth psychology sees what the neuroscience frameworks are blind to. We also talk about what the medicine gets right. Simon offers a moving case study: a man who, during a psilocybin retreat, rediscovered his own goodness and a genuine encounter with soul. And we hold the critique. A six-month facilitator training is not a substitute for years of depth work. The medicalization box is too small — and, as Simon puts it, the alien always gets out. In this conversation: Mythopoetics and what myth actually is What living Indigenous traditions carry that Western therapy lost and can't get back from books The male initiation crisis and the loneliness epidemic What the medicine reveals that slow depth work cannot reach A case study in rediscovering one's own goodness Why the initiatory can't be regulated and why it never will be Timestamps 00:00 Welcome and Show Intro 00:47 Housekeeping and Links 02:57 Meet Simon 05:57 Mythopoetic Approach Explained 07:32 What Myth Really Means 10:20 Archetypes and Psyche 14:16 Simon's Origin Story 16:57 Australia and Indigenous Reality 23:23 Apprenticeship and Lineage 26:16 Western vs. Psychedelic Training 30:32 Why Psychedelics 36:44 Roots and Calling to Heal 38:41 Therapy Spark Moment 39:33 Choosing Pacifica 41:17 Lineage and Early Openings 43:14 Men's Work Thesis Roots 45:07 Why Men Need Gathering 48:40 Loneliness, Grief, and Soul 53:15 Psychedelic Healing Story 58:41 What Psychedelic Work Gets Right 1:04:32 Critique: The Medicalization Box 1:06:41 The Alien Always Gets Out 1:08:22 Closing: Book and Where to Find Simon Find Simon: simonyugler.com simonyugler.substack.com The Sacred Speaks: www.drjohnwprice.com youtube.com/channel/UCOAuksnpfht1udHWUVEO7Rg instagram.com/thesacredspeaks facebook.com/thesacredspeaks Theme music: Modern Nations — modernnationsmusic.com

This month Brian talks to the prolific playwright and screenwriter about religion, working-class heroes, and how he learned he's not an actor from Tom Hanks.

Industrial Talk is onsite at Penn State and talking to Bradley White with Penn State University METAL Program about "The Profession of Metallurgy". The Industrial Talk podcast episode, sponsored by the Propane Education and Research Council, features a discussion with Bradley White from Penn State's METAL program. The program, which stands for Metallurgy, Metallurgical Engineering, Trade, Apprenticeship, and Learning, aims to train the next generation of workers in foundry skills. White, with 32 years of industry experience, is helping to establish a foundry lab at Penn State Barron, expected to be operational by 2027-2028. The program, funded by the Department of Defense, is expanding nationwide, with schools like Ohio State, Tennessee, and Purdue joining. The initiative emphasizes hands-on learning and real-world skills to inspire future industrial leaders. Outline Introduction and Welcome to Industrial Talk Scott introduces the episode of Industrial Talk, sponsored by the Propane Education and Research Council, highlighting their commitment to safety, training, and innovative propane-powered technology.Scott expresses gratitude to listeners and highlights the importance of celebrating industry professionals who innovate, collaborate, and solve problems daily.Scott mentions broadcasting from Penn State University, specifically the Barron campus, and introduces the acronym METAL, which stands for metallurgy, metallurgical engineering, trade, apprenticeship, and learning. Visit to Erie, Pennsylvania, and Foundries Scott describes a visit to Erie, Pennsylvania, with Bradley White, highlighting the city's historical significance in foundries and manufacturing.Scott and Brad discuss visiting various foundries, including one that melts and pours both bronze and aluminum.Scott expresses amazement at the hands-on experience for students at the foundries, emphasizing the importance of practical learning.Brad explains the role of industrial partners in Erie in providing hands-on experiences for students until a lab is built on campus. Development of the Foundry Lab at Penn State Brad shares his background, including 32 years in the industry and his role in building the foundry lab at Penn State Barron.Scott inquires about the timeline for the foundry lab, and Speaker 3 explains that the furnace equipment is in Erie, with a temporary space being readied for installation.Brad mentions the support from local manufacturing and the Department of Defense initiative to train the next generation of workers.Scott highlights the program's reach, including students from California, and its focus on boundary work. Impact and Future of the METAL Program Brad discusses the METAL program's three-year contract and its expansion to other schools, including Ohio State University, Tennessee, Cal Poly, Michigan Tech, and Purdue University.Scott emphasizes the importance of the program in inspiring the next generation of industrial leaders and the need for support from industrial companies.Speaker 3 shares his passion for the foundry industry and the importance of real-world experience for engineers.Scott and Brad discuss the efficiency and sophistication of modern foundries and the need to inspire students through practical experiences. Generational Influence and Community Support Scott and Brad discuss the generational influence in the foundry industry, with many foundry owners having family members who have worked in the industry.Brad shares his personal experience of being inspired by his family's involvement in manufacturing and his own career in the foundry industry.Scott highlights the importance of inspiring students through visits to manufacturing lines and the potential for future success.Brad mentions the stigma against blue-collar work and the need to educate the public about the importance of real-world skills for engineers. Conclusion and Contact Information Scott and Speaker 3 discuss the importance of supporting programs like METAL and the need for more schools to adopt similar programs.Brad shares an example of a student who went through the METAL program and is now working in manufacturing, highlighting the program's success.Scott asks for contact information for those interested in supporting or learning more about the METAL program.Brad provides his LinkedIn profile and mentions the program's website, which will be shared on Industrial Talk. If interested in being on the Industrial Talk show, simply contact us and let's have a quick conversation. Finally, get your exclusive free access to the Industrial Academy and a series on “Why You Need To Podcast” for Greater Success in 2026. All links designed for keeping you current in this rapidly changing Industrial Market. Learn! Grow! Enjoy! BRADLEY WHITE'S CONTACT INFORMATION: METAL Website: https://www.metalforamerica.org/ LinkedIn Profile: https://www.linkedin.com/in/brad-white-a4497124/ Company Website: https://behrend.psu.edu/ PODCAST VIDEO: https://youtu.be/aM3TBgaO_JQ THE STRATEGIC REASON "WHY YOU NEED TO PODCAST": OTHER GREAT INDUSTRIAL RESOURCES: NEOM: https://www.neom.com/en-us Hexagon: https://hexagon.com/ Arduino: https://www.arduino.cc/ Fictiv: https://www.fictiv.com/ Hitachi Vantara: https://www.hitachivantara.com/en-us/home.html Industrial Marketing Solutions:  https://industrialtalk.com/industrial-marketing/ Industrial Academy: https://industrialtalk.com/industrial-academy/ Industrial Dojo: https://industrialtalk.com/industrial_dojo/ We the 15: https://www.wethe15.org/ YOUR INDUSTRIAL DIGITAL TOOLBOX: LifterLMS: Get One Month Free for $1 – https://lifterlms.com/ Active Campaign: Active Campaign Link Social Jukebox: https://www.socialjukebox.com/ Business Beatitude the Book Do you desire a more joy-filled, deeply-enduring sense of accomplishment and success? 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