Podcast appearances and mentions of mike hess

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.

What is God doing through a young adult ministry that just outgrew its room? Around McGregor hosts Mark, Tamar, and Christian walk through where The Bridge stands today, including the recent fifth Thursday gathering on Stage 1 that drew new faces for hamburgers, worship, and trivia. They also confirm that Mike Hess starts as Family Ministry Minister on June 1, share details about the upcoming newcomer coffee, the next potential teacher training, the middle school sneak peak, the June 7 prospective member class, and VBS the following week. The episode closes with a call to pray for our Paris mission team, led by Danielle Flood, leaving May 21 to serve among migrants who have settled in Paris from other parts of the world. It's a quick way to stay current with everything happening at McGregor and to lift up the people going for the sake of the gospel.   Presented by McGregor Podcast 2026 Visit Our Website at McGregorPodcast.com Interested in visiting? Learn what to expect at mcgregor.net/plan-a-visit

How do we fight for the faith when the world pushes back — and false teaching is everywhere? In this week's Midweek Bible Study from the Book of Jude, we work through Jude 17–23 and find a clear game plan for contending for the faith right where God has placed you. Whether you're a business owner, a teacher, a plumber, or a retiree — you have a platform, and you have a testimony. This passage gives every believer four practical ways to stand firm, finish strong, and show mercy to those around them. Journey Together, from our Midweek Bible Study: "Book of Jude" - 4.8.26 Taught by Mike Hess. Presented by McGregor Podcast 2026 Visit Our Website at McGregorPodcast.com

What are you connecting your hope to right now? In this episode, Mike Hess teaches from 1 Peter 1:3 and answers the question that Peter wrote to first-century Christians who had lost jobs, land, and family for their faith. Biblical hope is not wishful thinking. It is the confident expectation that God will be true to his promises, grounded in the historical reality of the resurrection of Jesus Christ from the dead. This was true in the first century. Mike makes the case it is just as true in 2026.   Presented by McGregor Podcast 2026 Visit Our Website at McGregorPodcast.com

Christians are called to holiness, which fundamentally means being filled with God's perfect love. Peter's instruction to 'gird up the loins of your mind' calls us to prepare mentally for spiritual warfare against modern distractions that pull us from God. True holiness isn't about following rules but allowing God's love to transform our hearts like a cover crop that chokes out weeds. Jesus demonstrated perfect love by loving enemies and blessing those who curse us. The ultimate test of discipleship is how we love difficult people, not just those who are easy to love. As Christ's return approaches, we must examine our hearts for any hatred or unforgiveness toward others, because we cannot truly love God while harboring negative feelings toward people we can see.

Understanding Our Identity in Christ: Called, Loved, and Secure, from our Midweek Bible Study: "Book of Jude" - 4.4.26 Taught by Mike Hess. Presented by McGregor Podcast 2026 Visit Our Website at McGregorPodcast.com

Christians today often feel like outsiders in a world that increasingly rejects their values, but this feeling is actually evidence of their true identity as citizens of heaven. Peter addressed believers as strangers and elect, explaining that we are born again into a living hope through Jesus' resurrection. While we face various trials in this temporary world, these challenges serve to refine our faith like gold tested by fire. Jesus himself experienced every type of suffering we encounter, learning obedience through his trials and enduring the cross for the joy set before him. Rather than seeking worldly acceptance, believers should find their identity in being chosen by God and allow trials to draw them closer to him, not push them away.

True religious liberty goes beyond external freedoms like worship rights and Sabbath observance. The most important battle for religious liberty happens within our hearts as we seek freedom from sin's bondage. Revelation 14 describes 144,000 people who receive God's seal before Christ's return, representing those transformed by His power. While external religious freedom challenges are real, Jesus offers something deeper - freedom from sin itself. In John 8, Jesus explained that whoever commits sin is a servant of sin, but the truth can make us truly free. The seal of God isn't just a future hope, but a present invitation for complete surrender to Christ's transforming power.

Live Like God's Children, from our Midweek Bible Study: "Living with Assurance: A Study of 1 John" - 9.3.24 Taught by Mike Hess. Presented by McGregor Podcast 2025 Visit Our Website at McGregorPodcast.com

Expanding Market Reach Through the Power of Disability in the Workplace Mike Hess of Blind Institute of Technology highlights the significance of AD expanding market share for movies and other digital content. He emphasize that the market for people with disabilities is substantial, amounting to trillions globally, and that including AD can attract a larger audience.

The Letter to Thyatira - Holiness, from our Midweek Bible Study: "What Christ Thinks of the Church" - 5.14.25 Taught by Mike Hess. Presented by McGregor Podcast 2025 Visit Our Website at McGregorPodcast.com

Through integration of technology and actionable strategies, organizations can make workplaces more inclusive for workers with disabilities. Mike Hess, founder of the Blind Institute of Technology, explains the role of multi-sensory learning as a critical tool for inclusivity, enabling organizations to better accommodate diverse needs and learning styles. Additionally, Hess discusses the common misconceptions around workers with disabilities, plus how to prioritize accessibility initiatives and actively champion policies that create a more inclusive environment.Resources from this week's episode: SHRM Events & Conferences - https://www.shrm.org/events-education/eventsSubscribe to the All Things Work newsletter to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/fg444d  ---Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r

From Death to Depth, from our Midweek Bible Study: "Living Life Backwards" - 2.19.25 Taught by Mike Hess. Presented by McGregor Podcast 2025 Visit Our Website at McGregorPodcast.com

We have a special guest, local music artist Baruc joins us and tries our collab beer Can't See, Too Hazy Double Hazy IPA from Mike Hess. Baruc talks about his journey in the music industry and short films and future. Plus, he makes a good Arnold Schwarzenegger impersonation. Cheers. IG @beerbellysociety Email beerbellysociety@gmail.com TikTok @beerbellysociety

We talked about our most recent Tiktok live at El Cid with guests Josh from Barley and Sword and White Labs, Paul from Mike Hess and Terry from El Cid while drinking Roppongi Nights First Press Japanese Lager from El Cid Brewing Co. Also, we give a glimpse on what 2025 is going to bring. For example, beer collaborations, more video and TikTok's etc. Cheers. IG @beerbellysociety Email beerbellysociety@gmail.com Tiktok @beerbellysociety

After 20 years of managing multimillion-dollar projects for Fortune 500 companies, Mike Hess faced a troubling reality: he was often labeled as the "token blind guy." Despite developing invaluable skills through his blindness, he was disturbed by the high unemployment rates among fellow disabled professionals. Determined to break down corporate stigma, he founded the Blind Institute of Technology. Now, Mike is showing organizations how to access the unmatched potential of disabled professionals, bridging the gap between talent and opportunity. Mike Hess is the Founder and Executive Director at the Blind Institute of Technology (BIT), a non-profit dedicated to improving employment opportunities for professionals with disabilities through accessible technology and inclusive hiring practices.  In this episode, Dart and Mike discuss:- The Blind Institute of Technology - Inclusive design and accessibility - Employment challenges for disabled professionals- Common misconceptions about disabilities in the workplace- The return on investment of hiring disabled employees- Bridging the digital divide and achieving digital equity- Generative AI for enhancing accessibility- Tackling social discomfort around disabilities- And other topics…Mike Hess is the Founder and Executive Director at the Blind Institute of Technology (BIT), a non-profit dedicated to improving employment opportunities for professionals with disabilities through accessible technology and inclusive hiring practices. As a blind tech veteran with over two decades of experience managing 7-figure projects for Fortune 500 companies, Mike helps organizations build inclusive workplaces that capitalize on the strengths of disabled professionals. His initiatives at BIT include workforce development programs and partnerships that enhance diversity, equity, and accessibility.Mike has been recognized in various media outlets and has received notable awards, including the 2017 Martin Luther King, Jr. Business Award and the 2019 GlobalMindED Inclusive Leader Award. His work with BIT has led to presentations at major tech conferences, and he co-hosts the podcast Choose Inclusion. Additionally, he developed EdgGuide, a system designed to enhance independent navigation in public spaces for blind and visually impaired individuals.Resources mentioned:Hidden Potential, by Mike Hess: https://www.amazon.com/Hidden-Potential-Science-Achieving-Greater/dp/0593653149 Connect with Mike: www.blindIT.org Work with Dart:Dart is the CEO and co-founder of the work design firm 11fold. Build work that makes employees feel alive, connected to their work, and focused on what's most important to the business. Book a call at 11fold.com. 

Our Father, from our Midweek Bible Study: "The Lord's Prayer" - 10.23.24 Taught by Mike Hess. Presented by McGregor Podcast 2024 Visit Our Website at McGregorPodcast.com

High Limit's Mike Hess not playing favorites, updates on Chase Johnson and Corey Day's NASCAR future, some late model driver news, and much more today.

High Limit's Mike Hess not playing favorites, updates on Chase Johnson and Corey Day's NASCAR future, some late model driver news, and much more today.

In this episode of Talk Truth, host Mark Bricker, and guest Mike Hess explore the struggle with sin among believers, discussing its nature as a heart condition expressed in thoughts, attitudes, and behaviors. They emphasize the importance of humility, honesty, and authentic relationships in the church for support and accountability while providing practical advice for those struggling with sin, such as recognizing personal weaknesses, confessing to God, and embracing the transformative power of being in Christ. Presented by McGregor Podcast 2024 Visit Our Website at https://TalkTruthPodcast.com

We visited Mike Hess Brewery in North Park San Diego, CA and grabbed Lead Brewer Paul Deras. Paul goes deep about how he got his foot in the industry and the growing PAULAPAULOOZA/Paul BDAY party event. Also, fun beer facts and laughs while drinking Paul's special FairPoint Hazy IPA from Mike Hess and Mango De Verdad from Creative Creature Brewing. Cheers!

Rob's cousin, Hector, was the special guest. Rob and Hector drank Muntz from Mcilhenney Brewing Co., 15H and 40M from Mike Hess and Thank you for your Cerveza from El Cid Brewing Co. As you listen, you can tell someone forgot to turn on Rob's mic. Angel wasn't around so who's to blame? Rob and Hector talk of good old times and went straight to conspiracies. Cheers.

Me With You, Daniel 4, from our Midweek Bible Study: "The Gospel According to Daniel" - 5.25.24 Taught by Mike Hess. Presented by McGregor Podcast 2024 Visit Our Website at McGregorPodcast.co

In this episode of Work in Progress, we share a WorkingNation panel discussion on apprenticeships for people with disabilities from the SXSW EDU conference in March in Austin, Texas. Moderated by WorkingNation Advisory Board member Josh Christianson, project director for the Partnership on Inclusive Apprenticeships at the U.S. Department of Labor and senior specialist at the Cadmus Group, the panel examined apprenticeships as a rarely-tapped source of employment for people with disabilities. Joining him on the panel were Mike Hess, founder & CEO of The Blind Institute of Technology, David Fazio, founder and president of Helix Opportunity, and Zariah Cameron, an equity UX strategist. The distinguished group of panelists discuss the importance of inclusive apprenticeships, the benefits for both apprentices and employers, and the need for accessible technology and workplace environments. They also address challenges such as outdated job descriptions, the lack of support from vocational rehabilitation programs, and the discrimination faced by individuals with disabilities. The panelists provide resources and suggestions for creating more inclusive apprenticeships and vetting employers to ensure fair treatment of individuals with disabilities. You can listen to the podcast here, or download and listen wherever you get your podcasts. You can also find it our Work in Progress YouTube channel. WorkingNation is a proud media partner with SXSW EDU. Episode 312: Josh Christianson, Zariah Cameron, Mike Hess, and David FazioHost & Executive Producer: Ramona Schindelheim, Editor-in-Chief, WorkingNationProducer: Larry BuhlTheme Music: Composed by Lee Rosevere and licensed under CC by 4Transcript: Download the transcript for this episode hereWork in Progress Podcast: Catch up on previous episodes here

In this episode of Work in Progress, we share a WorkingNation panel discussion on apprenticeships for people with disabilities from the SXSW EDU conference in March in Austin, Texas. Moderated by WorkingNation Advisory Board member Josh Christianson, project director for the Partnership on Inclusive Apprenticeships at the U.S. Department of Labor and senior specialist at the Cadmus Group, the panel examined apprenticeships as a rarely-tapped source of employment for people with disabilities. Joining him on the panel were Mike Hess, founder & CEO of The Blind Institute of Technology, David Fazio, founder and president of Helix Opportunity, and Zariah Cameron, an equity UX strategist. The distinguished group of panelists discuss the importance of inclusive apprenticeships, the benefits for both apprentices and employers, and the need for accessible technology and workplace environments. They also address challenges such as outdated job descriptions, the lack of support from vocational rehabilitation programs, and the discrimination faced by individuals with disabilities. The panelists provide resources and suggestions for creating more inclusive apprenticeships and vetting employers to ensure fair treatment of individuals with disabilities. You can listen to the podcast here, or download and listen wherever you get your podcasts. You can also find it our Work in Progress YouTube channel. WorkingNation is a proud media partner with SXSW EDU. Episode 312: Josh Christianson, Zariah Cameron, Mike Hess, and David FazioHost & Executive Producer: Ramona Schindelheim, Editor-in-Chief, WorkingNationProducer: Larry BuhlTheme Music: Composed by Lee Rosevere and licensed under CC by 4Transcript: Download the transcript for this episode hereWork in Progress Podcast: Catch up on previous episodes here

Be blessed by this encouraging message.

Be blessed with this encouraging message from our Pastor's, Teachers & Elders Conference. - Jesus & Wholistic Sexuality

Be blessed with this encouraging message.

No guest for this week. The guys recap their bachelor party weekend for the Justis Family Racing driver, Steve. They also hit on some news, plenty of results, and their food for the past week! Stoking the fire Mike Hess leaves his role as the Race Director for the WoO Sprint Car series. NARC410 twin 20's cancelled at Kings Speedway due to track conditions. Lincoln Park Speedway, Paragon, IRA, BOSS 2023 track/series champs crowned. Final 4 drivers locked in for the championship at Eldora for the DTWC - Lucas Oil Late Models. (ends around 18:00 mark) Feature Finish High Limit Racing @ Lernerville Flo Racing Night in America @ Tyler County Speedway USAC National Midgets @ IMS for the BC39 WoO Sprints @ Williams Grove for the 61st National Open Lucas Oil Late Models @ Raceway 7 and Pittsburgh Motor Speedway WoO Late Models @ Atomic Speedway Dirt2Media Deuces Wild Shootout @ US 24 Speedway in Logansport, IN Albright Memorial @ Merced Speedway Lincoln Park Finale Paragon Speedway weekly BOSS @ Montpelier Red Hill Raceway - Sprints, B-mods, Mods IRA Sprints @ Plymouth Fall Nationals @ Lincoln (IL) Mike Duvall Memorial @ Cherokee Speedway Southern Illinois Raceway weekly race (ends around 31:50 mark) The Smoke Buffalo & regular chicken pot pie Shabu Shabu hot pot Bonefish Grill Smitty's Italian Steakhouse Bachelor party recap Sunday wings & Charlie's smorgasbord

On this week's episode we look at the news that World of Outlaws race director Mike Hess was no longer with the series. We look at the reason why and what this means going forward in what looks like it'll be an all out war for control of sprint car racing in the United States. We look at the Boom Briggs/Max Blair split, Cannon McIntosh joining CB Industries, Ethan Dotson signing with Coltman Farms Racing, the World of Outlaws drivers that will be able to run this week's Tuscarora 50 if they so choose, and the Logan Roberson/Daulton Wilson dust-up from Tyler County.

Brian from The Beer Canon Podcast was our special guest and we visited Black Plague Brewing in North Park San Diego. What started as a get together of friends at a brewery, turned into the unofficial Beer Belly Society brewery crawl. We visited not one, not two, not three but six breweries Black Plague, Mike Hess, North Park, OG 40, Seek and Barley and Sword in one day. Listen to Rob slur and the boys talk about our brewery crawl, blind dates and being a wingman. Cheers! IG @beerbellysociety Email beerbellysociety@gmail.com TikTok @beerbellysociety

Paul Deras is an award wininng Head Brewer for San Diego's own Mike Hess Brewing. Paul discussed his journey in beer from stickering 6 packs, to becoming the head brewer for the last 4 years. Aside from being an award winning brewer, he is also a certified Level 3 U.S.A. boxing coach. Danny, Paul, and I had to much fun with this convo. Enjoy y'all! Need Caffeine & GREEN? 3072 El Cajon Blvd, San Diego, CA 92104  www.caffeineandgreenroasting.com  

Developing the Workforce of Tomorrow E14 In this episode, Mike Hess and David Steinmetz discussed workforce development, training programs and empowering person’s who are blind through careers in the technology field. Mike said that 86% of the fortune 10K organizations have a DEI initiative, but only 4% of those include people with disabilities. Low expectations […] The post Developing the Workforce of Tomorrow E14 appeared first on Business RadioX ®.

Message from Mike Hess and some discussion on my Traveller experience, #dungeon23, and my future endeavours for the year. --- Support this podcast: https://anchor.fm/jason-hobbs/support

One of the challenges most entrepreneurs create for themselves is an inability to ask for help. This can stem from fear of appearing weak, a desire for control, or a heightened sense of responsibility honed by years of “Gettin' it done.”Regardless of the root cause, one thing is certainly true: You are not alone. Neither in your thinking that you ARE alone nor your actual state of aloneness. Help is available for you and it's ok to be vulnerable and ask for assistance. (In fact, asking for help is seen as a way to help others. The Jewish faith calls this a worthy deed – a “mitzvah”.)My guest today is Mike Hess. He is the Founder and Executive Director of the Blind Institute of Technology. Mike and I actually met several years ago when he was doing a presentation for the Entrepreneurs Organization (EO). Mike took us through a really cool exercise that demonstrated how entrepreneurs in particular have a hard time asking for help. Mike and I chatted about this challenge – particularly in relation to the idea of loss aversion and how he experiences that as a person with blindness. Mike says he gets a sense of this kind of “squishy” feeling sometimes when he's talking with people and makes some recommendations for ways to avoid creating that experience for others if you are starting to put off that vibe. Mike believes that if one can just be vulnerable and admit the challenges that they're having, how that becomes a way to diffuse the “squishiness” and creates a stronger foundation on which to build relationships. As you may have guessed, Mike is just an amazing person. His willingness to share his perspectives to help others grow is truly a gift.Links: Blind Institute of TechnologyASK: Partner up! If you don't know how to do something, find a partner and engage with them – particularly if things are feeling “squishy”

Be blessed with the testimony of our newest assistant Pastor.

You ever see the movie Belly? DMX, NAS, Mike and I were living it.

In this episode of the MedtronicTalks Podcast, Mike Hess, vice president of corporate technology and innovation at Medtronic, will introduce listeners to Design for Reliability & Manufacturability, a design framework that equips engineers, designers and others with a set of standards that ensure new devices are designed right from the start. The DRM program has taken on increased importance as Medtronic moved into a new corporate structure with 20 individual business units. In this discussion, Hess will explain how the DRM program instills uniformity across the world's largest medical device company. This episode is sponsored by Performance Motion Devices.

In this episode of Aftersight, Penn sits down with Mike Hess, founder of Blind Institute of Technology. Mike has been a champion for those seeking job placement with vision loss. Working in Corporate America for many years, he decided that enough was enough. Hear this wonderful story of fight and grit as he navigated the waters being the token "Blind Guy" and starting BIT where he sets his aim at helping people get great careers. Links and Resources www.blindit.org www.aincolorado.org www.aincolorado.org/resources/ www.aincolorado.org/audio-publications/aftersight/

Mike Hess joins the postman for round 2 of the post office! Learn more about your ad choices. Visit podcastchoices.com/adchoices

Dude, quit talking about your John bag. Especially around your mom. Zero class in this episode.

In this episode, the host Alex Sparks talks with Mike Hess....who is the founder and executive director for The Blind Institute of Technology.  BIT for short, is dedicated to finding meaningful employment for individuals with visual impairments, since there is an unemployment epedemic among our community.  Mike started the organization after years of being the token blind guy in his tech career.If you are interested in learning more about the organization, and are in need of more meaningful career opportunities, check out their website at : https://blindinstituteoftechnology.org/  

Across the nation, the brewing industry is uniting to raise funds for critical pediatric cancer research. The National Pediatric Cancer Foundation's signature beer, Rising Hope IPA, has become a seasonal favorite in nearly every state. Coupled alongside the bold Hope Roast Coffee, Rising Hope is the signature program for Brewing Funds the Cure. Currently, it is limited to one brewery per state. Country Malt Group and Yakima Chief Hops donate 100% of the ingredients needed to make our Rising Hope IPA. Today's guests are Chris Geib, Chief Corporate Development Officer for the National Pediatric Cancer Foundation; Neil Callaghan, Brand Manager for Cigar City Brewing in Tampa, Fla.; Anthony Derby of Brew Bus Brewing in Tampa; Mike Hess, Proprietor/Chief Brewing Officer at Mike Hess Brewing in San Diego. --- Send in a voice message: https://anchor.fm/thebrewdeck/message

This week I get to interview the Founder and Executive Director of the Blind Institute of Technology Mike Hess. Mike has built a non-profit organization whose mission is to reduce teh high unemployment rate among the blind and visually impaired. Mike has over 20 years of experience in the telecommunications industry doing everything from project management, business analysis, product development and management. We discuss his own struggles finding work in the tech industry as a blind man. What the biggest barrier to entry for those in the BVI community is to the work force. Why now is the perfect time to tap the most underserved section of our society. We have an amazing conversation you are not going to want to miss. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

This week on Open Red, Nick and Rob preview the upcoming Bristol Throwdown with World of Outlaws NOS Energy Drink Sprint Cars Race Director, Mike Hess. They also preview the Outlaws' return to East Bay Raceway Park with Doug Auld, the Editor of Sprint Car & Midget Magazine. Hear it all on Open Red, the official podcast of the World of Outlaws!