Well, good afternoon everyone or good morning depending upon what part of the country you're in. Welcome. My name is Eric Sellers now and I'm with Jobs for the Future and very happy partner in the PIA project nationally. JFF is a large national nonprofit that works at the intersection of education training and work we've been doing so for almost 40 years and I lead our center for apprenticeship and work based learning it's been operation in four years and we do a ton of work with states and locals and boards and colleges and employers and a whole lot of other work in for the center of apprenticeship and work based learning. Well, this will never be as exciting as having a bunch of apprentices on like the previous section which was outstanding by the way kudos to you guys for that one really smart young people but it's almost as cool because we have real live here and people who work with these young people and provide them opportunities and I'm going to guess and you can disabuse me to this notion. I'm going to guess you've been totally impressed by many of the apprentices that you have had as youth and we're going to talk a little bit about that today. So I've got a series of questions, and I'm joined by a range of folks in the South Carolina Charleston region. But I don't know all the names of your company so you're going to have to help me with that but as I go through I'm with Debbie McLeod, Don Drake, Donald Smith and Hendrick Otto. Who else do we have here. David Brown with Kion group. Roxanna with HCA healthcare and the rest of the introductions I'll let you do but we've got a great group of folks here who provide. So many opportunities to students that are helping out young people advance developing a pipeline of the future. They're spreading good skills throughout their community, not only with their job but certainly maintaining work skills and work values and really is a big issue in training our next generation of workers. So many of the folks around the country would do with the Charleston region has done but I always tell people across the country where we go that. So a lot of programs out there that are doing youth apprenticeship look at Charleston first. That region, great relationships with employers, a good central intermediary with tried and tech and arrange a very good partners from K to 12 community college system, employers and business association so with that I'm not going to waste any more time. The members of this session might want to give me the hook or a warning when we got about five minutes left because I know me in this group will love to talk about this issue and can talk about it for a long, a lot more time we have scheduled today so give me a heads up if we're running over but thank you, Melissa and Mitchell and all the other folks at Trident for helping organize this session. There's a bump in it right I mean we talk about apprenticeship as being employer driven, whether it's youth or adults. We in the apprenticeship supply side of things need to make sure we understand what employers issues are what their concerns are what their skill needs are what their future workforce challenges are so we really need to get the employer's point of view on this. And then there's the other side of what the system can do and providing appropriate students to help the employer. And so we want to sort of address the history how your programs came together. Tell us a little bit about your company in the program. How's your experience been to date, and we want honesty we don't only want to hear good things if you had a student who had challenges and you had to sit him down for a while that's fine too that's part of the process, but we do want to very much how the how these things operate so in other parts of the country we can sort of replicate some of those themes that you're doing so I'm just going to jump right in here and I think I'm going to start with Debbie McLeod Debbie with Debbie tell us a little bit about your company and what you do for your firm Debra. Okay, so I'm Debbie McLeod from McLeod Information Systems, and I'd like to say thank you for having a having me on today. We are a cybersecurity company, we're one of the first in the state of South Carolina to put a registered apprenticeship program in a cybersecurity business. I am the president of the company I'm also the apprenticeship director. And the reason that we chose to do this is because of the job shortage there's approximately 3 million short worldwide in cybersecurity so we, my husband and I collaborated and we decided that it would be beneficial for us in the industry that we're in to grow our own pipeline. So I love that term grow your own. I often use that with apprentices because you're in fact doing that. And cyber is a really interesting space to get to there's a number of cyber apprenticeship programs across the country at various stages because I think it's still all being worked out. So, you looked at the job shortages you looked at, which is very situational right pandemic related post pandemic you don't know where you're going to get your workers from.  So what did you do how did you connect with this system. And did you know how it was going to turn out when you started. What I did, because I have my histories and education. I knew that schools have intern programs. I was I was in one myself. So, my first approach was to contact the local school district about having interns, and I got no reply so I decided to investigate that a little further. And in my investigations I came across apprenticeship Carolina. Who came sat down they brought the local school district and we sat down and we talked we explained what we wanted to do everybody agreed that it was definitely needed. And they through doing that we partnered with try to attack for the educational portion of this program. So, so that's an interesting experience. Was it tried and that you've so apprenticeship Carolina is known for having a column navigators but apprenticeship consultants located throughout the state they're usually attached to a community college which is great. Was it a tried and consultant that reached out to you at first or just another one from apprenticeship who then ended up connecting you with try. I really approached apprenticeship Carolina and when they came and they understood that the local school district hadn't replied, and we wanted to start out at the high school level, specifically the underserved population. Once we sat down and we put all the pieces together on how this was going to come together and what we wanted my program to look like that's when they referred me over to try to technical college. That's great. So apprenticeships are far different than internships I was also a high school intern and a college co op student and apprenticeships are far different. And I think you've made out on the deal with that right. I mean it really is, you know, a real way to integrate integrate a possible pipeline of workers where interns are mostly just for the experience of the student. Did you encounter any unexpected challenges or problems or was it like you were discovering new and interesting things every day that worked for your program design. So far we haven't had many challenges and in reference to the internship. The purpose of that is with cybersecurity we wanted a limited amount of obligation from the student. So the internship program, let's them know and let's us know is this a good candidate for an apprenticeship. So that's the purpose of doing it that way. But through the whole program, we really have not. Everything has been pretty much what we expected except for what we did not expect is everybody who works in the company wants to participate with the apprentices. Everybody sees that as the most energetic and exciting part of our company. So that was a little unexpected and then how much we love what we're doing and how much we have seen these apprentices grow through the program. It's been way more rewarding than what we expected. I've heard that before Debbie that's an excellent proposal, excellent. Comment to make we're working with a health care is a hospital up in New Hampshire, and the staff are actually fighting over being assigned the apprentice because it sort of changed their organization. You know they describe it very similar to you and it, it juiced up the staff and everybody wanted to help out, you know, I mean as far as recruiting future students what a great welcome for them to have everybody interested in them. So, so how long have you been doing this and how many students have you been able to bring on, you know, there's a lot of questions about scale. Oh, did you bring on 100 students to bring on 10 students. You know, and there's a lot of policymakers and politicians like to say we want 10,000 apprentices, but the reality of the workplace is not everybody's going to absorb a huge number and that's fine right. But, you know, as long as you're doing that sort of work with somebody so how long have you been involved in it how many students have you been able to serve. So we've been involved in this for a little over three years, and we have, we just took on our third apprentice. It's relatively one each year, what it's been equaling out to. We are a small business so we have to take these new apprentices in as the funds become available to do so. So our goal is the more we grow the business the more apprentices that we have. Right. Well look and even if you only get one one a year right in five years you're going to have five highly skilled people in your office right in 10 years you're going to have 10 so you know they do expand over time, and that's fine. In terms of an investment sometimes we hear employer employers oh my goodness there's a lot of startup costs I don't want to be associated with that I want to find something else. It sounds like you had a lot of energy a lot of focus and some effort trying to find the connection. Was there a lot of investment up front was it a onerous process up front, or once you found tried and things work pretty smoothly for you. There wasn't a lot of investment on our part. And as I just spoke at international conference last week to cybersecurity people across the world. And that was one of the things that I mentioned to them as whenever they were looking at the ROI perspective because that's always something that it seems to want to throw up constantly. And my response to that was the response that I had heard IBM make which is, you either invest now, or you lose now or you lose later, because right now we have a pipeline emergency, and you're either going to spend that money training them up front, or you're spending that money in the rear training them afterwards. So you pick which pathway you are wanting to lose, but you're going to either lose now or you're going to lose later so as far as an ROI we personally feel like it. We already see in that growth, and whether we see it in dollars, we, or, or it's more so that we see it in the lives being changed. And that to us is way more rewarding than seeing the dollar signs. Let's talk a little bit about the logistics of this and working with Trident and doing something called a registered apprenticeship, which seems to have a lot of mystery myth and me perception surrounding that term around the country but you know how was it working with your local colleges Trident. And was it a burden, if you will, and registering the program I hear lots of employers say oh my goodness the paperwork was terrible and it's so hard and I usually hear that from employers who never tried it. But I'm wondering how that experience was for you was it onerous was it easy. I would say that it was exactly easy because there was the cyber security education outline had to have quite a bit of tweaking, but and that had to come with us sitting down. Once we got that put in place and I wouldn't say that's exactly tedious and labor some whenever you already have in mind what your expectations are and you already know what your career field demands. I think it's a little bit easy easily accomplished. Trident was very helpful there. They're still helpful as far as anytime we have questions or just if something needs to be done through the Department of Labor they're quick to let me know hey we need this part, you know, and it's so no I wouldn't say that it's been onerous. And as I would lean more towards it's been a little bit more easily done. That's great. That's great. All right, I'm going to the last question for you I can actually continue this conversation WL day I do think cyber is a really interesting space, your comment about having to tweak the curriculum at your local training center is exactly how this system is supposed to work. If, if a training provider educational institution cannot meet your needs, but are willing to, then you need to tell them the skills and the curriculum and the things you need to student to have. And our job as practitioners in this space is to meet that challenge and to be able to customize an apprenticeship program to your needs so I'm sure the college made out on your contributions. Certainly your apprentices would. My last question to you Debbie is, if you had to sort of had a group, a room full of employers, what sort of recommendations would you make to either employers or other community based partners who are just starting out. So, cyber employers or employers in general. Any employer starting an apprenticeship program I love it if you lean towards it and cyberspace but you know any employer who's getting ready to get involved in this because we have employers from all over the occupational and industry spectrum. One thing that I'm consistently, I repeat myself, all the time is when you're looking into these programs especially if you're going to start with the youth programs. Do not overlook your title one schools and your underserved populations because, especially in it they tend to lean towards wanting the cream of the crop, thinking that they need to go into the magnet schools or the charter schools. But within the walls of these underserved schools are students that have a lot of potential who just need those doors of opportunity to open for them. So that is the one thing that I'm consistently repeating over and over and over, do not overlook them, you need, you need students from each of those categories to balance out your program. Many times I tell employers, you know, at minimum it should reflect the demographics of your community, your apprentices know and you know look it's, it's, you know there's, there is oftentimes where people say oh we want to go to the, you know, the magnets or the gifted talented programs when there's talent right in front of them from a lot of other places. I will tell you though from an employer point of view to have you leading with that is really important, right. Because many people are trying to figure that out but you as an employer saying, look, we want to make sure everybody in our community has access and opportunity to enter apprenticeships and certainly it and cyber probably male dominated for the most part anyway probably racially dominated by whites versus others and actually the data would tell us that so, so good for you that gets you a lot of bonuses, many different ways so thank you Debbie I'm probably going to come back to you so don't go anywhere thank you very much. Really interesting that we led with cyber security. Alright, who do I have next going to ask similar questions to Don Drake, HMGI Charleston. Good afternoon everyone. Hi where are you I see everybody on my screen but. Hey Don, how are you today. Fine thank you. Good tell us a little bit about your company. We're a 32 year old company we're a restaurant in a real estate holding company, mostly in the South Carolina area. Are you in the Charleston region or all over. We are we're in the Charleston region. Great. So tell us a little bit about now my last visit to Charleston happened to visit another number of culinary apprentices it's my favorite thing to do when I'm on the road. Tell us a little bit about why you entered into this apprenticeship we know the hospitality tourism industry is a big thing particularly in the Charleston region. I'm assuming that's what drove some of this but tell us a little bit about why you got involved in in this apprenticeship work. I've been involved with apprenticeship programs now for roughly about 30 years, and having, you know, previous experience with the larger corner schools like you know, CIA Johnson and Wales and, you know, excited those schools court on blue and New England so we've we've been involved in this for the apprenticeship programs. And then we have three of our former employees are actually chef instructors down at Trident. And we have to chef instructors the local high schools. So we we've got a really good feedback when Mitchell approached me about this new program. We were really excited about it. And that's where experience of you know, the labor shortage and you know, the last visit Charleston you're well aware of a of the numerous restaurants open consistently in a Charleston area so labor pool is pretty tight. But it was pretty easy. It was pretty easy fit for us having you know, many many years of experience with the other apprenticeship programs were involved with. And are they. I'm sorry. Are your apprenticeship programs front of the house back of the house. Chef and cooking are there other occupations or, or where have you settled in on your occupancy there in you know and let's say probably the more majority of probably 85% are the back of the house the other 15% are in front of the house. But in our apprenticeship programs we rotate. When we get when we when we're approached by the students or we approach the students that you know they're assigned a mentor and then the mentor takes them through their particular area that you know they specialize in and then we hand them off to another mentor.  Right. Right. So, how many, you know, for, for the Trident program, and I realize that, you know, in your business, particularly if you're have many properties and many, many locations, you need to have a number of people coming in to train and you work with some of the colleges or post secondary institutions on this. So when, when you first started talking to Mitchell about bringing high school students in. Did you gasp? Did it make you stop and think were you worried about alcohol on premise where you're worried about kids showing up? Or, or what, what, what was I can't say that I was, I was worried about all the above for sure, especially when, you know, like the first ground we got, you know, they're really young, you know, someone were 15 to 17.  There is all the stuff you mentioned, you know, involved with this atmosphere. And so I'm pretty protective of them. I really, really get, before we start any kind of communications, I sit down with the parents and the kids. And we talk about the job, what's expected of them, how this is going to work, transportation, school work, all the above, and then we let it, we let it roll for a while and then we sit down again with them. Make sure that you know they're keeping up on their grades. You know, everything's going well at home along and on and on the work front. And that is a really smart thing to do. You're sort of helping, helping set the expectations and the guidance for those young people to follow because they'll, they'll need that. Yeah, I think I'm really great with it. It's really, really important, especially with the younger kids that we get the parents involved with it. And, you know, we take this thing as a whole, but it's just seen phenomenal results with the younger guys. I mean, they're just, they want to learn, they want to learn.  And then the parents relate to, you know, they're trying different stuff at home and they're cooking for their parents or cooking for a company when they come over. It's really exciting for only us, but to see the parents as parents to see the kids grow in the field already so quickly too. So, so your concerns that you had initially, pretty much have gone away because of some of the experiences if you've had and some of the systems that you set up so you're not hesitant anymore about bringing in 16 year old for example. I don't know, not anymore. It doesn't seem broad, we do limit now we do limit the time frames that they do, they can work and they do work. You know, we stick to most of the time, you know, if depending upon the grades you know the easy work on weekends. You know, when it first began to work in the daytime hours, you know, under, because we have more of an older crowd in the daytime, you know, all of us are, you know, 30 40 50 so they have a lot of, you know, multiple parents around. And so we keep a good eye and watch them until we feel comfortable with them. And then you know then they make some progression and then we switch them a little bit more to more different areas. So this question may be better for Ron or David or or some of the others are done but any concerns about liability on your end you're taking this responsibility I'm sure you had to sign something. You know, you have meat slicers probably have hot stoves any concerns about liability that you had. And if so how'd you address it.  And then, you know, when it comes to the differences, you know, any kind of workman's conference stuff is covered by the college.  I don't really have any concerns. That's great. And can you estimate of, well I had a CEO and Switzerland's apprenticeship program say to me look if they apprentice for me that's great. If they move on to one of my competitors that's fine it's good for the industry. And if they leave me and go back to college that's fine because it's good for the country. How do you feel about hiring, do these folks stay with you after they go, do they spread their wings and go on for other jobs tell us a little bit about what happens at the conclusion of an apprenticeship. Well when it comes to, especially the ones that come from, you know, the calling shows directly.  Usually we have probably 100% retention rate.   You know, usually only get one and you want to be successful so we have a you know an excellent track record the people who graduated from our apprenticeship program and we've left you know our restaurant group are, you know they have their own restaurants some of them have you know multiple restaurants so whatever you're doing you know and with the help of Mitchell and his crew has been really really successful. We've helped you know, I think we've contributed to field you know where they, I think when you leave Magnolia is our group. I think you can work at any restaurant in the country. Yeah, yeah. Yeah, that's some serious restaurant business down your way. And lastly, before I go to Ro, Roana is what recommendations or advice to have for anybody in hospitality. Or really any employers who are just starting out on this we're working with sites all over the country and the hardest thing for many of them is to get started so what sort of recommendations or thoughts to have. Well, like, speaking before myself is you know you want to tweak your program to fit your needs is there's not one set program, eight of set parameters and then you tweak yours to fit whatever your needs are whatever your establishment is what type of food you're doing, but it works out well but you know what we're doing now we're working on is, you know, like somebody mentioned before, you know the underserved or the minority community is that we have a lot of the restaurant workers who realize that you know, they never really graduated from high school, you know they reason to error their way so now they're they want to want to get a certificate they want to get their education so we're really working on that program now we're putting them through our apprenticeship program, we're getting them an education so at least they're getting a GED they're coming out with a working certificate so they're feeling a lot better by themselves and we're giving a reason to further pursue their career.   It's, you know, it's a win for everybody.  Great. I'm going to edit this cut that out and make a commercial out of it that you're absolutely right no college debt. And to me these programs are not secondhand they're not alternatives to college there. Everything in my view is equal to the preparation that two or four years can give you in the, in the workplace in the marketplace so. Yeah. So, Don, thanks so much. Stick around, we may come back to you. I got a bunch of questions for all of you I'm sure they're going to give me the hook to not too soon but Rowan, am I pronouncing that right? Rowanna Payne with HCA Healthcare? Yes, Rowanna. Rowanna, I've seen you before we may have had this conversation before. Anyway, thanks for joining us Rowanna. Tell us a little bit about HCA Healthcare if you would. Well, we are Trident Medical Center here in Charleston, South Carolina, which is a subsidiary of HCA. We are about a 300-bed hospital. We're in acute care trauma hospital, and we have had apprentices with us now for five years. And so, we started out, Mitch and I were friends away from work, and he approached me away from work just socially chatting and telling me about the program and asked if we might be interested in having youth in our patient care tech program. And I said, sounds good. I'm going to run it by HR. Got to talk to the CNO, you know, do the C-suite and make sure everybody is happy with what the idea. And Mitch and I pitched it, and they said go for it, and the rest is history. So, the moral is never go out to dinner with Mitch because he's going to hit you up for apprentices. Now, we talk about everything. And it was a good segue.  And I'm not sure, but I believe we are the first hospital in the Charleston area to use the patient care tech apprentices, and they've repranded us to pre-nursing apprentices now instead of patient care tech. And the other hospitals have since jumped on board as well. Wow. That's, yeah, I've seen that happen in communities. You know, you can't get the upper edge on the competition because you all are challenging, you're all struggling for the same talent, right, in the same labor shed. So, so it's tough.  So, as you look back on the last five years, how has that worked out? Have they stayed to continue to work with you? Have they advanced on the college? Have they dropped out and gone to see Don and work in a restaurant? What sort of reflections do you have now at the last five years? We've seen the gamut. We've seen some that have started and have just flat out said this isn't my cup of tea and have left the program. We've had others from a scholastic standpoint that could not keep the grades up to make the program work. We had others where parents were pushing them through the program and they did not want it and finally spoke up.  So, that creates a nice pipeline and the advantage to us in healthcare is if we can get them as the high school kids that are truly interested in healthcare, then their enthusiasm and willingness to work hard to become a better caregiver go up. So, we get a better product when they finish. So, when they get through with the apprenticeship program, they go into the nursing program, they stay with us working as patient care tax in the hospital, then they come to us as graduate nurses. And so, their orientation and onboarding process at that point becomes a little quicker because they already know the system and they start at a little bit of a higher salary than somebody with no experience coming in as registered nurse. So, you sort of made the same point that Debbie made earlier, which is, you know, growing your own, or, you know, spending time and investing in these workers, you know, you really get to customize it to your needs, right, to what the values are of HCA healthcare, right, or if you just, you know, people talk about buying and building a workforce, right, you can go out on the market, put out an ad and buy a worker, right, or you can build a workforce through things like apprenticeships, which it sounds like, you know, both you and Debbie were sort of talking about how that works. So, so here we have a major healthcare facility, and we have 16 year olds and 17 year olds working in there and around patients isn't that dangerous, dangerous isn't that risky, don't, you know, do people. I mean, these are not candy stripers, right, these are people who are working and getting paid, but they're young, how do you trust them in a hospital environment. And that starts when they complete their applications with Trident Tech. Trident Tech does a fantastic job screening and eliminating those that are not meeting the criteria or not completing applications, and then they send them over to us, and we review them, and then we interview them. We put them through a hiring interview just like I would any other employee, and we selectively pick who we're looking for. And we tend to not lean towards the 16 year olds we're looking for somebody that's a little bit more mature, and believe it or not there's a difference between a 16 year old and a 17 year old. We tend to pick rising seniors into the program because of that maturity level. Now, we also make sure that they understand that they're not going to get to work in specific areas within the hospital from a liability standpoint. We allow our apprentices to work in the med surge adult units so they can't work with women's, they can't work with children, they can't work in the ED or behavioral health, and that's a safety process for them, as well as for the patients. We also complete a CNA or certified nursing assistant curriculum before they even get to set foot in the hospital and start orientation with us. So that sets these kids up a leg above a lot of other people that apply for patient care tech positions, because they're coming with a solid base already that we're just going to continue to build on. So that helps cut down on our liability. The other thing that cuts down on our liability is we lay expectations before them, just as the other folks have said, they've got to keep their grades up. You may wind up having to give up going to the program because you're having to work on a weekend to get your hours in for us. They cannot work past 11 o'clock because they're not adults yet. And so we're concerned about their safety as well. And some of these kids are still on driver's permits. So we have to be very mindful about how they're getting to and from work. So we do take all of that very seriously. So what I hear you saying is, and this you know this happens in manufacturing to where there's a lot of dangerous equipment, you're managing your apprenticeship system right certain things you can do certain things you can't do, but those expectations and the way to manage that. You're not going to get in trouble because you have sort of a guide and outline to what they can and can't do right. So that's fabulous so I'm running short on time so I'm going to move on but but how would you talk to. So healthcare is a really interesting field for apprenticeships right healthcare has always had practicums and clinicals and things like that but rarely had an apprenticeship like things for nurses or, you know, physical therapist or whatever but but what advice would you have for the health care industry which is looking more and more to apprenticeship all over the country. A few are doing youth apprenticeship. You're definitely a trailblazer here but what what advice would you have for any of those employers employer sorry health care systems that are interested in apprenticeship for youth. The first thing you have to do is make sure that you've got the support of your C-suite, your upper level management. HR has to understand that these kids are going through a hiring process a little bit differently than a regular employee. And they have to understand that we have when they're accepted into the program. All we're doing is the cursory work to make sure that the background check is okay that their issues with their drug and screen testing and and all of that stuff is the way that it should be. Once we get them hired, we've got to make sure that there's a well defined orientation process with one person coordinating the entire process that follows up with them to make sure that they're meeting their hours the way that they should be that they're meeting their check off list for skill sets that they're keeping up with what Trident needs to know in regards of the things that they're doing taking care of the patients they have a app that they're typing in what they're doing to care for the patients. And that has got to be all kept up and we keep them on orientation a whole lot longer than we would somebody that is coming in as an adult into the role so we keep them from August all the way through till December on orientation before we give them a little bit more autonomy. So you've got to just keep a close watch on them and be very supportive and communication is the key. So I have one more question for I'm not going to let you off that quite yet so by the way audience feel free to ask questions or chat them or actually we have a Google sheet in which you can send your questions on the Q&A tab or link but So there's a question from Jill here that says, besides the fact that she says you all are so impressive. How did you navigate the scheduling process for the related instruction how did you make sure that they got off to go to school that they were finishing their high school classes that they were going over to try to take classes. It must be one heck of a matrix you did but how did you figure out the timing and scheduling of students. That was easy. Truly out of out of everything that was the easiest part because try to attack tracks their grades for us. Then as they finish their coursework, I get their grades and anybody that does not pass a course, then it becomes my decision through the hospital to determine whether or not we're going to keep them on through the program. Are we going to wash them out of the program and let them stay on as a patient care tech. So that piece was fairly easy and what I do is sit down with the kids when they start and they tell me what times that they can work. And then I build their schedule based on what they tell me that they can work and some of these kids choose to work. I have our shift on a Saturday and maybe an eight hour shift on a Sunday or they'll work for five hours after school in the afternoon and we've got the support of our managers on the med surge units that allow these guys to come in and work those type of hours while they're on orientation. Once they come off orientation in January, then it becomes the manager's responsibility to manage their schedules with them and they're meant to meet the expectations of what's required of the patient care tax on those floors. Okay, that's great. That's great. And Debbie and Don do you have scheduling problems I mean particularly in the restaurant business you guys probably have scheduling that changes every week or two. Very quick because I need to get to Don first, and then David but Don any scheduling problems in your industry. I don't for me. No, not not really.  If anything that's probably the only time really have scheduled issues will be during the holiday season. And then we just deal with that you know as best we can. All right, and Debbie how about you you're, you're pretty I assume you're mostly a nine to five operations scheduling an issue with you. We're mostly nine to five so hours are and scheduling is really not an issue for us. Okay, great, great.  Talk to Don and then I will wrap up with David and Don Smith with who are you Hendrick auto is that who you're with about that. I'm Don Smith with hinders automotive group I'm director of community relations and then the guy to go out and hire the apprentices.  Basically, we have nine stores a body shop in a in a consolidated business office in Charleston, we have 105 stores nationwide. So, why, I mean I think I know the answer to this but I don't know why how and why did you guys get into apprenticeships it's a, I mean it's a terrific industry because there's, it's always changing there's new things people need to learn, whether it's sales or finance or body shop or, or mechanical so tell us a little bit about why you got involved and where do you focus your apprentices on. Okay, basically, I was at the GM of the bubble store here in town for 20 years, and I found out that we had to go out and recruit technicians. And basically, after a couple years I realized we had to grow technicians. So when the youth apprentice program came about. We just signed up, because you say we got to grow apprentices so the best way to get them is out of high school and right into dealerships. Before then, we was in the high schools doing a lot of volunteer work so we started talking about the youth apprentice programs and get people interested in being technicians, but most people who are technicians with a dirty job they didn't, they never been a NASCAR and seeing how clean the floors are and the settings are and everything in automobile business going to computer computer driven so they didn't know that. So we sold that the whole time was in high schools. Yeah, it is, it is so far different than it was 10 years ago or even five years ago. So what again it can be a dangerous location and auto body shop if you don't know what you're doing how do you manage risk and liability and where do you focus your time with the students is it on mechanical work or other sorts of occupations. Honestly, we make sure we had a mistake when we started in four years ago. I was recruiting everybody I could, anybody wanted to be a technician. I say just sign them up to be a youth apprentice technician. So the first year I fell on my face because we're getting 10th and length graders ahead. No clue about it.  You know so after the after that fall on my face for a while. We kind of focus on serious 11th graders who was serious of being a technician, and I talked to their parents, I recruited them I recruited their parents and make sure that they want to be apprentices. And then for 12th graders when they graduated, I look for them because they got driver's license. They don't have to worry about the prongs they didn't have to worry about football games baseball game basketball game. They don't have to worry about football. So we now we mostly 12th graders ready graduate. I love hearing good things you've done but I'll see about mistakes that are made because I think that's how a lot of people can learn and there's a lot of pressure just to throw students, students into jobs. But my question is a little bit more specific it's not on the list that I have but but I'm running into this all the time so you have nine stores do you have apprentices at all stores. We have apprentice in all stores but Volvo Volvo get their apprentices from the Volvo plant. Okay, they run the apprentices to the plant. So one of the really important things about apprenticeships is that the site location has a supervisor mentor has somebody who gets it who can not only supervise the student make sure things are safe. Also provide support and encouragement is needed. How do you spread that across nine shops, I mean that's not the easiest thing to say okay everybody we need to get you all on the same page with this apprenticeship work because you might have somebody who's been around for 40 years is I don't want to be bothered with some kid or other people who don't quite understand what you're doing or are in the same position how do you deal with with spreading that culture across online online sites we get that a lot. One thing, every store looking for technicians means a technician shortest like everybody else have a shortage. Another thing that if you live in Somerville or North Charleston or goose creek, you work in the North Charleston area, because you cannot get to West Ashley from Somerville in the morning to get the work now found that out by mistakes. You live in Mount Pleasant or johns Island James Island West Ashley, then you work on the Savannah high, highway stores. So that's how we kind of focus it, but everybody want me, like our Toyota stores right off street and tech, try to Toyota store they do the best job out to your store does the best job and training youth apprentice, and they want all of them just like I want all the youth apprentice to come through try to attack, but you can't have it you got to spread the love to everybody. Great. So, and you guys are new car dealers for the most part. New and used. Okay, so there's there's plenty of work to go around. Okay. So what recommendations would you have whether it's the automotive industry or anybody on that supply chain or really just any employer. When you start out what would you tell them to avoid in the first year what would you tell them to focus on in the first year. It's probably totally different and restaurants and hospitals and in the automobile business because like I say, I focus on 12 freighters ready graduate because I know these serious, and then I still talk to all the parents, you know, because I got us, I'm selling everybody, because this is career, you know, if you'd be a technician technician stay with you forever. You know we got technicians that we've been with Kendrick for 35 36 years and one manufacturer. So, I sell hard and say this is career, you know you start off this what you got to do you got to go to school. You got to work.  You know, I have a lot, you know, we have 35 youth apprentice that we recruited. We have nine youth apprentice to drop out of program, but we out of the nine we have five to stay with the dealerships. You know, couple of them became service writers I had one Scott as a service writer, and he's our number one service writer in town. And then the other other four guys are just lube and tech guys, they just change will rotate tires, and that's good because that's what we need. And then a couple, couple people that we had to fire, because they wasn't doing the right thing, like any other employee.  Well Don Smith with Kendrick auto thanks so much in the interest of time I'm going to move I say the best till last David Brown, sorry to make your way but I'm really interested to hear about key on tech and a little bit about your apprenticeship programs tell me about your company if you could. Thanks for setting a high expectation. Thanks for hosting this to this is a good discussion. So, so I'm with key on North America we're part of the key on group, which is a company that's headquartered in Germany worldwide about 38,000 employees. This is the second largest company in the world manufacturing material handling equipment so you think forklifts palette jacks reach trucks is, and we also have a very large business and what we call supply chain solutions which is automation sorting so basically we do everything that can. It's about like an Amazon warehouse, which everybody's ordering from these days, we can supply all the hardware software and equipment to make that building run so that's where our company does and in Somerville, which is a suburb of Charleston is our North American headquarters. We've got about 300 employees in North America right now probably going to be 500 within the next year and a half to two years. And how did you get engaged with apprenticeship did it. You know, Eric, I've been in the company for five years, and I came from another very large German manufacturing company that had an adult apprenticeship program or regular sort of true apprenticeship program not use apprenticeship program. Where we grew our own folks to become mechatronics technicians mechanics electricians, etc. So I was familiar with the concept from that experience. And then, and also that company that I was previously with had a very tight relationship with tried and tech. So shout out to Mitch and Rob Wiggins and those guys over there. So when I came to Keon in 2016. I saw the opportunity, not only to tap into the youth apprenticeship program from a labor supply standpoint, but just as much as a community outreach program. So I view it as sort of it's two ways. Number one, it helps the company, but number two, it's, it's helping to support education in the community. So, so we started back in late 17. So we've had about four years of experience. We've had some ups and downs, but overall it's been a very good experience for us. And the and let's see here, Don, I know you have a meeting coming up. So when you do have to go just sign off. Thank you very much for your time. So, so David, what, what are you focusing? How many do you take a year and what are you focusing them on? We take maybe two a year. We're not a huge company. So in most of those folks work in our manufacturing processes. We do have one gentleman who I think was on the previous panel. He came in with a clear desire to go to four year ME type degree. So we got him on board and he is completed his apprenticeship and will begin finishing his last two years for a mechanical engineering degree at the Citadel here in South Canada beginning next year. So he'll end up hopefully becoming one of our star mechanical engineers that supports our manufacturing operation. And in manufacturing any liability issues for you guys or do you just manage it away from hazardous work. We do a well first of all, you have to be 18 to operate a forklift. Okay, we make forklifts so that's kind of a dichotomy for us. So we also like I think Don or someone else mentioned we try to steer more towards the folks that are seniors or even post grads, maybe just graduating from high school, so they may already be 18. But we appreciate tried and tech providing the liability insurance for us. We have had one case of a youth apprentice that engaged in some, let's say, I guess you could call it horse play, which ended up costing him his job, because it was a safety incident. Those things happen, you know, it could be a little kid doing it or it could be a 38 year old person doing it. Really important lessons in the reality of the workplace I might add, which is the other byproduct of apprenticeship right it's not just to figure out the skills and the occupation but how to get to work on time, how to get along with people and how not to horse play. Absolutely. So do you have any trouble with your apprentices getting to the jobs or transportation issues we got a lot of questions about that. Or do they make it okay. No, we always know they all make it, you know, obviously we have attendance standards that are in place and in one thing that tried and tech does which I would commend to other parts of the country is they have. Last year did not have but in typical years they have like a recruiting event on a weekend in February where there's like a job fair on this so in the students attend with their parents. And at that point they get to go around and see different companies and meet with reps from the companies and we get to talk not just with the students but with the parents to find out, you know, is this student going to be able to make it are they reliable can they get do they have transportation etc. So to me that's one of the greatest value as the Trident gives us here in Charleston. We're going to have to wrap up in a minute or two I don't know they're probably going to give me the hook yep I got to wrap it up, but real quick, if I could, David. Did you have to sell it up the chain to your leadership, or are you the leadership who had to sell it down the chain to the onsite supervisors online supervisors. I didn't have to sell it whatsoever, because the people that I partner with that are my peers. It also worked in other companies that had engaged with apprenticeship so in our company has a lot of new leaders in it. A new meaning relatively short company. So we all saw this is a great opportunity to try to mimic some things that we've seen from our previous lives. So it was great. It is great. And, you know, there are a lot of foreign companies Switzerland Germany etc, who are familiar with apprenticeship so it's not a big leap with those companies as well. I'm going to have to sign off but Debbie I got one quick question for you because I think it's a good one. When you hold on David I'll get back but Debbie did you get. When you had to talk to an international cyber audience, were they saying youth apprenticeships are you nuts. Did you get any of that or were they fairly well accepting of it. Surprisingly they were very well accepting of it. Okay, there was a lot of questions coming from other employers concerning that and yeah they were very receptive about it. That's great. So I guess security clearances will become a very important thing for their future and they better watch what they do so they don't blow their security clearance. Exactly. Great. And David, you know I just wanted to talk about, you know, the, you know, college college colleges to call we all get you gave a great example of young man who came to the apprenticeship program then went on to be a mechanical engineer is trying to become one. Do you feel that any of the students feel like they're less than college material or do they do you think they're getting they feel they're getting an advantage over college. Do they see it as a second rate program do you think or they see it as a top rate program. Absolutely. I don't think people see it. I think the people that are interested in working in a company like mine are realizing that, you know, you go to try to detect for free or nearly free pay for. And then you finish your apprenticeship and if you want to hang on you can make a very, very nice income at a young age and have zero college debt. I think that's a real calling card for folks these days. I agree with that and I'm going to get the hook I probably should have hooked off about two minutes or three minutes ago but I want to thank you all for joining me. Debbie with cyber Don with HM GI Charleston. Well, so everybody else Don Smith with Hendrick David Brown with Keon. I'm sure I forgot Rona with HCA healthcare anyway, thank you all. You guys got an incredible employee employer culture down in the Charleston region I know in a large measure. That's to the foundation that our friends at Trident has laid and some of the key partners they have including employer so I want to thank you for your time I do this nationally. And today I'm always so impressed with the folks in South Carolina and Charleston. With that, I'll sign off. Thank you sorry I ran over and let's continue on to the next session. Take care. Thanks Eric. Thank you. Hi. Thank you. Hello everyone. I'm Shelton doll. I'm a program associate with the pie team at the Center on Education Labor in New America. Many thanks to our amazing employer panelists for sharing their experiences and insights with us and to our moderator Eric sounds now. We have eastern time for our next panel creating seamless credentials and careers, aligning K through 12 and higher education system through youth apprenticeship, moderated by Mimi Lufkin from the National Alliance for partnerships and equity.


How do you get more people to be interested in your offerings in your services and in your programs and products? So here's what I know about you. You want to help people. You really do. You want to serve them with what you have created in your business, but you're curious Why is it that you think what you have to offer is going to be so helpful for them? But they don't quite see it and so maybe they're requesting something else from you or you're seeing Others in your industry be more financially successful selling something else. So let me give you a metaphor for how to think about this Think of it as there imagine this river of cash that is just continually flowing this enormous river of cash and Let's call that the economy. Okay, and more specifically. Let's call that the Transactions happening in your industry this gigantic river of cash, and you know what that river is more Full and flowing today Than it was a year ago Then it was ten years ago, then it was a hundred years ago now with the online environment Where we're all more connected. It's actually much easier to make Financial transactions to make offerings to have people accept it to get market feedback, etc Then it was and then it ever was and so You may be if you're having a hard time getting people interested in your offerings It may be that you are in the mountains Whereas everybody else is at the river. Okay, so in the mountains, you may have had a peak experience You study with a guru. You got trained in some esoteric or Really, you know incredible skill that most people don't know and so you're trying to shout from the mountain top Hey, everyone come and see this amazing, you know Amazing guru. It's come and see this amazing skill that I've developed and I can help you with and You have to shout shout shout so loud and nobody's hearing you because they're all down at the roaring river of Like I said roaring river of cash It's kind of a crass analogy, but That's the idea is that there's energy flowing there and so why don't you given that you actually do want to help people? Why don't you go down to the river? Go down to the river and put your ladle in the river of flowing of cash it'll be so much easier for you to build a business from there and Down on the river you can bring Your skills the skills you learned and the experiences and the spirit and the presence you got from the mountain top Down by the river you will be the most bright soul there at the river Okay, and as people get more interested in what you have to offer because there's so many people down the river as You help them with what they need help with right now Based on your skills, but it's not about learning your skills if they've never heard of it or they don't do not Interested and they're interested in quenching their own thirst So help them do that With your special personality and energy and skills and then as they come to trust you You can then bring them more and closer and closer to the mountain top So think about that for your own offerings.  Are you having a hard time getting people interested go down to the river? Listen to what they are needing and wanting at this time Which means you need to have conversations with them and then make an offering that they would easily say yes to Be a brightest soul in that field in that subfield In that area of the river and then build trust and bring them closer to the mountain top I hope this is interesting and helpful. I'm George Cal always open to your questions and your comments And until the next video, I wish you a resonant offering That really truly not only helps people but is well received by them Take care


Guru Vada is a very active back-and-forthing between the Guru and the Shishya. It's fighting, it's arguing, it's charcha, it's reverence, it's love, it's samarpan. It's a very human relationship.


What's up team welcome back it is your biggest fan the real Casadero and in this session We're continuing on like we did in the last session team and I apologize This one is a little starting tomorrow Uploads will be at the same time every day. So you've got your drive time hour long Body of knowledge team. So anyway in this one team We're talking more about how to go out and get the job you want somebody left a comment in the in the last Episode so let's get into a team This is the show for people that want to learn to code for fun and for profit So they can do the things they want to do and live the lives They want to live and be the people they want to be let's get into a team So we are here on the desktop team and if we head over to YouTube I'm gonna open up PowerShell by hitting Windows PWSH and I'm just gonna type in YouTube And this is a function that I have inside of PowerShell literally All it does is it just brings up YouTube when I type in YouTube Let me show you guys this function real quick So if I go into and you guys can all do this if you want to follow along whatever all you need is PowerShell and actually I can If you're if you're on a Windows machine You just go in you just type PowerShell and it'll bring this up. But anyway, what I'm gonna do is I'm a type code and I'm gonna do a Dollar sign profile and this is gonna open up my profile For PowerShell and inside of here I have all these functions and if I go and I do a control F and I do a YouTube We can see I got this YouTube function right here and it's just function YouTube start process So check this out team if we go back over here in the PowerShell we can go function Get hub and then we can just add some curly brackets and inside of those curly brackets. We put a start Dash process and then inside of these quotation marks. We put HTTPS 4th slash 4th slash Get hub.com 4th slash And I'm saying it wrong. I'm saying a 4th slash 4th slash 4th slash get hub.com 4th slash the real Cassadero then we hit enter and we can type clear and now for that function We can type get hub and it will open up the get hub page team So that's how you just that's how you make a quick simple function in YouTube I mean not YouTube but in PowerShell. So anyway, if we go over here to YouTube if we go to We'll go to my channel your channel And we'll go down to Careers, you know and we'll pause this and if we go down and we look at the comments somebody said Do all right. So the first comment do do I offer mentorship? Hey team check it out right if you want some mentorship right if you if you want If you want the motivation and the inspiration to be able to go out and build the things you want to build check out the code 365 startup lab team 365 startup lab.com over here. We got some free courses. These are going to change today These are going to change right? They're all going to get they're all going to get prices. It's not nothing expensive I'm going to leave the web dev primer free and what I'm going to do is I mean I'm going to expand it I'm going to expand all of these courses. I'm going to expand all of these courses the h10 or primer This is probably going to become h10. Oh genius Uh the PowerShell primer I'm going to expand that out. So it's it's full of scripting stuff the web dev toolkit That'll probably stay the same. We'll leave that free probably And then we got the web dev primer. This is just the introductory Introduction to web development, but inside of here instead of just building like some random page like we do Um, I'm going to pick a site probably like a portfolio site or some kind of business site or niche site or something Where I show people how to build the site put it online And then use that to go out and start getting some money team And then of course if you want all of those for free like after they have prices If you want all of those they'll be included inside of the code 365 startup lab And also inside of the code 365 startup lab detailed detailed courses on h10 lcss javascript and then Once those are all done. I'm going to be putting inside of the code 365 startup lab All kinds of dope stuff team. I'm talking tutorials on how to build Websites and we're just going to go out and pick We'll just we'll just go out. We'll pick random sites because there's a there's a core There's a core group of sites Not well, it's not even a core group of sites number one If you want to get into web development or software development, you got to build stuff team You got to build stuff if you if you would just want a job You got to build stuff if you want to make money like if you really want to use this skill for what I believe that can be used for Then you need to be building websites You see a website. You see an advertisement. You see something that looks cool You should be out there like hey, how do I how do I build this thing team? How do I make something like this? How can I turn this the ideas in my head? And we're going to talk more about that in this episode But anyway team if you want to support the channel head over to the code 365 startup lab And in there, right? I want to put together not not necessarily a mentorship program But we have the discord already and I don't know. I don't know if there's anybody in it right now So let's go. Let's open up discord. So we hit windows dis prd And this will open up discord We got the discord and I'm just setting that up. But what I want to do is The goal is to bring people together so they begin to collaborate Yeah, so there's not there's not anybody to get in the discord right now So you have a place to go and ask your questions You have a place to go and get advice But most importantly you have a place to see and be inspired by other people who are building stuff And you get to help other people you get to answer their questions You get to work on their projects with them and you get to Have other people help you work on your project So that's the whole idea behind the code 365 startup lab and setting up the discord and all this stuff team is so We can begin to build our own economies to grow our own things. So we out we're out here And we want jobs. There's nothing wrong with that But in order to generate that side income team So you don't have to work the job if you don't have to my problem is I have the great job The good the good job team with the good money and all this stuff And I wasn't building any other stuff I was just I was just going to work And I'm learning the code and I'm doing like tutorials and stuff like that But I'm not building anything that's going to make any money And there's all kinds of websites out there That are running where people are making livings from these websites team. So anyway, so let's go back over to the Let's go back over to the youtube and let's look at these comments, right? So yeah, again, if you want that mentorship code 365 startup lab team Subscribe to the channel watch all the videos. I'm just dropping knowledge from this point on I'm going to keep your real with you man. We're going to be talking about all kinds of stuff Software code business politics all the things that I think that that people are They're missing like like there's There's this saying you can't serve two masters And what what this basically means is that like if your attention is divided You can't get to where it is you want to go and there's a bunch of stuff out here That's dividing our attention team. We got we got software frameworks. We got different. We got different industries. We got different We got different roles inside of those industries. We got different different pay scales We got all these different things. So anyway, so they say I'm learning web dev It says if I'm learning web dev is it useful or pointless to learn adobe illustrator and photoshop So many jobs in my area are looking for graphic designers or web devs with adobe experience. So check it out team So if you if you if you're in the area And you know With certainty that that's what people are looking for Then yeah, yeah, yeah You now now here's here's what messes people up right is because we We we don't want to be embarrassed. So we'll go out and we'll start learning this stuff And then we'll go apply for the job That's that's the wrong way to think about it So if you if you're applying for jobs And your and your goal is to be a web developer like you want to sit down and you want to write code Right apply for those jobs where you're writing the code But if they say hey, we need somebody with the knowledge of photoshop and illustrator Just put yes Put yes, I got a knowledge of photoshop and illustrator And then you go out to youtube and you just take some courses on photoshop and illustrator That's it. And you just make some stuff make an icon make a website layout make a print page layout Make make um make some sort of advertisement banner and you can look all this stuff up Like when you're making your portfolio website, you can look on youtube and say how to make a portfolio website You'll see a bunch of different things about portfolio websites. You can go on google and be like, hey portfolio website Like literally just portfolio Website now watch look at what we get create a stunning website Okay, so we could go here. We can look at this create a stunning website And some of you don't see where this is going.  Boom, right? So award.com. I didn't even think about this I love this website So we could go in here. Let's look at these sites, man. Let's just let's just pick one at random So we'll just scroll down and grab this one right here You can build this go build this website Go build it go build it And then like this data that they have down here You can go pull this you could go pull in something and make something that looks like this You can pull it in from github or something right?  And in this site if you've never done this before this looks complicated. It does. I got it. I understand team But check it out All this stuff you can do you can build that you can build this main background yourself You can do the you can do all the text on here and then you but you get these animations I don't know if they animate in let's go see. Let's read. Let's refresh See where you get these animations. There's a library for this So you can just go um You could either look through the source code like you just go here. Uh, let's see Source where would it be? So i'm right clicking on this page So we'll go inspect elements and it'll bring up the source code over here So we could read through the source code and see if there's any indication of some sort of library that they're using to do like these animations Um, but if we if we don't find well, we could just look on the internet and go out and be like, hey, right? Go go go into go over to um to To reddit and say hey guys. Hey, I look I saw this website put the link in there I saw this website. Hey, how do I make these animations? What's the name of the the the library they use to make these somebody will tell you Or you could go into the you can go into the the code 365 startup lab discord That's what it's for. That's the whole purpose of it, right? Go in there. Hey guys, what's this thing? How do I make this? Has anybody made this before? Can somebody help me make this right and somebody may pop up and be like, yeah, man, right, right? Um Do you have this repo online? They go they fork the repo they add this to it and then they send you a pull request You pull the same boom now you got your now you got your deal with your numbers up your team so So but you can so and and here's the deal like you don't have to know Photoshop or illustrator or html or css or javascript or anything When when it comes to jobs Your job is to get the interview. That's it And then After you got the interview you got to get to the interview and you have to prove to them that you can do the work So you apply for the jobs and then you go do the learning And the best way to learn is to just build and Who knows right? Maybe maybe the very first The very first job you apply to You get an interview and you go and you show up and they don't ask you any hard questions and you get the job But what if you never apply? This is what peeps. This is what messes people up What if you never applied because you were trying to go out and learn the stuff in the first place? Now There's a higher likelihood that you'll get an interview If you get or you'll get more than one interview and you go in and I'll ask you about some stuff You know nothing about Right and and if that's and if that's the case it's the case man. It's just the case You don't even if you apply for a job where you think you know everything There's a possibility that you show up and they ask you a bunch of questions that you don't have any answers to You've never done it. Like you've never worked with that company before. Who knows how they do things You could go find a graphic design company and get in there and they be like we don't know photoshop Right or or Right. Let's take let's take let's take this case right here where he say he's seeing these jobs where you need illustrator and photoshop What if All they need someone to do is to go in and to resize images What what if they don't know What if the person working there the people working there don't understand that you can use HTML and css to resize images. You don't have to go into photoshop and resize every image Maybe what if what if this company is hiring you to come in and to optimize images to make them faster to perform on websites and You know as a developer Dude, you could write some sort of program or get some sort of some sort of library that will That will process photos either before Or after the page is put online And so and now you don't they there doesn't have to be anybody who sits there using photoshop to do anything If that's all the company is doing is that they're optimizing these graphics on this webpage So we don't even know we don't know what kind of skills they're looking for We don't have a clue The only way to know is to ask so you go you apply for the jobs and when they call you say Hey, exactly what kind of photoshop stuff do you need done?  Just pick something just pick one thing I'm gonna learn something new about HTML. I'm gonna learn something new about JavaScript I'm gonna learn something new about CSS. I'm gonna learn something new about photoshop And the knowledge is all around you the information is all out there you go You learn something new you build something make make a couple things Put them on the internet put them in your portfolio somewhere put them online to save them somewhere And now you get reference back to them later on somebody asked if you ever done this before you can say Yeah, here it is and let them decide Let them decide if it's good or bad. How many artists how many let's let's look at this Let's look at modern art Modern art Let's see control shift. Uh, here. We're just gonna go up here We're just gonna hit the x to control that and we'll go over to images. Look at this Right. I'm sure if we look through here long enough, we can find something in here that we have probably painted Similar to it or or even let's go here not modern art. Let's go abstract abstract art So this is what abstract art looks like And then let's go like most it's most expensive abstract art most expensive abstract art Go over here. So we got all these abstract art. Let's go to the web and see most expensive abstract paintings Let's go over here. Uh, this one isn't found How does this even happen right? How did these guys the first search result? And and there's a 404 error, but anyway So let's look over here 44 million dollars for this team. Come on 44 million bucks.    You're insane Who are you to charge 44 million dollars for this pizza for for for just some paints splattered on a piece of paper But If you take this and you put it in the 20,000 square foot mansion With a rose rose parked out front and a helicopter on a helipad in the back and somebody asks how much it costs You say 44 million dollars. They'll say that's a bargain Wow, this is amazing. How can I buy it from you? Like the world is weird man. We don't know So you just apply and then you just go out and you just do some stuff And you just do it over and over and over again Now here's the secret sauce The stuff that that nobody talks about team The stuff that you aren't going to learn in school the secret sauce Is taking the thing that you're interested in And putting it in conjunction with something that you are good at This is what makes great businesses great Let's take the story of mcdonald's for instance. We got ol ray croc He's going around the country selling milkshake makers or whatever these things are right and he comes across this restaurant Where these guys are making burgers and they are making the best burgers in town.   This is a brand new concept Nobody's seen this before people back then they're like, oh my gosh, right? Like and so he's he's seeing this and he's going like dude People everywhere can use something like this imagine the possibilities and so he takes he He takes his knowledge Of all the different places that he goes to sell these milkshakes all the different places that sell milkshakes In conjunction with something else. He knows how many customers these people are getting he knows how many milkshakes they're selling He knows all this stuff He's got this experience that the mcdonald's brothers don't have because they've been at this one burger stand Selling burgers, but he's been to hundreds if not thousands of burgers stand So he's seen this played out over and over and over again but These guys stick out in his mind because they do it a different way And he goes if everybody else did it this way They could be rich So he goes down that path and and he takes his knowledge of sales and I don't know if that's what ray cared about I don't know if what I don't know what ray croc really cared about Maybe he really cared about milkshakes. I don't know But he was a good salesperson and he knew it. It was his gift Right. He was gifted with the with the with the Whatever it takes to be able to go from from business to business all across america Whatever gift that whatever you would call that gift Right intestinal fortitude Perseverance Grit, I don't know right. Maybe he just loved it. Maybe he loved to to drive Maybe driving was his gift And because he loved to drive He was able to just drive all across the country and sell these milkshake things until he came across the mcdonald's brothers So he takes his gift and he applies it to This thing that he understands business In the process the process that the mcdonald's brothers are using to make burgers and he puts them together and it turns into mcdonald's And this guy gets rich. Kentucky fried chicken colonel sanders, man. This dude had never man He was broke until he was like 60 years old and then one day he was like, I'm just gonna fry chicken And he started frying chicken. He knew how to fry chicken. He made good chicken. So he's And people started buying his chicken Right. I listened to steve harvey a lot. Steve harvey talks about marie calendars and her pies Marie, I don't know what marie was doing before But anyway, so she bakes his pie takes the pie to this restaurant. Somebody buys a piece of pie They love the pie the pie sales out the guy calls. Hey, I need another pie She makes another pie then she needs another pie in another pie Eventually this guy ends up selling more pies. His whole business turns into pies But he doesn't know how to make pies She knows how to make pies. He knows how to run the restaurant. So she makes the pies He runs the restaurant marie calendar rich She has her there's marie calendar restaurants all across america There's marie calendar pies in all the grocery stores like steve harvey tells the store way better than i can The point is team is that we don't know we have no clue We're we're programmed to believe that there are certain criteria that have to be met And there's not The people who are the most successful are the people who are too stupid to know that they should not be successful That's it That's it And and and it's not all just about getting the job team right you take Take this thing you're interested in and you put it what you give now you got to have money So you go out and you get the job and you get the job the exact way i'm telling you you just apply to every Look if you if you're out looking for a job in web development and it pops up apply to it That's it apply and then at the same time you're learning and you're building stuff And you and you're getting these interviews and going to the interviews eventually you get the job But while you're while you're learning and you're building stuff build stuff that you can use That may potentially make some money like you can you can put it out to somebody right and so like say for instance You're learning data science and you want to be able to crunch a bunch of numbers What numbers can you crunch that are out there already that people will pay To come and look at there's tons. There's tons of them. So like look, there's a website here in washington Called 502 data.com because we can you can You can buy marijuana legally in washington So what these guys at 502 data did is the state collects all of this information because there's public domain from the taxes On the way they tax marijuana So it's all public information this company 502 data they go out They aggregate all this information. They put it in this website So it's easy in playing for anybody to see and to go look at and if we go down here to the not the bottom Where is it if we go? 502 data pro to sign up for the pro plan is 79 bucks a month Or you can get 588 dollars a year or you go 207 dollars every three months But they are selling data is data that anybody can go get any of us can go get this data What they're selling is the fact that they put this data in a form that regular people can read and understand That's it. They're selling they're selling the interface In every software company out there is selling interface to information Windows Windows the operating system is just a interface to the computer It's the interface that the computer has become an interface to the internet. You want to get on the internet You need some sort of computer right you have a desktop a laptop a mobile phone tablet whatever doesn't matter But to get to the internet you have to have a computer It's the only way you can use the internet the only way you can use the internet is with the computer The only way you can use the computer is with the operating system The only way you can get to the internet is with the web browser If the if the what if the operating system doesn't have a web browser like windows didn't in when in 19 Whenever whenever back in the early days of windows, there was no web browser And then a company called Netscape came along with a web browser Because people wanted to use the operating system and get to the internet And then windows made internet explorer and people just stopped downloading Netscape and these other web browsers because a web browser came with the operating system And there was this whole biggest war about it and I got to do a project on it in school about it and and so It's all just data in the background team. So first you got to get the job and then once you get the job Right or while you're getting the job you're building stuff like this that's going to be useful to someone And you have a portfolio website where people can come and they can find you and then they can go out And they can find all this other stuff like if you go to the real castadero.com It's just a regular website.  Oh, it takes you over here Code 365 startup laps this dude's talking about code. We got the about it takes you to the youtube page You can watch the youtube videos. We're gonna add a podcast link. We're gonna add a newsletter form We're gonna add all kinds of stuff team and you can build this same stuff And you can have your own stuff out on the internet where people can go find it and you're just building this stuff You're putting it out there So you can so you're gaining experience you're gaining knowledge And then when people come along and they ask you can you do these certain things you can point to these things And you don't know what people are gonna ask You we can get clues The clues come from the resume the clues come from what the business does the clues come from our mind in strategic thinking If we want to go work at a google we have to learn data science We have to learn about data structures and algorithms because that's what google does They do data structures and algorithms They sift over millions and billions of Bites of data in order to give people the most accurate search results possible. So People like you and me in businesses will come and they'll advertise on google. That's it In society has us wrapped up in this thing. We're like You know, there's something special like we have to have these criteria Think about this team, right? Like if you're a bank if you own a bank if you started a bank and in your In in the way you make money as a bank is to charge people interests The most important thing you can do is loan people money But what are people gonna borrow money for?  Maybe they charge you ten dollars in interest So in order for them to make enough money to pay to pay Millions in salaries Hundreds of thousands of dollars a month in salaries Even just your local branch for them to pay a bank teller to stand there. How much should a bank teller make? What's a livable wage for a bank teller? We talk about livable wages these days. What would be a livable wage for a bank teller? Let's say a livable wage for a bank teller is three thousand dollars a month So that means the bank needs to make at least three thousand dollars a month just to pay the bank teller This is before the bank has to pay the light bill the phone bill the electric bill the taxes The internet Before they buy computers desks chairs whatever they got a three thousand dollars a month just to the bank teller And how does the bank make money? The bank makes money from From store from from keeping people's money safe How much money do they have to keep safe in order to be able to collect the fee of three thousand dollars a month Just to pay one bank teller so right If it There's one of two ways you can do it you can well you can do both ways You can go out and you can find as many depositors as possible hundreds thousands of them So collectively you can charge them a very low fee and at the end of the month You have enough money to pay the bank teller all the bills and everything and have some sort of profit To pay for all the risk you took in opening the bank you probably have to borrow money from another bank Just open your bank, but how do you get there? Like how do you get to the profit like so so you can find a whole bunch of people with a little money Or you find a few people with a lot of money And it's hard to find people with just a lot of money who just want to give you their money So but what if what if you could find people who have money and want more money? And you could convince them to give you their money And you could convince them to borrow somebody else's money And then pay you for the opportunity to borrow the money. That's where interest comes from. So now we got interest team So it the banks are incentivized to To to push for us to buy homes and for us to buy cars Now if you're a bank and you're in banking and your business is lending money, how do you get people?  I think it'd be a great thing if everybody owned a home and it would be a great thing if everybody owned a home Yeah, sure be fantastic But they how are they gonna get the home, right? So you say hey, right? They got borrow some money And you're working a decent job. You're making three thousand dollars a month Right, you can go and get yourself a home and you know pay five hundred dollars a month for a mortgage And then and then you get people hooked and now and now when when when when 51 out of every hundred hundred people have a house And that looks like success everybody else wants success.  And so we're pushed into this team, right?  Like what do I do? I don't know what to do How do I change careers? How do I do something else? because We were doing the wrong thing in the first place or we're doing the wrong thing for the wrong reasons Maybe we're doing the right thing for the wrong reason here. Here it is team, right? Take your gift whatever it is you're good at whatever it is you're interested in and it could be anything If you're an american you're listening to this right now your gift is anything Any it could be something that you think is not even possible for you to make money at doing Bacon pies painting pictures. There's a guy started a bill a million dollar business drawing little photos And and and dude like some clowns took this and they went on shark tank and they tried to turn it into a business And I you know, I think they got funded. I can't remember. I think they got a deal And now it's the thing. I'm pretty sure mr.   You're you understand this Could you not write a program that takes in some sort of description?  Let's pick some I draw pictures of dogs, right hand drawn pictures of dogs. Cool Somebody comes on say I need a picture of a bulldog You write a program that that takes people's input goes out to google or bingo wherever in five pictures that look like that Downloads one of the pictures and then it goes and creates a sketch of this picture And now you got pictures now you got to automate my automated system to draw dogs or You can build a membership website where people come and you can say hey I pay five dollars for every dog you draw something like that You got another website where people come and they pay ten dollars to buy the pictures of dogs Somebody comes they buy a picture of a dog An advertisement goes up.  It pays five bucks Somebody comes on they draw the dog they you pay him five bucks You give the dog to the other person they give you ten now you've got a business. That's how business is working They're all the same And you can build this any web developer can build it anybody who understands html css and javascript can go build it You just got to go you don't know it off the top of your head. You just got to know where to go Where do I start first? I got to build a user interface. How do I collect information? I need an input form What do I do with the input form? Okay? I need a server. I got to send this input form to somewhere How do I do that? How do I process the input form? So all the tutorials are for all the tutorials that you guys are out there taking right new aspiring developers the ones that you're Going to take the ones you're thinking about taking for those of you're going to go sign up for the code 365 Startable app You're learning this stuff so you can build some stuff And you're building this stuff so you can get some knowledge and retain it So when you get calls back on all these jobs you're applying to You can go into the interviews and you can say when they ask you a question You don't understand what they're asking you can say hey, I don't understand that. What do you mean? And they can go oh, well, I mean like you could say well, what does that apply to they could say oh Well, this is an application of front-end development. You say front-end development What does that mean and they say oh, well, you know making web pages that people can look at and see Okay, so you want to know if I can Build a user interface and they're like, yeah, exactly and you say yes, I can I have some examples on my website if you would like to take a look And I have examples of all the code on my github if you would like to go there and take a look as well And they'll go Is it say yes or no, they say yeah, sure you show them all this stuff They like it or they don't like it doesn't matter team doesn't matter Some people are gonna think the stuff you make is great Some people are gonna think the stuff you make is terrible Some people are gonna think it looks exactly like somebody else's stuff somebody's gonna come to This website and they're gonna go. Hey, this looks exactly like the supreme website He stole it And some people are gonna come to go. This is amazing It's genius. It's so simple and elegant Right, and I mean you just don't know man. You just got to make this stuff You just got to go out there and just learn the technology and just do the and just do the just do the work team And that's how you get there But that is it team that is it for this episode. I look forward to hanging out with you guys Tomorrow if you would like to support the channel check out the code 365 startup lab Com and like I said these courses, they're all going to get some sort of pricing So if you want to support the channel when you sign up for any course that That money goes to Goes to keep the lights on keep the internet running feed the kids feed myself Right goes to keep this whole thing going but most importantly what it does Is it gives me the time and freedom to keep creating Courses like this and stuff inside of the actual code 365 startup lab membership where we have html css Well, we have html right now and I'm telling you team as you go through this Just the initial html portion, right? So first we got getting to the money This is how to go out and how to find clients team, right? So you want to be you want to get a job cool This in here will show you how to write you go out you do what I said as far as getting a job But this is something you can do in addition to that before or after you have the job to bring in Some potential extra business and then down here you go You set up your environment and then you go beyond the primer and you really dig deep into What it means to know html get up get wrap your head around html super well And then you'll understand search engine optimization and you'll be able to build websites that show up higher in search And then you get down and then after this when I finished the html We go in the css show you how to lay everything out and then we get into the javascript team and from there You're able to build whole applications Ecommerce stores shopping carts websites all that stuff So as a incentive for being the first on board and helping start the in helping start The the the code 365 startup lab and support the channel and become a part of the community Lifetime access is priced at 99 bucks or you can come in and check it out for 29 bucks a month team. This is a steal This is a steal I'm telling you as time goes on and like I said the free courses that are here right now They're all bundled inside of the code 365 startup lab. So when I put prices on the free courses You're still going to have access to all of those But then I'm going to be producing more courses going to be html genius is going to be css alchemy There's going to be javascript wizard Right and all these things will be designed to show you how to build website after website application after application That you can put online Use as a part of a portfolio website turn into some sort of income or even go over to websites like flipa That's f li ppa dot com So flip is a marketplace you can buy and sell websites over here team So this is the kind of stuff we're trying to get into so imagine you go out you're building the website for your portfolio Like let's look at this. Let's look at this. Uh, let's let's look at this website right here house charts So let's see what they're talking about. We go in here. It's a ph php website. It's been around for five years They're selling it for 12 grand and let's see I'm looking for a url. I don't see one but unique dance music charts website established in 2014 website entertainment industry Uh, let's see and I have an account I could log in But anyway, this is just to show you right so somebody built this website It's not a great looking website. So you could go out and build a website exactly like this It'll only be online for five or ten minutes, but that's cool, right? You go charge 50 bucks for 100 bucks for it Maybe somebody will buy it.  It's making a little bit of money. It's making a little bit of money You can sell it for a little more money Because you know it's gonna grow over time You can you can extrapolate that so if if you set this thing up And by the end of the month it makes five dollars in ad money And then the end of the next month it makes 10 and then the end of the next month it makes 15 Right, so we're saying like hey right this thing as soon as it made five bucks It grew it grew a hundred percent from zero to five and then when it grew to 10 It grew 50 percent and then when it grew to 15 it grew another that that would be a 33 percent And then when it grew 15 right so and you can say hey this thing is growing 50 percent a day Right or whatever whatever the percentage is and so you extrapolate that out a year And like say by the end of the year you you're thinking like if this if this thing If it if if it makes if it does an additional five dollars a day every day by the end of the month How much would that be and then you can turn around and you can multiply that by 10 I mean well you can say by the end of the year Multiply that by 10 and now you got a price you can sell the website at Or you could just but at the same time you could build it and just put it up here And it's just sitting 400 bucks 200 bucks Put it on some template site tell all your friends.  Hey got this template check it out You get this for like you know get this for 10 bucks pick it up right now team It's all yours go in edit it do whatever you want Right and this and so that's the goal it's to show people just as I like you can go out and build this Kind of stuff. So this is what I'm going to be doing in the code 365 startup lab I'm going to be building stuff like this team. It's time to get serious about it This is stuff that I've known for ages and I've never done So if you're looking for mentorship if you're looking for like if you're looking for for somebody to push you My goal is to set up the lab in such a way where we're just people are inspired We bring ideas to each other and we go. Hey look team like how how can we how can we how can we Make something that inspires people right? So maybe we have some deal We're like we do contests and people are people are building these sites and we say, you know Who can get to a hundred dollars first or who can go to get to a thousand dollars first? Or maybe like we have idea contests weekend hackathons. We're all hop on the discord and we're like, hey Everybody go out and build this thing. Let's see who makes the best one And then and then the next hackathon we're going to make this better We're going to come up with some products to put on it. We're all going to SEO it, right? You know, whatever team like this is that's I mean, that's a way that's a ways off But for right now like that's that's kind of the direction I want to go But but the first thing is to just get in and to just start building stuff team And don't be afraid to go out and apply for the jobs apply for the jobs But then build your own stuff the building in a way that you can use it to get the jobs So anyway team that is it that is it for this episode is your biggest fan of real castadero Share subscribe like hit the notification bell so you're notified when new episodes like this come out So I can keep dropping the knowledge putting that knowledge on your head team And if you want to support the channel sign up for the code 365 startup lab and you can also check out write code drink coffee dot com Right code drink coffee dot com and you can get to all these places by just going to the real castadero Dot com team And you can hit the contact and you can hit me in the direct messages on twitter if you need to contact me from now And of course if you want to shop you go here shop you can go learn and then of course if you hit about this It's going to take you to the youtube page where you can subscribe to the channel team Just click one of these videos to subscribe button. You're well on your way the biggest fan of real castadero I will see you guys in the next episode


Hi, I'm Brienne Kirkpatrick, lead author of the paper Genome Connect, Matchmaking Between Patients, Clinical Laboratories, and Researchers to Improve Genomic Knowledge. This paper is published in the matchmaker issue of the journal Human Mutation, and I've asked some of my co-authors to help me tell you a little bit about Genome Connect and what to expect when you read our paper. Genome Connect is supported by the Clinical Genome Resource and provides an opportunity for patients to add to the knowledge base by securely sharing their health history and genetic test results. Yeah, so the trend in the last five years in genetics, we have more powerful tools to identify additional genetic variants, either copy number variants or sequence variants. And what we're discovering is most of these are extremely rare. And Genome Connect is another mechanism beyond universities and laboratories working directly with each other to get patients engaged and contributing their own health data. So by having this more detailed information, which is being included as part of the Genome Connect process, we're able to partner that information with the information from genetic testing. When patients visit the Genome Connect website, the first thing they would do is register and complete the consent form and they would upload their genetic testing report or their lab report. They would then be asked to complete a body system survey which tries to look at all of the major health issues that they might have. And then lastly, they're giving us permission to be recontacted so in the future they might hear from researchers who are interested in contacting them or from laboratories or others who have additional questions about their health. In this paper you'll read about how Genome Connect was developed and how patients are being engaged in this process of sharing data, the relationship between Genome Connect and ClinVar, how the various parties are working together, and also other partnerships that Genome Connect is helping to forge. Feel free to reach out with any questions that you have. Our coordinator email address is info at genomeconnect.org. Thanks for watching and happy reading.