Episode Transcript
Hello, my friends. This is Brett Keasling of the EO podcast network and host of the Aesop podcast. We recently completed season two of the owner to owner podcast. With host, Jesse Tyler. And we can't wait to bring you season three beginning in September, 2023. While Jesse and team recharged their podcast batteries. We're bringing you a great five-part series from season one, called women in manufacturing. Featuring conversations between Jesse and amazing colleagues at Hypertherm. I hope you enjoy. Welcome to the owner, to owner podcast with your host, Jesse Tyler, part of the EO podcast network. Welcome to the owner to owner podcast, to speak to have you with us. Jesse Tyler, I work at Hypotherm global manufacturing and technology company. That is almost 2000 owners, strong and fascinated by ownership culture and how being an owner impacts the daily experience at work goal. This podcast is to have owner to owner discussions about a wide range of leadership experiences and cultural models. Brain more insight, the individual ownership experience. There's a lot of, we there's a lot of us use some talking about ownership is about the individual impact on their work experience. This podcast, who out of an idea from Brett Kiessling. Podcast to have owners talking to owners. And he was very supportive of my interests in how ownership impacts frontline essential rank and file workers that are included in job quality, often jobs, security, and wealth building, where the rest of the economy tends to leave out the doers and they. Six years of the installers, it's my favorite part or employing other shit. So this is a series that focuses on women and manufacturing, bringing insight and women owners through our company. I have the term through our product value stream from design engineering, quality global sales, operations, machine assembly, machine operators, shipping and leader. Audio is it sometimes a challenge in a manufacturing environment and the tools provided with tech. So we appreciate listener patients. If we have some hiccups with the audio quality and almost all of the honor to honor podcasts that we've recorded before I meet the guests, when we start recording the series is a little bit different or at these are close friends that have asked to share their story. So I wanted to introduce our two guests. Christine frontline leader for the heavy industrial products on third shift and Jean bus.com. Machine operator, heavy industrial products, third shift as well, or starting this recording at four 17 in the morning so we can meet them in the middle of their shifts. Christine, can you share a little bit more? Well, you do. And your role a little bit more on the intro. Sure. Good morning, Jesse here. Thanks for inviting us to share a Klein with you. I have been a leader at Hypertherm for 14 plus years. I am a variety of world shell company. He held a mid-level leadership role in a couple of different business entities. leader in the machine shop in three different businesses. Two of those positions were third ship and world's first ship prior to. We achieved by six Sigma black belt. And I spent two years project management work with a different company that I'd been a leader in leadership roles since 1990. Yeah. That's about it. In a nutshell, I raised a daughter of my own. I just paid my mortgage off and I'm very excited about LAN and her. Um, then clearly to retire at about 34 months. That's great. I appreciate it. So have a gene introduce yourself and then I'll come back to you. Maybe share some of your prior experiences relating to being a woman in manufacturing and sort of the, how you got here and hear a little bit more your story. Do you, can you add to your, to my light introduction and give us a little more color on what you do in your whole year with Hypertherm for almost 14 years now, I'm hired on as a machine operator, wait till assembly for up to years. And previously, or for the Woodstock gaming resort corporation for 20 years before coming here and a date of birth idea, Johns, a couple of which. Also male oriented one being a golf or doing that caretaking around the golf course. And the last one was kind of a maintenance position at the end itself. So I'm not new to working with, but then a male working a job seventh. That's about it. That's great. That's great. And we have to, as we go through the conversation, as you want to share more of those insights pristine, we were talking a little bit before we started recording. It said you've experienced some Barker kinds. And prior, if you want to share your story, I, in the 14 years I've been with hypothermia and Ashley, and one of the big draws to seek employment with Bipic from 14 years ago was the advertisement of a no layoff policy and anybody who works in manufacturing within the United States. That was nearing retirement age has spent a number of those years, watching a lot of industries leave this country and many manufacturing, the kids, all of my leadership ears stuff in. And, um, so I've spent some time working in the electronics industry. And I think, you know, it's pretty obvious that we lost a lot of that industry. In the late eighties and nineties all through the nineties. And I remember sitting as a leader in a conference room while one individual after number came in and we were able to deliver their covert package and their sevens package and thank them for their service. So we walk them out the door and laid the barns. And this went on every Friday for about two months until the plant was empty and all the work in a little bit. So those were painful, painful dark days. Many of those people were dear friends of mine. Some of those people were really going to have a hard time finding something else because they had spent there in shy rulings, working for this company. And it's really about owning you as far as career. So probably one of the most. The things I'm most thankful for, from bike reserve as an elder is the fact that we'll be cared for each other. And we do not leave people off. They weren't here during 2008 economic downturn in, and it was scary. It was scary. We had very, very few. Workloads, very light, however, business don't care. Oh, oh. It's people reallocated, frontline workers when there was no assembly or machining to do and redeploy them to positions of lawn care and gardening and things that would normally have been contracted. And so that we could retain our own of our styrofoam, all of our frontline selling rooms and the sheet for, we reallocated them for those positions as a result. When the economy came back compared to some of our publicly-owned competitors, those folks hit the ground. Rather they were fully trained and ready to go. We were able to restaff at a hundred percent level rapidly was the experience team that we had no real. Curved to get back alone, back on track for water customers, who our customers are ready with demand. Again, a lot of value to that. Wells in the security of the people who work here at front Murray people to Jesse's point is for a bit early, not in works, who are usually most vulnerable during an economic downturn to layup retaining them their security, as well as. The best interest of our business in regards to being prepared, to feed our competitors up even a little bit harder by getting the ground running when business did return and it did reach her. And it's amazing how we roared back when you prioritize your people and they're not. Dean. Do you want to share a little bit of your work experience during that time? I'm trying to think back must have been right around when you started. Yeah, I started in may of 2008. So I've been in this, in the same department the entire time we've been here with hypertension. We did see, I mean, we did see. Well in production, most everybody in the electorates was there. We didn't get any bird watching people gave her free to Floyd. It volunteering to be redeployed, to do those essential Jones that we contracted out was an amazing thing to say, coming from the And business for, if you worked the outside areas, you had mud season and after fully achieved at least a month or two, where you wouldn't have to do unemployment. So having a job where you were secure in the Nolan shaping, we're going to be working 40 hours a week for the year and a lot of some time. And just, I mean, it just really, really hit home with the no layoffs. Then two other businesses were laying off. Due to the, and you know, one of the nice benefits also was, did prompt the chair at the end of the year because the Woodsong and had profit sharing for a couple of years. And then it went away. For me front chairing being Waterberg early. Nice benefits. I'm very happy to get whatever I get every year JV and I to get a test. And the fact that are typically when they're displaced through. In an industry such as this, and if it's what you've been in for quite some time, I think it's even harder to find new employment because the market is flooded at that point. Usually all industries are suffering the same events and historically men are who. In manufacturing and leadership, particularly in retraction since I like to call it. So to have that security as a woman in tighter male dominated industry is I think probably even more comforting to us. Because of that. And because of the fact that no, I know Jeanie and I are both with something unique, they're independent, you know, we support ourselves. There's not a spouse or a mate or event that pays our Rancho pays half the rent or any of that. So if something happens, it's only us, Jenny lives on her own. It's only us taking care of business. So it is very. So now that Alvin company has a back. That's great. That's great. I want to add a little bit more insight for listeners that aren't familiar with. I put dermis plasma, they really share a little bit more about what your work is and how the level of detail and volume that's involved with what you both do. So with the plasma cutters class load, it's called the fourth state of matter superheated gas index. The very efficient way to cut steel, Dr. The metals and what Christine and Jean do is they work with the machine. The machine is making the parks that were, and the most common parts that were in a plasma torch is your electrode. You made a reference to, and that is a high volume part, but certainly the shields and nozzles and other parks as well. So there's three buildings. On our campus that are running 24 hours a day to try to keep up with the orders the console holds. And so when you hear machine operator or frontline leader for Christine, with the role that she has is really, we look at the machine operators is problem solving. My way of saying it is problem solvers who make stuff in front of the blue high volume, because we were generally measuring to a third of human hair and there's thousands of parts made a shift. So that just with their humble introduction, I just want to crush that out a little bit. So bear that in mind. So thinking about some of what you shared so far. What keeps you coming back, maybe child. I, I, I'm only a few years away and I enjoy what I enjoy the most. Here now is working with new Bern Kelly associates, operators, new leaders, new people who have Pinterest in growth and development from Galileo center. From the six Sigma black belt lean system streams. And then I've been doing this for, for a couple of days. So if I can, if I can help somebody who wants to grow and develop, that's very worried to me at this point in my career. And that's probably the thing I enjoy and appreciate the most now. Right. I've been through. The career-building and, and, you know, selling myself and growing and I work and what the next level of Lowell and I, with the next level role, and instead of Vinod mid-level leadership levels. And I really find that at this point in my life and my career, I am where I like to be. And that. Again, I'm in the trenches. where the people come in or on the off shift. I worked third shift by choice. Not because I have to, but I love the new people. And second and third shift is where they come into. The first shift is to, they are more gender. Yeah. So I love the third shift, excitement them, the desire and the drive, that new ground, whether new we'll get on the associate Proser and works to learn and grow or develop anything that I can teach them and help them learn, provide them guidance with and. Well, it's a thing that's healthy to doctors. That culture is part of ownership, experience and wealth building in hypothermia case, and many other, he, some on companies, a meaningful profit sharing. What is your day like, what is your week? How do we do together for the year? What are we looking at for a sunset to be able to retire on time and the quirk of healthy ESOP's and we've certainly had a beer. People live their whole lives a certain way, maybe paying off their mortgages early in doing other things. And they don't want to stick around to 65 because they taking care of themselves. Wonderful problem that have wonderful. Well, I appreciate your mention of the leadership. When you look at some organizations have an official measure, but really, I think all the organizations have an unofficial measure of leadership with way to say that the, how many leaders has that leader produced. So you're known for that. And if we officially measure it, you with app souls, that the wind. And so we appreciate what you've done, the generator company and about leadership being what keeps you coming back. that's great. I just enjoyed working. Yeah. That's usually pretty reliably. When I walked through your area. You've got a situation where Jean and I are both also tenured employees here. Tenured associate. We're on third shift by choice because either one of us could be on first shift. If we chose to be. And I watched Jeannie, we worked together for, for a couple of days, everything watched Judy. She likes to train people. She enjoys working with new people. I can see it when she doesn't rely on her because of. I'm here to affect affective. We're showing new people and very appreciated from coming from bird reader. I think that's a big, you know, just, just to be clear, that's a big part of it. We're not on third shift because we just sound right. You know, it's, it's, it's unusual, but I think we both kind of do it for the same reason. Yeah, it's great. And if you want to weave in more thoughts, more insights on with third shifts, traditionally 11:00 PM to 7:00 AM. And then for listeners, when we're hiring, we're always looking for machine operators, keep regenerating moving forward. Commonly they come in on third shift and then some of the light and some of them for a second and work their way towards that. Some of them overtime work towards. So I think it's important to understand the culture of the third shift and the, yeah. It's not for everybody. Yeah. As Christina said, we're, we're the visual. So it's a little easier for us since we don't have family that we have to work around. Right. And counsel, if somebody hands up family in has to work for. The kids going to school or the sport sporting events or the odds and ends. It can be a little board that I want it to manageable, but it can be a little more difficult than somebody that's single. We have cell folks on third shift who actually worked third shift because they have children. So their spouse may work first shift, but they worked third shift. Then they do that. Exercise and sells from me, expensive class, a childcare. Yeah, definitely see that. And it's nice Jean, over the years to see the many that you've taken on your wedding and given it landing at a good boost to us to build new careers. I think there's something around third shift that I'd love to hear a little bit of insight. And it's, I just find it really fascinating from a energy management and sort of. Balance. And we can hear third shift. You could hear 11 to seven, many of us in HR and other teams come in across the shifts, spend time with you and do problem solving. And our training team spends a lot of time on the options and there's a lot of engagement and we always tend to see after. Wow, that's intense. Yeah. Where I think it's easy to hear about, but maybe not, we don't hear enough of the voices. So I was just hoping you could share a little bit of how you balance. What you see that works or doesn't work, or the third shift crew it's it's, you know, it's challenging discipline, I think is probably the key to it. When I sit down with someone new and hold the one-on-one meetings that we do with our associates, especially near people. The biggest piece of advice. I try to, again, to this, don't try and burn the candle at both ends, you know, just so you guys you're working at night, doesn't mean you can stay up all day. You're going to have your governor burnout. We've seen that happen with cable for genie buy cell. And I mean, I, I live by myself, my daughter's grown and married and the ramp from Branson. I just live my life. So your 9:00 AM to 5:00 PM is my 11:00 PM to Saturday. And you're 9:00 PM. 7:00 AM is mind viewing to APL. So right afternoon in early evening is my bedtime and ring night during this might work for him. So I just kind of flipped where like, well, blanket home for work in the morning and work, and then worry about eight o'clock crack the beer, cook my dinner, or watch Netflix all the same things you guys do with five, six beers. I think it's great to share became my teammates. It's really funny. People come to my house. Like, you know, if I hadn't really worked for under my house or her delivery to see, you know, what, it's like 10 o'clock in the morning. If I did my jammies with a beer in my hand, I'm sure. They'd probably say to some crazy drunk lady and DB there. Right? Just some insight to that I think is really helpful. Firstly experience with your ship. That was just a lot of fun before COVID. When you had your gathering, it's all the salt. And I think it was like seven in the morning. And all of you were like, well, this is nice to be in a year, you know, at a farm and having a beer. If someone doesn't want a champ Patrick's day, they open it up. It was coming into work. So I'm usually 6 30, 6. And then a little bit earlier, a lot of the days. And it was just so funny, the stop itself, and you guys are rocket, just like it would be, you know, they're going to be deemed bots on thoughts or insights on the third shift life. I'm very similar to Christine and I'm usually up in the morning when I give them, uh, probably anywhere from 11, 11:00 AM to 1:00 PM for the African in Berkeley. So it's for me. It's awesome. To be able to go to a store at seven o'clock when you get down to here and get one shot, nobody in there. This true on when COVID hit. That was especially great. Um, although, you know, they worked for me, obviously works with Christine as well for a lot of other people with families, they're in bed, as soon as they get home and end up with the family to spend time with the kids. So at your weekend, if particularly if you're family, you have children, you know, spouse and children who don't live the third shift world, you know, your, your Thursday night and work, you go over and Friday. Your Friday night, which is your family's start to the weekend. May be, you may not be much more than a dinner or lead staff at that point, if it's up to the individual. But then of course we spar should start Sunday night at 11:00 PM is our Monday morning and it cuts it to your Sunday. It has a lot of people. I think that's probably the biggest. Here and my own personal feelings as well. The hardest thing of bird shifters, get some rest on Sunday coming into work Sunday night, because that's typically for most people, it's a big family day, right? Like nine myself, miss a lot of my grandson's events on Sundays. I have to sleep for sure. Sure. Switching gears a little bit, Jeanne, what are you most proud of in your career or your career? So far people like work cross the Naval help either to training or just what little bit of mentoring I've done. If they send me, I can do to help people. I like to see people succeed. Thank you, Chris. Daniel, what are you most proud of? So far? Most prouder isn't really didn't really happen with, like with it's liver. I got my six Sigma black belt certification. It truly changed what I feel about leaving. Banner and managing data, analyzing data, building databases, enhance my computer skills a thousand. So, you know, being able to run a statistical data through presentations and power, I needed to deliver to me for management for the company. I worked for time project for project management, Gantt charts, the whole package that came with that experience. That's great. Thanks for sharing that. So what would be your advice for women considering a career again, factory, and to sort of build towards this question point and your advice is gene, are we on the spot here? Whether you're male or female, doesn't matter, I'm going to do the job and do it. It's there's no efforts in our bay. As far as our brains go, most of us are physically capable of doing it. It's a good work, good wherever and hypersonic, which literally has great benefits. Join the team. That's great. Yeah, we're looking for third shift machine operators. So maybe you spoke to a couple on that moment to help them consider covering a boar. Christine, what's your advice for women considering a career? It is a lot different now than it was when I first entered the infection workforce. I've seen it go through a lot of cycles. Mike, first job in manufacturing was I was a seamstress in a selling factory or. Thank you. no, it wasn't by candlelight in the afternoon. It did. Now the lectures I've done that when I worked in shoe factory for many shotgun or moccasins. So things were a bunch of gyp for in those that ran things and burning these, it was much less likely for a woman to advance and succeed. There was a role for you and being a machine operator was not that well, the reader was not that world being a statistical analyst was not that. Being an engineer was not that role. So we've certainly ventured miles and it's great to see, but my advice would be thick, skinned and worn clubs. Eat your skin thick. Be ready to. Constructive criticism. You ready to change that constructive criticism and use it to grovel your bill gates and, and be yourself or them? Sure. Yeah. I would have only had that, you know, we all make mistakes, I guess, at least for me is taking ownership of those mistakes. And, and that's a big thing here out here. Well, thank you for that. I like the transition us to your insights into ownership. So the big question in the ownership world is what does ownership mean to you? Job security, to hear it. He Noreen rack because of that, this company operates differently than a public real company where they work to satisfy shop holders. I am the stock forward, so they're working to satisfy me. I don't hold a beat this word debt, but read. You know, I remember when I was a child, my father had a pension with the company he worked for, for science and in a publicly owned company that does not happen pretty much. You are on your here. And as our stock valuation and used to grow up. We're expanding in all the right ways. And I could hardly wait to eat, especially as I wrote three or words away, um, bring size doubting so that he could sit down, but I'm excited to hear the, you know, that's, that's my edge and that is my pension or fortunate, intense in a lot of other competence that will not be an option. And I most likely would not be considering retired. Very. Because I would have that level of security that I know is there at the end. That's great. Thank you, Dan, what does, what does ownership mean to you? Christian members security, and it's been up secure handling the job. They come to every day, the retirement part of that. Also a very big deal for me. I haven't come from the, with some family. We had a retainer package and now they had before with Canada, they go by the security and retirement are the two for me, but I appreciate your sharing those because you know, how do you talk about it? It's their daily experience. There's vocally job quality and jobs period, but an east is a retirement plan. It's great to hear you talk about it. That's the law, the long, long view. And I was looking at. Then CEO national center for employee ownership was the kid that they had up with. Some of the group I was working through a cultural version of the onboarding program is to help them try to get kind of hand drawn, what this could mean. If they stay at an employee of a company for the long term, I usually say seven to 10 years. We'll start to see that it really is. And the NCO data was that lay owners in the us had twice the retirement at some fairly dramatic numbers. When you start to get into that, we won't go here, but the idea that you can work hard, a company grow and be able to retire comfortably, all the retirees, their bias always is don't rely on just the shared. You got to live a certain way because. And we're on that 401k, you got buy used cars, it's sort of this universal for the ones, especially the ones that have retired early. There's this larger message, but it's been amazing to see what they get in return or dedication update for you have 34 bucks, seven, the hours you're you're out there, maybe one or two warriors. You know, the thing is that you can have this thing kind of job working justice, fire contributing just as much get just as much back and that satisfaction. And it is a public company. Yeah, there is there's there is no stock at the end of the, of the scenes. There is much worse job security because again, their VR purpose ambience, just the way it is, their purpose is to satisfy your stockholders. Right. And you're not that person. There's also the fear of a company going belly up. And the pension is. And it's a big issue now as well. Yeah. COVID has been pretty hard on the business world and there, there are some examples are employed and companies just haven't made it through share. The gratitude would be at a very successful company that plays a critical role for economy. Christine, if we can go back to something you mentioned that loved the CT, both, and we'll dive into it a little bit. I'll rephrase. It does apply to own, or her harder than a volun. And you go into that a little bit. Yeah. I don't know if it's harder, as far as it's more of a conscientious evaluation of that. I recognize wasted spend as an owner, I recognize wasted spending. I'm breaking nine. And, and worry about as much as anybody else sell the supply chain, your sheets we've experienced, you know, in the struggles that's put on our business and our friends and our coworkers and our coworkers strong, the assembler to. Nope, operations leader and everybody in the tool. I think that's, that's like the answer is I think not sure it's harder. I think it's just kind of a different Marine set. You're you're more, it's more of a learning, learning mindset. Yeah. Yeah. I threw that out there. It's not crisp and clean question and that's in just hearing. Well, it's true. What that means is very interesting and very insightful. I mean, it came to visually, it's the mindset of the individual seem a little too pure in that way, because I've always worked the way I've worked. I do the best job I possibly can for any job really take off. That means I got to try and put out 6,000 parts in a night. I'm going to do my best to do that. Talking print of the assembled. And I'm going to do shaving and like in my best to put on a play quality part. And that even goes back to the Woodstock. Whenever John lake took them. I did it to the best of money ability. So for me, that kinda was coincidental the ownership part or that kind of work 12 with the way I look at it, melds together individually, there, there are people out there that may not work harder. I think there are a lot of people who don't recognize the value. I really, yeah. I really think. They dealt with climbers thingy. What ownership is about and might affect how they work, that you can't get it all with human, that every bus, right. I asked the question because in onboarding ownership conversation, so we asked you that evolves over time, but. Just really interesting and kind of inspiring is suddenly asked during onboarding, we asked, we built our on boarding and kinds of around your question. What does ownership mean to you? How does your work and we're all in the back there. That's smart. And it's amazing to have people who three weeks before or weeks before starting to use. Can you help me with the benefits because I've never had. Yeah, that helped me understand the shares that don't have. They retire and then three or four weeks in, they write these beautiful statements, what orders that means to them. I want to add a little bit of fun and see if we can boil this down. If you had a forum with three blanks on it, and in this moment, and this morning you had to describe ownership and only three words. What would those words be? Number one, retirement word. Number two is security and word. Number three is festivals even invested in the company. Thank you. Do you have three? With all three labs. Exactly. Under emotion. Yes. That's great. Yeah. It's always interesting to see with people. We'll pick. And often after asking this a few days later, he'll come back around. Like, can I add a couple more? So I appreciate your willingness. What do you think is one thing that I prefer those Wells around ownership culture that you would want to share out. So you know, other, other peers in the world where you are that are listening to that. So it's something you think we do well, but they could consider using sort of the idea of helping each other out what community I think we celebrate. Feature of our own work dog, many number of visits very well. You know, I mean, Debra was like personal rev, two. It's exciting what we know the stock crisis coming out. We get a lot of good information for work finance boats with updates on the condition of. Which helps us understand where value is going to go between the economy and how work only acquisitions. It's always interesting to hear about the capitalization than the pursuit of more acquisitions. So I think those are some of the things we'd be. Um, Jeffrey does a great job sharing, gives his update trails and jewelry things phone. Yeah. So they think the delivery that's great. Do you need, is there something that we do around ownership that you'd want to share with other overs? Not just the celebration of our own. Look, we also celebrate the other company. Like king Arthur, you know, buy, they give us a nice of, we get the king Arthur Little cakes or what I work. So I think that's all a thing to share within the community and it gets it out there that there's more, more companies out there doing yeah. At heart. Cool. And gardeners. Why a lot of close friends nearby. Always, if you can work employee down and you can buy Lloyd hill, that can include co-ops. It makes a difference for our country. Dean, why should a woman considering a career in manufacturing, sitter working here? Exactly. It's all old to a really good job of working with genders in general. There's no exclusions. How going? Well, let's say, I would say just women, but anybody that's having an addiction just develops a community thing. Work. We bring rates. So I think we're, we're very good as you're confident. The state here that Dean mentioned the, where the early adopters that are recovery friendly workplace initiative. I don't know the numbers, but I know it's more than dozens of coworkers that we wouldn't have without the recovery from the program. That could be its own episode and discussion, but it's important buyer to the values out there and respect for the individual to the sides to you, and that you feel you can come in and be included for you. Christine advice for a woman considering manufacturing career. Why should she come here and work with them to get a fair shake and to get a fair shake, if you want to come in and build sales and you're motivated to do that. And you want to present yourself that such, that you will gain you have skills, then you want to bring them to a company that be more likely to recognize and reward them. You would watch from here because they will be racking nights rarely happens overnight. There are no guarantees in this light, but there are a lot of opportunities here that will crush it back. But you may not make. In your company. I appreciate it. I ask all the older daughter, Bobcat's give them a chance to Mo hiring further Aesop and why it's good to work there. And so it's a lot of clubs they hear both of you share that for hypothermia. I appreciate it. So we ask all of our guests to share it or EO aha moment. So it's not the first time you heard about employee ownership, maybe not even when you started to like it and you think of. Where you said, oh, this is going to be a game changer that you had a Neal upon that you want to share. And every book with the stock price announcement and the percent of crazy grow and getting closer to retire. But there'll be year that I've been here. As I watched that as I opened by certificates and see where it's at and every year it gets the percentages. Generous, you know, we are, you're near very, very good company with good growth. So our stocks that I'm, you're continually where idols. And like I said, as I get closer to retirement, I'm like, wow. Could that. Okay. You get a little less worried about the social security as you gotta run it in the morning and feel a little more comfortable over there. I am not going to be that 18 year old backer at the grocery store because I need the bird. Yeah. Awesome. Eight might be not because of money, but because I will continue to work at 10 by trees, I will be using video for this, that I'm smiling. The two of you sitting still, I just felt picture. All right. So Christine, you have an aha moment. So every time you see. I, yeah, like I said, it's like, like this and this too, especially like you said, the closer, the older I get, the more important that fellows. Absolutely. Absolutely. Do you need to have a particular moment or insight you can share? I'm really a moment other than. As you were standing, you know, the metal, the, my work ethic with the ownership culture. I take my arm when I actually get set to retire and see the benefit at the end. I would say the, because this is something that our company does is, you know, whether it be annually or every couple of years bringing in like crane, Baton council, the summer for tire and that kind of kitchens and being able to work with them and saying, okay, am I going to meet my. And for shorter and what that, that, and jaded onto my core one. So I would say knowing that I've begun to get to where I want to be when I retire is marina. That's great. That's great. Well, through this series to this podcast, back to order. Across the whole career span. And so we were talking the other day with Catherine Thurston, three three-year reviews, like six years. So it could be a very different answer, long alarm shit ads, but it's always been talking to worship. Folks have a, an eye on the horizon are proud of what they'd built up. And they're thinking about the distribution. It's always fun to see the smiles and the twinkle in the eyes, thinking of what that can add up to. So really appreciate your time, your insights, your friendship, and bringing some insight to being women. Third shift manufacturing and the beam over birds, and they'll all over. So I really appreciate your time. Thanks. They on the podcast and sharing your stories. Thank you. Thanks a lot. Appreciate it. Just want to thank all the growing food listeners for the owner to owner podcast, bringing voices of frontline essential employee owners to the conversation. So thank you very much. We'll look forward to speaking with you again soon. Take care. We'd love to hear from you. You can find us on Facebook and Twitter at EO podcast notes. This podcast has been produced by Brett Kiesling for the EO podcast network production assistance. I've Victoria Huerta, original music composed by max Kiesling branding and marketing by bitsy plus design and I'm bitsy.
