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. It's great to have you with us. I'm Jesse Tyler. I work at Hypotherm a global manufacturing and technology company that has almost 2000 owners strong. I'm fascinated by ownership, culture and how being an owner impacts the daily experience at work. The goal of this podcast is to have owner owner conversations about a range of ownership, experience, a culture topics, bring more insight into the individual experience in ownership. There's a lot of use of we and us and the team. And this is really to learn more about the individual and the impact ownership has on their work experience. This series focuses on women and manufacturing to bring insight from women owners through our product value stream from design engineering. Global sales, operations, machine assembly, machine operators, shipping and leadership in almost all of the owner to owner podcasts. I meet the guests when we start recording this series is a little bit different that these are close friends that I've asked to share their story. So the first episode with these guests, we talked more about their experiences as women in manufacturing. And the second half of the conversation with Dominique Fernanda. And Kim, they delve more into their ownership experiences and how that's been for them as individuals. So this second episode, the guests are from sales and customer training globally. Dominique parody, who was a senior distribution sales manager in Quebec, Fernando Lemos, who was a manager of regional distribution sales and brands. Good. A cell team Lee, who was a manager of regional distribution sales in Europe and Kim Smith as a manager of commercial training coming from a long career in sales and HR and corporate improvement. So we hope you enjoy the conversation about their insights into ownership. I'd like to do, if your game is transitioned to employee ownership and what that means. And so for our listeners, Hypertherm is probably the 50th largest, a hundred percent employee owned company in the United States or one of the largest. Aesop's I think the average size is still around 200 to 250 employee owners at the average ESOP, the many out there we're one of the larger ones. One of the aspects of I put their mess a little bit different is that we have hundreds of coworkers that are around the globe. I think we're in 28 countries now and we have a global stock value. Which is something that I understand other Aesop's have come to us to. How did you work this out so that you could include your global owners equally? And so we are very excited to soon here, our yearly announcement of our share price. And it's, it's something I think, going to a ESOP conferences and getting to know more of the community, I've come to really appreciate how special it is that many years ago Hypotherm was able to extend. The benefit and the wealth building to the global associates so that we share equally no matter where we are in the globe, trying to move our company forward. So I just wanted to give a little context to our owners to this, and then encourage all of you as our conversation continues to really show. What ownership means to you. So let's start with Dominique. So how do you talk about ownership or employee ownership or associate ownership? How do you talk about ownership when you're out in the world and you're not around other owners? How do you talk about it? Well, of course owner means that it is your company. You have a little bit of it. So I think it makes a difference because when you're talking about something, they really feel that. You really know what you're talking about because it is a little bit of your company. So I would say that the message is stronger, especially if you're talking to an end-user and you're telling him that it is your company, that you are sharing the company with other associates that you are in. The research and development, you are sharing information to them and they are correcting some situation because they understand. And there's a two way communication between the factory and the field. They really see that it is a strong message that you're delivering for the company. You talk about it differently with your family and friends, or do you find you talk about it the same way I talk the same way? Yeah. Let's say it's, it's kind of like, you're very proud first of all, to be owner of a company. Like Hypertherm because to me I've been in the industry for 30 years. I've worked for other companies like a B Corp Binzel or large distribution companies, and the way Hypotherm works, they vary. Much care about us as employee, but also at end users, they never treat end-user like the cell is done and, you know, take care of your problem after you will be a customer of Hypertherm, but you will be part of a family with us for the rest of your life, that you own. That equipment. We will always care about you, even if you are a small PowerMax owner. XBR tree on 300 system. Everybody is being taken care of the same way. That's great. Thank you, Fernanda. How do you talk about ownership when you're not around other owners? And then I'll ask you if you talk about any differently with family and friends. Yeah. So I think first of all, I think it's usual. My body language that changes when I talk about this, because I'm so proud to, to talk about that. It's like, oh, let me talk about my company. So it's not common. People hear about companies that have the Aesop program. So explain these to people outside of the company. Always try to summarize with, we are all committed with the company performance because it's our company, I'm in the owner as well. It's not just about to do a great job in my, my role, but be committed, be responsible, feel responsible for the overall company performance and success. And I always repeat to the. From D couch that think like a customer worked like a hundred, because I think it's a great coat. So I think summarize a lot. And for me, the honor sheet means it's a combination of things. As I mentioned, it's responsibility than trust, and then the desire to do the best for the company. Everyday. When I say responsibility, it's about the responsible for the overall performance and results of the company. Not only my role. Or department, but because if I fail or if my team fails, the company fails and trust because everybody in hyperthymesia is owner. So we need to trust in each other that everyone is doing their best and taking the best decisions or perform the best as they can because we it's our company and doing the bad. Every day, it's like continuous improvement. That is part of our DNA. So I think these three things it's about ownership for me. It's it's about work with excellence. Thank you, goodness. For when you're not around other employee owners, how do you talk about a employer associates? Well, I talk about as a unique experience because it's now known as a concept in the region. It's the same for the friends and family. It's the same when I'm in the business environment. I need to explain what it is. I go over because when I came to Harvard term, I also didn't understand what it is. So someone in the company, I think from the Turkish team needed to explain how it works and how we do it under what's going to happen. Because they asked for the paperwork, you know, when you put your name and then if something happens to you who gets the shares, it, I was very surprised that it was the documents for why they're asking so many information anyway. So it's a unique experience for me. And while I'm trying to explain how it works and then. More pointing out how great it is to be a part of the family community, where you feel that you belong and you share responsibility, and you are just working here in the remote country completely far away from everyone, but as your own company, right? It's a, it's a unique expression. Great. Thank you, Kim. How do you talk about ownership with friends and family, with other folks that are not used to ownership with a lot of excitement and pride, but yeah, it's interesting because a lot of people don't understand, right? So you get those questions, but you don't make executive decisions. You don't sit on a board, you know, how can you really be an owner? So it's just a lot of talk about the culture and. You know, there's something that ties us all together as one big team that we've got these, this shared vision and purpose as an organization, that sense of shared responsibility that everyone has a role and that it means sharing in the challenge and also sharing in the reward. Then just being something that's bigger than, than just your role. That's great. That's great. Yeah. We tend to talk about ownership with what's your daily experience. What's your connection to the customer, your job quality, and then the potential for personal wealth building in the longer term with the, with the shares, which is a beautiful thing that it brings a smile to any owner's face. So I'm going to come back to Dominique. So I'm trying to ask this question of the four of you just as you as an industry. When I've tried to ask a few questions towards yourselves, you always bring it back to the company and to the we, it, which is wonderful. If you're really conveying the ownership, mindset and ownership values. This one, I'm really trying to ask all of you, you personally, what does ownership mean to. Well, a certain security that's for sure. You know, that you're building something that will stay with you. And when you leave the company, you're leaving with a little part of the company, you know, of course, you know, every day you work, you work for you, you work for your partners, you feel like you're a team, you know, a team it's fun because you're not alone. Ownership for me really means that yes, I own some. But I not owning that thing just by myself. And by knowing that I know that as a team, it's easier to get success. It's easier to get to where I want to be at the end of my career, because I'm never going to be. And I will, of course, it's going to be sad for me to sell my share, but I will be very proud of the amount that the share will worth when I retire. But yes, it's, it's for sure a security for me, for the future and for my children. That's the way I see. I see that. That's great. I appreciate it. And, and to make sure I'm sort of conveying, this is that we want to hear from you as women in manufacturing, but the larger goal of this podcast and the work doing this for Brett Kiessling, who does the Yele podcast network. Part of it is so that peers can hear you. Other women can hear you. Other owners can hear you, but, uh, uh, a stretch goal, if you would say, is. People considering what to do with their company will, and maybe considering employee ownership and selling to their workers. Maybe they hear a little bit of their, their worker in each of your voices. So that the dream is that you're going to help. This conversation will help. I was always very successful in every company that I've worked for. And I always stay with these company for only five years, because for me, there was never anything to attach me to these. And when Hypertherm offered me ownership like this, it made me realize that I could stay for that same company for the rest of my career ownership is that ownership retain good employees and a company that retains good employees is going to be successful. So that is what ownership really is. Great. Thank you, Fernando. What does ownership mean? Yeah, I fully agree with Dominic about security, about the sentiment. Be part of this big family committed with the performance of our company is like, we need to win. We need to produce great products. We need to produce great results. We need to transform. People's life when we need to shave Danes the street and we need to generate great customer experience because it's our company. There's no way to think about my Cielo, my team, my department. I need to do the best in my area, but I was so work. No that my working, but others it's like I enterprise thinking is just not enough to do well in your own area. It's necessary that we work together to our company. Be. Thank you. Good name? What does ownership mean to you? So for me, the first word that's coming to mind is commitment and taking responsibility because as I said, being removed and having my own territory here, let's say manage in terms of the sales and expanding a HyperTerm footprint in another country. I think that commitment and taking that responsibility and growing this business as my own is the key to success. Everyone, not only me, but I'm thinking about the whole organization on the second. I would say that I, from the first day, I feel like my voice matters. When I say something, people listen to me and that's also a great engagement to have in the workplace. I think, because usually when they suggest the work, you just go there, you do your work. And sometimes people say it's mine. It's not my responsibility. Go the other way. Right? So killing that my voice matters gives me great motivation, but a part of that, it will be again, the sharing part, how we share everything, how we carry it for each other, how we share information, how we share, trust, how we share money, everything. So that's the greatest parts. Yes. Thank you, Kim. What does ownership mean? To me, you know, someone already said belonging, but I think that's, that's something that really stands out for me. Just knowing that you're part of something bigger. It's not just a job where you're coming in, putting in the eight hours. There's just something else. There it's men, you know, lots of opportunities to grow, but also. The opportunity to drive direction and change, you know, and really step up because you know that it's welcomed and it's kind of expected a higher level of responsibility and commitment for sure. The security, you know, I really look forward to retirement and ownership. Secured my future in a way that I never thought was possible, especially thinking back to my, uh, like my teacher retirement program. And I compare maybe the portfolio of what I would have had and what I have today. I mean, it is an amazing, amazing gift that it's not just my future, but my family, my son. And I, you know, it, it means I work differently, right? Every decision, whether it's hiring someone or making a decision about a program or a customer, always thinking about the associates beside me, around the globe, you know, down the hall is what I'm doing. You know, how will it impact them? Is it something that adds value for the whole company? And am I acting in a way that's responsible for the whole group? That's great. That's great. So I want to start with you on the next question if you're game. So to be fair to all of you asking you to describe ownership in only three words, to be fair, two conversations about ownership, that can be a challenge for any, any owners and watching your faces. Apparently globally. This is a challenge is, is can describe ownership in three words. And the other one is, can you talk about ownership without talking about continuous improvement mindset? It seems to be, and I'm glad you're, you're, you're all smiling. It seems to be those two topics that are, ah, the difficult question. No, just that the find the right words. And it's like, Fernando Lord. Sorry. Yeah. Cause I have to translate that in my head now it's like, well, for our multilingual three of you, if you want to just use your. You know, you can use either of your, your French Dominique, or for the rest of you is just give the word and then just give some color to describe it. It's okay. It's hard for people to stick to three. Yeah, no, but you have to think about that. You can't just come up like this. There's so many describe ownership. Go ahead. Found on that. I have to think about that for me. Three words. I think I have mentioned this, but summarizing, I think one responsible. Second trust in each other's trust and third care, responsibility, trust and care. Alright, you did it. You succeeded in three words. Kim, you want to add yours? Yeah. And I spent a lot of time thinking about this, cause it's really hard to narrow it down, but I think for me, the three are together responsibility and citizenship. Nice. Can you say a little bit more about citizenship? Yeah, it's funny. Cause that when I, when I finally came up with that word, it was like, yeah. I mean, that, that's what captures it for me, that it just, it's part of being something bigger and knowing that every action and every decision, you know, you, you first run it sort of how it's going to impact you and then maybe how it's impacting your team. But then you always have that broader community. Am I doing things that are taking. All of the other owners that are part of this journey with me and I would expect them to do the same. Thank you. Goodnight. Let's give Dominique a moment Marta, to struggle with those three words. What three words for you to describe ownership for me? First one, again, will be the commitment. It takes the responsibility. Yeah. Takes the loyalty with itself. So it's first one commitment. Second one would be the sharing, sharing everything and supporting each other. And third one probably will be the belonging and motivation that comes with it. Very nice. I gave six or seven words, but yeah, you're all doing a wonderful job. Conveying that. So Dominique, we are back to. I'm going to say a word that all my customer always telling that I'm apparently sharing with them as passion, because when you are an owner, you have to be passionate about what you're doing. And I would say collaboration because it's a collaboration with. Of course, you know, every associate, but also I have a great collaboration with my customers. I wouldn't be that successful if it was because I have such a great relationship with my customers and users and channel partners. And I like what you said, goonie. Um, commitment is also something that I do. I have to find another word, then she didn't. No, you've you you've all come through and I appreciate it. And I was trying to set up the question with a little bit of humor, because it is not necessarily a very easy for, for, for passionate owners to answer. It's hard to dial it down, but it also. Bring it to life for people that are new to the topic. So I appreciate your, your sense of humor and your answers. And I feel relief now with so many words, not enough. That's great. That's great. So one of the things that we like to do is we like to ask the guests, their EO or their employee ownership, their EO aha moment. So it's not the first time you heard. Or even when you started to like, it, it's that moment when you were like a hot employee ownership is going to be a game changer. So maybe start with Dominique. Do you have an EO aha moment that you can share with us? Share with the listeners? It's hard for me to answer that question because I'm always ha. Every every, every year that we know, um, what's the share words on my block, but if I can say something that doesn't really have to do with this, I remember. Do you remember when we had that meeting in Hanover in the new building where the meeting you're talking about? I, my mind, it translated as like we've been bought by east. But it was on the east side, but it was Aesop and it was like what we have been bought by he up or we've bought these stuff and it's just like, that's the funniest thing. Say that I remember about a meeting talking about our shares, but every year for me is just like, and it is an excitement to do see how great we're doing. That's great. That's great. So I'll set this up and then Kim, if you want to add some, add your thoughts on that experience. And so for the listeners, one of our competitors in the plasma space, Is Aesop ye S a B. And at the time of that meeting, I was, I had moved out to Minnesota to the first of our two waterjet acquisitions and had a distant version of the same experience, where there was a slight catch in the audio. And the announcement was about going from partial ownership. The full ownership where the rest of the shares were sold to the Aesop, but it came through sadly like Aesop our competitor and add waters yet. They didn't fully did fairly recent acquisition. They didn't fully quite get it, but a couple of us were like, oh no, but I heard, I heard this story of the room that you were in Dominique. When many of you were in with all the salespeople, global salespeople were in there. And there was a very quiet moment. It was pure panic. I mean, the looks on the faces because literally what we heard is we've sold the remaining shares to eat them. But luckily there was a VP in the room who obviously knew the message that was coming, who was able to quickly calm everyone down. And no, no, no, that's not what she said. And then it went to immediate tears and people clapping and jumping up in. Yeah. Yeah. We have many coworkers that had that experience of being acquired and in very, very difficult experiences after with layoffs and things. And so it was interesting once it was corrected and it's still some folklore type thrown that was many years ago, that happened where you can have that split second, where you really appreciate the fact that you own your company. And that's not something that you're going to likely experience in your future. So appreciate the story. Fernanda, have you had. E, oh, aha moment. You can share. I have many, but the first that come to my mind is, is they started that the ladies are just sad. That for me was, I was, it got so emotional that day because when Evan announced they want a hundred percent employee ownership in that moment. What they could sell this company for another group or for another company for a lot of money, or even leave the company for the family, but now, but they are becoming the associates 100% honors. So in that mentality for hypertension do not lose the culture, the culture and the nature of the business. So I, I have tears in my eyes in that moment. So we motion that time. So I was absolutely fantastic. And that moment I thought to myself, that's the company that I want to retire one day. That's my company. That's my Hypertherm. So what was it really? That's great. And just another one very quick. It was the first time that I went to hypertension in us, in our headquarter. I think as when I just getting the beauty I saw in a wall, my picture like the international honors. So I was very proud of let's see, oh my God, I am in the wall honors of this company. So this is, was another aha moment for me. That's great. Good to hear that QA, have you had a, an aha moment with all. But before a hard moment, do I have the picture on the same world anymore? I want the picture. So yeah, for me, the moment was actually during my onboarding and HyperTerm, and it wasn't like one moment. It was plenty of moments when I experienced it, that everyone. So open to share, to support, to care, to give all, all the things that you need to, to, you know, onboard yourself in HyperTerm feel comfortable and do your job. That was amazing. And I hear from many people come to HyperTerm recently, they feel the same. So we have this tradition of welcoming people. Um, extraordinary. I think that was the first one. Second one was again during my onboarding, but it was in us. It was during them announcement of the Omax acquisition. And I think company was making an announcement and I was at the time in the logistics, I think I wasn't somewhere in the warehouse. And there was a group of people and someone was announcing that. Very interesting for me to see that just people, workers, everyone was demanding, asking for information about the acquisition. So it was like, well, they say how it will impact our financials. How will it affect HR? Everything about the organization, right. That I was very surprised that everyone is so involved and asking information and they're being provided by that information. That was amazing. Also for me. That's great. Yeah. And it was fun. We were together in that moment and we went out in our distribution center out on the, out on the floor. So we could be with the warehouse workers and all learn together. And it was, it was really funny how quickly the questions right away, you know, what does this mean? Is this good? So for our listeners, we Hypertherm is known for being a leader and innovator in, in plasma high temperature. Cutting for steel conductive metals, but has grown to software expertise. And then also with the water jet space. And when we acquired Omax, it was the us leader in a growing presence with a very, just an excellent company. And so it was a very big deal that we were joining forces and welcoming them to the. To the ownership family. And so that's a fun, that's a fun memory. And the folks that all Macs are very excited because this year they will be researched all be receiving the ones that have been there long enough are going to be receiving their shares. So there's, they're really gonna get to feel a bit of the Hypertherm. So that's a great one, Grenada. Thanks for bringing that up. Kim, do you have, you have some aha moment or moments that you can share with. I do I have to, if it's okay to share it, please, but you're you just actually made me think of another. I mean, there is nothing like the feeling of welcoming, a new hire that, you know, a year after their start date and congratulating them on their first day of ownership. That's a pretty amazing moment, but yeah, the, the couple that came to mind for me, you know, one is when we had the, I think it was a contest to come up with that H sot motto of think like a customer work like an owner and just realizing like standing back and realizing in that moment we had just created something. That built common meaning for over, you know, 1500 people around the globe and how powerful that was kind of breaking down those boundaries that we immediately had something in common that meant the same to all of us, regardless of what your job title is or where in the world. I think the other aha for me was learning. And I don't even remember when it happened, how many offers to sell the company had been turned down, you know, and I think about Dick and Barbara and just how selfless that they gave up the opportunity to make millions and millions of dollars, you know, for personal reward to protect the future of the company. And it was just such a wow. Better honor and carry on the vision they had for the work we're doing in the industry, but also for the way we're managing the company and protecting the people that, yeah, those are the ones that stood out. I appreciate your sharing that yeah. The, any successful Aesop and play on company that's charging forward is likely, deeply, deeply in touch with the founding foundational values. So you think of Dick and Barbara couch, Bob Dean, and the early days. And they were very. Very humble early days, but after eight years of overcoming obstacles and hanging in there, when there was the first, first time it was shared with the workers and that really set a tone a long time ago, that continues. And it's, it's neat to talk to other ESOP's and do these podcasts and meet other workers. And we all share that thread in the ownership community of what's, you know, the founding. Values are woven in and that's what keeps us going forward. You can grow and you can change, but if you get the values right, and you honor the best of the founding values and bring those forward. And so I think that's a great, that's a great couple stories for that. Dominique, do you want to add something? I just remember, because while you guys are talking about. I'm reminding stuff. And I remember that 40th anniversary, all of us under the tent. And then I was listening to Dick couch, giving us the story of his Ascension. And I was very, very emotional and I was very fortunate and I'm like, what a wonderful thing to, to be able to meet someone like him and be able to share a company with. Yeah. Great. That's great. Thank you for sharing that. So what I usually do on the owner and owner podcasts is give the guests an opportunity to promote their company and invite others, looking for a career and a job to join them. So it's, it's fun for me to, after all these recordings to be talking though old friends. At my ESOP. So I want to bring us back to women in manufacturing. So why should a woman considering a career in manufacturing consider working at Hypertherm? Dominique, do you want to speak directly to a woman out there who might be job hunting or hearing this podcast? Hypertherm never made me felt like I was a woman they've they really treat me like I was a person and all they were judging was my aptitudes to doing the job. And I was always measured at the same level as everybody else. So if this is what you're looking for, it's a great company. It's great. Fernanda. I would invite these women to spend like 500. With some of our associates in just see the passion in their faces in their eyes about the company. I think this body language of all the associated speak by itself and like this group, I think watch these podcasts that you got to be passionate about hyper time as well, because we could spend all the day talking about hypertension with a lot of passion. So I would say this, I spent some time with the associates to know more Hypertherm and cause here. Space to, to develop, to learn and to be successful in, to put in practice your own talents. Exactly. It's great. Good. A speaking to a woman considering a job at Hypertherm. I think I would say, um, respect for the individual. That is part of our culture. I think that's very crucial to, to have the, to Dominique's words, you know, you never feel like a woman, you are treated like a person that's very important and, and that brings you the opportunity to grow, which is, might be, it seems very simple, but it might be a challenge for a woman in a male dominated industry. So yeah. Thank you, Kim. It's hard to think of anything else. I mean, yeah. Clearly if you haven't picked up on the excitement and the passion for the company yet we've missed something, but yeah, it's just a special place, right? It's an exciting place to work. It's value-based, you know, we care about being the best for our customers and our partners, but as importantly, being the best for the people that come to work every day, just a really unique environment and culture, you mean. Really meaningful connections with people it's work that you can be passionate about. But most importantly, there are always opportunities to get involved and learn and grow, whether it's in your role or just as a human being, which is really rewarding. That's great. Well, we're almost at time. I know you have meetings and Dominique needs to get on the road for work. So just in the last moment, anything that we talked about, you want to share anything more or anything that I didn't ask you about that you want to share before we wrap. Oh it, get you on the road on time. All right. Well, really appreciate your making time and very busy schedules and being so open about your own experiences as women in manufacturing, working at Hypotherm being owners, like you brought some gradients. And hope that your families, your customers, and your coworkers and the ESOP community enjoys what you shared today. So very appreciative. So again, Jesse Tyler from the owner, the owner podcast, and we always love to finish with if you can work employee owned, and if you can buy employee owned and again, really appreciate it. Thank you very much. Take care. We'd love to hear from you. You can find us on Facebook and Twitter at EO podcast network. This podcast has been produced by Brett Kiesling for the EO podcast network production assistance by Victoria original music composed by max Kiesling branding and marketing by Betsy plus design and I'm bit.
