Blue-Collar BS

Brad Herda and Steve Doyle
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The age-old excuse "we can't find good people" is busted by two business coaches, Brad Herda and Steve Doyle. Blue-Collar BS features the top blue-collar business owners, thought leaders, and experts to share strategies on attracting and retaining top talent across ALL generations--including Gen Z's (and why they should not be overlooked). Blue-Collar BS helps blue-collar business owners like you build a business that'll thrive for decades by turning that blue-collar bullsh*t into some blue-collar business solutions. This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrp OP3 - https://op3.dev/privacy

  1. 6d ago

    3hr Scope Meeting WTF

    This week on the show we're discussing a real life example of how home service businesses operate when they don't have their systems dialed in. Without the proper CRM and real processes, you and your team are winging it. You're losing time and money while everyone's frustrated because they're not on the same page. In this example a large landscaping project was what the homeonwere needed. They called 10 different companies and only one called back. Those other companies lost money just by not having a process in place to return calls. What stands out in this situation are massive opportunities to streamline operations. Between a three-hour scope meeting, handwritten quotes, and communication happening through personal cell phones, there's clear potential to implement software and systems that would transform how the business operates. When business owners say cash flow is the problem, maybe it's time to take a look at a few simple things: Where are you spending your time? Are there some processes that could be automated? Is it time to let go of the old ways of doing things and update by bringing in software? Highlights Manual quote process means your team is never on the same page.Being the one who answers the phone is the simplest way to stand out make sure you have a system for callbacks.Operations are the foundation - everything else builds on that.Implementing a communication platform shows professionalism and streamlines communication so your team isn't texting clients from their personal phones. Get in touch with us: Check out the Blue Collar BS website. Steve Doyle: Website LinkedIn Email Brad Herda: Website LinkedIn Email This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrp OP3 - https://op3.dev/privacy

    3hr Scope Meeting WTF

  2. Jul 10

    Tradeswoman. Trouble Maker. TikTok Star. Brooke Laing

    Brooke Laing is a steam fitter and welder apprentice in her third year with UA Local 46 in Toronto. She's also the Chief of Strategy for the Sisterhood of Trades and just started her own podcast. So she's got something to say about what it's really like for women coming into the trades right now. The barriers are real. Women have to prove themselves in ways men don't. There's harassment that supervisors aren't taking seriously. And trying to find PPE that actually fits? Good luck. But the industry is starting to shift some employers are finally getting it. The flip side is that women are crushing it in the trades. Better attention to detail, willing to do the work right instead of just fast. And young women are discovering this through social media where tradeswomen are showing the real side of the job. Getting women into the trades isn't that complicated. Union apprenticeships are structured and solid. Networking opens doors. And having a community like the Sisterhood means you're not figuring it out alone. Highlights: Women entering trades face barriers like have to prove themselves constantly and dealing with harassment that goes nowhere.PPE that actually fits women is harder to find than it should be.Social media is how young people are actually learning about what trades look like.Union apprenticeships provide structure and community that matters.Employers who take complaints seriously and create safer environments are seeing the shift happening. Make sure to subscribe to Blue Collar BS where we talk about the things most don't want to talk about so we can help move the trades forward. Share this episode with someone who needs to hear real conversations from people actually working in the trades today. Get in touch with Brooke: Facebook Instagram LinkedIn Get in touch with us: Check out the Blue Collar BS website. Steve Doyle: Website LinkedIn Email Brad Herda: Website LinkedIn Email This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrp OP3 - https://op3.dev/privacy

    Tradeswoman. Trouble Maker. TikTok Star. Brooke Laing

  3. Jul 3

    Transparency Without Clarity Is Just Opaqueness

    A lot of younger workers are going through major organizational change for the first time. When leadership announces big shifts without spelling out what success looks like, they're left trying to figure it out on their own. They came in with their trust bucket full. But when the clarity doesn't show up, that bucket empties fast. The real problem isn't the change itself. It's announcing change without defining what success looks like. If people don't know what they're working toward, why would they get on board? They're just going to come in, do the minimum, and move on. Define what's changing. Be clear about what winning means. Set a date to revisit it. And then actually show up. Because people believe what you do, not what you say. Highlights: Younger workers experiencing organizational change for the first time have nothing to compare it to confusion and unclear expectations empty their trust bucket fast.Transparency without clarity just creates opaqueness.When leaders aren't around during change, people stop working as a team and start protecting themselves.Your actions tell the real story not your words. Make sure to subscribe to Blue Collar BS so you don't miss what's happening in the trades. Share this episode with someone who would benefit from knowing what works with a multi generational work force. Get in touch with us: Check out the Blue Collar BS website. Steve Doyle: Website LinkedIn Email Brad Herda: Website LinkedIn Email This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrp OP3 - https://op3.dev/privacy

    Transparency Without Clarity Is Just Opaqueness

  4. Jun 26

    Global Hustle, Local Lessons with David Hewitt

    David Hewitt is one of the first guests we've had who's led teams across the world - China, Europe, Asia, and North America. This gives David a completely different perspective than many of us would have. One of the starkest differences is how people view work. In China, people didn't mind hustling because it got them to a goal. In Europe, work hours are strict and asking someone to stay late is basically a non-starter. Very different perspectives. One thing David shared with us is that you have to learn that people have different definitions of winning. As a leader, you need to be clear about what that looks like, share it, and hold people to that goal. We discussed whether working from home actually kills innovation and if you can replicate team collaboration the way it would in an office. But on the flip side, many people are more productive working from home. Maybe a hybrid situation is the best option. The real question is what your business actually needs to win and how to manage a workforce that isn't backing down on wanting autonomy and flexibility through working from home. What matters most is being intentional about it. Define what winning means, show people how their work connects to that, and celebrate when you hit it. That works whether people are in an office or remote. Highlights: Ideas flow differently when teams are in the office versus working remote.Taking on a challenge is different than being in over your head.Regularly check in with your team on goals and hold each person accountable.Move away from tenure and focus on results the next generation won't wait 20 years for a promotion. Make sure to subscribe to Blue Collar BS. Share this episode with someone who needs to hear conversations about what's happening in the trades from people in the trades. Get in touch with David: LinkedIn Get in touch with us: Check out the Blue Collar BS website. Steve Doyle: Website LinkedIn Email Brad Herda: Website LinkedIn Email This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrp OP3 - https://op3.dev/privacy

    Global Hustle, Local Lessons with David Hewitt

  5. Jun 19

    Hope is NOT a Business Plan

    When uncertainty hits whether it's weather, natural disasters, or the unexpected how you respond reveals your leadership. We talk about what separates leaders who have plans from leaders who are making it up as they go. The difference between chaos and calm isn't luck. It's preparation. It's knowing what matters when everything else is falling apart. It's writing down who does what, what gets protected, and what the actual priorities are. Most leaders skip this step until it's too late. There's also a shift happening in what employees expect from their leaders when crisis hits. The old mindset was sacrifice everything for the business. The new mindset is having a plan that doesn't require that choice. Both matter and good leaders figure out how to do both. The real question isn't whether something will go wrong. It's whether you'll be ready when it does. And readiness starts with thinking it through now, before the pressure is on. The real question isn't whether something will go wrong. It's whether you'll be ready when it does. And readiness starts with thinking it through now, before the pressure is on. Highlights: Uncertainty reveals leadership prepare now or lead from chaos.Writing down your priorities and roles before crisis hits changes everything.Employees expect plans that don't force them to choose between family and work.The difference between panic and clarity is preparation. If you haven't already make sure to subscribe to Blue Collar BS. We would also appreciate if you could give us a 5 ⭐️⭐️⭐️⭐️⭐️ rating on Apple Podcasts this helps more people find our show! This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrp OP3 - https://op3.dev/privacy

    Hope is NOT a Business Plan

  6. Jun 12

    From Boss to Bossed - The Humble Pivot with Pat Riley

    Let's welcome Pat Riley onto the show this week. As an entrepreneur for years, Pat made a big pivot into working for someone else. That shift gives him a unique view from both the owner's and employee's side. This conversation challenged stereotypes we all hear Gen Z isn't lazy, Boomers aren't just selfish stock watchers, and bringing decades of experience into a new role doesn't mean you're stuck in old ways. Pat spent years owning and selling multiple businesses before transitioning into a sales management role. That transition from being the boss to having a boss required humility and finding leadership with values that aligned with his. He found both at Earth Development, bringing experience in building and leading organizations to his new position. We spend too much time labeling generations instead of recognizing what each one brings to the table. Pat's team is young and motivated by something bigger than just money. They understand the company's mission of keeping people safe in the winter. They care about purpose and community. Pat also talks about how he brought his AI expertise to transform a stagnant CRM system by simply asking technology how to solve problems differently. The college debt crisis came up when Pat shared his daughter's story about how her ideal college tuition just didn't make sense at over $200,000. The math didn't work. She ended up choosing a college closer to home which sacrificed experience but saved a lot of money in the future. Major employers are also starting to shift their requirements for four-year degrees. They've realized that many positions don't actually need one. Highlights: Young workers care more about purpose and being part of something bigger than just money.Pat's transition from business owner to employee required humility and finding values-aligned leadership.College debt has reached the point where $268,000 for a teaching degree makes zero financial sense.Major employers now accept two-year degrees because they've realized the traditional four-year degree isn't necessary for many positions.AI tools can transform stagnant systems when you simply ask how to solve problems differently. Do you want more honest conversations about what's actually happening in business and the workforce? Make sure to subscribe to Blue Collar BS. Share this episode with someone who needs to hear conversations about what's happening in the trades from people in the trades. Get in touch with Pat: Website LinkedIn Get in touch with us: Check out the Blue Collar BS website. Steve Doyle: Website LinkedIn Email Brad Herda: Website LinkedIn Email This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrp OP3 - https://op3.dev/privacy

    From Boss to Bossed - The Humble Pivot with Pat Riley

  7. Jun 5

    Decks, Daughters, and Dumb Decisions

    We break away from our usual educational episodes to talk about what's actually going on in our lives. Steve's daughter is graduating, Brad's rebuilding a trailer, and the roasting begins immediately starting with Steve's 40 yards of concrete project that never happened. Our conversation bounces from home improvement disasters to paint color debates (chartreuse with zebra stripes, anyone?) to what summer looks like when we're not recording podcast episodes. Brad's golfing in 31-degree weather. Steve refuses to shingle his own roof despite knowing how. We argue about whether Cookie Monster blue or lime green with pink LEDs makes more sense for a trailer. We wrap the episode with what's next for the show. We're thinking about an in-person event late 2026 or 2027, somewhere between Detroit and Milwaukee. We want to know what would get you to show up. What would make it worth your time? Highlights: We ditch the usual format for a conversation about summer plans and roasting each other.Steve's daughter graduates and heads to college.Brad debates trailer paint colors while Steve deals with deck repairs and roof quotes.What's next for the show: a potential in-person event if you want one. Let us know. Would you attend an event? If so what would make it a "Hell Yes" to attend? Email us your ideas. We appreciate you being here. Get in touch with us: Check out the Blue Collar BS website. Steve Doyle: Website LinkedIn Email Brad Herda: Website LinkedIn Email This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrp OP3 - https://op3.dev/privacy

    Decks, Daughters, and Dumb Decisions

  8. May 29

    This Gen Z Is Welding Her Own Path with Zoye Bryant

    The trades can't find people. Employers know this. Yet most are still ghosting qualified applicants and ignoring an entire demographic that wants in. Zoey Bryant's story shows both problems at once young workers getting shut out and women never making it past the application stage. Zoey dropped out of college after realizing she hated classrooms. Her mom suggested welding. She went to trade school, got her certifications, and then spent six months applying to jobs with zero callbacks. When a pontoon plant finally brought her in to learn aluminum welding on the job, she was outperforming 15-year veterans within two weeks. The talent was there. Employers just weren't looking. Hiring practices need to change if shops actually want to solve their workforce problems. That means calling applicants back, giving young people a real shot to prove their skills, and actively recruiting women instead of defaulting to the same hiring patterns. Zoey's experience at the pontoon plant proves the model works train on the job, test the skill, stop assuming experience always beats fresh talent. Her advice to high schoolers mirrors what employers need to hear: try it before deciding it's not for you. The worst that happens is failure. The best that happens is finding work that actually fits. But young people can't try if shops won't open the door. Highlights: Employers need a hiring system that includes communicating with applicants about where they stand in the process.Veterans and young workers both bring value younger ones just need the opportunity to prove their skills.Young people should try the trades if they're remotely interested instead of defaulting to college.Women bring just as much talent to the trades as men they just need employers willing to give them a real chance to prove it. Are you having a problem with hiring? This episode could be an eye-opener as to one of the reasons. Make sure to subscribe to Blue Collar BS for conversations about solving real workforce problems. Share this with anyone struggling to find good workers in the trades. Get in touch with Zoey: LinkedIn Instagram Get in touch with us: Check out the Blue Collar BS website. Steve Doyle: Website LinkedIn Email Brad Herda: Website LinkedIn Email This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrp OP3 - https://op3.dev/privacy

    This Gen Z Is Welding Her Own Path with Zoye Bryant
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About

The age-old excuse "we can't find good people" is busted by two business coaches, Brad Herda and Steve Doyle. Blue-Collar BS features the top blue-collar business owners, thought leaders, and experts to share strategies on attracting and retaining top talent across ALL generations--including Gen Z's (and why they should not be overlooked). Blue-Collar BS helps blue-collar business owners like you build a business that'll thrive for decades by turning that blue-collar bullsh*t into some blue-collar business solutions. This podcast uses the following third-party services for analysis: Podtrac - https://analytics.podtrac.com/privacy-policy-gdrp OP3 - https://op3.dev/privacy

Information

  • Creator
    Brad Herda and Steve Doyle
  • Years Active
    2021 - 2026
  • Episodes
    213
  • Rating
    Explicit
  • Copyright
    © Copyright 2026 Brad Herda and Steve Doyle
  • Show Website
    Blue-Collar BS