Blue-Collar BS

Brad Herda and Steve Doyle
  • 5.0 (10)
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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. 4D AGO

    Building Industry, Building People: The Apex Way with Ann Ensenbach

    Ann Ensenbach is back for her second appearance to share what's happened since moving Apex Group to the Carolinas. The company now has multiple locations and three divisions - manufacturing machining, research and development, and military armor products. What started as one smaller location turned into acquiring a company that was going out of business due to tariff impacts and dependency on outsourced products. Their loss became Apex's gain, allowing them to continue jobs and bring more opportunities to the area. Ann's focus is mass manufacturing with minimum runs of 5,000 units proving that high-volume production doesn't have to be outsourced. Five percent of everything Apex makes goes into a foundation supporting tiny homes for foster kids and scholarships for veteran groups. We talk about culture transformation when acquiring talent, why recognition tied to money works better than public praise, how tribal knowledge and assumptions slowly kill industries, and why leaders need to understand that people who don't feel cared for won't care about company goals. Highlights:How acquiring a workforce from a company going out of business requires clear communication about values and putting the right people in the right places.Why recognition programs that focus on cash bonuses and financial incentives work better than public acknowledgment.The biggest slow killer in industry lack of adaptability and tribal knowledge that assumes things can't change from how they've always been done.How mass manufacturing with runs of 5,000+ units can be done in America despite assumptions it must be outsourced.Why giving employees retirement contributions automatically regardless of 401k participation creates opportunities younger workers can't afford on their own. Make sure to subscribe to Blue Collar BS where we talk about the real gaps between generations in blue collar work and what it takes to lead across different age groups in today's trades. Be the first to hear conversations like this that introduce options you didn't know existed and challenge what you thought was possible in business. Connect with Ann: AAPEX 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

    32 min
  2. Why Private Equity Can Pound Sand with Matt Middendorp

    MAY 1

    Why Private Equity Can Pound Sand with Matt Middendorp

    We weren't aware of ESOPs before this conversation, and chances are you haven't heard of them either. Employee Stock Ownership Plans can drastically change how you run your business and transform the lives of your employees. Publix is one of the best examples of making their employees' lives better. Cashiers who may never make more than $20 an hour but stay there 20-30 years retire as multimillionaires because of employee ownership. Matt Middendorp helps business owners understand this transition option that most have never heard of. He started working at an ESOP company in college without knowing what it meant, but recognized the culture felt completely different from corporate retail. People collaborated and took ownership of problems instead of waiting for someone else to solve them. Matt Middendorp helps business owners explore this transition option. He started working at an ESOP company in college without knowing what it meant, but recognized the culture felt completely different from corporate retail. People collaborated and took ownership of problems instead of waiting for someone else to solve them. We talk about how ESOPs work, why they offer better tax benefits than other transitions, what makes a business a good fit, and how this approach solves problems for both owners looking to exit and employees building toward retirement. HighlightsHow employee ownership changes company culture when people take ownership of problems instead of waiting for others to solve them.Why ESOP companies grow faster than non-ESOP companies once employees have real financial stakes in success.The tax advantages that make ESOPs attractive for both sellers and companies compared to other transition options.What makes ESOP transactions collaborative instead of the combative due diligence process with private equity or strategic buyers.How long-term employees build wealth that solves the retirement gap many Americans face. Make sure to subscribe to Blue Collar BS where we talk about the real gaps between generations in blue collar work and what it takes to lead across different age groups in today's trades. Be the first to hear conversations like this that introduce options you didn't know existed and challenge what you thought was possible in business. Get in touch with Matt: Website LinkedIn Phone - 715-897-0879 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

    32 min
  3. Training Gen Alpha Isn’t Optional with Darryl Gratrix

    APR 24

    Training Gen Alpha Isn’t Optional with Darryl Gratrix

    Daryl connects manufacturing, education, and workforce development helping companies across Ontario, Canada prepare for the future of skilled trades. Working for over 25 years as a tool and die maker showed him that most people have no idea this career exists or where it fits into the economy and trades overall. That invisibility is why nobody enters these fields. A third of Ontario's skilled trades workers are over 55 and heading toward retirement in the next decade, and this pattern is likely playing out across the globe. Companies aren't preparing to transfer decades of knowledge to the next generation before it disappears. We talk about how technology like virtual reality and AI-powered training apps make learning more engaging while preserving what veterans know. The industry keeps fighting over the same small talent pool instead of expanding it by showing up in schools early. Young people can't choose careers in trades they don't know exist. Highlights:How new training technology makes learning skilled trades more engaging for younger generations.Why companies need better systems to capture and preserve knowledge before experienced workers retire.The talent shortage is a math problem expanding the pool matters more than competing for the same people.What shifts when companies move from informal apprenticeships to structured training approaches.Visibility drives interest young people need to know trades exist before they can choose them as careers. Subscribe to Blue Collar BS where we talk about the real gaps between generations in blue collar work and what it takes to lead across different age groups in today's trades. Every episode tackles the gap between what you're told should work and what actually works when you're running a business in the real world. Resources: Knowledge capturing software VR https://gpconnections.com/ Get in touch with Darryl: 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

    31 min
  4. Additive Manufacturing, Subtractive B******t Brian Hiatt

    APR 17

    Additive Manufacturing, Subtractive B******t Brian Hiatt

    Brian Hiatt started Dry Mountain unintentionally to disrupt the outdoor industry through additive manufacturing. He's solving real problems through small-batch production in an industry that hasn't truly innovated in decades. Growing up in a farming community in Utah and working as a handyman taught him to get creative and solve problems instead of waiting for someone else to do it. His mission goes beyond selling products he wants to onshore manufacturing, educate people about why public lands matter, and prove you can create quality gear in America at prices people will actually pay. We talk about how new technology can actually work with old traditions, why consumers need to be reeducated on price versus value when you're paying for better quality, and what he's building that could change how people think about outdoor gear. Highlights:Why real innovation in the outdoor industry stopped decades ago and got replaced by iteration and drop-shipping based on marketing metrics.How additive manufacturing and small-batch production make onshoring possible without requiring massive capital investment.The importance of believing in your product enough to be your own biggest customer before expecting anyone else to buy it.Why never stopping learning and asking questions that lead to more questions is the only way to actually solve problems.How YouTube University and self-teaching through trial and error beats traditional. education for people with ADHD and hands-on learning styles. Make sure to subscribe to Blue Collar BS where we explore how different generations approach work, leadership, and building careers in the trades. Every episode tackles the gap between what you're told should work and what actually works when you're running a business in the real world. Who do you want to hear from next? Drop us a message with guests you'd love to see on the show. Get in touch with Brian: Website LinkedIn Instagram Facebook 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

    27 min
  5. EP200, Not Our Best Effort

    APR 10

    EP200, Not Our Best Effort

    When we started this podcast back in 2021, we had no idea we'd reach 200 episodes with 133 amazing guests who shared their stories and expertise. The impact this show has had not just for us but for the guests who've connected with each other and the listeners we'll never hear from goes beyond anything we imagined. We talk about moments that stand out from previous episodes, the guests who made lasting impressions, and how relationships keep forming long after recordings wrap. The conversation shifts to practical risks businesses face right now. We are finding out about vehicle cameras are getting hacked and locking entire fleets until ransom gets paid. The conversation shifts to practical risks businesses face right now. Vehicle cameras are getting hacked and locking entire fleets until ransom gets paid. Massive CDL fraud was reported in Illinois and is going to have a huge effect on trucking capacity and supply chains. We cover what's working in hiring when you batch resumes and use screening questions to filter candidates before phone interviews. And make sure to listen to the end to hear what we're planning for the next phase of the show. Highlights:How 200 episodes with 133 guests creates a resource library where listeners can find solutions and experts for nearly any business challenge plus asking the professionals you're already paying means there's no reason to say "I didn't know".Why setting clear expectations about remote work and meeting participation matters more than rigid policies.The hiring process that works batch resumes, send screening questions, and only spend time on interviews with people who respond.How podcast connections keep creating opportunities months and years after episodes air. Thank you for being part of this journey through 200 episodes. If you haven't already make sure to subscribe to Blue Collar BS where we explore how different generations approach work, leadership, and building careers in the trades. Every episode tackles the gap between what you're told should work and what actually works when you're running a business in the real world. Who do you want to hear from next? Drop us a message with guests you'd love to see on the show. 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

    31 min
  6. Sewers, Suits, and Shit That Matters Lauri Rollings

    APR 3

    Sewers, Suits, and Shit That Matters Lauri Rollings

    Lauri Rollings worked as a lawyer for 20 years before ending up in trade associations completely by accident. A family member of a colleague was in need of emergency help with labor negotiations and she took the job not knowing anything about construction or apprenticeships. What she found surprised her people learning skilled trades while getting paid, graduating with zero debt, and making six figures with benefits. She couldn't figure out why more people didn't know this path existed. After running contractor associations in Milwaukee and Portland for a decade, she started consulting on leadership development because like many industries, nobody was training people to become the next leaders. We talk about why the biggest myth she fights is that young people don't want to work hard, how skills from unexpected places like video games or music transfer to trades work, and why asking different interview questions reveals talent that doesn't fit the farm kid stereotype. Highlights:Why the myth that younger generations don't want to work hard is completely false and comes down to individual values rather than birth year.Why asking better interview questions reveals how someone's background in gaming, music, or other hobbies translates to skills needed in trades work.Why older generations expect people to earn trust over time while younger generations expect to start with trust until they lose itWhy education systems did a disservice by removing hands-on training and pushing everyone toward college as the only path.Asking about best mentors or coaches helps people connect past experiences to workplace skills. Make sure to subscribe to Blue Collar BS where we explore how different generations approach work, leadership, and building careers in the trades. Every episode tackles the gap between what you're told should work and what actually works when you're running a business in the real world. Get in touch with Lauri: Website LinkedIn Youtube Facebook 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

    33 min
  7. Stop Setting Dumb Goals

    MAR 27

    Stop Setting Dumb Goals

    What happens when the push for more revenue becomes the primary goal but there's no plan behind it and quality takes a backseat? We walk through scenarios that play out in businesses all the time. Sales brings in volume without considering fit or profitability. Operations tries to ship more while maintaining standards without addressing what's breaking down. Owners point to culture problems when the real issue is conflicting priorities from the start. We explore how chasing revenue numbers that look impressive can hide profitability problems. What changes when the actual cost gets connected to the owner's bottom line, and why goals created collaboratively get better results than directives from the top. The conversation includes manufacturing realities like tolerance issues that don't stack up and why checking more always uncovers more problems than you wanted to find. Highlights:What happens when goals compete against each other and teams focus on documenting failure instead of pursuing success.How revenue targets without profitability guardrails create situations where hitting the number means losing money.Why showing the real dollar impact on an owner's take-home changes the conversation about competing priorities.What shifts when teams across departments build goals together versus receiving mandates from ownership.How high-volume customers can drain resources when you factor in the full cost of serving them. Make sure to subscribe to Blue Collar BS where we explore how different generations approach work, leadership, and building careers in the trades. Every episode tackles the gap between what you're told should work and what actually works when you're running a business in the real world. 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

    29 min
  8. Polygenerational WTF: From AI to Elk Hunting with Zach Hanson

    MAR 20

    Polygenerational WTF: From AI to Elk Hunting with Zach Hanson

    Zach did everything he was supposed to do went to college, got the tech job, bought the house. Then one day he looked around and realized he couldn't fix a single thing without calling someone. That bothered him enough to start learning skills on the side while keeping his white collar career going. What started as picking up welding and hunting turned into serious research about what happened to trades in this country and why people treat that kind of work like it's beneath them. When he was eliminated his tech position after 12 years and his savings ran out after 11 months, those side skills kept him afloat. Trapping and taxidermy paid the bills until he landed another tech role. COVID sped up what he'd already figured out being completely dependent on everything working perfectly all the time is a bad bet. We talk about how schools systematically got rid of shop classes, why looking down on skilled work makes no sense, and how learning to handle things yourself changes what you think you're capable of. HighlightsHow realizing you can't handle basic problems in your own life pushes you to learn practical skills even while working a desk job.Why education policy changes over decades systematically removed shop classes and created the skilled worker shortage we're dealing with now.The confidence that comes from learning hands-on skills carries over into everything else you do, not just the specific task you learned.How many people are quietly interested in becoming more self-reliant but won't say it out loud because of what others might think.Why the idea that white collar jobs are secure and blue collar work is beneath people turned out to be completely backwards. Make sure to subscribe to Blue Collar BS where we explore how different generations approach work, leadership, and building careers in the trades. Do you want to hear more stories like Zach's that challenge what you thought was possible and inspire you to try something different? We've got some amazing guests lined up! Get in touch with Zach: Website 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

    29 min
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5
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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
    203
  • Rating
    Explicit
  • Copyright
    © Copyright 2026 Brad Herda and Steve Doyle
  • Show Website
    Blue-Collar BS