And now the 490 with Gretchen de.

Bakker might kill them.

And Kevin Mullin, Welcome to the 419 powered by GTE and presented by Wheatcroft Wealth Management.

I'm Kevin Mullin.

I don't know, Gretchen Packard's session today.

She is out.

Yeah.

What are you going to make up for her?

Just out in the show is the lesser for it.

So carrying on, in, her stead.

She has left some of her jewelry, so I'll be wearing it.

In memoriam.

The sheer volume of stuff.

She is filling this space here.

I don't know if this gets picked up on camera or not, but we've got a small area, in our microphones.

There's not supposed to be for this purpose, but, she's got some post-it notes for which she's never used.

Some lip balm or gloss.

Bomber gloss?

I don't know the difference.

Yeah, they're both delicious.

And she's filled it.

There's a little crevice here with all of it.

It is.

I've.

I've.

I had this conversation with my kids on a regular basis, and I think about this in my or my own organizational system of, like, do I need regular access to this?

Yeah.

Right.

And so you think about, like, so, like, are these things that she needs in the building.

Or minutes notice.

Yeah.

Second thing in the building.

Yes.

Right in the studio.

May be at arm's length at all times.

You cannot convince me.

Yeah.

Because nobody watching this show for the last six months has ever seen her apply one of these.

That's right.

On air.

Right.

And I've never.

I've received a Ronald McDonald House post-it note from her, but maybe we're all going to get those.

Yeah.

But the show is the lesser without her, we will try to carry on.

I we have both, let me comment.

I think on air that the show is at its best when Gretchen, is the most dialed in, which she is more often than not.

So, hope you're feeling better, but we will see you in relative short order.

And not, not ironic that, it's a wellness Wednesday.

And be with Gretchen.

She's unwell.

She's down for the count.

But, we got three shows left.

Yep.

And season one.

Take a break.

Come back for season two.

We've got a great show.

Our friend Megan Carcieri from work.

Spring is going to be here with us.

We're going to talk about all things wellness, and we'll talk about, just actually we'll talk about wellness Wednesday itself as well.

And I'm interested in, you know, Megan is I still consider new with work spring in, in relation to the history of the company.

But still putting her thumbprint on the organization and still really, getting a vision for what the future spring looks like, I think is a good idea as well.

I have a question for you, Matt.

Okay, so I have this is a ongoing, point of frustration for me, and I don't think I'm the only one that experiences this.

You should have it removed.

Okay.

All right.

Thank you.

Nailed it.

Yeah.

I don't know why.

I better go to go see a doctor for that.

No problem.

No no, no.

So where we live, The trash, has always been picked up on the same day because we moved from an apartment to a house to another house.

Yep.

All in the same trash pickup zone.

Okay.

So it has always been trash gets picked up on Friday morning.

Okay.

And inevitably, we fill the trash can on Saturday morning.

Yes, because that's when we finally have time to do the deep cleaning of the garage.

Or whatever project is happening that happens.

And so I'm curious, what is the best, in your opinion, what would be the best day for trash pickup Monday?

Yeah.

Monday is the best day, although I will tell you what you just described, but it happens to everyone.

I, I it it is a sad state of affairs when you're having this conversation, but people do have it.

We, it's also, I feel badly when I'm placing my garbage and other people's trash cans in the morning, like screwing around.

I don't know why that would matter.

Right.

But it is, to be dumping your garbage and so on.

But we all have that neighbor that is going to complain that you put your bag of trash in my trash can and somehow soiled the the container that is designed to be soiled.

If you looked at your window and saw somebody putting garbage in your trash can would annoy you.

If I knew them.

Not at.

All.

Yeah.

Okay.

If it was like a car that drove by.

Okay.

And did it, I think I'd be annoyed.

But the principle still the same.

So having it be an anonymous dumper would be.

Absolutely.

Yeah.

So I would say this like there's a the neighborhood Facebook page is always.

To be avoided.

About.

Yes.

Yeah.

But it's always complaining about like someone's like I saw someone put their, you know, bag of, you know, animal droppings in my trash can.

Sure.

Like.

Yeah.

Yeah, right.

Get it out of your hand.

Yeah.

It's not like you're wheeling that thing to the dining room table after disposal.

That's right.

I didn't throw it at your house.

I could have.

That's right.

Yeah, we had a we had a guy yell at us.

Whenever we go for a walk.

We the boys want to play football?

Yeah, sure.

And so we play a game where I'm all time quarterback.

They're the wide receivers, and every driveway is an end zone.

Yeah.

And so we'll finish this game.

It'll be 126 to 100 and 20 to 120.

And for the first time in us playing this game for six plus years, I had a guy yell at us for being, in his grass.

In his grass.

Yeah.

Yeah.

And I was just like, man.

So then.

So he.

He yelled at.

He yelled at us.

He yelled at the kids.

And I was just like, Lord, you don't talk to my kids like that almost, guy.

I believe it.

So now I take all of my trash to his house?

Yeah, I just in a driveway.

Yeah, sure.

Yeah.

All right, we're gonna take a break.

When we come back, we will chat with Megan Cassidy from work.

Bring It's Wellness Wednesday, presented by works break on the 419.

Support for the 419 comes from we Troll Wealth Management, where we understand that your financial path is personal.

Advisory services are offered through Capital Investment Advisory Services LLC, securities offered through Capital Investment Group member Finra and CPC.

More information at Retro advisors.com.

The 419, powered by GT is made possible in part by supporters like you.

Thank you.

Welcome back into the 419 powered by GT.

It's Wellness Wednesday, presented by our friends at Work Spring.

We're joined now by the top dog at work spring, Megan Carcieri.

Good morning.

We are closing out, the season here with you.

And you will not be receiving your five time jacket, but your close.

You're so close.

I thought I was going to get that in.

So I think so this is is this.

For.

This is for.

Yeah.

No.

This is three.

This is three.

But then we had you on last season.

You were on the end of season two.

Yes.

That's what this is for time all time.

Yeah.

Which is that is the that's the pinnacle.

Nobody has made it to five.

Because they usually kill themselves.

Speaking of wellness.

Yeah.

So it's a dope press.

Yeah.

Okay.

So first of all, thank you for this.

This, the last six months has been a real joy.

For me, I think for us to be able to tell stories and highlight topics across northwest Ohio that matter.

And that's made in part as, as you hear on every single program.

This is made in part by viewers like you and in this case, it very much is.

So thank you.

Oh, God.

It's.

We are really thrilled, that you asked us to be part of it.

And it's been a it's been a great, opportunity to talk about work spring, but also about what we do and our members and, the different things that they're doing in the wellness space.

So it's been a lot of fun.

I can't believe it's it's been six months.

Is that.

Right?

Yeah.

That's right.

All right.

So let's let's come back to wellness for a second.

But like wellness is not the only thing that work spring does.

In fact, I think it's a piece of of what work spring does that maybe people don't know about if they're familiar with work spring formally, the employers association.

What what other than we'll put wellness on a shelf here for a second.

What else do you guys do?

Well, we do fractional human resource work for our members.

And what that means is, we work with members of all shapes and sizes, all different industries.

But many of them don't have an H.R., representative on their team because they're smaller, midsize companies.

And so human resources or their people or their CEOs, working with them, or maybe it's a payroll clerk, somebody who doesn't have that HR background.

So we'll come in and act, in that role for companies.

And the other thing we do is employee training.

What I think is really unique, though, about work spring training is that we'll come to an employers location and we'll do training onsite, which is a great benefit because it's very hard to send your team somewhere else to get training.

Sometimes that's a good thing to get folks off site for a different perspective, but oftentimes it's just a matter of convenience for the employer.

And the employees come in to work and we'll do some training for them.

So that's the those are the three things that we do.

We do wellness, HR and employee training.

What are in the air space.

What's a common call that you guys are are getting from members saying like, help me help.

Yeah, like I gotta I gotta fire this person right now.

What do I do?

Yeah, hopefully.

You know what we like, a lot of times it comes, it's usually it's the end of an employment relationship is how they come into us.

Which is typical sad but typical.

And so we'll work through those things and and often times it's much easier.

So if you have a plan in place before you get there because terminations are difficult no matter what.

Yeah.

But I think one of the most difficult things for an employer who's very busy is to do the proper documentation, have the conversations along the way so that your employee or your employee is not.

You know, taken aback.

And it's just it's just it's hard when it comes to an end like that.

So, so from Workstreams perspective, what we like to do is we get in with employers and we we take a look at what their policies and procedures are.

And we can make some recommendations on how to do things better.

And certainly that's talks about you know, having a good onboarding and orientation process, making sure that you have training throughout the year, making sure that you're having conversations throughout the year about performance so that you're not waiting to the end of the year to talk about performance that might be lagging.

It's very expensive to bring on a new employee.

It takes a lot of time.

And but because employers I think are very busy, we are it's, you know, you get your new employee just wanted to get out there and get it going.

Right.

But you got to also put in the work so that they know what they're doing.

And part of the team and, you know, the money that you've invested in, the time you've invested to get that person there, is well spent so that they continue to work for you.

I guess that is the answer to the question.

I was wondering, like what audit looks like when you come in for a from a new client, but I think you just checked all those boxes for me out of curiosity, is there is there like a gold standard or a like a Bible that is going to go into, like who publishes material that, that, that you recommend or go to?

Almost every industry has, either an industry standard or resources that they say you can prescribe to this or subscribe to this, whether one is accurate, depending on the agency.

Is there a singular resource?

I know that works bring cultivates that, and curates that information and puts a human component on.

Right.

Because that's usually where the errors come in.

Right.

If we could just follow the standards given, we wouldn't need to anything else.

But is there are the resources in you in particular to when you wake up, we'll let a bed or God forbid, you have a moment to do some forward thinking or some searching.

Where do you go?

Yeah.

So I mean, I think what's great is, there are a lot of resources out there and HR professionals use Sherm or HRC.

These are like accrediting bodies.

Yes.

And so they're constantly, training themselves to make sure that they're using up to date and most cutting edge type, activities when we're working with our members.

So there are lots of best practices for me.

I've read a lot.

I read, I like to read different books, different accounts from different types of leaders.

And sometimes it's really just, you know, you have to there there are kind of prescriptive things you need to do.

So obviously documentation is important and making sure that your paperwork is in order.

And there are laws and regulations you have to follow.

But also it's about attitude and perspective.

And how are you as a person?

How do you communicate?

Are you communicating well, those types of interpersonal dynamics that that really matters.

Yeah.

You know, because you could have the best kind of outline of what to do, but if, if your style isn't working.

Yeah.

I mean, that's not going to work.

I have a question for that in I don't want certainly to get, candy, which you would never.

But are there some couple of red flags you mentioned, reading books and material?

We could probably all share this, but there are a couple.

Sort of.

I don't know if there are triggers in the definition that I'm familiar with, but when I'm reading something or someone I aspire to be more like, if I hear a couple things, I'm like, oh, God.

Is there something that registers to you almost automatically or something that is trite but true?

You know, I you know, I think that if if you are, if you're a really rigid, you know, that's.

Which I am, which.

You are.

And so you know.

What I do.

Yeah.

And certain industries, you know, you have to have there are rules and guidelines you have to follow to the tee because you're talking about safety and what.

Yes.

Right.

But in my industry and in, service industry and things like that, if you are kind of it's my way or the highway and then you impose that on your team.

I mean, you're not creating a great culture, for really for you or yourself.

The other thing that I've recognized as I've grown, through the positions that I've been in, you know, just having that years, helps you with perspective.

Be sure.

And, I mean, some of the things that I was more insisted on, when I was younger, I. Yeah, I don't sweat it.

I really try not to sweat the small stuff.

That's your thing.

Because there are the big things that are going to come up.

Yeah, but I mean, you can really get bogged down if you're going to, if you're going to like, look at all these, you know, if you're going to, if you sweat the small stuff.

I remember early in my career I was negotiating, a promotion and I gave up money to get more vacation time.

Yeah.

And immediately regretted it because in the role I was in, there was it was impossible to take vacation.

Yeah.

And it was like, why did I. Yeah, I was like, I, I gave up however much money to get another, you know, as.

I got engaged, as I got in.

Unicorns.

That's right.

That's exactly right.

Yeah.

But I think it's but that idea of like, you know, with, with age comes wisdom, with experience.

If you let it.

Yeah.

That's that's you let that come true.

Yeah.

That's true.

Yeah.

I'm also curious I, this is I talked about I usually in the staff my grass mentality admittedly but you know strategic plans last 3 to 5 years.

The modern workforce and this can display my ignorance.

People are working, are rarely having full careers worth a certain agency, or one organization.

I guess that's a better way to say it.

Yeah.

I'm curious, is there, is this a sign of health or what?

What are people who are in the know?

And I would certainly describe you and your team in this way.

Is that now something that is considered healthy or, or it's just the manifestation of, our modern culture, or is there something to be said for that, or is that just a in a fad?

Also seems like kind of a flip it way of describing it.

But I'm curious, is that a great way to look at things?

You know, when people 3 or 5 years, you should move on to something else, or ideally you should work for the same place forever in church, depending on the people in their culture.

But to your point, running an agency almost indiscriminately, the widget you make, were are supporting the widget.

Making, ten, 20, 30 years is a long run.

It is a long run, yeah.

Especially even today.

Although, you know, you've been at the Metroparks for.

Over a decade.

Yeah, it feels longer to them.

I was in public service for well over a decade.

Yeah, a couple decades.

And I think, if you work someplace that you really love, you're going to want to stay there.

Yeah.

And it's you're not necessarily looking for the next thing.

And you might also be in an industry that you that you love, but you don't have, there's no growth potential there for whatever your role is.

And so one thing that I think can be a little scary for folks who might like where they are, is taking the jump away from that place so that they can do something to get to continue to build their, their strengths, to continue to grow as individuals, that sometimes you have to kind of leave the nest.

Yes.

And that's important.

Well said.

And it's okay.

And it's okay to, to do that.

And you'll find your spot.

Yeah.

And, you know, because we spend our time working and.

Yes.

And so you should do something that you want to do.

Not everybody gets that opportunity.

You know, it isn't all unicorns and roses all the time for everybody.

But hopefully just my birthday party is.

Just your birthday party, which our fabulous.

Thank you.

Yeah, I would say the likelihood that a that a position and a person grow at the same rate over time.

And so I mean, the reality is every year there is going to be a divide in that.

And I think it's the manager's job to to connect that.

Right.

So it's if the position is outpacing the person.

Yeah.

Maybe training can be the solution there.

If the person is outpacing the position then you either need to move them to a different position or you've got to figure out how you grow their response to be able to keep up with them.

But, you know, I I've always been pro turnover.

Maybe it's because I'm largely unemployable.

And so it's like people like Kevin get away from me and I'm like, I'm going to celebrate that because it's coming anyway.

But but the reality is, like, for me, change is a good thing.

I've always viewed change as a good thing.

And so an opportunity for me to look back at where am I right now?

Even growth is a good thing, not change.

I think that's right.

Yeah, yeah, yeah I always describe it as change.

Right.

But I think the reality is yes.

Yeah I mean growth.

Sure.

And so this idea of like every, you know, three, four years, it's like all right, well what what do I want.

And if it's here great.

If it's not fine.

Yeah.

Well you know, not everybody loves change.

I mean, change.

Can get out of town.

Hard and and, you know, I see this.

We see this a lot.

Yeah.

Especially in the HR world, which I am not an HR professional, but, you know, I see it every day, and I understand that it's hard, but change is constant.

Yes.

One thing that I think is an important factor to keep in mind, just as individuals, no matter how much you love your job or how much you dislike, change, you have to continue to evolve in your skills.

You've got to continue to to learn, because eventually there's going to be a moment and it's going to be a very real moment where something is going to happen and you're going to have to adapt to that.

Yeah.

And if you choose not to adapt to it, well, then there's going to probably be one of two things that are going to happen.

And, you know, try to be as much in control of what that outcome is going to be or be able to, be in control of your own person in that sense.

But I would say, you know, always make sure and you don't have to wait for your employer to do the training because that might not always happen.

So but there are so there are things that you can do to learn on your own.

And there isn't a handbook per se for every single thing.

But I think like for me, I try to stitch stuff together to figure it out.

None of us have had a job, none of us here on the show today have had a job that they, punched out.

None of us.

And the upside of that is we genuinely care about what we're doing.

And I can say that, but it's certainly true of the two of you.

The downside of that is that there's this intermixing with who we are and what we are professionally.

So you have an off year at home, or rough six months, and it's weathered with your performance.

And I'm not suggesting that isn't true necessarily if you're making a widget.

And that's not to diminish widget making, but, they're coupled and separating the two.

I used to think about it or try to associate with, you know, baseball people just have off years, right.

For whatever reason.

And likely they might be injured.

But they just don't have it.

And that's a year.

It is really interesting conceptually to think of.

This too, shall pass.

Right.

So when stuff's really tough, this is going to pass.

The difficult thing to remind yourself is that's true.

And it's great also.

So that's celebrating the moment and certainly but I am curious as to the audit of self professionally and personally and sort of the boundary between the two, because if someone isn't performing, or at least not up to the way you think or have known them to do, and you think it's at home, there's only so much that you want to lean into that space, right?

Because you can't have that.

You have to have a culture of caring, but realize, because at the end of the day, it is somewhat performance based, if not really performance based.

And this is not meant to be a personal question, but you're such a, a warm, and welcoming.

And this is why you're great at this job.

But also practical.

How are these two things?

Put it together and solve a century worth of challenges here.

You've got about 30s.

So fire away.

I think all you can do is, you know, as an employer.

As an employer?

Yeah.

I try to make sure that we have a workplace that is, as flexible as possible, that folks feel comfortable they don't, have to worry about on Sunday night.

I've got to get in there Monday.

And for me, I, I like I recognize that life happens.

And, it's more important, if something's going on that, if I don't have to, I have that added pressure of of a certain work thing.

If I can release some pressure from that employer employee in that moment, I'm going to try to do that.

Not everybody can do that.

Right?

But, I guess it's just having that tempo on what's happening in the office.

Yeah.

Because, you know, when something's not right, of course, you can feel it.

And but there are lines that you have to respect.

So what we try to do is just make ourselves as flexible as possible, and, we provide, time off.

And also, you know, there are resources out there, too.

We make sure that folks know about it.

We're talking with Megan Cassidy from Work Spring here on a Wellness Wednesday presented by Works by.

We're going to take a break.

When we come back, we'll continue the conversation and learn about the future of work.

Spring.

It's the 419 powered by.

To me, community means connecting to others.

I'm Dani Miller and welcome to the Point I love.

Yes, yes, we're a community committed to education.

Discover new ideas, dive into exciting subjects, and engage with the world around you.

I would send them personally a. T shirt.

Crime doesn't Pay in the Old West and pass it on.

That's how we cleaned up the neighborhood.

Vision loss for people is not the end.

It's a story.

It's the next chapter that public media invites you to get out and play.

Days.

The 419 7 a.m.

on YouTube, 3 p.m.

on FM 91 and 6 p.m.

on GT connect.

It's the 419 powered by getting GT.

Where you come to watch, listen and learn.

Welcome back to the 419 powered by CTE.

It's Wellness Wednesday, presented by your friends at work.

Spring.

We're talking with Megan Cassidy from work spring.

And this is going to put you on this.

Okay.

Yes, this is going to put you on the spot.

I am adamantly against a workplace potluck.

What?

I don't want to be your.

I don't want your crock pot in my working environment and talk to you about your leadership.

Just eradicating this conceptually.

Oh.

Carol's retiring.

Yeah, or Jeff's leaving.

Let's everybody bring in the dish.

Like, I even hate that saying a dish.

Yeah.

Do you do you guys potluck at work?

Spring.

We do not.

Yeah, of course you don't.

We don't do the kind of cutting edge.

Don't do it.

Yeah.

The food we bring in.

Yeah.

You know and we have a Twitter has a wonderful array of wonderful, you know, restaurants that we like to showcase.

That's right, that's right.

People are in the business of making food.

That's right.

You don't you don't want to showcase, you know.

Carol's rusted crock pie and or mystery meat, and I just don't I hate that.

So what is the worst?

What's the worst?

Crock pot or potluck dish?

Let Jack, sloppy Joe.

I don't like sweet, sweet food.

Has a place.

It's at the end.

It's called dessert.

It's his own thing.

Sloppy joes.

Oh, Christ.

I don't like.

Fran.

And Joe's.

Yeah, by the meeting.

This ain't so good.

Oh, no week person.

I'm sure hers are great.

Yeah, but.

Yeah, we garbage.

We did.

So it's.

Always after you've had real food.

It's like if you've had meat on Wednesday, sloppy joes are coming down the river.

That's true.

It's.

Yeah, it's it's off Friday.

Yeah.

Thing that you make again with ketchup, is to be avoided.

Okay.

That's great.

We did a chili cook off, okay.

At Lord's.

And, like.

How'd that go for him?

Let me tell you what.

Well, that's too soon.

Okay.

I, was like.

All right, well, it's like, let's taste all of these different chilies.

And I was so glad I wasn't a judge.

Because nobody was watching me try them.

Some of them were very bad.

Some of them were very good.

What makes it better to you?

It tasted terrible.

Hasn't made it, but.

Yeah.

No, it was, it was running.

Yeah.

Okay.

And, like, the spices just didn't seem to go together.

Okay.

There was one that, like, I don't mind, like I'm a barbecue guy.

I don't mind like the smoky flavor.

Sure.

But I felt like I was, like, drinking a cigaret.

Like it was just so smoky.

Yeah, not in a good way.

Yeah.

And I was like.

Another good way was drinking it, too.

Yeah.

That's right.

But.

Yeah, but but it's.

And then it progressively as a week went on.

Yeah.

The chili cook off got worse for me because I ate 16 different.

Types of chili.

Yeah, yeah.

All in one lunch.

Yeah, sure.

That's a rough go.

Yeah.

That also I think it's difficult to engineer community.

Right.

So you have you have to you should do some of these things.

I feel like sometimes you feel obligated to do them, but forcing it is the is worse.

Yeah.

You use the word during the break and I think it's I hear it all the time with workplaces.

It's like oh we're up.

We're a work family.

Yeah.

And I, I, I don't know how to feel about that.

Right.

Like I, I genuinely enjoy the people that, you know, almost everywhere I've worked, I've really enjoyed the people I work with.

But I'm not one to say, like, because we're coworkers, we're friends, right?

Because we're coworkers.

We're now brothers.

No we aren't.

We're coworkers.

And we get along well.

We work well together.

That's right.

But we are not family.

And because if it came between deciding between my workplace and my actual family, there's no for me.

There's no debate.

But how do you balance that work?

Every time?

Yeah.

That's right.

And you have that.

But but how do you balance that of like, I want closeness, I want collaboration, I want people to care about each other.

Yeah.

Beyond like the.

Far.

Well, I mean, and let's acknowledge also that sometimes you do have, really wonderful friendships that come out of work.

I know one of my best friends I met at work.

Exactly.

So you'll find those relationships, it might not be your whole.

Your whole team.

But I think that, like, in a family, there are going to be dynamics and there's going to be some things that, you know, you don't want all your family members around all the time or whatever.

Who's the family member around at least?

No.

Just kidding.

That's a good point.

If I had to spend 40 hours a week with my family, yeah, I probably also I probably also be saying it's not a real family.

That's right.

This is this is my family.

Family?

If you're around all the time, you wouldn't have to have the reunion.

That's fair.

Right?

But I do think that it's important, you know, that everybody you should be treated with respect in the workplace and that, you know, you are going there to do a job and you're going to get paid for that job.

And so, I do think there's a compact that exists between the employer and the employee, and there are certain expectations on both sides.

Right.

That should be, recognized.

And, employees who are working, they should be paid, well and get benefits and to the greatest extent possible.

Right.

I think that's incredibly I mean, that's just a basic thing.

And I, I have always viewed that relationship as a compact.

And, it's very important.

And, and, it requires respect and it requires communication and understanding as well.

Employers have an obligation, I think, to make sure that their teams are well trained, and well care for.

And then in return, they will get, that day's work.

I think that your mom and your dad, and certainly others, can love you unconditionally.

There is a conditional, transactional part of work.

There just is that way.

Right.

And you want to cater to performers to make them perform.

That is somewhat cheating or falsifying to some degree.

And it does make it disingenuous.

That idea of care.

Yeah, I care about you.

The connection is made because you're executing on what our contract or compact is, right?

That's a that's a giant difference.

When, when cut to just down to the threat of it.

Right.

And I think that the your parents, or your family love you unconditionally.

There is a condition to the workplace.

And it's very difficult and I, it's, I mean, this was broadened over humanity.

People talk about how we've gotten soft culturally, right?

We talk about this absurd concept of the Greatest generation.

And I didn't diminish, defeating the Nazis by any means.

Right?

Of course.

But, to say there's a greatest generation with a dent likely said that the other generations are somehow less right.

More soft because we're talking about feelings.

But there is some truth to that as well.

It isn't this wide blanket thing.

But we're not robots, right?

We're not.

We're human beings.

You're dealing with people and all of it.

It's very hard.

It can be very emotional, and there's a lot of different challenges that go along with it.

And, you know, it's it can be it can be really a great thing.

It can be very, very hard.

And, you know, as an employer, you have to make sure that you are recognizing that and taking care of your team.

I do think there's something to be said for taking care of your child.

That doesn't mean that you're treating them like family, per se, but you've got to treat people well, right?

And I think it's important that, you know, when you say, take care of your team, I think, you know, naturally I'll go to money.

But the reality is people don't leave jobs that most of the time they're not leaving because of money.

A lot of times your supervisor has a direct relation as to why you're if you're going to stay or not.

And that's one of the things that we do at work spring is we do supervisor training because oftentimes supervisors get promoted and then they're expected to be a supervisor without any kind of explanation as to what that means.

Yeah.

And all of those new dynamics that come into play where they might have been plucked from the line.

Right.

And now they're supervising their friends.

That's right.

And they're real friends.

They go out, they hang out, their families are getting together on the weekends and whatnot.

And now your supervisor, you're going to tell them what to do, and you're going to affect potentially their livelihood.

Because if they don't do they don't fulfill their end of the bargain.

You, as a supervisor have an obligation to correct that.

That creates all sorts of things.

So we, we offer a whole series of trainings for new supervisors and, and folks who have been in the job for a little while, because you need refreshers, too.

You can, you know, you can kind of get worn down as a supervisor to your, your tolerance can get 100%.

And so we, we try to teach, good communication.

And how do you deal with conflict and, and all of those types of things that will help you succeed in that role as supervisor, but also help your team?

That's a fascinating thing to me about change.

You know, going back a little bit to our first segment is that you can't get worn down or complacent, right?

If you're still making the same thing or there hasn't been enough change to your point or enough growth, you know, so maybe the thing is, no matter how healthy, a career path is, every nine years, every ten years, every five years, you should go someplace else, because it somehow then forces you to sort of re up.

You're pushed into units.

I know I'm taking a very broad stroke from the financial portion of it.

Right.

Having a supportive family or loved ones, or having a different life change.

But, boy, every five years, it was a very difficult transition for me.

Because my early career, I was transferred with some regularity up to a, almost usually a different state.

And I had to sort of re up there.

It made me relearn the group.

It was a large group of people to manage.

The concept that I was managing was different when that was removed, and the day to day was like mine.

It was a very difficult after year three, I was like, what is going on here?

Yeah, yeah.

And I realized that it was because I wasn't made to grow or change.

I had to do it on my own.

And I don't know that I've totally, made an about face from that.

That has been a process for me to at least acknowledge.

And that took years.

Then why does it feel so stagnant in a board?

Me and this isn't because I'm, you know, so smart.

That certainly isn't the case for the board.

Me is a complacent me and then I get between my years and gets then that's tough.

Yeah yeah we're talking with Meghan Siri from work spring here on a wellness Wednesday presented by Work spring.

What's next for work spring.

Well we are going to we are really going to double down on our fractional HR in the next, in the next year or so.

And that is because, I think that it's a necessary and needed component for companies.

It's very much like risk management.

But you know, what?

I, what we find is companies who are small to midsize, they don't have I, as I was saying, they don't have an HR professional on staff.

And they may think I don't have 50 or $60,000 to pay somebody to do this full time because I don't need somebody full time.

Well, what happens when you end up in a spot and you've got to get rid of somebody and you haven't done those things.

Now you're looking at even more expensive.

Thousands of dollars.

Yeah.

So what we're, talking about doing is, creating kind of blocks of time where you can essentially, we'll come in and do five, ten hours a month for a company and just kind of keep them on the steady, on a good and narrow path, so that we can prevent those types of things from cropping up.

So I think that's an important thing we're going to be.

Doing, because by the time you need them.

It's too late.

You're, you're already going to be.

Yeah.

You're in a bit of a jam when that kind of happens.

And so having somebody come in and it's not any different than physical.

You know it's the physical wellness.

The workplace wellness is all the same.

Right.

By the time by the terrible, by the time you're laying on a table in front of a surgeon.

Yeah, it would have been really nice to have a primary care physician about six years ago.

I think the best thing that you can do is to make sure you have a very strong onboarding and orientation program, like that's a great first step.

And then make sure that you've got a very good performance management cadence, especially in those first 90 days with your new employee, 36 or 90 day check ins.

You're those are moments in the employee life cycle, if you will, where you're going to know if that employee is going to work out you.

As I said, you've already invested all this time and money to get this position and you had a vacancy.

You need somebody in this role.

So let's do the things that are necessary to keep them doing well and that your company is going to do well.

And from there, you know, we talk about what types of career progressions are there.

And there's just all of these moments, you know, beginning, middle and end, those three components, work spring helps employers with.

So I think we're going to spend some time talking to our members about fractional HR help and why that can make a difference for them.

People want more information on work spring.

Where can they find it?

Work spring.org.

Awesome.

Megan.

Thank you.

On behalf of all of us at WGU, thank you for supporting, public.

Thank you for supporting local.

For us.

I think it's made a difference.

And we hope, you guys are seeing that as well.

We're excited, for season two, as we continue to, to grow this partnership, and look to the next, the next evolution of this.

So we we appreciate you.

We have absolutely love supporting, the podcast.

And this is, this is it's amazing.

I'm really proud of you.

And this is it's a lot of hard work for you to do this every single day.

And.

But you're getting email message a lot.

Well, yeah, we can all see it, but.

We're looking forward to season two.

Yeah.

So thank you so much.

For that honor.

Megan.

Thank you so much.

All right.

I'm gonna take a break when we come back, Dorian Hooker is going to come talk to us about the African-American wellness walk.

It's the 419 powered by support for the 419 comes from We Row Wealth Management, where we understand that your financial path is pers advisory services are offered through Capital Investment Advisory Services, LLC, securities offered through Capital Investment Group member Finra and SIPC.

More information at Retro advisors.com.

Destination Toledo whether you're a local or a visitor, destination, Toledo invites you to explore the region and be a tourist in Toledo.

Find events, dining and things to do and visit Toledo.

Talk.

Work, spring HR issues and employee well-being.

Go hand in hand.

Work spring supports employers through compliance, training and wellness because healthy workplaces don't happen by accidents.

Learn more at work.

Spring dawg.

Toledo Refining Company, a subsidiary of PDF Energy Toledo Refining Company, is a supplier of fuels that keep our region moving.

Located in Oregon, Ohio, the refinery processes crude oil into gasoline, diesel, jet fuel and other petroleum products, and Tada!

Celebrating its 55th year of connecting Northwest Ohioans to their community.

More information@tada.com.

Welcome back into the 419 powered by GT.

It's well this Wednesday, presented by our friends at Work spring.

We're joined now by Dorian Hooker Dorian.

Welcome to the show.

Thank you for having me.

I appreciate you guys.

You've got, a couple of events that are coming up.

I see you've got some some door hangers there for black men's Wellness Day.

Tell me what.

What is this and why is it important?

Well thank you guys.

Sure.

One.

So this is an initiative that, originated in Columbus, Ohio.

This is where our, parent company is, and we have started to look at numbers with regards to mortality rates with, black men, compared to our counterparts.

And, you know, we have about a nine year, sooner mortality than others.

And so that is, you know, becoming alarming, or has been but now we are wanting to shine a light on that and make sure that we are helping men get health screenings, address their health and wellness.

On a regular basis.

And so sometimes that looks different for men.

You know, as men, you guys know, and it didn't matter what color, you know, we're going to be a little bit hesitant or we kind of just kind of shrug off some things that ultimately could end up being a big deal if we if we're not careful.

Is that is that what you think?

Is that what the data shows?

Makes up that that nine year gap is some of that stigma of not taking care of yourself?

Well, that could be a loaded that's a loaded question.

There.

There are there is definitely parts of that that that make that a thing.

But they're just they're cultural things that, that, men of color, people of color may experience that, you know, from a cultural perspective or food from different things that affect it.

So I wouldn't want to put, one set thing, but that is that is the thing is not being, up to date on knowing your numbers.

And that is a big phrase we use is knowing your numbers.

Sure.

I'm curious.

Yeah.

I mean, that is, from a male's perspective.

We are terrible at this.

I, I, I don't know if that's because either we're stubborn or there's a mentality that we just kind of lower head and work and then die, you know, I mean, I it is, you mentioned annoying.

That isn't necessarily defined, by race.

And I certainly agree, but it is identified by gender.

There is a gap between, taking care of ourselves.

Absolutely.

It's a it is a weird stigma.

I'm curious, how did you get started in this, like, your origin story?

I hate to ask something that sounds so trite, but you know what you have growing your beard.

As do.

Why?

So we're a primarily I mean, think about the same age, although you're aging much better than me.

But what?

Why is this become a bit of a vocation or a calling?

Those are my words, but they seem to be appropriate.

Well, you know, my journey has been.

My journey started from as early as, you know, being 13 years old, that started, competing in track and field.

And so that that's kind of been if you were my claim to fame is, track and field and, and competing at a high level and, being inducted into the University of Toledo's Hall of Fame, for track and field.

And when that happened, was at the time working at the YMCA.

And that was when it was the summit way downtown.

Sure.

And I was in, executive director there and the the, the Toledo, you know, Greater Toledo YMCA.

They really promoted that achievement of mine.

And it was it was quite an honor.

But then it started, letting me see that I probably had a voice that could make an impact.

And at that point, I began, starting a training and a performance training program called Pro Day Performance Training.

And helping and elevating youth and teens in the in the area of track and field and speed and agility and things like that.

And so that program just kind of blossomed.

And it was just in my, just in my wheelhouse.

And it was just a comfort.

I mean, it was something like what you guys do here, where you do it, it, it just it comes natural for you.

And so because I was always in that space, I started helping at young athletes and building young champions and things like that.

And as these days became more pronounced, then I started having more of a pull for, okay, you know, I'm getting older and I know that there's some things that I can offer to men of my age and older to make sure that we are staying on top of our health.

And so I got linked with this program a few years ago, and it was just it was perfect.

I had just turned 50 years old.

Yeah.

And it was just an enormous amount of responsibility myself.

Not dissimilar to the conversation we had with Meghan about, you know, the need for, you know, an HR professional in the workplace.

Right.

Like by the time you need them, it's too late.

Yeah.

You know, as I've, I found, you know, when I was younger, when I was in college and it was like, oh, I'm going to go run.

I could get right back into this, right with with no hesitation.

As I get older.

That is that snap is a joint.

Yeah.

That's right.

Yeah.

I just my hand is going to be sore for a week, you know, because I did that.

But like, as we age, this becomes harder and harder.

And so I, you know, I think about, you know, the work that you're doing, training athletes, certainly as you talk about, you know, youth and high school and college athletes, there's a difference there.

But as you, you know, you look at the two of us, Matt, and say, look, you better, you know, physical health than I am.

But but what do you know?

What are the things that you're seeing that you go, this needs to be a core piece of everybody's foundation.

Well, this has to be a core piece of everybody's foundation, because what you just said about him referencing to him being probably in significantly better health.

Well, I'm going to push back on that only because looks can be deceiving.

That's right.

And and one of the things we always talk about in this agency is knowing your numbers.

And we can look absolutely fine.

And our agency could be off.

Yeah.

Glucose levels could be off our sodium.

Different things like that could be off.

And now we are looking the part.

But that didn't necessarily mean that we are absolutely healthy.

And so getting down to the root and understanding those things, as all, all of us as men should have a good understanding of of some of our numbers and knowing when we go to a random health screening and somebody says what some numbers are, we should kind of get an idea of this is what my physician has been telling me.

And so, okay, I'm still in the place where I need to be or yes, I still got some work to do.

And so knowing our numbers are crucial.

I think that that answers the question I was going to ask you.

But just in case it doesn't, not everyone is the caliber of athlete you are, but where?

You got it.

I like where we get it.

Where?

But but step one indiscriminate of your age, health, race, gender.

Step one for everyone is what?

Step one for everyone is, I believe, a discipline of self-awareness.

Sure, absolutely.

Sometimes we don't want to know.

Well, we don't want to know stuff.

I mean, this is a thing with men, and I still struggle with it.

Sure.

Like actually wanting to go and say, you know, where am I at?

That is scary.

It's scary because, you know, we've seen, you know, people who who leave us probably way too soon.

Right?

And so, you know, I feel like in, in our society and culture, you know, there is a bracing every time you mention the doctor when it comes to men.

And so where and if, if I had to go to a foundational part of that, it comes from all of the pressure and things that we put on ourselves as men, and that is across the board with regards to what we're supposed to do, how we're supposed to show up, the, the, the things that we're supposed to take on and do it with a smile.

Yeah.

All while going into a whole nother part of it.

There's a lot of mental parts to that.

Sure, that that are, that affect us.

Yeah.

And so when we take on all of those things and the pressures of life that in society, what society believes men are supposed to be able to handle and, and just be able to work through that can affect start to affect our physical numbers.

And so the mental health part are are the root things.

And if those things and our thin and things like that aren't addressed, then those physical things come through.

Our body, I think, no, your numbers is a perfect way to articulate it.

Almost everyone's first step is going to see a primary caretaker.

And no, sort of you get your baseline.

I think that's a really powerful testament.

How we got some activities here.

Talk to us, walk us through the event on August 15th, is what and why is it so important?

So important?

Because it gives everyone a platform to say it's okay for me to get checked out.

That's right.

And because of what everybody's doing.

So now it doesn't look weird that I'm going because we're all going.

And so this is almost like a family affair here.

Sure.

And even and beyond that, there are also things that are offered for women.

As far as, I think they get some, some different screenings for, for different things with them as well.

And so we are offering things in some different spaces.

Even with regards to, to teenagers and physical examinations and stuff like that.

How many years you've been doing this?

Well, this is my third year.

And to be clear, in previous years I have been the lead coordinator on this event.

I have since taken a step back, and I'm now assisting our new coordinator.

And his name is Robert Langford.

Sure.

This is this is awesome.

We're talking with Dorian Hooker, with the African-American male wellness agency Pro day performance as well.

What what is your goal like?

What do you hope?

You know, what do you hope happens on August 16th, the day after this event?

I hope on August 16th, we, have men using a phrase that we use that that was the best.

That was the, funnest time I had at a doctor's appointment.

Yeah.

That's that's one of the phrases we use as well is come on out.

It's the funnest time you have at a doctor's appointment.

And with this event, there's entertainment.

You know, they're going to be vendors.

They're going to be, public officials that speak.

And, you know, we have, you know, a really dynamic, honorary chair this year and our superintendent, Doctor Duran.

Sure.

I mean, he's maybe the least well person I've ever met.

Yeah.

This is day that we had him on the show, the number of donuts he ate, then he on the commercial break.

I mean, he had.

No.

Yeah, that was that.

No, that is not seen it.

So.

Yeah.

So you know funny story.

You know, me and Doctor Duran, we went to the University of Toledo together.

He was playing football.

I was running track.

And after our careers at the University of Toledo, we maintained a relationship.

And we we worked out together for quite a period of time.

Yeah, together.

And so we bought some really good training habits and regimens off of each other.

And so he, he lets the pirate and he, he definitely puts to work in.

And so we thought that he would be perfect for this event.

Is there a when the lights went out metaphorically for your career, was it difficult to find out who you were, meaning you had been an athlete your whole life?

Certainly a student athlete.

But once your athletic career ended, was it difficult for you to sort of find a place?

It can be tough because and make no mistake, I mean, you know, I think I did well, but I don't compare to, to big time athletes on really big stages.

And that's where a lot of the mental component comes in, because you've heard people cheering for you for so long, but how do you react when no one's cheering?

That's well said.

And so with that, for me, for other men, you know, finding a place where we feel like we're making a difference is, is, I believe, the key to, you know, us continuing to grow.

And that is where, you know, what I do with pro day performance training comes in because now I'm imparting some things into young athletes.

And even after Covid, there has been a shift for me and I have gotten into more of the mental wellness space.

And I am I have been doing work more with what I call mental fitness training now with the athletes.

And so that's where now I'm bringing some mental components to our training and having you process what you're doing, why you're doing it, and pushing past some barriers and obstacles that ultimately will help you to be stronger mentally to overcome, you know, just the the, the ups and downs of being an athlete.

And then ultimately in our society, when, you know, a lot of the things in athletics are going to teach us how to be resilient in life, when we when we approach jobs and relationships and different things like that, that are going to be a challenge for us.

We're talking about Dorian Hooker from the African American Male Wellness Agency.

Black Men's Wellness Day is coming up August 15th.

So mark your calendar 7:00 Am to 12 p.m.

at Scott High School.

That is, come out, get checked, know your numbers as they say, get checked out, not checked in.

We didn't get a chance to get to, Gretchen's wacky quiz, so we're going to do it on social media.

So check us out the 419 on all social media channels to see Dorian Hooker do Gretchen's wacky quiz.

We'll take a break.

We'll come back.

We'll wrap up this Wellness Wednesday edition of the 419 every day when you laugh with us, you learned with us a neighbor.

We made sure your childhood with special memories that can only be provided by PBS.

And for generations, we've given you programs that made a difference.

Programs that entertain, inform and inspire.

And today is no different.

This is public media in Toledo.

It's where you belong.

Welcome back into the 419 powered by as we wrap up, a Wellness Wednesday edition presented by our friends at work.

Spring.

It's always wonderful to have Megan again in studio with us.

Absolutely.

What?

Certainly their contributions to this program over the last six months, are well appreciated.

I think as as we talked to Megan, you know, the conversation about wellness, is so important, but so multifaceted is the trend.

You know, we're not expecting.

Just like we show every every guest, to hit a home run with every single listener or every wellness segment to be like, that's the thing I needed.

But hopefully there was something that's.

Right.

Over the last six months.

And of course, appreciate Doreen Hooker being with us as well.

August 15th, black men's wellness day out at Scott High School.

Get out there, get checked out.

Not checked in, 7 a.m.

to noon if you missed any part of the show.

7 a.m.

on YouTube, 3 p.m.

on family 1 or 6 p.m.

on Connects channel 30.4.

It's the 419 powered by CTE, presented by Retro Wealth Management.

The 419 powered by GTD is made possible in part by supporters like you.

All.