Episode Summary
In this interview from the SCAC AIAG Supply Chain & Quality Conference in Charleston, South Carolina, Scott, Greg, and Beau Groover of The Effective Syndicate welcomed Feran Gupton of Apprenticeship Carolina to Supply Chain Now Radio.
Episode Transcript
[00:00:00] It’s time for Supply Chain Now Radio Broadcasting live from the Supply chain capital of the country. Atlanta, Georgia Supply Chain Now Radio spotlights the best in all things supply chain the people, the technologies, the best practices and the critical issues of the day. And now here are your hosts.
[00:00:29] Hey, good morning. Scott Luton here with you live on Supply Chain Now Radio. Welcome back to the show.
[00:00:33] We’re coming to you live today from the AIAG SCAC Supply chain and Quality Conference in North Charleston, South Carolina. AIG, the American International or the automotive? In the Automotive Industry Action Group and the SCAC is a South Carolina Automotive Council. May I ask you if you said it like two thousand times brains tired. Seventeen thousand two hundred fifteen time like Mick Jagger 3 1 in the words your own song. Well, great event here. This conference that this Supply chain quality conference in Charleston, South Carolina is dedicated to Ward Automotive. And we are meeting with an interview in many of the leading industry thought leaders that are participating. Big thanks to our conference broadcast sponsor the Effective syndicate for making our coverage possible. The EFFECTIVE SYNDICATE helps companies win by optimizing process and developing winning cultures. You can learn more at the effective syndicate dot com. Quick programming note. Like all of our series on Supply Chain Now Radio, you can find our replays on a variety of channels Apple, podcasts, SoundCloud, Spotify and wherever else you get your podcasts. As always, we’d love to have you subscribe to almost anything. So let’s welcome in our co-host today. You heard just a second ago. Greg White, one of our co-host and her co-host Cose at Supply Chain Now Radio Supply chain, tech entrepreneur and trusted advisor Greg. How you doing? I’m doing great. Thank you. It’s been great so far. Man, we are on a roll. We’ve had a series of solid interviews that begin with lots of passion at this conference thus far. And we’ve been able to kind of tap into there with our podcasts, Ambo Groove or founder and president of the Effective syndicate. And of course, co-host of our popular Leadership Matters series here in Supply Chain Now Radio. Bo, how you doing? If I was any better, I’d be twins, OK?
[00:02:24] That nut that is getting better. He’s getting better throughout the day. Just warm it up. You might be twins by the end of the day. Yes, man. I’d be a danger.
[00:02:33] I’d be a dangerous time. No, Greg. Greg and Bo, great to have you back here as we tackle an interesting conversation really focused on talent, which is such an important topic across in an supply chain. And we want to welcome in Fern Upton, apprenticeship consultant with Apprenticeship Carolina. You got it. A division of the South Keith Technical College System. Fern. How you doing? Different. Well. Well, we’d be here. We are excited to be here. We really enjoyed the warm up conversation prior to going live here and really admire what you do in this really critical area of our industry.
[00:03:09] Yeah, it’s absolutely a a hot topic right now. I mean, workforce is you know, it’s never really been that the prevalent part of. I guess the thing on everybody’s mind, you know, it’s something that always kind of took care of itself and now it’s just it is it is at the forefront.
[00:03:26] Well, we’re gonna do more of that in just a second. So thanks for carving some time out in what’s been a busy week for you and many of your colleagues. So for our listeners, tell us more about yourself and your journey to getting here to this point.
[00:03:39] Absolutely. So, you know, again, I’m apprenticeship consultant with Apprenticeship Carolina and I’m a South Carolina native. I grew up in Harts Ville, South Carolina. That’s home. Yes. Yes. Hearts Vegas. Hearts Vegas. Absolutely. And I went to Clemson University. And when I graduated from Clemson, I my first job was with C H Robinson worldwide. There is a key account manager mostly handling Class 8 automotive suppliers. So being at this conference, it’s a little like old home where it’s a little bit. Yeah. And I learned so much there, you know. And, you know, sometimes I’m managing 40, 50, 60 shipments a day. You know, as a third party logistics provider and learned so much about customer service, I had a wonderful mentor there. And he he’s a GM. I was in Columbia, South Carolina branch. And actually now I think he’s on there, Sato, Minnesota office. But, you know, did that for about six and a half years and then was looking for it. Well, actually, my family and Hartsfield reached out and asked me to move home and see if I would take over the family business. We used the hotel so complete complete 180 and I’ve done a couple of those in my career. I kind of joke that I’m a jack of all trades, master of none.
[00:04:57] And when I moved home, ran the family business with the with the intent of selling it. And so when we did after about three years and got the opportunity to really get involved in the community and decided that, you know, being in the public sector is where I want to be. So I went and got my masters in public administration from the University of South Carolina. While I was doing that, I had the opportunity to start working as a corporate recruiter at Sunoco Products, which their headquarters are in Hartsfield. Big company. They are. They are. They make the packaging for all of your favorite junk food. Bring you all the Pringles cans. I was always all over the place to Oreo cookies, that flexible black packaging. And but and then they make automotive components, too. They have a protective division. So I learned a lot there and I learned about how fun it was to help people find jobs. And so going into this economic development and working in workforce development with the technical college system, it was an opportunity that just presented itself and has been so much fun.
[00:05:56] You know, I’ve always found it interesting when folks in entrepreneurial ventures then join forces and work in the public sector because it brings such a well-rounded view. Yes. To serving industry and serving our communities. What have you, sir. I love that portion of your background. All right. Let’s talk more about apprenticeship, Carolina. Absolutely. What does the organization do?
[00:06:19] So Apprenticeship Carolina, we started in 2007 as the brainchild of the State Chamber of Commerce and Business and industry leaders. They saw the predicament that we’re in now. They saw that that the workforce needed their skill set, needed to be increasingly technical and that, you know, we had a lot of retirements coming. And so they commissioned a study out of that study. It was determined that, you know, apprenticeship was the answer and that we were best suited within the technical college system because the mission of our technical colleges is to serve business and industry to help train individuals that live in their service areas for the jobs with that business and industry. So it’s just been a natural fit. And, you know, apprenticeship, Carolina, what I’m tasked with is is working with employers to help them to develop and maintain registered apprenticeship programs. If you want to register an apprenticeship program in the state of South Carolina, you go through my organization. I have five of our counterparts across the state. We are tied to the technical college, a service area. Me personally, I cover Trident Technical College.
[00:07:25] So those three counties, the third largest college also is.
[00:07:28] It is. Yeah, I was. I learned that too. I was surprised to learn that, too. It’s when I when I took over the service area and it’s and they do so much here and have such a great impact on the community. It’s an impressive campus. It is. It is. And then so many of our and what’s been so fine is seeing what all of our technical colleges do within their communities. I also work with three Georgetown Tech. So, you know, Grand Strand area. I cover Florence Darlington Tech, which that’s home. That’s fun. And also Northeastern Tech. So I’ve got the PDA kind of grand strand in the Lowcountry. So it’s big service area, but it’s fine. I love being able to work in like a big urban area and then also being able to work in some of the rural areas.
[00:08:09] You also have that is a minor league baseball team, minor league hockey team called the PD prod.
[00:08:14] Jerai. I ring a bell. So you’re asking the wrong. All right. So I do remember that I think I remember a long time ago like going to something at the Florence Civic Center. Yes, maybe. I always loved the always left high school, but I I don’t know.
[00:08:30] So I always loved that one. And now down in Savannah there, my team is called the Savannah Bananas. A marketing genius, I reckon. OK. So let’s talk if you FIFO Fanta. That’s right. You mentioned the predicament that we’re in in planning your last response.
[00:08:47] And you know, it’s interesting how this is such a common thread in all these conversations we’ve had. And I think we’ve published now over 160 podcasts and the predicament that you’re alluding to, this talent gap. This this war for talent, this this industry is fighting for talent and the type of talent unlike ever before, especially in this global business age where Supply chain has a see the table and is so important more so than ever before. You inaugural. So to put your spin, we say predicament that kind of is it. Tell us more.
[00:09:22] Yeah, it’s absolutely a a predicament that we’re in with with workforce. You know, we have a lot of retirements coming and a lot of this institutional knowledge that is if if employers don’t capture it. You know, they’re going to lose it. And so an apprenticeship is an effective way to to do that. You know, we work with employers to help them kind of figure out where the gaps are in their organization, where they either need to up skill or recruit new employees and then develop a plan of all the different areas. They would want someone to be fully competent and by the time they finish their apprenticeship program. And then, you know, we work with them to figure out what the best. You know, education, because every apprenticeship program, you know, you have the on the job training. But the second component is the job related education. And 60 percent of the employers that we work with utilize our technical colleges and as that education partner. So we work with them to figure out, you know, and lot of times bring our college and to help them figure out what that education is going to look like.
[00:10:20] And then third components, a wage progression. So say someone starts off as a forklift operator, operator at ballparks. But twelve dollars an hour. Yeah. Well, as they’re showing growth on the job and shove meeting those competencies, as they are completing whatever required education there is, they’re going to see some kind of increase in their pay. The employer determines what that looks like. And at the end, they have the opportunity to earn a national credential from the Department of Labor. There’s also a tax credit that’s available to employers here in South Carolina. It’s a thousand dollars per apprentice per year for up to four years. So that’s just a way that the state is trying to a lot of why the state is trying to say encourage employers to to invest in this way, because it’s it’s a proven effective way of retaining and growing your workforce. And I think the fact that so many of our German companies have been so supportive of this here in South Carolina, that’s been a big help and growing it even more good for all parties.
[00:11:19] These type of Lu programs. So you described a lot of what you’re doing. Anything else, really? So it sounds like to me that if you’re interested in going through any of those aspects, like solving the talent equation for your company, come out.
[00:11:34] Eleven hundred different apprentices, all occupations. So now if you have a need, I can I can work with you. I’ve done cybersecurity. You know, I’ve worked with some, you know, Logistics companies to develop programs. I worked with a trucking carrier here in the Charleston area that was wanting to recruit some, you know, CDL drivers. And it was tough. Yeah, it is that that’s definitely I would say the biggest what we’re hearing over and over again, we need more drivers. South Carolina Trucking Association, you know, we have a good partnership with them and we’re always hearing trying to figure out ways that we can help continuing to fund that. I know that Florence Darlington, tech in particular, you know, they’ve been working to try and find more CDL training. They have a program at their college.
[00:12:22] And, you know, you know, this event is taking place in motel in a truck driver appreciation week.
[00:12:29] I did not know that that this week. Siplon driver.
[00:12:32] Well, you know, unfortunately, I think a lot more of industry should know. Right. It is such a taken for granted role. I absolutely is. But going back to some you said an episode or two ago, despite all the changes in Supply chain, at the core of it, things still have to get from here to here in truck drivers. Big part of that. Big bring it. Big part of it. Yeah. All right. So literally. Yeah, but huge. So let’s talk about this. Let’s switch gears here, because you got a lot going on and a very hot component. Again, a the much needed is keeping folks up at night, keeping business leaders up at night about how to solve this town equation. Right. A. And not just solve it, but also as an industry get more folks in in the industry. Right. But let’s switch gears. Let’s talk about this event. So what brings you here to the AIG SCAC Supply chain Equality Conference?
[00:13:32] Well, later on today, I’ll be leading a panel discussion. I’m really excited about it. Tell us more of the three panelists. We’re going to have our representative from Bosch, our representative little sorry representative from it gets all of this from Scheffler. They are there and also a representative from VTR Precision. So all automotive suppliers and in particular, you know, retail, they have a wonderful they’re smaller, midsize, you know, manufacturer here in the Charleston area. But they have some really robust apprenticeship programs, both youth and adult. And, you know, Scheffler, you know, they. And Bosh, I’m always hearing kind of conflicting things about who’s had the longest standing apprenticeship program here in the state. But they here in South Carolina, they are the gold standard. And so I’m really excited about having the three of them on the panel discussion today. It’s it’s it’s it’s it’s really going to be able to have the brain of the jerai.
[00:14:34] Does it get it resolutely? Yeah.
[00:14:36] So Jeff, Matt and Betsy. Yeah. Yes, chef. Florida Jerai Homes. Matt Doll. Jeff Combs with Bosh, Matt Dahl with Scheffler Group and Betsy Cross with PTL.
[00:14:46] Terrific. So they’re going to they’re going to share some of their secret formulas. Yes. How these things have been working.
[00:14:51] Yes. Outstanding. And that’s the best way is to is to have these employers come and speak about their experiences. You know, they can tell that that story better than anybody else.
[00:15:01] Do you find that the sharing of ideas and best practices is more prevalent now versus, you know, not not too long ago where folks wanted to keep it within the four walls? Do you find it? Business leaders will are more willing to share some best practices these days?
[00:15:19] Absolutely. I think they have to be and I know, you know, recently Volvo cars, you know, they’ve registered an apprenticeship program. And I know that Bosch was you know, they looked at the model that Bosch has in place and said, you know, we want to to model ourselves after that. And I know that Bosch was very open and helping. You know, so many of our employers are so willing to to help and want to implement this this program as much as they can, because honestly, you know, they they don’t want to see the poaching and the back and forth. You know, they want everybody to retain the employees within their organization, build that culture, and and everyone succeed. I love that you love it.
[00:16:00] All right. So what are you. I know you’re clearly you’re excited about the panel. Sounds like you’ve got a great panel teed up for later today. Later today, right? Yes, three o’clock. Three o’clock. But what else are you looking most forward to about this event this week?
[00:16:14] I just always love the networking opportunities. I’m just meeting people and learning more about what they do. I think that’s kind of when I get into these these kind of events, I have my old recruiter hat comes on and I’m like, what do you do? You know, tell me about your organization. You know, I just I’m very curious. And so and there’s so many times where, especially in my role working, I work not just with manufacturers, but with hospitality, health care. And there’s so many times where I’ll meet an employer. And just in my discovery process of figuring out their needs, they will say, you know, they’ll just share. And then if if I have a solution, I can bring to them it based upon networking that I do here. Then, you know, that just works to build that relationship. And that’s that’s so much of what I do is relationship building.
[00:17:01] Absolutely. So first along those lines, what are one or two of the trends that you’re aware of or that you’re watching across the industries that you’re involved with?
[00:17:12] I would say, you know, again, we are definitely working to to target and want to grow apprenticeships within the Logistics. You know, and transportation supply chain industry, you know, trying to develop more forklift operator, you know, warehouse manager, apprenticeships, more CDL apprenticeships. You know, it’s it’s something that’s not going away. You know, we’re going to see more retirements on, you know, the data, you know, is saying that. And so really, it’s trying to get our message out there about what we do and how we can be how we can assist these employers with with developing these these ways to train and build a pipeline of employees. So I don’t see I don’t see that going away. I also see cash kind of in the hole, transportation. I mean, diesel mechanics, you know, like you know, that that’s that’s a tremendous need, you know, to make sure this this equipment is is moving and. There’s there’s so much potential and supply chain, you know, area and quality technicians, too, you know, that’s a part of. You know, I’ve a lot of employers that I speak with, you know, they want to develop quality technician apprenticeship programs and said that’s I’m gonna see our bread and butter is really been maintenance. A lot of maintenance, you know. You know, healthcare, apprenticeships. But I definitely see supply chain that continuing to grow. And, you know, my organization, we want to be prepared to kind of have the have everything ready to go from when that employer meets with us, because typically what we’ll do is we’ll have these sample outlines. So we’ve already put together for an employer that they’ll be able to customize to fit their needs. So and I know that’s something I did recently and I put together kind of a broker. A broker. Atwan. Really? Yeah. You know, we have a CDL out on, you know, that week and then then an employer that just gets you started and then they can customize it to fit their culture, their needs.
[00:19:19] A production engineer outline. We’re currently recruiting. We we are currently. Oh, yeah. When you say production to you. Yeah. Well I don’t video. I’m just kidding. I don’t know that I do, but I certainly can. Well, you strike me as someone that if you don’t have it, you can find it. Yeah, fine. I’m going to put myself into a deep hole and I will work on it. So, yeah, I admire that.
[00:19:41] We need folks and leaders like that that are solving one of the most critical challenges to the industry, which is talent.
[00:19:47] So I appreciate that. And it’s such a fun, happy job. Like there’s no negative. And you know it coming in here, like I am working with employers to help them develop pipelines or to figure out and Lu work with employers to help them figure out a way to develop their employees and help them to make the more money and move on and stay in their jobs and or increase their attention like it’s it’s a win win across the board. Love it.
[00:20:13] So the reason that your job is so fun and so important is because we are in the middle, literally. I think if you’re looking at it technically in the middle of the greatest generational change of our time, possibly in the history of the planet. Right. Baby boomers are are leaving the workforce at ten thousand per day. So we we have to backfill or otherwise fill. Otherwise fill those types of jobs. Right. Technology is a big part of it, obviously. And you have to upscale people to deal with data and technology. And I mean, it doesn’t matter what job you do these days, it is impacted by by some sort of new technology. So with that as a backdrop.
[00:21:00] Nice, huh?
[00:21:03] So think about, you know, bold predictions for the future.
[00:21:09] Bold. What do you think? You know, my bold prediction would be that this situation, this workforce situation we’re in, it’s not going to get any better. You know, it’s something that if you know those, you know, economies, they go up and they go down. But but based upon, you know, just the numbers of retirements, you know, employers need maintenance professionals and they need they’re in need. Truck drivers, you know, and this is something that regardless I mean, it’s it’s just not going to get better. And so and the employers that are proactive and developing these apprenticeships and working to develop these pipelines are going to be the ones that are ahead of the game. And the employers that are developing relationships with their local technical colleges are going to be the ones that are ahead of the game, telling them, you know, all the colleges have advisory committees that that they can sit on so that they can tell them what their needs are or where what training that they foresee. You know, if and if the colleges don’t get that feedback, then they’re not going to have the programs in place. So and they they’re there to serve the call to serve those employers. But if employers aren’t engaged, then, you know, then then they’re not they’re not going to have what’s there that’s needed.
[00:22:21] Right. And the boys aren’t engaged. They’re not going have engaged employees. Exactly. And Bo, I know you’ve talked about that a lot, because if you look at any study, the vast majority of the at least the American workforce populace is is disengaged jerai.
[00:22:37] It is according to Gallup. And this is 16 years in a row, I think now that over 70 percent of the American workforce is either disengaged or actively disengaged. And I heard a great quote. I’m sorry, can you repeat that?
[00:22:49] I wasn’t listening because you’re disengaged. Greg, turn off his microphone.
[00:22:56] A great quote the other day that said your customers experience will never exceed your employees experience. And so there’s such a crucial it’s not just finding recruiting and retaining talent, but what kind of situation are they in and get people in the building to do the job. But if they’re miserable, my customers are going to feel that. And so it’s not just get people in and keep them in the. Workplace, it’s create an environment that they like to do the job.
[00:23:21] Yes, it’s crucial. It’s culture. It’s all about culture and building a culture where people feel a part of the organization and it’s more than a paycheck. You know, they they’re invested and that’s what you want to build. And that’s that’s, you know, because then you’re able to invest. You’re not constantly spending money on on retraining and, you know, recruiting and, you know, you can spend it. And in ways and advanced training and marketing in different areas. You’d want to add another prediction I would make about one.
[00:23:52] Yes. Wrong move.
[00:23:55] You know, we have three three major OEMs here in South Carolina. And, you know, that is that’s incredible. You know, we’ve got Mercedes. We’ve got BMW. We have all that now, right? Yes.
[00:24:08] And Volvo is the first automotive manufacturing site in the U.S., the one right here act.
[00:24:15] Yeah, it’s pretty neat. It is. It’s it’s incredible. And so, you know, there’s going to be additional suppliers and coming here to the area. I would imagine, you know, that that’s a prediction of mine. And so, you know, being the current, you know, existing industry here, you know, needs to build these pipelines to retain employees. They have nowhere else they’re going. There’s gonna be more competition.
[00:24:37] Yeah. So we do. Just like in aerospace, when lots of clustering taking place in automotive, that’s what drives at the top tiers. And we also know that despite how close the global age is, you’re still trying to get close to your customers. Right. And be able to eliminate the unforced errors just by being, you know, so far away. So I think that’s a very shrewd prediction. So thanks for bringing your crystal ball today. Some folks don’t want to weigh in on own on what what’s to come. But it’s been really interesting to watch. I grew up in Aiken County. It’s been really interesting to watch after being in Georgia for so long and seeing a lot things that Georgia’s getting right when it comes to inspiring development and growth and expansion. South Carolina has not taken a back seat. Anybody there? They’re making it happen as well. But by putting resources in like Apprentice Up Apprenticeship Carolina to address talent and doing everything else, you know, from the ports to infrastructure to you name it, they’re getting serious or have been serious for quite some time about driving more expansion. Yeah, absolutely. See? All right. So let’s make sure. I mean, you’ve laid out a lot of different things you can do for employers in this state. So let’s make sure that anyone listening can get in touch with you. Fern should tell us how. How can folks learn more? Absolutely.
[00:25:55] So you can go to our Web site, which is W WW dot apprenticeship, Carolina, dot com. You can also Google apprenticeship, Carolina. I’m pretty sure if you Google just apprenticeship, we’re gonna be one of the top couple of items that the marketing team. We do. We have a great communications department. And, you know, we the model that we’ve established here in South Carolina is, you know, leading the nation, you know, where recognized by the Department of Labor as the fastest growing apprenticeship model. So, you know, it’s where we’re really proud of ourselves. And and a lot of that has to come from our flexibility and our will and working with employers. And we’re very industry industry driven. So yeah, I would just recommend that. W W W dot apprenticeship, Carolina dot com. You can Google us and and yeah we’re on Facebook or on Instagram. We’re on Twitter. We’re all over the place. Mm hmm.
[00:26:53] Well and you know, you’re not going to have robust economic development, expansion and growth without having a strong solution for addressing the talent gap. So I appreciate what you’re doing. Froome Upton, apprenticeship consultant with Apprenticeship Carolina Division of South Carolina Technical College System. We’re looking forward to the panel session this afternoon at 3:00 o’clock, right? Yes. All right.
[00:27:17] Thanks so much for carving some time out of the studio so much. This was fun.
[00:27:20] You bet. So hang out for a second here. We’re gonna wrap up today’s episode, this episode on some of the upcoming events we’ve got. We always invite our audience, come out, check us out in person. Now we talk about the last couple episodes, how in this digital age you’ve got all this and all this digital information at your fingertips, but gathered together and exchanging ideas and best practices. On a personal basis is still so important. Yeah. And on that note, Bo, you’ve got a really cool vet coming up on September 20th, which provides senior business leaders the opportunity to do just that.
[00:27:53] We do. And we’re excited about it. If anybody’s interested, I hope they will reach out to myself for you. But I’m partnered up with a Emory professor named Robert Keith engine. And together, we’re going to be talking about the elements of strategy and execution. So get those two engines working together in your business and you’ll be doing really, really well.
[00:28:14] Absolutely. You’ll be moving at light speed, like freeing up Upton. Salute. So if you want more information on that event or some others, we’re gonna mention that here in a second. Feel free shoes. Note to connect connect at Supply Chain Now Radio dot com. OK, so Greg, we’ve got something else coming up on October 9th. What is it, Scott? The Georgia Manufacturing Summit. That’s right. And who are you? What are you gonna be doing there?
[00:28:38] So I’ll be broadcasting live there and speaking with a couple of foreign trade ministers yet to be named. Will you be negotiating tariffs? I will. I think I’ve got some answers. It depends on which countries show up.
[00:28:51] I’ve got it covered.
[00:28:53] You know that for some crazy reason. I trust Greg. No good. She absolutely. On our behalf so loosely. Oh, yeah. Maybe we should. That’s what needs to happen. Yeah. Well, nevertheless, great event. I’ve got enough jobs. Yes. Kidding aside. Great event coming up. Yeah. It’s the place to be if you love Georgia manufacturing and supporting those 10000 manufacturers. You want to be at the Cobb Galleria on October 9th. Full day keynotes from Keith and PSG. And just to have a panel session. Yeah, we do. We’re gonna be leading a panel trains a track across Supply chain. We’ve got folks from Mitsubishi Electric Train, HBC Point A the Center for Supply chain Innovation, HMTX Industries and of course, U.P.S. tender. Ray Bellamy is going to join us. So we’ve got a heavy hitting panel, both leading a panel on continuous improvement. And those are just the breakouts. That’s right. Plus the keynote from from Keith. And if you didn’t know with Keith, life’s good. You know the Telluride fern. Remember the Super Bowl commercial featuring the Telluride? Way back when it was like a West Point, Georgia story.
[00:30:03] You don’t remember it? Maybe. Maybe I’m too young for that one.
[00:30:05] Well, so last Super Bowl, one of the how. Number one, ranked commercials from the Super Bowl was all about this Telluride new vehicle. And it really kind of showcased the fabric of the community and made, what, West Point, Georgia. And it clearly between that and the vehicle, it’s working because every Telluride runoff line is already spoken for. So demand is good. Dan in West Point, Georgia But but come out, learn from their keynote, from their CEO and PSG on October 9th at the Cobb Galleria. You can learn more at Georgia manufacturing alliance dot com. One more thing to touch on is Austin, Texas. What’s going on in November, Greg?
[00:30:43] Yeah. So November 7th and 8th will be at the FTE global Logistics C I O summit 300 Logistics. CEOs and service providers and technology providers are gonna meet to share some ideas.
[00:30:59] And it’s in Austin. Yeah. Which is weird. So fun. Yeah. Kind of weird in the best way. Yes. Yeah. That’s right. Child has not experienced the weirdness yet, so I can’t let it go to the Continental Club. Oh, OK. There you go. Yeah, I know. Right. Amazing live music. Yeah. Yeah. And all the tacos and the barbecue. I’m sold. Yes. You had a lot of fun for. Come on. Yeah. We take a convoy to Austin. There you go. A lot of fun. That’s right.
[00:31:29] And I will say that I am actually going to be speaking at the South Carolina Manufacturers Manufacturing Operations Summit. That is going to be on set in October. It is September 26 at the marina in Myrtle Beach. And I will think I’m an eight 15. I am on the agenda. So I’m there to be here at this this event to hear my presentation. You will be able to come and see it in person.
[00:31:56] Yeah. Next. Impressive. So important. September 17, Tampa, September 26, Myrtle Beach and the marina in Marina in eggs.
[00:32:05] And eye opening commentary from Fern Gupta. All right. All right. So that kind of wraps up. We’re working well, a couple other events through the end of the year. But then in 2020, we’re going to reverse Logistics Association Conference and Expo out in Vegas. And then, of course, Moto X 2020 is back in Atlanta in March, which is one of the largest supply chain trade shows in North America. Thirty five thousand people are coming out for Mode X for now. We need to have you there as well. And free to free to attend Mode X show dot com is where you go to learn more. And of course, we’re really thankful that they are hosting our 2020 Atlanta Supply chain Awards, which is going to be a an event not to be missed as well. OK. I missed something, gentlemen. Imagine that you did. I hope not, man. But this is you know, I think we talking talent and this could be a five hour a five week episode. Yeah, well, every every five hour. Every five week. Yes. You know, you’re right. And but I appreciate what firms doing. And if you can’t tell. Sure. Brings a little passion to the table, which never hurt lately.
[00:33:09] You know, and I saw an agenda. There’s going to be a great presentation by Bob Walker. He’s the. He’s over that continuing education department here at Trident Technical College and he’s gonna be talking a little bit about what they do and some initiatives they have here in place. I’m excited to hear about that.
[00:33:28] Forty five p.m. today. Yes. Eastern Time. I’ll be sticking around for that. A big thanks to Fern Gunton with Apprenticeship Carolina, which is a division of the South Carolina technical college system. Big thanks to Beau Gruber and the Effective syndicate Greg White. We. The drumbeat continues, right? We’ve got a long day of interviews with thought leaders like Fern lined up and day to the more. Yeah. Appreciate your camaraderie and joining us here today. So to our listeners, be sure to check out other upcoming events, replays of our interviews, other resources at Supply Chain Now Radio dot com. You can find us some Apple podcasts, SoundCloud, all the leading sites where podcasts can be found. Be sure to subscribe so you don’t miss anything on behalf of the entire Supply Chain Now Radio team. This is Scott Luton wishing you a wonderful week ahead. And we will see you next time on Supply Chain Now Radio. Thanks, everybody.
Would you rather watch the show in action?
Watch Scott, Greg, and Beau as they interview Fearn Gupton for SCNR Episode 169 at the AIAG SCAC Supply Chain & Quality Conference in Charleston, South Carolina.
Featured Guests
Fearn Gupton is an apprenticeship consultant with Apprenticeship Carolina, a division of the SC Technical College System. As a member of the Apprenticeship Carolina team, she works with employers to help them develop and maintain registered apprenticeship programs. She works with employers within the 11 counties served by Northeastern Technical College, Florence-Darlington Technical College, Horry-Georgetown Technical College and Trident Technical College. Before joining the Apprenticeship Carolina team, Gupton worked as a Talent Acquisition Business Partner with Sonoco Products Company. She was also a Key Account Manager of several Class 8 truck manufacturers and suppliers for C.H. Robinson Worldwide. Gupton is a native of Hartsville, SC. She holds a B.A. in History from Clemson University and an M.P.A. from the University of South Carolina. Learn more about Apprenticeship Carolina: https://www.apprenticeshipcarolina.com/
Beau Groover is Founder and President of The Effective Syndicate. He has been working with manufacturing and operations-focused organizations for over 20 years, primarily focused on developing bullet-proof processes and teams that are built to win. Beau has helped organizations save millions of dollars while also improving those companies’ customer experiences and building high-performing teams that continue to drive the business forward. He has developed his approach and strategy over years of working with some of the biggest companies in multiple levels within the organizations, including The Coca-Cola Company, Nordson Corporation, and Westrock (formerly RockTenn). Just prior to launching The Effective Syndicate in 2015, Beau served as the Director of Lean Supply Chain at Serta Simmons Bedding, LLC. Connect with Beau Groover on LinkedIn and learn more about The Effective Syndicate here: https://www.theeffectivesyndicate.com/
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