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[Music] welcome to scaling up the podcast where
we scale up on knowledge so we don’t scale up our systems I’m Trace Blackboard Trace Blackmore certified
water technologist and I love bringing
this podcast to you Nation I have been coming at you for
300 times can you believe it this is the 300th episode and that is just so
incredibly amazing especially if you go back five six years ago when I started
this podcast and I had no idea how to do
a podcast and I’m a big procedures guy so I started creating procedures right
or wrong I had a procedure and that allowed me to go from Step a to step B
and I think I shared on a podcast episode before where the way I learned
about podcast was I watched YouTube and I did internet searches and from there I
made my own set of procedures and we created what the First episodes of
scaling up H2O were and I know there’s a lot of listeners that have been with us
since the beginning and since the beginning we have added staff members so
people that actually know what they’re doing besides myself because I just make it up as I go along they actually made
sure that we were doing things properly and getting better every time we did them so I want to thank all of the
people that work on this podcast and of course we have Karen Drury which is our
producer we of course have Sean Dooley who is our audio engineer and then
Margie Davin that makes sure that everything that is supposed to be
getting done gets done she does all of our social media posting and website
updates and this is an amazing team so I
am so incredibly fortunate to have a team like this and the only reason I have a team like this is because we have
the listeners out there and that of course is you the scaling up Nation well
when I step back and I look at what it means to have 300 episodes I wanted to
put that into context because honestly that’s a great number but what does that really mean so they say there’s a little
over 3 million podcasts out there and there’s
465 million people that listen to those podcasts they say that that is going to
increase to over 500 million by next year and with all those podcasts out
there they say they’re 70 million and podcast episodes out there now the
United States is the biggest consumer of podcasts and they say that they’re over
a hundred million podcast listeners in the United States alone and if you were
to survey all of the American population I don’t know how they know this but I’m reading it online so it has to be
correct one third so one out of every three Americans listens to podcasts regularly
over 78 percent of the United States population is aware of podcasts and
almost 30 percent listen to podcasts each and every week as part of their
regular routine and they say that podcasts are listened to most in the
morning and they’re mostly listened to over a mobile phone and the number one
podcast player on that phone is Apple podcasts alright so there you go there’s
some podcast statistics I wanted to know what it really meant to have 300
episodes and here’s something interesting that of all the podcasts
that start only about 20 percent of them make it past the first year
and less than two percent of all the podcasts that have ever been created
have made it to 300 episodes that is just amazing to me I am so fortunate
that I am hosting one of those podcasts that has made it to 300 episodes and in
fact if you go back and if you look at podcast players you can see that we are well over 300 episodes but I did some
crazy things in the beginning because I didn’t know what I was doing and one of those crazy things was I started being
creative with numbering folks there is no reason to be creative with numbering but for some reason that’s what I did so
I had 11.1 and 11.2 we never went back and corrected that so we just said
whatever the number was once I came to my senses we just started numbering those the way that normal people would
and by doing that we have been very sick successful in our Market space and I
love going to trade shows conventions training seminars and people are talking
about this podcast and the coolest thing that has come from this podcast and you
all know that my mission is to raise the bar in our industry well what has
happened as a result of that is people are talking about this podcast and
they’re talking to each other and now we’re forming a community on top of that
now we have something that is non-threatening that’s very easy to talk
about with somebody that’s in our industry that gets them talking and now
we’re not talking about competition and perhaps you took one of my accounts we’re talking about how do we become
better did you hear this episode and I’ve heard so many people say that they have started relationships on talking
about the scaling up H2O podcast and now they consider those people friends and I
heard it happen at the recent awt Technical Training seminar and it is just amazing so thank you for all the
people out there that listen and talk about this podcast I think I mentioned this before there’s
this uh group out there called listen notes and they actually rank podcasts
and when you look at where your podcast ranks that can be very dangerous because
then you see oh are we up are we down where are we against somebody else I gotta be honest I really don’t look at
it that often because my Benchmark is are people
talking about this in the industry and I just explained they are are people
coming to me with ideas they are don’t stop by the way don’t assume that I’ve
got everything that I need because 300 episodes if we’re going to do 300 more we’re going to need lots more content so
please don’t keep that information to yourself get your show ideas get your guest ideas
all those things to me but all that being said those are how I look at being
successful with this podcast with that listennote says that there are three
million 57 835 podcasts out there that are actively
contributing information to whatever service they’re collecting their
information from the scaling up H2O podcast ranks within the top three
percent of over 3 million podcasts that
is amazing to me I think it’s great I think it says that we have stumbled on
to content that people want that people are sharing that people are talking
about so all of this is a big wind up for me to say thank you if you did not
listen to the scaling up H2O podcast cast if you didn’t tell other people that we have a podcast for the water
treatment industry I would not be in front of you talking about the 300th
episode so thank you to everybody out there in this scaling up nation that
makes that possible that makes us do an additional 300 episodes I’m just so
incredibly humbled about that and I wanted to thank everybody that listens to this podcast and we have people that
start listening to us new each and every day of course that’s something my team looks at how are we getting the message
out there how are we making sure that we are finding new listeners to the scaling
up H2O podcast I will say the number one way we find new listeners is you are
telling other people about it that is by far the biggest way that new people find
their way to our show so I again want to thank you for that just recently we
added a new group of listeners in Costa Rica and our producer Corrine who I just
mentioned she actually lived in Costa Rica for a short time so thank you for
all the listeners out there in Costa Rica we’re always looking at where our podcasts are being downloaded I think
we’re up to 90 something countries I’ll share with you that the top ones are the
United States the UK Australia I think Italy Germany and Scandinavia I think is
the order that it goes into again I I’m just so happy that people are listening to me I’m so glad that wherever you are
you’re tuning in to the scaling up H2O podcast also wherever you are something
that you were probably doing is trying to figure out how do you get up to know
on things that are going on in your part of water treatment and a great way to do
that is through conferences is I want to tell you a few conferences that are
coming up so April 16th through 19th in Minneapolis and Minnesota the 2023
sustainable Water Management conference is coming up so this might be something
that you want to check out if you are in storm water and water conservation and
other utilities we’ll have all of that information on our upcoming events page
also the fourth Global Smart Water Summit is taking place in Berlin Germany
May 25th through 26. so this is all about conservation
this is all about research all about professional people in the Water Management industry so if this is
something you want to find out more we’re going to have all that on our show events page and then finally the 10th
International Water Association membrane technology conference and Expo is taking
place in St Louis Missouri July 23rd through 26th that’s the International
Water Association the iwa and this is where uh scientists professionals people
all over the water sector come together to share thoughts and advanced membrane
technology water purification water reuse and desalination so if that sounds
like something you want to find out more about again go to our show events page we will have all of that and I’ve
mentioned before but I’m so proud of it because our team does such a great job our show events page has improved so
much in the last year you don’t have to worry about when you heard things on particular episodes to go back to show
notes my team has created that section so you can go to scalinguph2o.com go
over to where all of our events are and you’ll just see a calendar of events and
when you click through all the information about that that event will be there even a link taking you to that
event so you can go ahead and register they made it super easy so you can drive
from account to account and just think about what is it that you want to attend
and then when you get to a place where you can go to scaling up h2o.com you can
explore that and you can build out your calendar so Nation lots of information
on our show page on our web page of course we’ve got all of our show notes
we’ve got transcripts there we’ve got information that our speakers and guests
share with us that we put on there so many people tell me that they search for
something like corrosion coupons and one of the first things that come up on a Google search is the scaling up H2O
podcast and all that information is there so feel free to use the scaling up
H2O podcast as your source of reference material I mean mean just think about it
we’ve got over 300 episodes just think of all the content that’s up there so
this job can be difficult sometimes finding information when you’re trying to learn the next thing let scaling up
h2o.com be a helpful site for you to do just that one Asian somebody that helps
us get a little bit smarter each and every week when it comes to water chemistries is James McDonald so here is
a brand new installment of periodic water table with James hello and welcome to the periodic water
table with James where we think and learn about water chemistry drop by drop please use your week to search online
ask your colleagues or even pick up a book to learn more about each week’s periodic water table topic if you do at
the end of the year you’ll be 52 water chemistry smarter so let’s raise the water table of
knowledge together and get started today’s topic is
chloride what impact can chloride have on an industrial water system
what is the difference between chloride and chlorine does chloride typically take apart in
precipitation reactions how do you test for chloride in the field
where is the titration endpoint for chloride why would one calculate chloride Cycles
a concentration in addition to other cycles of concentration or concentration ratio for water systems
what could add more chloride to a system to interfere with this calculation
at what level does chloride pose a corrosion danger to stainless steels
remember knowledge is power and taking the time to learn more about water chemistry each week will help make you a
force to be reckoned with be sure to post what you learned to social media and tag it with hashtag
water table 23 and hashtag scalingup H2O I look forward to learning more from you
well James as always thanks again we are going to be 52 times smarter at the end
of this year because each and every week you are asking us to think more about the chemistries that allow us to do what
we do each and every day so Nation if you have not caught up to all of the
segments that we have done this year you can go to our show page our webpage
which is scalingup h2o.com and we’ll have all of those listed for you making it very easy for you to see what you
need to catch up on as we deliver that one nation
we are in the middle of a hiring crisis if you have tried to hire it’s probably
a lot more difficult than it has ever been and we’re going to bring an expert
on the show for our interview so Nation here it is
[Music] my lab partner today is Chris Yee of
zenith search Partners Chris thank you for being on the scaling up H2O podcast
it’s my pleasure Trace how are you today I am doing fantastic and I can’t wait to
talk to you about all of this because I know everybody’s wondering what the heck is going on in the workforce today it
used to be I got a thousand applications now if I get one or two I’m dancing
because people just aren’t responding the way that they used to it we’re going to get down to the bottom of that today
before we do do you mind sharing with the scaling up Nation a bit about Chris
e sure graduated with an engineering degree and ultimately got a master’s in
finance and an MBA and went to work working for big companies in procurement
and sales and then uh business management and then I made a big switch
about seven years ago and became a recruiter started my own company after working for multi-billion Dollar
companies before became a recruiter and now we serve the water treatment space as well as other chemical sectors and
we’ve been at it for seven years and never been in HR never been a recruiter but I decided that recruiters generally
were terrible and I wanted to be a different and a differential Choice out there in the market that I never saw
when I was on the quote other side so that’s me I will say that I’ve never spoken with a
recruiter that understands our industry quite as well as you do I’m flattered thank you and that’s our
intent is to be true industrial participants of the industries we serve
to understand their needs to understand their drivers and that’s the only way to
really serve them rather than just being a quote Headhunter who throws resumes at
hiring managers because there’s a lot of folks who do that and we try to be a little different
well you and I met at the association of water Technologies conference in Vancouver you did a fantastic
presentation and I remember after that presentation I was thinking wow there’s
so much we could explore from that and it would be a fantastic podcast and I
meant to get up to you and ask you about that but there were so many people after your presentation that were trying to
ask you questions I I was just too impatient I couldn’t stand in line and then as I was walking through the awt
convention we of course have the rising tide Mastermind and so many Mastermind
members said have you spoke to Chris Yee about joining the rising tide Mastermind and I heard it once I heard it twice I
heard it three times and then we were at the dinner it was the very last night and and somebody came up to me and I
don’t know it’s probably the fifth or sixth person and it’s like you know what I’m gonna go talk to him right now you were on your way out and we just had the
best conversation in the foyer I was 20 feet from the exit door and you
rapidly walked up to me and said hey Chris you got a minute you got a minute and I looked and I was like that’s Trace
Blackmore we’ve never officially met but I I believe me I know who Mr Blackmore is but what does he want with me you
know so yeah that was that was a unexpected ending to awt well it was
fantastic and I will say what one of the issues that we’ve been processing a lot
in the rising tide Mastermind is what I set up for in the very beginning as it
used to be if we had a opening in our companies we could hang a sign in the
window turn a light on put a ad on one of the internet services and we were
flooded with applicants and then the pain was oh my gosh how do you get rid
of the good applicants from the not so good applicants and then there was the process well now it seems like that
ticket has been totally turned off and we’re just not getting people that are
finding their way not just into our Workforce but the workforce of our entire economy so I thought we could
talk a little bit about that I thought we could talk about all the generations that are working together and how that
actually plays part of what we’re seeing right now and maybe bring some clarity
to what’s happening but then also what we can do about it what are we in
control of so with all of that where do you want to start goodness me that’s an awful lot we’ll
start anywhere you want to we could talk about Generations or we could even talk
about kind of what’s going on in the recruiting space and how do you shovel
through all the chaff to get to the wheat if you will or is that another way how do you work through all the manure
to get to the pony you know however you want you want to say the same thing you know same illustration however you want
to play it Trace well how about we start with generations and I’ve talked about different Generations on this podcast
before I can’t remember who’s responsible for naming the generations I think we’ve got different players that
do that and sometimes we have names sometimes we have letters so I know that
gets confusing but let’s just start with that what are the generations today and who are they that are in the current
Workforce you bet so in deference to the seniors
let’s start from the most experienced to the least experience so these are the
general kind of names and age groups and even in that there are some variation to
your point there’s some variation in what they’re called sometimes and there’s not a hundred percent consensus
in the quote World about these ages so these are generalities so with that being said Trace you know you start out
with the traditionalists right the traditionalist generations are generally
76 years old and older so think of our president
he is a traditionalist then you go to the Boomers the Baby Boomers and they
are generally 57 ish to 75. so think of
um Oprah Winfrey or President Clinton okay they are in that boomer generation
and then there’s below that uh younger than the boomers are what are
traditionally called Generation X and those are people around 40 41-ish to the
mid 50s 56 ish so think of former President Obama
and Jennifer Lopez and then stepping down in age their uh the Millennials and
I have one Millennial child Millennials are generally thought of as 26 to 40. so
think of LeBron James for example or representative AOC and then finally
Generation Z is 25 and below so think of
Kylie Jenner or um a football basketball player Trey young who plays for the Atlanta
basketball team so those are folks 25 and below and even below that not that I
study it a lot because they’re not in the workforce but there are folks that are like 13 and Below that’s called gen
Alpha which I don’t know much about but that’s an upcoming new generation that you know obviously isn’t in the
workforce yet but that’s traditionally what we think of the five generations
I’m sure there’s different characteristics that each one of the generations bring into the workforce
what is that and then what does that mean we need to do when we know that
interesting it’s how they really look their career and their loyalties
and their view on authorities right so I
know that’s a lot because for example how people view Authority we can talk
about the differences between Generations on how they view Authority so how would you like to to slice that I
mean we could talk about kind of Loyalty The View on work in general their view
on Authority not just work but Authority or their values or even their work Styles how would you like to talk about
that I think we can cover each one of those but I know for a fact that the
generations don’t understand each other I know they do things differently and
one generation will equate work with you have to do it this way when another generation will say no you’ve got to do
it this way those things clash and even though things are getting done they’re not getting done the way people think
they should be done so how about we look at it in that light you bet so let’s look at their work
Style again these are all very general and stereotypical so we all have to you know that’s the big asterisk that kind
of umbrellas this entire conversation but generally speaking how do these
various Generations what is the work style they are most comfortable with so let’s start with the traditionalists
right traditionalists believe in a very rule-based rule-oriented linear work
style traditionalists will say rules are rules and we got to follow them period
end of story the rules are there for a reason we gotta follow them you switch to the Baby Boomers you know 57 to 75
they are they like structure they like hierarchy they like looking at an org
chart and saying all right this is who we are this is what we’re doing this is our structure
there’s not a lot of Crossing Lines or matrices but this is where I fit in the structure and I’m comfortable with that
and that’s how I like to work then you go to Generation X you know 40s to mid
50s they like a more flexible work style you know they’re like a more flexible
work style about hey look you know for this project we’re going to have this reporting structure for that project
we’re gonna have that reporting structure and it’s okay right so somewhat flexible and that flexibility is taken to another
higher Notch with the Millennials they’re very fluid they’re sitting here
going okay look I can be the leader of this project and on this project I can
be a minor minor player right the Millennials be in mid-20s to 40 give or take
now the work styles for Generation Z 25
and below is very interesting not that we’ve got a gajillion data points on that but work styles for them
is fluid times two for that they’re saying look work-life balance is the key
right hey work plays a role but I’m okay
with great uncertainty as a matter of fact I’m very very comfortable with
great great uncertainty so when you compare that to the Boomers and the traditionalists who are very structured
linear rules are there for a reason because rules should rule you know you mix that with the Gen Z person going you
know a little bit about the Outback Steakhouse tagline no rules just right right they’re they’re very comfortable
with that so even in that Trace you kind of see this potential friction between
these these silos if you will of generations absolutely it helps with
that we have people that have left the workforce and the theories that I’ve
heard is that those were people that probably should have left the workforce already but when covet happened they say
you know what I’m going to stop sticking around I’m just done with this and the younger Generations there just weren’t
enough of them to fill the gaps is that what we’re seeing right now yes and in the chemical space in general
what we here at Zenith Partners calls the two hump camel has been around
pre-covered if I could digress with the two hump camel is historically in the chemical space
including water treatment because that’s a subset of you have a bunch of folks who are say
50 and over who are in this space and working and doing a great job and
leading companies and in charge of stuff and then you have a bunch of folks
traditionally 35 and under who are just entering the workforce
you’re relatively and who are making a name for themselves whose careers are ascending
but then there’s this kind of Lull in the middle between 35 and say 50 and 55
where there’s this Gap that in my experience that’s been a part of the chemical space for years and years now
covid-19 really threw a curveball at that Trace right because you had people
to your point 100 true they were saying you know I was going to retire in 2022 2024
but this masking and people are dying by the by the thousands every day you know
in in 2020 right you know now’s a good time to retire so that further through this balance out
of whack and in addition to that you had people who reevalued waited their lives on the back half of 2020 if you’ve heard
of the great quit or the great resignation right there were people that evaluated saying you know what there’s
so much uncertainty about my health and I’ve been working from home for the last eight months you know I’m not so sure
what rural work has for me I don’t know if I want to do what I’ve done and
covid-19 has forced a lot of them or was an opportunity enforce was an
opportunity for them to re-evaluate their lives in general including work
and what they do and how they do it and from where and that really disrupted the
labor market a little bit and I’ve heard what historically has happened is the baby boom not to use
that term since that is one of the items but the birth rate just wasn’t as high
as it has been in the past to make up for all those people leaving and you have those macro factors at play
as well right you have the people I’m an older baby boomer right so my father
fought in World War II and you know wouldn’t you know it I’m the youngest of
three kids because he had three kids in the 15 20 years after World War II right
you know so so I’m part of that generation so you’re right those were the you know the Roaring 50s and 60s
right will you compare that with the 2000s and the 2010s the people with 2.8
kids they now have 2.1 kids right you know and and you’re right so that’s a different plus you have all these other
new industries from which to choose you know think back to computer
electronics robotics automation those types of things even advances in
medicine right there are so many more career paths for people to choose that
further brings about headwinds to all hiring managers because there’s so much competition in general for talent
I want to say you probably don’t go a couple of days without somebody saying
people just are deciding not to work they’re staying at home but when I’m talking to people especially in our
industry I don’t know of anybody that’s staying at home we’re just not finding people so what’s going on there
it’s interesting bring up a couple of examples we we had a a firm we serve who
was looking for a customer service supervisor and that firm says well we
are here in our city and we would like that person to come into the office because that’s where the other customer
service reps are that was a very difficult search because we reached out
to customer service supervisors and managers and customer service folks and they said man we’ve been working from
home since February March 2020 if you want me to come into any office I don’t
care if it’s three blocks down the road and start doing dry cleaning and all that stuff you want me to do that either
a I’m just not interested at any price or B if you’re interested in having me change my lifestyle that much I demand
an extra 10 20 000. so that’s kind of changed that’s forced a change from
employers perspective to have them reevaluate must I have customer service
Professionals in this office in the 2020-2021 time frame so there’s that but
yeah to your point Trace about water treaters who are by definition not
remote because we got to go where the fun is you know you know we got to go where the water is you know in order to
treat the water now in Italy having said that there is you know remote monitoring and all that yes admittedly and that
that’s going to be a bigger and bigger Trend but today hey man I gotta go change out that acid pump hey man I’ve
got to go run pinks and blues on that you know you know on that uh uh on that stream it is hard to find people who are
interested in that type of work the pool is getting smaller
um and that’s that’s a challenge for all of us Trace as you and I know firsthand I know the awt is trying to do Outreach
so colleges know that this is a potential career of course this podcast
helps the younger Generations kind of feel out what what is this career and
become aware of it but what do we do how how do we get people to find this space
and how do we make sure when they do find it we’re coming to them where
they’re at great questions there’s at least two questions there my friend so I gotta see
if I can unpack them number one what do we do to attract folks I think having people who truly
understand the benefit of water and water treatment and the role that it
plays in our society is a big deal I dare say that if you go to a typical
college campus you know typical college campus anywhere in these United States
and go to the chemistry Majors or the chemical engineering majors and say what do you want to do when you graduate
I don’t know how many percent would say I want to be in water treatment most of them will say I want to go into
Pharmaceuticals I want to do Leading Edge research on solar I mean I don’t know what they’ll say but I am fearful
for for the low percentage that they’ll say water treatments a lot of that is education but for companies in water
treatment in order to attract recent gen z type folks
approaching it from hey we talk about environmental sustainability you know
that’s a big deal right treating our environment respecting the environment
being good stewards of our natural resources and rightfully so there’s a
lot of energy built around those initiatives again rightfully so hey what
about us water treatment we are a by definition we are a green industry by
definition we are a we are a leading basic infrastructure for sustainability
and responsibility so that’s a
that’s a selling point and Trace we can talk about this do do you think we do a
could we do a better job and how could we do a better job as we recruit as we
go to college campuses as we put job postings on indeed or LinkedIn or career
building or you know go to a recruiter like me how do we Market our opportunities in this industry do we
properly leverage this green component that appeals to these gen Z folks
yeah I don’t I don’t know if I have a blanket answer and I love how the tables have turned now now you’re asking me
questions no I love it I love it that’s great I would say if we look at the industry on the whole no we do a
horrible job of that uh most people are in the older Generations that are owning
the water treatment companies and things were done a certain way there our our industry is extremely lucrative
and I think that motivates a lot of people but what you’re talking about is
a totally different type of motivation and I think our industry has been very
slow to transition to this is a very lucrative industry it’s very exciting
you get to make your own schedule in most cases to I’m giving something back
I’m actually paying forward I’m doing something that’s helping the world I
think we’ve been very slow to adopt that I wholeheartedly agree and to your point
I’m generalizing when hiring firms come to Zenith you know in the awt or in the
water treatment space right in in the water treatment space they say hey we’re looking for a salesperson you know who
is willing to have a great career with great stability to make great money and
to move up in his or her career that’s great that motivates people on some level but you’re right what we what is
absolutely silent in that pitch is hey here’s why you want to work for our
company because we do something great we serve a greater good and you can be a
part of that because we help make your life better and you know in its most
simple form we help make your life better and hey would you like to be a part of this movement
come on over and work for us that appeals more to instead of what we do
and how we do it why do you do it and I think the younger Generations are more
tuned into why am I working what do I want my work to say about my life and my
beliefs and my values because I can make money doing a lot of things but
depending on the job and career I Choose You know I can feel much better after working 40 to 60 hours a week
that makes sense I think it makes a lot of sense let me ask what are some of your favorite interview questions
great question and I think this cuts to maybe a question on the lightning round about what are the the last three books
but I recently read a book that really resonated with me Simon sinek and I must
be the last one of the few people on Earth that have never read one of his books but I read a book called start
with why and yeah I see you’re not right and that book really caused me to stop
and think about a lot of things to answer your questions about interview questions asking questions why is a big
question what motivates you to get out of bed every morning and work uh is is a
question that we ask our candidates you know and then we also take a trip down
what we call take a trip down fantasy Lane like hey if you were king of the world or queen of the world
and you could design your own job what would it be tell me about what you would
do tell me about the the industry and the role and what your company does and
the values of those companies that you work for and tell me about your boss and your peers
so close your eyes and if you were king or queen of the world how would you define your perfect job and then what we
ask candidates oftentimes is all right Mrs candidate how does that fantasy Lane
role compare with what you’ve got today because maybe the firm that I’m
representing is way farther away from you you know from that picture of
fantasy than where you are today in which case it’s not a good opportunity and we need to you know move on but
that’s a good question about hey you know visualize your future you know what’s Your Fantasy
still not Nation as you can tell Chris he knows his stuff and one of my
favorite things to do with Chris is say how do I ask this question in a better
way and he will help Wordsmith questions to ask to interviewees that are just
brilliant and not only do you get the answer that you were looking for you are getting so much more because it puts the
legwork on the person answering not the person creating the question so you
really get feedback he does a phenomenal job at that and as you can tell we’ve
got a lot to talk about so we’re going to bring Chris back next week where we
continue this conversation in the meantime I would love it if you went to
scaling up h2o.com and let us know what you want to hear on this podcast I
talked about it a little bit in the very beginning of this episode as we celebrated this being episode 300 but
folks I’m going to tell you there is no way I’m going to have 300 more if you do
not help me out so let me know what you want to hear on this podcast do you have
certain questions is there a guest out there that you want me to interview
and let me know all of that information again you can do that by going to
scaling up h2o.com and that will allow you to navigate over
to our show ideas page and you can type us what your idea is there’s also right
on the front of the web page where you can leave a voicemail and that opens up the microphone on whatever device you
are using and it allows you to record straight to the website either you
asking a question saying something about the podcast anything that you want it’s our Open Mic feature and then we will
try to get that on the podcast so you can even hear your own voice on the
scaling of H2O podcast Nation thank you so much for allowing me to have a
podcast that has 300 episodes we will be
coming back to you next Friday for 301 where we will be continuing our
conversation with Chris Yee everybody have a great week
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