For as long as I’ve known the American Mold Builders Association (AMBA), it’s a group that takes the success of its members seriously. These members are the people who make up our amazing mold manufacturing community and the makeup of these people is changing. A new generation is being ushered in and they are quite different from the traditional moldmakers who have built this industry into what it is today. But again, I say,
“Don't judge a book by its cover”— no matter what you’ve heard about millennials, Generation X and Y, or any other popular label. It’s time to shift your view about the next generation of moldmaking professionals and the leadership development they need. This shift in thinking will transform your business and help the mold manufacturing industry continue to move forward.

I work with next-generation professionals just like you, so everything I’m laying out here applies to me too. Next-gen is a common topic and so is how to “deal” with them. Unfortunately, many of the more seasoned professionals have fallen too quickly for the stereotypes associated with these generations, resulting in poor performance, increased frustration, little growth, lost employees and on and on. So we manage instead of lead.  

This was my main takeaway from the overall programming of last week’s annual AMBA conference focused on “Shifting the View,” which featured a few keynote presentations, including:

• “Stories, Not Statistics: Where Authenticity and High-Performing Teams Converge” Alyson Van Hooser: Leaders everywhere are scrambling to figure out how to lead, influence and impact today’s generationally diverse workforce in their businesses. It’s been a struggle for decades, and the challenge is increasing. But, is there a practical solution? Absolutely! And it starts with a perspective shift. Because it’s only in a person’s individual stories that leaders find answers to exactly what motivates and drives their workforce; they must focus on cultivating deep connections with employees. By starting with stories, not statistics, leaders can begin building authentic connections with employees of any generation — ultimately solidifying their foundation for team success.
• “The Payoff of Productive Conflict Resolution” Jeremiah Sinks, Purdue University – Manufacturing Extension Partnership: Conflict is a natural occurrence for any organization with people, but handling and/or resolving conflict is rarely a comfortable experience despite its common nature. Even though conflict can result in significant organizational costs, most leaders are not intentional about the processes that need to be in place to handle it appropriately, thereby compounding the challenge. Up-and-coming leaders explored conflict, why it occurs and what it costs companies in relationship development, efficiency, work production and culture. They also learned how being intentional in leadership and process can allow them to help mitigate the costs of conflict while producing positive opportunities for the company and its employees.

It's time to be a leader and a mentor and elevate your team and individual engagement.

However, it was the opening keynote, “How Trust and Unity Create Transformational Change” that not only set the tone for the event but hit me on a personal level, opening my eyes to the impact of judging people instead of taking the time to get to know them. Sometimes it just takes someone saying something in a unique way to make you finally hear it. That’s what happened with opening keynote Clint Pulver — a motivational speaker, author, Emmy Award Winner and a professional drummer with a passion for workforce development by teaching companies how to retain, engage and inspire their team members.

Clint shared a personal story that had me at “You are not a problem, you are a drummer.” Let me explain. Clint was a kid who constantly tapped and twitched to stay focused in elementary school. This behavior was so bad it disrupted class, annoyed classmates, aggravated teachers and got him the nickname “Twitch.” Then the right teacher — Mr. Jenson — took the time to learn Clint’s story. He not only discovered Clint was ambidextrous but that he was a drummer. So Mr. Jenson handed Clint a pair of drumsticks and sent him on his way — transforming his life!

This personal story connected with me. I have a son with special needs, so I know the pain and disappointment of people only seeing his disability and not all of his abilities. However, Gabriel has had many successes and each one can be attributed to a person who took the time to get to know him and his story.  

To bring this back around to work and moldmaking, I want to be that person for those in my work life, and I want you to be that person for those in your shops, especially our next generation of moldmaking professionals. It’s time to be a leader and a mentor and elevate your team and individual engagement. It is time to listen and learn an employee’s personal story instead of all the hearsay and falling for stereotypes, which will inevitably prevent you from moving forward with your relationship, department, goals and business.

Clint shared many words of wisdom on creating a culture of trust and unity, collaboration between coworkers and management, an attitude of contribution, a more positive workplace culture and a renewed sense of safety, trust and commitment. But I’ll leave you with this one: “Where there are problems, there are opportunities.”  Now, go get to know your people!