『The Lost Art Of the Skilled Trades』のカバーアート

The Lost Art Of the Skilled Trades

The Lost Art Of the Skilled Trades

著者： Andrew Brown
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Welcome to The Lost Art of the Skilled Trades, the ultimate podcast dedicated to celebrating and exploring the world of skilled trades. Hosted by Andrew Brown, a passionate advocate for the trades industry, this podcast is your go-to source for knowledge, inspiration, and practical advice. Andrew brings a unique perspective shaped by years of hands-on experience, entrepreneurial success, and a deep commitment to elevating the trades. Dive into the fascinating and ever-evolving world of skilled trades, where creativity, problem-solving, and dedication come together to build the world around us. From carpentry and HVAC systems to electricians, plumbers, millwrights, and beyond, every episode uncovers the grit, determination, and artistry that define the people behind these essential professions. Andrew’s journey began with a life-changing moment on September 11, 2001, when he worked alongside tradespeople, first responders, and community helpers at Ground Zero. This experience inspired him to dedicate his life to advocating for the unsung heroes of the trades. Through his company, Andrew has helped provide tools, equipment, and resources to industry professionals worldwide. Now, through this podcast, he continues his mission to spotlight the craftsmanship, hard work, and dedication of tradespeople everywhere. Each episode features in-depth interviews with industry experts, seasoned professionals, and rising stars in the trades. From contractors and electricians to HVAC specialists, plumbers, carpenters, and more, listeners will gain insider knowledge about the skills, tools, and strategies needed to thrive in these essential fields. Andrew also speaks with educators, advocates, and business leaders who are working to inspire the next generation of tradespeople, offering a fresh perspective on the value and opportunities within the trades. At its core, The Lost Art of the Skilled Trades is more than just a podcast — it’s a celebration of a culture built on pride in craftsmanship and an unwavering commitment to excellence. In a time when traditional career paths are overemphasized, this podcast shines a light on an alternative: rewarding careers in skilled trades that offer creativity, financial stability, and the satisfaction of building something tangible. Whether you’re a seasoned trades professional, an aspiring craftsman, or simply curious about the industry, this podcast is your ultimate guide to the untold stories and secrets of success in trades like refrigeration, building, plumbing, and construction. Join Andrew Brown as he celebrates the artistry, resilience, and innovation of the skilled trades — and inspires a new generation to pick up the tools that keep our world running. About Andrew Brown Andrew Brown is a fervent advocate for the skilled trades and is dedicated to addressing and then fixing the trades shortage gap. Through platforms such as social media, podcasts, and live events, he tirelessly promotes the benefits of the trades to students, parents, and educators. Follow Andrew Brown YouTube: https://youtube.com/@andrewbrowntrades LinkedIn: https://www.linkedin.com/in/andrew-brown-b1736a5/ TikTok: https://www.tiktok.com/@andrew.l.brownAndrew Brown マネジメント・リーダーシップ リーダーシップ 出世 就職活動 経済学
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  • The $9.25M Bet to Train the Next Generation of Electricians

    The $9.25M Bet to Train the Next Generation of Electricians
    2026/07/07
    The electrician shortage is real: 10,000 retire each year, only 7,000 enter. Siemens Foundation CEO David Etzwiler is building a $9.25M solution.Meanwhile, 130,000 new electrical jobs are coming online in the next decade — driven by AI, data centers, and hyperscaler buildouts. The gap between demand and supply is accelerating. Yet most people still think of the trades as a backup plan, not a first choice.David Etzwiler is the CEO of the Siemens Foundation, the corporate philanthropic arm of Siemens USA. He leads Careers Electric, a $9.25 million workforce initiative in North Carolina that is building a multi-lane highway from middle school to employer — with real training, real wages, and real career paths in the electrical trades.In this episode, Andrew and David dig into the data center boom, why the 30-to-90-day retention window is where most employers lose new workers, and why mentorship isn't just good practice — it's the only thing that makes apprenticeship actually work. If you're in the trades, work with tradespeople, or want to steer someone toward a high-paying career without a four-year degree, this one is for you.IN THIS EPISODE(00:00) – The AI and Electrician Conversation: Andrew shares why his 12-year-old's question about AI and careers led directly to this episode — and why the answer keeps pointing back to the trades.(04:00) – The Electrician Shortage Nobody Talks About: 10,000 electricians retire every year. Only 7,000 enter. With 130,000 new electrical jobs coming in the next decade, David explains why the window to act is now.(10:00) – Careers Electric and the Multi-Lane Highway: The $9.25M Siemens Foundation initiative in North Carolina is building pathways from middle school to community college to employer — with multiple on-ramps and off-ramps at every level.(17:00) – Why You Lose People in the First 90 Days: Andrew and David break down the retention problem in the trades and what employers and training programs must do differently to keep Gen Z workers engaged past the first month.(23:00) – Mentorship Is the Gold Standard: Pre-apprenticeship and apprenticeship are only as good as the mentor. David explains why pairing someone with the right journeyman — not just a skilled one — is the difference between a career and a dropout.(29:00) – Wages, Pathways, and Scaling Nationally: Median electrical wages sit at $62,300 with room to grow. David shares how the Careers Electric model will expand beyond North Carolina and how employers and individuals can get involved today.Key TakeawaysThe U.S. electrical trades are already short-staffed — 10,000 electricians retire each year while only 7,000 enter the field, and 130,000 new electrical jobs are expected in the next decade driven by AI data centers and grid buildouts.The Siemens Foundation's Careers Electric initiative is investing $9.25 million in North Carolina to build a standardized, sector-based training pipeline from middle school through community college to employer, with a goal of 25,000 trained workers over 10 years.Retention in the trades is most fragile in the first 30 to 90 days — employers who help new workers understand expectations before day one, pair them with patient mentors, and pay competitive wages dramatically improve long-term retention.Apprenticeship teaches the trade, but mentorship builds the tradesperson — the most consistent factor in whether someone stays and thrives in a skilled trade is a mentor who is genuinely invested in their success, not just their productivity.About the GuestDavid Etzwiler is the CEO of the Siemens Foundation, the corporate philanthropic arm of Siemens USA. He has led the Foundation's workforce, health, and sustainability initiatives since 2013. Prior to Siemens, David served as Vice President of Community Affairs and Executive Director of the Medtronic Foundation, where he grew annual giving from $6.5 million to $31.6 million. He holds a J.D. from the University of Minnesota Law School and a Master of Public Policy from The Claremont Graduate University.David leads Careers Electric, a $9.25 million sector-based workforce initiative in North Carolina building a multi-lane training pathway from middle school to employer in the electrical trades — with plans to scale the model nationally, state by state.Keywordselectrician shortage, electrical trades careers, skilled trades, workforce training, apprenticeship, pre-apprenticeship, data centers, AI jobs, Careers Electric, Siemens Foundation, David Etzwiler, IBEW, EVITP, community college trades, mentorship in skilled trades, Gen Z careers, trade school alternatives, North Carolina workforceRESOURCE LINKSDavid Etzwiler on LinkedIn: https://www.linkedin.com/in/david-etzwiler-26916033/Siemens Foundation Website: https://www.siemensfoundation.orgSUPPORT THE SHOWIf you found value in this episode, please leave a review on Apple Podcasts and share it with someone who needs to hear it. Your support helps us ...
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    34 分
  • Planes Can’t Fly Without Aircraft Mechanics — And We’re Running Out of Them with John Goglia

    Planes Can’t Fly Without Aircraft Mechanics — And We’re Running Out of Them with John Goglia
    2026/06/30
    Aircraft maintenance technicians keep every plane in the sky — and half are about to retire. John Goglia, former NTSB board member, on what's at stake for aviation safety.United Airlines alone has 14,000 mechanics. Within five years, roughly half will be eligible for retirement. That's 7,000 highly skilled aircraft maintenance technicians — gone. The pipeline to replace them is dangerously thin, and the average airline mechanic today is approaching 60 years old. The workforce shortage that began after 9/11 never fully recovered — and what happens next could push maintenance work out of the country entirely.John Goglia spent decades on the hangar floor before being appointed to the National Transportation Safety Board by the President of the United States and confirmed by the U.S. Senate. He's the founder of the Aerospace Maintenance Competition (AMC) — the largest hands-on competition for aviation maintenance students in the world — and president of PAMA, the Professional Aviation Maintenance Association.If you work with your hands, are considering aviation maintenance as a career, or lead a workforce in the trades, this conversation reveals what the most underrated skilled trade in America is facing — and why right now is the best time in decades to enter the field.IN THIS EPISODE(00:00) – The Workforce Time Bomb: United Airlines is set to lose 7,000 mechanics in five years — John breaks down why the shortage that started after 9/11 never fully recovered and what happens if the pipeline doesn't fill.(00:49) – When the System Fails: From LaGuardia to Washington D.C., John explains how aviation safety culture has shifted from blaming individuals to exposing the systemic failures behind accidents.(04:38) – 300 Souls and a 20-Minute Clock: What real pressure looks like for an aircraft maintenance technician signing off on a full plane — customer service yelling, pilots watching, and a countdown ticking.(12:12) – Career Paths and Women in Aviation: The first 30-90 days on the shop floor, why women represent only 2.8% of aviation mechanics, and how the AMC has helped over 150 women land jobs in the field.(19:10) – Mentors Who Cut Your Safety Wire: John's defining mentors in New York City, how that tough culture shaped him, and how he applies it to a new generation — including what kept him grounded after joining the NTSB.(22:46) – The Challenge Coin and the Competition: The story behind the AMC challenge coin, what it means to the students who earn it, and why organic mentorship is breaking out across hangar floors without anyone being asked.Key TakeawaysThe aviation maintenance workforce crisis is more urgent than most people realize — with the average airline mechanic approaching age 60, a wave of retirements could push maintenance work overseas if the pipeline isn't rebuilt now.Aviation safety culture has fundamentally shifted from blaming the individual to examining the system — the LaGuardia and D.C. crashes both reveal how management decisions, staffing, and institutional failures set workers up to make mistakes.An A&P (aircraft and powerplant) certificate opens doors far beyond airlines — Burlington Northern Railroad, Disney World, Six Flags, and the drone industry all actively recruit A&P-certified mechanics because their foundational skills in hydraulics, electronics, and pneumatics are universally valuable.Mentorship in aviation maintenance is still largely informal and peer-driven — and closing that gap is exactly what John Goglia is working on through the Aerospace Maintenance Competition, PAMA, and a new podcast built specifically for the next generation of mechanics.About the GuestJohn Goglia is a former member of the National Transportation Safety Board (NTSB), appointed by the President of the United States and confirmed by the U.S. Senate. He began his career as a line mechanic in New York City, working at Allegheny Airlines (later US Air), and spent decades on the hangar floor before rising to become one of the nation's most recognized aviation safety authorities.John is the founder of the Aerospace Maintenance Competition (AMC), the world's largest hands-on skills competition for aviation maintenance students, drawing teams from across the country and attracting recruiters from United, American, Southwest, Alaska, and Delta. He serves as president of PAMA (Professional Aviation Maintenance Association) and hosts the Flight Safety Detectives podcast.Keywordsaircraft maintenance technician, aviation mechanic, A&P mechanic, aviation workforce shortage, aviation safety, NTSB, aerospace maintenance, aviation career, airline mechanic, aircraft inspector, John Goglia, Aerospace Maintenance Competition, PAMA, Professional Aviation Maintenance Association, skilled trades careers, aviation training, trades workforce shortage, women in aviation, mentorship in trades, hands-on careersRESOURCE LINKSJohn Goglia on LinkedIn: [Add URL]Aerospace Maintenance ...
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    30 分
  • Why Apprentices Quit in the First 30 Days with Glenda Rahn

    Why Apprentices Quit in the First 30 Days with Glenda Rahn
    2026/06/23
    Glenda Rahn, Director of Workforce Development at Merit Ontario, reveals why skilled trades companies lose new apprentices in the first 30 days — and what to do about it.Every contractor says the same thing: "We can't find people." But Glenda Rahn has seen something different on the ground — and it's not a recruitment problem. It's a retention problem. Companies bring in new hires who are excited on day one and then fail to give them what they need to stay: clear expectations, a real mentor, and a reason to belong.Glenda is the Director of Workforce Development at Merit Ontario, where she works directly with construction contractors and apprentices across Ontario to fix the workforce pipeline from the inside out. She's spent years doing individual coaching calls with candidates, building mentorship frameworks, and having hard conversations with employers about what they're doing wrong — and what actually works.If you're a contractor struggling to keep new hires, a young person trying to break into the trades, or an industry leader who wants to understand Gen Z on the jobsite, this episode is packed with practical insight you can put to work today.IN THIS EPISODE(00:00) – The Real Problem Is Retention: Most companies focus on recruitment, but Glenda says the real workforce crisis is what happens after someone gets hired.(01:45) – Onboarding Breakdown: The first 30 days are make-or-break — here's why new apprentices walk out the back door before they ever hit the 60-day mark.(03:10) – What Good Mentorship Actually Looks Like: It's not just having a senior person nearby — it's emotional intelligence, clear communication, and the willingness to share knowledge on purpose.(05:45) – Gen Z vs. Older Generations: Andrew and Glenda dig into whether Gen Z has changed the game, or whether the industry just hasn't caught up to how this generation works.(12:45) – The Experience Catch-22: Companies say they need people but require 3–5 years of experience. Glenda shares what new entrants like Troy can actually do to break through.(19:45) – What Contractors Get Completely Wrong About Gen Z: The "lazy" label isn't accurate — and the contractors who believe it are the ones struggling most with retention right now.Key TakeawaysThe workforce shortage is a retention problem first — most companies lose new apprentices within 30 days because onboarding is broken, expectations are unclear, and no one is taking real ownership of mentorship.A good mentor needs emotional intelligence, not just technical skill — knowing each person by name, checking in during the first 60 to 90 days, and creating a genuine sense of belonging is what separates high-retention companies from those that can't hold anyone.Gen Z's work ethic hasn't disappeared — it's showing up differently. They're hustling online, building side projects, and demanding purpose and a clear path forward. Contractors who take the time to understand that will keep them; those who don't will keep losing them.New entrants trying to break into the trades need to stop relying on Indeed and start pounding the pavement — call companies directly, ask who hires entry-level apprentices, volunteer with organizations like Habitat for Humanity to build a track record, and treat networking like 50% of your career depends on it, because it does.About the GuestGlenda Rahn is the Director of Workforce Development at Merit Ontario, a leading open-shop contractors association supporting construction employers across Ontario. With a background in apprenticeship programming, career services, and youth workforce development, Glenda works at the intersection of employer needs and candidate readiness — helping companies build better hiring, onboarding, and mentorship practices that actually retain people.At Merit Ontario, Glenda is developing a group sponsor apprenticeship program that is already achieving 88% retention and on-time completion rates — a result that proves the workforce pipeline can be fixed when the right systems are in place.Keywordsskilled trades retention, apprentice onboarding, workforce development, trades mentorship, Gen Z in the trades, construction workforce, apprenticeship program, entry-level apprentice, skilled trades career, construction industry retention, workforce pipeline, plumber apprentice, construction contractor, trade school, journeyman mentor, Glenda Rahn, Merit Ontario, Andrew Brown, Lost Art of the Skilled TradesRESOURCE LINKSGlenda Rahn on LinkedIn: https://ca.linkedin.com/in/glenda-rahn-99964089Merit Ontario Website: https://www.meritontario.comSUPPORT THE SHOWIf you found value in this episode, please leave a review on Apple Podcasts and share it with someone who needs to hear it. Your support helps us keep telling the stories of the skilled trades.
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    26 分
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