Guests: Lynzie Nebel & Mercedes Landazeri, Co-Hosts of PlastChicks

Host: Lisa Ryan

In this episode of The Manufacturers Network Podcast, host Lisa Ryan sits down with Mercedes Landazuri and Lynzie Nebel, the vibrant duo behind the podcast “PlastChicks: The Voices of Resin.” These trailblazing women have been championing the plastics and manufacturing industry for over six years, using their platform to broadcast innovation, emerging trends, and workforce development while actively supporting the next generation through educational programs and scholarships.

Whether you're interested in the future of plastics, STEM career journeys, or seeking strategies for nurturing talent within the manufacturing industry, this episode delivers valuable insights, inspiration, and a great sense of humor.

1. Non-Linear STEM Pathways

• Both Lynzie and Mercedes came to plastics and manufacturing from unexpected backgrounds—Lynzie from music and Mercedes from academia and languages—highlighting that a passion for STEM can develop later and through diverse experiences.
• Lesson Learned: There's no single or 'correct' path into manufacturing or STEM industries. Openness to new opportunities and leveraging transferable skills can lead to fulfilling careers.

2. The Power of Serendipity and Curiosity

• Lynzie’s pivotal exposure to a tabletop injection molder in high school and Mercedes’ plunge into plastics through a recruiter demonstrate how chance encounters and curiosity can spark lifelong passions and careers.
• Lesson Learned: Encourage curiosity and seize unexpected opportunities—they can lead to transformative career shifts.

3. Innovation and Trends in Plastics

• The industry is rapidly evolving from traditional commodities to the integration of bio-based and sustainable materials.
• Innovations in color technology, such as the development of brighter red pearlescent pigments for cars, showcase the intersection of science, design, and manufacturing.

4. Sustainability as a Talent Magnet

• Today's workforce is purpose-driven; sustainability initiatives, such as reducing pellet loss and educational efforts on recycling, are essential for attracting and retaining new talent in the plastics manufacturing industry.
• Lesson Learned: For manufacturers, backing up sustainability claims with real actions—not just lip service—is vital to engage and retain Gen Z and Millennial workers who value impact over income.

5. Empowering the Next Generation

• Through the “PlastChicks” scholarship program, Lynzie and Mercedes prioritize commitment and passion over GPA, offering support to students regardless of major, as demonstrated by awarding a scholarship to a computer science student who championed plastics via software innovation.
• Lesson Learned: Broadening the definition of “ideal candidate” for scholarships and hiring opens doors to underrepresented yet highly motivated individuals.

6. Industry Engagement and Breaking Barriers

• Transparency, authenticity, and breaking down hierarchies between industry veterans and emerging professionals foster stronger engagement and a more robust future for the plastics manufacturing industry.
• Lesson Learned: Leaders can retain talent by being approachable, honest about both opportunities and challenges, and by actively mentoring newcomers.

• Name Creation: The show “PlastChicks” was nearly called “Good Morning Amorphous Material”—but...

In this episode of The Manufacturers Network Podcast, host Lisa Ryan sits down with Derek Krieger, an innovative leader in manufacturing technology and AI, to discuss how artificial intelligence transforms on-the-job training, knowledge sharing, and employee engagement in the manufacturing sector. Derek shares his personal journey, the inspiration behind Practical AI and PocketMentor, and the practical steps manufacturers can take to leverage AI while protecting their intellectual property and empowering frontline workers.

1. Bridging the Skills Gap in Manufacturing

For over 30 years, the manufacturing industry has struggled with a shortage of skilled tradespeople. Derek, who rose from hands-on industrial work to engineering and educational development, highlights the perennial challenge: "We're always short on the shop floor of skilled trades." The knowledge gap—especially during off-hours—results in costly downtime when the right expertise isn’t immediately available.

2. Practical AI Implementation with PocketMentor

PocketMentor is a breakthrough AI-powered, voice-accessible tool that delivers real-time support, training, and troubleshooting on the shop floor—without requiring extra headcount or specialized hardware. Through a simple QR code scan, technicians can access conversational, hands-free guidance, eliminating the need to leaf through bulky manuals or carry tablets and laptops while working.

3. Meeting the Needs of a Changing Workforce

Younger workers, or "digital natives," are less likely to engage with traditional modes of knowledge transfer (like thick manuals or intimidating expert technicians). They embrace tech-enabled self-learning. PocketMentor offers this new generation an approachable, judgment-free way to ask questions and learn, helping to overcome generational communication barriers within teams.

4. Change Management: Easing the Adoption of New Technologies

Derek underscores the importance of effective change management and communication. Introducing AI solutions isn't just a technical switch: it requires setting clear expectations, top-to-bottom communication, and a bottom-up feedback loop. "It's about running a PR campaign," he notes, to foster buy-in and minimize resistance, especially among experienced workers wary of automation.

5. Protecting Intellectual Property with AI

Many manufacturers are concerned about data security and safeguarding trade secrets when using AI solutions. Practical AI addresses these concerns by implementing strict guardrails, syncing closely with IT departments, and keeping company-specific knowledge securely in-house.

6. Culture & Employee Wellbeing

Beyond technical support, Practical AI integrates features like Connections HR that provide anonymized, real-time feedback on employee morale and mental health, giving HR a clearer picture of workplace culture and enabling proactive adjustments.

7. Moving Forward: The Future of Real-Time Support in Manufacturing

Derek predicts that real-time, voice-enabled AI support will become the norm for manufacturers aiming to increase OEE (Overall Equipment Effectiveness), minimize downtime, and scale expertise efficiently without exhausting limited skilled trades.

• Local Flavor: Derek and Lisa have ties to Cleveland and Indianapolis, and share some friendly NBA banter involving the Pacers and the Cavs!
• Late-Diagnosed Neurodiversity: Derek discovered he is on the autism spectrum and has ADHD at age 50, a personal insight that fuels his inclusive, tech-driven approach to solving workplace challenges.
• Kitten Cameo: Lisa mentions her kittens when discussing "hallucinations"...

Are you looking to boost productivity, improve employee engagement, and align your manufacturing team's objectives with business goals? This episode dives deep into “gain sharing,” guided by 20+ year industry veteran Dr. Chuck DeBettignies. Discover key strategies, actionable lessons, and why so many companies see rapid improvements when adopting this proven system.

1. What is Gain Sharing?

Gain sharing is a performance-based pay system in which employees receive bonuses linked directly to improvements in productivity and results, not just profits or effort. Unlike traditional profit sharing (often doled out at year-end), gain sharing provides frequent, transparent feedback—typically with monthly payouts and ongoing performance metrics. This creates a game-like environment where everyone is incentivized and aligned toward company goals.

2. From Car Races to Corporate Culture: Dr. Chuck’s Inspiration

Dr. Chuck shares a fun story about his childhood near the famous Indianapolis 500 racetrack, where he observed the determination and teamwork of race crews. The lesson? When people are passionate and feel purpose in their work, results soar—a philosophy he’s brought into the manufacturing world through gain sharing.

3. Gain Sharing vs. Profit Sharing

Profit sharing is retrospective and lacks actionable feedback for employees during the year. Gain sharing is proactive and immediate—employees see clear, frequent feedback tied to their daily and weekly work, allowing for real-time adjustments. This boosts performance and creates a culture of transparency and trust.

4. The Six Essentials of Effective Gain Sharing

• 80/20 Numbers: Use Pareto’s Principle to focus on the core drivers of profit and productivity—reward the efforts that matter most.
• Incentives: Frequent, transparent bonuses based on real results.
• Overall Plan: Define “what good looks like” company-wide, then cascade expectations to departments and individuals.
• Feedback: Regular, actionable feedback at all levels so that adjustments can be made immediately.
• Boots on the Ground Connection: Every worker knows their daily/weekly impact on the company’s results, ensuring engagement, inclusion, and accountability.
• Fixes: Systematically identify and solve problems that hinder performance; eliminating recurring issues leads to measurable, lasting gains.

5. Fast Results & Retention

Companies often see productivity improvements of 5-10% quickly, sometimes even higher, in just 30-90 days. Gain sharing not only improves the bottom line, but it also becomes a powerful employee retention tool. When workers feel valued and are paid for performance, loyalty increases and turnover decreases, often leading to “boomerang employees” who leave and later return for the meaningful culture and rewards.

6. Real-World Results & Overcoming Skepticism

While some employees may initially be skeptical of new programs, tangible, consistent bonuses quickly win over even the loudest doubters. These early skeptics often become the system's biggest advocates.

• Goal Alignment is essential in manufacturing: Gain sharing unites company and employee goals, reducing the conflict between “time worked” and “results delivered.”
• Transparency and feedback Loops build trust and real-time improvement, similar to the “Great Game of Business” model pioneered by Jack Stack.
• Problem Solving Matters: Consistent plans and weekly debriefs (identifying and fixing issues) drive lasting...

• LinkedIn: Clay Martin
• Website: recruitingPuertoRico.com

In this insightful episode of The Manufacturers Network Podcast, Lisa Ryan chats with Clay Martin, founder of Isla Talent, to discuss innovative solutions for manufacturing workforce shortages by recruiting top-tier blue-collar talent from Puerto Rico—no visas, no red tape. Clay shares his journey from the Peace Corps to entrepreneurial success and dives deep into the motivations, processes, and key considerations for American manufacturers looking to tap into the Puerto Rican labor market.

1. Solving Manufacturing Labor Shortages with Puerto Rican Talent

Clay Martin highlights the unique advantages of recruiting Puerto Rican workers for manufacturing roles in the U.S. Labor shortages have hit the sector hard. Puerto Rico presents a highly motivated, skilled workforce ready to relocate with minimal legal barriers.

2. Visa-Free, Hassle-Free Recruitment

A game-changing benefit: Puerto Ricans are U.S. citizens, so recruiting from the island involves no visa requirements or immigration red tape. Manufacturers can onboard 10–20 employees within 2–4 weeks.

3. Attracting Puerto Rican Workers—The Economic Motivator

Clay underscores how the significant pay gap between Puerto Rico and the mainland U.S. (manufacturing wages can be double on the mainland) incentivizes many Puerto Ricans to seek opportunities Stateside. Economic instability and past events like Hurricane Maria have further fueled this migration.

4. Best-Fit Industries & In-Demand Skills

Puerto Rican workers excel across various manufacturing sectors—food and beverage, metalwork, skilled trades like welding, carpentry, warehouse operations, and electrical work. Their flexibility and diverse skill sets make them an asset to various industries.

5. Building Trust, Not Just Filling Jobs

Recruitment success depends on relationship building, cultural understanding, and word-of-mouth reputation. Clay’s process includes on-site presence in Puerto Rico, culturally competent staff, and job fairs to foster trust.

6. Navigating Language & Onboarding Challenges

While many recruits speak conversational English, around 20–30% are fluent, and nearly all can get by with translation apps (aided by tools like Google Translate and DeepL). Customized onboarding, clear communication on pay and deductions (including tax differences), and thorough orientation sessions lead to better retention.

7. Practical Rollout & Retention Strategies

Successful placement involves coordinated logistics: furnished housing, transportation, transparent payroll deductions, and robust support post-placement. Retention incentives (e.g., bonuses after 4–6 months, wage increases, or unique perks like sports tickets) foster long-term commitment.

8. Pitfalls to Avoid

DIY recruiting can backfire without cultural sensitivity or adequate planning. Common mistakes include poor-quality housing, skipping proper training, or rushing the onboarding process in pursuit of production numbers.

• Patience and Flexibility pay dividends when integrating talent from new regions or backgrounds. Thorough onboarding and cultural support are critical.
• Transparency is Key: Clear communication about pay, taxes, and expectations helps avoid misunderstandings.
• Retention Incentives Matter: Creative bonuses and recognition encourage loyalty and reduce turnover, whether...

Connect with Scott Peters: https://www.linkedin.com/in/scottpeters74/

In this inspiring episode of The Manufacturers’ Network Podcast, host Lisa Ryan sits down with Scott Peters, a third-generation plastics and mold making expert who has spent nearly five decades shaping not just molds, but mindsets. As the founder of Molded Marketing and a lifelong advocate for the skilled trades, Scott brings a blend of technical expertise, leadership insight, and heartfelt storytelling to the conversation. Together, Lisa and Scott explore the dramatic transformation of mold making—from the “dungeon days” of manual processes to today’s precision-driven world of CNC machines and wire EDM technology. Scott shares how innovations like EDM, once unimaginable, now define modern tooling—and how this shift opens the door for younger, tech-savvy professionals to see manufacturing as a rewarding, purpose-driven career.

Scott and Lisa discuss why the old narratives around manufacturing no longer serve us, and how reframing the industry as a force for good can help attract a more diverse and motivated workforce. Scott emphasizes that mission-driven messaging—how manufacturing saves lives, supports families, and powers everyday life—is far more effective than focusing on pay or promotions. He shares his passion for storytelling as a recruitment tool, highlighting how manufacturers can use impact-focused narratives to inspire students, parents, and career changers alike.

The episode also dives into gender equity and DEI in the trades. Scott talks about the growing presence and leadership of women in mold making and manufacturing, from apprentices on the shop floor to owners and executives. He points to the work being done through organizations like SPE’s “Women Making the Mold” series and the Women in Manufacturing association, encouraging listeners to create inclusive workplaces where respect, equal pay, and equal opportunity are non-negotiables.

Education and workforce development take center stage as well. Scott champions early engagement with vocational and technical schools, urging manufacturers to participate in curriculum design, mentorship programs, and plant tours. He highlights initiatives like the SPE Foundation’s PlastiVan program, which brings hands-on science and plastics education to students across the country. His message is clear: if you want great people, you have to grow them—and that means teaching the basics first. Foundational mechanical knowledge, strong work ethic, and curiosity must come before CAD/CAM and digital tools.

Lisa and Scott also explore how safety and communication are at the heart of great culture. From his global experiences—including lessons learned in Chinese manufacturing environments—Scott shares real-life examples of how leadership presence and proactive plant engagement can prevent accidents, build trust, and create safer, more connected teams. He advocates for peer-led safety walks and on-the-floor conversations as a powerful, low-cost strategy to build accountability and ownership across the team.

Finally, the conversation wraps with a focus on retention. Scott urges manufacturers to eliminate repetitive, mindless tasks and instead challenge team members to learn, grow, and contribute meaningfully. He explains why trainability and enthusiasm often outweigh experience alone—and how consistent, specific recognition can create a culture where people want to stay. One of the episode’s key messages: “If you want to keep your people, make them feel seen.”

This episode is a masterclass in modern manufacturing leadership—from tools and technology to culture and communication. Whether you’re a shop owner, HR leader, plant supervisor, or workforce educator, Scott’s wisdom and warmth offer practical, proven strategies to help you shape a more sustainable, inclusive, and energized future for...

In this enlightening episode of The Manufacturers Network Podcast, host Lisa Ryan welcomes Dean Wegner, founder and CEO of Authentically American. Dean shares his journey from a West Point graduate and Army veteran to an entrepreneur passionate about creating American jobs through his 100% American-made apparel brand. Explore the strategic insights Dean gained from his corporate experiences at Procter & Gamble and Mars and how they shaped his mission-driven leadership approach today.

Key Themes and Lessons Learned:

1. Commitment to American Manufacturing and Job Creation:

• Dean Wegner is on a mission to revitalize American manufacturing by producing high-quality apparel made entirely in the U.S. He aims to create jobs and support the American worker, moving away from the industry's reliance on cheap overseas labor.

1. Entrepreneurial Journey and Strategies:

• Dean transitioned from an Army officer to a corporate executive at Fortune 500 companies before embarking on his entrepreneurial journey. He stresses the importance of understanding your industry and the power of branding and marketing.

1. Balancing Mission and Profitability:

• Authentically American adheres to a direct-to-consumer business model, inspired by successful examples like Dell and Southwest. This approach helps maintain competitive pricing by cutting out the middleman, ensuring high-quality American-made products remain affordable.

1. Harnessing National Media for Brand Growth:

• Dean shares how national media exposure catalyzes brand awareness and sales but emphasizes the need for sustained marketing efforts to maintain growth momentum.

1. Employee and Customer Engagement:

• Authentically American boosts customer and employee loyalty by staying true to its values. Dean’s commitment to donating 10% of profits to veterans and first responders is a testament to the brand’s purpose-driven ethos.

Fun Fact:

• Authentically American incorporates innovative designs, such as sweat-activated T-shirts, which reveal new messages as you perspire, a nod to their creativity and unique market appeal.

Connect with Dean Wegner:

Visit Authentically American's website at authenticallyamerican.us to learn more about Dean Wegner or explore its range of premium American-made apparel. You can also connect with Dean on LinkedIn to stay updated on his journey and insights into American manufacturing.

Connect with Ivan Madera on LinkedIn: https://www.linkedin.com/in/ivan-madera-b63b018/

In this episode, we dive deep into aerospace additive manufacturing with guest Ivan Madera. Ivan is a seasoned entrepreneur and expert in advanced manufacturing, boasting over 25 years of experience in the industry. Get ready to explore the key challenges, emerging technologies, and strategies that are shaping the future of manufacturing.

Key Themes:

1. Advanced Manufacturing and 3D Printing: Ivan Madera shares insights into the rapid evolution and growing interest in advanced manufacturing technologies, particularly focusing on the aerospace and defense sectors. Learn about the critical role of 3D printing in the industry and how it has progressed over the past decade.
2. AI and Robotics in Manufacturing: Discover how artificial intelligence and robotics transform manufacturing processes. Ivan discusses the impact of AI in augmenting human capabilities, providing recommendations, and optimizing efficiencies in production lines.
3. Onshoring and Nearshoring Strategies: Understand the current trends in onshoring and nearshoring and their significance in ensuring a resilient supply chain. Ivan highlights the shift from nearshore strategies to focus more on onshore manufacturing, emphasizing its importance for improving productivity and reducing dependency on foreign partners.
4. Bridging the Talent Gap: With a retiring workforce lacking skilled talent, Ivan addresses the vital need to upskill the new engineers. Listen to strategies for transferring decades of experience to younger employees and the importance of mentorship programs in retaining talent.
5. Technology Adoption Challenges: Ivan illuminates the barriers organizations face when adopting emerging technologies, including resistance to change and the necessity of strong leadership and clear communication to facilitate successful implementation.

Lessons Learned:

• Integrating AI in manufacturing isn't about replacing jobs but enhancing productivity by allowing employees to focus on more critical tasks.
• Creating a development path for young engineers can significantly increase employee retention and build a strong leadership pipeline.
• Leveraging advanced technologies like AI can help traditional manufacturing enterprises modernize and boost efficiency.

Fun Facts:

• Ivan describes AI-augmented engineers as "super engineers," equipped with years of industry knowledge through advanced data analysis.
• The average tenure for employees at Ivan's previous company was an impressive three and a half years, showcasing the effectiveness of strong training and mentorship.

Thank you for tuning in! If you enjoyed this episode, please leave us a review and share it with your network. Stay connected with us for more exciting episodes exploring the world of manufacturing.

In this episode of The Manufacturers Network Podcast, host Lisa Ryan sits down with Meaghan Ziemba, an industrial tech writer, brand storyteller, and the dynamic force behind Mavens of Manufacturing. With a BA and MA in professional and technical writing, Meaghan shares her journey into the manufacturing industry and her passion for empowering women within this sector.

Key Themes:

1. Journey into Manufacturing:

• Meaghan Ziemba discusses her unconventional path into the manufacturing sector, highlighted by her early challenges with college education and discovering her niche in professional and technical writing. Her experiences have shaped her career, leading her to become a prominent voice in promoting women in engineering and manufacturing.

1. Mavens of Manufacturing:

• The inspiration and growth of Mavens of Manufacturing, a live video broadcast, is explored. Meaghan has interviewed over 90 women, from the shop floor to the C-suite, and even original Rosie the Riveters, bringing visibility to women's contributions in the field.

1. Challenges and Opportunities for Women in Manufacturing:

• Meaghan highlights women's common obstacles, such as a lack of awareness and representation in STEM fields. She emphasizes the need for better education and outreach to young women, parents, and community leaders about the diverse opportunities available in manufacturing.

1. Mentorship and Community Building:

• The episode delves into the importance of mentorship and its crucial role in retaining women in the sector. Meaghan shares insights from the Men as Allies conference by Women in Manufacturing and discusses how men can effectively support and mentor women in these industries.

1. Innovative Programs and Initiatives:

• The podcast examines programs promoting diversity and inclusivity, such as robotics teams and SkillsUSA. Meaghan also discusses companies' efforts to create flexible work environments and develop hybrid work models.

1. Future Aspirations:

• Meaghan reveals her plans to write a book on manufacturing culture, targeting the dream gap and inspiring the younger generation to see manufacturing as a viable career path.

Lessons Learned:

• The significance of diverse representation in manufacturing, and how bringing together varied perspectives can drive innovation.
• It is important to educate all community stakeholders—including parents and guidance counselors—about the potential careers in manufacturing and engineering.
• Flexible work schedules and inclusive company cultures can improve employee retention and satisfaction.

Fun Facts:

• Meaghan's first assignment in technical writing was to write instructions for making a peanut butter and jelly sandwich, highlighting how different interpretations can arise from simple tasks.
• Meaghan's community initiatives have led high school students to visit large trade shows like IMTS to promote young talent, sparking interest in manufacturing careers.

Keywords:

• Women in Manufacturing
• Manufacturing Careers
• Mavens of Manufacturing
• Industrial Tech Writing
• STEM Education
• Mentorship in Manufacturing
• Diversity and Inclusion
• Work-Life Balance in Manufacturing
• Manufacturing Innovation

Join Lisa Ryan and Meaghan Ziemba for an engaging conversation that brings to light the critical role of women in manufacturing and the innovative paths forged in the industry. Don't miss out on valuable insights and actionable advice for...