00:00:00:04 - 00:00:29:13
Jennifer
Hello everyone, and welcome to another episode of CEO and Executive Thought Leadership. I am your host, Jennifer Kluge, and today we have a very special guest, Ben Juech, the president of Coakley Brothers and Brothers Interiors. Let me just introduce him to you all and then we'll say hello to him. Under Ben's direction, he helped evolve Coakley Brothers into a full service workplace and facility transformation company.
00:00:29:15 - 00:01:01:24
Jennifer
As a single source, Coakley Brothers supports facilities with product and service needs, supporting interior transitions and transformations throughout North America and beyond. They support industries such as healthcare, education, hospitality, and business environments. Ben's goal at Coakley Brothers is to transform environments where people live, work, and play, contributing to their happiness, well-being, and growth. It's a pleasure to have you on here, Ben.
00:01:01:24 - 00:01:02:22
Jennifer
Welcome.
00:01:02:24 - 00:01:08:13
Ben
Well thank you, Jennifer, it's great to be with you today. And I appreciate that warm introduction.
00:01:08:14 - 00:01:32:21
Jennifer
So for those that don't know, you know, Coakley brothers, if you have ever been to Milwaukee, there is a beautiful stained glass water tower at the top of their historic building and that is them. So besides Milwaukee, they're in all all other cities. I know you're going to be traveling soon, Ben, but tell us a little bit about that water tower.
00:01:32:23 - 00:01:59:22
Ben
Sure. Yeah, we're we're very proud of of our building. The Coakley Brother water tower building, which derives its name from our beautiful mosaic art installation that's on the top of our building. Peggy Coakley is our CEO and chairwoman, and represents the fourth generation in her family to lead the organization. And she noticed a beautiful art installation in Brooklyn about a decade ago.
00:01:59:22 - 00:02:32:00
Ben
And and her immediate thought was, that would look amazing in Milwaukee. And she is always been very civic minded. And I think that comes with being the owner of a 128 year old Milwaukee institution that we're proud to be at, Coakley Brothers. So after about nine months of research and tracking down the artist, we were able to convince Tom Fruin, who does great work, that Milwaukee should be the spot for his next installation uniform.
00:02:32:02 - 00:02:33:23
Ben
It's thank you.
00:02:33:24 - 00:03:05:11
Jennifer
And it's ingenious from a marketing perspective to I know that's not the intent of it, but from branding and marketing, it's a nice lesson for other leaders here on what you can do with your buildings to better the community around. And there's value from a marketing perspective. So for those that don't know, I know you're throughout North America, but can you give us your footprint a little bit on where you all are and where your clients are?
00:03:05:13 - 00:03:31:22
Ben
Certainly Coakley brothers. You know, as we said, and Brothers Interiors are design and furniture division based in Milwaukee, but we provide our facility focused products and services throughout North America and beyond. We have clients that we support globally. We have a couple of projects that we recently completed in Australia and New Zealand. We do a lot of work in Mexico and in Canada.
00:03:31:24 - 00:03:51:22
Ben
So really anywhere the client or the project takes us, we have great partnerships, great subcontractors that we control and manage as an organization and really give our client base that single source vendor globally, wherever a project may need to be supported.
00:03:52:01 - 00:04:13:08
Jennifer
Oh that's great. It's amazing. It's amazing growth that you've had. I think we all take for granted our spaces. You know, you walk into a beautiful building and you're like, oh, this is beautiful. But when you go into a workplace or a common space or what have you, over and over again, I think we take it for granted.
00:04:13:10 - 00:04:27:13
Jennifer
Can you give us a visual of the projects that you've tackled, and perhaps share a story on how you transformed an experience for somebody using your spaces?
00:04:27:15 - 00:04:55:10
Ben
Certainly. You know, I always tell people the favorite part of my job and the work that we do is seeing that transformation and looking at those before and after photos and hearing from our client base, how the new spaces have impacted their people and their business. I think that, you know, we'll talk a little bit more about it later on, but there's there's a lot of, you know, there's all the conjecture about, you know, the office space and what it means today.
00:04:55:10 - 00:05:15:22
Ben
But, you know, these are built environments that that people spend time within. And, you know, for the vast majority of folks, the office is a place where they spend a lot of their time. And, you know, we try and make it something that supports not only the work but supports the human being that is going throughout their day in those spaces.
00:05:15:24 - 00:06:06:13
Ben
You know, we're in Wisconsin and some of our local clients certainly are our manufacturers that, you know, build a lot of great machinery and great widgets and great componentry that go into to larger materials. And oftentimes we've seen that those facilities can be so focused on the products and the manufacturing that gets done, which is totally understandable. And I think some of the most rewarding things that we've done, I can think of a specific project we can completed last year, which was creating a huge employee amenity space, cafeteria, you know, touchdown area for a manufacturer, not just their office employees who had a space before and the the plant and the manufacturing workers that really
00:06:06:13 - 00:06:28:08
Ben
did not have a place where they could eat their lunch, where they could have a cup of coffee, where they could take their break. We brought both of those groupings together. And I love when we do that, because there is there can be a divide in the office versus the back of house or the plant. And I think I give a lot of businesses and owners a lot of credit.
00:06:28:09 - 00:06:48:10
Ben
That has changed over the last few years to breaking down those barriers. And now I'd say, you know, we're about a year after that project was completed. We still do work for this client. And the feedback from, you know, doubters in the organization and believers has been universally positive, which is great to hear.
00:06:48:15 - 00:07:25:11
Jennifer
Oh, that's that's so good. Because, you know, we hear a lot of that. There's the culture of the office team. And then there's the separate culture of the shop floor or whatever industry it may be. Those that are in office, those are out of office in culture is so very important. And we forget as leaders how important the placemaking is, so to speak, making a destination of your office so people want to be there, especially with how commercial real estate has changed in the last six years.
00:07:25:12 - 00:07:59:19
Jennifer
I think we all did not predict this. There's been a lot of changes with the modern workplace, what it looks like, how it's evolved and can you walk us through how your organization is adapting to the new needs now, and how you've helped your clients adapt to hybrid work? Or some in person, some, some not in person? Can you give us some more examples there and share with us how you pivoted through that?
00:07:59:21 - 00:08:19:04
Ben
Yeah. You know, I've been in this in this business for 17 years. And I think what I've learned during that time, but also learning about the industry before my time, is that workplace trends are very cyclical. They they change, and then they go back to the way they were. They change, they go back to the way they were.
00:08:19:04 - 00:08:43:08
Ben
And I think we've certainly seen that, you know, post-Covid, there certainly is has been a change in the way people work. You know, I'm an optimist and I look at it more in a rational and positive way, in the sense that technology was already changing that paradigm. You know, you and I could could have this call and I could be anywhere in the world, as could you.
00:08:43:08 - 00:09:05:05
Ben
And the office was really built around that not being the case. And that was pre-pandemic. Yet we were still somewhat in those old habits. And, you know, I think that, you know, the new office space specifically about, you know, the office pre-COVID, we were going to a lot of open plan. We were going to a lot less privacy.
00:09:05:05 - 00:09:36:17
Ben
And I don't think workers wanted that either. I think they, you know, still want their own space. And what Covid did was really accentuate that because we were, you know, unfortunately used to being in our own space for, for many months during that very difficult time. And so, you know, two things that we really see a lot more gathering spaces, hospitality driven design to make it more inviting to people that you may not want to work in a workstation or a private office.
00:09:36:17 - 00:10:01:21
Ben
And you know, a lot of their work. And the value of being in the office is collaborative. But then I think we also went back to a little bit of the privacy that we were getting away from before the pandemic. You know, a lot of people on calls like we're on today, virtual calls, people that are just touching down in an office space, you know, maybe their parents that are looking to get out of the home office and have some, you know, dedicated heads, downtime.
00:10:01:21 - 00:10:25:15
Ben
So we're doing a lot with, you know, individual rooms. Phone booth type products, you know, more private offices, more, you know, closed door wellness rooms and phone rooms for folks along with, you know, as you saw when when you were in our space, you know, having great environments, whether it's indoors or outdoors for people to congregate together.
00:10:25:17 - 00:10:52:21
Jennifer
I've seen a lot of indoor outdoor designs. A lot of companies are, creating, you know, those garage doors that go up. Yeah. Indoor outdoor. I've seen a lot of that. That's a bit of a trend. What are some other trends? If I, if I was to redesign my office space and for the leaders listening today, what for three must haves.
00:10:52:23 - 00:10:59:15
Jennifer
You know, looking into the future, what do we have to have in our offices in, in the next year or two?
00:10:59:17 - 00:11:29:18
Ben
Well, I think you have to have comfort for your employees if they're if they're working full time or even three days a week in an office, you know, height adjustability in their workplace and their desk in their workstation is a must that, you know, the years ago, it was an expense. And I think that from what we know from health benefits and from the just the minimal investment it takes to get there, it's not it's it's a value add for your employees.
00:11:29:20 - 00:11:52:17
Ben
You know, those phone rooms I talked about? We've got a great product called room that comes in many different sizes, that allows people to take an individual call, allows people to work two on two, even allows more of a booth setting like you have in a restaurant. I think those are must haves. They're always utilized and they provide people what they need.
00:11:52:19 - 00:12:18:22
Ben
And then I think it's, you know, what I said from that client that I mentioned, it's having gathering spaces for employees to eat lunch, to have coffee, to congregate after work, to, to have impromptu meetings. And those need to be designed in a more logical, rational way. They don't need to be cutting edge. They don't need to do things that that they don't have to do.
00:12:19:02 - 00:12:30:15
Ben
That's something we pride ourselves on here at Coakley Brothers and that, you know, we look at a at a rational type of design. You know, we're not trying to be cutting edge. We're trying to support our clients and what they need.
00:12:30:17 - 00:13:02:06
Jennifer
Well said. In to add on to what you said previously, gathering spaces for all every group. And that's actually one of our recommendations for businesses is have your your key core values, your fundamentals. But make sure you sweat the details on the employee experience, no matter if they're in person or remote, or if they're on the shop floor, or if they're in their car all day long.
00:13:02:06 - 00:13:32:00
Jennifer
Visiting clients. Yes. What the details on the experience for every type of employee that you have and your vision goes hand in hand with that. So it's exciting to hear I'm going to shift gears a little bit then. I know you've been a leader there for quite some time. We have a lot of folks listening that, that want to sharpen their skills and learn from other leaders and see what they can adapt.
00:13:32:01 - 00:13:59:14
Jennifer
What we're hearing out there right now, when we talk to CEOs and leaders of companies like yours, there's a lot of change fatigue out there at the executive level, at the human resource level, at the people level. And we're hearing a lot of it related to talent, but we're also now having artificial intelligence, private equities out there quite a bit.
00:13:59:15 - 00:14:24:17
Jennifer
Market uncertainty, profits get squeezed. Tariffs can be very disruptive. And it's just seems like lately as a leader those changes are constant. But what is top of mind for you. Let's start there. And then we can talk about how you handle the constant change and inspiring your team through it.
00:14:24:19 - 00:14:54:00
Ben
Certainly I think everything that you mentioned, Jennifer, of course, is top of mind for for any business today. You know, I do think that, you know, market uncertainty and profit squeezing would be two aspects of our business that that we certainly, you know, are, you know, monitoring and managing. And I think that, you know, we are grateful for, you know, to, to to be a, a successful business today.
00:14:54:00 - 00:15:15:07
Ben
But you know, it's our job to really look out, you know, over the coming years. And we certainly have some concerns there that that we're looking to manage. You know, I think artificial intelligence is something that certainly supports our business, impacts our business. You know, when you look at the built environment, you know, we are supporting spaces that people live, work and play.
00:15:15:10 - 00:15:37:04
Ben
So I think that as long as, you know, we have human beings, we're going to still need spaces to do that. But I think artificial intelligence certainly helps us be more efficient in our in our business. I think one thing that really, I think speaks to me as a leader and something that that all leaders need to manage, you know, is what you described as change fatigue.
00:15:37:06 - 00:15:59:21
Ben
You know, we always are, especially in this day and age. You know, we move quickly and we're always following and looking for the next big thing or the next impactful thing. And what I always message to our team, you know, is what I said a minute ago is, is we always need to return to what it is that we do, what it is that supports the business and keeps the business relevant.
00:15:59:23 - 00:16:31:11
Ben
And today that's providing facility focused products and services for businesses, schools, hospitals, residents. And let's make sure that that all of the initiatives and the changes that we're trying to put in place as a company are supporting, you know, that basic objective that is is who we are. And I think sometimes where you have, you know, especially that fatigue amongst your staff is when you take on too many objectives, you take on objectives, you don't finish them.
00:16:31:13 - 00:16:38:24
Ben
And sometimes those objectives can take you away to to the basis of your business. And that's something that I'm really focused on today.
00:16:39:01 - 00:17:17:20
Jennifer
Yeah, well well said Ben, you knew the scientists say that when a human hears the word change, it triggers the fear flight response. Sure. You know, do you freeze? Do you do you flee? Do you fight? And I think there's a lot of lessons that we can learn there as leaders with, with the change, fatigue and maybe, maybe, you know, coaching people through, you know, it's okay if it doesn't go 100% perfect.
00:17:17:20 - 00:17:50:19
Jennifer
It's okay. You know, just taking that pressure off and say, we'll do what we can. Sometimes leaders forget to do that. I'm, it's a new era of leadership where it's more coaching and mentoring and inspiring. So let's talk about that. You know, you have you're doing it. You have an award winning culture. We've seen it firsthand. And attracting and retaining talent is so very important.
00:17:50:20 - 00:18:14:08
Jennifer
And as leaders it starts with us. That job either succeeds or fails at the top of inspiring and engaging talent. Give us a feel for what you do personally to ensure that you have an engaged team and you continue to have an award winning culture over at Copley Brothers.
00:18:14:10 - 00:18:40:12
Ben
Yeah, I think that it's always, you know, that's the the task that we have to get up every morning and try and achieve that day. You know, that our, you know, there's so many basic things that we can do to connect with people. But one of the things that that we really when we lasted a strategic plan, you know, we really made it just as much focused on the human being, you know, as we did on the business success.
00:18:40:15 - 00:19:07:11
Ben
And, you know, we we always think about, you know, we've got over 100 employees and each of those employees are walking through the front door with different experiences that they're bringing in from their lives. And I think recognizing that and managing to that, you know, is a core principle. You know, we we are a family owned business. And I think we we often ask to ask ourselves, what does that mean?
00:19:07:11 - 00:19:35:22
Ben
And, you know, it really means treating each other like we would have family member. And that extends beyond just what their roles and responsibilities are in their specific job or their area. And that's something that's very easy to say. And I think it's it is where your culture does have that proof in the pudding. If you do live that out, then I think you will achieve a culture where people want to stay, where they want to grow.
00:19:35:24 - 00:19:56:18
Ben
I'm very proud of the tenure that we have throughout the organization. In any role that you would pick. And, you know, I think we also, you know, we we put people over profits. And I think that, you know, our goal as an organization is to be a place where people can earn the living that they want and need for themselves and their families.
00:19:56:20 - 00:20:21:10
Ben
It's a place where, you know, we do, you know, communicate and talk about how the health of the business directly goes into, you know, what we can provide in terms of compensation. And I think having transparent to the extent that you can, having transparent conversations with people is really important to to make them feel valued in that way.
00:20:21:12 - 00:20:38:08
Ben
And, you know, we're always trying to communicate better. It's an ongoing, you know, journey. But I really think that, you know, the focus on people as human beings, you know, has the effect that that you hope to have on, on those folks as employees and team members.
00:20:38:10 - 00:21:03:00
Jennifer
Well, we can just tell, you know, when we walk into a space, you have an eye for the physical around, but we have an eye for the culture on the intrinsic things that we pick up from the energy of the people that work there. And we can tell by walking into your organization that you're indeed a best and brightest company to work for.
00:21:03:00 - 00:21:32:18
Jennifer
So congrats on your award winning culture there and your leadership and making that happen. We all experience monumental moments and some of them shape us for the positive. Some of them beat us up a little bit, but we learn from them. Sometimes even we get beat up from the monumental moments in a bad way. But then you look back at it two years later and said, that was the best thing that ever happened.
00:21:32:20 - 00:21:42:18
Jennifer
Can you share a monumental moment or two with us and what you learned from it, especially for those younger features that are listening today?
00:21:42:20 - 00:22:22:03
Ben
Sure. Definitely. You know, I think that, you know, one thing that I believe is that the the hard moments certainly shape us just as much, if not more than the than the, the positive moments. And when I look back on my career to date, you know, it was a very negative moment that I think shaped me to become the, you know, the professional that that I have been, you know, here at Coakley Brothers, you know, I had a had a job, you know, after I graduated from the University of Wisconsin that I really enjoyed and that I was starting to get some traction in, I was living in Chicago and enjoying being a young
00:22:22:03 - 00:22:50:04
Ben
professional. And then the, you know, 2008 Great Recession hit. And I was laid off from that job in February of 2009. And that was a devastating moment. I think you you look at yourself in a certain way and you think, well, that can't happen to me. And it did. And I learned a lot, not only about myself and about resilience, but about the fragile nature of of a job.
00:22:50:04 - 00:23:23:00
Ben
I was still a young professional a couple years into my career, and I think what that taught me is that you can't take anything for granted and that you have to show up and do the work. And I think that that's, you know, something that certainly shaped me in my next chapters that that led me, you know, to where I am today is that we can't take anything for granted, even that even when we are, you know, on paper or in our own minds, successful, the shoe can drop with many factors that are beyond our control.
00:23:23:02 - 00:23:43:19
Ben
And then I think it's, you know, what can we control is what, you know, I've tried to do here at Coakley Brothers is is control what I, what I put in and, you know, put in the time do the work and most often that will take care of itself. There are circumstances like I encountered that that wasn't the case.
00:23:43:19 - 00:24:09:19
Ben
But I think if you match both of those principles that I certainly have tried to do is that, you know, we're all replaceable and we all need to bring our best every day to what we can control and that that experience, you know, getting laid off during that very difficult economic time, you know, not knowing where I was going to land, you know, shaped me in very positive ways.
00:24:09:21 - 00:24:30:17
Ben
And I'm, you know, ultimately grateful to go through that experience. And I think young professionals and young leaders need to know that that hardship can be right around the corner. How we respond and how we learn from those experiences will ultimately shape the bigger picture. Beyond that, that difficult moment.
00:24:30:19 - 00:25:01:02
Jennifer
Very true. And in in is more than economic changes at a company, you know, economical impact. And we talked about the change fatigue today and the ripple out factors on that and the squeeze on profits. It is important for those in their careers if they encounter a layoff or resizing or whatever you want to call it, that. It's not the end of the world in your case.
00:25:01:06 - 00:25:01:23
Ben
Right?
00:25:01:24 - 00:25:24:08
Jennifer
It it was a catalyst. It motivated you to say, okay, this isn't going to happen again. I'm going to take the bull by the horns and I'm I'm going to take charge and be successful. What you very much have done, that's a really good lesson, especially with, you know, private equity and economic uncertainty and squeezing profits. I think that's a really good lesson for, for everyone here.
00:25:24:11 - 00:25:28:24
Jennifer
And to be your own PR advocate within a company. Yeah, yeah.
00:25:29:00 - 00:25:49:15
Ben
And I think when those things happen, it doesn't have to be an indictment on you. And I think that that that's really important. And you have to take the factors in, apply them to your situation and do your best to walk forward. And, you know, that's certainly not easy, but it's it's always possible.
00:25:49:18 - 00:26:19:20
Jennifer
Yeah. Thank you for sharing that. There's a lot to learn from that experience. Let's talk more about you as a leader, your leadership style, your management style. What tips do you have on what works and what doesn't work? Essentially, what's your success formula as a leader to drive results? I know you're profitability. You drive new markets, you make new clients come in.
00:26:19:20 - 00:26:24:13
Jennifer
But what's your style? That is a win.
00:26:24:15 - 00:26:46:04
Ben
You know, I'm a big believer in leading by example. You know I think that that's, you know, a basic but it's sometimes, you know, can be difficult. I think, you know, one of the things that I'm grateful for as a leader is that I grew up in this business. So I know how the business operates. I know you know what it takes to do the roles.
00:26:46:06 - 00:27:09:02
Ben
You know, we in a sales organization, you know, it's it's difficult. And, you know, one of the things that that we pride ourselves in here is our diamond class customer service, which is not, you know, not really related to our clients. It's related to our internal clients, which are our teammates. And how do we, you know, how can we make their job easier?
00:27:09:07 - 00:27:35:00
Ben
How can we anticipate what they're going to need to do their job successfully? Because then if we do that, then they can deliver customer service excellence to our clients. And I think that that's something that that I try and lead by example with is doing the work and playing my role with with our team. You know, I do think back to what I said a minute ago, you know, putting in the time, putting in the work.
00:27:35:02 - 00:28:03:04
Ben
You know, there are there are no shortcuts for success. And I think that that is you know, it's a basic but I think especially, you know, in this day and age, it's always something that we need to reinforce as leaders. You know, I think that, you know, one of the things that that Peggy, you know, has led by example on is, you know, finding a team, you know, that accentuates your strengths, but also, you know, helps plug your weaknesses.
00:28:03:04 - 00:28:24:07
Ben
And, you know, we all have weaknesses. If we're in a leadership position, that doesn't mean, you know, we're on mission from that. And I think that that's really important. And I think my team today, you know, especially our executive leadership team, you know, a well-rounded group that are different and that support each other where where we need to be supported and vice versa.
00:28:24:09 - 00:28:45:07
Ben
And I think that, you know, we all, you know, in a digital age, are quick to respond and quit to engage. And one of the things I'm continuing to work on and always looking to improve is to to take a step back to, to let people do their jobs and to know that, you know, without my input, it's going to be okay.
00:28:45:09 - 00:28:54:22
Ben
And that, you know, call on me if you need me. But, you know, also, you know, I need to make sure that I'm letting people, you know, lead themselves and do their jobs.
00:28:54:24 - 00:29:25:21
Jennifer
Easier said than done for us leaders out there that have been, learning the business through promotions and growth and product launches and been there for the whole time, it's hard to step away very hard. But I really do like what you said about no shortcuts. I mean, learning and sweating the details and putting the hours in and the time in, that's what it takes to be successful.
00:29:25:21 - 00:29:29:08
Jennifer
And I don't think we teach enough of that, to be honest.
00:29:29:09 - 00:29:49:20
Ben
I agree, Jennifer, I think that what you said, sweating the details is, is a big one. You know, there are leaders I can think of that I look up to that, you know, big organizations that, you know, some details that make you stop in your tracks. And if you're paying attention, then you're, you know, in my business, I need to do the same.
00:29:49:21 - 00:30:24:10
Jennifer
Yeah. They do not teach that in business school at all. They say, oh, you do this and you'll be successful. They don't paint the picture. What it really takes that that comes from teams like yours and leaders like yours. Inspiring mentoring and coaching. We're going to do a little switch around here. Okay. Use Julie the title for anyone that interacts with a CEO or a leader at a company.
00:30:24:10 - 00:30:45:08
Jennifer
The title scares them, or they get nervous around the the leader. And we like to demystify that for some of the teeth out there. You know, you're human. So let's let's share more of the human side of you. Do you have any daily rituals that keep you motivated and focused?
00:30:45:10 - 00:31:06:17
Ben
Well, I am a proud father of four kids between the ages of nine and 16, and one of my favorite rituals is even though it's it's kind of, you know, it can be compared to being in the role here at work. It's it's wonderful, but it's also frenetic. I love the morning, you know, getting going in the morning.
00:31:06:18 - 00:31:26:22
Ben
I've always one of my favorite parts of the day is taking my kids to school. As they get older, it's not as as as needed as much as it was. But when I get the chance to do that, which is most days, I really enjoy that. You know, short walk or short car ride to the school. You know, as you can see behind my shoulder, I've got a lot of prized artwork.
00:31:26:24 - 00:31:35:23
Ben
So the, the rituals in the morning with the kids are challenging, but they're also, you know, what I enjoy most in the day, which I think is a good lesson.
00:31:36:00 - 00:31:49:18
Jennifer
That's great. It's a great opportunity to embarrass them for memories to come. Yeah, that trap is a great opportunity. Not that I would know.
00:31:49:20 - 00:31:55:09
Jennifer
Is there a book or speaker that's left a lasting impression on you?
00:31:55:11 - 00:32:18:13
Ben
Well, you know, I just we like to to road trip as a family and I, we just took a spring break road trip and I listened to the, the let them theory by by Mel Robbins. And I thought that was, you know, fantastic. I listened to it, you know, on I guess it's not on CD anymore, but but I listened to the book rather than read it.
00:32:18:13 - 00:32:37:23
Ben
That fits me really well. And I think that, you know, I think that's helpful for anybody. I think it's helpful for my kids as they go through, you know, the, you know, school and friends and all of that. I think it's great for young professionals. I think it's great for leaders. You know, it's it's, you know, not worrying about what others may think.
00:32:37:24 - 00:32:57:04
Ben
You know, to of course that's important, but it shouldn't drive how we act and it shouldn't drive the people that we are, the leaders that we are. I really enjoyed that. I thought it had a ton of connectivity for me. And I think that, you know, anybody in any situation, it'd be a good and quick read or listen.
00:32:57:06 - 00:33:01:08
Jennifer
Oh that's great. Mel Robbins is is great. Just let them let them.
00:33:01:10 - 00:33:03:17
Ben
Right, right.
00:33:03:19 - 00:33:13:08
Jennifer
One more one more personal question. And then we're going to wrap up. I know we're on a time limit here, but.
00:33:13:10 - 00:33:19:17
Jennifer
This is a hokey question, but how would you define happiness?
00:33:19:19 - 00:33:44:02
Ben
You know, I think I think happiness comes whenever, whenever you can laugh. And I think that, you know, we're you know, all of us are, you know, to, to quote the movie title, you know, hopefully in the Pursuit of happiness. And I think that that can be overwhelming because, you know, where is that destination. And if we feel happy, you know, something can come around the corner.
00:33:44:04 - 00:34:02:09
Ben
So I, you know, I think laughter, you know, and we, you know, we've got a great team here that, you know, we laugh a lot together even though we, you know, like any family, we can get under each other's skin when we're in the heat of the battle. And I think that, you know, happiness in a day, in a day can come in many forms.
00:34:02:09 - 00:34:19:14
Ben
But my my quick answer and my easy thought would be whenever, whenever we're laughing with our colleagues, with our our friends, with our family, you know, hopefully with strangers. But I think that and that can come a lot through the day, hopefully, and bring us what we need.
00:34:19:15 - 00:34:26:10
Jennifer
There's a certain type of person that can make people laugh. We have to protect those people.
00:34:26:12 - 00:34:28:15
Ben
For sure.
00:34:28:16 - 00:34:41:19
Jennifer
Well, thank you so much for sharing your insights. Congratulations on your successful journey and it was wonderful having you on the program, Ben, and keep shining bright.
00:34:41:21 - 00:34:57:23
Ben
Well thank you. Jennifer, it's an honor to spend some time with you. And and we're very proud to to be a best and brightest organization and, you know, appreciate the platform to to share some thoughts and look forward to another time in the future.
00:34:58:02 - 00:35:06:03
Jennifer
Sounds great. Sounds great. That's it everyone for this show. We'll see you next time. Everyone go have a great day and keep shining bright.
Jennifer
Hello everyone, and welcome to another episode of CEO and Executive Thought Leadership. I am your host, Jennifer Kluge, and today we have a very special guest, Ben Juech, the president of Coakley Brothers and Brothers Interiors. Let me just introduce him to you all and then we'll say hello to him. Under Ben's direction, he helped evolve Coakley Brothers into a full service workplace and facility transformation company.
00:00:29:15 - 00:01:01:24
Jennifer
As a single source, Coakley Brothers supports facilities with product and service needs, supporting interior transitions and transformations throughout North America and beyond. They support industries such as healthcare, education, hospitality, and business environments. Ben's goal at Coakley Brothers is to transform environments where people live, work, and play, contributing to their happiness, well-being, and growth. It's a pleasure to have you on here, Ben.
00:01:01:24 - 00:01:02:22
Jennifer
Welcome.
00:01:02:24 - 00:01:08:13
Ben
Well thank you, Jennifer, it's great to be with you today. And I appreciate that warm introduction.
00:01:08:14 - 00:01:32:21
Jennifer
So for those that don't know, you know, Coakley brothers, if you have ever been to Milwaukee, there is a beautiful stained glass water tower at the top of their historic building and that is them. So besides Milwaukee, they're in all all other cities. I know you're going to be traveling soon, Ben, but tell us a little bit about that water tower.
00:01:32:23 - 00:01:59:22
Ben
Sure. Yeah, we're we're very proud of of our building. The Coakley Brother water tower building, which derives its name from our beautiful mosaic art installation that's on the top of our building. Peggy Coakley is our CEO and chairwoman, and represents the fourth generation in her family to lead the organization. And she noticed a beautiful art installation in Brooklyn about a decade ago.
00:01:59:22 - 00:02:32:00
Ben
And and her immediate thought was, that would look amazing in Milwaukee. And she is always been very civic minded. And I think that comes with being the owner of a 128 year old Milwaukee institution that we're proud to be at, Coakley Brothers. So after about nine months of research and tracking down the artist, we were able to convince Tom Fruin, who does great work, that Milwaukee should be the spot for his next installation uniform.
00:02:32:02 - 00:02:33:23
Ben
It's thank you.
00:02:33:24 - 00:03:05:11
Jennifer
And it's ingenious from a marketing perspective to I know that's not the intent of it, but from branding and marketing, it's a nice lesson for other leaders here on what you can do with your buildings to better the community around. And there's value from a marketing perspective. So for those that don't know, I know you're throughout North America, but can you give us your footprint a little bit on where you all are and where your clients are?
00:03:05:13 - 00:03:31:22
Ben
Certainly Coakley brothers. You know, as we said, and Brothers Interiors are design and furniture division based in Milwaukee, but we provide our facility focused products and services throughout North America and beyond. We have clients that we support globally. We have a couple of projects that we recently completed in Australia and New Zealand. We do a lot of work in Mexico and in Canada.
00:03:31:24 - 00:03:51:22
Ben
So really anywhere the client or the project takes us, we have great partnerships, great subcontractors that we control and manage as an organization and really give our client base that single source vendor globally, wherever a project may need to be supported.
00:03:52:01 - 00:04:13:08
Jennifer
Oh that's great. It's amazing. It's amazing growth that you've had. I think we all take for granted our spaces. You know, you walk into a beautiful building and you're like, oh, this is beautiful. But when you go into a workplace or a common space or what have you, over and over again, I think we take it for granted.
00:04:13:10 - 00:04:27:13
Jennifer
Can you give us a visual of the projects that you've tackled, and perhaps share a story on how you transformed an experience for somebody using your spaces?
00:04:27:15 - 00:04:55:10
Ben
Certainly. You know, I always tell people the favorite part of my job and the work that we do is seeing that transformation and looking at those before and after photos and hearing from our client base, how the new spaces have impacted their people and their business. I think that, you know, we'll talk a little bit more about it later on, but there's there's a lot of, you know, there's all the conjecture about, you know, the office space and what it means today.
00:04:55:10 - 00:05:15:22
Ben
But, you know, these are built environments that that people spend time within. And, you know, for the vast majority of folks, the office is a place where they spend a lot of their time. And, you know, we try and make it something that supports not only the work but supports the human being that is going throughout their day in those spaces.
00:05:15:24 - 00:06:06:13
Ben
You know, we're in Wisconsin and some of our local clients certainly are our manufacturers that, you know, build a lot of great machinery and great widgets and great componentry that go into to larger materials. And oftentimes we've seen that those facilities can be so focused on the products and the manufacturing that gets done, which is totally understandable. And I think some of the most rewarding things that we've done, I can think of a specific project we can completed last year, which was creating a huge employee amenity space, cafeteria, you know, touchdown area for a manufacturer, not just their office employees who had a space before and the the plant and the manufacturing workers that really
00:06:06:13 - 00:06:28:08
Ben
did not have a place where they could eat their lunch, where they could have a cup of coffee, where they could take their break. We brought both of those groupings together. And I love when we do that, because there is there can be a divide in the office versus the back of house or the plant. And I think I give a lot of businesses and owners a lot of credit.
00:06:28:09 - 00:06:48:10
Ben
That has changed over the last few years to breaking down those barriers. And now I'd say, you know, we're about a year after that project was completed. We still do work for this client. And the feedback from, you know, doubters in the organization and believers has been universally positive, which is great to hear.
00:06:48:15 - 00:07:25:11
Jennifer
Oh, that's that's so good. Because, you know, we hear a lot of that. There's the culture of the office team. And then there's the separate culture of the shop floor or whatever industry it may be. Those that are in office, those are out of office in culture is so very important. And we forget as leaders how important the placemaking is, so to speak, making a destination of your office so people want to be there, especially with how commercial real estate has changed in the last six years.
00:07:25:12 - 00:07:59:19
Jennifer
I think we all did not predict this. There's been a lot of changes with the modern workplace, what it looks like, how it's evolved and can you walk us through how your organization is adapting to the new needs now, and how you've helped your clients adapt to hybrid work? Or some in person, some, some not in person? Can you give us some more examples there and share with us how you pivoted through that?
00:07:59:21 - 00:08:19:04
Ben
Yeah. You know, I've been in this in this business for 17 years. And I think what I've learned during that time, but also learning about the industry before my time, is that workplace trends are very cyclical. They they change, and then they go back to the way they were. They change, they go back to the way they were.
00:08:19:04 - 00:08:43:08
Ben
And I think we've certainly seen that, you know, post-Covid, there certainly is has been a change in the way people work. You know, I'm an optimist and I look at it more in a rational and positive way, in the sense that technology was already changing that paradigm. You know, you and I could could have this call and I could be anywhere in the world, as could you.
00:08:43:08 - 00:09:05:05
Ben
And the office was really built around that not being the case. And that was pre-pandemic. Yet we were still somewhat in those old habits. And, you know, I think that, you know, the new office space specifically about, you know, the office pre-COVID, we were going to a lot of open plan. We were going to a lot less privacy.
00:09:05:05 - 00:09:36:17
Ben
And I don't think workers wanted that either. I think they, you know, still want their own space. And what Covid did was really accentuate that because we were, you know, unfortunately used to being in our own space for, for many months during that very difficult time. And so, you know, two things that we really see a lot more gathering spaces, hospitality driven design to make it more inviting to people that you may not want to work in a workstation or a private office.
00:09:36:17 - 00:10:01:21
Ben
And you know, a lot of their work. And the value of being in the office is collaborative. But then I think we also went back to a little bit of the privacy that we were getting away from before the pandemic. You know, a lot of people on calls like we're on today, virtual calls, people that are just touching down in an office space, you know, maybe their parents that are looking to get out of the home office and have some, you know, dedicated heads, downtime.
00:10:01:21 - 00:10:25:15
Ben
So we're doing a lot with, you know, individual rooms. Phone booth type products, you know, more private offices, more, you know, closed door wellness rooms and phone rooms for folks along with, you know, as you saw when when you were in our space, you know, having great environments, whether it's indoors or outdoors for people to congregate together.
00:10:25:17 - 00:10:52:21
Jennifer
I've seen a lot of indoor outdoor designs. A lot of companies are, creating, you know, those garage doors that go up. Yeah. Indoor outdoor. I've seen a lot of that. That's a bit of a trend. What are some other trends? If I, if I was to redesign my office space and for the leaders listening today, what for three must haves.
00:10:52:23 - 00:10:59:15
Jennifer
You know, looking into the future, what do we have to have in our offices in, in the next year or two?
00:10:59:17 - 00:11:29:18
Ben
Well, I think you have to have comfort for your employees if they're if they're working full time or even three days a week in an office, you know, height adjustability in their workplace and their desk in their workstation is a must that, you know, the years ago, it was an expense. And I think that from what we know from health benefits and from the just the minimal investment it takes to get there, it's not it's it's a value add for your employees.
00:11:29:20 - 00:11:52:17
Ben
You know, those phone rooms I talked about? We've got a great product called room that comes in many different sizes, that allows people to take an individual call, allows people to work two on two, even allows more of a booth setting like you have in a restaurant. I think those are must haves. They're always utilized and they provide people what they need.
00:11:52:19 - 00:12:18:22
Ben
And then I think it's, you know, what I said from that client that I mentioned, it's having gathering spaces for employees to eat lunch, to have coffee, to congregate after work, to, to have impromptu meetings. And those need to be designed in a more logical, rational way. They don't need to be cutting edge. They don't need to do things that that they don't have to do.
00:12:19:02 - 00:12:30:15
Ben
That's something we pride ourselves on here at Coakley Brothers and that, you know, we look at a at a rational type of design. You know, we're not trying to be cutting edge. We're trying to support our clients and what they need.
00:12:30:17 - 00:13:02:06
Jennifer
Well said. In to add on to what you said previously, gathering spaces for all every group. And that's actually one of our recommendations for businesses is have your your key core values, your fundamentals. But make sure you sweat the details on the employee experience, no matter if they're in person or remote, or if they're on the shop floor, or if they're in their car all day long.
00:13:02:06 - 00:13:32:00
Jennifer
Visiting clients. Yes. What the details on the experience for every type of employee that you have and your vision goes hand in hand with that. So it's exciting to hear I'm going to shift gears a little bit then. I know you've been a leader there for quite some time. We have a lot of folks listening that, that want to sharpen their skills and learn from other leaders and see what they can adapt.
00:13:32:01 - 00:13:59:14
Jennifer
What we're hearing out there right now, when we talk to CEOs and leaders of companies like yours, there's a lot of change fatigue out there at the executive level, at the human resource level, at the people level. And we're hearing a lot of it related to talent, but we're also now having artificial intelligence, private equities out there quite a bit.
00:13:59:15 - 00:14:24:17
Jennifer
Market uncertainty, profits get squeezed. Tariffs can be very disruptive. And it's just seems like lately as a leader those changes are constant. But what is top of mind for you. Let's start there. And then we can talk about how you handle the constant change and inspiring your team through it.
00:14:24:19 - 00:14:54:00
Ben
Certainly I think everything that you mentioned, Jennifer, of course, is top of mind for for any business today. You know, I do think that, you know, market uncertainty and profit squeezing would be two aspects of our business that that we certainly, you know, are, you know, monitoring and managing. And I think that, you know, we are grateful for, you know, to, to to be a, a successful business today.
00:14:54:00 - 00:15:15:07
Ben
But you know, it's our job to really look out, you know, over the coming years. And we certainly have some concerns there that that we're looking to manage. You know, I think artificial intelligence is something that certainly supports our business, impacts our business. You know, when you look at the built environment, you know, we are supporting spaces that people live, work and play.
00:15:15:10 - 00:15:37:04
Ben
So I think that as long as, you know, we have human beings, we're going to still need spaces to do that. But I think artificial intelligence certainly helps us be more efficient in our in our business. I think one thing that really, I think speaks to me as a leader and something that that all leaders need to manage, you know, is what you described as change fatigue.
00:15:37:06 - 00:15:59:21
Ben
You know, we always are, especially in this day and age. You know, we move quickly and we're always following and looking for the next big thing or the next impactful thing. And what I always message to our team, you know, is what I said a minute ago is, is we always need to return to what it is that we do, what it is that supports the business and keeps the business relevant.
00:15:59:23 - 00:16:31:11
Ben
And today that's providing facility focused products and services for businesses, schools, hospitals, residents. And let's make sure that that all of the initiatives and the changes that we're trying to put in place as a company are supporting, you know, that basic objective that is is who we are. And I think sometimes where you have, you know, especially that fatigue amongst your staff is when you take on too many objectives, you take on objectives, you don't finish them.
00:16:31:13 - 00:16:38:24
Ben
And sometimes those objectives can take you away to to the basis of your business. And that's something that I'm really focused on today.
00:16:39:01 - 00:17:17:20
Jennifer
Yeah, well well said Ben, you knew the scientists say that when a human hears the word change, it triggers the fear flight response. Sure. You know, do you freeze? Do you do you flee? Do you fight? And I think there's a lot of lessons that we can learn there as leaders with, with the change, fatigue and maybe, maybe, you know, coaching people through, you know, it's okay if it doesn't go 100% perfect.
00:17:17:20 - 00:17:50:19
Jennifer
It's okay. You know, just taking that pressure off and say, we'll do what we can. Sometimes leaders forget to do that. I'm, it's a new era of leadership where it's more coaching and mentoring and inspiring. So let's talk about that. You know, you have you're doing it. You have an award winning culture. We've seen it firsthand. And attracting and retaining talent is so very important.
00:17:50:20 - 00:18:14:08
Jennifer
And as leaders it starts with us. That job either succeeds or fails at the top of inspiring and engaging talent. Give us a feel for what you do personally to ensure that you have an engaged team and you continue to have an award winning culture over at Copley Brothers.
00:18:14:10 - 00:18:40:12
Ben
Yeah, I think that it's always, you know, that's the the task that we have to get up every morning and try and achieve that day. You know, that our, you know, there's so many basic things that we can do to connect with people. But one of the things that that we really when we lasted a strategic plan, you know, we really made it just as much focused on the human being, you know, as we did on the business success.
00:18:40:15 - 00:19:07:11
Ben
And, you know, we we always think about, you know, we've got over 100 employees and each of those employees are walking through the front door with different experiences that they're bringing in from their lives. And I think recognizing that and managing to that, you know, is a core principle. You know, we we are a family owned business. And I think we we often ask to ask ourselves, what does that mean?
00:19:07:11 - 00:19:35:22
Ben
And, you know, it really means treating each other like we would have family member. And that extends beyond just what their roles and responsibilities are in their specific job or their area. And that's something that's very easy to say. And I think it's it is where your culture does have that proof in the pudding. If you do live that out, then I think you will achieve a culture where people want to stay, where they want to grow.
00:19:35:24 - 00:19:56:18
Ben
I'm very proud of the tenure that we have throughout the organization. In any role that you would pick. And, you know, I think we also, you know, we we put people over profits. And I think that, you know, our goal as an organization is to be a place where people can earn the living that they want and need for themselves and their families.
00:19:56:20 - 00:20:21:10
Ben
It's a place where, you know, we do, you know, communicate and talk about how the health of the business directly goes into, you know, what we can provide in terms of compensation. And I think having transparent to the extent that you can, having transparent conversations with people is really important to to make them feel valued in that way.
00:20:21:12 - 00:20:38:08
Ben
And, you know, we're always trying to communicate better. It's an ongoing, you know, journey. But I really think that, you know, the focus on people as human beings, you know, has the effect that that you hope to have on, on those folks as employees and team members.
00:20:38:10 - 00:21:03:00
Jennifer
Well, we can just tell, you know, when we walk into a space, you have an eye for the physical around, but we have an eye for the culture on the intrinsic things that we pick up from the energy of the people that work there. And we can tell by walking into your organization that you're indeed a best and brightest company to work for.
00:21:03:00 - 00:21:32:18
Jennifer
So congrats on your award winning culture there and your leadership and making that happen. We all experience monumental moments and some of them shape us for the positive. Some of them beat us up a little bit, but we learn from them. Sometimes even we get beat up from the monumental moments in a bad way. But then you look back at it two years later and said, that was the best thing that ever happened.
00:21:32:20 - 00:21:42:18
Jennifer
Can you share a monumental moment or two with us and what you learned from it, especially for those younger features that are listening today?
00:21:42:20 - 00:22:22:03
Ben
Sure. Definitely. You know, I think that, you know, one thing that I believe is that the the hard moments certainly shape us just as much, if not more than the than the, the positive moments. And when I look back on my career to date, you know, it was a very negative moment that I think shaped me to become the, you know, the professional that that I have been, you know, here at Coakley Brothers, you know, I had a had a job, you know, after I graduated from the University of Wisconsin that I really enjoyed and that I was starting to get some traction in, I was living in Chicago and enjoying being a young
00:22:22:03 - 00:22:50:04
Ben
professional. And then the, you know, 2008 Great Recession hit. And I was laid off from that job in February of 2009. And that was a devastating moment. I think you you look at yourself in a certain way and you think, well, that can't happen to me. And it did. And I learned a lot, not only about myself and about resilience, but about the fragile nature of of a job.
00:22:50:04 - 00:23:23:00
Ben
I was still a young professional a couple years into my career, and I think what that taught me is that you can't take anything for granted and that you have to show up and do the work. And I think that that's, you know, something that certainly shaped me in my next chapters that that led me, you know, to where I am today is that we can't take anything for granted, even that even when we are, you know, on paper or in our own minds, successful, the shoe can drop with many factors that are beyond our control.
00:23:23:02 - 00:23:43:19
Ben
And then I think it's, you know, what can we control is what, you know, I've tried to do here at Coakley Brothers is is control what I, what I put in and, you know, put in the time do the work and most often that will take care of itself. There are circumstances like I encountered that that wasn't the case.
00:23:43:19 - 00:24:09:19
Ben
But I think if you match both of those principles that I certainly have tried to do is that, you know, we're all replaceable and we all need to bring our best every day to what we can control and that that experience, you know, getting laid off during that very difficult economic time, you know, not knowing where I was going to land, you know, shaped me in very positive ways.
00:24:09:21 - 00:24:30:17
Ben
And I'm, you know, ultimately grateful to go through that experience. And I think young professionals and young leaders need to know that that hardship can be right around the corner. How we respond and how we learn from those experiences will ultimately shape the bigger picture. Beyond that, that difficult moment.
00:24:30:19 - 00:25:01:02
Jennifer
Very true. And in in is more than economic changes at a company, you know, economical impact. And we talked about the change fatigue today and the ripple out factors on that and the squeeze on profits. It is important for those in their careers if they encounter a layoff or resizing or whatever you want to call it, that. It's not the end of the world in your case.
00:25:01:06 - 00:25:01:23
Ben
Right?
00:25:01:24 - 00:25:24:08
Jennifer
It it was a catalyst. It motivated you to say, okay, this isn't going to happen again. I'm going to take the bull by the horns and I'm I'm going to take charge and be successful. What you very much have done, that's a really good lesson, especially with, you know, private equity and economic uncertainty and squeezing profits. I think that's a really good lesson for, for everyone here.
00:25:24:11 - 00:25:28:24
Jennifer
And to be your own PR advocate within a company. Yeah, yeah.
00:25:29:00 - 00:25:49:15
Ben
And I think when those things happen, it doesn't have to be an indictment on you. And I think that that that's really important. And you have to take the factors in, apply them to your situation and do your best to walk forward. And, you know, that's certainly not easy, but it's it's always possible.
00:25:49:18 - 00:26:19:20
Jennifer
Yeah. Thank you for sharing that. There's a lot to learn from that experience. Let's talk more about you as a leader, your leadership style, your management style. What tips do you have on what works and what doesn't work? Essentially, what's your success formula as a leader to drive results? I know you're profitability. You drive new markets, you make new clients come in.
00:26:19:20 - 00:26:24:13
Jennifer
But what's your style? That is a win.
00:26:24:15 - 00:26:46:04
Ben
You know, I'm a big believer in leading by example. You know I think that that's, you know, a basic but it's sometimes, you know, can be difficult. I think, you know, one of the things that I'm grateful for as a leader is that I grew up in this business. So I know how the business operates. I know you know what it takes to do the roles.
00:26:46:06 - 00:27:09:02
Ben
You know, we in a sales organization, you know, it's it's difficult. And, you know, one of the things that that we pride ourselves in here is our diamond class customer service, which is not, you know, not really related to our clients. It's related to our internal clients, which are our teammates. And how do we, you know, how can we make their job easier?
00:27:09:07 - 00:27:35:00
Ben
How can we anticipate what they're going to need to do their job successfully? Because then if we do that, then they can deliver customer service excellence to our clients. And I think that that's something that that I try and lead by example with is doing the work and playing my role with with our team. You know, I do think back to what I said a minute ago, you know, putting in the time, putting in the work.
00:27:35:02 - 00:28:03:04
Ben
You know, there are there are no shortcuts for success. And I think that that is you know, it's a basic but I think especially, you know, in this day and age, it's always something that we need to reinforce as leaders. You know, I think that, you know, one of the things that that Peggy, you know, has led by example on is, you know, finding a team, you know, that accentuates your strengths, but also, you know, helps plug your weaknesses.
00:28:03:04 - 00:28:24:07
Ben
And, you know, we all have weaknesses. If we're in a leadership position, that doesn't mean, you know, we're on mission from that. And I think that that's really important. And I think my team today, you know, especially our executive leadership team, you know, a well-rounded group that are different and that support each other where where we need to be supported and vice versa.
00:28:24:09 - 00:28:45:07
Ben
And I think that, you know, we all, you know, in a digital age, are quick to respond and quit to engage. And one of the things I'm continuing to work on and always looking to improve is to to take a step back to, to let people do their jobs and to know that, you know, without my input, it's going to be okay.
00:28:45:09 - 00:28:54:22
Ben
And that, you know, call on me if you need me. But, you know, also, you know, I need to make sure that I'm letting people, you know, lead themselves and do their jobs.
00:28:54:24 - 00:29:25:21
Jennifer
Easier said than done for us leaders out there that have been, learning the business through promotions and growth and product launches and been there for the whole time, it's hard to step away very hard. But I really do like what you said about no shortcuts. I mean, learning and sweating the details and putting the hours in and the time in, that's what it takes to be successful.
00:29:25:21 - 00:29:29:08
Jennifer
And I don't think we teach enough of that, to be honest.
00:29:29:09 - 00:29:49:20
Ben
I agree, Jennifer, I think that what you said, sweating the details is, is a big one. You know, there are leaders I can think of that I look up to that, you know, big organizations that, you know, some details that make you stop in your tracks. And if you're paying attention, then you're, you know, in my business, I need to do the same.
00:29:49:21 - 00:30:24:10
Jennifer
Yeah. They do not teach that in business school at all. They say, oh, you do this and you'll be successful. They don't paint the picture. What it really takes that that comes from teams like yours and leaders like yours. Inspiring mentoring and coaching. We're going to do a little switch around here. Okay. Use Julie the title for anyone that interacts with a CEO or a leader at a company.
00:30:24:10 - 00:30:45:08
Jennifer
The title scares them, or they get nervous around the the leader. And we like to demystify that for some of the teeth out there. You know, you're human. So let's let's share more of the human side of you. Do you have any daily rituals that keep you motivated and focused?
00:30:45:10 - 00:31:06:17
Ben
Well, I am a proud father of four kids between the ages of nine and 16, and one of my favorite rituals is even though it's it's kind of, you know, it can be compared to being in the role here at work. It's it's wonderful, but it's also frenetic. I love the morning, you know, getting going in the morning.
00:31:06:18 - 00:31:26:22
Ben
I've always one of my favorite parts of the day is taking my kids to school. As they get older, it's not as as as needed as much as it was. But when I get the chance to do that, which is most days, I really enjoy that. You know, short walk or short car ride to the school. You know, as you can see behind my shoulder, I've got a lot of prized artwork.
00:31:26:24 - 00:31:35:23
Ben
So the, the rituals in the morning with the kids are challenging, but they're also, you know, what I enjoy most in the day, which I think is a good lesson.
00:31:36:00 - 00:31:49:18
Jennifer
That's great. It's a great opportunity to embarrass them for memories to come. Yeah, that trap is a great opportunity. Not that I would know.
00:31:49:20 - 00:31:55:09
Jennifer
Is there a book or speaker that's left a lasting impression on you?
00:31:55:11 - 00:32:18:13
Ben
Well, you know, I just we like to to road trip as a family and I, we just took a spring break road trip and I listened to the, the let them theory by by Mel Robbins. And I thought that was, you know, fantastic. I listened to it, you know, on I guess it's not on CD anymore, but but I listened to the book rather than read it.
00:32:18:13 - 00:32:37:23
Ben
That fits me really well. And I think that, you know, I think that's helpful for anybody. I think it's helpful for my kids as they go through, you know, the, you know, school and friends and all of that. I think it's great for young professionals. I think it's great for leaders. You know, it's it's, you know, not worrying about what others may think.
00:32:37:24 - 00:32:57:04
Ben
You know, to of course that's important, but it shouldn't drive how we act and it shouldn't drive the people that we are, the leaders that we are. I really enjoyed that. I thought it had a ton of connectivity for me. And I think that, you know, anybody in any situation, it'd be a good and quick read or listen.
00:32:57:06 - 00:33:01:08
Jennifer
Oh that's great. Mel Robbins is is great. Just let them let them.
00:33:01:10 - 00:33:03:17
Ben
Right, right.
00:33:03:19 - 00:33:13:08
Jennifer
One more one more personal question. And then we're going to wrap up. I know we're on a time limit here, but.
00:33:13:10 - 00:33:19:17
Jennifer
This is a hokey question, but how would you define happiness?
00:33:19:19 - 00:33:44:02
Ben
You know, I think I think happiness comes whenever, whenever you can laugh. And I think that, you know, we're you know, all of us are, you know, to, to quote the movie title, you know, hopefully in the Pursuit of happiness. And I think that that can be overwhelming because, you know, where is that destination. And if we feel happy, you know, something can come around the corner.
00:33:44:04 - 00:34:02:09
Ben
So I, you know, I think laughter, you know, and we, you know, we've got a great team here that, you know, we laugh a lot together even though we, you know, like any family, we can get under each other's skin when we're in the heat of the battle. And I think that, you know, happiness in a day, in a day can come in many forms.
00:34:02:09 - 00:34:19:14
Ben
But my my quick answer and my easy thought would be whenever, whenever we're laughing with our colleagues, with our our friends, with our family, you know, hopefully with strangers. But I think that and that can come a lot through the day, hopefully, and bring us what we need.
00:34:19:15 - 00:34:26:10
Jennifer
There's a certain type of person that can make people laugh. We have to protect those people.
00:34:26:12 - 00:34:28:15
Ben
For sure.
00:34:28:16 - 00:34:41:19
Jennifer
Well, thank you so much for sharing your insights. Congratulations on your successful journey and it was wonderful having you on the program, Ben, and keep shining bright.
00:34:41:21 - 00:34:57:23
Ben
Well thank you. Jennifer, it's an honor to spend some time with you. And and we're very proud to to be a best and brightest organization and, you know, appreciate the platform to to share some thoughts and look forward to another time in the future.
00:34:58:02 - 00:35:06:03
Jennifer
Sounds great. Sounds great. That's it everyone for this show. We'll see you next time. Everyone go have a great day and keep shining bright.
